Explain the Hawthorne Studies,including Their Historical Context,findings,and Significance for Organizational

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The Answer is After World War I,attention shifted to understanding the role of human factors and psychology in organizations.This interest was spawned by the discovery of the Hawthorne effect [[Hawthorne effect: when people improve some aspect of their behavior or performance simply because they are being assessed]] in the 1920s and 1930s.The Hawthorne effect occurs when people improve some aspect of their behavior or performance simply because they know they are being assessed.This effect was first identified when a series of experiments that came to be known as the Hawthorne studies were conducted on Western Electric plant workers in Hawthorne,just outside of Chicago,to see the effects a variety of factors including individual versus group pay,incentive pay,breaks,and snacks on productivity.
One of the working conditions tested at the Hawthorne plant was lighting.When they tested brighter lights,production increased.When they tested dimmer lights,production also increased! Researchers observed that productivity almost always improved after a lighting change-any change-but eventually returned to normal levels.Workers appeared to try harder when the lights were dimmed just because they knew they were being evaluated.George Elton Mayo,founder of the human relations movement initiated by the Hawthorne studies,explained this finding by saying that the workers tried harder because of the sympathy and interest of the observers.Mayo stated that the reason workers are more strongly motivated by informal things is that individuals have a deep psychological need to believe that their organization cares about them.Essentially,workers are more motivated when they believe their organization is open,concerned,and willing to listen.
The Hawthorne studies prompted further investigation into the effects of social relations,motivation,communication,and employee satisfaction on factory productivity.Rather than viewing workers as interchangeable parts in mechanical organizations as the scientific management movement had done,the human relations movement [[human relations movement: views organizations as cooperative systems and treats workers' orientations,values,and feelings as important parts of organizational dynamics and performance]] views organizations as cooperative systems and treats workers' orientations,values,and feelings as important parts of organizational dynamics and performance.The human relations movement stressed that the human dimensions of work,including group relations,can supersede organizational norms and even an individual's self-interests.

Explain the Hawthorne Studies,including Their Historical Context,findings,and Significance for Organizational

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