Encyclopedia, Difference between revisions of "Elton Mayo" - New World
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| − | '''George Elton Mayo''' ( | + | '''George Elton Mayo''' (1880-1949) was born on December 26 1880 in [[Adelaide]], [[Australia]]. He died on September 7 1949. |
| − | He was a [[psychologist]] and [[sociologist]] and lectured at the [[University of Queensland]] from | + | He was a [[psychologist]] and [[sociologist]] and lectured at the [[University of Queensland]] from 1919 to 1923. He then moved to the [[University of Pennsylvania]], but spent most of his career at [[Harvard Business School]] (1926 to 1947) where he was professor of industrial research. |
== Research == | == Research == | ||
| − | Mayo is known as the founder of the [[Human Relations Movement]], and is known for his research including the [[Hawthorne Studies]], and his book ''The Social Problems of an Industrialised Civilization'' ( | + | Mayo is known as the founder of the [[Human Relations Movement]], and is known for his research including the [[Hawthorne Studies]], and his book ''The Social Problems of an Industrialised Civilization'' (1933). The research he conducted under the Hawthorne Studies of the 1930s showed the importance of groups in affecting the behaviour of individuals at work. However it was not Mayo who conducted the practical experiments but his employees Roethlisberger and Dickinson. This enabled him to make certain deductions about how managers should behave. He carried out a number of investigations to look at ways of improving productivity, for example changing lighting conditions in the workplace. What he found however was that work satisfaction depended to a large extent on the informal social pattern of the workgroup. Where norms of cooperation and higher output were established because of a feeling of importance, physical conditions, or financial incentives, to motivate workers had little impact. People will form workgroups and this can be used by management to benefit the organisation. |
He concluded that people's work performance is dependent on both social issues and job content. He suggested a tension between workers' 'logic of sentiment' and managers' 'logic of cost and efficiency' which could lead to conflict within organisations. | He concluded that people's work performance is dependent on both social issues and job content. He suggested a tension between workers' 'logic of sentiment' and managers' 'logic of cost and efficiency' which could lead to conflict within organisations. | ||
Revision as of 14:15, 2 May 2007
George Elton Mayo (1880-1949) was born on December 26 1880 in Adelaide, Australia. He died on September 7 1949.
He was a psychologist and sociologist and lectured at the University of Queensland from 1919 to 1923. He then moved to the University of Pennsylvania, but spent most of his career at Harvard Business School (1926 to 1947) where he was professor of industrial research.
Research
Mayo is known as the founder of the Human Relations Movement, and is known for his research including the Hawthorne Studies, and his book The Social Problems of an Industrialised Civilization (1933). The research he conducted under the Hawthorne Studies of the 1930s showed the importance of groups in affecting the behaviour of individuals at work. However it was not Mayo who conducted the practical experiments but his employees Roethlisberger and Dickinson. This enabled him to make certain deductions about how managers should behave. He carried out a number of investigations to look at ways of improving productivity, for example changing lighting conditions in the workplace. What he found however was that work satisfaction depended to a large extent on the informal social pattern of the workgroup. Where norms of cooperation and higher output were established because of a feeling of importance, physical conditions, or financial incentives, to motivate workers had little impact. People will form workgroups and this can be used by management to benefit the organisation. He concluded that people's work performance is dependent on both social issues and job content. He suggested a tension between workers' 'logic of sentiment' and managers' 'logic of cost and efficiency' which could lead to conflict within organisations.
Criticism regarding his employees' procedure while conducting the studies:
- The members of the groups whoese behaviour has been studied were allowed to choose themselves.
- Two women have been replaced since they were chatting during their work. They were later identified as members of a leftist movement.
- One Italian member was working above average since she had to care for her family alone. Thus she affected the group's performance in an above average way.
Summary of Mayo's Beliefs:
- Individual workers cannot be treated in isolation, but must be seen as members of a group.
- Monetary incentives and good working condition are less important to the individual than the need to belong to a group.
- Informal or unofficial groups formed at work have a strong influence on the behaviour of those workers in a group.
- Managers must be aware of these 'social needs' and cater for them to ensure that employees collaborate with the official organisation rarther than work against it.
Mayo's work in the Hawthorne Experiments was later modified by Douglas McGregor as they did not originally show how work practices and organisational structure should be modified in order to improve worker satisfaction and productivity. McGregor suggested that the links between organisational design, motivation and productivity were more complex than first thought by Mayo.
Sources
Secondary literature
- Kyle Bruce, "Henry S. Dennison, Elton Mayo, and Human Relations historiography" in: Management & Organizational History, 2006, 1: 177-199
- Richard C. S. Trahair, Elton Mayo: The Humanist Temper, Transaction Publishers,U.S. 2005
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