The Hawthorne Studies
The Hawthorne studies
1.0 Introduction
1.1 Mayoists brought a fundamental new paradigm.
The scientific management movement led the industrial revolution to change our way of life, our perception of work and our understanding for what an organization is. This paradigm shifted to the Human relations movement (led by the so called "Mayoists") as a result of the Hawthorne studies, which took into consideration the physical, social and psychological needs of employees unlike the previous paradigm. Taylorists considered the employee as good as a productive machine can be. In return, the Mayoists brought change to the environment of employee and employer. Not just that, but a whole fundamental change into the development of management thought. Furthermore, this movement was a good mediator that strategic management used to utilize its employees productivity into achieving the firm 's goals.
1.2 The essay content
This essay will consider the human relations movement in reference to the Hawthorne studies, since they are both two faces for one coin. It will discuss the birth of this movement from the Hawthorne studies and contrast between this movement and the previous paradigm (scientific management). Then, it will take a look at how this ideology is still made use of in strategic management.
Scientific management was the dominant way of management, reformed in the late 1800s and early 1900s from the principles set by Fredrick Taylor (1856–1915), which considered the one best way to do a job, is constructed in a logical, calculated, statistical and scientific standard (Wren & Bediean 2009). How scientific management perceives the worker and organization, will be analyzed under a comparison between it and the human relations movement.
2.0 The Human relations movement
Human relation movement was basically the outcome of the Hawthorne studies research findings, which revolved around criticizing the concepts of efficiency regarding labors in scientific
1.0 Introduction
1.1 Mayoists brought a fundamental new paradigm.
The scientific management movement led the industrial revolution to change our way of life, our perception of work and our understanding for what an organization is. This paradigm shifted to the Human relations movement (led by the so called "Mayoists") as a result of the Hawthorne studies, which took into consideration the physical, social and psychological needs of employees unlike the previous paradigm. Taylorists considered the employee as good as a productive machine can be. In return, the Mayoists brought change to the environment of employee and employer. Not just that, but a whole fundamental change into the development of management thought. Furthermore, this movement was a good mediator that strategic management used to utilize its employees productivity into achieving the firm 's goals.
1.2 The essay content
This essay will consider the human relations movement in reference to the Hawthorne studies, since they are both two faces for one coin. It will discuss the birth of this movement from the Hawthorne studies and contrast between this movement and the previous paradigm (scientific management). Then, it will take a look at how this ideology is still made use of in strategic management.
Scientific management was the dominant way of management, reformed in the late 1800s and early 1900s from the principles set by Fredrick Taylor (1856–1915), which considered the one best way to do a job, is constructed in a logical, calculated, statistical and scientific standard (Wren & Bediean 2009). How scientific management perceives the worker and organization, will be analyzed under a comparison between it and the human relations movement.
2.0 The Human relations movement
Human relation movement was basically the outcome of the Hawthorne studies research findings, which revolved around criticizing the concepts of efficiency regarding labors in scientific