Well done I hope your doing well! Good luck for your degree.

Thank you for leaving such a positive comment. I hope the videos continue to be useful.

Thanks for taking the time to leave a comment. It's great to know people are finding these videos useful for courses beyond A levels! Good luck with your degree.

I'm glad the videos helped. Always nice when you feel confident about a 25 marker! Well done - good luck with the next two papers

Thank you - if you're an A level student (rather than AS), then we've got plenty more videos coming over the next two weeks

Thanks for such a glowing endorsement! I hope these videos make a difference when it comes to your exams.

Glad it helped!

I can only promise that we'll upload as many as we possibly can. We've done over 40 in our first month - which I think is a decent effort!

I'm glad the video helped. Thank your teacher for helping promote the channel!

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Thank's for the comment. New videos coming soon!

I can't remember exactly where I read it, but the evidence is in the nature of the Hawthorne studies. Mayo began the studies by testing purely physical variables, such as heat and light. The studies began from the perspective of trying to see what additional variables might impact on motivation - it was not the intention to disprove Taylor ism, just to expand it. However, the results of the experiments lead mayo to conclude differently.

@@TakingTheBiz Thank you very much for your answer! :)

There are limitations. Some argue that businesses that try to satisfy employee's social needs through initiatives such as staff consultation groups are just using these methods to manipulate staff without ever really taking a genuine interest in the ideas employees put forward. You could also say that adopting human relations ideas might create additional financial costs for the organisation as well as opportunity costs. You could also look to the work of Frederick Herzberg to identify the limitations in the human relations movement. Herzberg identified social factors such as our relations with co-workers as a hygiene factor rather than a motivator.

Fred Taylor INVENTED Scientific management (Taylorism), Mayo advocated the good aspects of it like minimising the amount of effort needed to do a job and paying people well!