Elton Mayo found that productivity can improve when management pays attention to its employees, especially when the employees are allowed to voice their opinions and air their grievances.
Mayo conducted his famous Hawthorne Studies in the 1920s and 1930s at the Western Electric Hawthorne Works in Chicago. The studies were aimed at understanding how different factors, such as lighting and working conditions, affected worker productivity. However, Mayo and his team were surprised to find that productivity actually increased when the workers were being observed, regardless of changes in the experimental conditions.
Through additional research, Mayo identified that the key factor influencing productivity was the attention and interest shown by management towards the workers. When employees were allowed to express their opinions, concerns, and grievances to management, they felt valued and supported. This, in turn, led to improved job satisfaction, increased motivation, and ultimately higher productivity levels.
Mayo's findings revolutionized the way management approached employee relations. Rather than focusing solely on external factors like working conditions and pay, Mayo highlighted the importance of building positive relationships with employees and creating a supportive work environment. This emphasis on communication, feedback, and employee involvement became known as the human relations approach to management.
Overall, Mayo's research demonstrated that when employees feel heard, respected, and supported by their managers, they are more likely to be engaged and motivated in their work, leading to increased productivity and overall organizational success.