Established by Elton Mayo and his associates in a study in 1933, it recognizes the importance of human interaction and the important role social factors in the achievement of organizational objectives. Research showed that technical rationality such as procedures, processes and structures were not sufficient to ensure maximum productivity. They concluded that social factors were as important, if not more, than technical factors. They based their results on the observation that productivity appeared to be linked to workers' morale and feelings of social responsibility toward their co-workers (Hutchison 2011). The theory suggests that the nature and quality of the company's managers are an important factor in the performance and job satisfaction of their subordinates (Glisson 1989). The theory implies that managers, when in control of the company, must be able to maintain the cooperation of their employees. In this type of leadership style, employees would be encouraged to share opinions and ideas. Staff would feel involved in decision-making and creativity would be rewarded. The leader would be flexible, open to communication and respectful of new people