安泰经管学院课件.ppt

Phase 2 Now this “lack of attention to work and preference for conversing together for considerable periods” was judged to be reaching such proportions that the “experiment was being jeopardized and something had to be done”. “Total weekly output does not decline when rest pauses are introduced, but remains practically the same during all the rest period experiments.” Phase 3 The two dismissed girls were replaced by two girls chosen by the foreman. One of them had a special need for more money took over the general leadership and discipline of the rest of the group. Output for the whole group rose markedly during the several months after the dismissal of 1A and 2A, owing chiefly to the contributions from the new operators. Supervision became more friendly and relaxed because output increased rather than vice versa. 你如何看待这些批评？ 请参考 Shepard, J. M.1971. On Alex Carey’s radical criticism of the Hawthorne Studies. Academy of Management Journal, 14, 23-32. 对霍桑实验的批评 对于工业文明假设批评 无法从小团队结构中建立起一种大社会系统。试图对工人进行“调节”，而不是改变社会。 对人际关系的重视将代替如何改进工作本身。 人际关系是一种手段，而不应该视为一种目标 实验出现的各种偏差 实验的结论超出了所得到的数据； 人际关系的观点依赖于无形的东西，而不是确切的、科学的调查，而且不存在最终答案。 （梅奥）相信……一个工业社会，从其定义来说，就不可能是有道德的，因为人们看不见土壤，他们也就看不见自然，而这样，他们也就看不到生活的意义，从而成为现代工业主义的那些让人眼花缭乱的小玩意的牺牲品。于是在梅奥看来，现代工厂的问题是非常清楚的：如何能够在20世纪由摩天大楼和地铁、烟尘和蒸汽构成的世界里重新创造农业社会的美德、农业社会的忠诚和农业社会的大家庭感觉? “人际关系的概念并没有错，只是我们把它吹捧得太厉害了，在大学本科和研究生早期阶段过于强调讲授人际关系……让我们将人当做人来对待就好了，但是不要过于强调它”。 ----- NcNair，1957 * * * * * * * * 霍桑实验二 MIT Turner，1933：“监督方面存在一种根本的变化……这个小组中没有主管……取而代之的是一名友善的观察员……通过领导和相互理解来保证纪律……在群体内形成了一种团结精神”。 在进入实验室前，这些操作工的平均工资是$16/周，但在实验周期，平均工资为$28-50/周。 究竟是社会情境或是激励机制的原因？ 这是一个问题！！！ 霍桑实验三 对比研究：检验收入因素对产量的影响 对象：第二继电器装配组，云母片分离组 实验操作：激励计划，中间变化休息时间和工作日长度 霍桑实验三 继电器装配组: “The aim of (this experiment) was to reproduce the test-room situation only in respect to the one factor of method of payment, using another group of operators. Since method of payment was to be the only alteration from the usual situation, it was thought that any marked chang