Rain observed that Ayan, Chow, and the rest of the Boys at the Back formed a seating arrangement that resisted reassignment. Despite formal seat plans, they always regrouped at the back corner of the room. This is best explained by all except which of the following organizational perspectives?

Ackami and Nye often argue over who gets to lead their group activity. Their tension escalates to GD’s office, where it’s discovered that their roles weren’t clearly explained. Which of the following is least likely emphasized in a bureaucratic setup?

Winter complained to Kath that he felt burnt out due to juggling academics, student council work, and his part-time foodpanda job. Based on Administrative Theory, this case best highlights issues in:

Chow prefers to do things “his own way” and rarely consults Rain or follow protocols. He often gets away with it because he’s popular and well-liked. This behavior is most reflective of:

Tom was surprised to find Kino, the school lawyer, leading a group of faculty and students in a crisis simulation after a fire drill. All but which of the following would explain Kino’s presence in terms of classical theory?

Rain notices that whenever she gives a directive, Ayan nods—but then does something else based on group consensus with Chow and Nye. Which of the following modern organizational views is least unlikely to explain this behavior?

Kath and GD want to restructure Tondo High’s task forces to better manage student behavioral interventions. They consult organizational charts, define scope, and assign designated roles. This approach reflects:

During student court, Kino acts as a facilitator between Chow and another student. Both agree to terms after a heated confrontation. Which of the following processes best describes this situation?

Principal GD wants to make strategic decisions involving student policy with Rain and Kath. However, he still makes the final call. Based on the Vroom-Yetton model, this situation reflects:

Rain sees that Tom doesn’t speak much in class, but does all the documentation and tech work quietly and accurately. During group activities, Tom’s contributions are always functional, even if unrecognized. All but which of the following concepts apply here?

After a heated altercation with a rival gang from a nearby public school, Ayan and the Boys at the Back faced the wrath of the administration. Principal GD laid down the final terms: disband the gang or face expulsion. Rain, their teacher, who had long hoped they'd change, intervened alongside Kath and school lawyer Kino, who proposed a development program focused on restorative leadership, organizational awareness, and student motivation.

Which of the following is least consistent with a systems-oriented response to the incident involving the Boys at the Back?

Which leadership intervention would be the least appropriate if Principal GD intends to apply the IMPACT Theory in a context of rising disorganization?

All but which of the following would most likely support an open systems approach in handling the aftermath of the gang fight?

Rain begins coaching Ayan using the Four Drive Theory. Which drive is least likely activated if Ayan is focused on proving his potential and being seen as more than a delinquent?

Which among the following would be least likely considered a motivating hygiene factor in Herzberg’s Two-Factor Theory as the school revises its discipline system?

Kath wants to assign peer leaders based on Maslow’s Self-Actualization level. Who among the following students would be least likely to represent this stage?

If Principal GD uses Situational Leadership Theory, which style is most appropriate if Chow is eager to redeem himself but lacks the skills to facilitate class projects?

In the context of LMX Theory, which of the following is least likely a behavior Rain should exhibit to elevate Nye from the out-group?

Which situation least reflects the application of the Socio-Technical Approach as the school redesigns its student reform system?

All of the following are likely administrative strategies EXCEPT:

While assigned to community service by the gate, Ayan and Chow engage in a heated argument—each blaming the other for the fall of the gang. In a twist of fate, they encounter the same rival gang. Ayan, now influenced by her reformative path, refuses to fight. Chow defends him physically, choosing loyalty but disappearing from school afterward, unwilling to return out of pride and wounded trust.

Rain is informed by a witness. The school admin, led by Principal GD, must now decide whether Chow will be expelled, suspended, or offered restorative options. Votes are split. Leadership behavior and organizational structure now play a critical role.

Which leadership approach is least aligned with Principal GD’s choice to initiate a formal school-wide voting process on Chow’s fate?

If Rain insists on evaluating Chow’s behavior in relation to his environment, and views his choice to fight as a reaction to system stress, which theoretical structure is she most likely applying?

Kath believes Chow should not be expelled, because his reaction was a natural emotional response to protect Ayan and linked to internal group loyalty. Which motivation theory best supports Kath’s stance?

In terms of Mintzberg’s structure, Chow’s loyalty to Ayan may reflect strong behavioral identification with which part of the school system, often driven by shared mission?

If Principal GD assumes the current system has failed to adapt to Chow’s case and recommends revamping student services to include more case-sensitive interventions, which contingency factor is he prioritizing?

If Ayan is allowed to participate in the school deliberation despite not holding a formal title, it most strongly reflects which principle from structural theory?

Chow's violent action is reinterpreted by Rain as an impulsive defense reaction under unresolved identity stress. Which IMPACT leadership style would Rain best embody if she chooses to guide the staff with context and emotional insight?

Rain proposes a shift to smaller student groups where decision-making is fast and communication is informal, aiming for agility and accountability. Which structure is most relevant?

Kath suggests creating a panel composed of students and staff to determine Chow’s case. In a matrix structure, how would her role differ from that of the student project leader?

After Chow’s case is decided, Rain is tasked to form a structure for reintegrating students with behavioral issues. If she selects one that minimizes hierarchy and empowers individual decision-making, which of the following is least likely to be chosen?

After fleeing Tondo, Chow finds refuge in Batangas, where he applies for a crew position at a Chowking branch. The restaurant manager, Jelly, interviews him. Chow impresses her with his willingness to work and reinvent himself. During his onboarding, he befriends Juswa, a friendly cashier who helps him adjust to the restaurant’s fast-paced culture.

During the interview, Jelly evaluates Chow’s fit not only based on technical skill but also on how well he might align with the team. Which HRM function is Jelly implicitly applying?

Chow shares that he wants to become a team lead someday. Jelly offers him training for multitasking and time management. This is best categorized under which training principle?

Chow undergoes a simulation of handling difficult customers using a headset and script inside a training kiosk before being placed on the front line. This is an example of:

Juswa advises Chow to rotate across stations — drive-thru, dine-in, and cashiering — so he can learn the full scope of the restaurant. What career development method does this refer to?

Jelly evaluates that Chow has raw potential but low formal experience. She offers support, feedback, and additional training. This demonstrates which HRM managerial function?

Chow undergoes an online course on food safety via an LMS platform. This training method best falls under which category?

Juswa notes that the branch has a low turnover because of Jelly’s consistent coaching, mentoring, and recognition. This likely reflects which organizational development aim?

Chow is finally included in succession planning to replace a soon-retiring shift lead. His current mentor lets him shadow her on managerial duties. This is best described as:

During a check-in, Jelly discusses Chow’s future aspirations and helps him map goals with possible certifications and team-building events. Which function does this fall under?

The regional HR head arrives and asks Jelly to reflect on how well Chow’s onboarding aligned with company goals, and how to improve future training modules. This step refers to:

Following Chow’s official expulsion and the suspension of the "Boys at the Back" gang, Principal GD and Department Head Kath launch a school intervention team under RA 10029, composed of guidance counselors, a licensed psychologist, and volunteer teachers. Their goal: prevent future behavioral escalations and help students like Ayan reintegrate through structured behavioral programs.

Principal GD assigns team members specific roles and duties, starting with a work breakdown of every role in the intervention program. This process is an example of:

The team compiles a document listing each position’s tasks, tools used, context, performance expectations, and competencies. This document is known as a:

Kath suggests rating the intervention roles based on frequency and importance to ensure the most essential ones are prioritized. This step corresponds to which part of job analysis?

During the team formation, Kath notices conflict over leadership styles. The group revisits their shared mission. According to Tuckman’s model, they are in which stage?

A licensed psychologist joins to offer trauma-informed care and ensure role alignment. This reflects which type of information gathered during job analysis?

Principal GD wants to ensure internal pay equity. He creates a point system based on education level, responsibility, and physical demands. Which process is he using?

Kath wants to ensure external pay equity for contract psychologists by researching industry pay rates. Which HR practice is she engaging in?

Ayan is assigned to a task group and notices growing emotional safety, mutual trust, and autonomy among peers. His group is most likely in which Tuckman stage?

The school’s HR consultant uses the Ammerman Technique to refine the psychologist’s role. Which step best reflects the panel’s work when they sort behaviors into essential vs. non-essential?

When reviewing job performance standards, Kath includes expectations like “initiates counseling within 48 hours of referral” and “prepares incident reports weekly.” These best fall under:

After his expulsion from Tondo High, Chow is assigned to a rehabilitation employment program by Chowking’s HQ, where Eudoxia, RPm, supervises him during his HR internship. Chow is trained in ethical recruitment practices in preparation for a job fair at Robinsons Lipa. Back at Tondo High, Principal GD officially appoints Aga as recruitment officer for the newly structured psychological intervention team.

Eudoxia teaches Chow that requiring sexual favors in exchange for a job promotion constitutes what form of harassment?

In compliance with RA 7877 and the PAP Code of Ethics, which of the following must an organization implement to avoid liability in sexual harassment cases?

As part of workforce planning, Aga analyzes the school’s current guidance counselors and identifies two who may retire next year. This step aligns with:

In preparation for the Robinsons Lipa Job Fair, Chow designs brochures and mails them to culinary students and fresh grads. This is an example of:

Chow is taught by Eudoxia how to explain a job’s working hours, challenges, and expectations to applicants to avoid turnover. This process is called:

During a mock interview, Chow asks: “Tell me about a time you resolved conflict with a coworker.” This is an example of a:

Aga is trained to use only job-related KSAOs when selecting candidates for the school team. This ensures:

Eudoxia shows Chow how to prepare scoring keys for a structured interview. Which of the following ensures a valid structured interview process?

Aga asks applicants to write about their experience with community outreach, detailing past duties and challenges. This resembles a:

Tondo High has assembled a Psych Intervention Team after the gang problem:Rain (teacher), GD (principal), Kath (department head), Kino (lawyer), and licensed professionals Bells, RPsy and Dee, RPm. Their work with ex-gang members like Ayan and Chow follows Tuckman’s stages of group development. Meanwhile, Chow, now part of an HR internship, helps recruit five applicants during the Robinsons Lipa Job Fair, but misjudges some during interviews. Aga, acting as test administrator, uses CFIT, WAIS, and RPM inappropriately, misinterprets results, and unintentionally teaches Chow some flawed scoring habits.

During the forming stage of Tuckman’s model, Rain observed that the team members, especially Kino and Kath, were polite but distant in early meetings. Based on this stage, the team is least likely to:

GD noticed some disagreements surfacing as team roles became unclear during the storming stage. Which of the following would be most expected during this phase?

At the Robinsons Lipa job fair, Chow conducted interviews for five applicants. However, he later realized he committed the contrast effect. This bias would most likely be reflected when:

Bells noticed that Aga administered WAIS, CFIT, and RPM for applicant screening. According to Philippine ethical standards, one of these tests should only be administered by a licensed psychologist. Which is it?

Aga explained to Chow that the CFIT was meant to reduce cultural bias. However, during scoring, he accidentally inflated the results of male applicants. This is an example of:

When Dee checked Chow’s structured interview format, she noted he followed the same questions for all candidates. However, Chow included a question requiring the applicant to answer a certain way or be rejected. This is best described as:

During reference checks, GD learns that one applicant had a recorded history of theft, which was not disclosed and would have been found with proper vetting. This would put the school at risk of:

Rain suggested using a passing score system to reduce adverse impact. All are true about passing scores except:

Dee emphasized test fairness for the CFIT and WAIS. A test may be considered biased when:

The team at Tondo High considered using biodata during applicant screening. Which statement about biodata is least accurate?

During the performance review, Jelly gave Chow high scores across all dimensions, even on criteria where she had no clear evidence of his performance. Eudoxia noticed that Jelly may have been overly influenced by Chow's charismatic behavior in meetings. Which rater error did Jelly most likely commit?

Eudoxia insisted on including critical incident logs during the performance appraisal. This documentation approach is least likely to help with:

Chow received a goal-focused performance appraisal. Which of the following is most likely true about this method?

Eudoxia used a forced distribution method to categorize teachers into performance tiers. However, some competent teachers received low ratings despite good performance. This method is most likely to:

After comparing Chow’s scores with another teacher who performed poorly last week, Jelly gave Chow a slightly inflated rating. This evaluation error is most likely an example of:

Chow scored below expectations in his performance review and was sent to Chowking Headquarters for further evaluation. The HR team started by identifying tasks Chow struggles with and what skills are needed to succeed in them. Which TNA component is being used?

At Chowking HQ, the training program assigned to Chow involves watching videos of top-performing employees, rehearsing the correct behavior, and getting feedback. This method is most likely an example of:

Meanwhile, at Tondo High, PMHA Manila conducted a psychological first-aid (PFA) debriefing after a distressing incident. Which part of the ADDIE model does this immediate response most closely resemble?

During Chow’s training, his coach required him to repeatedly practice a customer service script until he could recite and apply it effortlessly, even under pressure. What principle of transfer of training does this emphasize?

The Chowking HR team wants to measure whether Chow applied the newly learned techniques once he returned to the branch. Which evaluation criterion are they focusing on?

During a team huddle, Chow confidently volunteered to lead the late-night shift operations. His trainer noticed that Chow had a natural drive to perform well and take responsibility. Which concept best explains Chow’s behavior?

As part of training, Chow was shown how senior employees resolve irate customer complaints through a video, after which he was asked to perform the same task and was given feedback. What training method is being used?

Bugoy, silently fuming from his gang’s past run-in with Chow, begins spreading negative gossip. As Chow hears about it, he notices a drop in his motivation and starts underperforming. Which concept best explains Chow’s performance dip?

After reflecting on the incident with Bugoy, Chow chose to ignore the drama and instead adjusted his daily goals to focus on customer satisfaction. He began tracking his own progress using a checklist. Which concept best explains this?

Chow and Bugoy’s conflict escalated until a manager stepped in. Afterward, the team voted for Bugoy to be removed from the shift temporarily. Chow’s motivation increased because he felt justice was served. Which theory best explains this?

While hanging out near their old tambayan, Tom wonders aloud if Chow might’ve changed for the better since his expulsion. Ayan sharply replies, “People don’t just change, unless something forces them to.” Which of the following best reflects Lewin’s Change Model as applied to employee dissatisfaction?

Nye suggests that maybe Chow turned over a new leaf because he found a workplace where he fits in. If this is true, which concept would best explain Chow’s improved job attitude?

Winter recalls Chow once saying, “I don’t even like this job… I’m only staying ‘cause I’ve already put so much into it.” Winter now believes that this mindset trapped Chow in a cycle of quiet dissatisfaction. What kind of commitment was Chow showing?

Ayan reasons that maybe Chow’s absenteeism was caused by something deeper than just defiance. If his absences were a form of subtle retaliation due to perceived injustice, which concept best explains this behavior?

As the boys continue to reflect, Ackami theorizes that Chow may have been emotionally volatile, the kind of person who'd never be satisfied with any job. Which explanation best supports Ackami’s theory?

After Chow’s altercation outside HQ, the company’s PR manager initiates a cluster-based internal information relay, ensuring only select managers are informed first, who then share the news with select departments. What type of grapevine communication is being used?

The Tondo High admins, prepping to log out for the day, are shocked as the news about Chow spreads via Ayan’s social media timeline. This demonstrates which form of business or organizational communication most responsible for rapid mass dissemination of emotionally charged news?

At the HQ, Chow was trained to handle customer escalation scenarios using active listening. He now applies the same skill during the confrontation with Bugoy by acknowledging emotion, reading nonverbal cues, and responding calmly. Which listening style is Chow most likely using?

When the incident breaks out at Chowking HQ, the HR Department immediately uses a suggestion box system to allow staff to anonymously express their concerns and discomfort. What is the most critical condition for such a system to effectively support upward communication?

Ayan sees the viral post of Chow’s confrontation and begins to reflect on their shared past, recognizing his changed behavior. If she were to privately reach out and message Chow to understand what happened, what interpersonal communication barrier should she be most cautious of?

In the viral video, Ayan took charge by stepping in during the height of conflict between Bugoy and Chow, applying decisive action without prior consultation. Her behavior best demonstrates which Vroom-Yetton decision-making style?

After Ayan’s punch goes viral, social media dubs her a hero. But her act might trigger HR concerns about violence in the workplace. Based on Philippine Labor Laws, which right might protect her action assuming self-defense or defense of a colleague?

After the incident, Ayan is offered a boxing opportunity by Manny Pacquiao, who cites her courage and sense of justice. These traits match which of the following motivations to lead under the Leadership Emergence framework?

The viral video reveals Bugoy’s escalating behavior before the punch. Under Labor Laws, how should the school respond to a documented case of workplace violence involving a student with prior offenses?

As part of maintaining the new culture, GD rewards students who embrace both academics and sports. He also starts selecting student leaders based on how well they embody Tondo High’s new values. What concept is this?