The Hawthorne Studies were developed as a human relations movement in organizational management to identify strengths and competencies in workers and to better manage, measure, develop, and improve worker capabilities (Baack, 2012).
The primary focus of the Hawthorne Study was centered on an individual in the work place, not the individual’s rate of productivity, like that of the Scientific Management approach, which was based on punishment and fear. The scientific method created stressful conditions.
The employee’s occupation was determined solely on productivity results. Workers were considered expendable with motives based primarily on financial gain. The Hawthorne Study focused on the alteration of employee conditions. It concluded subjects were more productive when experiencing enjoyable conditions and positive interactions. Employees that had fun at work and were not called out for poor for performance had less stress and were inclined to form cohesive groups that remained loyal to the firm.
Unlike the Scientific Management approach that dehumanized employees by focusing on productivity alone, the Hawthorne approach concluded that workers are motivated by more than money (Baack 2012).
Components of this study have can have great impact on individuals not motivated by money or power who build trust based on professionalism and performance. These individuals thrive in an environment that reflects a positive and enthusiastic attitude. They are more productive in an atmosphere where people express gratitude and appreciation to co-workers and employers equally.
The Essay on Hawthorne Studies: Impact on Modern Management
... modern management. The focus of the Hawthorne studies in worker welfare was determined by factors such ... linkages established between worker productivity and social groups at work, attention to individuals and groups ... recycling newness could create conditions in the experiment which to the workers could bring about ... workers welfare has been interpreted in a way that it was not interest in the employee ...
They are happy to work where they are valued, respected, the leader displays ethical behavior and cares deeply about the institution, staff members and the environment. These are the mechanisms that impact our lives and create long term relationships personally and professionally within and outside of the organizations we are affiliated with. The interpersonal relationships and ethical competence of a company and its leaders is the pretext to why people offer loyalty and experience endurance with an organization. Baack, D. (2012).
Organizational Behavior. San Diego: Bridgepoint Education, Inc.
