To Hawthorne or not to Hawthorne?

Hawthorne Effect
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Jean-M
Canada

To Hawthorne or not to Hawthorne?

The Hawthorne effect was a clean break at the time it was observed for the first time. Since then, humanity has made some progress in understanding cognitive and emotive functioning.
What I would like to mention, is that it took a "theory" for people to understand the obvious: when you feel good, you work good. That's law number one of management for me.
To "feel good", a human being needs to be satisfied by his work. The work he accomplishes must satisfy his needs. Security-wise, socially, intellectually, etc... Once this is done, productivity will increase.
Here comes the truth: motivating employees is based on a common agreement, a deal. A deal between an employee that knows what he needs and clearly demands it, and an employer that can fulfill those needs. If this deal can't happen then he will look for a new job.

  kwapong
Manager, Ghana
 

Hawthorne Effect is About Attention

For me the bottom line is that individuals as well (...)

  Paul Steele
Consultant, Australia
 

Contribution of Mayo / Hawthorne Effect

Mayo wanted to see if there was any point in tryin (...)

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More on Hawthorne Effect
Summary
Forum
Hawthorne Effect: Intellectual Fraud?
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The Influence of the Work Environment on Employee Motivation
Short and Long Term Motivation and Demotivation
Advantages and Disadvantages Hawthornes Studies and Experiments
Covey's Motivation Approach
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To Hawthorne or not to Hawthorne?
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Principles of Human Motivation
The Effect of Motivated Employees on Profitability
Internal and External Motivation
Wanted: Successor of Hawthorne Effect
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Pygmalion Effect vs. Self-fulfilling Prophecy vs. Hawthorne Effect
Measuring Per Person Productivity
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