Elton Mayo's Human Relations School of Thought

Introduction

• Elton Mayo, a famous motivational theorist.
• Developed the Human Relations School of Thought.
• Conducted the Hawthorne Studies at a factory in Illinois.

Relationship to Other Theories

• Supported Frederick Taylor’s Scientific Management (Taylorism).
  • Taylor suggested employees are motivated by pay.
• Mayo believed motivation was more than just money.

Hawthorne Studies

• Mayo's hypothesis: Physical factors influence motivation (e.g., lighting, rest breaks).
• Conducted in the 1920s at the Hawthorne Factory.
• Separated employees into two teams to test different working conditions.

Findings

• Alterations in physical conditions (e.g., lighting) did not negatively impact motivation/productivity.
• Contrary to expectations, productivity improved or stayed the same.
• Conclusion: Social factors, not physical, boost motivation and productivity.

Human Relations Theory

• Emphasizes the importance of social factors.
• Positive relationships and clear communication between managers and employees increase motivation.
• Employees felt valued during experiments, boosting morale.

Impact on Modern Business

• Led to the creation of personnel departments (now Human Resources).
• Encourages management involvement and team-based work structures.
• Employees should be treated as social beings, not robots.

The Hawthorne Effect

• Describes the relationship between attention received by employees and their productivity.
• Some critique that its impact is exaggerated or flawed.

Benefits of Human Relations Theory

• Encourages positive workplace relationships.
• Focuses on employee wellbeing, contrasting with Taylorism.
• Increases morale, retention, motivation, and productivity.

Criticisms of Human Relations Theory

• Based largely on the Hawthorne Experiment, considered unscientific by some.
• Criticized for small sample size and experimental design.
• Overlooks potential workplace conflict.
• Oversimplifies human behavior; satisfaction doesn’t automatically lead to productivity.

Conclusion

• Human Relations Theory adds valuable insights into employee motivation, though it is not without its criticisms.
• Useful for understanding the social aspects of workplace motivation.

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