A Brief History of TWI: The Hawthorne Effect

Summary

In this video, Steven Lentz explores the history of the Hawthorne Experiment, which began in 1924 at Western Electric’s Hawthorne Works in Cicero, Illinois. Initially designed to examine the link between worker productivity and environmental conditions, the study unexpectedly found that increasing lighting didn’t affect productivity as expected. Instead, workers' productivity improved when supervisors engaged with them and sought their feedback. This led to the discovery of the Hawthorne Effect, highlighting the importance of employee engagement and supervisor involvement. Lentz explains how this experiment shaped modern management practices, though its validity has been debated over time.

Takeaways

• 😀 The Hawthorne Effect began in 1924 at the Western Electric Hawthorne Works in Cicero, Illinois, with a study commissioned by the National Academy of Science.
• 😀 The initial purpose of the study was to determine the relationship between worker productivity and environmental factors, specifically lighting levels in the factory.
• 😀 Increased lighting led to a noticeable increase in productivity, but further experiments showed that even when lighting was reduced, productivity continued to rise.
• 😀 The National Academy of Science ended the study, believing the results were inconclusive, but Western Electric decided to continue exploring.
• 😀 Western Electric focused the study on a small group of women working in relay making, leading to a 30% increase in output.
• 😀 The study marked the beginning of employee interviewing programs, where workers were asked about their job satisfaction, supervisors, and work conditions.
• 😀 A key discovery was that workers were more productive when they felt their supervisors cared about their working conditions and were genuinely concerned.
• 😀 The term 'Hawthorne Effect' became associated with the idea that productivity increases when workers feel observed, though this is a common misconception.
• 😀 The core of the Hawthorne Effect wasn't just about being watched but about supervisors engaging with employees, gathering feedback, and making improvements based on it.
• 😀 Workers were more motivated when supervisors listened to their ideas, involved them in discussions about work routines, and treated them as equals in decision-making.
• 😀 Many attempts to replicate the Hawthorne Effect's results have been unsuccessful, leading some to question the validity of the original findings.

Q & A

What was the purpose of the original experiment conducted at the Hawthorne Works?

The purpose of the experiment was to identify if there was a relationship between a worker's productivity and their environment, specifically investigating how lighting conditions in the factory affected production.

What surprising result came from altering the lighting during the experiment?

Surprisingly, when the lighting was reduced, productivity actually increased, which was unexpected by the researchers. This led them to reconsider the reasons behind the increase in productivity.

Why did the National Academy of Science discontinue the Hawthorne study?

The National Academy of Science called off the study because they believed the results did not conclusively prove anything significant regarding the relationship between lighting and productivity.

How did Western Electric approach the study after the National Academy of Science discontinued it?

Western Electric decided to continue the study on their own, focusing on relay-making work and using a small group of women. They sought deeper insights into the causes of the observed productivity increases.

What was the result of Western Electric's continuation of the study?

Western Electric found a 30% increase in output in the relay-making group, which led them to further investigate the reasons behind the productivity boost.

What was the key finding from the continued study at Western Electric?

The key finding was that workers were more productive when they felt their supervisors genuinely cared about their working conditions and well-being.

How did the concept of employee interviews emerge from the Hawthorne study?

The Hawthorne study led to the creation of the first employee interview program, where workers were encouraged to provide feedback about their jobs, supervisors, and working conditions.

What misconception about the Hawthorne Effect is commonly held?

A common misconception is that productivity increases simply because workers know they are being watched. However, the true factor behind the increase was the meaningful engagement and concern shown by supervisors.

What was the true impact of supervisor involvement on employee productivity?

The real impact was that when supervisors actively engaged with workers, listened to their concerns, and involved them in discussions, workers felt more valued and became more productive.

Why did many attempts to replicate the Hawthorne Effect fail?

Many attempts to replicate the Hawthorne Effect failed because they didn't include the specific conditions of the original study, such as meaningful feedback from supervisors and direct involvement in workers' lives and work processes.