Hawthorne’s studies refer to a series of experiments conducted in the premises of the Western Electric Company plant at Hawthorne. The experiments were conducted in the 1920s. The original objective of the experiments was to find the relation between light and productivity. However, during the course of the experiment, clear relation emerged between illumination and productivity. Nevertheless, the experiment threw up interesting conclusions.

The experimenters measured the output of workers while varying the illumination. They found that the productivity of the workers increased when the lighting was increased, decreased or kept constant. This observation led the researchers to conclude that the productivity was being influenced by factors other than illumination.

Experiments on Relay Assembly

In an attempt to study other factors which may influence productivity, the researchers chose two women as subjects for their experiments and asked them to form a test group with four other women of their choice. These women were made to work in a separate room for a period of five years. Their job was to assemble telephone relays. Their performance was monitored by a supervisor, output was measured on the number of relays produced. The researchers studied the change in productivity by varying the pay rules. They introduced changes such as paying in accordance with the performance of the whole group, rather than individual production. They tried to change the working schedule by introducing tea breaks and varying the duration of the breaks. The researchers came to the conclusion that the increase in productivity observed in these women was due to the fact that they worked as a cohesive team and that they were conscious of the fact that they were being observed. An empathetic supervisor who was understanding and considerate also contributed to the increase in productivity.

Experiments on the Bank Wiring Room

This experiment was conducted to study how variations in the payment schedule would affect productivity. The experiments were conducted with 14 men as subjects. The men were asked to assemble telephone switching equipment. The experimenters observed that the productivity did not go up even when the pay was increased because the workers feared that the management would slash the base rate. This experiment also led to unhealthy phenomena in the work environment such as formation of cliques, insubordination, bullying etc.

Some of the conclusions of the Hawthorne experiments are:

The result expected may not be caused by the factor expected. The result may be favorable for reasons other than the factors that were originally thought to be responsible.

People who have been set apart for any study will show an increase in performance simply because they feel that they are being observed. This is due to the extra attention given to them.

Any change in the immediate working environment will induce a positive change in the workforce.