PRE MID ASSIGNMENT 1 HAWTHORNE STUDY AND IT’S IMPACT ON INDUSTRIAL/ ORGANIZATIONAL PSYCHOLOGY SUBMITTED TO: MISS. SHAISTA MAQBOOL BUTT SUBMITTED BY: TAYYABA SULTAN COURSE TITLE: INDUSTRIAL/ORGANIZATION PSYCHOLOGY MAJOR: APPLIED PSYCHOLOGY SEMESTER: 5 SECTION: B DATE OF SUBMISSION: 1ST SEPTEMBER, 2016 SESSION: 2014-2018 KINNAIRD COLLEGE FOR WOMEN, LAHORE. Hawthorne studies The Hawthorne effect is a type in which someone can either improve or modify his/ her behavior in reply to their awareness
3-2 Written Question: Mayo In the Hawthorne studies, Mayo described the workers’ sense of void that occurred because of diminished workplace social relations. For him, continuous job and technological changes harmed organizational social dynamics that resulted in the individual void. Mayo’s statement on the sense of void can be compared to Marx’s concept of alienation because they are similar in their criticisms of the nature and effects of alienation on the workers' physical and mental
vital part of workplace effectiveness. Human resource management today still benefits from some of the tools developed during this time. These include job analysis, methods of selection and methods of training. (Reidy, 2011) Behavioural Science Movement was a developed body of knowledge including policies related to selection, training, industrial relations and payment systems. The main theorists include Elton Mayo, Fritz Roethlisberger and William Dickenson. They conducted the Hawthorne studies in
Question 1 1.1 Douglas McGregor: McGregor argued that two different sets of assumption determine how manager’s view their subordinates and manage their departments. He argued that Theory X managers assume that employees are inherently lazy and therefore they need to be closely supervised and controlled. On the hand, Theory Y- managers adopt a positive of employees and believe that it is the manager’s task to create a climate in which employees can effectively perform their work (Cronje, et al 2004)
diversity up to 14% in the workplace (Wingfield, 2015). For building relationships, we have a good relationship with people in organizations to make it a happy place to work through sympathy and compromise. We can be “accommodative” or “proactive” to encourage diversity (Dass & Parker, 1999). For fostering mutual adaptation, people adjust themselves to others. They are willing to accept the new opinions and adjustments. In fact, diversity has a positive effect on the firm’s CSR’s outcomes
This chapter focuses on broad review of various literature and models on the research topic. The researcher consulted books, articles, and journals from EBSCO library, search engines and other relevant sources. These materials provide an insightful depth in the study thereby demonstrating the efficacy of developing an effective performance appraisal strategy as a tool for enhancing employee motivation. Key words: Performance Appraisal, Motivation, performance management, human resource management