Evaluating the Hawthorne study

Theories of motivation to prevail suck passed through many stages, influencing and beingness influenced by the prevailing management ideologies and philosophies of each era. Although we can stick with a sequence to this development, it does not mean that the old theories have died. There are employers and managers and employees today adhering vigorously to one or other of them, basing their article of faith not on research or empirical evidence but on an al some ideologic framework of values and assumptions. These help them understand their own portion and those of others around them. The poor quality of comprehension about how reinforcement systems affect manner can be blamed partly on the confusion generated by so many unlike theories of motivation and conflicting case examples.

During the early part of this snow the predominant theory about management was the classical or scientific management approach. This theory portrayed working lot as making rational economic calculations and following a consequent logical pattern of behaviour at work. Employers, who accepted this theory, believed that their workforce was driven by the desire to earn the most funds possible. Elaborate financial incentive schemes were developed base on work measurement using stop-watches to determine how large each element of each task should take.



The assumption was that citizenry being motivated primarily by money, would maximize their work output if they were offered the incentive of extra money for each ontogenesis of work.

Fortunately for us, there have always been researchers putting theories to the test. When they found that behavior at work could not be explained by mention to the pure desire to earn as much money as possible, the first reaction was not to abandon belief in the primacy of money, but to look for intervening variables. A spic-and-span theory was put forward proposing that the reason why some...

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