Graduate School: Cebu Technological University

REPUBLIC OF THE PHILIPPINES
CEBU TECHNOLOGICAL UNIVERSITY

GRADUATE SCHOOL
CEBU CITY CAMPUS
Corner M.J. Cuenco Ave. &R. Palma St., CebuCity
Website: http://www.ctu.edu.phE-mail: information@ctu.edu.ph
Telephone No. (032) 412-1400Fax No. (032) 416-67-06
HARNESSING TECHNOLOGICAL THEORIES AND SKILLS FOREMPOWERMENT since 1969
COMPREHENSIVE EXAM
PERSONNEL ADMINISTRATION
Submitted By: Anna Liza V. Cabanero MAED-AS

Student #: 1314123
Test I
Direction: Make a responsive discussion on the questions enumerated below.
1. What makes an appointment

1.1 Temporary?
Answer: Temporary Appointment. — A person may receive a temporary appointment
to a position needed only for a limited period not exceeding six months, provided
that preference in filing such position be given to persons on appropriate
eligible lists.
1.2 Permanent?
Answer: Permanent - an appointment issued to a person who meets all the
qualification requirements of the position to which he/she is being appointed to,
including the appropriate eligibility, in accordance with the provisions of law, rules
and standards promulgated in pursuance thereof.
2. What are the norms of conduct? Discuss in your own words each norm
Answer: Section 1. The schools are the nurseries of the future citizens of the state; each
teacher is a trustee of the cultural and educational heritage of the nation and is under
obligation to transmit to learners such heritage as well as to elevate national morality,
promote national pride, cultivate love of country, instill allegiance to the constitution and
for all duly constituted authorities, and promote obedience to the laws of the state.
Section 2. Every teacher or school official shall actively help carry out the declared
policies of the state, and shall take an oath to this effect. – Teachers should follow the
law of the country and be a good example.
Section 3. In the interest of the State and of the Filipino people as much as of his own,
every teacher shall be physically, mentally and morally fit. – Teachers should be
physically and morally healthy that’s why we have the annual check up.
Section 4. Every teacher shall possess and actualize a full commitment and devotion to
duty.- Teacher should be dedicated to their profession
Section 5. A teacher shall not engage in the promotion of any political, religious, or other
partisan interest, and shall not, directly or indirectly, solicit, require, collect, or receive
any money or service or other valuable material from any person or entity for such
purposes. – Teachers are not allowed to ask money or any other things from its stock
holders
Section 6. Every teacher shall vote and shall exercise all other constitutional rights and
responsibility – during election every teacher is expected to vote and use their right of
suffrage.
3. Discuss the modes of setting dispute
Answer:
 Mediation
Mediation involves a usually voluntary arrangement whereby a third party (a mediator)

chosen by the parties or by a method approved by the parties listens to the argument of
each side, discusses the case with them separately or together, and tries to help them
reach a settlement. Typically the mediator has no authority but assists them in recognizing
the strengths and weaknesses of their arguments and looks for a solution on which they
can agree, usually an agreement on common ground. Mark McNeil is an experienced
mediator.
 Litigation
Litigation is the process of taking a case through the courts for an enforceable settlement,
although a potential problem is how enforceable the order from a court of one country will
be in a different country. The enforceability depends on a number of factors that will be
considered in a later note.
 Arbitration
Arbitration involves placing the dispute before one or more arbitrators, who are much like
private judges. Several well-known international organizations are available for dispute
settlement of this sort, following their respective methods of qualifying and selecting
arbitrators and following their own procedural rules or other rules that the parties choose.
Typical costs include fees for the organization as well as hourly fees for the arbitrators, in
addition of course to the fees of the attorneys that represent the parties in the arbitration.
The most reliable are those that have published their fees and rules and that have high
ratings of fairness, transparency, and consistency from parties whose cases they have
heard.
4. What makes an appointment nepotic? What are the exemptions?
Answer: Nepotism is generally defined as the bestowal of patronage by public officers in

appointing others to positions by reason of blood or marital relationship. Several
states restrict nepotism by expressly prohibiting public officials from hiring relatives.
b) The following are exempted from the operation or the rules on nepotism: (1) person
employed in a confidential capacity, (2) teachers, (3) physicians, and (4) members of the
Armed Forces of the Philippines: Provided, however, That in each particular instance full
report of such appointment shall be made to the Commissioner of Civil Service.
Test II
1-2 Two Kinds of Arbitration
Answer: TYPES OF ARBITRATION:
 Domestic arbitration
 International arbitration
3-5 Three modes of setting employee management disputes
Answer: There are many types of dispute resolution processes, but arbitration; mediation;
and negotiation are the three most common types of alternative dispute resolution.
6-10 Non-negotiable concerns involving the exercise of management prerogative
Answer: One good example would be the maternity or paternity leave law, and also the
Kasambahay act.
Test III Definition of terms

1. Complaint
Answer: expression of grief, pain, or dissatisfaction She did her chores without

complaint. 2a : something that is the cause or subject of protest or outcry Inefficiency
was the main complaint against the local government.
2. Grievance
Answer: 1 : a cause of distress (such as an unsatisfactory working condition) felt to afford
reason for complaint or resistance Her chief grievance was the sexual harassment by her
boss. 2 : the formal expression of a grievance : complaint filed a grievance against her
employer.
3. Grievance Procedure
Answer: A grievance procedure is a means of internal dispute resolution by which an

employee may have his or her grievances addressed. Most collective bargaining
agreements include procedures for filing and resolving grievances.
4. Open career Position
Answer: Open career positions - appointment to any level in the career service
which. requires qualification in an appropriate examination or other modes in
accordance. with law;
5. Closed Career Position
Answer: Closed career positions - positions that are executive or highly technical in
nature.
Test IV Discussion
 What is the test of an employer relationship? Discuss
Answer: The four-fold test in determining the existence of an employer-employee

relationship was duly satisfied, particularly:
(a) the selection and engagement of the employee - Selection and engagement refers
to the "choice" of the employer to hire the services of a worker and his
commitment to keep the latter as his employee.
(b) the payment of wages - One of the most important aspects of a job for most workers
is the wage it pays. Wages allow workers to make a living from their labor. They also
provide incentives to be productive and loyal to an employer. In a broader sense, the
wages workers earn fuel the economy.
(c) the power of dismissal - The employer shall send a written notice of dismissal to
the employee. This notice must state precisely what reasons are given to justify the
dismissal and shall be given to the employee at least 30 days before the intended date
of dismissal. And
(d) the employer's power to control the employee on the means and methods by which
the work is accomplished. - "Control" refers to the employer's power to regulate how
the work is done. This is the most important aspect of the four-fold test. Absent the
power to control the employee with respect to the means and methods of accomplishing
his work, there is no employer-employee relationship between the parties.
 Of the 4-test what is controlling? Why?
Answer: The payment of wages because form if the employee are will compensated
their will be no dispute and everyone will be in good terms, plus they will do their job
right If they are paid right.
 What is Peter Principle? Discuss
Answer: The Peter Principle is a common occurrence among companies, whereby

employees are promoted according to their current progress rather than for the skills and
aptitude required for the roles they are being considered for.
The Logic behind the Peter Principle
The theory was first recognized by a Canadian educator, Dr. Laurence J. Peter, who cited it in
his book “The Peter Principle.” According to Dr. Peter, in any corporate structure, employees
tend to rise to ranks where they are not competent. If an individual works for a company that
practices top-down management, then he is likely to be promoted until he gets to one rung
above his level of competence. The educator referred to this level as the “final placement.”
Factors that Encourage the Peter Principle
Most entry jobs require technical expertise or some special kind of skill. The Peter Principle
occurs mostly in technical industries where skilled employees are naturally promoted to
managerial roles. It happens despite the fact that the competence of such workers is based on
their technical prowess rather than their ability to manage or lead.
 McGregor’s Theory X Theory Y

Answer: Theory X and theory Y are part of motivational theories. Both the theories,
which are very different from each other, are used by managers to motivate their
employees. Theory X gives importance to supervision, while theory Y stresses on
rewards and recognition.
 Stephen Covey’s Seven (7) Habits of Successful People. (Select One)
Put first things first
This habit is all about prioritisation. You need to figure out the things that are most important
and always put them first. But how do you work out what’s most important? Look at this
diagram:
Important Not important

Urgent Quadrant 1: Important and Urgent Quadrant 3: Urgent but not Important
Not urgent Quadrant 2: Important but not Urgent Quadrant 4: Not Urgent and Not Important
Covey categorises tasks into one of these four quadrants. He says to focus on Quadrant Two
first - these are things that will have long-term positive impacts and will help you towards your
larger goals. The more you focus on these, the fewer tasks will eventually appear in Quadrant
One, which most people mistakenly believe to be the most important. Of course, you should do
the tasks in Quadrant One first, but Covey recommends always working on tasks in Quadrant
Two on the side, a little each day.

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REPUBLIC OF THE PHILIPPINES

CEBU TECHNOLOGICAL UNIVERSITY

HARNESSING TECHNOLOGICAL THEORIES AND SKILLS FOREMPOWERMENT since 1969

Submitted By: Anna Liza V. Cabanero MAED-AS

Direction: Make a responsive discussion on the questions enumerated below.

1. What makes an appointment

Mediation involves a usually voluntary arrangement whereby a third party (a mediator)

4. What makes an appointment nepotic? What are the exemptions?

Answer: Nepotism is generally defined as the bestowal of patronage by public officers in

3-5 Three modes of setting employee management disputes

Test III Definition of terms

Answer: expression of grief, pain, or dissatisfaction She did her chores without

Answer: A grievance procedure is a means of internal dispute resolution by which an

4. Open career Position

5. Closed Career Position

Answer: The four-fold test in determining the existence of an employer-employee

Answer: The Peter Principle is a common occurrence among companies, whereby

The Logic behind the Peter Principle

Factors that Encourage the Peter Principle

 McGregor’s Theory X Theory Y

 Stephen Covey’s Seven (7) Habits of Successful People. (Select One)

Put first things first

Important Not important

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