Free Printable Final Exam

1.

Which model sees disability as individual impairment?

a)

Rights model

b)

Social model

c)

Medical model

d)

Economic model

2.

RA 9442 is known as the:

a)

Magna Carta for Disabled Persons

b)

Fair Labor Standards Act

c)

Accessibility Act

d)

Disability Inclusion Code

3.

AIDS refers to the:

a)

Early stage of HIV

b)

Most severe phase of HIV infection

c)

Cure for HIV

d)

Temporary condition

4.

Confidentiality in the workplace protects an employee’s:

a)

Work schedule

b)

HIV status

c)

Salary rate

d)

Educational background

5.

Which diversity approach emphasizes non-discrimination?

a)

Strategic

b)

Equal Opportunity

c)

Rights-based

d)

Cultural

6.

Language barriers are part of:

a)

Cultural challenges

b)

Legal issues

c)

Organizational strategy

d)

Hygiene factors

7.

RA 9710 mandates the elimination of what?

a)

Customer complaints

b)

Gender discrimination

c)

Tourism taxes

d)

Seniority rules

8.

What does structured interviews help reduce?

a)

Innovation

b)

Bias

c)

Salaries

d)

Training costs

9.

HIV/AIDS was first identified during what decade?

a)

1950s

b)

1960s

c)

1980s

d)

2000s

10.

The Equality Act 2010 is a law from which country?

a)

United States

b)

Canada

c)

United Kingdom

d)

Australia

11.

What does RA 9442 addresses?

a)

Marketing rules

b)

Equal opportunity for PWDs

c)

Tourism policies

d)

Airline regulations

12.

Gender Sensitivity Training is mandated under:

a)

RA 9710

b)

DOLE standards

c)

Immigration laws

d)

Local government codes

13.

Why is diversity important in tourism?

a)

It increases product prices

b)

It reflects customer diversity

c)

It reduces training needs

d)

It limits service delivery

14.

The term “disabled” has replaced earlier terms because:

a)

They were too scientific

b)

They were easier to pronounce

c)

They were outdated and offensive

d)

They were legally required

15.

Equity theory explains that employees feel motivated when they:

a)

Compare differences

b)

Ignore others’ rewards

c)

Perceive fair treatment

d)

Receive strict rules

16.

Which best explains why HIV-positive employees may feel isolated?

a)

Supportive environment

b)

Fear of disclosure

c)

Inclusive policy

d)

Legal protections

17.

An integrated setting means disabled workers should be:

a)

Segregated

b)

Removed from tasks

c)

Included in the workplace

d)

Assigned only light duty

18.

Non-discrimination policies aim to:

a)

Reduce workplace productivity

b)

Encourage mandatory testing

c)

Remove infected workers

d)

Ensure equal opportunities

19.

Training should be continuous because:

a)

Single sessions rarely change behavior

b)

Laws frequently changed

c)

Budgets require spending

d)

Employees demand it

20.

Cultural competency training is vital in tourism because employees:

a)

Must sell expensive products

b)

Avoid customer contact

c)

Work in identical environments

d)

Interact with diverse clients

21.

The strategic diversity management means:

a)

Diversity is optional

b)

Diversity slows operations

c)

Diversity is isolated to HR

d)

Diversity supports organizational goals

22.

Communication facilities help employees with disabilities by:

a)

Limiting access

b)

Enabling information and interaction

c)

Replacing human communication

d)

Forcing independence

23.

Workplace discrimination affects HIV-positive employees through:

a)

Increased promotions

b)

Job security

c)

More benefits

d)

Social isolation

24.

Diverse selection panels help because they:

a)

Increase interview expenses

b)

Bring multiple perspectives

c)

Reduce hiring time

d)

Replace structured interviews

25.

An employer must apply the social model by:

a)

Fixing the employee

b)

Limiting job roles

c)

Removing environmental barriers

d)

Reducing promotion opportunities

26.

A worker cannot perform their current job even with accommodation. The employer should:

a)

Explore light duty reassignment

b)

Terminate immediately

c)

Publicize their disability

d)

Restrict communication

27.

A manager hears rumors about an employee’s HIV status. What is the correct response?

a)

Announce the rumor

b)

Protect employee confidentiality

c)

Conduct a public inquiry

d)

Ask coworkers

28.

A training officer must address HIV myths. The best tool is:

a)

Awareness programs

b)

Public disclosure sessions

c)

Punishments

d)

Employee surveillance

29.

A leader who motivates a multicultural team through vision applies:

a)

Transactional leadership

b)

Bureaucratic leadership

c)

Transformational leadership

d)

Coercive leadership

30.

A leader rewards employees for meeting performance metrics, therefore he is applying:

a)

Transformational style

b)

Transactional style

c)

Servant leadership

d)

Charismatic leadership

31.

A company conducts post-training surveys. This applies:

a)

Data manipulation

b)

Bias reinforcement

c)

Gender stereotyping

d)

Training evaluation

32.

If stigma persists despite policy, what is likely missing?

a)

Training

b)

New uniforms

c)

Parking

d)

Cafeteria rules

33.

Disability caused by environment and not impairment is defined by:

a)

Social model

b)

Medical model

c)

Rights model

d)

Impairment model

34.

Removing HIV-positive workers from tasks shows:

a)

Compliance

b)

Inclusion

c)

Segregation

d)

Equality

35.

An employer offering discounts and free medical services is complying with:

a)

Equality Act 2010

b)

ACAS

c)

ILO Code

d)

RA 9442

36.

A leader who inspires but fails to enforce rules, he is lacks:

a)

Transactional balance

b)

Transformational skills

c)

Emotional intelligence

d)

Cultural understanding

37.

Low engagement among marginalized groups indicates:

a)

Strong inclusion

b)

Weak support systems

c)

Good compensation

d)

Neutral performance

38.

A lack of cultural inclusion may lead to:

a)

Increased satisfaction

b)

Higher innovation

c)

Low performance

d)

Diversity success

39.

A workplace with very few women in leadership suggests:

a)

Selection equality

b)

Structural barriers

c)

Employee overperformance

d)

Legal compliance

40.

An organization that integrates diversity into goals demonstrates:

a)

Strategic diversity management

b)

Unplanned leadership

c)

Accidental inclusiveness

d)

Rigid structure

41.

A leader who ignores minority employees’ needs is demonstrating:

a)

Inclusive leadership

b)

Balanced leadership

c)

Unethical leadership

d)

Transformational leadership

42.

A strict confidentiality policy is strong when it:

a)

Shares status publicly

b)

Ensures privacy

c)

Requires disclosure

d)

Labels workers

43.

A good HIV policy should prioritize:

a)

Stigma prevention

b)

Isolation of affected workers

c)

Mandatory testing

d)

Reduction of people with HIV

44.

If disabled workers cannot access training, the company fails in:

a)

Work scheduling

b)

Safety requirements

c)

Medical provision

d)

Professional development equity

45.

Evaluating workplace architecture ensures:

a)

Structural accessibility

b)

Increased barriers

c)

Reduced mobility

d)

Segregation

46.

A company that only hires diverse employees but doesn’t support them is practicing:

a)

Authentic inclusion

b)

Tokenism

c)

Gender mainstreaming

d)

RA 9710 compliance

47.

HR can create anti-discrimination policies aligned with:

a)

Customer preferences

b)

Viral trends

c)

RA 9710

d)

Salary negotiations

48.

A training program for disabled employees should focus on:

a)

Equal skill development

b)

Limiting tasks

c)

Restricting opportunities

d)

Reducing access

49.

A monitoring plan must include tools for evaluating:

a)

Dress code

b)

Employee rumors

c)

Salary distribution

d)

Policy effectiveness

50.

Leaders can create motivation programs that emphasize:

a)

Uniform treatment only

b)

Employee recognition

c)

No cultural awareness

d)

Limited opportunities

51.

Communication facilities help disabled employees access information.

a)

True

b)

False

52.

Flexible leave is considered reasonable accommodation.

a)

True

b)

False

53.

HIV can easily be transmitted through casual contact.

a)

True

b)

False

54.

AIDS is the early stage of HIV infection.

a)

True

b)

False

55.

Transactional leadership emphasizes punishment only.

a)

True

b)

False

56.

Herzberg’s theory includes hygiene and motivators.

a)

True

b)

False

57.

Tokenism is a form of genuine inclusion.

a)

True

b)

False

58.

RA 9710 promotes gender mainstreaming.

a)

True

b)

False

59.

Transactional leadership can be too rigid for diverse teams.

a)

True

b)

False

60.

Equal opportunity approach ensures uniformity, not fairness.

a)

True

b)

False

61.

. A type of diversity training which organizations should provide gender-awareness programs, addressing stereotypes, harassment, work-life balance, and equity.

a)

Medical Model

b)

Monitoring and Evaluation

c)

Gender Sensitivity training

d)

Drafting the Policy

62.

Focuses on structure, rules, and rewards/punishments.

a)

Transactional leadership

b)

Transformational leadership

c)

Strategic Approach

d)

Needs Assessment

63.

Inspires and motivates employees through vision, trust, and empowerment.

a)

Transactional leadership

b)

Medical Model

c)

Rights model

d)

Transformational leadership

64.

The most severe phase of HIV infection.

a)

Support System

b)

AIDS

c)

HIV

d)

Drafting the Policy

65.

A virus that attacks the body’s immune system, specifically the CD4 cells.

a)

HIV

b)

Recognition and reward

c)

AIDS

d)

Training Benefits

66.

Views disability as a result of an individual's physical or mental limitations.

a)

Medical Model

b)

Rights model

c)

Collaboration Sessions

d)

Flexibility Leave Policy

67.

Views disability as a consequence of environmental, social, and attitudinal barriers.

a)

HIV

b)

AIDS

c)

Social model

d)

Rights model

68.

Regular monitoring of the policy’s implementation is essential to ensure that it remains effective and responsive to the needs of employees.

a)

Monitoring and Evaluation

b)

Recognition and reward

69.

Step for policy development to conduct a needs assessment within the organization to determine employees' understanding of HIV/AIDS.

a)

Support System

b)

Needs Assessment

70.

Best practices for performance and diversity which provide mentors, sponsors, and career pathways for diverse employees to succeed.

a)

Support System

b)

Strategic Approach

71.

High resignation among women may suggest unequal opportunities.

a)

True

b)

False

72.

Providing ergonomic equipment increases barriers.

a)

True

b)

False

73.

HIV workplace policies must evolve with employee needs.

a)

True

b)

False

74.

A transformational leader improves customer experience.

a)

True

b)

False

75.

Training programs should be designed with RA 9710 compliance.

a)

True

b)

False

Final Exam - THC 217

Total questions: 75

Worksheet time: 38mins

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