Explanation:

Elton Mayo is widely regarded as the “father of the human relations movement,” as well as the “father of HR” and “father of scientific management.” Mayo was involved in several scientific studies of organizational psychology in the early twentieth century, including the Philadelphia Spinning Mill Studies and the Hawthorne Experiments, which were influential in the development of corporate culture in the US.
Broadly speaking, Elton Mayo’s management theory promotes the hypothesis that workers are motivated by social and relational forces more than financial or environmental conditions.1 It holds that managers can increase productivity by treating employees as unique individuals rather than interchangeable cogs in a machine.2

Many of the theories associated with or popularized by Elton Mayo — broadly known as Human Relations theories — are still applicable today.