D1 Mayo et al
Elton Mayo (1880 - 1949) was a key motivational theorist who introduced the human relations school of thought. This sought to put people at the centre of productivity and encouraged two-way communication and employee participation. He believed that people are motivated by their relationships with others and rejected theories focusing on monetary incentives.
The Hawthorne Experiments
Mayo et al conducted motivational studies in a group of factories called the Hawthorne Works. Here they found that workers were not motivated by rewards or the environment but by the relationships that are formed with managers and coworkers. Productivity was increased when people were allowed to work in groups, were part of decision making and felt appreciated by leadership.
During these studies, The Hawthorne Effect was discovered. In the early stages of the experiment, productivity increased after each variable was changed including making the factory lighting both better and worse. Mayo et al concluded that productivity is increased when people are aware of being observed.
Applications of Mayo et al
According to Mayo et al., managers can improve motivation in the workplace by meeting the social needs of their employees at work. By taking more of an interest in the opinions of workers, treating them as people with worthwhile opinions and being more aware of the enjoyment people get from working with others, managers can get the most out of their staff. Some specific strategies include;
Encourage good communication between managers and workers
Encourage collaboration between managers and workers
Create opportunities for people to work in groups or teams
Encourage employee participation in decision making
Criticisms of Mayo et al
The Hawthorne experiments have been criticised for lacking scientific objectivity. This includes accusations of bias and preconceptions of results, lack of investigation into other variables and small sample sizes.
The recommendations have been seen as indirect methods to coerce and manipulate workers into increased productivity for the benefit of business owners.
The theory has been accused of being too simplistic by ignoring the complexity of human motivation which is influenced by a range of financial and non-financial factors.
