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Describe how the components of the Hawthorne study are incorporated in current human resource functions. What was the main idea behind this study? How have you been impacted by the components of this study in your current or past work setting? 250-300 words Your grade will reflect both the quality of your initial post and the depth of your responses.

The Hawthorne Studies

The human relations movement in management began in earnest in 1927 with theHawthorne studies. In the experiments, which ran from 1927 to 1932, researchersElton Mayo and Fritz Roethlisberger altered different factors, most notably thelevel of lighting, to determine the effects on worker productivity. The primaryfindings of the research project were as follows:

1. The subjects responded to positive and pleasant interactions with researchers by increasing productivity rates on the job.

2. Some of the tasks performed by supervisors were eventually assumed by entry-level employees, who also generated higher levels of production because the workers found the experience to be “fun” and free of anxiety about being disciplined for poor performance.

3. Workers tended to form groups that were cohesive and loyal to one another. Anyone who overproduced became a “slave” or “speedking” and was derided or even physically punched in the arm (“binging”) by group members. Anyone who failed to do his fair share ofwork was labeled a “chiseler” and admonished to keep up with the group.

Mayo and Roethlisberger concluded that workers are motivated by more than money. Social interactions constitute a key part of theorganizational experience. Individual attitudes and collective employee morale were significant determinants of productivity levels.

Theresearchers suggested company managers should account for human emotions and interactions to achieve higher levels of success (Urwick,1960; Bedeian, 1986).

Although criticisms of the research methods used have emerged and questions regarding the exact nature of the findings and conclusionsrelated to those findings exist, what remains clear is that the studies altered the course of investigation into the nature of management ofsocial organizations. In essence, the recommendations made by Mayo and Roethlisberger, that managers should pay close attention to thehuman element of their operations, created a dramatic impact on the field of organizational behavior and the practice of management at amore general level.