- The relay assembly test room
- Interviewing program
- Bank wiring observation
- Proper illumination increases productivity. This hypothesis was rejected because the illumination reduced to moon light, the output increased.
- The rest periods and shorter working days has provided relief and fatigues. Since output still increase after all of these privileges were withdrawn.
- The third hypothesis relating to relief from monotony to increase production was not conclusive because monotony had nothing to the state of mind.
- Instead of group incentive plan, an individual piece rate plan was introduced. The fourth hypothesis was also rejected since it was not wage but something else that lead to greater output.
- The change in supervisory techniques had improved both the attitude and output.
- Workers appreciated the method of collecting information of the problems of the company from them. They thought they had valuable comments and they felt that they had an equal status with the management. They also developed a feeling that the work environment were changed to the better, although no such a change took a place.
- There was a change in the attitudes of supervisors because they realized that the methods of supervision was wrong and was closely observed by the research team and the subordinates were allowed to comment freely about their supervisors.
- The research learn also realized that they had acquired new skills in understanding and dealing with their fellow beings. It was felt in the sense of proper appreciation of the feeling and sentiments of the workers. It was difficult to understand their real problems.
- Don’t be a rate buster – by producing too much
- Don’t be a chiller – by doing too little work.
- Don’t be squealer – by telling on your associates to supervise.
- Don’t be unfriendly, aloof or officious in relation with other in the group.
Human Relation Approach
Traditional or Classical Approach
Criticism of Human Relation Approach
- Loren Baritz and other criticized Mayosts a anti-union and pro-management. He was criticized for not understanding the role of union in a free society. It was argued that mayo never tried to integrate (loyal) unions into his thinking.
- Critics like Carey pointed out that this type of research was worthless, since a sample of 5 or 6 could not be taken as a reliable sample to make a generalization.
- Peter F. Druker criticized human relationist for their lack of awareness of economic dimensions. He felt that the Harvard group neglected the nature of work and instead focused on interpersonal relations.
- Daniel Sell and others have pointed out that a conflict free state and worker convenient (satisfaction) would lead to success of the company was not tenable (which can exist), because some tensions and conflicts were inevitable (unavoidable) in every human situations therefore the critics stated that the team displayed a lack of total awareness of larger social and technological systems.