HUMAN RELATION THEORY: - (ELTON MAYO)

HUMAN RELATION THEORY: - (ELTON MAYO)

TAYALORIAN PRINCIPLES & CLASSICAL                   MAXIMUM 2E’S MAXIMUM PRODUCTION.

 Up to 1927 production started decrease through all the principles & theories advocated by the Taylor and other behavioural scholars applied. It became the big problem as the management was getting very less benefit.

FIRST ENQUIRY:-

TEXTILE MILL

Aabsentism of worker 

Worker were leaving the job frequently

2E’S Decreases

Production decreases

Elton mayo was Para psychologist.

Mayo was conducting a seminar and giving very new idea related to H.R.

The textile mill called mayo to provide remedy.

Mayo and his team observed the problem in the mill. And found that fatigue due to which the workers were leaving the job.

SOLUTION:-

REST

Two breaks                               1^st meeting /half

2^nd break                                    2^nd half

Supervisor gets annoyed they were not getting rest.

Solution:- switch of the machines during break.

Result                          2 E’S INCREASES

                                     PRODUCTION INCREASES

WESTREN ELECTRIC COMPANY                    HAWTHRONE (U.S.A)

Problem – production decrease.

Manager of the company was retired colonel. (Disciplined, very careful and caring)

He also applied all the principles known up to them but result was low production. Then mayo was called by the manager. Mayo was conducting a series of experiment in the company.

The 1^st experiment was:-

GREAT ILLUMINATION: - To examine whether work condition effect the production or not. Two groups of 6-6 girls were made and were put separated. One group got always stable and good light. Other got fluctuated and poor light. But both produce more. Finally they concluded that work condition do not affect the production.

RELAY ASSEmbly:-           Two group of 5-5 girls.

             

Both produce more.

BANK WIRING ROOM EXPERIMENT:-

The purpose of the next study was to find out how payment incentives would affect productivity. The surprising result was that productivity actually decreased. Worker apparently had become suspicious that their productivity may have been boosted to justify firing some of the workers. Later on the study was conducted by Elton mayo and w. Lloyd worker between 1931 and 1932 on a group of fourteen mans who put together telephone switching equipment. The researcher found that although the workers were paid according to individual productivity. Productivity decreases. Because the men were afraid that the company would lower the base rate. Detailed observation of the men revealed. The existence of informal groups or “cliques” within the formal groups. These cliques developed informal rule of behaviour as well as mechanism to enforce them. The cliques served to control group members and to manage bosses; when bosses asked questions, clique members gave the same responses, even if they were UN true. This result shows that workers were more responsive to the social force of their peer groups than to control and the incentives of management.

PERSONAL OBSERVATION /INTERVIEWS:-

Nurses were given by the researcher a form of questionnaire.

                                             Questions

They concluded that worker followed the social norms divided by the worker and social group.  These social norms were as follows.

1)    Rate buster:- one who produce more than the social norm.

2)    Chiseler:- the one who produces less than the norm.

3)    Squaller :- the one who complain the management about his peer.

No one should not act officious.

RESULT:-  in this way mayo and his team concluded that human being are the social man they do not  follow the pre-determined rule and regulation rather social norms.

Organisation must be completely informal can be motivated by the social & psychological satisfaction. They are not the instrument of production.