Explanation:

Human relations management theories were created based on the Hawthorne studies conducted by Professor Elton Mayo. The Hawthorne Effect is the increased motivation and productivity found in employees when placed in a team or group setting. The human relations movement was propelled by the Hawthorne studies. Many theorists such as McGregor, Herzberg, Vroom and others have developed their own employee motivation beliefs and concepts. The varied hypothesis consist of behavioral models that state the most efficient, effective and inspiring means of inciting self motivation and high performance from employees.

The human relations movement originated from Dr. Elton Mayo's Hawthorne studies. The movement stated that personal development and growth as well as employee goal setting are essential to effective businesses. The movement also emphasized the fact that affirmative motivation derived from team goals and greater production resulted from encouragement and positive reinforcement from employers.

Theory X and Theory Y

Theory X and Theory Y were proposed by Douglas McGregor in his 1960 book, The Human Side of Enterprise. The two theories are opposing methods by which supervisors perceive employee motivation. Theory X states that people dislike work and need the constant threat of job loss and financial incentives to work hard. These workers are irresponsible and need to be controlled. Theory Y states that people are self-motivated, responsible, creative and need to work. Theory Y has been adopted by more progressive management intellects that follow Elton Mayo's human relations approach.