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WorksheetsI/O Psychology
Total questions: 234
Worksheet time: 2hrs 11mins
A company is considering using Al tools to automate reference checks by analyzing patterns in past performance reports and social media activity of applicants. Some HR staff are concerned that relying too heavily on Al may miss context, nuance, or personal traits not captured digitally. Why or why not should HR use Al-assisted reference checks as part of the hiring process?
Because Al can efficiently process large volumes of reference data, highlight trends, and save time,
Because combining Al-assisted reference checks with traditional verbal or written references allows HR to triangulate information, capturing both quantitative patterns and human insights.
Because relying solely on Al reduces bias from human evaluators
Because Al can flag inconsistencies or potential red flags in applicant histories, but final judgment should still include human interpretation to ensure fairness and accuracy.
Developed the hierarchy of needs, a theory of human motivation based on fulfilling various needs levels
Abraham Maslow
Mary Parker Follett
Elton Mayo
Douglas McGregor
A large retail company in Manila plans to hire 100 seasonal employees for the Christmas rush. The HR team posts an announcement on social media and quickly receives more than 500 applications. However, many of the applicants either lack the required customer service experience or do not meet the minimum educational background. The HR manager is concerned that screening all 500 applications manually will take too much time, and the company risks not filling the positions before the holiday season. As the HR consultant, why would developing a short online screening test be the BEST next step to address this problem?
Because it ensures fairness in the selection process by giving every applicant a chance to be interviewed.
Because it provides a quick, objective, and standardized way to filter applicants who meet the minimum requirements.
Because it allows the company to immediately invite all applicants to a one-day mass hiring event.
Because it avoids the need to evaluate resumes or educational background at the initial stage.
What does it mean for the employees if they carry out zero-hours contract?
Employers and employees would have less agreements.
Employees with zero-hours contract are paid like the regular employees regardless of their productivity.
It offers work-life balance.
The employers will be able to save money.
A medium-sized company with about 50-60 employees is experiencing very high demand from clients. As a result, employees are overworked, stressed, and showing signs of burnout. As an Industrial/Organizational (/0) Psychology Practitioner, which of the following interventions would be the MOST effective in addressing both the high demand and employee well-being?
Require employees to work overtime until more staff can be hired.
Immediately increase employee salaries to motivate them to work harder.
Conduct a workload analysis, redesign jobs if necessary, and recommend recruitment of additional employees.
Implement stricter monitoring and penalties to ensure maximum productivity.
A medium-sized company in Cebu is rapidly expanding and plans to open two new branches within the year. The Human Resources Department has been tasked with hiring 30 new enmployees across various roles, including administrative staff, customer service representatives, and technical personnel. The HR manager notices that the company has been relying solely on employee referrals and walk-in applicants in the past, which has worked for filling a few positions. However, with the growing demand, this approach is no longer sufficient. The HR team also realizes that their job postings are vague, often just listing "Qualifications: Graduate of any course" without specifying skills or competencies. Some applicants complained during previous recruitment cycles that the job descriptions were unclear, and some who were hired eventually resigned after a few months, citing job mismatch and "unclear expectations." The company wants to avoid repeating these mistakes, since high turnover will slow down its expansion. As an l/o psychology practitioner tasked to improve the recruitment process, what is the most appropriate first step?
Develop structured job postings that highlight organizational culture and employee benefits.
Conduct a systematic job analysis to identify duties, requirements, and competencies.
Create standardized interview protocols to ensure fairness and consistency across applicants.
Establish partnerships with schools and job boards to broaden the applicant pool effectively.
A retail company is experiencing high employee turnovers and low morale. Which organizational model would be most effective addressing these issues through employee engagement strategies?
Organizational culture theory
Scientific management
Systems theory
Structural functionalism
A pharmaceutical company is developing new drug products and needs a structure that allows for rapid decision-making. Which organizational structure would best suit their needs?
Functional structure
Divisional structure
Matrix structure
Team-based structure
An organization is undergoing rapid technological changes, and employees are resistant to adopting new tools. Which change management theory can help facilitate this transition?
Chaos theory
Kotter's 8-step change model
Systems theory
Organizational development theory
What is considerably the main focus of I/O Psychology as a science?
Work-life balance
Manpower management
People at work
Career advocacy and development
A. I/O Psychologists observer behavior of employees at their workplace under well controlled and systematic conditions.
B. I/O Psychologists apply the scientific method in their endeavour inside the boundaries of the workplace.
Only A is true
Only B is true
Both A and B are true
Neither A nor B is true
What is considerably the purpose of I/O Psychology?
To enhance the dignity and performance of human beings
To improve the worth and act of the organization they work in
To advance advancing the science and knowledge of human behaviour
All of the above
I/O psychology is the ____ study of human behaviour concerned with collecting the information regarding human behaviour at ___?
Applied; organization
Systematic; work
Scientific; job
Artful; work
According to I/O psychology, what affects the work of an individual?
Personal circumstances
Work conditions
Both personal and work circumstances
What is arguably and considerably one of the possible applications of research outputs in I/O Psychology?
Personnel administration
Case management
Company operations
Policy implementation
Which of the following is NOT one of the major concerns of I/O psychology
Cultures and traditions
Training and development
Administration and legislation
Leadership and management
I/O Psychology is concerned with the application of information about human behaviour to the various problems of industrial human life. What characteristic of the field is being described?
Systematic
Functional/applied
Scientific
All of the above
It studies the various methods of performing manual operations for the better utilization and the least waste of effort
Industrial psychology
Organizational psychology
Industrial/organizational psychology
Human-factors engineering
Scientific selection and placement of is being done in I/O Psychology through:
Proficient recruitment procedures
Comprehensive psychological assessment
Methodical hiring process
All of the above
Work should be properly divided according to the worker's:
Abilities
Skills/aptitudes
Personality
All of the above
Which intervention strategy carries the highest risk of reducing employee well-being and productivity in the short term due to high levels of uncertainty, job loss fears, and widespread disruption of established norms?
T-Group Sensitivity Training
Job Rotation Programs
Goal Setting and Management by Objectives
Major Restructuring
Which of the following interventions best exemplifies a large-scale organizational change that fundamentally alters the company's formal structure, authority lines, and delegation of power to improve overall effectiveness?
Deploying a new, standardized performance appraisal system across all departments
Conducting a series of workshops focused on improving inter-departmental communication and conflict resolution
Undertaking corporate estructuring, like redefining the organizational chart, departmental boundaries, and formal reporting systems
Implementing an extensive job enrichment program that provides greate autonomy and variety to individual employees
When Jollibee acquired Mang Inasal, it integrated Mang Inasal's grilled menu into its product line while maintaining its own brand identity. What does this show about Jollibee's approach to organizational change?
It focused on cost reduction rather than innovation.
It avoided changes to maintain stability.
It centralized operations to limit product variety.
It used merger and acquisition to expand and adapt.
Samsung quickly adjusts its product designs and prices in response to Apple's latest releases. What driver of change is influencing Samsung's decisions?
Economic downturn
Internal leadership shifts
Government policies
Market competition
A manufacturing company plans to transition to a digital inventory system. The management decides to hire an external consultant to lead the change initiative. Which of the following best explains why this external change agent is an effective choice?
The consultant has previously worked for the company and understands its long-standing practices.
As an outsider, the consultant can provide fresh insights and objective strategies unclouded by internal biases.
The consultant is more invested in maintaining harmony among existing teams than introducing new approaches.
Employees are more likely to trust someone from outside than their current supervisors or managers.
Imagine you are a leader deciding between organizational development and organizational transformation to address declining performance. Which would you choose and why?
Organizational development, because it ensures systematic, continuous improvement.
Organizational transformation, because it drives radical shifts to address systemic issues.
Organizational development, because it emphasizes quick, tactical adjustments.
Organizational transformation, because it avoids the need for long-term planning.
Garden Niyo, a food manufacturing company in the Philippines restructures its packaging process after the government enforces stricter environmental regulations under the Extended Producer Responsibility (EPR) Act of 2022. Which of the following is the most likely external factor driving this organizational change?
Shifts in consumer preferences for eco-friendly products
New government regulations promoting environmental responsibility
Internal audits identifying inefficiencies in packaging
Competitive pressure from brands already using sustainable materials
What is the primary difference between organizational change and organizational transformation?
Change focuses on short-term tactical adjustments, while transformation addresses fundamental shifts in strategy, culture, and operations.
Change emphasizes strategic growth, while transformation is limited to process adjustments.
Transformation occurs without planning, while change is always systematic.
Change involves leadership changes, while transformation focuses on infrastructure.
How does Organizational Change differ from Organizational Development?
Organizational Change is always gradual, while Organizational Development is immediate.
Organizational Change refers to specific actions or transitions, while Organizational Development is a long-term, systematic process.
Organizational Change focuses on cultural improvement, while Organizational Development focuses only on technical changes.
Organizational Change is planned, while Organizational Development is reactive.
A leader is engaged in a conflict where both parties have moderately important goals. What sitution would explain why a leader be most likely and justified to choose the Accommodation conflict style over the Competition style?
When the issue is critical to the organization's mission.
When maintaining a long-term, positive relationship with the opposing party.
When a rapid, clear decision is needed under extreme time pressure.
When the leader is certain that their position is correct.
Imagine you are managing a workplace conflict where both parties refuse to compromise. Using a Raffy Tulfo-style approach to resolution, which of the following third-party interventions would be most effective?
Facilitate a mediation where both parties are guided to reach mutua understanding through dialogue.
Assign a neutral party to relay messages between sides without direct confrontation.
Step in as an assertive third party, hear both sides publicly, and impose a firm binding solution to resolve the issue.
Allow the parties to resolve the conflict on their own, without any third-party involvement.
Which of the following best illustrates a cause of conflict based on the jurisdictional ambiguity in the Philippine setting?
In the 2025 budget, the education sector received the largest allocation of 1.053 trillion pesos, while the military's modernization program received 35 billion pesos, less than initially proposed.
The Department of Education (DepEd) depends on the Department of Budget and Management (DBM) to release funds for school programs.
A barangay complains about a clogged canal. The LGU says it's the DPWH's job, while DPWH says it belongs to the LGU. No one fixes it because both think the other is responsible
Marcos Jr. and Duterte differ in leadership styles-Marcos being more technocratic, while Duterte prefers a more direct, authoritative approach, leading to clashes in decision-making on government programs.
A team of volunteers is working on organizing a Cordillera youth summit. Most members are focused on logistics, task checklists, and deadlines, but no one is fostering group morale or ensuring that all voices are heard. What should the team leader do to improve the group process?
Encourage members to increase productivity by assigning more task-oriented roles.
Continue with the current setup since task focus ensures faster completion.
Assign or recruit someone to take on a social-oriented role to balance team dynamics.
Reduce the number of meetings to limit interpersonal tension caused by individual
A significant politcal crisis has emerged from a bitter feud between the Senate President and the Speaker of the House, leading to tensions that affect governance. What type of conflict is this?
Interpersonal conflict
Individual-group conflict
Group-group conflict
None of the above
Alex has been asked to organize team meetings for a newly formed project team. He feels anxious, and his teammates are still polite, unsure of their roles, and cautious in their interactions. Based on this situation, which of the following best indicates that the team is in the forming stage of development?
Team members begin to work smoothly toward goals with strong cooperation and high performance.
Team members start to clarify expectations and task assignments
Team members begin to compete for control and decision-making
Team members interact respectfully but remain guarded and uncertain.
A project manager at a La Union-based startup is assessing whether to organize a group of staff as a formal team. The task involves cross-functional input, shared accountability, and regular collaboration. Which of the following best supports calling this group a team?
Each person works independently and focuses mainly on individual performance.
Members often compete for leadership roles and resist shared authority.
Interactions remain formal, and personal input is discouraged.
Members depend on one another's input and skills to achieve a common goal.
Employees feel their skills are underused and see no clear path for growth. How should HRM and HRD work together to respond?
HRM strengthens evaluations; HRD builds training and career plans.
HRM adjusts pay; HRD redesigns the performance system.
HRM ensures legal compliance; HRD offers skills and growth programs.
HRM and HRD jointly hire external trainers for all staff.
When is it recommended to utilize labor relations over employee relations?
When resolving a dispute between two employees over daily task assignments.
When negotiating collective bargaining agreements with an organized union.
When conducting performance reviews and issuing individual feedback.
When implementing internal wellness programs for employee morale.
Which of the following is not an example of one of the steps involved in strategic planning at all levels of an organization?
Determining the organization's short-term purpose and the values that guide its actions.
Conducting a comprehensive analysis of the company's strengths, weaknesses, and external factors.
Setting measurable goals and defining clear directions to achieve organizational success.
Creating a detailed plan of action to allocate resources and execute specific strategies for goal attainment.
Which of the following best describes the purpose of Human Resource Planning (Workforce Planning)?
An HR officer analyzes trends and gaps to plan future staffing.
A manager assigns employees to tasks they personally enjoy, even if they lack the needed skills.
A department head hires contractual workers only during the holiday season to meet customer demand.
An HR manager enforces stricter rules, believing it will solve high turnover across all teams.
A company is planning to make significant changes to its business processes to improve customer service and reduce operational costs. Which of the following best describes the approach the company is likely to use?
Labor Relations
Succession Planning
Compensation System
Reengineering
What is a key difference between Talent Management and HRM?
Talent management handles recruitment; HRM handles promotions.
HRM focuses on hiring; talent management focuses on payroll.
Talent management develops top talent; HRM handles general admin tasks.
HRM and talent management are exactly the same.
Which of the following best describes the difference between training and learning in Human Resource Development (HRD)?
Training is informal and self-directed, while learning is always structured and led by an instructor.
Training focuses on building specific job skills, while learning involves ongoing personal and professional growth.
Training happens outside the organization, while learning takes place only during work hours.
Training happens outside the organization, while learning takes place only during work hours.
Which of the following best distinguishes mentoring from coaching in Human Resource Management?
A senior staff supports a junior over time with career advice, while a supervisor helps an employee meet short-term performance goals.
An employee reads a handbook to learn rules, while another attends a seminar for new skills.
A new hire joins orientation on company culture, while another rotates departments to gain experience.
Two staff collaborate on a project for teamwork, while another completes an online training course alone.
A manager is deciding between employee training and human resource development to address skill gaps within the organization. Which of the following best shows the difference between the two?
Training is for career growth; HRD is for immediate tasks.
HRD uses external programs; training stays in-house
Training is short-term; HRD supports long-term growth.
HRD replaces training through evaluations.
Nestlé wants to improve workforce capabilities. Which of the following reflects Human Resource Development (HRD) rather than Organization Development (OD)?
Rolling out a company-wide change initiative to improve cross-functional collaboration.
Revising the corporate structure to eliminate redundant managerial layers.
Launching an internal review to align team culture with performance goals.
Implementing technical training to build employee competencies for future roles.
What is the key difference between Human Resource Management (HRM) and Human Resource Development (HRD)?
HRM focuses on training and developing employees, while HRD involves broader management functions like recruitment and payroll.
HRM is concerned with managing people within an organization, while HRD focuses on enhancing employee skills, growth, and career development.
HRD emphasizes employee retention, while HRM focuses on employee termination processes.
HRM deals with organizational strategies, while HRD only handles legal compliance.
A weaving enterprise in Conner, Apayao plans to expand to urban markets like Baguio and Manila. Which approach best reflects a well-aligned strategy across product, money, people, and process to support successful market entry?
Refines product designs to match urban tastes, retaining current pricing and production methods for consistency.
Broadens product offerings to increase market reach, building on the business's creative strengths.
Redesigns products for urban markets, allocates funds for marketing and logistics, trains staff, and upgrades operations.
Accelerates product launches to build momentum and capture early sales opportunities.
ln a Benguet food processing facility, tasks are unclear and staff roles overlap, leading to frequent errors. What needs improvement?
Product and money
Process and product
People and process
Process and money
Why is it important for a company like SM Corporation to align its organizational structure with its strategy of diversification across retail banking, and property?
It allows the company to focus solely on one core industry, minimizing operational complexity.
It ensures that each business segment operates independently, without coordination or resource sharing.
It enables specialization and accountability within each business unit, supporting the diverse strategy.
It simplifies decision-making by consolidating all business activities under a single leadership team.
Given the importance of coordinated disaster response in the Philippines, why would a network structure be more effective for disaster risk management than a hierarchical structure?
It promotes coordination among independent organizations and allows flexibility in responding to diverse needs.
It enables centralized control over all operations to ensure uniformity in response efforts across agencies.
It reduces external collaboration to prevent conflicting protocols from different organizations.
It assigns specific disaster types to agencies, minimizing the need for cross-sector coordination.
In the context of reducing corruption in the Philippine government, what organizational change could improve accountability and transparency within a hierarchical structure?
Introducing more levels of management to ensure clear authority and control.
Encouraging a decentralized approach where each department has more autonomy.
Shifting toward a flatter structure with clearer reporting lines and fewer bureaucratic hurdles.
Creating separate departments with conflicting policies to prevent coordination problems.
What is a potential consequence of the Philippine government's decentralization of services to local government units (LGUs) through the Mandanas Ruling?
It increases centralization by empowering regional offices to make decisions independently.
It may result in the duplication of resources as each LGU operates with more autonomy.
It eliminates the need for collaboration between national and local governments.
It leads to the immediate resolution of inefficiencies in government service delivery.
It is defined as a set of propositions that explain or predict how groups and individuals behave in varying organizational structures and circumstances.
Organizational Theory
Classical Theory
Systems Theory
Motivation Theory
Which of the following is not a basic component of Classical Theory?
A system of differentiated activities
People
Authority
Input and Output
Functional is to ______ as Scalar is to ______.
Horizontal; Vertical
Vertical; Horizontal
Horizontal; Horizontal
Vertical; Vertical
This refers to the number of subordinates a manager is responsible for supervising.
Span of control
Staff function
Division of labor
Unity of command
In this framework, the organization is viewed as a machine—a pragmatic machine whose focus is simply to run more effectively.
Scientific Management
Bureaucracy
Administrative Management
Neo-classical
He developed a relatively universal set of organizing principles for managers to apply in organizations.
Frederick Taylor
Max Weber
Henri Fayol
Tom Holland
He conducted the Hawthorne Studes, highlighting the importance of social factors and informal groups in influencing worker behavior.
Douglas McGregor
Abraham Maslow
Elton Mayo
Mary Parker Follett
Proposed Theory X and Theory Y, contrasting assumptions about employees and suggesting management approaches based on trust and empowerment
Abraham Maslow
Elton Mayo
Douglas McGregor
Mary Parker Follett
Pioneered participative management, encouraging employee involvement in decision-making
Robert House
Mary Parker Follett
Henri Fayol
Douglas McGregor
Which of the following is not typically recognized as one of the core functions of a manager?
Planning
Commanding
Controlling
Cooperating
An employee receives instructions from only one manager to avoid confusion in completing a task. This example BEST refers to which principle of Administrative Management?
Unity of Command
Unity of Direction
Division of Work
Scalar Chain
This theory recognizes the importance of individual or group behavior and emphasizes human relations.
Neo-classical Theory
Classical Theory
Systems Theory
Motivation Theory
Which theory is based on the idea that we compare the ratios of what we bring to a situation and what we get out of it with what others bring to and get out of the situation?
Expectancy Theory
Equity Theory
Goal-Setting Theory
Needs Theory
Which of the following is not a recommended way to resolve underpayment inequity?
Increasing outcomes
Decreasing inputs
Changing the comparison other
Decreasing outcomes
These individuals are altruistic and are relatively content with receiving lower outcomes for their inputs.
Benevolents
Givers
Equity-sensitives
Two of the options are correct
Which organizational theory traces its origins to the biological sciences?
Neo-classical Theory
Classical Theory
Systems Theory
Motivation Theory
Which of the following is not a key element of Open Systems Theory?
Input
Throughput
Output
Entropy
According to this theory, there is no particular managerial action or organizational design that is appropriate for all situations.
Contingency Theory
Classical Theory
Systems Theory
Motivation Theory
This refers to the division of labor as well as the patterns of coordination, communication, workflow, and formal power that direct organizational activities, and arrangement of work functions within an organization designed to achieve efficiency and control.
Organizational Theory
Organizational Structure
HRM
HRD
This occurs when an employee assumes more responsibility over their tasks.
Job Enrichment
Job Enlargement
Job Rotation
Job Crafting
Which type of departmentalization allows an organization to handle regional issues more effectively and efficiently?
Functional
Product
Geographic
Customer
Which of the following best helps employees answer questions such as “Who do I go to if I have a problem?” or “To whom am I responsible?”
Delegation
Span of Control
Centralization
Chain of command
The degree to which decision-making power rests at the upper levels of the organizational hierarchy.
Decentralization
Centralization
Focused
Slanted
This is the most common organizational structure in which employees are grouped, with every employee having one clear supervisor.
Hierarchical
Functional
Matrix
Divisional
A disadvantage of this organizational structure is the possibility of silos within the organization.
Hierarchical
Functional
Line
Divisional
There are usually two chains of command in this organizational structure.
Hierarchical
Functional
Network
Matrix
A flat organizational structure has a/an:
Long chain of command & narrow span of control
Long chain of command & wide span of control
Short chain of command & wide span of control
Short chain of command & narrow span of control
One of the main forces pushing toward this kind of organizational structure is the recognition that an organization has only a few core competencies.
Hierarchical
Matrix
Network
Divisional
In this organizational structure, failure of one company does not threaten the existence of the others.
Hierarchical
Matrix
Network
Divisional
This refers to the utilization of individuals to achieve organizational objectives.
Human Resources Development
Human Resources Management
Organizational Development
Employee Training
Who among the following performs tasks in a variety of HR-related areas?
Executive
Specialist
Generalist
Admin
It is the process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve organizational objectives.
Job Analysis
HR Planning
Recruitment
Staffing
This refers to the systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period.
Job Analysis
HR Planning
Recruitment
Selection
This refers to pay that a person receives in the form of wages, salaries, commissions, and bonuses.
Benefits
Indirect Financial Compensation
Core Compensation
Two of the options are correct
This refers to how fair the job’s pay rate is when compared to other jobs within the same company.
External Equity
Internal Equity
Individual Equity
Procedural Equity
A formal system of review and evaluation of individual or team task performance.
Labor relations
Performance Appraisal
Performance Management
Career Development
These comprise the HRM activities associated with the movement of employees within the organization, such as promotions, demotions, terminations, and resignations.
HR Planning
Labor Relations
Internal Employee Relations
Performance Management
This is a continuous development function that intends to improve the performance of people working in the organization.
Human Resources Development
Human Resources Management
Organizational Development
Employee Training
This is designed to provide learners with the knowledge and skills needed for their present jobs.
Development
Training
Career Planning
Career Development
A formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed.
Career Planning
Career Development
Organizational Development
Employee Training
People with this kind of occupational orientation are attracted to occupations that involve physical activities requiring skill, strength, and coordination.
Realistic
Investigative
Artistic
Conventional
People with an enterprising occupational orientation are also known as:
Thinkers
Helpers
Persuaders
Organizers
______ is a procedure for providing new employees with basic background information about the firm.
Onboarding
Orientation
Training
Two of the options are correct
Which of the following is not a step in the ADDIE model?
Analyzing
Directing
Developing
Evaluating
Who proposed the widely recognized stages of group development known as Forming, Storming, Norming, Performing, and later Adjourning?
Lewin
Tuckman
Herzberg
Maslow
Flight attendants are an example of what type of work teams?
Production Teams
Advisory Teams
Management Teams
Service Teams
What term describes actions in which a company alters a major component of its organization, such as structure, strategy, or processes?
Organizational Development
Organizational Change
Organizational Transition
Organizational Behavior
Which type of change occurs when the individual is forced to respond to a change initiated by others rather than taking the initiative themselves?
Self-Initiated Change
Evolutionary Change
Imposed Change
Revolutionary Change
The goal of this step is to reduce the forces that are striving to maintain the status quo.
Unfreezing
Moving
Refreezing
Defrosting
This is a planned, organization-wide effort to increase organizational effectiveness through behavioral science knowledge and technology.
Organizational Development
Organizational Change
Organizational Transition
Human Resources Development
In Carnall’s (2008) Five Stages of Major Organizational Change, which stage occurs when employees start to believe that change will actually happen and become defensive, justifying their previous ways of working?
Denial
Defense
Discarding
Exploration
Which type of organizational change involves reducing the size of an organization?
Downsizing change
De-merger change
Structural change
Relocation change
What type of organizational change involves making corrections or improvements to existing systems, processes, and structures to increase efficiency and effectiveness?
Developmental Change
Transformational Change
Process and System Change
Remedial Change
______ is a procedure for providing new employees with basic background information about the firm.
Onboarding
Orientation
Training
Two of the options are correct
A formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed.
Career Planning
Career Development
Organizational Development
Employee Training
It is the process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve organizational objectives.
Job Analysis
HR Planning
Recruitment
Staffing
In this organizational structure, failure of one company does not threaten the existence of the others.
Hierarchical
Matrix
Network
Divisional
This is the most common organizational structure in which employees are grouped, with every employee having one clear supervisor.
Hierarchical
Functional
Matrix
Divisional
Cherry Fer, a growing company, is looking to expand its operations in a rapidly changing industry. Management is choosing an organizational model. Which option best represents the strategic approach derived from Modern Organizational Theory that is vital for the company's success in this environment?
Prioritizing formal rules and hierarchical authority to ensure disciplined behavior and consistent application of standards.
Standardizing and optimizing individual tasks to achieve maximum technical efficiency and predictable output consistency
Maintaining internal flexibility and open systems thinking to adapt organizational structure and processes to environmental volatility and strategic growth needs.
Centralizing all key planning and decision-making to reduce confusion and strengthen top-down control during the expansion phase
A software development company is struggling with project delays, unclear *1/1 leadership, and declining team morale. The teams are composed of highly skilled professionals who value autonomy but still require occasional guidance to stay aligned with organizational goals. Management is exploring leadership approaches to enhance motivation and effectiveness. Which of the following best explains why empowering team members to lead collaboratively would be effective in this context?
Because it allows leaders to adjust their approach based on team needs, offering the right mix of support and direction.
Because it emphasizes employee well-being and growth, with leaders acting as mentors and facilitators.
Because it enables team members to share leadership roles, use their expertise and maintain autonomy while staying aligned with goals.
Because it matches the leader's natural style with the team's performance and relationship structure.
After every session, the lecturer in your review center regularly asks for feedback and uses it to improve future sessions. Imagine that this lecturer is an organization, which organizational theory best describes this approach?
Motivational Theory
Scientific Management Theory
Human Relations Theory
Open Systems Theory
According to Max Weber, which characteristic best reflects Bureaucracy within an organization?
Frequent use of temporary project teams and flexible reporting lines
A clearly defined hierarchy supported by formal, written rules and procedures
Decentralized decision-making among autonomous work groups
Employment and promotion based on personal connections and social standing
Which of the following keywords best describes the focus of Classical Management Theory?
Structure, hierarchy, and efficiency
Employee satisfaction and motivation
Adaptability and flexibility in changing environments
Focus on the human belonging needs of employees
Industrial-Organizational Psychology covers concepts such as motivation, leadership, and organizational structure. Which of the following best applies the principles of organizational theory?
While most national agencies follow strict protocols, the National Disaster Risk Reduction and Management Council (NDRRMC) adjusts its actions based on the situation.
Topo, a member of the Philippine National Police, reports to two superiors-the Regional Director and the Director of the Intelligence Unit -as part of his assignment in the Cordillera region.
In January 2021, Shopee faced issues with delivery riders complaining about delayed salaries, unpaid incentives, and the non-payment of accident insurance.
When Vince Dizon served as head of the Bases Conversion and Development Authority (BCDA), he pushed for the development of New Clark City and the transfer of part of its operations from Metro Manila to Clark.
Which of the following best differentiates the industrial side from the organizational side of I/0 Psychology?
The industrial side focuses on improving employee well-being, while the organizational side deals with hiring and training.
The industrial side focuses on individual performance and job analysis, while the organizational side deals with motivation, leadership, and culture.
The industrial side studies group dynamics, while the organizational side measures employee performance.
The industrial side is concerned with management, while the organizational side is about labor unions.
What is considerably the purpose of I/O psychology?
To enhance the dignity and performance of human beings
To improve the worth and act of the organizations they work in
To advance advancing the science and knowledge of human behavior
All of the above
A. I/O psychologisits observe behavior of employees at their workplace under well controlled and systematic conditions.
B. I/O psychologists apply the scientific method in their endeavor inside the boundaries of the workplace.
Only A is TRUE
Only B is TRUE
Both A and B are TRUE
Neither A nor B is TRUE
Which of the following is NOT one of the major concerns of I/O psychology?
Cultures and traditions
Training and development
Administration and legislation
Leadership and management
Work should be properly divided according to the worker's :
abilities
skills/aptitude
personality
all of the above
A. Most of the problems aeise in the industries are connceted to human relation
B. If workers' feel at ease with their surroundings, then automatically they got motivated, and productivity will be higher
Only A is TRUE
Only B is TRUE
Both A and B are TRUE
Neither A nor B is TRUE
How is industrial relations developed?
By studying the attitudes of the workers and the employees
By examining the thoughts, feelings, and behavior of the people at work
By adopting different measures to solve problems relating to worker's experience
None of the above
Time and motions studies aim to:
Identify the amount of time required to perform a single task
Identify the amount of energy needed to perform a task in the quickest possible time
Improve efficiency of manufacturing industries by improving productivity of workers
All of the above
Which of the following factors contributed to the development of I/O psychology as a science?
Industrialization
High Birthrate
Education and urban growth
All of the above
Munsterberg was the author of which book that is highly influential to the development of I/O psychology as a science?
(a)
How does Hawthorne Effect apply in the industrial and organizational setting?
Existence of informal employee work groups and their controls on production
Importance of employee attitudes
Value of having a symphatetic and understanding supervisor
All of the above
Olene was hired as a cashier in a company in spite of the fact that she has a bachelor's degree in psychology. Upon restructuring of the organization, her job was refesigned under the human resource office. This is what aspect of I/O psychology?
Selection and placement
Training and development
Organizational development
Performance appraisal
How should a proper performance appraisal be done on the onset?
Identify criteria or standards for determining performances
Identify key persons that need to be evaluated and the ones who will evaluate
Identify specific jobs and its requirements for evaluation
All of the above
Organizational development is highly important aspect of any workforce for what specific reason?
Organizational structure analysis
Satisfaction of the employees and its customers/clients
Effectiveness of the entire organization itsself
All of the above
Which of the following is the study and practice of personnel psychology?
Cultivating healthy organizational culture
Job analysis
Maintaining balance between work and personal life
All of the above
A. Research in I/O psychology showed that people who demonstrate success early in their career are more likely to be promoted than those who are less successful early in their career
B. There is also a positive relationship between the level of initial job challenge and later success for employees in a variety of occupations in many different organizations
Only A is TRUE
Only B is TRUE
Both A and B are TRUE
Neither A nor B is true
Which of the following common preferences among employees arguably could lead to a more stable and productive job performance?
challenging, interesting, and meaningful work
high salary
opportunities for advancement
job security
Which of the following is NOT TRUE about the recruitment process?
It aims at developing and marinating adequate supply of labor force according to the need of the organization
To provide sufficiently large group of qualified candidates, so that suitable candidates can be selected out of them
Preparing the right kind of candidate on the right job
It facilitates the maximum pool of candidate with minimum cost
Which od the ff internal factors affect most significantly the manpower of the HR operations in terms of the recruitment process?
Organizational strategy
Organizational size
Recruitment policy
Cost incurred
A certain company requires more prodessional to perfor various jobs to meet the demands of their clients. However, there is a very little supply in the market to meet their demand. How should the company deal with this?
increase the production by extending work hours of the employees
outsource manpower to meet the demand
provide special training and development programs for the emplotees to meet the demands
none of the above
Which of the following factor can misleadingly confound the recruitment process; i.e., a recuiter based his/her initial impression of the applicant's look
economic status
personality style
physical attractiveness
overall being
In performing job analysis, which of the following is NOT included?
Information about the tools or equipments used
The cost used by the organization during the recuirtment process
The operations being performed
The education and training required
Which of the following is NOT true about the selection process
it investigates the nature of the job
it determines the most effective menas of identifying characteristics in potential employees
it identify how potential employees are sourced
it performs other recruitment decisions based on the organizational structure
Mon's company selection process involves using a psychological test with a norm based from their satisfactory performing employees' scores on the said test. What selection technique is being described?
(a)
Jinji was hired in a company for the position she applied in despite of having a mismatched qualification. As a result, the production of her department deteriorated. This is an example of what selection?
(a)
You are conducting a job analysis for a specific position. You want to know how the work or job is being performed specifically by the employees holding such position. What technique is then deemed to be best in this situation?
(a)
What is a "true negative" selection process?
Individuals who were correctly selected for hire because they became successful employees
Individuals who were correctly rejected for employment because they would have been unsuccessful employees
Individuals who were incorrectly rejected for employment because they would have successful employees
Individuals who were incorrectly accepted for employement because they were unsuccessful employees
It is a method of assessing individuals in which information pertaining to past activities, interests, and behaviors in their lives is recorded
biodata
application blank
biographical inventory
all of the above
A. The nature of work in the twenty-first century has significant impact on the importance of organizational training programs.
B. Training programs must be related to job performance before their results can be applied to career decisions
Only A is TRUE
Only B is TRUE
Both A and B are true
Neither A nor B is true
Which of the following is NOT true about training?
To increase productivity
Organizations whould improve the quality of work
It helps in creating skill inventory by which a company fulfill its future personnel needs
Inspiring junior executives to do better work
Which of the ff is a TRUE difference between training and development?
Training is a short-term process while development is long term in nature
Training gives conceptual/theoretical knowledge while development give technical knowledge and skills
Training involves only managerial personnel while development is designed for both managerial and non-manegerial personnel
Training has a broader overview and consider general knowledge while development is specific and has job related purpose
Which of the following is NOT an importance of training and development
optimum utilization for workforce
healthy administrative functions
porductiviity and profitability
team spirit
Training and development helps building the positive perception and feeling about the organization. The empoyees get these feelings from leaders, subordinates, and peers. This is called?
(a)
What is considered to be the first step in formulating a training program?
organizational analysis
task analysis
person analysis
none of theseeee
It refers to the degree of similarity between knowledge, skills, and abilities learned in training and the KSAs needed to perform the job
(a)
Which of the ff is NOT part of the pre-training environment?
National and international policies
Supervisor attitudes towards training
Resources available for training
Employee participation in needs assessment
Who among the ff has arguably a decisive role in enhancing the training program?
Managers
Supervisors
Trainees
All of the above
Which of the ff is an extrincis factor that affects the employee's participation in a training program?
JOb involvement
Self-efficacy
Locus of control
Pre-training expectations
It is a new approach to management training that involves one-to-one training sessions in which a coach works with a manager to improve a particular aspect of manager's job performance.
(a)
In this stage, people may change in interests, values, and lifestyle which ultimately affect their career decision making.
(a)
Which of the ff is NOT true about Holland's typology?
There are 6 basic types of work environments: realistic, investigative, artistic, social, enterprising, and conventional
People search for environments where they can use their skills and abilities and express their values and attitudes
People who choose to work in an environment which is very challenging to their personality type are more likely to be succesful and satisfied.
How one's act and feel at work depends to a large extent on one's workplace (or skul) environment.
Performance management is done through which procedure?
Appraisal
Evaluation
Assessment
All of the above
Which of the ff is NOT true about the objectives of performance management?
To give feedback to the employees about their past performance
To find out any gap between actual and the desired performance of the employees
Provide clarity of the expectations and responsibilities of the functions to be performed by the employees
To provide sanctions to the grieveances of the employees
Which of the ff is NOT a purpose of performance appraisal?
validation of employee selection techniques
employee improvement
administrative functions
to supply information to management for personnel decisions
A. Performance apprasial enhances the quality of organizational and individual decisions
B. Performance apprasial provides a rational, legally defensible basis for personnel decisions
ONLY A IS TRUE
ONLY B IS TRUE
BOTH A AND B ARE TRUE
NEITHER A NOR B IS TRUE
It aims to make the organization run more smoothly by contributing in ways that go beyond one's particular job. What component of Performance Appraisal is being described?
(a)
Which among the ff methods reduces supervisory biases?
critical incident method
group appraisal method
field review
graphic rating scale
In this method the performance appraisal of the employees is judged in terms of cost and contribution of the employees.
(a)
Which of the ff is the main objectives of Management by Objectives (MBO)?
participative goal setting
alternative course of action
informed decision-making
all of the aboveeeee
ASsessment center is a comprehensive performance appraisal method which includes what?
psychological tests
business games
simulated exercies
all of the above
In this error, the rater assesses a disproportionately large number of rates as performing well (positive leniency) or poorly (negative leniency) in contrast to their true level of performance
(a)
Which of the ff is TRUE about improving performance evaluation?
Employees should not be allowed to particiapte actively in the evaluation process
The post-evaluation interviewer should adopt an evasive attitude so as not to taint the result
The interviewer should focus on personal characteristics of the employees in order to further improve his/her task perforamance
The employee and the supervisor should establish jointly specific goals to be achieved in the period before the next evaluation.
Which of the ff is considered as intrinsic motivation in the workforce?
financial security
satisfaction from work
fringe benefits
promotion
A. According to Acquired Needs Theory, the need to achieve as an adult is influenced by the reinforcement of behavior received as a child when a child is encouraged to do things independently.
B. According to the Hierarchy of Needs Theory, if a child is reinforced for warm, human relationships, then the need for affiliation as an adult develops.
Only A is true
Only B is true
Both A and B are true
Neither A nor B is true
Which among the following is an example of a Hygiene Need based Motivator-Hygiene Theory?
achievement
recognition
career advancement
none of the above
A. The assumptions of Theory X are that most poeple will avoid work because they don't like it and must be threatened or persuaded to put forth adequate effort.
B. The assumptions of Theory Y are that work is very natural to people and that most people are self-directed to achieve objectives to which they are committed.
ONLY A IS TRUE
ONLY B IS TRUE
BOTH A AND B ARE TRUE
NEITHER A NOR B IS TRUE
In Hackman and Oldham's Job-Characteristics Theory, which job characteristic has the degree to which a job requires completion of a whole, identifiable piece of work?
(a)
Which of the ff is NOT true about redesigning based on Job-Characteristic Theory?
Combine small, specialized tasks to form larger work units to enhance skill variety and task identity
Arrange tasks in natural, meaningful work units to promote worker responsibility - this will enhance task identity and task significance
Allow workers to directly interact with clients or end users to enhance skill variety, autonomy and feedback
Provide workers the opportunity to learn from performance evaluation results
How would Valence-Instrumentality-Expectancy (VIE) Theory explain human behavior in the workplace?
worker's expectations about their ability to accomplish something will affect their success in accomplishing it
expected use of work-related resources are important in determining improved performance among workers
worker's aptitudes and abilities and their expectation from their work environment are significant element in performing one's job
all of the above
Expectancy theory as a specific component of VIE Theory is based on what?
individual's effort
actual performance
the desirability of outcomes
all of the above
What is valence called in the context of VIE theory?
the value of or preference for a particular outcome
the amount of effort of an individual to achieve a goal
the capacity of the individual to perform a task
the degree of attractiveness of a task relative to the individual
How does valence being determined as per VIE Theory?
people will ask themselves whether or not they can accomplish a goal
people's view of how important is the goal to them (in the immediate as well as the long term)
perception of what course of action will provide the greatest reward
all of the above
Which of the ff can VIE theory be applied in the context of the work environment?
incentive system
stock ownership
achievement recognition schemes
all of the above
What is "equity" in the workplace according to J. Stacy Adams?
congruence between inputs and outputs
lack of favoritism toward one side or another
the practice of giving an employee what is their due
all of the above
Which of the ff is an example of Outputs based on Adam's Equity Theoy?
benefits
working conditions
status symbols
all of the above
What is distributive justice?
manifested by providing knowledge about procedures that demonstrate regard for people's concern
the fairness wiht which people are treated within an organization and the timelines. completeness and accuracy of information received in an organization
the fairness with which the outcomes or results are distributed among members of an organization
none of the above
Which of the ff is NOT TRUE about Locke and Latham's Goal-Setting Theory?
easier goals lead to higher levels of job performance
the more specific the goal, the more concentrated the person's effort in its pursuit and the more directed the behavior
the more difficult and specific the goal, the greater is the motivation to attain it
the theory assumes people set acceptable target objectives and then channel their efforts in pursuit of them
A. B.F Skinner was a highly controversial cognitive psychologist known for his work in operant conditioning and behavior modification.
B. His reinforcement theories take into consideration both motivation and the environment, focusing on stimulus and response relationships
ONLY A IS TRUE
ONLY B IS TRUE
BOTH A AND B ARE TRUE
NEITHER A NOR B IS TRUE
A salesman who sometimes get paid after each sale and at other times, after two or three sales. What type of reinforcement schedule is being described?
(a)
Which of the following is an example of fixed ratio schedule?
a virtual assisstant who gets paid on an hourly basis
a hospital employee who gets flexible bonus
a real estate agent who gets a commission after each sale
none of the above
Sayeed however, of the same company, believes that he must remain with the organization due to the time, expense and effort he has to put into it or the difficulty he would have in finding another job. What organizational commitment is it?
(a)
Which of the following factors significantly affect job satisfaction of an employee
length of the job experience
emotional stability
social status
all of the above
A. Changes in job status (promotion), pay, working conditions, and relationships with coworkers are all very important factors to job satisfaction
B. Job satisfaction and life satisfaction are negatively correlated.
ONLY A IS TRUE
ONLY B IS TRUE
BOTH A AND B ARE TRUE
NEITHER A NOR B IS TRUE
A. Members in a team interact by exchanging information, sharing resources and coordinating with and reacting to one another in the cause of accomplishing the group task
B. There is always some degree of interdependence within the members of the team as well as interdependence among different teams in an organization
ONLY A IS TRUE
ONLY B IS TRUE
BOTH A AND B ARE TRUE
NEITHER A NOR B IS TRUE
Teams are one means of performing work and one way to differentiate teams is by their?
objectives
structure
composition
membership
A type of team focused on executing a well-defined plan or objective
problem-resolution team
creative team
tactical team
ad hoe team
A type of team focused on developing innovative possibilities or solutions
ad hoe team
problem-resolution team
tactical team
creative team
What does a Parallel or Cross-Functional Team do?
consists of representatives from various department within an organization
formed to produce onetime outputs
provides general directions and assisstance to other teams
members interact through electronic communication and mat never meet face to face
A. To form a group, there should be at least two ro more individuals involved
B. There is no maximum limit of the group
ONLY A IS TRUE
ONLY B IS TRUE
BOTH A AND B ARE TRUE
NEITHER A NOR B IS TRUE
In a very large group, which of the following could suffer significantly?
communication
organization
structure
relationships
Which of the ff plays a major role in a formation of FORMAL TEAM or GROUP?
company rules and regulations
administrative requirements
interactions among members
merit system and membership
Which of the ff plays a major role in a formation of an INFORMAL TEAM or GROUP?
company rules and regulations
administrative requirement
interactions among members
merit system and membership
What is arguably the main purpose of making a team or group?
improving individual performance
increasing production
ccultivating organizational dynamics
achieving a set of objective
What is considerably the most important criterion in selecting/designating a group leader?
output
performance
experience in the company
scope of connection
Which of the ff is TRUE about team dynamics?
Only selected members of the group forms collective identity
All memebrs of the group should feel that they part of the group
Privileged members should be made aware about their membership
Groups are made to increase compnay production and sales
What is the purpose of group norms?
set of rules or guidelines of accepted behavior
to monitor the behavior of its members
to define how operation and transaction should work
all of the above
It is the degree to which group members are attached to each other and are motivated to reside in the group
group cohesiveness
group composition
group structure
group organization
What is the ultimate goal of group membership?
member's well defined self-identity
member's sense of esteem
member's ease in performing the job
none of the above
Differences in behalf can pose certain challenges in group membership. What source of diversity could this come from?
ethnicity
gender of diversity
culture
all of the above
Since members of a group have a diverse background, what factor is considered most important when it comes to grouping methods?
personality characteristics
mental ability
aptitude
values
Which of the ff is NOT a function of a leader?
responsible for the overall perforamnce of the team
ensure that the best use is made of each team member's potential
corrects mistakes of the individual members to achieve the goal of the team
influences the way in which team effort is applied
A group leader seeks to impose some pattern on the outcome of team activities. This is a role of the leader as a:
innovator
shaper
trend setter
follower
A team is designed to get things done by turning concepts and plans into practical working procedures. What function of a team is being described?
creator
finisher
completer
worker
A team advances new ideas and strategies and looks for possible new ways to address problems. This is a function of a?
creator
finisher
completer
worker
How does a leader perform its duties as a team facilitator?
Supports members in their strengths
Helps compensate for their weaknesses
Improves team communication
All of the above
Which of the following is NOT included in Homan's Theory of Group Formation?
activities
dynamics
interactions
sentiments
Which of the ff is NOT true about exchange theory?
It is based upon the cost outcomes of interactions
Individual in a group interact with one another not just in a physical propinquity sense, but also to achieve many group goals.
Rewards from interactions gratify needs
Cost incur anxiety, fatigue, frustration
At this stage of group formation, the group generates critical information necessary to solve the problem at hand.
latent
adaptation
integration
goal attainment
Balance theory of group formation states that person are attracted to one another on the basis of similar attitudes toward commodity, relevant object and:
propinquity
similarity
goal
value
During the forming stage, which of the following is a major concern?
decision making
cohesiveness
conflict resolution
none of the above
Janine's group has assimilated a common set of expectations of what defines correct member behavior. This is what stage of group development?
forming
storming
norming
performing
A. Group development is complete after performing
B. Adjourning is not a formal stage of group development
ONLY A IS TRUE
ONLY B IS TRUE
BOTH A AND B ARE TRUE
NEITHER A NOR B IS TRUE
Which of the ff is NOT a characteristic of an informal group?
Created and maintained to fulfill specific needs or task of the organization
Communications flow in all direction especially horizontal
Authority is given by the group members
Group members behavior are regulated by their own norms, values, and veliefb
Task or command group are created in an organization to solve what kind of concern or issue?
social loafing
decreased in sales
absenteeism
all of the above
Individuals joins a vocational group primarily to
make a living
satisfy the need for companionship of others
gain prestige
all of the above
A group created for an organizational purpose also made its members feel the sense of belongingness. This most likely will make the group well formed. What factor does play in this scenario?
security
autonomy
companionship
personal development
By joining a group, individuals can reduce the feeling of "standing alone". People feel stronger, have fewer self-doubts and are more resistant to threats when they are part of a group. Therefore, group provides:
affiliation
power
security
status
Sarah primarily holds good working relationships among her colleagues as the source of her job satisfaction. Hence, it is very important for her to have what is her company?
status
affiliation
self-esteem
goal attainment
A "power" in a group setting work through:
collective action
leadership balancing
group think
all of the above
It gives a prescribed behavior which will be expected from the group members.
norms
organization
dynamics
structure
A manufacturing company is experiencing high turnover rates among its production workers. The management believes that a redesign of the job roles might help improve job satisfaction and retention. What is the first step in the job analysis and design process?
Conducting employee satisfaction surveys
Identifying key job tasks and responsibilities
Implementing a new compensation plan
Hiring an external consultant
A software development company is adopting a matrix organizational structure. What aspect of job analysis becomes particularly crucial in this context?
Job Rotation
Job Enrichment
Job Specialization
Role Ambiguity
A retail company is considering implementing a flexible work arrangement for its sales representatives. What concept in job design is most relevant to accommodate this change?
Job Rotation
Flextime
Job Enrichment
Task Significance
A human resources manager is conducting a job analysis for a position in a highly dynamic and fast-paced industry. Which job analysis method is most suitable in this context?
Position Analysis Questionnaire (PAQ)
Task Inventory
Critical Incident Technique (CIT)
Observational methods
A company is undergoing a restructuring process, and several positions are being combined to create a new role. What job analysis component is crucial in determining the necessary skills for the new position?
Job context
Job tasks
Job requirements
Job specifications
Acompany is using the Job Components Inventory (JCI) to gather information about various jobs. What aspect of jobs does JCI primarily focus on?
Job requirements
Job context
Job characteristics
Job tasks
A tech company is implementing job enrichment strategies to enhance employee motivation. What is a key feature of job enrichment?
Increasing the number of tasks
Reducing employee autonomy
Simplifying job responsibilities
Decrease skill variety