Mayo’s theory of management arose from issues that developed using earlier forms of scientific management. His studies resulted in what is known as the “Hawthorne Studies”. Mayo theorized that “Employees are not merely motivated by financial gain, and productivity is not a simple byproduct of incentives and optimized work spaces. People are motivated by inclusion, constructive feedback, interest, autotomy, and a wide variety of other factors” (The Human Side, n.d). Mayo’s contributions to management theory addressed the human relations factor in management and helped pave the way to modern management methods. The Hawthorne Study really centered on the alteration of the working conditions. This approach was a drastic difference from the Scientific Management theory of Taylor, which focused on productivity. Mayo’s study revealed the importance of environmental conditions and positive interactions as they relate to their
Mayo’s theory of management arose from issues that developed using earlier forms of scientific management. His studies resulted in what is known as the “Hawthorne Studies”. Mayo theorized that “Employees are not merely motivated by financial gain, and productivity is not a simple byproduct of incentives and optimized work spaces. People are motivated by inclusion, constructive feedback, interest, autotomy, and a wide variety of other factors” (The Human Side, n.d). Mayo’s contributions to management theory addressed the human relations factor in management and helped pave the way to modern management methods. The Hawthorne Study really centered on the alteration of the working conditions. This approach was a drastic difference from the Scientific Management theory of Taylor, which focused on productivity. Mayo’s study revealed the importance of environmental conditions and positive interactions as they relate to their