Bias in a Team Setting
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== Abstract == | == Abstract == | ||
| + | The Hawthorne experiments were executed in the 1920s and early 1930s and understanding the effect of the experiment creates an effective management style (CanadaTeam, 2020). The goal of the experiment was to examine the effect of light on workers' productivity at a telephone parts factory in Hawthorne. The result of the experiment was that the worker's productivity increased when the light improved but also when the light was diminished. The productivity actually increased whatever they changed. The conclusion of the experiment was that when they were being observed and engaged in the experiment they performed better <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>. | ||
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| + | An important takeaway from the study is that it needs to be taken into consideration when doing projects and research. The participants’ behavior will differ from what they usually do. The big question is; how can managers use this into motivating their employees? Maximization of employee productivity 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 also performed. This is an interesting addition to the project managers' tricks, as they can use this by both including people in the process and ask how they want to reach a successful outcome but also rewarding people with tasks and important roles 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>. It actually makes sense with later studies showing that humans like to feel important and seen. They don’t want to feel worthless. | ||
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| + | This article will examine why these people performed better and how this might origin in humans' nature to frame themselves into higher beings compared to their peers. Furthermore, how can a project manager actually use this to their advantage, and what about people's individuality – won't that play a part in motivating employees? <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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| + | === The origin of motivation === | ||
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| + | === Advantages for the project manager === | ||
| + | === Disadvantages for the project manager === | ||
== References == | == References == | ||
| + | <References/> | ||
Revision as of 12:22, 10 February 2021
Contents |
Abstract
The Hawthorne experiments were executed in the 1920s and early 1930s and understanding the effect of the experiment creates an effective management style (CanadaTeam, 2020). The goal of the experiment was to examine the effect of light on workers' productivity at a telephone parts factory in Hawthorne. The result of the experiment was that the worker's productivity increased when the light improved but also when the light was diminished. The productivity actually increased whatever they changed. The conclusion of the experiment was that when they were being observed and engaged in the experiment they performed better [1].
An important takeaway from the study is that it needs to be taken into consideration when doing projects and research. The participants’ behavior will differ from what they usually do. The big question is; how can managers use this into motivating their employees? Maximization of employee productivity is key for a well-executed project and its success [1]. Another output of the study was that people chosen for the experiment felt pride in being “the chosen one” and also performed. This is an interesting addition to the project managers' tricks, as they can use this by both including people in the process and ask how they want to reach a successful outcome but also rewarding people with tasks and important roles to keep them motivated. [2]. It actually makes sense with later studies showing that humans like to feel important and seen. They don’t want to feel worthless.
This article will examine why these people performed better and how this might origin in humans' nature to frame themselves into higher beings compared to their peers. Furthermore, how can a project manager actually use this to their advantage, and what about people's individuality – won't that play a part in motivating employees? [2].
The origin of motivation
Advantages for the project manager
Disadvantages for the project manager
References
- ↑ 1.0 1.1 Kenton, W. (2020) The Hawthorne effect. Retrieved 4 February 2021.
- ↑ 2.0 2.1 J. Gitman, Lawrence & McDaniel, Carl & Shah, Amit & Reece, Monique & Koffel, Linda & Talsma, Bethann & C. Hyatt, James (2018). The Hawthorne Effect - Introduction to business . Retrieved 8 February 2021.
