A level Business Revision - Elton Mayo & The Human Relations School of Motivation
Articles

A level Business Revision – Elton Mayo & The Human Relations School of Motivation



welcome to another taking the best tutorial in this video we're going to have a look at another one of our absolute heavyweight motivational theories so hopefully you've already seen our video on Frederick Taylor in the scientific management school there's the place to go for a link if you haven't seen that one yet cuz they really do work in tandem these two videos but today we're gonna have a look at the work of a guy called elton mayo who developed what became known as the human relation school we're going to try and dissect those opinions of the human relation school as to what impact on the motivation of the labor force so first thing to say is that Elton Mayo was an advocate a believer in Taylorism and Taylorism is the underlying principle that monetary factors and pay bonuses are the key way of driving productivity and increasing the motivation of workers and mayo believe this Mayo was a supporter a disciple if you will of Taylorism and he set out to develop some experiments don't want to put a cherry on top of the scientific management school to see if there were other any other physical factors not my impact on productivity so we're thinking about things like the amount of heat or light that was what workers were working in whether those kind of physical variables might impact on productivity as well so we set up a series of experiments at an electrical plant in America based of that a factory known as the hall form plant and became known as the hall thorn experiments and he set up two teams of workers that he conducted his studies on so with the first team he varied the amount of heat that these workers were working within and the amount of light that they had in their place of work and is really trying to identify whether there was an optimum temperature or amount of light that might just stimulate the most productivity from employees the second group we had working we're a control group where he didn't change their their physical working environment he's just left them to work as normal as part of the control group the idea was is that he was meant to try and find what kind of physical they area rules could optimize will lead to the greatest levels of productivity grade experiments trouble is he didn't arrive at the conclusions that he thought he was going to because here's what's happened in his group where he was altering the the light that the the secretaries who acted typing letters were at were party to their productivity improved regardless of how Mayo changed their physical environment it could make it lighter productivity would increase you can make it darker again productivity would increase we've started looking at different variables like heat as well each time he changed something the productivity of the secretarial staff improved but what was more complex in for him was that the productivity of the control group improved day after day after day as well so this control group we're not having their physical variables altered at all they were constantly working the same temperature the same amount of light day after day after day and their productivity got greater and greater and greater as well and so they I have to sit back and ever think about it what what have I just proved one of these studies actually telling us and he sat down to try and put a cherry on top of the Taylorism and say look as well as pay there's some more physical variables here that entrepreneurs can look at to try and squeeze as much productivity out of their workers as possible came to a completely different conclusion one mayor hypothesize was that his experiment had found that actually there were more human more social factors at play in determining people's motivation and productivity he set out trying to look at what physical variables could make people more productive and one he arrived at was actually looking at how more social human almost emotional factors seemed to stimulate productivity instead here's what he decided it was actually being a part of these experiments that made these employees feel special singled out valued appreciated even if they were part of the control grupe they felt like they'd been taken away from their normal place of work they've been selected as slightly special to take part in these wonderful experiments and studies and they actually started to form bonds with other members of the team that were part of these experiments so the work has actually started to grow a bit closer to each other started to develop a little bit of camera armory a little bit of teamwork they start to communicate better with each other and furthermore they actually started to communicate and bond with the people overseeing the experiments so they actually started to get to know the managers that were overseeing experiments would communicate with the more would have greater lines of dialogue between them and here's the kicker for people running the experiments even started to consult with the workers about what kind of physical variables they could try tweak and change next and just being asked their opinion and being involved in decision-making there was almost so morale-boosting to those employees that it just tied them into the organization and motivated them and so their productivity kept rising so one Mayo had accidentally stumbled upon was the notion that social factors feeling part of a team feeling part of a collaborative group working alongside other people having this common ethos this common motivational strand was actually developing productivity gains and it was the first time the really organizations took a step back and said well hold on a second can we tap into this can we try and develop more social aspects of work if this is the thing that's actually going to drive productivity for the organizations that we're running so the workers may have actually led to the development of the first personnel departments or what nowadays we would call human resource departments these areas of a business's hierarchy that were actually devoted to thinking about the personnel needs of their labor force and many organizations actually started in vesting in facilities for their workers to help them bond and to help create greater senses of teamwork more of a collaborative ethos so they started developing sporting facilities and leisure facilities that their employees had access to on those bonds that they would be developing outside of work they would be dragging into the workplace with them the next day and the organization's were feeling the benefit of those productivity gains from the increased relationships that employees felt that they had with each other so here's the key is what we boil it down to with tailor a key underlying principle was that pay motivates workers we can shovel more money in their direction and they will reward us with productivity gains the work about the Mayo may have set out believing that but the key that it concluded was that workers have social needs that social factors can motivate as well as physical variables like pay and so employees were really looking for more team working and social opportunities and that feeling that they were part of the organization and involved in the organization they were really looking to their job as something they were looking to derive there's more human emotions from now communication with employees would be absolutely key this is why personnel departments are set up so the organization's had greater lines of communication with those workers so identify what these team-working of social needs were so that the business could try and cap in to motivating workers with those aspects so wildly different conclusions to what Taylor arrived at where pay was the underlying only key variable that could increase productivity now we've got more social factors being thrown into the mix that might motivate employees we've got more motivational videos for you to look at take a look at Maslow take a look at Hertzberg good luck with your revision keep on taking the base will see you soon for more tutorials

23 Comments

Leave a Reply

Your email address will not be published. Required fields are marked *