Module Review in Personnel Administration

Module 1: Introduction to Personnel Administration

Learning Chunk 1
A. Study Guide
1. Personnel administration is that part of administration which is concerned with people at
work and with their relationships within an organisation. It refers to the entire spectrum of
an organisation's interaction with its human resources from recruitment activity to retirement
process.
2. Personnel Administration is the totality of concern with human resources of an
organization. It is confine to activities such as recruitment, training remuneration, and
discipline. It is concerned with promoting and enhancing the development of work
effectiveness and advancement of human resources in the organization.
3. Personnel administration, better known as human resources (HR) management, is the
coordination and regulation of employees in a company. It involves organizing, recruiting,
hiring, training, and assessing workers. Conflict resolution and legal compliance also are
important aspects. With a good HR team doing their jobs well, a company will often be
ultimately more efficient and competitive, generating additional revenue.
4. The purpose of selection process is to pick up the most suitable candidate who would meet
the requirements of the job in an organisation best, to find out which job applicant will be
successful, if hired. To meet this goal, the company obtains and assesses information about
the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are
matched with the profile of candidates. The most suitable person is then picked up after
eliminating the unsuitable applicants through successive stages of selection process. How
well an employee is matched to a job is very important because it is directly affects the
amount and quality of employee’s work and overall performance and productivity of the
organization. When an employee performs poorly, either due to a poor work ethic or skills
mismatch, the entire company suffers. All businesses need to establish human resources
policies and procedures that ensure that the right person is selected for each job within the
company.

B. Practice Exercises
A. B.
1. c 1. True 6. True
2. c 2. True 7. True
3. d 3. False 8. False
4. a 4. True 9. True
5. d 5. True 10. True

Learning Chunk 2: Personnel Administration: A Science and Art

A. Study Guide
1. Personnel Administration is a science because it involves the systematic gathering data,
such as surveys, statistics, interviews, and observation. It is an art science it involves the
making of sound decisions.

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B. Practice Exercise
A. B. Fill in the blanks C. True or False
1. Personnel Administration 1. Art Science 1. True
2. A 2. Applied Science 2. True
3. C 3. Complex 3. True
4. D 4. Personnel Administrator 4. False
5. B 5. Personnel Administration 5. True
6. Specialist 6. False
7. Learning 7. True
8. Medical Science 8. True
9. Service 9. True
10. How, what, when and why. 10. True

Module 2: The Civil Service

Learning Chunk 1
A. Study Guide
1. The First Level Position, Second Level Position and the Third Level Position.
2. The First Level positions includes clerical, trades, crafts, crafts custodial positions
entrances which requires less than four years of college work. The second level positions,
includes professional, technical and scientific positions and requires at least four years of
college work. The third level positions cover those in the Career Executive Service which
includes, undersecretary, bureau director, and assistant regional director, chief of department
service, schools division superintendent, assistant schools division superintendent, and other
officials of equivalent rank.
B. Practice Exercises
A. B. Fill in the blanks C. True or False
1. C 1. First Level Position 1. False
2. A 2. Third Level Position 2. False
3. B 3. Second Level Position 3. False
4. A 4. First Level Position, Second level 4. True
5. C Position, Third Level Position 5. True
5. 6. False
6. Sub- Professional 7. False
7. Four 8. False
8. Less than four years 9. False
9. 3 10. True
10. Career

Module 3: Recruitment and Selection

Learning Chunk 1
A. Study Guide
1. Recruitment is the process of searching for, an identifying job candidates in sufficient
quantity to meet the current and future organizational needs.
2. Selection is the process of identifying an individual from a pool of job applicants with the
requisite qualifications and competencies to fill jobs in the organization.
3. The selection procedure is based on the existing merit promotion plan and other relevant
rules and regulations, the most qualified and the most competent from among the
applicants/candidates shall be screened by the Selection Board. The selection board shall
responsible for the adoption of a formal screening procedure and formulation of criteria for
the evaluation of applicants/candidates for promotion/appointment.
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B. Practice Exercise
A. B. Fill in the blanks C. True or
1. B 1. Recruitment 6. Government- False
2. D 2. 10 days wide 1. False
3. C 3. Civil service 7. Study Leave or 2. False
4. A Commission secondment 3. True
5. C 4. Chain Promotion 8. Most 4. True
6. C 5. Department-wide qualified/most 5. False
7. C competent 6. True
8. B 9. Selection 7. True
9. D Board (SB) 8. True
10. C 10. Assistance 9. False
Regional Director 10. True

Learning Chunk 2: Instrument/ Tool Used

A. Study Guide
1. Merit Promotion Plan, System Ranking Positions, Qualification Standards Manual,
Performance Appraisal System.
2. Personal Data Sheet, Certified True Copies of Transcript of Records, Report of Rating,
Certificate of Completion of attendance in conference/ training program,/ seminar/
workshops, Certificate of scholarship/award received, complete service records, latest
performance rating.
3. Evaluation forms Nos. II and III (Department of Culture and Sports Order No. 54, s.
1993)
B. Practice Exercise
A. Multiple B. Fill in the blanks C. True or
Choice 1. Merit Promotion Plan 6. Real and False
1. C 2. CSC Quality Standard Substantial 1. True
2. D of 1997 7. Administrative 2. False
3. D 3. Personal Data Sheet Case 3. True
4. B 4. Appointing Authority 8. Minimum 4. True
5. D 5. Lack of Confidence 9. Superior 5. True
6. A qualification and 6.True
7. C competence 7. False
8. C 10. Selection 8. True
9. A Board 9. True
10. A 10. True

Module 4: Appointments
Learning Chunk 1
A. Study Guide
1. Forms in triplicate copies, Signature of the appointing authority, Position Title, Date of
signing and Personal Data Sheet.
2. Three Copies
3. Personal Data Sheet
4. The date of signing shall be indicated below the signature or the initial of the appointing
authority.
5. The salary grade shall be indicated after the position title.

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B. Practice Exercise
A. Multiple B. Fill in the blanks C. True or
Choice 1. triplicate copies 6. updated False
1. A 2. Appointing Authority 7. properly and 1. False
2. D 3. Position Allocation completely 2. True
3. C List accomplished 3. True
4. B 4. Salary Grade 8. Original Copy 4.
5. C 5. below the signature 9. Space Provided 5. True
10. photocopied 6. True
forms 7. True
8. True
9. True
10. True
Learning Chunk 2: Nature Appointment
A. Study Guide
1. Employment Status may be permanent, temporary, substitute, coterminous, casual or
contractual.
Permanent Appointment is used to a person who meets all the minimum requirements of the
position to which he is being appointed including the appropriate eligibility.
Temporary Appointment is used to a person who, except for the appointment eligibility,
meets all the requirements for the position to which he is being appointed.
Substitute Appointment is used when the regular incumbent of a position is temporarily
unable to perform the duties of is position, as when he is on approved leave of absence/
suspension/ scholarship grant/secondment.
2. Regular Permanent, Original, Promotion, Transfer, Reemployment, Reappointment,
Reinstatement, Renewal.

B. Practice Exercise

A. Multiple Choice B. Fill in the blanks C. True or False

1. D 1. Regular Permanent 1. True
2. B 2. Initial Entry 2. False
3. C 3. Probationary 3. True
4. B 4. Increase in Salary 4. True
5. A. 5. Transfer 5. False
6. A 6. Movement 6. True
7. B 7. Transfer 7. True
8. C 8. head of the department or 8. False
9. D. Agency 9. False
10. Reappointment 9. Reemployment 10. False
10. exonerated

Learning Chunk 3
A. Study Guide
1. Temporary Appointment is issue to a temporary employee when he acquires the
appropriate eligibility or becomes fully qualified for the position to which he is appointed
while Provision Regular is issued when a provisional teacher qualifies and is registered as a
professional teacher.

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2. Demotion is the movement of an employee from one position to another with reduction in
salary and is not disciplinary in nature. In case a demotion shall be secured from the demoted
employee/
3. Upgrading Reclassification, this refer to the change in position title with the corresponding
increase in salary grade. The incumbent of a position in a permanent capacity which has been
upgrade/reclassified position without change in employment status, irrespective of whether
or not be meets the qualification requirements therefore.
4. Reassignment, Detail, Secondment.
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. B 1. Demotion 1. True
2. A 2. Upgraded/Reclassified 2. True
3. A 3. Reassignment 3. False
4. C 4. Detail 4. True
5. D 5. one year 5. False
6. B 6. Detailed employee 6. True
7. A 7. Secondment 7. True
8. D 8. Civil Service Commission 8. True
9. D 9. Memorandum of 9. False
10. C Agreement 10. True
10. Receiving Agency
Module 5: Modes of Separation
Learning Chunk 1
A. Study Guide
1. Resignation is a voluntary giving up one’s job or position. It is the termination of
employment, generally initiated by the employee.
2. Causes of Resignation
 Dissatisfaction about the wages and working condition,
 Misunderstanding with the supervisors or fellow workers.
 Inconvenient working hour
A. Multiple Choice B. Fill in the blanks C. True or False
1. D 1. Resignation 1. True
2. A 2. Higher 2. False
3. D 3. Separation Pay 3. True
4. D 4. Personal 4. True
5. B 5. Employee 5. True

Learning Chunk 2
A. Study Guide
1. Absent without approval leave (AWOL), Unsatisfactory or Poor Performance, Physical
and Mentally Unfit.
2. AWOL stands for, Absent without Leave
3. When an employee has been rated poor in one evaluation period.
4. Head of Office
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. C 1. Absent without leave 1. True
2. A (AWOL) 2. True
3. A 2. Return to work order 3. False
4. B 3. ground 4. True
5. D 4. Unsatisfactory 5. True
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 5. 30 days 6. False
6. poor 7. False
7. not later than 4th month of 8. True
the rating period 9. False
8. Physically unfit 10. True
9. Head of Office
10. Abnormally

Learning Chunk 3
A. Study Guide
1. Capability and Competence
2. Assault, drunkenness, stealing, bullying or serious breach of employer’s policies and
practices.
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. C 1. Civil Service Commission 1. False
2. A 2. Gross Misconduct 2. True
3. D 3. Drunkenness 3. True
4. B 4. Competence 4. True
5. A 5. two ways 5. False
6. Lateness or Absenteeism 6. True
7. Illness or injury 7. True
8. Civil Service Commission 8. True
9. Misled 9. True
10. Capability 10. True
Module 6: Prohibition on Appointment
Learning Chunk 1

A. Study Guide
1. No appointment official shall hold any other office or employment in the government
unless otherwise allowed by law by functions of his position. No elective or appointive
public officer or employee shall receive additional, double or indirect compensation, unless
specifically authorized by law, nor accept without the consent of congress, any present,
emolument office or title of any kind from any foreign government.
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. A 1. Law 1. True
2. C 2. who lost in an election 2. True
3. D 3. Certificate of candidacy 3. True
4. C 4. Resigned 4. False
5. B 5. Detail or assignment 5. false
6. Armed Forces 6. True
7. Relative 7. True
8. Executive Clemency 8. False
9. 9. True
10. Civil Service Commission 10. True

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Module 7: Protest
Learning Chunk 1
A. Study Guide
1.
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. B 1. Ineffective 1. False
2. A 2. anytime 2. True
3. A 3. terminate 3. True
4. C 4. Personal Delivery 4. True
5. C 5. The head of appointment 5. True
or agency 6. False
6.disapproved 7. True
7. Qualified next in rank 8. False
8. Civil Service Commission 9. True
9. Protester 10. False
10. by personal delivery

Module 8: Eligibilities

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Learning Chunk 1
A. Study Guide
1.
2. The RA No. 7836, provides that no person shall practice or offer to practice the teaching
profession in the Philippines without a valid certificate of registration and a valid
professional license from the Professional Regulation Commission.
3. An examinee should obtain a rating of at least 75% to be considered a superintendent
eligible; however, he can be certified for appointment only after he has successfully
completed the required trainings conducted jointly by the Department of Education and the
Career Executive Service.
4. Passing the Career executive Service examination given by the Career Executive Service
eligibility and the inclusion of his name in the roster of Career Executive service Eligibility.
5. Required to pass the Superintendent’s Examination before he/she can be assessed for
managerial capability and competence.
6. CESO I, CESO II, CESO III, CESO IV, CESO V, CESO VI
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. B 1. First Level. 1. False
2. C 2. Second Level 2. True
3. A 3. R.A. 1080 3. True
4. C 4. Presidential Decree no. 907 4. True
5. D 5. Philippine Professionalism 5. True
6. A of Teacher Act of 1994. 6. False
7. C 6. 3 years 7. True
8. C 7. CSC and DepEd 8. False
9. A 8. 75% 9. True
10. B 9. Career Executive Service 10. True
10. Testimonial Nomination
Process

Module 9: Attendance and Work Hours

Learning Chunk 1
A. Study Guide
1. All government official and employees are required to render eight (8) working hours a
day for five (5) working days a week or total of forty (40) hours a week, exclusive for time
for lunch.
2. 8:00- 12:00 am/1:00-5:00pm
3. 8:00- 12:00 am/1:00-5:00pm
4. Head of Office
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. B 1. 8 working hours 1. True
2. A 2. 40 hours 2. False
3. B 3. 6 working hours 3. True
4. A 4. 8:00-12:00/1:00-5:00 4. True
5. D 5. Head of Office 5. True
6. Time Cards 6. True
7. Conspicuous place 7. False
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 8. Presidential Appointees 8. False
9. Civil Service Commission 9. False
Memorandum Circular no. 14 10. True
s. 1989
10. Preparing lesson or
rendering other non-teaching
service.

Module 10: Staff Development

Learning Chunk 1
A. Study Guide
1. The value of training for the employees is to create an environment work climate
conducive to the development of personal skills, talents and values for better public
service.
2. There should be an organized scholarship committee at the division and regional level
composed of both representative from the elementary and secondary levels to screen and pre-
select nominees for specific scholarship program.
3. Competency Based Career and Personal Development Plan.
4.
5.
6. 5%
7.
8. Donor Country
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. A 1. Professional Growth and 1. True
2. C Development 2. True
3. B 2. 3. True
4. C 3. NEAP 4. True
5. A 4. Staff Development 5. True
6. C Division Human Resource 6. True
7. D Development Section 7. True
8. C 5. Managers of the Program 8. True
9. D 6. DepEd Central Screening 9. True
10. D Committee. 10. False
7. International Foreign
Scholarship
8. Bilateral Scholarship
Program
9. 3 Candidates
10.

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Learning Chunk 2:
A. Study Guide
1. No age limit is set unless otherwise specified by the donor country/institution in case of
foreign scholarship. For local scholarship, the candidate should not be more than 50 years
old
2. Grades/Course, Knowledge, Potential, Training Needs, Work Performance, Attitude,
Behaviour.
3. Open to all government employees.
4.
B. Practice Exercise

A. Multiple Choice B. Fill in the blanks C. True or False

1. C 1. 1 year 1. True
2. D 2. interview 2. True
3. A 3. Another participating 3. False
4. A School 4. True
5. Grades/Course, 4. 5. False
Knowledge, Potential, 5. Official Vacation Leave 6. True
Training Needs, Work 6. Agency Head 7. True
Performance, Attitude, 7. Relevance to work 8. True
Behaviour. 8. Immediate Supervisor 9. False
9. Regular 10. True
10. not more than 50 years
old

Module 11: Employee Welfare, Benefits, Incentives, Recognition and Awards.

Learning Chunk 1
A. Study Guide
1. Every employee is expected to perform his/her duties and responsibilities with efficiency
and effectiveness. The government, acknowledging the employee’s performance, in return,
grants benefits and other welfare assistance.
2. Leave of Absence, Maternity Leave, Paternity Leave, Special Leave Privileges.
3. Government Employee
4. Salary= Monthly Salary rate
X actual no. of days worked
22 days
5. Married male employees is entitled to paternity leave of seven working days for the first
four deliveries of his legitimate spouse. With more than 1 legal spouse shall be entitled for
an absolute maximum of four deliveries of whichever gives birth.
6. Funeral/mourning leave, Graduation Leave, Enrolment Leave, Wedding/anniversary
leave, Birthday Leave, Hospitalization Leave, Accident Leave, Relocation Leave,
Government Transaction Leave, Calamity Leave.

B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. D 1. efficiency and 1. True
2. D effectiveness 2. True
3. C 2. non-cumulative 3. True
4. A 3. married woman 4. True
5. C 4. pending administrative 5. True
case 6. True
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 5. frequency 7. False
6. 8. True
7. differed 9. True
8. 2 or more years 10. False
9. Contractual employees
10. Part-time employee

Learning Chunk 2
A. Study Guide
1. Officials and employees in the career and non-career service whether permanent,
temporary, casual or coterminous.
2. 10 days
3. Monthly Salary
X actual no. of days to be monetized = Money Value of the monetized
22 working days
leave
4. All officials and employee
5. 5 days
6. The head of agency.
B. Practice Exercises
A. Multiple Choice B. Fill in the blanks C. True or False
1. B 1. Provided that he may in the 1. True
2. C exigency of the service, cancel 2. False
3. D any previously scheduled 3. False
4. A leave. 4. False
5. D 2. 10 days or more 5. True
3. 5 days 6. False
4. forfeited 7. True
5. 10 days 8. True
6. 10 days 9. True
7. 5 days 10. True
8. Head of agency
9.
10. option
Learning Chunk 3
A. Study Guide
1. An officials or an employee who intend to sever his connection with his employee
2. TLB = S x D x CF
3. Officials and employees, excluding those in the teaching profession who are covered by
different provision of law.

B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. C 1. Terminal Leave 1. True
2. A 2. Terminal Leave 2. False
3. B 3. Salary Increase 3. False
4. D 4. Teaching Profession 4. True
5. D 5. bar or board examination 5. False
6. Contract 6. True
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 7. Academic requirements 7. True
8. Very satisfactory 8. True
performance 9. True
9. Refund to gross salary, 10. False
allowances and other
benefits.
10. Personnel Office
Learning Chunk 4.
A. Study Guide
1. Sick leave maybe applied where the officials or employee will undergo medical
examination or operation or is advised to rest in view of ill health duly supported by a
medical certificate.
2.
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. C 1. Teachers 1. False
2. A 2. Seven Years 2. False
3. B 3. Indefinite Leave 3. True
4. C 4. Proportional Vacation Pay 4. True
5. A 5. upon employee’s return 5. True
6. Notice of absence 6. False
7. Proper medical certificate 7. True
8. Head of Department 8. True
9. Cumulative 9. True
10. Sick leave credits 10. False
Module 12: Welfare/Benefits
A. Study Guide
1. Special Hardship Allowance, Hazard Duty Pay, Productivity Benefit, Cash allowance for
Teacher, Year-End Bonus and Cash Gift.
2. Section 19, R.A 4670 Magna Carta for Public School teacher.
3. Refers to compensation premium of allowance paid to officials and employees actually
assigned or stationed in a work area which exposes them to great danger, occupational risks
or perils to life.
4. Shall be based on individual personnel productivity and performance as evaluated and
determined by the heads of the respective offices or agencies in accordance with the policies
and standards set by the Civil Service Commission.
5. For the purchase of chalk, erasers, forms and other classroom supplies and materials
directly used.
6. All government personnel, whether appointive or elective under regular, temporary or
casual, and contractual personnel whose employment in the nature of a regular employee,
who are still in the service as of October 31 each year are granted year-end bonus and cash
gift.

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B. Practice Exercises
A. Multiple Choice B. Fill in the blanks C. True or False
1. C 1. Special Hardship 1. False
2. B Allowance 2. False
3. A 2. 25% 3. True
4. A 3. 5 days 4. True
5. D 4. Hazard duty Pay 5. True
6. A 5. Productivity Increase 6. False
7. D Benefits 7. False
8. B 6. Classroom Teachers 8. True
9. A 7. Government Personnel 9. False
10. D 8. Multi-grade 10. True
9. Magna Carta for Public
School Teacher
10. The special Education
Fund
Learning Chunk 2
A. Study Guide
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
B. Practice Exercises
A. Multiple Choice B. Fill in the blanks C. True or False
1. D 1. 20 years 1. True
2. C 2. continuous 2. True
3. A 3. R.A 8291 3. False
4. B 4. 15 years 4. True
5. A 5. Permanent Total Disability 5. False
6. C 6. Magic 87 6. True
7. C 7. R.A. 8291 7. True
8. C 8. Equivalent Record Form 8. False
9. C (ERF) 9. True
10. C 9. Merit and Length of 10. True
service
10. emergency

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Module 13: Employee Discipline
A. Study Guide
1. The purpose of establishing good discipline is to educate the employee’s in the
fundamental standards of behaviour and performance.
2. In applying this Hot-Stove Rule in disciplinary action, there must be company policies,
rules and regulations regarding certain behaviour and conduct which will issued and clearly
explained to employees and accepted by them for compliance.
3.
4.
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. C 1. personnel management 1. False
2. D 2. behaviour and performance 2. True
3. A 3. Douglas McGregor 3. True
4. A 4. Disciplinary Action 4. True
5. C 5. act 5. True
6. D 6. constructive 6. False
7. C 7. Rumours 7. True
8. D 8. Supervisor 8. False
9. B 9. Disciplinary Action 9. True
10. D 10. Immediate Supervisor 10. True
Learning Chunk 2
A. Study Guide
1. The purpose of disciplinary counselling is to discuss with and correct employees who have
erred, worked carelessly, disregarded orders, instructions and regulations, spoiled materials,
destroyed equipment and developed unsafe working habit and unhealthy attitudes.
2. The four section of Enforcement Discipline are: Section 1: Definition of Discipline,
Section 2: Disciplinary Actions, Section 3: Maintaining discipline, Section 4: Administration
Discipline.
3. Counselling, admonition, bawl-out, warning or reprimand, suspension, transfer, demotion,
discharge.
4.
B. Practices Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. A 1. Warning or reprimand 1. True
2. A 2. Bawl-out 2. True
3. A 3. Admonition 3. True
4. C 4. Simple admonition 4. False
5. D 5. Preliminary investigation 5. True
6. C 6. Friendly talk with the 6. False
7. B employee 7. False
8. Warning or reprimand 7. Discipline 8. False
9. D 8. Interview 9. False
10. A 9. Jokes or humorous remarks 10. True
10. Velvet-glove

Learning Chunk 3
Study Guide
1. The two approaches to employee discipline are negative and positive approach.
2. Abusive, threatening or profane language, carrying concealed weapons, deliberate damage
or removal of company property, dishonesty, deception or fraud, disorderly conduct,

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drunkenness or position of liquor within the company premises, failure to report injuries
according to prescribed procedures, etc.
3. The proper way of reprimanding an employee should be properly done, and should
produce undesirable effect. The guidelines should be observe to ensure the achievement of
the desired objectives of a reprimand, get all the facts, do it calmly and never in front of the
others, listen to his why, avoid sarcasm, etc.
4.
5.
Number of daily absence during the period X 100
= absenteeism rate
Average number of employees X Total number of
work days during the period
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. A 1. Poor supervision 1. False
2. C 2. Disciplinary action 2. False
3. C 3. Negative and positive 3. True
4. B 4. Absenteeism 4. True
5. D 5. Half the normal day 5. True
6. A 6. destructive 6. False
7. C 7. Insubordination 7. False
8. D 8. Self-discipline 8. True
9. C 9. Negative Discipline 9. True
10. B 10. Preventive Discipline 10. True

Module 14: Complaints and Grievances

Learning Chunk 1
Study Guide
1. Complaint is a spoken or written dissatisfaction that disturbs the worker enough to cause
a negative to be brought to the attention of the supervisor or manager. Grievance on the
other hand, may be defines as any dissatisfaction, complaint, irritation or misunderstanding
of an employee arising form of job, or his relationship with employer.
2. Complaint is a spoken or written dissatisfaction that disturbs the worker enough to cause
a negative to be brought to the attention of the supervisor or manager.
3. Grievance is any dissatisfaction, complaint, irritation or misunderstanding of an
employee arising form of job, or his relationship with employer.
4.
5. Individual Differences, Attitudes of Supervisors.
6. No two persons are alike.
7.
8. Classification of Grievances are; Open grievances, Hidden Grievances, Work-related
Grievances, Non-work-related grievances and imagine grievances.
9.
10.
11.
12.
13.
14.

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Tel. Nos. 325-8698/321-2269
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. B 1. Employer- employee 1. False
2. A 2. Promptly as possible 2. False
3. D 3. training and practice 3. True
4. D 4. complaint 4. True
5. B 5. Grievance 5. -
6. Problem employee 6. False
7. Individual Differences 7. True
8. Smart supervisor 8. True
9. Non-unionized 9. True
10. Hidden Grievance 10. True

Learning Chunk 2
Study Guide
1. Grievances usually arises from failure of the employee to serve satisfaction from his job,
from threat to his security on the job, from failure of the supervisor to understand him, or
from the employee’s mental, emotional maladjustment.
2. Investigating grievance involves three phases: the background of the grievance, the subject
and the solution or settlement.
3. The methods of dealing grievances are: by supervisor assuming the autocratic attitude, by
formal method of submitting the matter to the grievance directly to voluntary arbitration.
4. A company, regardless of size and whether unionized or not, must definite policies on
employees complaints and grievances. It must spell out the responsibilities of department
manager and all other involved in handling complaints and grievances.
5. a. Voluntary Arbitration presents final stage in the dispute resolution process.
b. Voluntary Arbitrator is any person accredited by the National Conciliation and Mediation
Board.
c.
d.
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. D 1. Grievances 1. False
2. B 2. Settlement 2. True
3. C 3. Subject 3. True
4. D 4. are minor 4. False
5. D 5. action 5. True
6. dissatisfaction 6. True
7. The second 7. True
technique/Democratic 8. True
8. Definite Policies 9. True
9. Grievance Procedure 10. True
10. Disciplinary Calls

ASIAN DEVELOPMENT FOUNDATION COLLEGE

P. Burgos Street, Tacloban City
Tel. Nos. 325-8698/321-2269
Module 15: Morale and Motivation
Learning Chunk 1
Study Guide
1. Morale is the total satisfaction derived by an individual from his job, his work-group, his
superior, the organization he works for and the environment.
2.
3. There are number of factors which affect employee morale, these may be classified
according to their sources as: the employee factors, management practices, outside factors
and the state of communication in the firm.
4. There are several methods used in finding the state of employee morale. The most
commonly used methods are counselling and exit interview.
B. Practice Exercise
A. Multiple Choice B. Fill in the blanks C. True or False
1. A and B 1. Morale and motivation 1. True
2. A 2. Morale 2. True
3. B 3. Michael J. Jucius 3. True
4. D 4. Educational, social and 4. False
5. C economic background 5. True
5. Good Communication 6. False
6. Poor Communication 7. True
7. Effective Communication 8. False
System 9. True
8. Counselling and Exit 10. False
Interview
9. Interview
10. Counselling
Learning Chunk 2
Study Guide
1. Motivation is a willingness to exert effort to achieve goal or objective for a reward.
2. Positive Motivation and Negative Motivation.
Positive Motivation is a human relation or leadership approach whereby subordinates
enthusiastically follow the leader’s will because of some possible gain, reward or satisfaction
they expect to get such as feeling of achievements, since of responsibility, appreciation,
promotion, etc.
Negative Motivation influences others to follow the leader’s will, but not because of any
expected advantage but if fair of punishment or the application of certain sanctions such as
losing some money or status, recognition, or even one’s job.
3. Money, Job security, Praise and recognition, Sense of Belonging, competition, delegation
of responsibility, employee participation, sincere interest in subordinates.
4. The employees, who are sufficiently motivated, move and act to follow the director desired
by the management.
5. McGregor’s Theory X and Theory Y, Maslow’s Hierarchy of Needs, Herzberg’s Two-
Factor Theory, Adam’s Equity Theory.

ASIAN DEVELOPMENT FOUNDATION COLLEGE

P. Burgos Street, Tacloban City
Tel. Nos. 325-8698/321-2269
Practice Exercises
A. Multiple Choice B. Fill in the blanks C. True or False
1. C 1. Motivate 1. False
2. B 2. Motivation 2. False
3. A 3. Negative Motivation 3. True
4. A 4. Positive Motivation 4. True
5. B 5. Negative Motivation 5. False
6. D 6. Induction or Orientation 6. False
7. C 7. Salary 7. True
8. D 8. J. Stacey Adams 8. True
9. B 9. Hierarchy of Needs 9. True
10. A 10. Goal Theory 10. True

ASIAN DEVELOPMENT FOUNDATION COLLEGE

P. Burgos Street, Tacloban City
Tel. Nos. 325-8698/321-2269