THE HAWTHORNE EFFECT – an increase in worker productivity produced by the psychological stimulus of being singled out and made to feel important.
Believe it or not, the beginning of the team building activities idea can be traced back to the late 1920s and early 1930s with the now classic Hawthorne Studies. These studies involved a series of research activities, or team building activities, calculated to examine what happened to a group of workers under numerous conditions, leading to what is now known as the Hawthorne Effect.
The chief discovery of the study was that nearly regardless of the experimental manoeuvers used, the production of the workers seemed to improve. One rational conclusion is that the workers were pleased to receive attention from the researchers who expressed an interest in them and their work. The study was only expected to last one year but lasted for 5 years.
After some intense discussions the researchers agreed that the most significant factor, to come out of the study, was the building of a feeling of group identity, a feeling of social support and unity that came with increased worker interaction. Certain critical conditions were identified for developing an effective work team. They are as follows :
- The manager or team leader took an interest in each person’s successes
- He was proud of the record of the team
- He assisted the group to work together to set its own conditions of work
- He always posted the opinions on performance.
- The team took pride in its own successes and had the satisfaction of outsiders showing interest in what they did.
- The group did not feel they were being compelled to change.
- Before any changes were made, the team was consulted and decisions made as a team
- The group developed a sense of confidence and frankness
The findings of the Hawthorne Studies prompted companies to seriously consider the idea of grouping their employees into effective work teams and to this day they are still as important.
