The Human Relations Movement. Discuss the Hawthorne Experiment and its implications as a legacy in the workplace; compare and contrast McGregor's Theory X and Theory Y assumptions about employees, and any personal experiences you have had with Theory X & Y managers, and which you prefer and why.
The Hawthorne Experiment implies that subjects in experiments in the workplace don't always act like they usually do on the job hence. The change in behavior of the subjects if they know that they are under an experiment stage is called the Hawthorne Effect. If the subjects know that they are involved in experiments have a cheerful willingness to assist the investigator and this was demonstrated in a series of studies. In the experiments, the subjects persevered on the tasks that were being asked of them to do and seemed to think that they should follow whatever the experimenter asks them to do -- even doing things which are nonsense. Behavioral science laboratories need to consider the Hawthorne effect and stay careful in interpreting results of experiments wherein subjects have knowledge about it. The Hawthorne studies imply that there can be a misinterpretation of original findings in the experiments. The studies also caused the shift of management theory from worker motivation views of simple mechanistic and economic. The results of the studies have shown that noneconomic motives such as improvement in morale are also important in motivating workers.
The conclusions of the Hawthorne experiments are the legacy of the studies which made them a significant and important part in the history of human relations and industrial behavior. Aside from ...
Comparison of Hawthorne Experiment with McGregor's Theory X, Y. References are included.