COLLEGE OF ENGINEERING, COMPUTER STUDIES

AND ARCHITECTURE

2nd TERM, AY 2019-2020 in EMGN42E CE301_MIDTERM_EXAM

General Instructions: Select the best answer from the list of choices and write the correct letter properly in any kind clean paper.
Avoid erasures and double answers. Write letter E if the answer is none among the choices.

I. Multiple Choice. (1 point each) Total: 50 points

b. Separations d. Voluntary c. Background Investigation a. Empowerment

a. Emotive Function a. Human Resource Planning a. Training b. Decode

b. Upward Communication c. Negative leadership d. Supporting c. Leading

c. Develop an idea b. Motivation b. Fair treatment of all employees d. Physical examination

c. Participative leadership b. Application Form c. Directive leadership a. Oral Communication

b. Selection a. Leadership d. Performance d. Autocratic leader

a. Performance Appraisal d. High expectation b. General recruiting b Job Specification

d. Motivation function d. Written Communication a. Communication b. Free-rein leaders

a. Monetary Reward b. Initial Screening Interview c. Job fair c. Workplace needs

b. Job Description c. Induction a. Physiology a. Job offer

c. Positive leadership a. Information Function d. Job enrichment d. Forecasting

a. Self-esteem b. Receiver a. Recruitment firms c. Communicate

b. Encode d. Legitimate Power a. Testing a. Human skills

a. Induction and Orientation b. Orientation c. Staffing d. Coercive Power

b. Demotion d. Termination c. Promotion a. Conceptual skills

1. It is kind of internal energy which drives a person to do something in order to achieve something.
2. It involves influencing other to engage in the work behaviors necessary to reach the organization goals.
3. It refers to staffing procedures which is act of choosing from those that are available the individual most likely to succeed on
the job.
4. It is a process of sharing information through symbols, including words and message.
5. In theories of motivation, this is the level of need that deals with one desire to be accepted and value by others.
6. It is a person who occupies a higher position has legitimate power over a person in lower positions within the organization.
7. It refers to the learning that is provided in order to improve performance on the present job.
8. Satisfaction of basic __________ : It is the managers responsibility to see that employees have the resources to do the job.
9. The communication process is the steps we take in order to successfully ________.
10. It refers to a movement by a person by a person into a position of higher pay and greater responsibilities.
11. Positive reinforcement and __________ : Most employees will attempt to live up to their manager’s expectations.
12. It refers to the movement from one position to another which has less pay or responsibility attached to it by employment
decision.
13. It is bases of power, when a person compels another to comply with through threats or punishment.
14. Internal motivation is driven by four factor such as feeling, thinking, doing and ___.
15. It is the will of the employee to resign and he must notify the company weeks before the resign.
16. It is the method of transmission should be determined in advance so that idea may be encoded to conform to the specific
requirements of identical methods.
17. It refers to the steps in staffing procedures which may be resignation, end of contract, lay-off, discharge or retirement.
18. It is the ability to build up confidence and zeal among people to create an urge them to be led.
19. It refers to the leaders who make decisions themselves, without consulting subordinates.
20. It is for people who have competence but lack of competence or motivation.
21. It pertain to the managers need to make every attempt to treat all employees in a pleasant and equitable manner.
22. It refers where the leader consults with the subordinates to seek their suggestions and then seriously considers those
suggestions when making decisions.
23. Involuntary or ______ is the last option that the manager exercises when employee’s performance is poor or when an
employee violate the company policies.
24. It refers to translating the message from the sender into form that will meaning to the recipient.
25. This are given to employees whose performance is at par (face value) or above standard requirements.
26. It measure a candidate’s relevant job skill and ability to learn on the job.
27. It is a written statement of the content and location on the organizational chart of each job.
Prepared by: Engr. John Paolo P. Severino, MBA

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 28. It refers to the communication process which the message may be initially received by a machine or by person.
29. It is an assessment of future human resources needs in relation to the current capabilities of the organization.
30. It is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts
on the organization’s effectiveness.
31. The goal of _____ is to match people with jobs so that the realization of the organization objectives will be facilitated.
32. It is designed to ensure that the personnel needs of the organization will be constantly and appropriately met.
33. It is mostly involves hearing the words of the sender, although sometimes, opportunities are provided for seeing the sender’s
body movements.
34. It defines the background, experience and personal characteristics an individual must have in order to perform effectively in
the position.
35. It refers to the forms of communication, where the sender seeks to communicate through the written word.
36. It is message from lower-level positions to persons in higher positions.
37. It involves workers being given a wider range of more complex, interesting and challenging task surrounding a complete unit
of work.
38. It is function of communication which information provided through communication may be used for decision-making at
various work levels in the organization.
39. It means delegating more power to employees to make their own decisions over areas of their working life.
40. The purpose of ______ is to evaluate each candidate and to pick the most suited for the position available.
41. It is the truthfulness of a candidate’s resume or application form will be sought from one or more of the candidate’s
references or previous employers.
42. It is design to ensure that the candidate can perform effectively in the position for which he/she is applying.
43. Motivation is the Key to Performance: _______ is considered to be a function of ability and motivation.
44. It is used to make a quick evaluation of the applicant’s suitability for the particular job.
45. It compares an individual’s job performance against standards or objectives developed for the individual’s position.
46. It provides the interviewer with the basic information needed for the interview.
47. It designed to help the selected individuals fit smoothly into the organization.
48. It refers to function of communication when feelings are repressed in the organization, employees are affected by anxiety,
happiness, bitterness, satisfaction, which, in turns, affect performance.
49. Where the leader focuses in clear task assignments, standards of successful performance, and work schedules.
50. Leaders who set objectives and allow employees or subordinates relative freedom to do whatever it takes to accomplish
these objectives, are called _____.

II. Determine whether the following Theory of Motivation is A - Frederick Winslow Taylor, B – Elton Mayo, C - Abraham
Maslow, D - Frederick Herzberg. (1 point each)

51. He is along with Frederick Herzberg introduced the Neo-Human Relation School in the 1950’s, which focused on the
psychological needs of employees.
52. Worker are then paid according to the number of produce in a set period of time.
53. He expected to see productivity levels declines as lighting or other conditions became progressively worse.
54. He focused on managers taking more of interest in the workers, treating them as people who have worthwhile opinions and
realising that workers enjoy interacting together.
55. He believed that business should motivate employees by adopting a democratic approach to management.
56. His method were widely adopted as business saw the benefits of increased productivity level and lower unit costs.
57. Interesting the work is and how much opportunity it gives for extra responsibility, recognition and promotion.
58. Firms could also afford to lay off workers as productivity levels increased.
59. He isolated two groups of women workers and studied the effect on their productivity levels of changing factors such as
lighting and working conditions.
60. He put forward a theory that there are five levels of human needs which employees need to have fulfilled at work.

-End-

Prepared by: Engr. John Paolo P. Severino, MBA

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