4 Productivity Experiments That Changed Attitudes

4 Productivity Experiments That Changed Attitude at the Workplace Taylor's Experiment Hawthorne Experiments The 3 Pygmalion Effect The Golem 4 Effect Frederick Taylor's Experiment with Pig Iron The Principles of Scientific Management (1911) MAJOR PROBLEMS IN THE STEEL INDUSTRY 1. Worker's negligence 3. Poor work organization 2. Low safety standards 4. Soldiering DIVISION of work into MATERIAL separate operations and defining average Reasonable SUPERVISORS for each SELECTION of reward is a physically fit, work / rest major motivator strong men standards for RATIO group accomplishing them The same 60% increase in work could be The same tools for every 47 tons lifted wages for the remaining Less injuries done by 147 workers, not worker led to better a day instead and illnesses work organization of 12 ½ workers 500 Hawthorne Experiments Illumination Experiment ? ? Increased Increased Lighting Productivity ? ? Decreased Decreased Lighting Productivity NO DIRECT CORRELATION Relay Assembly Tests Even small improvements increased output dramatically / Hot food provided by the company free of charge A cat to play with at breaks Friendly behavior of 5 minutes break supervisors Bank wiring Experiment Internal groups were extremely influential Salary was not the sole motivator Informal communication Greater freedom for vs. rigid hierarchy socializing at work Hawthorne Effect Social incentives are stronger than material and physical conditions of work (provided that work had already been organized effectively) In 1950 Henry Landsberger reformulated it: people tend to work better if they are aware of being involved in the experiment and being observed 3 The Pygmalion Effect (experiments in the Israel Defense Forces) Pygmalion was a sculptor who carved a beautiful ivory statue and then fell in love with her so desperately that Aphrodite took pity on him and turned the statue into a live woman The Pygmalion effect is a positive form of the self-fulfilling prophecy First experiments on the Pygmalion effect were conducted in 1968 by Rosenthal and Jacobson The Pygmalion effect turned out to be a leadership phenomenon: high expectations towards trainees resulted in quality management on the part of supervisors The Combat Training Experiment Discovering the Galatea effect: high self-expectations were as important as manager's; they led directly to better performance The IDF Adjutancy Experiment The Pygmalion effect can also be a collective phenomenon, that is applied to a group as a whole, not to separate individuals only (leaders who had high expectations towards the entire group provided much better results than those who hadn't) The IDF Squad Leaders Experiment 4 The Golem Effect The Golem effect is meant to describe people who The Golem create obstacles from within or who cannot effect is a overcome negative outside attitudes towards them negative form of SFP (low expectations ruin motivation) According to the old Jewish legend Golem was a creature that had to fight the evil (Golem is a Hebrew jargon for "dumbbell") How Does the Golem Effect Manifests Itself? Less space Too much advice Ignored ideas and initiative Excess demonstration of the manager's authority Reminding of failures Harsh communication G Yaware.Online © 2015 www.yaware.com web-based employee time and productivity tracking