ESCUELA de las RELACIONES HUMANAS de ELTON MAYO y su EXPERIMENTO de HAWTHORNE ✅ | Economía 143#
Summary
TLDREste vídeo explica la teoría de las relaciones humanas en la economía empresarial, desarrollada por Elton Mayo en la década de 1920. La teoría surgió como reacción a las teorías clásicas de Taylor y Fayol, enfocándose en la importancia del aspecto humano en la organización. El experimento de Hawthorne, llevado a cabo en una fábrica de Western Electric, mostró que la productividad de los trabajadores aumentaba con cambios en las condiciones, incluso si estos no tenían un impacto directo en el trabajo. Esto llevó a la conclusión de que factores psicológicos y sociales son cruciales para la eficiencia laboral, en contraposición a la visión clásica que subestimaba estos aspectos.
Takeaways
- 👨🏫 La teoría de las relaciones humanas fue desarrollada por Elton Mayo y destaca la importancia de la dimensión humana en una organización.
- 🔬 La teoría surgió en los años 20 como reacción a las teorías clásicas de Taylor y Fayol, buscando humanizar la administración.
- 💡 La experimentación de Hawthorne, liderada por Mayo, desempeñó un papel crucial influenciando la teoría de las relaciones humanas.
- 💡 Los resultados del experimento mostraron que la intensidad de la iluminación no tenía una relación directa con la productividad de los trabajadores.
- 👥 Se observó que factores psicológicos y sociales tenían un impacto significativo en el rendimiento laboral de los trabajadores.
- 🔄 Durante las fases del experimento, se realizaron cambios en condiciones de trabajo y se observó cómo afectaban la productividad.
- 📈 Se concluyó que la productividad aumentaba con cambios que implicaban mayor consideración y mejora en las condiciones de trabajo.
- 🤝 La colaboración y el espíritu de equipo entre los trabajadores son factores claves para el éxito en el lugar de trabajo.
- 🏢 La importancia de las relaciones sociales y la influencia de los grupos informales dentro de la organización fue destacada.
- 👥 Se enfatizó la necesidad de que la estructura y objetivos de la organización informal coincidan con los de la organización formal.
- 👩🏫 Figuras como Elton Mayo, Kurt Lewin y Mary Parker Follett contribuyeron significativamente a la escuela de las relaciones humanas.
Q & A
¿Qué es la teoría de las relaciones humanas en la economía empresarial?
-La teoría de las relaciones humanas es una teoría desarrollada por Elton Mayo que indica que el elemento humano es el más importante en una organización. Se desarrolló como una reacción a las teorías clásicas de Taylor y Fayol, buscando humanizar y democratizar la administración.
¿Cuáles fueron las dos causas que impulsaron el surgimiento de la teoría de las relaciones humanas?
-El desarrollo de las ciencias humanas, especialmente la psicología y la sociología, y su creciente influencia intelectual y social, y los resultados del Experimento de Hawthorne, que influyó significativamente en la teoría.
¿Cuál fue el objetivo del Experimento de Hawthorne?
-Determinar la relación entre la intensidad de la iluminación y la eficiencia de los trabajadores en la producción.
¿Qué se descubrió en la primera fase del Experimento de Hawthorne sobre la iluminación y la productividad?
-Se descubrió que la productividad aumentaba si los trabajadores pensaban que había más iluminación y disminuía si pensaban que había menos, aunque no había una relación directa entre la luz y la productividad.
¿Cuál fue el hallazgo clave en la segunda fase del Experimento de Hawthorne?
-Se observó que la productividad aumentaba con cambios en las condiciones de trabajo, como la modificación del sistema de pago y la introducción de descanzos, lo que sugiere un factor psicológico en la producción de los trabajadores.
¿Cómo cambió la percepción de los trabajadores en la segunda fase del Experimento de Hawthorne?
-Los trabajadores percibieron que sus esfuerzos individuales tenían un impacto directo en su salario y se sintieron más involucrados y motivados, lo que llevó a un aumento en la productividad.
¿Qué reveló la tercera fase del Experimento de Hawthorne sobre las relaciones en la organización?
-Se descubrió la existencia de una organización informal de trabajadores que se formaba para proteger sus intereses, y que esta organización informal podía influir significativamente en la productividad.
¿Qué se aprendió en la cuarta y última fase del Experimento de Hawthorne?
-Se observó que los trabajadores tenían una fuerte solidaridad y seguían normas establecidas por ellos mismos, y que la productividad podía ser influenciada por las relaciones dentro del grupo de trabajo.
¿Cuáles son los principios básicos de la escuela de las relaciones humanas según el Experimento de Hawthorne?
-Que la productividad depende de la integración social, que el comportamiento del individuo está influenciado por el grupo, que el poder colectivo del grupo es importante y que las relaciones humanas y la importancia del contenido del puesto son claves para el éxito en la organización.
¿Quiénes son algunos de los representantes de la escuela de las relaciones humanas mencionados en el guion?
-Elton Mayo, Kurt Lewin y Mary Parker Follett son algunos de los representantes de la escuela de las relaciones humanas.
¿Cuáles son las críticas comunes a la escuela de las relaciones humanas?
-Se cuestiona la validez científica de sus métodos, se critica que se centra exclusivamente en la felicidad en el trabajo y se acusa de ser simplemente una forma de aumentar la productividad sin un interés real en mejorar las relaciones entre los trabajadores.
Outlines
🌟 Introducción a la Teoría de las Relaciones Humanas
El primer párrafo introduce la teoría de las relaciones humanas desarrollada por Elton Mayo, que enfatiza la importancia del elemento humano en una organización. Esta teoría surgió en los años 20 como una reacción a las teorías clásicas de Taylor y Fayol. Mayo argumentó que era necesario humanizar y democratizar la administración, alejándose de los métodos científicos y precisos impuestos a los trabajadores. Dos factores contribuyeron a esta teoría: el desarrollo de las ciencias humanas, como la psicología y la sociología, y los experimentos de Hawthorne que mostraron la inadecuación de los principios clásicos. El experimento de Hawthorne, llevado a cabo en una fábrica de Western Electric en Chicago, buscaba determinar la relación entre la intensidad de la iluminación y la eficiencia de los trabajadores en la producción.
🔍 Fases del Experimento de Hawthorne
El segundo párrafo describe las diferentes fases del experimento de Hawthorne. Se observó que la producción aumentaba o disminuía dependiendo de las percepciones de los trabajadores sobre la luz, independientemente de su intensidad real. En la segunda fase, se aisló un grupo de trabajadores para estudiar condiciones como el pago por grupo y el impacto de los intervalos de descanso. Se descubrió que los cambios en las condiciones físicas no afectaban la producción, sino que era el factor psicológico el que influía en el rendimiento de los trabajadores. La colaboración y la moral del grupo aumentaron, lo que se tradujo en una mayor productividad.
👥 Organización Informal y Liderazgo
El tercer párrafo explora cómo la observación de las relaciones entre los trabajadores llevó a descubrir la existencia de una organización informal que protegía los intereses de los trabajadores. Se mencionan prácticas como el control de la producción por parte de los trabajadores y la existencia de líderes informales. Esta fase del experimento se centró en entender las dinámicas de grupo y cómo la lealtad dividida entre el grupo y la empresa podría causar conflictos. Se destacó la importancia de la integración social y la influencia del grupo en el comportamiento y la productividad individual.
🏢 Teoría de las Relaciones Humanas y Administración
El cuarto párrafo explica cómo la teoría de las relaciones humanas transformó la administración al enfocarse en la importancia de la integración social, el apoyo del grupo y las sanciones no económicas en la motivación del trabajador. Se destacan las contribuciones de figuras como Elton Mayo, Kurt Lewin y Mary Parker Follett, quienes abogaron por un enfoque más humano y participativo en la gestión. Se argumenta que la productividad no se debe solo a factores materiales, sino también a aspectos psicológicos y sociales.
📚 Críticas y Contribuciones de la Escuela de las Relaciones Humanas
El último párrafo presenta las críticas y contribuciones principales de la escuela de las relaciones humanas. Se cuestiona la validez científica de sus métodos y se argumenta que se centra en la felicidad en el trabajo en lugar de aspectos como el desarrollo profesional. A pesar de las críticas, la escuela de las relaciones humanas ha dejado un impacto duradero en la administración al enfocarse en la importancia de las relaciones humanas y la motivación en el lugar de trabajo.
Mindmap
Keywords
💡Teoría de las Relaciones Humanas
💡Hawthorne Experiment
💡Psicólogo
💡Productividad
💡Condiciones Laborales
💡Grupo Experimental
💡Factores Psicológicos
💡Liderazgo
💡Grupos Informales
💡Relaciones Laborales
💡Supervisión
Highlights
Teoría de las relaciones humanas desarrollada por Elton Mayo
La importancia de la parte humana en una organización
La teoría surgió en la década de 1920 como reacción a las teorías clásicas de Taylor y Fayol
Influencia de las ciencias humanas, especialmente psicología y sociología, en la teoría de las relaciones humanas
El experimento de Hawthorne como principal influencia en la teoría de las relaciones humanas
El experimento de Hawthorne buscaba determinar la relación entre la intensidad de la iluminación y la eficiencia de los trabajadores
Western Electric, compañía de equipos y componentes de teléfonos, implementó políticas de bienestar para sus trabajadores
Primera fase del experimento: estudio del efecto de la luz en el rendimiento de los trabajadores
Descubrimiento de un factor psicológico en la producción de los trabajadores
Segunda fase: estudio de condiciones de trabajo y su efecto en la producción
Modificación del sistema de pago y su impacto en la producción
Introducción de descanzos y su efecto en la producción
Observación de que la producción aumenta con cambios en las condiciones de trabajo, independientemente de las condiciones físicas
Conclusión de que las condiciones físicas no afectan la tasa de trabajo de los trabajadores
Descubrimiento de la importancia de la supervisión menos rígida y el espíritu colaborativo en el aumento de la satisfacción laboral
Desarrollo de amistades y liderazgo en el grupo experimental
Tercera fase: estudio de las relaciones entre los trabajadores a través de entrevistas
Revelación de la existencia de una organización informal de trabajadores
Cuarta y última fase: análisis de la organización informal de los trabajadores
Conclusión de que la producción depende de la integración social
La teoría de las relaciones humanas enfatiza la importancia del comportamiento social y las relaciones grupales
La importancia de la rotación de actividades para aumentar la productividad de los trabajadores
La necesidad de considerar las emociones de los trabajadores para el éxito de la organización
Críticas a la escuela de las relaciones humanas por su enfoque limitado y su metodología
Transcripts
Welcome once again to home economics, today we will continue with
the free course on business economics. In this chapter we will talk about
the theory of human relationships. The theory of human relations
is a theory developed by Elton Mayo that indicates that the human part
is the most important part in an organization. It emerged in the 1920s, and developed as
a reaction movement to the classical management theories of Taylor and Fayol. That is to say, it
arose from the need to humanize and democratize the administration, freeing it from the
rigorous, scientific and precise methods to which the workers had to submit themselves.
Possibly this movement of reaction to the classical theories would not have occurred
if it were not for two causes: The first of them was the development
of the so-called human sciences, especially psychology and sociology,
as well as their growing intellectual and social influence. his first attempts at application to
industrial organization . The human sciences came to demonstrate, gradually over time, the
inadequacy of the principles of classical theory. The second cause was the Hawthorne Experiment,
clearly this was the one that most influenced the theory of human relations.
This experiment carried out in 1927 in a factory of the Western Electric Company located in Chicago,
in the Hawthorne neighborhood, had the objective of determining the relationship
between the intensity of the lighting and the efficiency of the workers in production.
It was commissioned by the National Research Council and coordinated by Elton Mayo.
Western Electric, was a telephone equipment and components manufacturing company
that developed at the time a human resources policy directed towards the
well-being of workers, which paid satisfactory wages and good working conditions
were provided . At his Chicago factory, young female employees worked who performed
simple and repetitive tasks that demanded great speed. The assembly of relays was carried out efficiently,
since an employee could assemble up to five relays every six minutes. Therefore, at the beginning,
the company was not interested in increasing production, but in getting to know its employees better.
First phase of the Hawthorne experiment. During the first phase, two groups of workers
were selected that performed the same operation under identical conditions,
except that the first observation group worked under variable intensity of light
and the second control group worked under constant intensity. In this way, it
was intended to find out what effect lighting had on the performance of workers.
At the end of the study, it was discovered that the intensity of production increased if the
workers thought there was more lighting and, on the contrary, it decreased when they thought there was
less lighting. However, it was shown that there was no direct relationship between lighting
and productivity since for a certain time the intensity of the light remained constant,
making the workers believe that it was variable. Therefore they realized the existence of
a psychological factor in the production of the workers. Recognizing this psychological factor,
in the second phase the researchers tried to isolate it or eliminate it from the
experiment as inappropriate. Second phase of the Hawthorne experiment.
For this second phase, 6 mid-level workers (neither experts, nor novices)
were chosen, and they were informed that they were part of an experiment. Five of them
assembled the relays and the sixth supplied the necessary parts for a
smooth and uninterrupted workflow . These workers worked in a room separate from the rest
of the department. In this room they had an observer whose objective was to ensure
the collaborative spirit of the participants. In order to determine which were the
most satisfactory performance conditions , it was decided to divide this second phase into twelve periods.
In the first period: the production of each worker was recorded before carrying out the experiment,
and their productive capacity was established under normal working conditions, which was
2400 weekly units per worker In the second period: the experimental group was isolated in the testing room.
Previous working hours and conditions were maintained and
the pace of production was measured. This period lasted
five weeks and served to verify the effect produced by the change of workplace.
Third period: the payment system was modified. In the control group, group work was paid for
. As the groups were numerous, the production variations of each young person
were diluted with the group's production and were not reflected in their individual salary. On the other hand,
in the experimental group the payment of the young women was separated and, as the group was small, they
perceived that their best individual efforts had a direct impact on their salary. In this
eight week period, production increased. Fourth period: five minutes of rest were introduced
in the middle of the morning and another five in the middle of the afternoon. There
was a new increase in production. Fifth period: rest intervals
were increased to ten minutes each; again, production increased.
Sixth period: three five-minute breaks were given in the morning and another three in
the afternoon. No increase in production was observed, and there were also complaints from the
young women as the work rhythm was broken. Seventh period: faced with complaints, he turned
again at intervals of ten minutes, one in the morning and one in the afternoon. However, during
one of them a cold drink was served to the operators. Again, production increased.
Eighth period: with the same conditions as the previous period,
the experimental group began to work until 4:30 p.m. and not until 5:00 p.m. The result was
a marked increase in production. Ninth period: the work of the
experimental group ended at 4:00 p.m. Production remained stable.
Tenth period: the experimental group returned to work until 5:00 p.m., as in the seventh
period. Production increased considerably. Eleventh period: a five- day workday was established
instead of 6 days for the experimental group. Given this change, it
was observed that the daily production of the young women continued to rise.
Twelfth period: the conditions of the third period were returned; in other words, all the benefits granted
were taken away . This last and decisive period lasted twelve weeks; unexpectedly, it
was observed that the daily and weekly production reached a historical maximum of 3,000 weekly
units per young person in the experimental group. If we take into account the physical working
conditions in periods seven, ten and twelve were the same, however the production did not stop
increasing from one period to another. This could only be explained by a psychological factor, reaching
the conclusion that the physical conditions did not affect the work rate of the workers.
To understand these results at the end of the twelve periods, the observers decided to
ask the young women, thus obtaining the following conclusions:
A less rigid and vigilant supervision in which an attempt was made to encourage collaboration between the
workers allowed the young women to enjoy a friendly environment and without pressure that
immediately translated into an increase in job satisfaction since they had
greater freedom and lower levels of anxiety. The experimental group developed in the social
aspect . The young women became friends with each other, and these friendships extended
beyond the work environment. They cared for each other, speeding up their production
when a partner was tired. And finally, the group developed leadership
and common goals. One of the young women spontaneously became a leader, helping
her colleagues achieve the common goal of continually increasing the rate of production,
despite constantly being asked to work normally.
Third phase of the Hawthorne experiment. In a short time, the researchers, as a result
of their conclusions, and concerned about the difference in attitudes between the young women
in the experimental group and those in the control group, were moving away from the
initial interest in seeking better physical working conditions and definitively devoted themselves to studying
the relationships. people in the organization. Thus, in September 1928
a program of interviews with employees was started to better understand their attitudes and feelings,
listen to their opinions regarding their work and also receive suggestions that could be
incorporated into the organization. The program was very well received by workers and supervisors,
and the results were very encouraging as they revealed the existence of an
informal organization of workers, formed to protect themselves from any threat
from the administration to their well-being. Some manifestations of this informal organization are:
Production controlled by standards established by the workers themselves,
and which were not exceeded by any of them. Non-formalized practices of penalties that the
group applied to the workers who exceeded those standards for both good and bad.
for considering them saboteurs. Expressions that revealed
dissatisfaction with the results of the production incentive payment system.
Informal leadership of certain workers who kept the groups together and ensured
respect for the rules of conduct. This informal organization allowed
the workers to be united and maintain a certain loyalty among themselves. However,
the researchers noted that, many times the worker also pretended to be loyal to the
company. That divided loyalty between the group and the company could lead to conflict,
tension, concern and possibly dissatisfaction. To study this phenomenon,
the researchers developed a fourth and final phase of the experiment.
For this last phase, an experimental group made up of nine operators,
nine welders and two inspectors was chosen , who went on to work in a special room whose
conditions were identical to those of the department. There was an observer in the room and outside of it,
a person sporadically interviewed those workers. The purpose of this fourth
phase was to analyze the informal organization of the workers. It lasted from November 1931 to May 1932.
The payment system was based on group production: so that wages could only
be high if total production increased. Once familiar with the experimental group,
the observer was able to verify that the workers in the room used numerous tricks:
for example, when they reached what they believed to be their normal production, they reduced their work rate
or manipulated the production report, in such a way that they that one day's excess production
could be credited to another day when there was a deficit. In addition, it was found that these workers
presented a certain uniformity of feelings and group solidarity, since individuals received
punishments or social rewards to conform to the group's standards. This
fourth phase allowed the study of the relationships between the informal organization of employees
and the formal organization of the factory. At the end of this fourth phase, the Hawthorne
experiment was suspended for external reasons, however the influence of its results on
administrative theory was fundamental since, as a result of the experiment, the basic
principles of the school of human relations were enunciated. the following:
The level of production depends on social integration.
It was found that the level of production is not determined by the
physical or physiological capacity of the worker, as the classical theory affirmed,
but is determined by the social norms and expectations that surround it. That is, it
is the worker's social capacity that establishes his level of competence and efficiency,
and not his ability to correctly execute efficient movements in a previously established
time . Therefore, if the worker meets excellent physical and physiological conditions for
work but is not socially integrated, this is reflected in a loss of efficiency.
The behavior of the individual is completely supported by the group
During the Hawthorne experiment it was found that workers who produced well above or
below the socially determined norm, lost the affection and respect of their colleagues;
thus, workers preferred to produce less and, consequently,
earn less money than to jeopardize friendly relationships with their colleagues.
That is, while for Taylor, and for most of the classical authors,
the concept of economic man predominated, according to which man is motivated and incentivized
by salary and economic stimuli, Mayo and his followers demonstrated that this
economic motivation was secondary in determining worker performance, with
non-economic rewards and sanctions such as the need for recognition or
social approval that significantly influence worker motivation and performance
This large group power means that management cannot treat workers
individually, as if they were isolated atoms as towards classical management theory,
but must treat them as members of working groups, subject to the social
influences of these groups. Informal groups.
While the classical authors were exclusively concerned with the formal aspects of the
organization such as authority, specialization or departmentalization,
the school of human relations concentrates almost entirely on the
informal aspects of the organization such as informal groups, the
employees' social behavior or beliefs. In this way, the company came to be seen
as a social organization composed of various informal social groups,
whose structure does not always coincide with the formal organization, that is, with the purposes
and structure defined by the company. These informal groups are the ones that really
constitute the human organization of the company, which is often in opposition to the
formal organization established by the management. Therefore, for a company to be successful, it must
ensure that the structure and objectives of the informal organization are as similar as
possible to the structure and objectives of the formal organization of the company.
Human relations. In the organization,
individuals participate in social groups and are in constant social interaction.
Each individual influences the behavior and attitudes of the people with whom he has
contact and, at the same time, receives a lot of influence from his peers. This behavior is also influenced by
the environment and the various informal norms existing in the different groups.
Therefore, the administrator's understanding of human relationships will facilitate
the creation of an atmosphere where each individual will be encouraged to express themselves
freely, thus obtaining better results. The importance of the content of the position.
The school of human relations verified that the extreme specialization defended
by classical theory does not guarantee more efficiency in the organization.
Simple and repetitive jobs tend to become monotonous, which negatively
affects the worker, thus reducing their efficiency and job satisfaction.
Supervision One of the
most contradictory findings at that time was the supervision style that
seemed to influence increased production. Human relations theory demonstrated the
need for supervisors who knew how to communicate respectfully and cordially with
employees. After all, workers were people and as such, they should be treated
with respect. This allowed for better communication in the organization which is key to increasing
worker productivity and efficiency. Referents of the school of human relations
Elton Mayo: born in 1880 and died in 1949
He is the forerunner of the theory of human relations. Thanks to his Hawthorne studies, he
demonstrated that the psychological aspect is very important in administrative tasks,
verified the importance of communication, and finally demonstrated the importance of
informal groups within the company. Kurt Lewin: born in 1890 and
died in 1947 Lewin believes that the
field of work of the individual also includes the psychological aspect and that this affects the
productivity of the organization. His main contributions to the theory of human relations
were his research on the motivation and frustration of workers. In them
, the way in which this affects companies and the achievement of their objectives was studied.
Mary Parker Follet: She was born in 1868 and died in 1933.
Known as the Mother of modern management, she made important contributions in the aspects
of coordination, administration and command. Follett replaced the conception that was
used in his time on authority and power. Under this premise, he proposes that
“power with” be developed to replace “power over”, and “coercion” to replace “coercion”.
In other words, the bosses must be participatory and democratic and for this they must listen
to their team, dialogue and negotiate with them.Once they have seen their principles and their references, it
is time to talk about the main contributions of the School of
Human Relations to administrative management. that it is not material factors, but psychological and social
factors that contribute the most to the growth
of labor productivity. He stressed the importance of the manager's style
and thereby revolutionized the training of administrators.
The focus was increasingly on teaching administrative skills,
as opposed to technical skills. People are motivated mainly
by the need for recognition and participation in the activities
carried out by the social groups in which they live. The groups of people are the ones that basically
constitute the organization of the company. Sometimes these groups are opposed to the organization
established by the managerial or higher levels within the company.
If a worker always repeats the same activity, this becomes inefficient, harming
the company. That is why a certain rotation of activities is necessary to
increase the productivity of workers It is necessary for success in the organization to
take into account the emotions of the workers, since a person with
problems will not have the same performance as when has no problems
To end this video let's briefly see the main criticisms that the school of human relations
has received The most common arguments are 3
First, the method used Its scientific validity is questioned,
since it used only one experiment to reach its conclusions.
Likewise, later studies dismantled his postulates on the relationship between worker
satisfaction and productivity. Second, approach to the theory
It focuses exclusively on the issue of happiness at work, leaving aside
other relevant aspects such as professional development, for example
Third and last the ends The authors Landsberger and
Braverman accused the school of the human relations to be simply a way to increase the
productivity of workers without a real interest in improving relations between them.
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