HOPEACADEMY
PUB3704
COMPULSORY ASSESSMENT
DUE 18 SEPTEMBER 2025
2025
Supervisors are expected to monitor the output of their employees
,more so now during the COVID-19 pandemic when employees are
working from home.In this regard use theory and relevant practical
example to:
1.1 Elaborate on the need for flexibility.(20)
0 7 6 4 0 3 1 2 2 9
, PUB3704 :COMPULSORY ASSESSMENT
18 SEPTEMBER 2025
QUESTION
Supervisors are expected to monitor the output of their employees ,more so now during
the COVID-19 pandemic when employees are working from home.In this regard use theory
and relevant practical example to:
1.1 Elaborate on the need for flexibility.(20)
The COVID-19 pandemic changed the way people work across the world. Many employees
who used to work in offices had to start working from home. This sudden shift created
challenges for both employees and supervisors. Supervisors are expected to monitor the
work of their teams, but they must also understand the new difficulties people face. In this
situation, flexibility became a very important management approach. Flexibility means
being open to change, adjusting expectations, and creating space for employees to balance
work with personal responsibilities. Theories of management, leadership, and human
motivation help us to see why flexibility is needed, while practical examples show how it
can be applied.
Flexibility and Human Relations Theory
According to Elton Mayo’s Human Relations Theory, workers are not only motivated by
money but also by social needs, recognition, and well-being (Mayo, 1949). During the
pandemic, employees working from home often felt isolated. Supervisors who remained
rigid in their monitoring caused more stress, while those who applied flexibility created a
supportive atmosphere. For example, allowing flexible working hours helped employees
manage childcare during lockdowns. This practice reflected an understanding of the human
side of work. Flexibility in supervision is therefore consistent with Mayo’s idea that
productivity improves when workers feel cared for and respected.
Flexibility and Herzberg’s Two-Factor Theory
Herzberg’s Two-Factor Theory explains that motivation comes from factors like
recognition, responsibility, and personal growth, while dissatisfaction is often caused by
rigid policies and poor conditions (Herzberg, 1966). Supervisors who insisted on fixed
hours and constant online presence during remote work increased dissatisfaction. On the
other hand, those who trusted employees to complete tasks at their own pace encouraged
motivation. For example, some companies gave employees the freedom to plan their day as
long as deadlines were met. According to Herzberg (1966), this sense of autonomy is a
PUB3704
COMPULSORY ASSESSMENT
DUE 18 SEPTEMBER 2025
2025
Supervisors are expected to monitor the output of their employees
,more so now during the COVID-19 pandemic when employees are
working from home.In this regard use theory and relevant practical
example to:
1.1 Elaborate on the need for flexibility.(20)
0 7 6 4 0 3 1 2 2 9
, PUB3704 :COMPULSORY ASSESSMENT
18 SEPTEMBER 2025
QUESTION
Supervisors are expected to monitor the output of their employees ,more so now during
the COVID-19 pandemic when employees are working from home.In this regard use theory
and relevant practical example to:
1.1 Elaborate on the need for flexibility.(20)
The COVID-19 pandemic changed the way people work across the world. Many employees
who used to work in offices had to start working from home. This sudden shift created
challenges for both employees and supervisors. Supervisors are expected to monitor the
work of their teams, but they must also understand the new difficulties people face. In this
situation, flexibility became a very important management approach. Flexibility means
being open to change, adjusting expectations, and creating space for employees to balance
work with personal responsibilities. Theories of management, leadership, and human
motivation help us to see why flexibility is needed, while practical examples show how it
can be applied.
Flexibility and Human Relations Theory
According to Elton Mayo’s Human Relations Theory, workers are not only motivated by
money but also by social needs, recognition, and well-being (Mayo, 1949). During the
pandemic, employees working from home often felt isolated. Supervisors who remained
rigid in their monitoring caused more stress, while those who applied flexibility created a
supportive atmosphere. For example, allowing flexible working hours helped employees
manage childcare during lockdowns. This practice reflected an understanding of the human
side of work. Flexibility in supervision is therefore consistent with Mayo’s idea that
productivity improves when workers feel cared for and respected.
Flexibility and Herzberg’s Two-Factor Theory
Herzberg’s Two-Factor Theory explains that motivation comes from factors like
recognition, responsibility, and personal growth, while dissatisfaction is often caused by
rigid policies and poor conditions (Herzberg, 1966). Supervisors who insisted on fixed
hours and constant online presence during remote work increased dissatisfaction. On the
other hand, those who trusted employees to complete tasks at their own pace encouraged
motivation. For example, some companies gave employees the freedom to plan their day as
long as deadlines were met. According to Herzberg (1966), this sense of autonomy is a
