What are the significant improvements to scientific management reached by the Hawthorne effect?

First, Hawthorne's experiment confirmed that people work harder because they receive extra attention, so managers can make management more scientific and effective by focusing on psychological cues and increasing people's motivation. In our studies and work, we often find the following situations: I obviously like mathematics class very much, but because I changed to a mathematics teacher who complains and blames all day long, I become very proud of mathematics class, so I gradually lose interest in learning mathematics. The students who have just graduated and joined the company are obviously inexperienced and timid to do things, but because they have been affirmed by the leaders, they are full of confidence and decide to show their strengths.

People are social animals, and all kinds of facts have proved that positive psychological cues can improve motivation, so paying attention to the mentality of subordinates, and not being stingy with praise and praise is an essential skill for a good manager. <>

Secondly, Hawthorne's experiment proves that the factors such as light, lunch, and environment that scientific management focuses on are not the only factors that improve work efficiency, and they should be analyzed according to the situation. The Hawthorne experiment is a wake-up call for all managers that incentives need to be individualized. If one of your subordinates has a very poor life, and you are about to go out of the pot as a boss, but you talk to him every day about selfless dedication and enhance personal value, and reward him with a VIP annual card for a high-end golf course, he will leave in a few days.

And if you were born into a nobleman, so that one of your subordinates will be taken care of by the housekeeper, it is not appropriate for you to reward him with a 20% discount shopping card for the convenience supermarket downstairs. Therefore, as a scientific and effective manager, we must learn to use material incentives and spiritual incentives according to the situation. <>

Finally, the Hawthorne experiment tells the world that changes in the way of supervision and control can improve the interpersonal relationship between superiors and subordinates, change people's working conditions, and promote the improvement of work efficiency. Pay attention to giving subordinates a certain amount of personal space, flexible work system, and mutual respect between superiors and subordinates can make everyone get along very well at work, and positive energy is slow. After all, no one likes to progress in being scolded all day long.

Although the Hawthorne experiment has been going on for many years, the scientific conclusions will continue to guide our practice and teach us how to be an effective manager.

The Hawthorne Effect makes management more efficient and accurate. Because management is not only through money, but also needs to be psychologically rewarded by the managed in combination with the environment and events, which makes it easier for the managed to integrate into the team and work more motivated.

First of all, it provides an incentive mechanism for factory management employees, so that the production efficiency is improved; Second, leaders apply the Hawthorne effect to their subordinates, which increases their motivation to work, and employees feel that their own value is reflected.

Increased efficiency, more rational organization, Hawthorne effect: The situation of an increase in performance or effort due to additional attention is called the "Hawthorne effect". It is also called informal organization, informal group.

It is a group of friends and companions that are not explicitly prescribed, have distinct emotional colors, and are based on the goodwill and affection between individuals.

The Hawthorne Effect makes managers realize that "people are not tools", so when trying to motivate employees, they should put themselves in the perspective of employees and consider them. You also need to learn to communicate with your employees and care for them emotionally.

The Hawthorne Effect concludes that when someone receives public attention or attention, or when they are in a good mood, there is a very significant increase in their productivity. In terms of scientific management, it can make people work more efficiently and work more actively.

Hawthorne Experiment: An experiment organized at the Hawthorne plant in the United States with the participation of Mayo et al. to investigate the relationship between the working environment and productivity. After the experiment, Mayo et al. analyzed and summarized the results of the experiment and formed the theory of human relations.

Main contents:1Employees are social beings, not economic people.

Employees not only pursue monetary income, but also have social and psychological needs, that is, the need for family and friendship to belong and feel the respect of people;

2.There are informal organizations in businesses.

Informal organization: refers to an informal group formed by people in the process of working together in the enterprise, due to emotional exchanges, similar interests and hobbies, etc., and each member consciously abides by the various behavioral norms and constraints formed by the group.

The role is to make the members of the organization behave consistently, mutually beneficial, and work together to deal with the interference of external managers, and the interpersonal relationship between members in the informal organization is very good, if it is reasonably guided, the benefits of enterprise development outweigh the disadvantages.

3.Enterprise managers should establish a new type of leadership style and pay attention to improving the satisfaction of workers.

It is necessary to understand the real aspirations of employees, actively communicate, maintain a balance between the economic needs of formal organizations and the social needs of informal organizations, improve the satisfaction of employees, and mobilize their enthusiasm.

Hawthorne's experiment led to a large number of scholars to study human nature and needs, human behavior motivation, and interpersonal problems in the production process, and promoted the emergence of the behavioral science management school.

The Hawthorne experiment was an epoch-making event in the history of management, overturning the assumptions that man had been seen as homo economicus since Taylor. It opened up a new field for management, that is, it began to pay attention to people and study people's behavior, making the study of interpersonal relations famous all over the world.

The Hawthorne test was carried out in 1924-1932 at the Hawthorne plant of the Western Electric Company outside Chicago, USA. The Hawthorne plant had well-developed recreational facilities, a health care system, and a pension system, but there was still a strong discontent among workers and production was low. For the first reason, the United States National Institute.

The committee organized a research team that included a wide range of experts to be stationed at the Hawthorne plant to conduct experiments. The experiment is mainly divided into four phases: lighting test, group test of maintenance electrical assembly workers, large-scale interview and conversation, and research on docking with the wiring studio of Yetong circuit board.

1) The main conclusions of the Hawthorne test.

Mayo proposed that workers are "social beings", that is, workers do not simply pursue economic income, but also social and psychological needs, as Maslow later pointed out, needs are multi-layered and multi-faceted. Therefore, it is necessary to encourage workers to increase their labor productivity from the psychosocial aspect in the first place.

There are "informal organizations" within formal organizations. Mayo argues that there are not only "formal organizations" in a business, but also informal groups of people formed through common labor, with their own norms, emotions, and tendencies, and that influence the behavior of each member of the group. "Informal organizations" can have both advantages and disadvantages for organizations.

The new leadership style is about improving employee satisfaction. Mayo believes that the purpose of a manager is to get people to work together to achieve the common goals of the organization. In order to achieve cooperation, a new way of leadership must be developed.

Under this new form of leadership, managers must, on the one hand, produce and distribute material materials in order to meet the material and economic needs of their members, i.e. use their technical skills, and on the other hand, ensure spontaneous cooperation among their members in order to achieve the goal of satisfying their material needs, so that everyone can attain human satisfaction, i.e. the use of social skills.

2) The significance of Hawthorne's experiment for management practice.

The Hawthorne experiment presided over by Mayo was the most epoch-making event in the history of management, which overturned the assumption that people were regarded as "economic men" since Taylor, and opened up a new territory for management science, that is, it began to value people and study human behavior.

The Qusang experiment made the study of the relationship between people and the absence of people famous all over the world, making Mayo a pioneer in behavioral science, and making management science enter a new era of behavioral science.

The Mulberry experiment enlightens leaders: In specific leadership activities, we must pay attention to unimpeded channels for catharsis, strive to create a good atmosphere that makes people both lively and comfortable, and must not block the way of speech.

In summary, Hawthorne research is very important in the history of management.

Answer] Imitation wide slag: c

In the 30s of the 20th century, Mayo and others conducted the "Hawthorne Experiment". He discovered that the most important thing in determining work efficiency is interpersonal relationships and a sense of security, so in 1933 he published The Problem of Man in Industrial Civilization, which put forward the theory of human relations.