QUIZ 1 c.

The World War II

d. The early 1800's
Introduction, Research and Data Analysis  
1.) This is a statistical procedure used more often in I/O Psychology to
9.) Dealing with the behavior of people such as managing stress, planning for
determine the relationship between two variables—for example, the
interventions to motivate employees, applying specific leadership theories and
relationships found between employment test and future employee
principles that best fit to manage people in order to maximize efficiency and
performance; job satisfaction and job attendance; or performance ratings made
productivity of the human resource in the workplace is the focus of
by workers and supervisors.
a. Organizational Psychology
a. Correlation
b. Social Psychology
b. Chi-square
c. Human Factor Psychology
c. Analysis of Variance
d. Personnel Psychology
d. Experimentation
 
 
10.) The field of I/O Psychology that concentrates on workplace design,
2.) Field research provides researchers with an ethical dilemma. We require
human-machine interaction, physical fatigue and stress is    
that subjects participate in studies of their own free will. This will be
a. Organizational Psychology
addressed by sticking to one ethical principle in research we called
b. Industrial Psychology
a. Confidentiality
c. Human Factor/Ergonomics
b. Institutional review board
d. Personnel Psychology
c. Informed consent
 
d. Debriefing
11.) If we want to know what distinguishes good workers from poor workers,
we could look in the personnel files to see whether the backgrounds of good
3.) With the objective of improving the work environment in a production
workers have common characteristics not shared by poor workers. This is one
line, one intervention is the introduction of child-care center where working
example in doing research in I/O Psychology. Such method is called
mothers can breastfeed their babies at work. Three months after the program
a. Survey
was introduced the human resource department set schedules with line
b. Archival research
supervisors inquiring about their opinions on how their subordinates
c. Experimental
especially the working mothers respond to such program. This research is
d. Meta-analysis
done to assess whether the program meets its objective. The method used here
 
is
a. Survey
12.) Having been observed and given much attention, the employees show a
b. Archival research
change in behavior at work. This condition is called      
c. Experimental
a. Halo effect
d. Meta-analysis
b. Observational learning
 
c. Hawthorne effect
4.) The most powerful research method is that which determine cause-and-
d. Transfer of training
effect relationships of the variables being studied. The same is true to
 
researches in industrial/organizational settings. So, if the research objective is
13.) Because of the large number of soldiers who had to be assigned to
to know whether one variable produces or causes another variable to change,
various units within the armed forces, I/O psychologists were employed to test
the research method to be utilized is
recruits and then place them in appropriate positions. The testing was
a. Correlational Studies
accomplished mainly through
b. Meta-analysis
a. Hawthorne Studies
c. Experimental studies
b. Army Perceptual and Motor Tests
d. Phenomenological studies
c. Army Alpha and Army Beta Tests of Mental Ability
 
d. Total Quality Management (TQM)
5.) You are commissioned to conduct a research on the performance of the
 
insurance agents of San Telmo Burial Plans. As a researcher you randomly
14.) It is a discipline in psychology that applies the principles of psychology
assign 20 agents to receive funeral pre-arrangement life training and 20 agents
to the workplace.
to receive no training. After the training program, you look at the change in
a. Developmental Psychology
clients’ burial plan spending. In this example, the control group is
b. Social Psychology
a. The agents who receive no training at all
c. Industrial Psychology
b. The funeral pre-arrangement life training
d. Humanistic Psychology
c. The agents who undergo training
 
d. The clients’ burial plan spending
 
15.) Which is true regarding the Hawthorne studies on room lighting?  
6.) You are commissioned to conduct a research on the performance of the
a. No group showed increase in performance
insurance agents of San Telmo Burial Plans. As a researcher you randomly
b. Only the group with better lighting increased performance
assign 20 agents to receive funeral pre-arrangement life training and 20 agents
c. The group with least lights showed increase in performance
to receive no training. After the training program, you look at the change in
d. Both group showed increase in performance
the clients’ burial plan spending. In this example, the independent variable is
 
a. The agents who receive no training at all
16.) Today we can safely come up with the assumption that the ability of a
b. The funeral pre-arrangement life training
certain individual has some bearing with how he performs his job. But the first
c. The agents who undergo training
to measure the relationship between these two variables was
d. The clients’ burial plan spending
a. James Cattell
 
b. Elton Mayo
c. Hugo Munsterberg 
7.) Analyzing jobs, recruiting applicants, training employees and evaluating
d. Walter Dill Scott
employee performance are tasks focused by what field in I/O Psychology?  
 
a. Organizational Psychology
17.) Global positioning system (GPS) is installed to all utility vehicles of the
b. Industrial Psychology
XYZ Construction Company to account the ins and outs of the vehicles from
c. Human Factor/Ergonomics
the motor pool to the different construction sites in the Visayas area. This was
d. Personnel Psychology
in response to certain instances of ‘unauthorized trips’ either upon instruction
 
of site engineers who have not officially coordinated with the central office or
 
the drivers themselves going out of their travel tickets on personal
8.) Testing is part of the activities of the human resource practitioner. The first
engagement. This creates much of a problem as site-related unauthorized trips
intelligence test was used during
are often used as alibis which are mostly not the case. It becomes an operation
a. The Industrial Revolution
set back due to delay of materials and equipment. With this new monitoring
b. The World War I
technology there is an increase in mobility and timely delivery of resources. d. A result of recruitment and selection procedures for new employees
Which is the dependent variable in this example?  
a. Installation of GPS
b. Site-related unauthorized trips
c. Increase in mobility and timely delivery of resources 6.) Which is NOT considered as a type of information typically taken from a
d. Less turn-over of drivers job analysis?  
  a. General work activity
b. Job context
c. Social context
18.) The founding of the first experimental psychology laboratory paves the d. company’s history
way to today’s modern psychology. This laboratory was founded by  
a. William James 7.) The conduct of job analysis is typically done by whom?    
b. Rene Descartes a. Job incumbent, line manager and top management
c. Ivan Pavlov b. The line manager, the HRD and the job analyst
d. Wilhelm Wundt c. The top management, the operations manager and the HRD
  d. The HRD, the job incumbent and the top management
   
19.) This was initially designed to investigate such issues as the effects of 8.) A priority to include in the job description of the computer programmer
lighting levels, work schedules, wages, temperature, and rest breaks on should be
employee performance. a. Bachelor’s degree in Computer Science
a. Hawthorne Studies  b. Knowledge in COBOL
b. Army Perceptual and Motor Tests c. Writing programs to run network process on the mainframe
c. Army Alpha and Army Beta Tests of Mental Ability d. Proficiency in basic computer language
d. Total Quality Management (TQM)  
  9.) A fast food chain is looking for a crew who is outgoing and friendly with
20.) It is generally thought that Industrial Psychology has started when The the costumers. Which basic criterion should the manager look for?    
Theory of Advertising was published in 1903 written by a. Competencies
a. Hugo Munsterberg b. Skills
b. Walter Dill Scott c. Personal characteristics
c. Bruce Moore d. Abilities
d. Marion Bills
 
10.) Job evaluation is the process of scientifically evaluating the __________
value of the job that relies on _____________ factors.  
a. Risk; contemporary
b. Performance; compliance
c. Monetary; compensable
d. Analysis; essential
 
11.) Internal recruitment or promoting someone from within the organization
will likely
a. Run the risk of having a workforce devoid of fresh job-related ideas.
b. Enhance employee morale and motivation.
c. Facilitate smooth transition of workload.
QUIZ #2 d. All of the above
12.) Job fair is one strategy of attracting people with the right qualification for
Job Analysis and Employee Selection a job. The following are the activities in the conduct of the event except,
1.) These are the knowledge, skills, abilities and other characteristics needed
a. Many types of organizations set up booths in a specified location
to perform the task as identified in the job analysis.
b. Organizations send representatives to the event to provide information to
a. Job description
applicants
b. Job competencies
c. Scout hidden talents of those currently employed and convince them to
c. Job needs
apply for the job
d. Job requirements
d. Directly conduct the recruitment processes to potential applicants
 
 
2.) These are the ones knowledgeable and who can give more information
13.) Which among the statements below best describes public employment
about the job during the conduct of job analysis.    
agencies such as the Public Employment Service Office (PESO) initiated by
a. Subject matter experts (SMEs)
the LGU?
b. Change agents
a. Charge the requesting company when the applicant takes the job.
c. I/O consultants
b. Charge the applicant with a fraction of the salary when the applicant takes
d. Supervisors
the job
 
c. Primarily provide help to the unemployed find work
3.) The process of determining how much a job must be paid is    
d. Represent applicants applying for executive positions
a. Job elements inventory
 
b. Pay negotiation
14.) Instead of telling the applicant how much fun she will have working on
c. Job evaluation 
the assembly line, the recruiter honestly tells her that although the pay is well
d. Pay equity
above the minimum, the work is often boring and there is little chance for
 
advancement. This is one example of the recruitment process known as
4.) It is document of the tasks performed in a job, the conditions under which
a. Person-task matching
the job is performed and the requirements needed to perform the job.      
b. Realistic performance details
a. Job description 
c. Realistic job preview
b. Job analysis
d. Leveling off expectations
c. Job characteristics
 
d. Job evaluation
15.) Which among the following is one best way to evaluate effectiveness of
 
recruiting strategies?
5.) The following are the descriptions of job analysis, EXCEPT    
a. Comparing which source of recruitment yields the highest number of
a. A process of gathering and organizing detailed information about jobs
applicant
b. A fundamental input to HR process
b. Computing the cost spent for each recruiting strategy with the number of
c. Helps managers understand the skills and abilities necessary for the job
applicants
c. Determining the cost of the strategy per qualified applicant generated a. Simulation
d. Looking into the number of successful employee generated by each b. work sample
recruitment source c. business game
   d. assessment center
16.) The following are characteristics of a structured interview, except
a. Interviewer based hiring decisions on gut intuition
b. There is a standardized scoring key to evaluate each answer
c. Job analysis as the source of questions 26.) Although there are hundreds of personality inventories that measure
d. Applicants are asked the same questions hundre ds of traits, it is generally agreed that most personality traits can be
  placed into one of the five main personality dimensions. Popularly known as
17.) One common problem of an unstructured interview occurs when an the “Big Five”, which dimension best predict favorable performance of
interview score of an average applicant gets a very high rating after a poor applicants across most occupations?
interview performance of the preceding applicant. This is referred to as a. Openness
a. Primacy effect b. Conscientiousness 
b. contrast effect c. Extraversion
c. poor intuitive ability d. Agreeableness
d. negative-information bias e. Neuroticism
   
18.) Information presented during the early part of the interview becomes the 27.) Ability tests that include finger dexterity, manual dexterity, control
basis in coming up with the interviewer’s decision rather than making precision and multi-limb coordination are categorized under
repeated judgments throughout the whole proceedings. This interview set back a. Physical ability
is called b. perceptual ability
a. Poor intuitive ability c. psychomotor ability
b. Lack of job relatedness d. cognitive ability
c. contrast effect  
d. primacy effect 28.) Studies indicate that physically attractive applicants have an advantage in
  interviews over the less attractive ones and applicants who dress
19.) Of all faculty members under his supervision, Dr. Joe thinks that Dr. professionally receive higher interview scores than those poorly dressed. This
Jessie shows the most potential as his successor as head of the department. A is one problem with the unstructured interviews under
month before his retirement Dr. Joe submits Dr. Jessie’s name. This is best a. Lack of relatedness
referred to as b. contrast effect
a. Direct application c. interviewee appearance 
b. Advertisement d. halo effect
c. Word of mouth  
d. Supervisory recommendation 29.) These tests are becoming increasingly popular as an employee selection
  method, in part because they predict performance better than was once
 20.) This is characteristic of a realistic job preview. thought. These tests measure the traits exhibited individuals in everyday life.
a. Similar to internship Examples of such traits are extraversion, shyness, assertiveness, and
b. Description of actual nature of job and its working condition friendliness.
c. Opportunity for a job applicant to perform a job in advance of accepting it a. Personality inventories
d. A probationary work period b. ability tests
  c. skill tests
21.) These are some reasons for using references and recommendations during d. IQ tests
employee selection, except
a. Confirming details on a resume 30.) This is designed to simulate the types of daily information that appear on
b. Discovering new information about the applicant a manager’s or employee’s desk. During the assessment center, examples of
c. Creating network and linkages for future referrals job-related paperwork are stacked in a pile, and the job applicant is asked to
d. Predicting future performance go through those papers and assess the issues as if he were actually on the job.
  This could include feedback from other applicants.
22.) Applicants choose their own references or resource persons to write a. Work sample
letters of recommendation who more often than not provide positive and more b. business game
favorable feedback about the applicants.  So, instead of helping out predict c. in-basket technique
future performance, it now becomes a problem on the use of references and d. simulation
letters of recommendation. This problem is categorized
a. Leniency 
b. knowledge of the applicant
c. reliability
d. extraneous factors
 
23.) Professors are often asked to provide recommendations for students
whom they know only from one or two classes. Such recommendations are
not likely accurate as only a fraction of behavior is mentioned. This becomes a
problem in the use of references and letters of recommendation due to
a. unreliability of the source of
b. poor knowledge of the applicant 
c. extraneous factors
d. leniency
 
24.) These tests are primarily used for occupations in which applicants are not
expected to know how to perform the job at the time of hire.
a. Skill tests
b. work samples
c. ability tests
d. personality inventories
 
25.) This refers to the selection technique using multiple assessment methods
that allow multiple assessors to actually observe applicants perform simulated
QUIZ #3
job tasks.
Job Satisfaction, Commitment, Stress and Organizational d. Tenure
 
Communication 11.) The following are some methods to facilitate upward communication,
EXCEPT
1.) It refers to an employee's autonomy towards his job.
a. Attitude surveys
a. Job Demands
b. Exit interviews
b. Job Control
c. Memos
c. Job Control Model
d. Suggestion box
d. Job Factors 
 
12.) A grapevine such as possible salary increase, downsizing, change of
2.) Counterproductive or violent behaviors aimed at individuals include the
management, or anything that contains information that is significant to the
following, EXCEPT
lives of those communicating the message is called
a. Gossip
a. Rumor
b. Bullying
b. Gossip
c. Sabotage
c. Personal issues
d. Harassment
d. Reports
 
 
3.) A problem area in interpersonal communication occurs when the message
13.) Emotional exhaustion and low motivation for work indicates that an
you sent is not the message you intended to send. This can be solved by
employee is experiencing
a. Thinking about what you want to communicate
a. Job stress
b. Practice what you want to communicate
b. Role conflict
c. Learn better communication skills
c. Burnout 
d. All of these
d. Commitment
 
 
 
14.) For many employees, job satisfaction is affected by opportunities for
4.) Connie passes the message to only a select group of people in the
challenge and growth. One of these is when the employee assumes more
organization. She’s the only one person who passes the message along, and
responsibility over their tasks as a way to satisfy self-actualization needs. This
not everyone has a chance to receive, or will receive it. This pattern of
can be best facilitated through
grapevine is aptly called
a. Job rotation
a. Single-strand grapevine
b. Job enrichment
b. Gossip grapevine
c. Job enlargement
c. Probability grapevine
d. Job design
d. Cluster grapevine
 
 
15.) Anna heard most rumors and gossips but seldom passed these on to other
5.) When a person views life events and stress as something within their
employees. With how she handles such information she is categorized as
control that person has?
a. Dead-ender
a. Locus of Control
b. Isolate
b. Job Control
c. Informant
c. External Locus of Control
d. Liaison
d. Internal Locus of Control
 
 
16.) The company hires outside consultants who conduct surveys on employee
 
attitude on different aspects at work. Employees are also given the opportunity
6.) The term for an unofficial, informal communication network is
to list complaints or suggestions. The gathered data will be tabulated and
a. Rumor
analyzed, the finding of which will be submitted to the management. This is a
b. Gossip
type of
c. Grapevine
a. Upward communication 
d. Personal phone calls
b. Business communication
 
c. Informal communication
7.) In informal communication employees are categorized according to how
d. Downward communication
they handle information. Those who both received most of the information
and passed it to others are called        
a. Dead-enders
b. Isolates
c. Informants
d. Liaisons
 
 
 
17.) While serial communication relieves top executives of excessive
8.) It can happen that even though the manager knows what he wants to say
demands, it suffers serious drawbacks which include the following, EXCEPT
and says it the way he wants, and even though his supervisors properly
a. The content and tone of the message change from person to person
received the intended message, still a lapse in communication may occur
especially if the message is passed orally.
depending on how each supervisor picks up the meaning of the message. This
b. Bad news and complaints are seldom relayed, in part due to stress in
problem area in communication falls under
delivering bad news.
a. Message received versus message interpreted
c. It provides employees with an avenue to immediately communicate their
b. Message interpreted versus message relayed
feeling in an anonymous fashion. 
c. Message sent versus message received
d. A supervisor is less likely to pass along a message to another supervisor if
d. Intended message versus message sent
they are physically far away from each other.
 
 
9.) This grapevine is primarily about individuals and the content of the
18.) Which among the statements below is NOT true?
message lacks significance to the person being talked about.
a. Inherited personality traits such as negative affectivity are related to our
a. Rumor
tendency to be satisfied with jobs.
b. Gossip
b. Externally motivated people are prone to be satisfied with their jobs and
c. Personal issues
with life in general. 
d. Reports
c. Bright people have slightly lower job satisfaction than do less intelligent
 
employees in jobs that are not complex.
10.) When employees quit their job, this is referred to as
d. Workers in different countries have different levels of job satisfaction.
a. Absence
 
b. Termination
19.) Our levels of motivation and job satisfaction are related to how fairly we
c. Turn-over
believe we are treated in comparison with others.
a. Organizational justice up committing to her current job. This motivational facet to organizational
b. Equity theory commitment is
c. Self-regulation theory a. Affective commitment
d. Expectancy theory b. Normative commitment
  c. Conditional commitment
20.) This condition develops when individuals either feel they lack the skills d. Continuance commitment
or workplace resources to complete a task or perceive that the task cannot be  
done in the required amount of time  
a. Role conflict 30.) Negative reaction by an employee to a stressor such as anger, anxiety or
b. Role overload  even physical symptoms such as headache are examples of
c. Stress a. Job stressors
d. Burnout b. Job strain
  c. Job outcomes
21.) A department head posts in the bulletin board scholarships and other non- d. Job hazards
job-related opportunities to inform interested employees in his department.
This is a type of
a. Upward communication
b. Business communication
c. Informal communication
d. Downward communication
 
 
22.) When life events are perceived as good or positive, it leads to what we
call?
a. Distress
b. Stress
c. Eustress
d. Positive stress
  
23.) I would feel guilty if I left my organization now. This organization
deserves my loyalty. With this, my commitment to the company is
a. Normative
b. Continuance
c. Affective
d. Cognitive
 
24.) The following are some methods to facilitate downward communication,
EXCEPT
a. Bulletin boards
b. Exit interviews QUIZ # 4
c. Policy manuals
d. Newsletters Leadership  & Violence at Work
 
1.) As a supervisor, Lucas finds it challenging to get his department stable and
organized with new people coming in during the initial stage of the merger of
two bottling companies. Applying the IMPACT theory what behavioral style
of a leader he thinks best to apply?
25.) It happens when the job description and job characteristics of an a. Informational style
employee are not clearly defined. b. Magnetic style
a. Role Confusion c. Coercive style
b. Role Ambiguity d. Position style
c. Role Conflict  
d. Role Overload 2.) Applying leadership through power, one can influence followers by
  complimenting others, doing favors, and generally being friendly and
26.) The following indicate a job/person mismatch, EXCEPT supportive.  This is a strategy of leadership using
a. When an employee begins to ask for new project a. Legitimate power
b. When an employee starts asking for some tasks to be given to other b. Coercive power
employees c. Expert power
c. When an employee applies for other jobs in the organization d. Referent power
d. When an employee requires supervision in his newly assigned task  
   
27.) These refer to the employee's workload, work schedule, and job 3.) In Fielder’s contingency model, the favorableness of the situation that
requirements of the job. determines the effectiveness of a leader include the following, EXCEPT
a. Job Demands  a. Task structuredness
b. Job Control b. Organizational climate
c. Job Control Model c. Leader-member relations
d. Job Factors d. Leader position power
 
28.) This occurs when the message is relayed from an employee to his 4.) According to IMPACT theory, one of the six behavioral styles of a leader
supervisor who in turn relayed it to his supervisor and so on until the message is through the use of strategy and is most effective in a climate of
reaches the top. This channeling of information is called disorganization. This is the
a. Serial communication  a. Magnetic style
b. Third-party facilitation b. Position style
c. Informal communication c. Coercive style
d. Indirect communication d. Tactical style
   
29.) Shirley hates her job and wants to leave but she realizes that no other  
organization would hire her and give her the salary she desires. Thus she ends
5.) The following are specific requirements for being a successful human  
resource manager, EXCEPT 15.) At least some violent acts can be understood as reactions against a
a. A degree in human resource management perceived injustice by an employee. When the perceived injustice relates to
b. General management skills actual outcomes, such as layoffs, and that a particular individual believes he
c. Knowledge of business and corporate strategy doesn't deserve getting laid off prompting him to create violent acts, such case
d. An understanding of the legal environment is viewed as violence resulting against
  a. Interpersonal justice
6.) One behavioral style under path-goal theory is that when the leader calls b. Distributive justice
for planning, organizing and controlling the activities of the employees during c. Procedural justice
those situations when employees show the lack of ability in performing their d. Employee rights
task.  
a. Instrumental style 16.) This leadership principle expresses that individual leadership style is not
b. Supportive style easily changed. So, leadership training should concentrate on helping leaders
c. Participative style diagnose the situations and then change these situations to fit to their
d. Achievement-oriented style particular leadership style.
  a. Fielder’s Contingency Model
7.) This theory states that leaders develop different roles and relationships b. IMPACT theory
with the people under them and thus act differently with different subordinates c. Path-goal theory
as categorized into two: the in-group and the out-group. d. Leader-Member Exchange (LMX) Theory
a. IMPACT theory  
b. Situational leadership theory 17.) Mark focuses on changing the goals, values, ethics, standards and the
c. Leader-member exchange (LMX) performance of the employees in his organization. He leads by developing a
d. Fielder’s Contingency Model vision, changing the organization to fit this vision and motivating employees
  to reach the long-term goal. He is a
8.) Below are some of the issues concerning workplace violence, EXCEPT a. Transactional leader
a. Prejudice and biases in the workplace b. Laissez Faire leader
b. Drug addiction and alcoholism c. Authoritative leader
c. Problems with communication in the workplace d. Transformational leader
d. Citizenship behavior in the workplace  
   
  18.) Counterproductive behaviors aimed at individuals include the following,
9.) According to this theory, frustration leads to a stress reaction and that the EXCEPT
employee expends energy to relieve this stress, often in the form of a. Gossip
destructive or counterproductive behavior. b. Bullying
a. Frustration-aggression Hypothesis c. Sabotage
b. Justice Hypothesis d. Sexual Harassment
c. Stress Reaction Feedback Model  
d. Energy-Dumping Reaction 19.) In path-goal theory, what behavioral leadership style is applied when a
  leader sets challenging goals and rewards increases in performance?
10.) As a supervisor in a construction firm, Genaro always gets along with his a. Instrumental
subordinates, never challenge anyone’s ideas and is friendly to everyone b. Supportive
creating high morale among his men. However, performance evaluation c. Participative
shows that his men have relatively low performance. Genaro as a leader is a d. Achievement-oriented
a. Paranoid leader  
c. Passive-aggressive leader  
b. Narcissist leader 20.) A leader’s power may lie in the positive feelings that others hold for him.
d. High-likability floater Leaders who are well liked can influence others even in the absence of reward
  or the capacity to punish or fire erring employees. What leadership through
  power is applied here?
11.) Peoples’ temple cult leader, Reverend Jim Jones, persuaded his followers a. Legitimate power
to feed a poison-laced drink to their children and then drink in themselves, and b. Coercive power
nearly 1,000 people died. This is an example of the negative influence of c. Expert power
a. Social roles d. Referent power
b. Transactional leadership
c. Transformational leadership
d. Hawthorne effect
 
12.) Which among these choices is separately clustered according to different
levels of violence in the workplace?
a. Refuses to cooperate with immediate supervisor
b. Spreads rumors and gossip to harm others
c. Refuses to obey company policies and procedures
d. Consistently argues with co-workers.
 
13.) A research by McClelland comes up with the leadership motive pattern
that high-performance managers have
a. High need for power and high need for achievement
b. High need for power and low need for affiliation
c. High need for affiliation and high need for power
d. High need for achievement and low need for affiliation
 
14.) These leaders see their employees as lazy, extrinsically motivated and
thus shall lead by directing their employees and setting goals for them.
a. Person-oriented leaders
b. Team leaders
c. Theory Y leaders
d. Theory X leaders
 
 c. task group
d. informal group

10.) Applying leadership through power, one can influence followers by

complimenting others, doing favors, and generally being friendly and
supportive.  This is a strategy of leadership using
a. Legitimate power
b. Coercive power
c. Expert power
d. Referent power

11.) Counterproductive behaviors aimed at individuals include the following,

P2 LONG EXAM EXCEPT
a. Gossip
1.) At this stage of a developing team, team members get to know each other
b. Bullying
and decide what roles each member will play.
c. Sabotage
a. Forming stage
d. Sexual Harassment
b. Storming stage
c. Norming stage
12.) These are the reasons why people join groups, EXCEPT
d. Performing stage
a. People share common interests
b. People satisfy affiliation needs
2.) The company hires outside consultants who conduct surveys on employee
c. People want to show dominance
attitude on different aspects at work. Employees are also given the opportunity
d. People desire for identification with some group or cause
to list complaints or suggestions. The gathered data will be tabulated and
analyzed, the finding of which will be submitted to the management. This is a
13.) A grapevine such as possible salary increase, downsizing, change of
type of
management, or anything that contains information that is significant to the
a. Upward communication
lives of those communicating the message is called
b. Business communication
a. Rumor
c. Informal communication
b. Gossip
d. Downward communication
c. Personal issues
d. Reports
3.) Reasons for informal group to emerge are the following except
a.People with similar values, beliefs, attitudes, interests often feel attraction to
14.) It refers to two or more people who share a common meaning and
come together.
evaluation of themselves and come together to achieve common goals.
b. Need satisfaction – to belong, to associate, etc.
a. team
c. Adherence to organizational set-up
b. crowd
d. Removal of monotony of routine tasks
c. group
d. humanity
4.) As a supervisor, Lucas finds it challenging to get his department stable and
organized with new people coming in during the initial stage of the merger of
15.) As a supervisor in a construction firm, Genaro always gets along with his
two bottling companies. Applying the IMPACT theory what behavioral style
subordinates, never challenge anyone’s ideas and is friendly to everyone
of a leader he thinks best to apply?
creating high morale among his men. However, performance evaluation
a. Informational style
shows that his men have relatively low performance. Genaro as a leader is a
b. Magnetic style
a. Paranoid leader
c. Coercive style
c. Passive-aggressive leader
d. Position style
b. Narcissist leader
d. High-likability floater
5.) The following are some methods to facilitate upward communication,
EXCEPT
16.) Below are some of the issues concerning workplace violence, EXCEPT
a. Attitude surveys
a. Prejudice and biases in the workplace
b. Exit interviews
b. Drug addiction and alcoholism
c. Memos
c. Problems with communication in the workplace
d. Suggestion box
d. Citizenship behavior in the workplace
6.) Which among these choices is separately clustered according to different
37.)The term for an unofficial, informal communication network is
levels of violence in the workplace?
a. Rumor
a. Refuses to cooperate with immediate supervisor
b. Gossip
b. Spreads rumors and gossip to harm others
c. Grapevine
c. Refuses to obey company policies and procedures
d. Personal phone calls
d. Consistently argues with co-workers.
18.) Anna heard most rumors and gossips but seldom passed these on to other
7.) This training is designed to enhance the functions of work groups.
employees. With how she handles such information she is categorized as
a. Organizational development
a. Dead-ender
b. Team work
b. Isolate
c. Team building
c. Informant
d. T-group
d. Liaison
8.) A department head posts in the bulletin board scholarships and other non-
job-related opportunities to inform interested employees in his department.
This is a type of
19.) Mark focuses on changing the goals, values, ethics, standards and the
a. Upward communication
performance of the employees in his organization. He leads by developing a
b. Business communication
vision, changing the organization to fit this vision and motivating employees
c. Informal communication
to reach the long-term goal. He is a
d. Downward communication
a. Transactional leader
b. Laissez Faire leader
9.) Groups that merge spontaneously are called
c. Authoritative leader
a. formal group
d. Transformational leader
b. interest group
20.) Reina is part of the group where each member likes and trusts one diagnose the situations and then change these situations to fit to their
another. They are committed to accomplishing a team goal, and share a particular leadership style.
feeling of group pride. This one factor that affects the performance of their a. Fielder’s Contingency Model
group is called b. IMPACT theory
a. Group cohesiveness c. Path-goal theory
b. Group homogeneity d. Leader-Member Exchange (LMX) Theory
c. Groupthink
d. Group status 30.) A leader’s power may lie in the positive feelings that others hold for him.
Leaders who are well liked can influence others even in the absence of reward
21.) It concerns on how a group is formed, what is their structure and which or the capacity to punish or fire erring employees. What leadership through
processes are followed in their functioning. power is applied here?
a. group process a. Legitimate power
b. group dynamics b. Coercive power
c. group interaction c. Expert power
d. groupthink d. Referent power

22.) Peter and other team members begin to acknowledge the reality of having 31.) The transition period that briefly follows after the merger of two top
been part of the team, thus accepting their leader and working directly with financial institutions of the country led to some disorganized set-up among 
other members to address difficulties. At what developmental phase this team supervisory and mid-level managers which has also affected the rank and file
is at this juncture? employees.. According to a certain leadership  theory, the best behavioral
a. Forming stage style a leader should utilize in this kind of organizational climate is
b. Storming stage a. Magnetic style
c. Norming stage b. Position style
d. Performing stage c. Coercive style
d. Tactical style
23.) Nelson, Elsie, Jennie and Mercy make up the souvenir program
committee for 30th founding anniversary of WeLoveOurJobs Outsourcing 32.) At least some violent acts can be understood as reactions against a
Agency. They manage themselves, assign tasks, plan and schedule work, perceived injustice by an employee. When the perceived injustice relates to
make work-related decisions, and solve related problems. This is an example actual outcomes, such as layoffs, and that a particular individual believes he
of a doesn't deserve getting laid off prompting him to create violent acts, such case
a. Parallel team is viewed as violence resulting against
b. Management team a. Interpersonal justice
c. Groupthink b. Distributive justice
d. Work team c. Procedural justice
d. Employee rights
24.) The following are some methods to facilitate downward communication,
EXCEPT 33.) A research by McClelland comes up with the leadership motive pattern
a. Bulletin boards that high-performance managers have
b. Exit interviews a. High need for power and high need for achievement
c. Policy manuals b. High need for power and low need for affiliation
d. Newsletters c. High need for affiliation and high need for power
d. High need for achievement and low need for affiliation
25.) This group is created by the organization to accomplish specific goals
within an unspecified time frame. The group remains in existence after 34.) In path-goal theory, what behavioral leadership style is applied when a
achievement of current goals and objectives. leader sets challenging goals and rewards increases in performance?
a. formal group a. Instrumental
b. functional group b. Supportive
c. task group c. Participative
d. command group d. Achievement-oriented

26.) It can happen that even though the manager knows what he wants to say 35.) One behavioral style under path-goal theory is that when the leader calls
and says it the way he wants, and even though his supervisors properly for planning, organizing and controlling the activities of the employees during
received the intended message, still a lapse in communication may occur those situations when employees show the lack of ability in performing their
depending on how each supervisor picks up the meaning of the message. This task.
problem area in communication falls under a. Instrumental style
a. Message received versus message interpreted b. Supportive style
b. Message interpreted versus message relayed c. Participative style
c. Message sent versus message received d. Achievement-oriented style
d. Intended message versus message sent
36.) These leaders see their employees as lazy, extrinsically motivated and
27.) According to this theory, frustration leads to a stress reaction and that the thus shall lead by directing their employees and setting goals for them.
employee expends energy to relieve this stress, often in the form of a. Person-oriented leaders
destructive or counterproductive behavior. b. Team leaders
a. Frustration-aggression Hypothesis c. Theory Y leaders
b. Justice Hypothesis d. Theory X leaders
c. Stress Reaction Feedback Model
d. Energy-Dumping Reaction 37.) This theory states that leaders develop different roles and relationships
with the people under them and thus act differently with different subordinates
28.) Peoples’ temple cult leader, Reverend Jim Jones, persuaded his followers as categorized into two: the in-group and the out-group.
to feed a poison-laced drink to their children and then drink in themselves, and a. IMPACT theory
nearly 1,000 people died. This is an example of the negative influence of b. Situational leadership theory
a. Social roles c. Leader-member exchange (LMX)
b. Transactional leadership d. Fielder’s Contingency Model
c. Transformational leadership
d. Hawthorne effect 37.) A problem area in interpersonal communication occurs when the message
you sent is not the message you intended to send. This can be solved by
29.) This leadership principle expresses that individual leadership style is not a. Thinking about what you want to communicate
easily changed. So, leadership training should concentrate on helping leaders b. Practice what you want to communicate
c. Learn better communication skills with her tasks but also to advance in the organization. This training
d. All of these method is
a. Coaching
38.) Which among the choices does not characterize a group?
b. Apprentice training
a. 2 or more persons
b. shared goals c. Mentoring
c. Interdependence d. Modeling
d. independence
5.) Internal recruitment or promoting someone from within the
39.) In Fielder’s contingency model, the favorableness of the situation that organization will likely
determines the effectiveness of a leader include the following, EXCEPT a. Runs the risk of having a workforce devoid of fresh job-related
a. Task structuredness ideas.
b. Organizational climate b. Enhance employee morale and motivation.
c. Leader-member relations
c. Facilitate smooth transition of workload.
d. Leader position power
d. All of the above.
40.) Counterproductive or violent behaviors aimed at individuals include the
following, EXCEPT
6.) In determining training needs, this process identifies the things to
a. Gossip
b. Bullying
do specific to the job for which employees need to be trained.
c. Sabotage
d. Harassment a. Person analysis
b. Task analysis
c. Organizational analysis
d. Job analysis

7.) This is a performance dimension that concentrates on the

employees’ knowledge, skills and abilities from which the appraisal
instrument is based.
a. Competency-focused performance dimension
b. Goal-focused performance dimension
c. Trait-focused performance dimension
d. Task-focused performance dimension

8.) The following are the descriptions of job analysis, EXCEPT    

a. A process of gathering and organizing detailed information about
jobs
b. A fundamental input to HR process
c. Helps managers understand the skills and abilities necessary for the
job
P1 LONG EXAM d. A result of recruitment and selection procedures for new
Introduction, Job Analysis. Employee Selection and employees

Performance, Training and Development, Motivation 9.) Evaluating an employee performance by counting the number of
job behaviors such as a sales-person’s performance by the number of
1.) The process of determining how much a job must be paid is     units sold for the month is an example of
a. Job elements inventory a. Employee comparison
b. Pay negotiation b. Objective measures
c. Job evaluation c. Rating
d. Pay equity d. Ranking
2.) Of all faculty members under his supervision, Dr. Joe thinks that 10.) An employee finds that getting promoted ceases to become more
Dr. Jessie shows the most potential as his success or as head of the important need to satisfy since he finds that the salary increase and
department. A month before his retirement Dr. Joe submits Dr. added benefits are already enough for him to settle with his current
Jessie’s name. This is best referred to as position. This is exemplified in
a. Direct application a. ERG Theory
b. Advertisement b. Hierarchy of Needs Theory
c. Word of mouth c. Need for Achievement Theory
d. Supervisory recommendation d. Bi-Factor Theory
3.) Which among the following is one best way to evaluate 11.) The topmost reason for evaluating employee performance is
effectiveness of recruiting strategies? a. To determine the difference in compensation among employees
a. Comparing which source of recruitment yields the highest number within the same job
of applicant b. To determine which employees will be promoted
b. Computing the cost spent for each recruiting strategy with the c. To conduct personnel research
number of applicants d. To improve employee performance by providing feedback about
c. Determining the cost of the strategy per qualified applicant what they are doing
generated
d. Looking into the number of successful employee generated by 12.) This is a planned effort by an organization to facilitate the
each recruitment source learning of the employees’ behavior necessary for increased job
performance.
4.) Martha is a department head who has been with the organization a. Organizational analysis
for some time. She helps a new employee not only to perform well b. Training
c. Performance appraisal who is paid well and has control and responsibility is greatly
d. Motivation motivated. This is expressed in
a. ERG Theory
13.) It is generally thought that Industrial Psychology has started b. Hierarchy of Needs Theory
when The Theory of Advertising was published in 1903 written by c. Need for Achievement Theory
a. Hugo Munsterberg d. Bi-Factor Theory
b. Walter Dill Scott
c. Bruce Moore 22.) Employees who feel good about themselves are motivated to
d. Marion Bills perform better at work than those who do not feel themselves worthy.
This positive correlation between self-esteem and performance is
14.) On Mondays, Peter is in charge of the griller, on Tuesdays he is expressed in
in the pantry station, on Wednesdays he works as the product a. Job characteristics theory
controller, on Thursdays he is in the cashier’s desk, and on Fridays he b. ERG theory
is in charge of the dining area. His employer is using c. Need for achievement theory
a. Job enrichment d. Consistency theory
b. Job analysis
c. Job specification 23.) Having been observed and given much attention, the employees
d. Job rotation show a change in behavior at work. This condition is called      
a. Halo effect
15.) Which is NOT considered as a type of information typically b. Observational learning
taken from a job analysis?   c. Hawthorne effect
a. General work activity d. Transfer of training
b. Job context
c. Social context 24.) These are some reasons for using references and
d. company’s history recommendations during employee selection, except
a. Confirming details on a resume
16.) Ability tests that include finger dexterity, manual dexterity, b. Discovering new information about the applicant
control precision and multi-limb coordination are categorized under c. Creating network and linkages for future referrals
a. Physical ability d. Predicting future performance
b. perceptual ability
c. psychomotor ability 25.) Bert loves his job because it allows him to interact with others. It
d. cognitive ability gives him the chance to help his colleagues and work with other
people. With his job he meets his
17.) This is the extent to which behavior learned in training will be a. Need for self-actualization
performed on the job. b. Need for power
a. Learning c. Need for affiliation
b. Quality of training d. Need for achievement
c. Transfer of training
d. Overlearning 26.) Jess is driven by some force from within him as well as some
external factors such as the bonus he receives from his exceptional
18.) One of the salient points in the job characteristic theory performance at work and the friendly work environment. These
expresses that employee desire for a job that provides them with the things that move him into action is referred to as
opportunity to be personally responsible for the outcome of their a. Self-esteem
work. This refers to b. Motivation
a. Meaning c. Self-efficacy
b. Autonomy d. value
c. Affiliation
d. Feedback 27.) The most powerful research method is that which determine
cause-and-effect relationships of the variables being studied. The
19.) This distribution error in evaluating employee performance same is true to researches in industrial/organizational settings. So, if
occurs when the rater tends to rate the employee at the upper end of the research objective is to know whether one variable produces or
the scale regardless of the actual performance. causes another variable to change, the research method to be utilized
a. Leniency error is
b. Central tendency error a. Correlational Studies
c. Strictness error b. Meta-analysis
d. Contrast error c. Experimental studies
d. Phenomenological studies
20.) What I need is a pay raise in my current job rather than the
promotion you offer in as much as I want to satisfy my basic need
first. This is best described in 28.) A priority to include in the job description of the computer
a. Job characteristics theory
b. Hierarchy of Needs theory programmer should be
c. Consistency theory a. Bachelor’s degree in Computer Science
d. ERG theory b. Knowledge in COBOL
c. Writing programs to run network process on the mainframe
21.) Jenny who is paid a lot of money but has no control or d. Proficiency in basic computer language
responsibility over her job is neither motivated nor unmotivated.
While Gina who has tremendous control and responsibility over her 29.) You are commissioned to conduct a research on the performance
job but is not paid enough is unmotivated. On the other hand, Gemma of the insurance agents of San Telmo Burial Plans. As a researcher
you randomly assign 20 agents to receive funeral pre-arrangement
life training and 20 agents to receive no training. After the training
program, you look at the change in the clients’ burial plan spending. Halo effect
In this example, the dependent variable is
a. The agents who receive no training at all 37.) A fast food chain is looking for a crew who is outgoing and
b. The funeral pre-arrangement life training friendly with the costumers. Which basic criterion should the
c. The agents who undergo training manager look for?    
d. The clients’ burial plan spending a. Competencies
b. Skills
30.) A theory developed by McClelland suggests that those c. Personal characteristics
employees who are strongly motivated by jobs that are challenging d. Abilities
and over which they have some control are those who are strong in
their need for 38.) Which among the statements below best describes public
a. Control employment agencies such as the Public Employment Service Office
b. power (PESO) initiated by the LGU?
c. affiliation a. Charge the requesting company when the applicant takes the job.
d. achievement b. Charge the applicant with a fraction of the salary when the
applicant takes the job
31.) This refers to the selection technique using multiple assessment c. Primarily provide help to the unemployed find work
methods that allow multiple assessors to actually observe applicants d. Represent applicants applying for executive positions
perform simulated job tasks.
39.) According to Aldefer, which need is satisfied when an employee
a. Simulation desires to have the control to influence other employees in the
b. work sample department?
c. business game a. Power
d. assessment center b. Control
c. Affiliation
32.) These are the ones knowledgeable and who can give more d. Achievement
information about the job during the conduct of job analysis.    
a. Subject matter experts (SMEs) 40.) This documents the tasks performed in a job, the conditions
b. Change agents under which the job is performed and the requirements needed to
c. I/O consultants perform the job.      
d. Supervisors a. Job description
b. Job analysis
33.) Professors are often asked to provide recommendations for c. Job characteristics
students whom they know only from one or two classes. Such d. Job evaluation
recommendations are not likely accurate as only a fraction of
behavior is mentioned. This becomes a problem in the use of 41.) This method of evaluating employee performance involves
references and letters of recommendation due to comparing each possible pair of employees and choosing which one
a. unreliability of the source of of each pair is the better employee.
b. poor knowledge of the applicant a. Paired comparison
c. extraneous factors b. Ranking method
d. leniency c. Rating
d. Forced-distribution
34.) This is designed to simulate the types of daily information that
appear on a manager’s or employee’s desk. During the assessment 42.) What serves as the cornerstone of personnel selection is the
center, examples of job-related paperwork are stacked in a pile, and complete and accurate picture of a job. This is achieved through
the job applicant is asked to go through those papers and assess the a. Job analysis
issues as if he were actually on the job. This could include feedback b. Job classification
from other applicants. c. Job evaluation
a. Work sample d. Job design
b. business game
c. in-basket technique 43.) An error in rating performance occurs when the rater allows
d. simulation either a single attribute or an overall impression of an individual to
affect the ratings he makes on each relevant dimension.
35.) On the classified ads, “ to qualify for Police Officer, you must be a. Distribution error
a Filipino citizen, at least 21 years old but not older than 36 years old, b. Proximity error
a 20/20 vision, excellent health and physical condition and a c. Contrast error
NAPOLCOM Exam passer. “ This is the  is referred to as d. Halo error
a. Job Context
b. Job Specification 44.) When the rating made on one dimension affects the rating made
c. Job Analysis on the dimension that immediately follows it on the rating scale is a
d. Job Application rating error called
a. Distribution error
36.) Studies indicate that physically attractive applicants have an b. Proximity error
advantage in interviews over the less attractive ones and applicants c. Contrast error
who dress professionally receive higher interview scores than those d. Halo error
poorly dressed. This is one problem with the unstructured interviews
under 45.) The field of I/O Psychology that concentrates on workplace
a. Lack of relatedness design, human-machine interaction, physical fatigue and stress is    
b. contrast effect Organizational Psychology
c. interviewee appearance Industrial Psychology
Human Factor/Ergonomics
Personnel Psychology

46.) Analyzing jobs, recruiting applicants, training employees and

evaluating employee performance are tasks focused by what field in
I/O Psychology?  
Organizational Psychology
Industrial Psychology
Human Factor/Ergonomics
Personnel Psychology

47.) One who is intrinsically motivated will seek to perform well

because of the following, EXCEPT,
a. They enjoy performing the actual task
b. They find fulfillment in successfully completing the task
c. The seek for the challenge the task brings
d. They anticipate for rewards such as pay or praise

48.) Job evaluation is the process of scientifically evaluating the

__________ value of the job that relies on _____________ factors.  
a. Risk; contemporary
b.Performance; compliance
c. Monetary; compensable
d. Analysis; essential

49.) Instead of telling the applicant how much fun she will have
working on the assembly line, the recruiter honestly tells her that
although the pay is well above the minimum, the work is often boring
and there is little chance for advancement. This is one example of the
recruitment process known as
a. Person-task matching
b. realistic performance details
c. Realistic job preview
d. leveling off expectations

50.) The following are characteristics of a structured interview,

except
a. Interviewer based hiring decisions on gut intuition
b. There is a standardized scoring key to evaluate each answer
c. Job analysis as the source of questions
d. Applicants are asked the same questions