The term Hawthorne effect was coined in 1955 by Henry A. Landsberger. He was analyzing older experiments from 1924-1932 at the haw thorne works. The purpose of the experiments was to study the effect of lighting on workers productivity. Over time changes in illumination had no measurable effect probably due to regression brought on by the increased stress. The term has been linked with numerous other terms, including: epistemic feedback, systemic bias, implicit social cognition
The term Hawthorne effect was coined in 1955 by Henry A. Landsberger. He was analyzing older experiments from 1924-1932 at the haw thorne works. The purpose of the experiments was to study the effect of lighting on workers productivity. Over time changes in illumination had no measurable effect probably due to regression brought on by the increased stress. The term has been linked with numerous other terms, including: epistemic feedback, systemic bias, implicit social cognition
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The term Hawthorne effect was coined in 1955 by Henry A. Landsberger. He was analyzing older experiments from 1924-1932 at the haw thorne works. The purpose of the experiments was to study the effect of lighting on workers productivity. Over time changes in illumination had no measurable effect probably due to regression brought on by the increased stress. The term has been linked with numerous other terms, including: epistemic feedback, systemic bias, implicit social cognition
Copyright:
Attribution Non-Commercial (BY-NC)
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The Hawthorne effect describes a temporary change to behavior or performance in
response to a change in the environmental conditions, with the response being ty
pically an improvement. The term was coined in 1955 by Henry A. Landsberger[1] w hen analyzing older experiments from 1924-1932 at the Hawthorne Works (outside C hicago). Landsberger defined the Hawthorne effect as: a short-term improvement caused by observing worker performance. The Hawthorne studies have had a dramatic effect on management in organizations and how people react to different situations. Although illumination research of workplace lighting formed the basis of the Hawthorne effect, other changes such as maintaining clean work stations, clearing floors of obstacles, and even reloc ating workstations resulted in increased productivity for short periods of time. Thus the term is used to identify any type of short-lived increase in productiv ity. In short, people will be more productive when appreciated or when watched.[ 1][2][3] The term Hawthorne effect has been linked with numerous other terms, including: epistemic feedback, systemic bias, implicit social cognition, and continuous imp rovement. [edit] History The term gets its name from a factory called the Hawthorne Works,[4] where a ser ies of experiments on factory workers were carried out between 1924 and 1932. There were many types of experiments conducted on the employees, but the purpose of the original ones was to study the effect of lighting on workers productivity . Researchers found that productivity almost always increased after a change in illumination but later returned to normal levels. This effect was observed for m inute increases in illumination. Over time changes in illumination had no measur able effect probably due to regression brought on by the increased stress.[citat ion needed] A second set of experiments began and were supervised by Harvard University prof essors Elton Mayo, Fritz Roethlisberger and William J. Dickson. They experimente d on other types of changes in the working environment, using a study group of f ive young women. Again, no matter the change in conditions, the women nearly alw ays produced more. The researchers reported that they had accidentally found a w ay to increase productivity. The effect was an important milestone in industrial and organizational psychology, organizational behavior, and Ergonomics. However , some researchers have questioned the validity of the effect because of the exp erimental design and faulty interpretations