Hawthorne Studies and Human Relations Movement
- Theory / Concept Name
- Hawthorne Studies and Human Relations Movement
- Description
Elton Mayo — Hawthorne Studies
Elton Mayo led experiments at Western Electric's Hawthorne Works (1924–1932) that revolutionised management thinking.
Key Experiments
- Illumination experiments: Lighting changes had little consistent effect on output — something else was driving productivity.
- Relay assembly test room: Output rose regardless of physical conditions; workers responded to attention and group belonging.
- Interview programme: Workers had many unmet social and emotional needs.
- Bank wiring observation room: Informal group norms restricted output ('soldiering'), showing peer pressure mattered more than incentives.
Hawthorne Effect
Workers perform better simply because they are being observed and given attention — not primarily because of physical working conditions.
Human Relations Movement
Mayo concluded that social factors (group belonging, recognition, supervision style) are the primary determinants of worker productivity, launching the human relations school of management.
- Theorist / Pioneer
- Elton Mayo
- Year
- 1933
- Category
- Neo-Classical