Elton Mayo and the Human Relations School of Thought

Background

• Elton Mayo: A motivational theorist who developed the Human Relations School of Thought.
• Influence: Initially influenced by Frederick Taylor's theory of scientific management or Taylorism.
  • Taylorism suggests employees are motivated primarily by pay.
• Mayo's Belief: Employee motivation is complex and influenced by more than just money.

The Hawthorne Studies

• Conducted in the 1920s at a factory in Illinois.
• Aim: Investigate the impact of physical factors on employee motivation.
• Method:
  • Two teams were subjected to varying physical conditions (e.g., lighting, rest breaks).
  • Observed the effects on motivation and productivity.

Findings

• Initial Hypothesis: Worse conditions would decrease motivation and productivity.
• Results:
  • Changes in physical environment (e.g., decreased lighting) did not reduce productivity; productivity improved or stayed the same.
• Conclusion: Social factors, not physical factors, boost motivation and productivity.

Key Concepts

• Positive Relationships: Essential for increasing motivation.
• Clear Communication: Between managers and employees enhances motivation.
• Feeling Valued: Employees felt special and formed new relationships during the study.

Implications

• Development of Human Resources: Led to the creation of formal personnel departments.
• Management Recommendations:
  • Managers should engage with employees more.
  • Encourage teamwork to increase social interaction.

The Hawthorne Effect

• Definition: Relationship between attention received and productivity.
• Criticism: Considered exaggerated and flawed.

Benefits of Mayo's Theory

• Encourages positive workplace relationships.
• Focus on employee well-being.
• Increases morale, retention, motivation, and productivity.

Criticisms of Mayo's Theory

• Unscientific Design: Hawthorne experiment viewed as lacking in scientific rigor.
• Over-simplification: Assumes satisfied workers are automatically productive.
• Lack of Consideration for Conflict: Ignores potential conflicts in the workplace.

Conclusion

• Mayo's theory provides insights into the importance of social factors in motivation but has faced criticism for its methodology and assumptions.
• Useful for understanding the evolution of human resources and employee management strategies.