Applying the Hawthorne studies to project management - Revision history

Jmsc01: /* Annotated bibliography */

2021-02-28T18:49:22Z

Annotated bibliography

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	== Annotated bibliography ==		== Annotated bibliography ==
	1. '''Management by Motivation, Ananaba, T. O. J, in Engineering Management International:''' Provides an understanding of applying motivation in management and the correlation with motivation and the Hawthorne studies. The article also describes human behavior and how this played a part in the history of motivation. Furthermore, it gives an understanding of the development of later studies such as the study by Frederick Herzberg. Frederick Herzberg studied the factors that led to job satisfaction. At last, the article explores Douglas Murray McGregor’s Theory X and Y. The wiki article won’t explore Theory X and Y and the study by F. Herzberg. This wiki article does explore the history of motivation and how it developed. Furthermore, this wiki article also provides the reader with an application of how to create an environment that enforces social exchange.		1. '''Management by Motivation, Ananaba, T. O. J, in Engineering Management International:'''

			Provides an understanding of applying motivation in management and the correlation with motivation and the Hawthorne studies. The article also describes human behavior and how this played a part in the history of motivation. Furthermore, it gives an understanding of the development of later studies such as the study by Frederick Herzberg. Frederick Herzberg studied the factors that led to job satisfaction. At last, the article explores Douglas Murray McGregor’s Theory X and Y. The wiki article won’t explore Theory X and Y and the study by F. Herzberg. This wiki article does explore the history of motivation and how it developed. Furthermore, this wiki article also provides the reader with an application of how to create an environment that enforces social exchange.


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	3. '''Illuminating the principles of social exchange theory with Hawthorne studies, Zoller, Y., Muldoon, J.:''' The article describes Homans’ Social Exchange Theory (SET) and why the result of the Hawthorne studies is correct. Furthermore, prove are provided so the reader understands the social exchange in the Hawthorne studies were the key motivator for productivity. The wiki article holds further explanation of what other key factors are needed to create maximum productivity.		3. '''Illuminating the principles of social exchange theory with Hawthorne studies, Zoller, Y., Muldoon, J.:''' The article describes Homans’ Social Exchange Theory (SET) and why the result of the Hawthorne studies is correct. Furthermore, prove are provided so the reader understands the social exchange in the Hawthorne studies were the key motivator for productivity. The wiki article holds further explanation of what other key factors are needed to create maximum productivity.

	== References ==		== References ==
	<References/>		<References/>

Jmsc01 at 18:24, 28 February 2021

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	2. '''The Hawthorn Studies: A radical criticism, Carey, A.:''' Carey provides a description of why the Hawthorne studies ~~had the result that they had~~. Carey claims that the first experiment was the base of the following experiments, hence the rest of the study was biased. The wiki article provides the reader with an understanding of why the result of the Hawthorne studies was true and why it’s so important today. The reader of the wiki article also gains knowledge of how to overcome the key points from A. Carey’s article in regards to individualizing motivational factors.		2. '''The Hawthorn Studies: A radical criticism, Carey, A.:''' Carey provides a description of why the Hawthorne studies' results were tampered with and how it could have a different outcome. Carey claims that the first experiment was the base of the following experiments, hence the rest of the study was biased. The wiki article provides the reader with an understanding of why the result of the Hawthorne studies was true and why it’s so important today. The reader of the wiki article also gains knowledge of how to overcome the key points from A. Carey’s article in regards to individualizing motivational factors.

Jmsc01 at 18:19, 28 February 2021

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← Older revision		Revision as of 18:19, 28 February 2021
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	== Annotated bibliography ==		== Annotated bibliography ==
	1. '''Management by Motivation, Ananaba, T. O. J:''' Provides an understanding of applying motivation in management and the correlation with motivation and the Hawthorne studies. Furthermore, it gives an understanding of the development of later studies.		1. '''Management by Motivation, Ananaba, T. O. J, in Engineering Management International:''' Provides an understanding of applying motivation in management and the correlation with motivation and the Hawthorne studies. The article also describes human behavior and how this played a part in the history of motivation. Furthermore, it gives an understanding of the development of later studies such as the study by Frederick Herzberg. Frederick Herzberg studied the factors that led to job satisfaction. At last, the article explores Douglas Murray McGregor’s Theory X and Y. The wiki article won’t explore Theory X and Y and the study by F. Herzberg. This wiki article does explore the history of motivation and how it developed. Furthermore, this wiki article also provides the reader with an application of how to create an environment that enforces social exchange.


	2. '''The Hawthorn Studies: A radical criticism, Carey, A.:''' Carey provides a description of why the Hawthorne studies had the result that they had. Carey claims that the first experiment was the base of the following experiments, hence the rest of the study was biased.		2. '''The Hawthorn Studies: A radical criticism, Carey, A.:''' Carey provides a description of why the Hawthorne studies had the result that they had. Carey claims that the first experiment was the base of the following experiments, hence the rest of the study was biased. The wiki article provides the reader with an understanding of why the result of the Hawthorne studies was true and why it’s so important today. The reader of the wiki article also gains knowledge of how to overcome the key points from A. Carey’s article in regards to individualizing motivational factors.


	3. '''Illuminating the principles of social exchange theory with Hawthorne studies, Zoller, Y., Muldoon, J.:''' ~~Provides the ready with an understanding of the correlation between~~ Social Exchange Theory and the Hawthorne studies.		3. '''Illuminating the principles of social exchange theory with Hawthorne studies, Zoller, Y., Muldoon, J.:''' The article describes Homans’ Social Exchange Theory (SET) and why the result of the Hawthorne studies is correct. Furthermore, prove are provided so the reader understands the social exchange in the Hawthorne studies were the key motivator for productivity. The wiki article holds further explanation of what other key factors are needed to create maximum productivity.

	== References ==		== References ==
	<References/>		<References/>

Jmsc01 at 16:04, 28 February 2021

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	== Limitations ==		== Limitations ==
	Even though the idea of involving people in the process and hence motivating them to become productive is a good tool, individualization needs to be considered ~~as a Project Manager~~. As stated above, the Project manager needs to study the employees and get to know them. It does not work to use the same motivational technique on all employees <ref name="Incentives and individual motivation in supervised work groups">Dal Forno, A. & Merlone, U. (2020) [Incentives and individual motivation in supervised work groups. European Journal of Operational Research, December 1, pp. 878-885]. Retrieved 12 February 2021.</ref>.		Even though the idea of involving people in the process and hence motivating them to become productive is a good tool, individualization needs to be considered by the project manager. As stated above, the Project manager needs to study the employees and get to know them. It does not work to use the same motivational technique on all employees <ref name="Incentives and individual motivation in supervised work groups">Dal Forno, A. & Merlone, U. (2020) [Incentives and individual motivation in supervised work groups. European Journal of Operational Research, December 1, pp. 878-885]. Retrieved 12 February 2021.</ref>.

	Arianna Dal Forno and Ugo Merlone from the Department of Statistics and Applied Mathematics at the University of Torino states that “''different employees want different rewards from their jobs, that many employees sincerely want to contribute, and that employees, by and large, have the capacity to exercise a great deal of self-direction and self-control at work''” <ref name="Incentives and individual motivation in supervised work groups">Dal Forno, A. & Merlone, U. (2020) [Incentives and individual motivation in supervised work groups. European Journal of Operational Research, December 1, pp. 878-885]. Retrieved 12 February 2021.</ref>.		Arianna Dal Forno and Ugo Merlone from the Department of Statistics and Applied Mathematics at the University of Torino states that “''different employees want different rewards from their jobs, that many employees sincerely want to contribute, and that employees, by and large, have the capacity to exercise a great deal of self-direction and self-control at work''” <ref name="Incentives and individual motivation in supervised work groups">Dal Forno, A. & Merlone, U. (2020) [Incentives and individual motivation in supervised work groups. European Journal of Operational Research, December 1, pp. 878-885]. Retrieved 12 February 2021.</ref>.

Jmsc01 at 15:54, 28 February 2021

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	The study's setting was not in relation to project management as the employees were asked to assemble small parts and not work together as a team. Although, this project teamwork was exactly what happened which will be explained through the chapter. The studies were divided into five stages:		The study's setting was not in relation to project management as the employees were asked to assemble small parts and not work together as a team. Although, this project teamwork was exactly what happened which will be explained through the chapter. The studies were divided into five stages:

	~~1. The Relay Assembly Test Room Study (New incentive system and new supervision)~~

	~~2. The Second Relay Assembly Group Study (New incentive system only)~~

	3. The Mica Splitting Test Room study (New supervision only)		1. The Relay Assembly Test Room Study (New incentive system and new supervision)

			2. The Second Relay Assembly Group Study (New incentive system only)

			3. The Mica Splitting Test Room study (New supervision only)

			4. The Interviewing Program

			5. The Bank-Wiring Observation Room Study <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>.

	~~4. The Interviewing Program~~

	5. The Bank-Wiring Observation Room Study <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>.

	Stage one to three studied differences in physical conditions such as rest pauses, hours of work, temperature, and humidity. These stages lasted for 12 months where the conclusion was that social factors were far more important than physical and economic factors of motivation <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>. These first experiments were done on women who were put in a separate room. In this room, they were told to assemble the products. The strong friendship, which the room helped build, made the women feel more at ease talking to each other and their productivity increased. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref> Mayo came to the conclusion that the friendship of the women was an indicator of the significance of mental attitudes, proper supervision, and informal social relationships being a key factor in motivation. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>		Stage one to three studied differences in physical conditions such as rest pauses, hours of work, temperature, and humidity. These stages lasted for 12 months where the conclusion was that social factors were far more important than physical and economic factors of motivation <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>. These first experiments were done on women who were put in a separate room. In this room, they were told to assemble the products. The strong friendship, which the room helped build, made the women feel more at ease talking to each other and their productivity increased. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref> Mayo came to the conclusion that the friendship of the women was an indicator of the significance of mental attitudes, proper supervision, and informal social relationships being a key factor in motivation. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>
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	Motivation can be classified into three groups; Physiological, social, psychological, and educational.		Motivation can be classified into three groups; Physiological, social, psychological, and educational.

	~~'''1. Physiological motivations:''' This describes the need for basic needs such as food and water.~~

	'''2. Social Motivation:''' This describes the need to be accepted by other people as a member of their society. This can be relevant in collegial contexts such as being accepted at a new company by other colleagues.		'''1. Physiological motivations:'''

			This describes the need for basic needs such as food and water.

			'''2. Social Motivation:'''

			This describes the need to be accepted by other people as a member of their society. This can be relevant in collegial contexts such as being accepted at a new company by other colleagues.

			'''3. Psychological motivations:'''

			This describes the individualized motivation which is what makes a human achieve goals and it can decide which target e.g. an employee tries to reach.

	'''3. ~~Psychological~~ motivations:''' ~~This describes the individualized motivation which is what makes a human achieve goals and it can decide which target e.g. an employee tries to reach.~~		'''4. Educational motivations:'''

	~~'''4. Educational motivations:'''~~ The last factor describes that motivation depends on the person’s idea of how high of knowledge they would like, to be accepted into society. <ref name="The Historical Context of Motivation and Analysis Theories Individual Motivation">Pakdel, B. (2013) [The Historical Context of Motivation and Analysis Theories Individual Motivation. International Journal of Humanities and Social Science Vol. 3, 18 October, pp. 240-247]. Retrieved 9 February 2021.</ref>.		The last factor describes that motivation depends on the person’s idea of how high of knowledge they would like, to be accepted into society. <ref name="The Historical Context of Motivation and Analysis Theories Individual Motivation">Pakdel, B. (2013) [The Historical Context of Motivation and Analysis Theories Individual Motivation. International Journal of Humanities and Social Science Vol. 3, 18 October, pp. 240-247]. Retrieved 9 February 2021.</ref>.


	== Application of the Hawthorne studies ==		== Application of the Hawthorne studies ==
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	The project manager needs to ensure a work environment that fosters teamwork. A way for creating a safe environment is to establish nine steps:		The project manager needs to ensure a work environment that fosters teamwork. A way for creating a safe environment is to establish nine steps:

	'''1. Encourage Informal Social Events:''' Informal social events create a bond between the employees and the manager. This can be a glass of wine and dinner at a restaurant and the bond they create here will carry on to the office.		'''1. Encourage Informal Social Events:'''

			Informal social events create a bond between the employees and the manager. This can be a glass of wine and dinner at a restaurant and the bond they create here will carry on to the office.

			'''2. Clarify Roles:'''

			The roles of the team and their job description needs to be carefully handled. As this can create confusing roles and then it can be impossible for people to work together.

			'''3. Specify Goals:'''

			The goals need to be clear for the organization but also for the individual teams. If the individual team goal is set, then the team knows what they need to work towards.

			'''4. Reward Excellent Teamwork:'''

			The manager needs to show appreciation for excellent work. This will foster more excellent work - so the employees can feel like the best version of themselves.

			'''5. Don’t Micro-manage:'''

			Trust is a keyword for managers! Do not treat the employees as children that need help all the time. The employees will ask if they need help.

	'''2. ~~Clarify Roles~~:''' ~~The roles of the team and their job description needs to be carefully handled. As this can create confusing roles and then it can be impossible for people to work together.~~		'''6. Establish Effective Communications:'''

	~~'''3~~. ~~Specify Goals:'''~~ The ~~goals need~~ to be ~~clear for~~ the ~~organization~~ but ~~also~~ for the ~~individual teams. If~~ the ~~individual team goal is set, then the team knows what they need to work towards~~.		Communication is important in teamwork and people management. The employees do not have to be friends out of the office but giving the employees a guideline for communication in the office will create professionalism amongst the employees.

	'''4. ~~Reward Excellent Teamwork~~:''' ~~The manager needs to show appreciation for excellent work. This will foster more excellent work - so the employees can feel like the best version of themselves.~~		'''7. Celebrate Individuality:'''

	~~'''5~~. ~~Don’t Micro-manage:''' Trust is~~ a ~~keyword for managers! Do not treat~~ the ~~employees as children that need help all the time. The employees will ask if they need help~~.		Not every employee is the same. And some like to work in a closed environment and then share thoughts and ideas on their own terms which needs to be accepted by the manager.

	'''6. ~~Establish Effective Communications~~:''' Communication is important in teamwork and people management. The employees do not have to be friends out of the office but giving the employees a guideline for communication in the office will create professionalism amongst the employees.		'''8. Use Project Management Tools:'''

	~~'''7. Celebrate Individuality:''' Not every employee~~ is the ~~same. And some like to work in a closed environment and then~~ share ~~thoughts~~ and ~~ideas on their own terms which needs to be accepted by~~ the ~~manager~~.		Using a common tool for project management is key as the employees can share and communicate over the same platform.

	'''8. ~~Use Project Management Tools:~~''' ~~Using a common tool for project management is key as~~ the ~~employees can share and communicate over the same platform~~.		'''9. Get Feedback From Everyone''' <ref name="10 Surefire Tips to Improve Teamwork In The Workplace">Pope, A. (2020) [https://biz30.timedoctor.com/teamwork-in-the-workplace/ 10 Surefire Tips to Improve Teamwork In The Workplace]. Retrieved 12 February 2021.</ref> ''':'''

	'''9. Get Feedback From Everyone''' <ref name="10 Surefire Tips to Improve Teamwork In The Workplace">Pope, A. (2020) [https://biz30.timedoctor.com/teamwork-in-the-workplace/ 10 Surefire Tips to Improve Teamwork In The Workplace]. Retrieved 12 February 2021.</ref> ''':''' This part is also about individualization. Some employees might find it positive to discuss outcomes and teamwork in an open environment but others like to be anonymous or have a one-to-one with the manager.		This part is also about individualization. Some employees might find it positive to discuss outcomes and teamwork in an open environment but others like to be anonymous or have a one-to-one with the manager.

	Everyone is different - and the manager needs to understand these steps to ensure the best work environment for the employees.		Everyone is different - and the manager needs to understand these steps to ensure the best work environment for the employees.

Jmsc01 at 15:51, 28 February 2021

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	'''1. Physiological motivation:''' ~~The physical needs of the employees are satisfied. The organization plays a role in this step, as the organization needs to ensure water, food, coffee, and snacks throughout the day.~~		'''1. Physiological motivation:'''

	~~'''2. Social motivation:'''~~ The ~~manager ensures that~~ the employees ~~have the opportunity to work together. This is achieved through creating an environment for the employees where it is allowed to interact~~. The ~~project manager can also enhance~~ this ~~behavior by interacting with~~ the ~~employees~~ and ~~creating a role model for socializing~~.		The physical needs of the employees are satisfied. The organization plays a role in this step, as the organization needs to ensure water, food, coffee, and snacks throughout the day.

	'''3. ~~Psychological~~ motivation:''' ~~This motivational factor require the project manager to get to know their employees. What does the specific employee need to achieve their best performance?~~		'''2. Social motivation:'''

	'''4. Educational motivation:''' This stage is a bit more complex, as the project manager needs to establish a certain level of knowledge for the employees to reach.		The manager ensures that the employees have the opportunity to work together. This is achieved through creating an environment for the employees where it is allowed to interact. The project manager can also enhance this behavior by interacting with the employees and creating a role model for socializing.

			'''3. Psychological motivation:'''

			This motivational factor require the project manager to get to know their employees. What does the specific employee need to achieve their best performance?

			'''4. Educational motivation:'''

			This stage is a bit more complex, as the project manager needs to establish a certain level of knowledge for the employees to reach.

Jmsc01 at 15:51, 28 February 2021

2021-02-28T15:51:01Z

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	A way to motivate by applying the Hawthorne studies is to encourage employees to work together and to communicate to let them know that they are important. This can be done by creating an environment where it is possible for the employees to talk and bond. Social interactions can be created by making the employees work together and make them feel safe by creating a set of guidelines so they know what they need to do and how. The social bond between the employees can also be created by social gatherings after work or trips to relevant stakeholders. Comparing this with the four motivational factors, then a project manager should ensure:		A way to motivate by applying the Hawthorne studies is to encourage employees to work together and to communicate to let them know that they are important. This can be done by creating an environment where it is possible for the employees to talk and bond. Social interactions can be created by making the employees work together and make them feel safe by creating a set of guidelines so they know what they need to do and how. The social bond between the employees can also be created by social gatherings after work or trips to relevant stakeholders. Comparing this with the four motivational factors, then a project manager should ensure:



	'''1. Physiological motivation:''' The physical needs of the employees are satisfied. The organization plays a role in this step, as the organization needs to ensure water, food, coffee, and snacks throughout the day.		'''1. Physiological motivation:''' The physical needs of the employees are satisfied. The organization plays a role in this step, as the organization needs to ensure water, food, coffee, and snacks throughout the day.
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	'''4. Educational motivation:''' This stage is a bit more complex, as the project manager needs to establish a certain level of knowledge for the employees to reach.		'''4. Educational motivation:''' This stage is a bit more complex, as the project manager needs to establish a certain level of knowledge for the employees to reach.



	As stated above, people have different abilities and the project manager needs to strive to get to know the employees’ abilities. The project manager can ruin any good relation by setting a goal that is not reachable for a certain employee. This results in this employee feeling like the odd one out which decreases productivity. This is also indicated in the PMBOK standard where “''the project manager should study people’s behavior’s and motivation''” <ref name="The PMBOK Guide 2017">PMBOK (2017) [Guide to the Project Management Body of Knowledge (PMBOK® Guide). 6. ed. Pennsylvania : Project Management Institute]. Retrieved 8 February 2021.</ref>. This will result in getting to know the employees, hence understanding how to motivate them in future teamwork and projects. The next chapter guides the reader through creating a safe work environment to create better teamwork.		As stated above, people have different abilities and the project manager needs to strive to get to know the employees’ abilities. The project manager can ruin any good relation by setting a goal that is not reachable for a certain employee. This results in this employee feeling like the odd one out which decreases productivity. This is also indicated in the PMBOK standard where “''the project manager should study people’s behavior’s and motivation''” <ref name="The PMBOK Guide 2017">PMBOK (2017) [Guide to the Project Management Body of Knowledge (PMBOK® Guide). 6. ed. Pennsylvania : Project Management Institute]. Retrieved 8 February 2021.</ref>. This will result in getting to know the employees, hence understanding how to motivate them in future teamwork and projects. The next chapter guides the reader through creating a safe work environment to create better teamwork.

Jmsc01 at 15:50, 28 February 2021

2021-02-28T15:50:17Z

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	'''3. Psychological motivations:''' This describes the individualized motivation which is what makes a human achieve goals and it can decide which target e.g. an employee tries to reach.		'''3. Psychological motivations:''' This describes the individualized motivation which is what makes a human achieve goals and it can decide which target e.g. an employee tries to reach.

	'''4. Educational motivations:''' The last factor describes that motivation depends on the person’s idea of how high of knowledge they would like to be accepted into society. <ref name="The Historical Context of Motivation and Analysis Theories Individual Motivation">Pakdel, B. (2013) [The Historical Context of Motivation and Analysis Theories Individual Motivation. International Journal of Humanities and Social Science Vol. 3, 18 October, pp. 240-247]. Retrieved 9 February 2021.</ref>.		'''4. Educational motivations:''' The last factor describes that motivation depends on the person’s idea of how high of knowledge they would like, to be accepted into society. <ref name="The Historical Context of Motivation and Analysis Theories Individual Motivation">Pakdel, B. (2013) [The Historical Context of Motivation and Analysis Theories Individual Motivation. International Journal of Humanities and Social Science Vol. 3, 18 October, pp. 240-247]. Retrieved 9 February 2021.</ref>.

	== Application of the Hawthorne studies ==		== Application of the Hawthorne studies ==
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	=== Satisfy the employees needs to achieve productivity ===		=== Satisfy the employees needs to achieve productivity ===

	A way to motivate by ~~the application of~~ the Hawthorne studies is to encourage employees to work together and to communicate to let them know that they are important. This can be done by creating an environment where it is possible for the employees to talk and bond. Social interactions can be created by making the employees work together and make them feel safe by creating a set of guidelines so they know what they need to do and how. The social bond between the employees can also be created by social gatherings after work or trips to relevant stakeholders. Comparing this with the four motivational factors, then a project manager should ensure:		A way to motivate by applying the Hawthorne studies is to encourage employees to work together and to communicate to let them know that they are important. This can be done by creating an environment where it is possible for the employees to talk and bond. Social interactions can be created by making the employees work together and make them feel safe by creating a set of guidelines so they know what they need to do and how. The social bond between the employees can also be created by social gatherings after work or trips to relevant stakeholders. Comparing this with the four motivational factors, then a project manager should ensure:

	'''1. Physiological motivation:''' The physical needs of the employees are satisfied. The organization plays a role in this step, as the organization needs to ensure water, food, coffee, and snacks throughout the day.		'''1. Physiological motivation:''' The physical needs of the employees are satisfied. The organization plays a role in this step, as the organization needs to ensure water, food, coffee, and snacks throughout the day.

	'''2. Social motivation:''' The manager ensures that the employees have the opportunity to work together. This is achieved through creating an environment for the employees where it is allowed to interact. The project manager can also enhance this behavior by interacting with the employees and creating a role model for socializing.		'''2. Social motivation:''' The manager ensures that the employees have the opportunity to work together. This is achieved through creating an environment for the employees where it is allowed to interact. The project manager can also enhance this behavior by interacting with the employees and creating a role model for socializing.

	'''3. Psychological motivation:''' This motivational factor require the project manager to get to know their employees. What does the specific employee need to achieve their best performance?		'''3. Psychological motivation:''' This motivational factor require the project manager to get to know their employees. What does the specific employee need to achieve their best performance?

	'''4. Educational motivation:''' This stage is a bit more complex, as the project manager needs to establish a certain level of knowledge for the employees to reach.		'''4. Educational motivation:''' This stage is a bit more complex, as the project manager needs to establish a certain level of knowledge for the employees to reach.

	As stated above, people have different abilities and the project manager needs to strive to get to know the employees’ abilities. The project manager can ruin any good relation by setting a goal that is not reachable for a certain employee. This results in this employee feeling like the odd one out which decreases productivity. This is also indicated in the PMBOK standard where “''the project manager should study people’s behavior’s and motivation''” <ref name="The PMBOK Guide 2017">PMBOK (2017) [Guide to the Project Management Body of Knowledge (PMBOK® Guide). 6. ed. Pennsylvania : Project Management Institute]. Retrieved 8 February 2021.</ref>. This will result in getting to know the employees, hence understanding how to motivate them in future teamwork and projects. The next chapter guides the reader through creating a safe work environment to create better teamwork.		As stated above, people have different abilities and the project manager needs to strive to get to know the employees’ abilities. The project manager can ruin any good relation by setting a goal that is not reachable for a certain employee. This results in this employee feeling like the odd one out which decreases productivity. This is also indicated in the PMBOK standard where “''the project manager should study people’s behavior’s and motivation''” <ref name="The PMBOK Guide 2017">PMBOK (2017) [Guide to the Project Management Body of Knowledge (PMBOK® Guide). 6. ed. Pennsylvania : Project Management Institute]. Retrieved 8 February 2021.</ref>. This will result in getting to know the employees, hence understanding how to motivate them in future teamwork and projects. The next chapter guides the reader through creating a safe work environment to create better teamwork.

Jmsc01 at 15:41, 28 February 2021

2021-02-28T15:41:23Z

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	== Abstract ==		== Abstract ==
	Motivation is a key element of excellent project management. A study done at the Hawthorne factory showed exactly that and the importance of including employees and managers in a group environment to increase productivity, hence motivation. The Hawthorne studies were a series of experiments conducted on workers at the Hawthorne Western Electric plant, where the goal of the studies was to examine the effect light levels had on worker's productivity. <ref name="The Hawthorne Effect - Introduction to business">J. Gitman, Lawrence & McDaniel, Carl & Shah, Amit & Reece, Monique & Koffel, Linda & Talsma, Bethann & C. Hyatt, James (2018). [https://opentextbc.ca/businessopenstax/chapter/the-hawthorne-studies/ The Hawthorne Effect - Introduction to business ]. Retrieved 8 February 2021.</ref> The Hawthorne experiments were executed in the 1920s and early 1930s ~~and understanding~~ the effect of the experiment creates an effective management style <ref name="Using the Hawthorne Effect to Better Manage Your Employees"> CanadaTeam, Quickbooks (2021). [https://quickbooks.intuit.com/ca/resources/managing-people/hawthorne-effect-better-manage/ Using the Hawthorne Effect to Better Manage Your Employees ]. Retrieved 10 February 2021.</ref>. The result of the experiment was an increase in the worker's productivity, both when the light level increased but also when the light was diminished. The conclusion of the experiment ~~was~~ that ~~their participation in the experiment~~ was the sole driver of productivity - not lighting levels. The participants’ behavior differed from how they usually work~~. The workers socialized and enjoyed a different working environment~~. The environment invited them to get to know one another and therefore they started working together. <ref name="The Hawthorne effect">Kenton, W. (2020) [https://www.investopedia.com/terms/h/hawthorne-effect.asp The Hawthorne effect]. Retrieved 4 February 2021.</ref>.		Motivation is a key element of excellent project management. A study done at the Hawthorne factory showed exactly that and the importance of including employees and managers in a group environment to increase productivity, hence motivation. The Hawthorne studies were a series of experiments conducted on workers at the Hawthorne Western Electric plant, where the goal of the studies was to examine the effect light levels had on worker's productivity. <ref name="The Hawthorne Effect - Introduction to business">J. Gitman, Lawrence & McDaniel, Carl & Shah, Amit & Reece, Monique & Koffel, Linda & Talsma, Bethann & C. Hyatt, James (2018). [https://opentextbc.ca/businessopenstax/chapter/the-hawthorne-studies/ The Hawthorne Effect - Introduction to business ]. Retrieved 8 February 2021.</ref> The Hawthorne experiments were executed in the 1920s and early 1930s. Understanding the effect of the experiment creates an effective management style <ref name="Using the Hawthorne Effect to Better Manage Your Employees"> CanadaTeam, Quickbooks (2021). [https://quickbooks.intuit.com/ca/resources/managing-people/hawthorne-effect-better-manage/ Using the Hawthorne Effect to Better Manage Your Employees ]. Retrieved 10 February 2021.</ref>. The result of the experiment was an increase in the worker's productivity, both when the light level increased but also when the light was diminished. The conclusion of the experiment showed that teamwork and engagement was the sole driver of productivity - not lighting levels. The participants’ behavior differed from how they usually work. The environment invited them to get to know one another and therefore they started working together. The workers socialized and enjoyed a different working environment. <ref name="The Hawthorne effect">Kenton, W. (2020) [https://www.investopedia.com/terms/h/hawthorne-effect.asp The Hawthorne effect]. Retrieved 4 February 2021.</ref>.

	The big question is; how can managers use this to motivate their employees? Maximization of employee productivity and motivation is key for a well-executed project and its success <ref name="The Hawthorne effect">Kenton, W. (2020) [https://www.investopedia.com/terms/h/hawthorne-effect.asp The Hawthorne effect]. Retrieved 4 February 2021.</ref>. Another output of the study was that people chosen for the experiment felt pride in being “the chosen one” and therefore performed as such. Project managers can utilize this technique by including people in the process and allow workers to give feedback, while simultaneously rewarding people with tasks to keep them motivated. <ref name="The Hawthorne Effect - Introduction to business">J. Gitman, Lawrence & McDaniel, Carl & Shah, Amit & Reece, Monique & Koffel, Linda & Talsma, Bethann & C. Hyatt, James (2018). [https://opentextbc.ca/businessopenstax/chapter/the-hawthorne-studies/ The Hawthorne Effect - Introduction to business ]. Retrieved 8 February 2021.</ref>.		The big question is; how can managers use this to motivate their employees? Maximization of employee productivity and motivation is key for a well-executed project and its success <ref name="The Hawthorne effect">Kenton, W. (2020) [https://www.investopedia.com/terms/h/hawthorne-effect.asp The Hawthorne effect]. Retrieved 4 February 2021.</ref>. Another output of the study was that people chosen for the experiment felt pride in being “the chosen one” and therefore performed as such. Project managers can utilize this technique by including people in the process and allow workers to give feedback, while simultaneously rewarding people with tasks to keep them motivated. <ref name="The Hawthorne Effect - Introduction to business">J. Gitman, Lawrence & McDaniel, Carl & Shah, Amit & Reece, Monique & Koffel, Linda & Talsma, Bethann & C. Hyatt, James (2018). [https://opentextbc.ca/businessopenstax/chapter/the-hawthorne-studies/ The Hawthorne Effect - Introduction to business ]. Retrieved 8 February 2021.</ref>.
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	Stage one to three studied differences in physical conditions such as rest pauses, hours of work, temperature, and humidity. These stages lasted for 12 months where the conclusion was that social factors were far more important than physical and economic factors of motivation <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>. These first experiments were done on women who were put in a separate room. In this room, they were told to assemble the products. The strong friendship, which the room helped build, made the women feel more at ease talking to each other and their productivity increased. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref> Mayo came to the conclusion that the friendship of the women was an indicator of the significance of mental attitudes, proper supervision, and informal social relationships being a key factor in motivation. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>		Stage one to three studied differences in physical conditions such as rest pauses, hours of work, temperature, and humidity. These stages lasted for 12 months where the conclusion was that social factors were far more important than physical and economic factors of motivation <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>. These first experiments were done on women who were put in a separate room. In this room, they were told to assemble the products. The strong friendship, which the room helped build, made the women feel more at ease talking to each other and their productivity increased. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref> Mayo came to the conclusion that the friendship of the women was an indicator of the significance of mental attitudes, proper supervision, and informal social relationships being a key factor in motivation. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>

	Therefore, the conclusion of the study was that the workers performed better in the setting of the study. The factors that increased ~~the~~ productivity were both ~~being interacted with but also~~ the social setting of the study room. The workers felt safer and happier and they wanted to contribute as well as they could to help the group and therefore their productivity increased. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>		Therefore, the conclusion of the study was that the workers performed better in the setting of the study. The factors that increased productivity were both: "the interaction" and "the social setting of the study room". The workers felt safer and happier and they wanted to contribute as well as they could to help the group and therefore their productivity increased. <ref name="The Hawthorne Studies: A Radical Criticism">Carey, A. (1967) [https://www-jstor-org.proxy.findit.dtu.dk/stable/2091087?origin=crossref&seq=3#metadata_info_tab_contents The Hawthorne Studies: A Radical Criticism]. Retrieved 12 February 2021.</ref>

	=== Social Exchange Theory ===		=== Social Exchange Theory ===
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	Motivation is a complex theory and it is not something that can be seen - so if a worker is very productive the Project Manager will not know why and how it happened and it is not something the Project manager can transfer to another person. People will have different needs and will therefore not reach the same productivity <ref name="The Historical Context of Motivation and Analysis Theories Individual Motivation">Pakdel, B. (2013) [The Historical Context of Motivation and Analysis Theories Individual Motivation. International Journal of Humanities and Social Science Vol. 3, 18 October, pp. 240-247]. Retrieved 9 February 2021.</ref>.		Motivation is a complex theory and it is not something that can be seen - so if a worker is very productive the Project Manager will not know why and how it happened and it is not something the Project manager can transfer to another person. People will have different needs and will therefore not reach the same productivity <ref name="The Historical Context of Motivation and Analysis Theories Individual Motivation">Pakdel, B. (2013) [The Historical Context of Motivation and Analysis Theories Individual Motivation. International Journal of Humanities and Social Science Vol. 3, 18 October, pp. 240-247]. Retrieved 9 February 2021.</ref>.

	Motivation can be classified into three groups; ~~physical~~, social, and educational.		Motivation can be classified into three groups; Physiological, social, psychological, and educational.

	'''1. Physiological motivations:''' This describes the need for basic needs such as food and water.		'''1. Physiological motivations:''' This describes the need for basic needs such as food and water.

Jmsc01 at 18:43, 27 February 2021

2021-02-27T18:43:22Z

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