Elton Mayo’s theory endorsed the management concept that laid the foundation of today’s human resource management approach. Based on the prominent Hawthorne research, Mayo’s management theories evolved from his opinions of staff productivity grades in various environmental contexts. The findings of Elton shed light on the underlying origin of employee motivation, highlighting future strategies for unity building and association dynamics. According to the Mayo management concept, employees are motivated more by relational components such as attention and camaraderie rather than financial compensations or environmental aspects like lighting, humidity, and so on.
The management philosophy of Elton Mayo promotes the premise that social and relational variables inspire employees more than financial or environmental reasons and due to this, the theory is also known as Elton Mayo’s human relation theory.
According to his view, managers can increase efficiency by treating employees as different individuals rather than interchangeable cogs in a machine. Many of the Human Relation Theories associated with or popularised by Elton Mayo are still relevant today.
How Elton Mayo’s Theory Came Into Existence?
Throughout the twenties and thirties of the twentieth century, Elton Mayo and his colleagues conducted tests on the way various companies operated at that point in time and they focused their efforts on the key issues faced by industrial workers.
In 1923, Mayo worked in the textile sector near Philadelphia. The mill was meeting all its production targets and was doing absolutely well. It held up as an example to other firms in terms of achieving the reproduction targets but soon after the mill ran into several significant problems. The rate of employee turnover in this segment was decreasing drastically as compared to the previous years.
The management implemented incentives in the form of a variety of programs. Efforts were made to keep the workers, but they were unsuccessful. The situation was intensified after the failure to discover a solution to this perplexing problem. After the matter was reported to Harvard University, Elton Mayo theory was entrusted with it. Mayo clinically examined the issue from a variety of perspectives, including social, physical, and psychological. He started by looking into the problem of the physical tiredness of the workers.
To circumvent this and tackle the problem, he established ten-minute rest times in the morning and afternoon. Each and every member of the mule section’s staff got positive results as a consequence of this exercise and soon the plan was spread to all other sections. As a result of this, the signs and symptoms of labor turnover came to practically a halt as the workers began to feel less weary. Showing an interest in what they’re doing Employee morale improved as well as total output. The number of employees has risen. Mayo has advocated several policies requiring workers to be paid a living wage.
Mayo designed a revolutionary way of shutting down to solve this situation. Shut off the entire spinning part for ten minutes four times a day. As a result of this, the workers were all satisfied and this gave the managers a new perspective. As a result of this new working environment, he gave himself entire control over the relaxation intervals. It led to a process of social interaction which created a new awakening, in which the assumptions of the past were challenged and the Human relation theory by Elton Mayo theory saw the light of the day.
What objective does Elton Mayo’s theory have in today’s world?
Mayo motivation theory increases the autonomy of the entire staff. It’s a symbol of rekindled hope. Collaboration and communication are at an extremely high degree. Companies should put together a democratic group. It is beneficial to everyone. The Elton Mayo concept is a win-win situation for all parties involved as it’s quite important for everyone. The earliest experiment was the study of light. It was the most important production level.
In today’s world, many companies follow the theory stated by Elton with the help of publicly available web tools and information. Elton Mayo’s management concepts are more easily adopted and companies can choose the materials that are most useful to their firm from videos and other Elton Mayo theory based products, information, and services. Companies consider several benefits of implementing Elton Mayo’s motivation theory in their organization and they are applying them in every area to get the benefits such as company leadership, manager development, and employee engagement.
Relevance Of Elton Mayo Theory On Modern-Day Management
Previously, it was assumed that an employee’s productivity was exclusively determined by their physical working conditions and the amount of money they were paid. It was discovered for the first time that employee satisfaction at work had a major impact on productivity.
Following Mayo’s theory, behavioral scientists from a multitude of domains, including Psychology, Sociology, Philosophy, and Anthropology, have devoted a great deal of effort to look into how people behave at work. Human Relations School of Thought adherents thinks that the effectiveness of any organization is defined by the quality of its employees’ connections.
As a result, they believe that managers should concentrate their efforts on analyzing organizational behavior, or how employees interact with the company. This school’s fundamental principle is that the organization’s goals are attained by and with the assistance of its people. Below are some key takeaways for modern-day managers from Elton Mayo’ theory:
- A manager should have a fundamental knowledge of human behavior in general, especially in the context of business companies and organizations, because management is about making aspects performed through and with people.
- Managers should investigate employee interpersonal ties. Only positive human interactions can result in enhanced productivity and motivation.
- Concepts and principles from several behavioral disciplines, such as psychology and sociology, must be incorporated into management study.
- Management must focus on organizations with increased criteria and cohesiveness, according to Mayo’s theory, which has tremendous optimistic influence because units facilitate one another to succeed.
- Management must ensure that groups are not created with poor norms and cohesion as they are unproductive and do not encourage the growth of the groups. Members of companies with poor criteria and huge cohesiveness encourage pessimistic behavior among themselves, which has a negative impact.
Having studied in detail, Elton Mayo’s theory and its impact on modern-day management in the 21st century, it is evident that human behavior is at the center of all organizational and business activities even today and will continue to do so as human beings are social creatures and their productivity is largely impacted by the social surroundings they operate in.