Human relations - how it affects your business team

In 1924 a group of researchers got a task to analyze the effect of lighting conditions on workers productivity. Subject for research was one factory specialized on assembling telephone relays. The research started usual experimental way, workers were divided in two groups and divided in two separate rooms, with same illumination conditions. For one of the groups there were no plans on any kind of change.

 

The other group, consisted of 6 workers, were constantly placed under work conditions changes, in terms of illumination, and in the same time, ratio between illumination and labor output was measured. There were no differences in everyday jobs that both groups did. This research was very well planned, and also some other factors were included into this study, like air humidity and room temperature. Researchers observed groups and kept a diary on everyday production. They got very odd results.

 

No matter what the illumination was, in some cases the light was reduced to moonlight, production increased in both of the groups. Confused by the results they got, the researchers dropped the research on illumination and started to experiment with: length of lunch brakes, work hours, work days - just to find the cause for the effect on increased productivity. No matter what they did, no matter what measures they used in this research, productivity only increased.

 

Now totally confused, researchers ceased all the privileges that any worker had, and got back to none breaks, no shortening on work hours and work days, there was no refreshment brakes during the work hours, only the individual norms to be fulfilled. They expected that workers wouldn't be satisfied with this kind of work environment, but were surprised when the productivity reached it's record high. Again, when lunch and refreshment brakes were introduced, productivity increased even more. During this experiment (1924 - 1927), labor production increased from 2.400 to 3.000 relay per worker per one week. Getting this kind of results, researches got disappointed and wanted to drop this study, but fortunately decision was made to find another group of researchers who would be willing to continue the analysis and find where mistakes have been made.

 

Two researchers, Elton Mayo (1880-1949) and Fritz Roethlisberger (1898-1974) summarizing the results that the first group of researcher got, found out that the increase in productivity occurred as a consequence of human relations and not due to any kind of physical factor. Difference in management spotted, reason why continuous increase of productivity occurred. This factory manager was different from the previous manager, he always had a time to listen to his workers problems, feelings, desires and motives. He informed his workers on the business plans and actions, asking about their opinions and views, listening carefully and was very concerned about their physical and mental health. During the length of this research, he decreased the control, and made an effort to improve human relations encouraging his workers to freely express their opinions and problems. Workers got more motivated, they even developed personal relations with each other, and the productivity increased.

 

Summary:

If your business requires development through any of the means where human force is required:

* treat your workers and colleagues with respect

* always seek an advice

* spend time listening to their views and opinions

* build personal relations with them

* encourage them for their actions.

 

Most important of all remember that they are only human beings just like you and me, who seek a better place and better life opportunities.

 

More info about this research at Wikipedia:

Hawthorne effect

Elton Mayo

Fritz Roethlisberger