The Hawthorne effect

The Hawthorne effect is not a surname of a scientist but the location where the experiment took place. A researcher by the name Henry A Landberger carried out a study and evaluation of information from previous experiments by Elton Mayo at Hawthorne works in Chicago in the late 1920 and 1930.The aim of the experiment was to determine if the amount of light in a building can affect the productivity of the laborers (MKA, 2012).

The initial reason for the experiment was to evaluate the effects of   physical conditions on productivity. Two sets of laborers in the Hawthorne factory were used as test subjects. On one particular day, brightness in the work environment of one group was enhanced while that of the other group remain the same. It was noted that the productivity of the group whose lighting was increased was way better than that of the other group (control group).The workers’ environment was also altered i.e. their working periods, breaks etc. Still, their productivity increased every time a certain factor was changed within their working environment. By the time working conditions were returned to normal, productivity was at an all-time high. Absenteeism had also decreased (Institute of Management Foundation, 1998).

The researchers came to a conclusion that altering the physical working environment was not the reason for the increase in productivity but the simple fact that their employers were concerned about their working environment. Initially, the outcome of the research seemed to be tied to the research’s frame work settings. Workers who are under surveillance are more likely to affect the outcome of the study. Management practices also seemed to contribute to the results. Employees who are under observation, carry out their duties differently from others who are not under observation.

So, individuals’ productivity increases when their environment at work is changed, not as a result of the change itself. In Hawthorne research, employees’ productivity grew due to the presence of the researchers. It is not the presence of the researchers alone that influenced the experiment but also the attention they gave to the workers. Elton mayo, the leading scientist of the experiment explained that the increase in productivity was due to the concern showed by the observers which caused an emotional effect that in turn affected the productivity.

Hawthorne effect information is vital to team leaders. If a team is not productive enough, the components of the research can be used to come up with solutions. In terms of the physical environment, any change of the surroundings will have a positive effect on the workers. Be it bringing in a new flower or altering the sitting arrangement. In terms of surveillance, take time to analyze how the team operates and run its activities. Of course, don’t give any hints by peeking through their work, instead inform them that you may like to cooperate with them to improve on their work. The fact that you are willing to help them boosts their morale (Khan, 2008).

Elton mayo was more concerned about the effectiveness of working within a group than individually. He concluded that social factors influence productivity more than the attitudes of individual together with their emotional and physical characters (Khan, 2008).

Hawthorne researchers looked further into informal groups that employees created. They realized that group members bonded in a special way, independent of their familiarity. They also noted that the relations team leaders developed with employees have an impact on the productivity of the workers. Company culture can influence greatly the productivity of a company. In today’s world Hawthorne effect is known as observer effect. Therefore, it is safe to say Hawthorne effect applied psychological incentives by isolation of workers and making them feel vital.

 

 

 

 

 

 

 

 

 

 

References

MKA, (2012). S.H.E: Speaking Hawthorne Effect. Alibris.

Institute of Management Foundation. (1998). Elton Mayo: The Hawthorne experiments. Corby: Institute of Management Foundation.

Khan, H. A. (2008). An introduction to public administration. Lanham, Md: University Press of America.