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Elton Mayo’s Human Relations

Approach to Management
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This article provides an overview on Elton Mayo’s Human

Relations Approach to Management.
Subject Matter of Elton Mayo’s Human Relations
Approach:
According to Human Relations Approach, management is the Study of
behaviour of people at work.
This approach had its origin in a series of experiments conducted by

Professor Elton Mayo and his associates at the Harvard School of
Business at the Western Electric Company’s Hawthorne Works, near
Chicago.
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These studies brought out for the first time the important
relationships between social factors and productivity. Before it,
productivity of the employees was considered to be a function only of
physical conditions of work and money wages paid to them. For the
first time it was realised that productivity depended largely upon the
satisfaction of the employees in work situations.
Following the Howthrone Experiments, a great deal of work has been

carried on by behavioural scientists belonging to a variety of
disciplines including Psychology, Sociology, Philosophy and
Anthropology in studying the behaviour of people at work.
Those who subscribe to the Human Relations School of Thought are of

the view that the effectiveness of any organisation depends on the
quality of relationships among the people working in the organisation.
So, according to them, the managers must concern themselves with an

analysis of organisational behaviour, that is, interaction of people with
the organisation. The basic assumption of this school still remains that
the goals of the organisation are achieved through and with the
people.
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Apart from the study of formal organisation and techniques used by

such organisations, this school studies the psychological processes in
the organisations, informal organisations, conflict, change, motivation
and relationships, and the various techniques of achieving
organisational development by improving the relationships among the
various groups of people constituting the organisation and its internal
environment.
Thus, it may be said that this school concentrates on people and their
behaviour within the formal and informal organisations.
Features of Elton Mayo’s Human Relations Approach:

The main features of the Human Relations Approach to
management are the following:
(a) Since management is getting things done through and with people,
a manager must have a basic understanding of human behaviour in all
respects—particularly in the context of work groups and organisations.
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(b) The managers must study the inter-personal relations among the
people at work.
(c) Larger production and higher motivation can be achieved only

through good human relation.
(d) The study of management must draw the concepts and principles
of various behavioural sciences like Psychology and Sociology.
Contribution of Elton Mayo to Management Thought:

George Elton Mayo (1880-1949) was a professor at the Harvard
Business School. He published the books —‘Human Problems of an
Industrial Civilisation’ (1933),
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‘Social problems of an Industrial Civilisation’ (1945), ‘Training for
Human Relations’ (1949) etc. He conducted the famous ‘Hawthorne
Experiments’ at the Hawthorne plant of the Western Electric Company
in the USA during 1927-32 with his associates.
These experiments are described below:

1. Illumination Experiments:
From these experiments, it was revealed that productivity could be
increased not only by improving the working environment, but also
through informal social relations among the members of the working
group.
2. Relay Assembly Test Room Experiment:

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In this experiment a small homogeneous working group was consti-
tuted. Several new elements were introduced in the work environment
such as—shorter working hours, proper rest periods, improved
physical conditions, friendly supervision, free social interaction among
the group members, and so on.
During the period of the experiment, productivity and morale

increased. Productivity and morale were maintained even if the im-
provements in the working conditions were withdrawn. The
researchers concluded that socio- psychological factors such as the
feelings of being important, recognition, participation, informal work
group, non-directive supervision etc. held the key for higher
productivity.
3. Mass Interviewing Programme:

A large number of workers were interviewed to know their perceptions
and orientation on the working life. The results again confirmed the
importance of informal relation, social and psychological needs and
their impact on the behaviour of the workers.
4. Bank Wiring Observation Room Experiment:

A group of 14 workers was observed with regard to their work
behaviour. The observation revealed the informal production norms
set by the workers and the existence of informal relations in the group.
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The conclusions of the Hawthorne Experiments are pointed

out below:
(i) A factory is not only a techno-economic unit but a psycho-social
organisation also.
(ii) The workers spontaneously form small informal groups. The

norms and values of such groups have significant influence on the
behaviour and performance of the workers.
(iii) Physical conditions of work have some influence on the workers’

morale and productivity. But their inter-personal relations, attitude of
the supervisors and other social and psychological factors have a far
greater influence.
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(iv) Usually, the workers act or re-act not as individuals but as the
members of a group.
(v) The workers are not mere economic men motivated by money
alone. They respond to the total work situation including recognition,
participation etc.
(vi) The informal leaders play an important role in setting and

enforcing group norms.
(vii) The managers must understand and recognise the inter-personal

and group relations on the job.
Elton Mayo is known as the ‘Father of Human Relations Movement’.

The Hawthorne Experiments provided a landmark in the evolution of
management thought. Many organisations initiated the measures to
improve relations with the workers. The managers were supposed to
assume a new role and to develop new concepts of authority,
motivation and leadership.
However, the Hawthorne Experiments were criticised for lack of

scientific analysis and research. It was alleged that the researchers had
certain pre-conceived perceptions and orientations. The experiments
were too narrow and small to provide generalisation.
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The findings of Hawthorne Experiments are, however, accepted even

today. Mayo’s work was a turning point in the development of
management thought. His work challenged the basic postulates of the
classical approach. His studies revealed the over-whelming signifi-
cance of human and social factors in industry. He is rightly called the
‘Founder of the Human Relations Approach’ to management.
https://www.yourarticlelibrary.com/management/elton-mayos-human-relations-approach-to-
management/70014

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Elton Mayo’s Human Relations

This article provides an overview on Elton Mayo’s Human

This approach had its origin in a series of experiments conducted by

Following the Howthrone Experiments, a great deal of work has been

Those who subscribe to the Human Relations School of Thought are of

So, according to them, the managers must concern themselves with an

Apart from the study of formal organisation and techniques used by

Features of Elton Mayo’s Human Relations Approach:

(c) Larger production and higher motivation can be achieved only

Contribution of Elton Mayo to Management Thought:

These experiments are described below:

2. Relay Assembly Test Room Experiment:

During the period of the experiment, productivity and morale

3. Mass Interviewing Programme:

4. Bank Wiring Observation Room Experiment:

The conclusions of the Hawthorne Experiments are pointed

(ii) The workers spontaneously form small informal groups. The

(iii) Physical conditions of work have some influence on the workers’

(vi) The informal leaders play an important role in setting and

(vii) The managers must understand and recognise the inter-personal

Elton Mayo is known as the ‘Father of Human Relations Movement’.

However, the Hawthorne Experiments were criticised for lack of

The findings of Hawthorne Experiments are, however, accepted even

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