The gave birth to the human-based management movement since they identified that worker's feelings and attitudes affect their work.

The statement seems to refer to the Human Relations Movement, which emerged in the early 20th century. This movement emphasized the importance of human behavior, needs, and attitudes in the workplace. It was heavily influenced by the work of psychologists and sociologists who studied how individual motivations and group dynamics affected productivity and job satisfaction.

1. Historical Context: The movement began as a reaction to the classical management theories focused primarily on productivity and efficiency. The early studies, such as the Hawthorne Studies (conducted by Elton Mayo and his colleagues), revealed that social factors, job satisfaction, and worker morale significantly impacted worker performance.

2. Key Contributions: The movement highlighted the importance of considering employees as whole persons with emotional needs, rather than just cogs in a machine. This led to the development of new management theories that prioritize communication, teamwork, and employee involvement.

3. Impact on Management Practices: The insights from the human-based management movement have shaped modern organizational behavior practices. Concepts like team building, participative management, and employee engagement are now central to effective management strategies.

In summary, the human-based management movement originated from an understanding that workers' feelings and attitudes significantly influence their work. It paved the way for contemporary management practices that emphasize the well-being and holistic treatment of employees within organizations.