Hawnicth experiment
Guo Bu (Today's psychology http://www.cptoday.net
Huawns experiment
Huawns experiments are one of the most famous events in the history of psychology. This series of psychological studies conducted by the Hawthorne plant in the Western Electric Corporation of Chicago, USA, were hosted by Metao, awarded by Psychology of Harvard University.
The Hawkens Factory is a factory in manufacturing telephone switches, with a perfect recreational facilities, medical system and pension system, but workers are still indignant, and the production results are very unsatisfactory. In order to find out the cause, the US National Research Committee organized research team to carry out experimental research.
Huawang experiments are divided into four phases:
First, the lighting experiment. Time from November 1924 to April 1927.
At that time, the theory of production efficiency accounts for the dominance of labor medicine. It is believed that the production efficiency of workers is fatigue and monotonous feelings, so the experiment assumptions at the time is "improving the lighting helps to reduce fatigue, enhance production efficiency ". However, after two years of experiments found that the change in lighting has no effect on production efficiency. The specific result is: When the experimental group is increased, the experimental group and control group increased production; when the experimental group was reduced, the two groups still increased production, and even the illumination of the experimental group was reduced to 0.06 candlelights, its yield No significant decline; until the lighting is as low as moonlight, it is not clear, and the output is sharply dropped. The researchers felt that this result was awkward and lost confidence. Since 1927, a group of Harvard University psychologists led by Professor Mei Oo took over the experimental work and continued.
Second, welfare experiments. Time is from April 19 to June 1929.
The experimental purpose is the relationship between the transformation and production efficiency of the benefits. However, after more than two years of experiments have found that regardless of how welfare treatment changes (including changes in wage payment, the preferential measures increase or decrease, the rest time increases, etc.), does not affect the continued rise of production, and even workers' own efficiency The reason for improvement is also unclear.
After further analysis, the main reasons why the production efficiency increase is as follows: 1. Participate in the glory of the experiment. At the beginning of the experiment, six women workers who participated in the experiment were held in the Office of the Minister of the Minister, and they thought this is great honor. This shows that it is obviously a significant effect on the enthusiasm of people. 2. Good relationship between members.
Third, interview experiment.
The researchers began interview plan in the factory. The initial idea of this program is to answer the workers to answer questions about the management of the program and policies, forecasts and working conditions, but this predetermined interview plan is except for the process, it is unexpected. effect. Workers want to talk about things other than the work outline, and workers think that important things are not those who believe in significant significance. The interviewer learned this, and the interview plan is changed in time, and the average time of each interview is extended from 30 minutes to 1-1.5 hours, listening to less, record the dissatisfaction and opinions of workers in detail. The interview plan lasted for more than two years. The output of workers has greatly improved.
Workers have long been a lot of dissatisfaction with various management systems and methods of the factory, there is nowhere to vent, and the interview plan is exactly the opportunity to vent. After venting, the mood is comfortable, the morale is improved, and the output is improved.
Fourth, group experiments.
Meio et al. In this trial is to choose 14 male workers in a separate room for winding, welding and inspection. Special workers' pieces wages are implemented in this team. The experimenter originally envisaged that this reward approach will make workers work more effort to get more compensation. However, the results of observation have found that the output is only maintained at a medium level, and each worker has an average daily output, and workers are not as far as possible. In-depth investigation found that this team has spontaneously forms some specification in order to safeguard their group's interests. They agree, no one can do too much, highlight themselves; no one can do too little, affect the output of the whole group, and the three chapters of the law, not allowed to tell the management authorities, if someone violates these regulations, light, heavy, heavy Then punches. Further investigation found that the reason why the workers maintain the medium level is concerned that the production is increased, and the management authorities will change the current incentive system, or cut officers, so that some workers are unemployed, or they will be punished. This test shows that in order to maintain unity within the team, the lure of material interests can be given. This proposes the concept of "informal group", which is believed that there is a spontaneous formal informal population in formal organization, which has its own special behavioral norm, and regulates and controls human behavior. At the same time, the internal cooperative relationship is strengthened. What has explained by Huawang experiment?
People are social people, existed as a member of society. A person's thoughts, emotions and behaviors, is not a moment of affected by the surroundings. The enthusiasm of human being produced in a harmonious and beneficial social relationship.
1. Changes in production conditions have effectively influenced the enthusiasm of laborers, but there is no direct causal relationship between production conditions and productivity.
2. Production conditions are not the first element of production.
3. Improve the laborers' morale (attitude) and people's relationships, making people feel happy and satisfying their work, this is an increase in production and improving efficiency.
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The people have to have the world. . . . . . .
