I/O PSYH DRILL 1 Flashcards
. 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
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
- 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. Career anchor
- 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
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.
- 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. Self-appraisals tend to suffer from leniency
- 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
b. Job Analysis
- 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
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
- 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. Employees attend a buzz session where weaknesses are exposed
- 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
c. Critical Incident Technique
- 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
b. Jobs that are challenging and over which they have some control
- 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. Employees desire jobs that are high paying
- 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. Galatea effect
- 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
d. Subordinates are rated even though the supervisor does not know them well
- 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
c. Effort-performance linkage
- 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
b. Supervisors will be able to identify the common causes of conflict
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
c. Strike
- 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
c. Competency Focused
- 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
d. Internal recruitment
- 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. Closed promotion system
- “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
b. Normative commitment
- 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
b. Physiological needs
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
c. Contextual Performance
- 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
b. Behavioral
- What is the best type of interview process?
a. One on One
b. Series
c. Return
d. Panel
b. Series
- 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
c. Length of the letter of reference
- 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. Assessment Centers
- 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. Providing job security
- 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
c. The individual simply does not care
- 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
b. Shrinkage
- 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
c. Economist
- 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
b. Companies provide bonuses and incentives to their employees who get the
highest performance
31. In employee compensation, an example of indirect financial payment is: a. Wages b. Insurance c. Salaries d. Service Leaves
b. Insurance
- 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
c. Thinking
- 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
d. 10 da training (4hours/day) in 1 month
- 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
c. Organizational Analysis
- 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
b. The immediate superior, same level co- employees, and the employee being
evaluated
- 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
b. Left Cerebral
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
b. Asynchronous
- 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
c. Knowledge evaluation
- 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
b. To let the applicant know what to expect
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. Coaching
