I/O PSYH DRILL 1 Flashcards
1
Q
. These managers are seen as doing good individuals or having an outstanding have, for one reason or another little, if any, a chance for further advancement. a. Stars b. Solid citizens c. Latecomers d. Deadwood
A
b. Solid citizens
Managerial Career States:
1. Learners as latecomers: Individuals who are considered to
have advancement in potential, also not performing up to
present.
2. Stars: Having a high quality of work; very high advancement
potential
3. Solid Citizens: Managers are seen as doing good
individuals or having an outstanding have, for one reason
or another little, if any, a chance for further advancement.
4. Deadwood: Having little or no chance for advancement,
their present performance is marginal or inadequate
2
Q
- A self-concept based on differing work motives
and abilities/ guides; stabilizes and integrates a
person’s work experiences.
a. Career anchor
b. Career path
c. Career plateau
d. Career succession
A
a. Career anchor
3
Q
- It refers to the change or shift from one career to
another. This may be due to forced retirement, layoff, or boredom in their present job.
a. Career transfer
b. Career switch
c. Career change
d. Career Shift
A
b. Career switch
Career development: prepares a person for progression along
a designated career path.
Career management: process through which the employees
become aware of their interests, values, strengths and
weaknesses.
Career: a general course that a person chooses to pursue
throughout how working life.
Career planning: a process whereby an individual sets career
goals and identities the means to achieve them.
Career path: a flexible line of progression through which an
employee gets through during employment,
Career anchor: the self-concept based on differing works and
abilities; stabilize and integrates person’s work experience
Career plateau: likelihood of additional hierarchical promotion or
further advancement is low and permanently or temporarily
blocked.
Career pathing: process by which an employee and his/her
supervisor plan a career progression that takes into account
present goals.
4
Q
- Only a few organizations allow an
employee to evaluate his own behavior and performance
as a sole basis for employee evaluation. The reason is
that:
a. Self-appraisals tend to suffer from leniency
b. Self-appraisals are highly related to actual performance
c. Self-appraisals are used for personal use only and not
for objective promotion
d. Self-appraisals is very subjective
A
a. Self-appraisals tend to suffer from leniency
5
Q
- It is considered to be the foundation for
almost all human resource activities; process of
determining the work activities and requirements
a. Job design
b. Job Analysis
c. Job Title
d. Job evaluation
A
b. Job Analysis
6
Q
- A stage wherein an individual experiences job challenge,
exposure and visibility and attaining balanced career with
outside responsibilities.
a. Maintenance
b. Withdrawal
c. Establishment
d. Advancement
A
d. Advancement
Establishment Stage - Appropriate initial job - Varied job activities - Skill development - Performance feedback Advancement Stage - Job challenge - Exposure and visibility - Balanced career with outside responsibilities Maintenance Stage - Autonomy - Opportunity to develop others - Redefined role in the company - Use experience and wisdom Withdrawal Stage -Adjusted to role as leisured person
7
Q
- On the basis of consistency theory, we should be able to
improve performance by increasing an employee’s self-esteem.
Self-esteem can be increased in many ways with the
exception of:
a. Employees attend a buzz session where weaknesses are exposed
b. Employees attend workshops in which they are given insights into their
strengths
c. Employee is given a task so easy that he will almost certainly succeed
d. Supervisors are trained to communicate a feeling of confidence in an employee
A
a. Employees attend a buzz session where weaknesses are exposed
8
Q
- It is a tool in performance appraisal wherein it is used to
discover events or instances of job behavior that make the
difference between a successful or unsuccessful performance.
a. Job Components Inventory
b. Threshold Trait Analysis
c. Critical Incident Technique
d. Job Adaptability Inventory
A
c. Critical Incident Technique
9
Q
- Employees, who have a strong need for
achievement are motivated by what type of
jobs?
a. Jobs that have unrealistic expectations and difficult to achieve
b. Jobs that are challenging and over which they have some control
c. Jobs that involve little challenge and have a high probability of
success
d. Jobs that are familiar to the individual will easy to accomplish
A
b. Jobs that are challenging and over which they have some control
10
Q
- Which is not true about job characteristics
theory?
a. Employees desire jobs that are high paying
b. Employees desire jobs that are meaningful
c. Employees desire jobs that provide them with the opportunity to be
personally responsible for the outcome of the work
d. Employees desire jobs that provide them with feedback of the results of their efforts
A
a. Employees desire jobs that are high paying
11
Q
- It is a psychological phenomenon states
that people’s own opinions about their ability
and self-worth influence their performance.
a. Galatea effect
b. Golem effect
c. Hawthorne effect
d. Pygmalion effect
A
a. Galatea effect
12
Q
- Inadequate information error is best
characterized as
a. The tendency to judge all aspects of a person’s behavior on the basis of a single
attribute
b. Errors based on the different standards used by the raters
c. A rater evaluates a worker’s performance on most recent performance
d. Subordinates are rated even though the supervisor does not know them well
A
d. Subordinates are rated even though the supervisor does not know them well
13
Q
- Probability received by the individual that
exerting a given amount of effort would lead to a
certain performance.
a. Attractiveness of reward
b. Performance reward linkage
c. Effort-performance linkage
d. Performance-effort-reward linkage
A
c. Effort-performance linkage
14
Q
- When designing a four-hour training session
in conflict management skills for supervisors.
Which is a more reasonable and realistic goal?
a. Supervisors would be able to mediate conflicts between employees
b. Supervisors will be able to identify the common causes of conflict
c. Supervisors would be effective managers of conflict
d. Supervisors would be able to acquire all the knowledge, skills and attitude in solving a conflict
A
b. Supervisors will be able to identify the common causes of conflict
15
Q
15. Workers from NutriEurope Inc. have stopped doing their work as a result of their labor disputes with the current maltreatment of the company’s administration. This is an example of: a. Lockout b. Picket c. Strike d. Layoff
A
c. Strike
16
Q
- It is a sub-dimension of the performance
appraisal wherein it assesses the employee’s
knowledge, skills and abilities; it makes easier
to provide feedback and suggestions necessary
to correct deficiencies.
a. Trait Focused
b. Task Focuses
c. Competency Focused
d. Goal Focused
A
c. Competency Focused
17
Q
- Based on the researches conducted in the
industry, which of the following strategies may
enhance employee morale and motivation?
a. Job Analysis
b. Use of social media in recruitment
c. External recruitment
d. Internal recruitment
A
d. Internal recruitment
18
Q
- The responsibility of the supervisor to
identify promotable employees for the job to be
filled.:
a. Closed promotion system
b. Open promotion system
c. Mid open promotion system
d. Straight promotion system
A
a. Closed promotion system
19
Q
- “I would feel guilty if I will be leaving this
company, this company deserves my loyalty.”
This is an example of:
a. Affective commitment
b. Normative commitment
c. Continuance commitment
d. All of the above
A
b. Normative commitment
20
Q
- When an employee was asked how well he
enjoys his job, he replied, “I can’t complain, it
pays the bills.” According to Maslow, this
employee is seeking first what type of need?
a. Safety needs
b. Physiological needs
c. Esteem needs
d. Self-actualization needs
A
b. Physiological needs
21
Q
21. It assesses the employee’s ability to make along with peers, the organization and performance tasks that are needed but not actually necessary in employee’s job description. a. Trait Focused b. Task Focused c. Contextual Performance d. Task Performance
A
c. Contextual Performance
22
Q
- This is a type of interview that focuses on
past behavior and it can tap directly related
experiences; Situation, Task, Action, Results.
a. Organizational Fit
b. Behavioral
c. Situation Focused
d. Skill-level determiner
A
b. Behavioral
23
Q
- What is the best type of interview process?
a. One on One
b. Series
c. Return
d. Panel
A
b. Series
24
Q
- A factor in contributing to the low validity
between references and performance is
leniency. Which of the following factor does not
contribute to the leniency of references?
a. Confidentiality of the reference
b. Applicants chose their own reference
c. Length of the letter of reference
d. Fear of legal ramifications
A
c. Length of the letter of reference
25
Q
- It is a selection technique characterized by
the use of multiple assessment methods that
allow multiple assessors to actually observe
applicants in performing simulated tasks.
a. Assessment Centers
b. Simulation
c. Leaderless Group discussion
d. Business Games
A
a. Assessment Centers
26
Q
- Which of the following will not satisfy the
ego needs of an employee according to
Maslow?
a. Providing job security
b. The employee had his own parking space
c. The higher the position, the better her office furniture
d. Employees can mount diplomas and certificates as they received in their
professional education
A
a. Providing job security
27
Q
- There are several explanations why the
presence of other affect performance. Which is
not a valid explanation?
a. The mere presence of others naturally produces arousal
b. If an individual is working on a task with another individual, he can directly
compare his performance with the other
c. The individual simply does not care
d. Individuals are aware that the presence of others can be rewarding or
punishing
A
c. The individual simply does not care
28
Q
- It is the amount of goods lost by the
organization as a result of theft or loss.
a. Deficit
b. Shrinkage
c. Debt
d. Credit
A
b. Shrinkage
29
Q
- The best job for people who scored high on
Holland’s “Investigative” occupational theme is
the:
a. Accountant
b. Real estate agent
c. Economist
d. Social Worker
A
c. Economist
30
Q
- Organizations attempt to satisfy the
employees’ social needs in various ways. Which
of the following is not part of this attempt?
a. Companies provide cafeterias so workers will have place to mingle to others
b. Companies provide bonuses and incentives to their employees who get the
highest performance
c. Companies provide picnic days so families will see each other
d. Company programs such as recreational activities so that the employees can play
a natural and neutral environment
A
b. Companies provide bonuses and incentives to their employees who get the
highest performance
31
Q
31. In employee compensation, an example of indirect financial payment is: a. Wages b. Insurance c. Salaries d. Service Leaves
A
b. Insurance
32
Q
- In Myers Briggs Type Indicator (MBTI), what
dimension will tell the individuals way of
deciding is based on actual decisions and thus
objective.
a. Sensing
b. Judging
c. Thinking
d. Feeling
A
c. Thinking
33
Q
- What is the most advisable/appropriate
duration of training for employees?
a. 7 da training ( 4 hours/day) in 2 weeks
b. 7 da training (8 hours/day) in 2 weeks
c. 10 da training (8 hours/day) in 1 month
d. 10 da training (4hours/day) in 1 month
A
d. 10 da training (4hours/day) in 1 month
34
Q
- It is one of the factors needed to be
considered in training and development wherein
it determines the company’s ability and other
factors to either facilitate or inhibit training
effectiveness.
a. Task Analysis
b. Person Analysis
c. Organizational Analysis
d. All of the above
A
c. Organizational Analysis
35
Q
- The raters in 360 degree evaluation must
include:
a. The immediate superior and the employee being evaluated
b. The immediate superior, same level co- employees, and the employee being
evaluated
c. The company’s board of directors, immediate superior and the employee
being evaluated
d. None of the above
A
b. The immediate superior, same level co- employees, and the employee being
evaluated
36
Q
- According to Herman’s principle of Whole
Brain Learning, in what part of the brain is being
involved in lectures, facts, textbooks and
reading; involves logical, analytical, and fact -
based training.
a. Right Limbic
b. Left Cerebral
c. Right Cerebral
d. Left Limbic
A
b. Left Cerebral
37
Q
37. It is a type of computer based training that is involved in a manner the trainee has the convenience to understand and take lectures and lessons in the computer a. Synchronous b. Asynchronous c. Role play d. Case Study
A
b. Asynchronous
38
Q
- It is one of the levels of training evaluation
according to Donald Trick; this assesses the
participant’s learning from the program through
workshop outputs, written practical exams.
a. Behavior evaluation
b. Reaction evaluation
c. Knowledge evaluation
d. Impact evaluation
A
c. Knowledge evaluation
39
Q
- You are a recruiter and you tell honesty an
applicant that although the job he is applying is
a high-paying job, the work is often boring and
there’s a little chance for advancement. You are
saying this in order to:
a. To impress the applicant about the pay
b. To let the applicant know what to expect
c. To scare away the applicant
d. To test the applicant’s reactions
A
b. To let the applicant know what to expect
40
Q
40.It is one of the forms of training and
development wherein an experienced employee
is working with new employees; also presence of
professional coaches who work with employees;
thus, good workers are not necessarily good
trainers and vice versa.
a. Coaching
b. Mentoring
c. Both
d. None of the above
A
a. Coaching
41
Q
- This is a type of self-esteem according to
Korman wherein it is the person’s overall feeling
about himself.
a. Chronic Self-esteem
b. Situational Self-esteem
c. Socially influenced self-esteem
d. None of the above
A
a. Chronic Self-esteem
42
Q
- One strong reason that a person might join a
particular group is physical proximity. Therefore,
when forming groups it is recommended to:
a. Form groups of people who physical resemble one another
b. Form groups of people who have similar personalities
c. Form groups of people who either live or work nearby
d. Form groups of people who like each other
A
c. Form groups of people who either live or work nearby
43
Q
- According to the Two-factor Theory of
Herzberg, it refers to the job related elements
that result from but do not involve the job itself;
these are necessary but not sufficient for job
satisfaction and motivation.
a. Hygiene
b. Motivators
c. Autonomy
d. Skill variety
A
a. Hygiene
44
Q
- His theory can be applied in organizations by
assessing what drives the employees to work. It
is concerned on the achievement and affiliation
needs of the employees.
a. David McClelland
b. Hackman and Oldham
c. Maslow
d. Aldefer
A
a. David McClelland
45
Q
- It is a theory of motivation wherein it
suggests the three needs in the Needs Theory
can be skipped in levels. It explains why a higher
level need sometime, doesn’t become more
important once a lower level need has been
satisfied.
a. Job Characteristics Theory
b. ERG Theory
c. Two-factor theory
d. Goal Setting theory
A
- It is a theory of motivation wherein it
suggests the three needs in the Needs Theory
can be skipped in levels. It explains why a higher
level need sometime, doesn’t become more
important once a lower level need has been
satisfied.
a. Job Characteristics Theory
b. ERG Theory
c. Two-factor theory
d. Goal Setting theory
46
Q
- For a collection of people to be called a
group, the following criterion must be met
except:
a. The members must see themselves as a unit
b. The members promote external individualism and don’t influence each other
c. The group must provide rewards to its members
d. The group must be solid and consistent to each other
A
b. The members promote external individualism and don’t influence each other
Characteristics of a Group: (Gordon)
1. Members of the group must see themselves as a unit
2. The group must provide rewards to its members
3. Anything that happens to any member should influence or affect the
other group members
4. Members of the group must have a common goal.
47
Q
- In doing tasks, an employee must assure
that his goals are SMART. In line with this, who
proposed the Goal Setting theory?
a. Locke
b. Maslow
c. Herzberg
d. Aldefer
A
a. Locke
48
Q
- A theory that is based on assumption that people choose
among alternative behaviors because they anticipate that a
particular behavior will lead to one or more desired outcomes
and others will lead to undesirable outcomes.
a. Goal Setting Theory
b. Self-regulation Theory
c. Expectancy Theory
d. Three-factor Theory
A
c. Expectancy Theory
49
Q
- The importance that the individual places on the potential
outcome or reward that can be achieved on the job.
a. Expectancy
b. Instrumentality
c. Valence
d. None of the above
A
c. Valence
50
Q
- In recruitment selection, it is wrong to:
a. Avoid selection tools like tests, background investigations, and physical
exams to identify viable candidates
b. Decide what positions to fill, through workforce/personnel planning and
forecasting
c. Build a pool of candidates for these jobs, by recruiting internal or external
candidates
d. Have candidates complete application forms and undergo initial screening
interviews
A
a. Avoid selection tools like tests, background investigations, and physical
exams to identify viable candidates
51
Q
- According to a survey conducted by Barrick
ET. al (2001), these personality factors in the Big
5 personality traits by Costa and McCrae are
related to better customer service performance:
a. Extraversion
b. Neuroticism
c. Extraversion and Agreeableness
d. Agreeableness and Openness to experience
A
d. Agreeableness and Openness to experience
52
Q
- A theory states that the levels of motivation
and job satisfaction are related to how we fairly
believe we are treated in comparison with
others.
a. Goal Setting Theory
b. Equity Theory
c. Expectancy Theory
d. Three-factor Theory
A
b. Equity Theory
53
Q
- To be effective, feedback _
a. Should be always positive
b. Should be always negative
c. Should be delayed
d. Should be immediately after the behavior occurs
A
d. Should be immediately after the behavior occurs
54
Q
- It is involved in providing people with greater
responsibility, freedom and autonomy and
control to plan and decide on their own work.
a. Job enrichment
b. Job enlargement
c. Job rotation
d. Job motivation
A
a. Job enrichment
55
Q
55. It is one of the factors in the Job Characteristics Model wherein it is the degree to which one is able to complete a job with tangible aspects. a. Task identity b. Skill variety c. Task Significance d. Feedback
A
a. Task identity
56
Q
56. Baby Boomers, the largest of recent organizations were born between the years of: a. 1922-1945 b. 1946-1964 c. 1965-1979 d. 1980-2000
A
b. 1946-1964
➢Silents (Born between 1925 and 1946)
➢Baby Boomers (Born between 1946 and 1964)
➢Generation Xers (Born between 1965 and 1980)
➢Generation Ys or Millennials (born after 1980)
57
Q
- Meanwhile, it is the source of satisfaction
according to the two-factor theory of Herzberg.
a. Job rotation
b. Job enrichment
c. Job content
d. Job context
A
c. Job content
58
Q
- A type of motivation wherein the person is
seeking to perform well because they either
enjoy performing the actual tasks or enjoy the
challenge while successfully completing the
task.
a. Extrinsic Motivation
b. Motivation
c. Intrinsic Motivation
d. Job satisfaction
A
c. Intrinsic Motivation
59
Q
- It is a situation that occurs when a person
has learned a job too well and is bored with day
to day activities.
a. Career Plateau
b. Structural Plateau
c. Content Plateau
d. Life Plateau
A
c. Content Plateau
60
Q
- What is the proper sequence of the steps in
recruitment selection?
a. Job Analysis-selection techniques-recruitment decisions-evaluation
b. Recruitment decisions- Job Analysis-selection techniques- worker analysis
c. Evaluation- Job Analysis- worker analysis- Recruitment decisions
d. Recruitment decisions- selection techniques-job analysis-worker qualifications
A
a. Job Analysis-selection techniques-recruitment decisions-evaluation
61
Q
61. The following standards,which are methods is not in absolute included? a. Essay Appraisals b. Employee strengths and weaknesses c. Individual ranking d. None of the above
A
c. Individual ranking
62
Q
62. A occurs when a company hires a team of employees, rather than selected individuals from a competitor. a. Lift out b. Synergy c. Breakaway d. Group sync
A
a. Lift out
63
Q
- A consists of two or more individuals
interacting and interdependent to one another
who have come together to achieve a particular
objective.
a. Group
b. Team
c. Liaison
d. All of the above
A
a. Group
64
Q
- It is one of the factors that explains to the
extent to which group members like and trust
one another, are committed to accomplishing a
team goal.
a. Group cohesiveness
b. Group Homogeneity
c. Group stability
d. Group pressure
A
a. Group cohesiveness
65
Q
65. Generally speaking, teams have a. Three to Five b. Less than Ten c. Ten to Fifteen d. More than Fifteen
A
b. Less than Ten
66
Q
- It considers the effects on individual
performance when people work together on a
task. Also, when the person is exerting less
effort to achieve a goal when they work in a
group than they work alone.
a. Social Loafing
b. Free Rider Theory
c. Sucker Theory
d. Coaction
A
a. Social Loafing
67
Q
- It is the final requirement to ensure effective
performance. It has to be included in the career
development of an employee to be more
motivated to perform the job in line with the
standards and objectives of the company.
a. Plaque
b. Rewards
c. Bonus
d. Position Title
A
b. Rewards
68
Q
68. In the Five-stage model, the associated with intragroup stage is conflict. a. Norming b. Storming c. Adjourning d. Forming
A
b. Storming
69
Q
- In the Five-stage model, the stage is
associated with camaraderie and development
of friendships.
a. Norming
b. Storming
c. Adjourning
d. Forming
A
a. Norming
70
Q
- PUP is a state university that practices costcutting program. Every day, they switch off the
lights during break time and uses scratch papers.
What criterion of pretest and posttest does this
belong?
a. Business Impact
b. Return of Investment
c. Employee behavior
d. Employee attitude
A
b. Return of Investment
71
Q
- It is a group whose individuals effort result in
performance that is greater than the sum of the
individual inputs; a collection of 3/more
individuals who interact to provide organizational
output.
a. Work Group
b. Work Team
c. Parallel Team
d. Project Team
A
b. Work Team
72
Q
- When selecting the best appraisal methods,
the following should be considered except:
a. The focus of appraisal dimensions
b. The characteristic of the rater and ratee
c. Dimensions to be weighed upon evaluation
d. All of the above
A
b. The characteristic of the rater and ratee
73
Q
- One of the conflict handling techniques that
states that a party who seeks to appease an
opponent’s interest above his/her own interest;
sacrificing to maintain the relationship.
a. Collaborating
b. Competing
c. Avoiding
d. Accommodating
A
- One of the conflict handling techniques that
states that a party who seeks to appease an
opponent’s interest above his/her own interest;
sacrificing to maintain the relationship.
a. Collaborating
b. Competing
c. Avoiding
d. Accommodating
74
Q
- One of the personalities in handling conflicts
who gets things done easily and quickly by giving
orders by being pushy, yelling and times being too
aggressive.
a. Tank
b. Sniper
c. Know it all
d. Whiner
A
a. Tank
75
Q
75. The following personalities are PERFECTION. Which does not under belong? a. Whiner b. No person c. Nothing person d. Yes-person
A
d. Yes-person
76
Q
76. The following ATTENTION.Which personalities does not are under belong? a. Grenade b. Friendly Sniper c. Think they know it All d. Tank
A
d. Tank
77
Q
77. An individual’s he/she is supposed to act view of how in a given situation. a. Role perception b. Role expectation c. Role conflict d. Psychological contract
A
a. Role perception
78
Q
- It believes that leaders who are average
people are unmotivated and may dislike work the
nature of work and must be focused with threat
of punishment to fulfill organizational goals.
a. Theory Y
b. Initiating structure
c. Theory X
d. Consideration
A
c. Theory X
79
Q
- It focuses on developing interpersonal
relationships, being friendly, approachable,
listening and taking a personal interest on the
needs of employees.
a. Theory Y
b. Initiating structure
c. Consideration
d. Theory X
A
c. Consideration
80
Q
80. One of the leadership powers proposed by French and Raven in which it is given/possessed based on his position in the company or organization. a. Coercive Power b. Legitimate Power c. Reward Power d. Referent Power
A
b. Legitimate Power
81
Q
- One of Lewin’s leadership styles that states
that the leader plans and makes decisions and
expects compliance and obedience from the
followers.
a. Laissez Faire Style
b. Democratic Style
c. Autocratic Style
d. None of the above
A
c. Autocratic Style
82
Q
- A kind of subordinates where they go beyond
their formal job duties and take responsibility to
the success of the group that may result into
more attention, support and sensitivity from the
leader?
a. In-group
b. Out-group
c. Mid-group
d. Ex-group
A
a. In-group
83
Q
- It is a type of manager that directs the
activities of other managers, and sometimes
those of operating employees. E.g. Department
Heads, Branch Managers
a. Top Managers
b. Line Managers
c. Middle Managers
d. Bottom Managers
A
c. Middle Managers
84
Q
84. According to the Impact Theory, the organizational climate; this style of leadership is needed when there is climate of anxiety. a. Magnetic b. Affiliation c. Tactical d. Coercive
A
b. Affiliation
85
Q
85. In Maxwell’s Leadership model, the third level is the : a. Permission b. People development c. Production d. Pinnacle
A
c. Production
86
Q
- An applicant may take multiple versions of
the same test in an employment selection. It
tends to develop what?
a. Reliability
b. Validity
c. Credibility
d. Integrity
A
a. Reliability
87
Q
87. The leadership best practice that focuses on should be pursued is known establishing principles about the way goals as: a. Challenge the process b. Model the Way c. Inspired a shared vision d. Encourage the heart
A
b. Model the Way
88
Q
- According to the Labor Code of the Philippines,
how many days is the solo-parent leave per year?
a.8 days
b.10 days
c.7 days
d.14 days
A
c.7 days
89
Q
89. On the newly approved law, how long is the maternity leave? a. 105 days b. 110 days c. 120 days d. 140 days
A
a. 105 days
90
Q
- In the event of death of an immediate family
member which includes the employee’s children,
parents, grandparents, brother, sister, spouse,
and parents-in-law, how many days are allowed in
the bereavement leave?
a. 2 days
b. 3 days
c. 4 days
d. 1 week
A
c. 4 days
91
Q
- According to the labor code, which of the
following time is considered working hours under
night differential?
a. Work after 10 pm to 6 am
b. Work before 6 pm to 4 am
c. Work before 8 pm to 5 am
d. Work before 12 mn to 7 am
A
a. Work after 10 pm to 6 am
92
Q
92. According to the R.A No. 8187, or Paternity Leave Act of 1996 , how many days can a father have his leave prior to the legitimate deliveries of his spouse? a. 6 days b. 7 days c. 8 days d. 14 days
A
b. 7 days
93
Q
- The concept of providing minimum wage
commensurate to the cost of living is based on
the perspective of:
a. Locke
b. Skinner
c. Maslow
d. Vroom
A
c. Maslow
94
Q
- A principle that states organization should
consistently recognize excellence has an average
profit that is 3x higher than those who do not
provide recognition.
a. Exchange principle
b. Carrot principle
c. High road principle
d. Pineapple principle
A
b. Carrot principle
95
Q
95. What law provides the Wage Rationalization Act? a. RA 6787 b. RA 6727 c. RA 6723 d. RA 6737
A
b. RA 6727
96
Q
- Leadership style proposed by Vroom wherein
the leader individually solves the problem using
the information being available.
a. Autocratic 1
b. Autocratic 2
c. Consultative 1
d. Consultative 2
A
a. Autocratic 1
97
Q
- What type of personality is more likely to
react negatively to stress brought by the working
conditions?
a. Type A
b. Type B
c. Type C
d. Type D
A
a. Type A
98
Q
- This is the key goal for training which involves
giving trainees practice after they have achieved
acceptable skill at some task and sometimes has
become automatic?
a. Overdrive
b.Overlearning
c. Over fatigued
d.Over knowledge
A
b.Overlearning
99
Q
99. What kind of third-party intervention in group conflicts involves in facilitating the communication process between the two conflicting parties, but not to make a decision? a. Confounding b. Arbitration c. Mediation d. Moderation
A
b. Arbitration
100
Q
- If you want to check the presence of
unnecessary deadlines which result in
decreased quality of output, then it is called:
a. Speed Cow
b. Meeting Cow
c. Paper Cow
d. Output Cow
A
a. Speed Cow
