STI WEST NEGROS UNIVERSITY

Burgos Street, Bacolod City

School of Graduate Studies

QUESTIONS FOR COMPREHENSIVE EXAMINATION

Professor: Dr. Anelito A. Bongcawil

EDUM 541, Advanced Research Methods I

1. Craft a research title of your interest. Make sure that the title will not exceed twelve
words.

Parental Involvement: Impact to Learners’ Academic Performance

2. Based on your chosen title, construct Statement of the Problem, at least four
problems
The statement of the problem for a study on parental involvement and its impact on
learners' academic performance might be:

"Despite the widely acknowledged importance of parental involvement in

education, there remains a need for comprehensive understanding of its specific
effects on learners' academic performance. While numerous studies have
highlighted the positive correlation between parental involvement and academic
outcomes, there is still a lack of consensus on the extent and mechanisms through
which parental involvement influences student achievement. Additionally, existing
research often focuses on specific aspects of parental involvement or overlooks
potential moderating factors that may influence the relationship between parental
involvement and academic performance. Therefore, there is a gap in the literature
regarding the nuanced understanding of how various dimensions of parental
involvement, such as communication with teachers, parental expectations, and
home learning environments, impact learners' academic success across different
educational contexts. Addressing this gap is essential for informing evidence-based
practices and policies aimed at enhancing parental involvement to support
students' academic achievement and narrowing achievement gaps."

3. Make a Rationale of your chosen topic

Parental involvement in a child's education has been widely recognized as a significant factor
influencing academic performance. This rationale aims to highlight the importance of
parental involvement and its impact on learners' academic success.

Foundation of Supportive Environment: Parents play a crucial role in creating a supportive

environment for learning at home. When parents are actively involved in their child's
education, they provide encouragement, resources, and guidance that contribute to a
positive learning atmosphere.
Enhanced Motivation and Engagement: Research suggests that students whose parents are
actively engaged in their education tend to be more motivated and engaged in learning. This
could be attributed to the emotional support and encouragement provided by parents, which
fosters a sense of intrinsic motivation and interest in academic pursuits.
Improved Communication and Collaboration: Effective communication between parents,
teachers, and students is essential for student success. When parents are involved in their
child's education, they are more likely to communicate regularly with teachers, attend
parent-teacher conferences, and actively participate in school activities. This open line of
communication facilitates collaboration between home and school, leading to a better
understanding of the child's academic strengths and areas for improvement.
Positive Role Modeling and Academic Expectations: Parents serve as powerful role models for
their children. When parents demonstrate a value for education and prioritize their child's
learning, it sets a positive example and reinforces the importance of academic achievement.
Additionally, parents who set high academic expectations for their children can positively
influence their educational outcomes by instilling a strong work ethic and commitment to
learning.
Social and Emotional Support: In addition to academic support, parental involvement also
provides crucial social and emotional support for learners. Children who feel supported by
their parents are more likely to have higher self-esteem, better emotional regulation, and
improved overall well-being, which can positively impact their academic performance.
Addressing Achievement Gaps: Research indicates that parental involvement can help narrow
the achievement gap among students from diverse socioeconomic backgrounds. By actively
engaging parents from all demographics in their child's education, schools can promote
equity and create a more inclusive learning environment where every student has the
opportunity to succeed.
In conclusion, parental involvement plays a pivotal role in shaping learners' academic
performance. By fostering a supportive environment, enhancing motivation, improving
communication, setting high expectations, providing social and emotional support, and
addressing achievement gaps, parental involvement contributes significantly to student
success in school. Understanding the impact of parental involvement on academic
performance is essential for educators, policymakers, and parents alike to effectively support
and nurture the educational journey of every child.
4. Prepare Budgetary requirements of your chosen topic
The budgetary requirements for a study on parental involvement and its impact on learners'
academic performance can vary depending on the scope and methodology of the research.
Here's a breakdown of potential budgetary considerations:

Personnel Costs: This includes salaries for researchers, data analysts, and administrative staff
involved in the project. The personnel costs will depend on the size of the research team and
the duration of the study.
Participant Recruitment and Incentives: If the study involves recruiting participants such as
parents, teachers, and students, there may be costs associated with recruitment efforts, such
as advertising, outreach materials, and incentives for participation.
Data Collection Tools and Materials: This includes expenses related to the development and
administration of surveys, questionnaires, interviews, or observational protocols used to
gather data from participants. Costs may include printing materials, online survey platforms,
software licenses, and audiovisual equipment.
Travel and Transportation: If the research involves fieldwork or data collection at multiple
sites, there may be expenses related to travel, accommodation, and transportation for
researchers and staff.
Technology and Infrastructure: This includes costs associated with IT infrastructure, software,
and hardware needed for data management, analysis, and storage. Additionally, there may
be expenses related to maintaining databases, servers, and other technological resources.
Training and Professional Development: If researchers require specialized training or
professional development to conduct the study effectively, there may be costs associated
with workshops, seminars, or certifications.
Ethics and Compliance: Research involving human participants must adhere to ethical
guidelines and regulatory requirements. Costs may include obtaining ethics approval,
institutional review board (IRB) fees, and ensuring compliance with data protection
regulations.
Data Analysis and Interpretation: Depending on the complexity of the data analysis, there
may be costs associated with statistical software, consultation services from data analysts or
statisticians, and fees for accessing datasets or research databases.
Dissemination and Outreach: Once the research is completed, there may be costs associated
with disseminating findings through conference presentations, publications, workshops, or
community outreach events.
Contingency and Miscellaneous Expenses: It's essential to allocate a portion of the budget for
unexpected costs or contingencies that may arise during the research process.
Overall, the budgetary requirements for a study on parental involvement and academic
performance will vary based on factors such as the research design, sample size, data
collection methods, and geographic location. It's important to carefully plan and budget for
each aspect of the research to ensure its successful implementation and completion.
 STI WEST NEGROS UNIVERSITY
Burgos Street, Bacolod City
School of Graduate Studies

QUESTIONS FOR COMPREHENSIVE EXAMINATION

Professor: Dr. Anelito A. Bongcawil

EDUM 002, Practicum in School Administration and Supervision

1. Explain the psychological importance of self-mastery. Why self-mastery is prerequisite
to leadership and management?

Self-mastery, also known as self-control or self-regulation, is a fundamental psychological

concept that refers to the ability to control one's emotions, impulses, and behaviors in order
to achieve long-term goals and adhere to personal values and principles. It involves being
aware of one's thoughts and feelings, managing them effectively, and directing them towards
constructive actions. The psychological importance of self-mastery lies in its ability to foster
personal growth, resilience, and well-being, as well as facilitate success in various aspects of
life, including leadership and management roles.
Emotional Regulation: Self-mastery involves the capacity to regulate emotions in response to
different situations. Individuals who possess strong emotional regulation skills are better able
to manage stress, handle setbacks, and maintain a positive outlook, which are essential
qualities for effective leadership and management. Leaders who can remain calm and
composed in challenging circumstances are more likely to inspire confidence and trust among
their team members.
Impulse Control: Self-mastery enables individuals to resist impulsive behaviors and
temptations that may undermine their goals or values. Leaders and managers often face
difficult decisions and must exercise restraint to avoid making hasty judgments or acting on
short-term impulses. By practicing self-control, leaders can make thoughtful and strategic
decisions that align with the organization's objectives and values.
Self-Discipline: Self-mastery involves cultivating self-discipline and commitment to pursuing
long-term goals, even in the face of obstacles or distractions. Leaders and managers must
demonstrate perseverance and determination to overcome challenges and achieve desired
outcomes. By maintaining focus and staying dedicated to their objectives, leaders can inspire
others to follow suit and contribute to collective success.
Personal Growth and Development: Self-mastery is an ongoing process of self-improvement
and self-awareness. Individuals who actively engage in self-reflection, learning, and personal
development are better equipped to adapt to changing circumstances and continuously
enhance their leadership capabilities. Effective leaders understand their strengths and
weaknesses, seek feedback from others, and strive for continuous growth and improvement.
Role Modeling: Leaders serve as role models for their followers, and their behavior sets the
tone for the organizational culture. Leaders who demonstrate self-mastery inspire others
through their actions and serve as examples of integrity, resilience, and self-discipline. By
modeling positive behaviors and values, leaders can cultivate a culture of excellence and
accountability within their teams or organizations.
 2. Illustrate the biologically the brain parts and how these brain parts process
information. What is the essential of understanding the brain parts in relation to
leadership and management?

Understanding the biological basis of the brain and how different brain parts process
information is essential for leadership and management because it provides insights into
human behavior, decision-making processes, and interpersonal dynamics. Here's an overview
of some key brain regions and their functions, along with their relevance to leadership and
management:

Prefrontal Cortex (PFC):

Function: The prefrontal cortex, located in the front of the brain, is responsible for higher-
order cognitive functions such as decision-making, planning, problem-solving, and impulse
control. It is also involved in regulating emotions and social behavior.
Relevance to Leadership and Management: Leaders and managers rely heavily on their
prefrontal cortex to make strategic decisions, set goals, solve complex problems, and regulate
their emotions in various situations. Understanding how the PFC functions can help leaders
develop effective decision-making strategies, manage stress, and maintain focus amidst
distractions.
Limbic System:
Function: The limbic system, including structures such as the amygdala and hippocampus, is
involved in processing emotions, memory, and motivation. The amygdala, in particular, plays
a central role in the processing of emotions and the fight-or-flight response.
Relevance to Leadership and Management: Emotional intelligence is crucial for effective
leadership and management. Leaders who understand how the limbic system influences
emotions and behavior can better navigate interpersonal relationships, inspire motivation,
and create a positive work environment. By fostering emotional intelligence, leaders can
build trust, empathy, and rapport with their teams.
Basal Ganglia:
Function: The basal ganglia are involved in motor control, habit formation, and reward
processing. They play a key role in learning and executing routine tasks and behaviors.
Relevance to Leadership and Management: Leaders and managers often rely on habitual
behaviors and routines to streamline processes and achieve goals efficiently. Understanding
how the basal ganglia contribute to habit formation and reward processing can help leaders
implement effective organizational routines, incentivize desired behaviors, and facilitate
employee engagement and productivity.
Brainstem:
Function: The brainstem, located at the base of the brain, regulates basic physiological
functions such as heart rate, breathing, and sleep-wake cycles. It also serves as a relay center
for sensory and motor pathways.
Relevance to Leadership and Management: The brainstem plays a foundational role in
maintaining physical well-being and regulating stress responses. Leaders who prioritize
employee well-being and create a supportive work environment contribute to a healthier
brainstem function among their team members, leading to improved overall performance
and resilience.
Neocortex:
Function: The neocortex, also known as the cerebral cortex, is the outer layer of the brain
responsible for sensory perception, language processing, and higher cognitive functions such
as reasoning and creativity.
Relevance to Leadership and Management: Effective communication is essential for
leadership and management success. Leaders who understand how the neocortex processes
language and information can tailor their communication styles to effectively convey
messages, inspire innovation, and foster collaboration among team members.
In summary, understanding the biological basis of the brain and how different brain parts
process information provides valuable insights into human behavior and cognition, which are
essential for effective leadership and management. By leveraging this knowledge, leaders can
make informed decisions, build strong relationships, and create an organizational culture that
promotes employee engagement, innovation, and success.

3. When temper or anger dominates your emotion, how would you manage this
emotion psychologically?

Managing anger or strong emotions like temper involves a combination of psychological

techniques aimed at regulating emotions, gaining perspective, and responding constructively.
Recognize the Signs: The first step in managing anger is to become aware of the physical and
emotional signs that indicate you are becoming angry. These signs may include increased
heart rate, muscle tension, clenched fists, or a feeling of irritation. Recognizing these signs
early can help you intervene before your anger escalates.
Pause and Breathe: When you feel anger rising, take a moment to pause and focus on your
breathing. Deep breathing exercises can help calm your nervous system and reduce the
intensity of your emotions. Practice slow, deep breaths, inhaling through your nose and
exhaling through your mouth.
Use Cognitive Restructuring: Challenge negative thoughts and irrational beliefs that may be
fueling your anger. Ask yourself if your interpretation of the situation is accurate and whether
there might be alternative explanations. Reframe the situation in a more positive or neutral
light to reduce the intensity of your emotional response.
Practice Mindfulness: Mindfulness techniques, such as meditation or mindfulness exercises,
can help you stay present in the moment and cultivate a sense of calmness and acceptance.
Focus on observing your thoughts and emotions without judgment, allowing them to come
and go without getting caught up in them.
Seek Perspective: Consider the bigger picture and the potential consequences of acting on
your anger. Is the situation worth getting upset over? How might your actions impact others
or the outcome of the situation? Taking a step back and gaining perspective can help you
respond more rationally and effectively.
Communicate Assertively: If the source of your anger is a conflict or disagreement with
someone else, communicate your feelings assertively and respectfully. Use "I" statements to
express how you feel without blaming or attacking the other person. Listen actively to their
perspective and work towards finding a mutually acceptable solution.
Practice Relaxation Techniques: Engage in activities that promote relaxation and stress relief,
such as exercise, yoga, or spending time in nature. Engaging in pleasurable activities can help
distract your mind from the source of your anger and promote a sense of well-being.
Seek Support: If you find it challenging to manage your anger on your own, consider seeking
support from a therapist or counselor who can provide guidance and coping strategies.
Therapy can help you explore the underlying causes of your anger and develop healthier
ways of managing your emotions.
Remember that managing anger is a skill that takes practice and patience. By incorporating
these psychological techniques into your daily life, you can learn to manage your temper
more effectively and respond to challenging situations with greater resilience and composure.

4. Self-Mastery leads to understanding the different personalities in the organization.

What tangible action you will implement to pessimistic individuals? How would you
help them recognize their potentials and self-esteem?

When dealing with pessimistic individuals in an organization, it's essential to approach the
situation with empathy, understanding, and a focus on fostering their self-esteem and
recognizing their potential. Here are tangible actions that can be implemented to support
pessimistic individuals and help them recognize their strengths:

Provide Positive Feedback and Encouragement: Pessimistic individuals may struggle to see
their own strengths and accomplishments. Offer specific, genuine praise for their
contributions and efforts. Highlighting their successes can help boost their confidence and
self-esteem.
Offer Opportunities for Skill Development: Encourage pessimistic individuals to participate in
training programs, workshops, or skill-building activities that align with their interests and
strengths. Providing opportunities for growth and development can empower them to
recognize their capabilities and potential for success.
Set Realistic Goals and Expectations: Work with pessimistic individuals to set achievable goals
that capitalize on their strengths and interests. Break larger goals into smaller, manageable
tasks, and celebrate progress along the way. Setting realistic expectations can prevent
feelings of overwhelm and help build confidence over time.
Encourage Positive Self-Talk and Mindfulness: Help pessimistic individuals become more
aware of their inner dialogue and challenge negative self-talk. Encourage them to practice
mindfulness techniques, such as meditation or journaling, to cultivate a more positive
mindset and increase self-awareness.
Provide Mentorship and Support: Pair pessimistic individuals with mentors or coaches who
can offer guidance, support, and encouragement. Mentors can serve as role models and
sounding boards, helping individuals navigate challenges, overcome self-doubt, and recognize
their potential for growth.
Create a Supportive Environment: Foster a culture of inclusivity, respect, and support within
the organization. Encourage teamwork, collaboration, and open communication, where
individuals feel valued and empowered to express themselves without fear of judgment. A
supportive environment can help pessimistic individuals feel safe to explore their strengths
and take risks.
Celebrate Small Wins: Acknowledge and celebrate even the smallest achievements and
progress made by pessimistic individuals. Recognizing their efforts reinforces positive
behaviors and builds momentum towards greater self-esteem and confidence.
Provide Resources for Self-Reflection and Personal Development: Offer resources such as
books, articles, or online courses that promote self-reflection, personal growth, and
resilience. Encourage pessimistic individuals to explore topics related to mindset, positive
psychology, and self-improvement to gain insights and strategies for building self-esteem.
By implementing these tangible actions, leaders can support pessimistic individuals in
recognizing their potential, building self-esteem, and developing a more optimistic outlook.
Creating a culture that values and nurtures the strengths of all individuals fosters a more
inclusive and supportive work environment where everyone can thrive.

STI WEST NEGROS UNIVERSITY

Burgos Street, Bacolod City
 School of Graduate Studies

QUESTIONS FOR COMPREHENSIVE EXAMINATION

Professor: Melba V. Mercado

June 29-30,2019

Manjuyod Venue

EDUM 571, Population, Ecology, and Development

1. Discuss briefly the geographical features of the school where you are in. How does it affect
the school personnel, parents, and pupils in relation to education?

2.Cite 5 social problem prevalent in your community. As an educator how can you help in
solving these problems? Give example.

In my community, some prevalent social problems may include:

Poverty: Poverty can manifest in various forms, including lack of access to basic needs such as
food, housing, and healthcare. As an educator, I can help address poverty by advocating for
equitable access to education and resources for all students. This may involve providing
support services such as free meals, school supplies, and access to healthcare services within
the school community. Additionally, I can collaborate with community organizations and local
government agencies to address systemic issues contributing to poverty and advocate for
policies that promote economic stability and social welfare.
Inequality and Discrimination: Discrimination based on factors such as race, ethnicity, gender,
sexual orientation, or socio-economic status can lead to social divisions and inequalities
within the community. As an educator, I can promote diversity, equity, and inclusion within
the classroom and school environment. This includes implementing anti-bias curriculum,
fostering respectful dialogue about social issues, and creating a safe space for students to
express their identities and experiences. I can also work to address institutional biases and
promote policies that ensure equal opportunities and treatment for all individuals.
Mental Health Issues: Mental health issues such as anxiety, depression, and stress are
increasingly prevalent among students and community members. As an educator, I can
promote mental health awareness and destigmatize seeking support for mental health
concerns. This may involve integrating social-emotional learning (SEL) into the curriculum,
providing access to counseling services, and implementing strategies to promote positive
coping skills and resilience among students. I can also collaborate with mental health
professionals and community organizations to provide resources and support for individuals
struggling with mental health issues.
Substance Abuse: Substance abuse, including drug and alcohol addiction, can have
devastating effects on individuals and communities. As an educator, I can incorporate
substance abuse prevention education into the curriculum, providing students with
information about the risks and consequences of substance abuse. I can also create a
supportive environment where students feel comfortable seeking help or guidance if they or
someone they know is struggling with substance abuse. Additionally, I can collaborate with
local organizations and agencies to provide access to substance abuse prevention programs
and support services within the community.
Educational Inequity: Disparities in educational opportunities and outcomes based on factors
such as socio-economic status, race, or geographic location contribute to social inequality and
perpetuate systemic injustices. As an educator, I can work to address educational inequity by
advocating for policies and practices that promote equal access to quality education for all
students. This may involve implementing strategies to close the achievement gap, providing
additional support for students from marginalized communities, and advocating for adequate
funding and resources for schools serving disadvantaged populations. I can also collaborate
with community stakeholders to address systemic barriers to educational equity and promote
inclusive and culturally responsive teaching practices.

3. Poverty is one of the leading social problems in the Phillipines. Do you think the provision of
conditional cash transfer is the solution to the problem? Why? Or Why not?

The provision of conditional cash transfers (CCTs) can be a helpful tool in addressing poverty
in the Philippines, but it is not a comprehensive solution on its own. CCT programs provide
financial assistance to low-income families contingent upon certain conditions, such as
children attending school regularly and receiving preventive healthcare services. While CCTs
have shown some success in alleviating immediate financial hardships and improving access
to education and healthcare, they may not address the root causes of poverty or lead to
sustainable long-term solutions. Here are some considerations:

Short-term Relief: CCT programs can provide much-needed financial support to vulnerable
families, helping them meet basic needs such as food, shelter, and healthcare. This can
alleviate immediate poverty-related hardships and improve the well-being of beneficiaries in
the short term.
Investment in Human Capital: By requiring beneficiaries to meet certain conditions related to
education and healthcare, CCT programs aim to invest in human capital development and
break the cycle of intergenerational poverty. By increasing school enrollment and attendance
rates and promoting preventive healthcare practices, CCTs can improve long-term prospects
for socio-economic mobility among disadvantaged populations.
Conditional Nature: The conditional nature of CCT programs ensures that resources are
allocated effectively and efficiently to activities that promote human development outcomes.
By incentivizing behavior change, such as sending children to school or seeking regular
healthcare services, CCTs can help address underlying barriers to education and healthcare
access.
Limitations and Challenges: Despite their potential benefits, CCT programs have limitations
and challenges. They may not adequately address structural issues such as unemployment,
underemployment, inadequate social services, and limited economic opportunities in
impoverished communities. Additionally, CCTs may perpetuate dependency on government
assistance and undermine efforts to promote self-reliance and economic empowerment
among beneficiaries.
Comprehensive Approach: To effectively address poverty, CCT programs should be part of a
broader, comprehensive poverty reduction strategy that includes measures to promote
inclusive economic growth, create employment opportunities, improve access to quality
education and healthcare, strengthen social protection systems, and address systemic
inequalities. Sustainable poverty reduction requires addressing the underlying structural
factors that perpetuate poverty and promoting inclusive development that benefits all
segments of society.
In summary, while conditional cash transfers can be a valuable tool in addressing poverty in
the Philippines, they should be complemented by other policies and programs that address
the root causes of poverty and promote inclusive and sustainable development. A
comprehensive approach that combines short-term relief measures with long-term
investments in human capital, economic empowerment, and social protection is necessary to
achieve lasting poverty reduction and ensure a better future for all Filipinos.

4. Describe the peace and order situation in your locality. As a citizen of this country, What are
your roles in minimizing / eradicating rebel groups.

As a citizen of a country dealing with rebel groups, there are several roles you can play in
minimizing or eradicating their influence:

Support Law Enforcement and Security Forces: Cooperate with law enforcement agencies and
security forces by providing information about rebel activities, suspicious individuals, or
illegal weapons. Report any incidents of violence or criminal behavior to the authorities and
assist them in their efforts to maintain peace and order.
Promote Community Dialogue and Conflict Resolution: Engage in community dialogue and
conflict resolution efforts to address underlying grievances and tensions that may fuel
support for rebel groups. Work with local leaders, civil society organizations, and government
officials to resolve disputes peacefully and build trust between different communities.
Support Development and Economic Opportunities: Addressing the root causes of conflict
requires addressing underlying issues such as poverty, unemployment, and marginalization.
Support development initiatives and economic opportunities that promote inclusive growth
and improve living standards in conflict-affected areas. By addressing socio-economic
inequalities, you can help reduce the appeal of joining rebel groups.
Promote Peacebuilding and Reconciliation: Advocate for peacebuilding initiatives and
reconciliation efforts that aim to heal divisions and promote understanding between different
groups. Participate in community peacebuilding activities, dialogue sessions, and
reconciliation processes that bring together individuals from diverse backgrounds to work
towards a common goal of peace and stability.
Resist Recruitment and Propaganda: Rebel groups often rely on recruitment tactics and
propaganda to gain support and recruit new members. Be vigilant against efforts to recruit
individuals, particularly young people, into rebel groups. Educate others about the dangers of
joining armed groups and counteract extremist narratives with messages of peace, tolerance,
and unity.
Support Government Efforts for Conflict Resolution: Advocate for government policies and
initiatives aimed at addressing the root causes of conflict and promoting peace and stability.
Support peace negotiations, disarmament, demobilization, and reintegration programs that
seek to peacefully resolve conflicts and reintegrate former combatants into society.
Build Resilient Communities: Strengthen community resilience to withstand the impact of
conflict and violence by promoting social cohesion, solidarity, and mutual support networks.
Work together with your neighbors to build resilient communities that can withstand the
challenges posed by rebel groups and other security threats.
By actively engaging in these roles, citizens can contribute to efforts to minimize or eradicate
rebel groups and promote peace, stability, and prosperity in their locality and beyond.
However, it's important to prioritize safety and adhere to legal and ethical guidelines in all
actions taken to address conflict and insecurity.

5. Give a brief synopsis of the K-12 curriculum.

The K-12 curriculum is an educational framework implemented in many countries, including

the Philippines, designed to enhance the quality of education and better prepare students for
higher education and the workforce. Here's a brief synopsis of the K-12 curriculum:

Foundations: The K-12 curriculum is built upon the principles of holistic development,
learner-centeredness, and 21st-century skills. It aims to provide students with a well-rounded
education that encompasses academic knowledge, critical thinking skills, creativity, and
socio-emotional competencies.
Structure: The K-12 curriculum consists of two main stages: the Kindergarten to Grade 12
Basic Education Program (K-12 Program) and the Senior High School (SHS) Program. The K-12
Program covers kindergarten (K) and Grades 1 to 12, while the SHS Program comprises
Grades 11 and 12.
Core Subjects: The K-12 curriculum includes core subjects in various disciplines, such as
Mathematics, Science, English Language, Filipino Language, Social Studies, and Physical
Education. These subjects provide students with foundational knowledge and skills across
different areas of study.
Specialized Tracks: In the Senior High School (SHS) Program, students have the option to
choose from specialized tracks or strands based on their interests, aptitudes, and career
goals. The specialized tracks include Academic Tracks (such as STEM, ABM, HUMSS, and GAS),
Technical-Vocational-Livelihood (TVL) Tracks, and Sports Tracks.
Work Immersion and Career Guidance: The K-12 curriculum emphasizes work immersion and
career guidance to help students explore career pathways, gain practical experience in the
workplace, and make informed decisions about their future education and career choices.
Assessment and Certification: Students undergo regular assessments and examinations to
measure their progress and achievement in the K-12 curriculum. Graduates of the K-12
Program receive a Certificate of Completion, while those who complete the Senior High
School (SHS) Program receive a Diploma.
Alignment with Global Standards: The K-12 curriculum is designed to align with international
benchmarks and standards to ensure that Filipino students are globally competitive and
prepared to meet the demands of the 21st-century workforce.
Overall, the K-12 curriculum aims to provide students with a comprehensive education that
equips them with the knowledge, skills, and competencies needed to succeed in higher
education, the workplace, and society. Through its learner-centered approach, specialized
tracks, and emphasis on holistic development, the K-12 curriculum seeks to empower
students to become lifelong learners and responsible citizens.

STI WEST NEGROS UNIVERSITY

Burgos Street, Bacolod City
School of Graduate Studies
QUESTIONS FOR COMPREHENSIVE EXAMINATION
 Professor: Lisa C. Cañedo
Manjuyod Venue

EDUM 574, PERSONNEL AND STRESS MANAGEMENT

1.Discuss the value of discipline and how it will impact in the company’s effort to achieve
organizational peace and productivity.

Discipline plays a crucial role in fostering organizational peace and productivity by

promoting order, consistency, and accountability within the workplace. Here's how
discipline contributes to achieving organizational peace and productivity:

Maintaining Order and Structure: Discipline establishes clear expectations for behavior,
performance, and adherence to company policies and procedures. It ensures that
employees understand their roles and responsibilities, as well as the consequences of
misconduct or non-compliance. By maintaining order and structure, discipline creates a
positive work environment where everyone knows what is expected of them, leading to
reduced conflicts and disruptions.

Promoting Accountability: Discipline holds employees accountable for their actions and
decisions. When employees know that there are consequences for misconduct or
underperformance, they are more likely to adhere to company policies and strive for
excellence in their work. This accountability fosters a culture of responsibility and
professionalism, where employees take ownership of their work and contribute to the
overall success of the organization.

Enhancing Performance and Productivity: Discipline sets standards for performance and
behavior, motivating employees to meet or exceed expectations. When employees are
held accountable for their performance, they are more likely to take their responsibilities
seriously and strive for continuous improvement. This focus on performance excellence
drives productivity gains and contributes to the achievement of organizational goals.

Creating a Positive Work Environment: A disciplined workplace promotes a positive work

environment characterized by mutual respect, trust, and fairness. Employees feel valued
and supported when they know that everyone is held to the same standards and that
misconduct is addressed promptly and fairly. This positive work environment enhances
morale, employee satisfaction, and overall well-being, leading to increased engagement
and commitment to the organization.

2. Based on your own understanding, differentiate General Management, Personnel

Management and Human Resources Management.

General Management:
General management refers to the overall administration and coordination of all activities
within an organization to achieve its objectives.
General managers are responsible for overseeing the entire organization or a specific
business unit, department, or functional area.
General management involves making strategic decisions, setting goals and objectives,
allocating resources, and ensuring the efficient operation of the organization.
General managers typically have broad responsibilities that encompass various functions,
including finance, marketing, operations, and human resources.
While general management involves managing people, its primary focus is on managing the
organization as a whole rather than specific personnel-related functions.
Personnel Management:
Personnel management focuses specifically on the administration of an organization's
workforce, including recruitment, selection, training, compensation, performance
management, and employee relations.
Personnel managers are responsible for ensuring that the organization has an effective and
efficient workforce to achieve its goals.
Personnel management traditionally has a more administrative and transactional focus,
emphasizing compliance with employment laws, labor relations, and the day-to-day
management of employees.
Personnel management often operates within a bureaucratic framework, with an emphasis
on maintaining organizational stability and order.
While personnel management is concerned with managing people, its scope is narrower
compared to human resources management, and it may lack a strategic focus on aligning HR
practices with organizational goals.
Human Resources Management (HRM):
Human Resources Management (HRM) encompasses a broader and more strategic approach
to managing people within organizations.
HRM focuses on aligning HR practices and policies with the strategic objectives of the
organization to maximize employee performance, engagement, and organizational
effectiveness.
HRM includes functions such as strategic HR planning, talent management, organizational
development, employee engagement, and diversity and inclusion.
HR managers play a strategic role in driving organizational change, fostering a positive work
culture, and developing HR initiatives that support the organization's long-term goals.
Unlike personnel management, HRM takes a proactive and strategic approach to managing
people, emphasizing the importance of human capital as a key driver of organizational
success.
In summary, while General Management, Personnel Management, and Human Resources
Management all involve managing people within organizations, they differ in their scope,
focus, and approach. General management focuses on overall organizational administration,
personnel management emphasizes the administration of the workforce, and human
resources management takes a strategic approach to maximizing employee performance and
aligning HR practices with organizational goals.
3.Cite a situation in your working place that illustrates the importance of managing stress.
Explain the conditions that contributes to the health of employees/ personnel if not managed
properly.

Certainly, let's consider a common scenario in the workplace: a high-pressure project

deadline. Imagine a situation where a team is tasked with completing a critical project within
a tight timeframe. As the deadline approaches, the workload increases, and the pressure
mounts on team members to deliver results quickly and efficiently.

Conditions contributing to the health of employees if not managed properly in such a

situation include:

Increased Stress Levels: The high-pressure environment and looming deadline can lead to
increased stress levels among team members. Persistent stress can have detrimental effects
on both physical and mental health, including elevated blood pressure, weakened immune
system, anxiety, depression, and burnout.
Long Hours and Work Overload: In an effort to meet the deadline, employees may feel
compelled to work long hours and take on excessive workloads. This can result in fatigue,
sleep deprivation, and decreased productivity. Working extended hours without adequate
rest can also increase the risk of accidents and errors, compromising both individual and
organizational performance.
Poor Work-Life Balance: The demands of the project deadline may disrupt employees' work-
life balance, leaving little time for relaxation, recreation, and personal activities. Neglecting
personal needs and priorities can lead to feelings of resentment, frustration, and
dissatisfaction with work, ultimately affecting overall well-being and job satisfaction.
Strained Relationships and Communication: The stress of the project deadline may strain
relationships and communication within the team. Tensions may arise as team members
experience heightened emotions and conflicts over priorities, responsibilities, and decision-
making. Poor communication can hinder collaboration, problem-solving, and team cohesion,
impeding progress towards project goals.
Physical Health Impacts: Prolonged stress and overwork can take a toll on physical health,
increasing the risk of chronic health conditions such as heart disease, diabetes, and
musculoskeletal disorders. Poor dietary habits, lack of exercise, and neglect of self-care
practices may exacerbate health issues, leading to absenteeism, presenteeism, and reduced
productivity in the long run.
In summary, managing stress in the workplace is essential for maintaining the health and
well-being of employees. Failure to address stress effectively can result in a range of negative
outcomes, including increased stress levels, work overload, poor work-life balance, strained
relationships, and adverse impacts on physical and mental health. Employers have a
responsibility to implement strategies and support mechanisms to help employees cope with
stress, promote work-life balance, and create a healthy and supportive work environment.
4.Enumerate 3 most stressor experienced at work and how did you handle the situation that in
able to partake the risk.

Certainly, here are three common stressors experienced at work along with strategies for
handling them:

Heavy Workload:
Situation: Being overwhelmed with a heavy workload, tight deadlines, and multiple
responsibilities can be a significant source of stress at work.
Handling Strategy: Prioritize tasks based on urgency and importance. Break down larger tasks
into smaller, manageable steps and create a realistic schedule or timeline to complete them.
Delegate tasks when possible and communicate with supervisors or team members about
workload concerns. Setting boundaries and learning to say no to additional tasks or projects
can also help manage workload stress.
Interpersonal Conflicts:
Situation: Dealing with interpersonal conflicts, disagreements, or difficult relationships with
colleagues, supervisors, or clients can cause stress and tension in the workplace.
Handling Strategy: Address conflicts directly and constructively by initiating open and honest
communication. Listen actively to the perspectives of others, express your own concerns or
grievances calmly and respectfully, and work together to find mutually acceptable solutions.
If necessary, involve a mediator or HR representative to facilitate resolution. Practice
empathy, patience, and understanding towards others, and focus on maintaining
professionalism and positive working relationships.
Uncertainty and Change:
Situation: Facing uncertainty, ambiguity, or significant changes in the workplace, such as
restructuring, mergers, or layoffs, can create feelings of anxiety and insecurity among
employees.
Handling Strategy: Stay informed and seek clarification about the nature and implications of
the changes from relevant stakeholders or management. Maintain a positive attitude and
adaptability mindset by focusing on what you can control and how you can contribute
positively to the transition process. Take proactive steps to enhance your skills, knowledge,
and resilience to better navigate change. Seek support from colleagues, mentors, or support
groups to cope with uncertainty and manage stress effectively.
In summary, handling common workplace stressors involves a combination of proactive
communication, time management, conflict resolution skills, adaptability, and self-care
practices. By addressing stressors directly and implementing effective coping strategies,
individuals can better manage their stress levels and mitigate the risks associated with
workplace stress.

5. How will you compare the various legislated employees benefits and services enjoyed by the
government and private employees?
Government and private employees typically enjoy a range of legislated benefits and services,
but there are differences in the specifics and extent of these benefits due to factors such as
employment sector, government regulations, and company policies. Here's a comparison
between the benefits and services commonly provided to government and private
employees:

Healthcare Benefits:
Government Employees: Government employees often receive comprehensive healthcare
coverage, including access to government-run health insurance schemes or public healthcare
facilities. In some cases, government employers may also provide supplementary health
benefits or allowances to cover medical expenses.
Private Employees: Private employees may receive healthcare benefits through employer-
sponsored health insurance plans or private healthcare providers. The extent of coverage and
benefits may vary depending on the employer's policies and the employee's position or
tenure.
Retirement Benefits:
Government Employees: Government employees typically enjoy defined benefit pension
plans or retirement schemes provided by the government. These pension plans offer
guaranteed retirement income based on years of service and salary history. Some
government employees may also have access to additional retirement savings plans or
voluntary contribution schemes.
Private Employees: Private employees may have access to employer-sponsored retirement
plans such as 401(k) or individual retirement accounts (IRAs). The employer may offer
matching contributions or other incentives to encourage employee participation. The
retirement benefits provided by private employers may vary in terms of contribution rates,
investment options, and vesting periods.
Leave Benefits:
Government Employees: Government employees often receive generous leave benefits,
including paid vacation leave, sick leave, and holidays. In addition to standard leave
entitlements, government employees may also have access to special leave provisions for
purposes such as maternity/paternity leave, bereavement leave, or military service leave.
Private Employees: Private employees typically receive paid vacation and sick leave based on
their length of service and company policies. The amount of leave accrued and eligibility
criteria may vary depending on the employer's policies and the employee's employment
status (e.g., full-time vs. part-time).
Training and Development:
Government Employees: Government agencies often provide training and professional
development opportunities to enhance the skills and competencies of their employees.
Training programs may include workshops, seminars, certifications, and on-the-job training.
Private Employees: Private employers may also offer training and development programs to
invest in their employees' growth and advancement. These programs may include tuition
assistance, skills training, leadership development, and mentorship opportunities.
Other Benefits:
Government Employees: Government employees may have access to additional benefits such
as housing allowances, transportation subsidies, education assistance, and employee
assistance programs (EAPs) for counseling and support services.
Private Employees: Private employers may offer a range of additional benefits such as life
insurance, disability insurance, flexible spending accounts (FSAs), employee discounts, and
wellness programs.
In summary, while both government and private employees receive legislated benefits and
services, there are differences in the specifics and extent of these benefits based on factors
such as employment sector, government regulations, and company policies. Government
employees may enjoy certain benefits such as defined benefit pension plans and generous
leave entitlements, while private employees may have access to employer-sponsored
retirement plans and additional perks such as life insurance and wellness programs.

EDUM 562, HUMAN BEHAVIOR in ORGANIZATION

1. Enumerate and explain the goals of Human Behavior in Organization.

Human Behavior in Organization (HBO) is a field of study that examines individual

and group behavior within the context of organizations. The goals of HBO focus on
understanding, predicting, and influencing behavior to enhance organizational
effectiveness and promote positive outcomes. Here are some of the key goals of
Human Behavior in Organization:

Understanding Individual Behavior:

One of the primary goals of HBO is to understand the factors that influence
individual behavior in the workplace. This involves studying personality traits,
attitudes, motivations, perceptions, and values that shape how individuals think, feel,
and act within organizational settings. By understanding individual behavior,
organizations can tailor management practices, policies, and interventions to better
meet the needs and preferences of employees.
Explaining Group Dynamics:
Another goal of HBO is to explain the dynamics of group behavior and interaction
within organizations. This includes studying topics such as leadership, team
dynamics, communication patterns, conflict resolution, and decision-making
processes. Understanding how groups form, develop, and function can help
organizations build cohesive teams, foster collaboration, and facilitate effective
teamwork to achieve common goals.
Predicting Organizational Outcomes:
HBO seeks to predict the outcomes of individual and group behavior on
organizational performance, productivity, and effectiveness. By analyzing patterns of
behavior and their impact on organizational outcomes, researchers and practitioners
can identify potential challenges, risks, and opportunities facing organizations.
 Predictive models and theories in HBO help organizations anticipate future trends,
make informed decisions, and develop strategies for achieving desired outcomes.
Improving Organizational Effectiveness:
HBO aims to improve organizational effectiveness by applying knowledge of human
behavior to enhance employee satisfaction, engagement, and performance. This
involves designing work environments, policies, and practices that promote
employee well-being, job satisfaction, and job performance. By fostering a positive
organizational culture, providing supportive leadership, and implementing effective
human resource management practices, organizations can maximize their human
capital and achieve their strategic objectives.
Enhancing Leadership and Management Practices:
HBO seeks to enhance leadership and management practices by providing insights
into effective leadership styles, communication techniques, and motivational
strategies. By understanding the factors that influence employee behavior and
performance, leaders and managers can develop their skills in areas such as
coaching, mentoring, conflict resolution, and performance management. Effective
leadership and management practices contribute to employee morale, job
satisfaction, and organizational success.
Promoting Ethical and Responsible Behavior:
HBO promotes ethical and responsible behavior in organizations by studying the
ethical dilemmas, moral principles, and values that guide individual and
organizational decision-making. By raising awareness of ethical issues and
promoting ethical leadership, organizations can create a culture of integrity, trust,
and accountability. Ethical behavior contributes to organizational reputation,
stakeholder trust, and long-term sustainability.
In summary, the goals of Human Behavior in Organization revolve around
understanding, predicting, and influencing behavior to enhance organizational
effectiveness, promote positive outcomes, and create a supportive and ethical work
environment. By applying insights from HBO, organizations can optimize their
human capital, foster teamwork and collaboration, and achieve their goals in a
dynamic and competitive business environment.

2. Why is important to study Organizational behavior?

Studying Organizational Behavior (OB) is important for several reasons, as it

provides valuable insights into the dynamics of human behavior within
organizational settings. Here are some key reasons why studying OB is essential:

Understanding Human Behavior: OB helps individuals understand the complexities

of human behavior in the workplace, including how individuals think, feel, and act
within organizational contexts. By studying topics such as motivation, leadership,
communication, and decision-making, OB provides insights into the factors that
influence employee behavior and performance.
 Improving Organizational Effectiveness: OB contributes to improving organizational
effectiveness by identifying opportunities to enhance employee satisfaction,
engagement, and productivity. By understanding the drivers of employee behavior,
organizations can design work environments, policies, and practices that promote
positive outcomes and align with strategic objectives.
Enhancing Leadership and Management Skills: OB provides valuable knowledge and
skills for leaders and managers to effectively manage teams and organizations. By
studying topics such as leadership styles, conflict resolution, and team dynamics,
individuals can develop their leadership and management capabilities and become
more effective in motivating, inspiring, and influencing others.
Promoting Employee Well-being and Job Satisfaction: OB helps organizations create
supportive work environments that foster employee well-being, job satisfaction, and
work-life balance. By addressing factors such as job design, work-life balance, and
organizational culture, OB contributes to creating positive work experiences and
reducing employee stress and burnout.
Facilitating Change and Innovation: OB provides insights into the dynamics of
organizational change and innovation. By understanding how individuals and groups
respond to change, organizations can implement change management strategies that
minimize resistance and facilitate successful organizational transformations.
Additionally, OB encourages creativity, collaboration, and learning, fostering a
culture of innovation and continuous improvement.
Building High-Performing Teams: OB helps organizations build high-performing
teams by understanding the dynamics of teamwork, communication, and
collaboration. By studying team processes, group dynamics, and conflict resolution
strategies, organizations can create cohesive and effective teams that achieve
superior results and contribute to organizational success.
Promoting Ethical and Responsible Behavior: OB emphasizes the importance of
ethical leadership, decision-making, and organizational citizenship behaviors. By
promoting ethical awareness and responsible behavior, OB contributes to creating a
culture of integrity, trust, and accountability within organizations. Ethical behavior
enhances organizational reputation, stakeholder trust, and long-term sustainability.
In summary, studying Organizational Behavior is important because it provides
insights into human behavior within organizational contexts, enhances
organizational effectiveness, promotes leadership and management skills, fosters
employee well-being and job satisfaction, facilitates change and innovation, builds
high-performing teams, and promotes ethical and responsible behavior. By
understanding and applying principles of OB, individuals and organizations can
create positive work environments and achieve their goals in a dynamic and
competitive business environment.

3. How this learning may be useful to you in the future ?

4. Cite a situation in your working place that illustrates some factors affecting Organizational
behavior.
Certainly, let's consider a situation in a school setting that illustrates some factors affecting
Organizational Behavior:

Situation:

In a school environment, there's a new initiative to introduce a flexible working schedule for
teachers, allowing them to have more autonomy in managing their work hours and
schedules. However, the implementation of this initiative faces resistance from some
teachers who prefer the traditional fixed schedule and are concerned about potential
disruptions to established routines and workflows.

Factors Affecting Organizational Behavior:

Individual Differences: The teachers' varying preferences for work schedules highlight
individual differences in attitudes, values, and work preferences. Some teachers may
embrace change and value flexibility, while others may resist it due to concerns about
uncertainty or discomfort with change.

Perceptions and Attitudes: Teachers' perceptions and attitudes towards the new initiative
play a significant role in shaping their behavior. Those who perceive the flexible schedule
positively may be more willing to embrace it, while those who perceive it negatively may
resist or oppose it. Attitudes towards change, trust in leadership, and perceived benefits or
drawbacks of the initiative influence teachers' reactions and behaviors.

Leadership and Communication: The effectiveness of leadership and communication in

implementing the new initiative can impact teachers' acceptance and adoption of the flexible
schedule. Clear communication about the rationale, benefits, and expectations associated
with the initiative, as well as opportunities for feedback and input, can help alleviate
concerns and garner support from teachers.

Organizational Culture: The school's organizational culture, including its norms, values, and
traditions, influences how teachers perceive and respond to change initiatives. A culture that
values innovation, collaboration, and empowerment may facilitate acceptance of the flexible
schedule, while a culture resistant to change or focused on stability and control may hinder
implementation efforts.

Social Influence and Group Dynamics: Teachers' interactions with colleagues and peer
influence within the school community also shape their behavior. Social networks, informal
communication channels, and group norms can influence teachers' attitudes towards the
initiative and their willingness to adopt new practices. Positive peer experiences and support
for the flexible schedule can facilitate acceptance and adoption among teachers.
In summary, the situation in the school environment illustrates how factors such as individual
differences, perceptions and attitudes, leadership and communication, organizational culture,
and social influence impact Organizational Behavior. By understanding these factors and
addressing them effectively, school administrators can navigate change initiatives and
promote positive organizational behavior within the school community.

5. What are the four basic approaches of organizational behavior?

Organizational Behavior (OB) encompasses various approaches and theories that seek
to understand, explain, and predict human behavior within organizational settings. While
there are many perspectives within OB, four basic approaches provide a foundational
understanding of the field:

Human Resources Approach:

The Human Resources Approach emphasizes the importance of people as the most
valuable asset of an organization. It views employees as key contributors to
organizational success and advocates for practices that enhance their well-being,
satisfaction, and development. This approach focuses on creating supportive work
environments, promoting employee involvement and participation, and recognizing the
importance of human capital in achieving organizational goals. Key concepts associated
with the Human Resources Approach include employee empowerment, job enrichment,
and participative management.

Contingency Approach:

The Contingency Approach recognizes that there is no one-size-fits-all solution to

managing organizations effectively. Instead, it emphasizes the need to tailor
management practices, strategies, and structures to fit the unique characteristics of each
organization and its environment. This approach acknowledges the influence of external
factors such as technology, market conditions, and organizational culture on
organizational behavior and performance. It advocates for flexibility, adaptability, and
responsiveness in addressing organizational challenges and opportunities.

Systems Approach:

The Systems Approach views organizations as complex and interconnected systems

composed of interrelated parts that work together to achieve common goals. It
emphasizes the importance of understanding how different components of the
organization, such as individuals, groups, and structures, interact and influence each
other. This approach focuses on analyzing organizational processes, feedback
mechanisms, and the flow of information to identify patterns of behavior and improve
organizational performance. It recognizes that changes in one part of the organization
can have ripple effects throughout the entire system.
Contemporary Approach:

The Contemporary Approach integrates insights from various disciplines, including

psychology, sociology, anthropology, and economics, to study organizational behavior
in a holistic and multidisciplinary manner. It emphasizes the dynamic nature of
organizations and the importance of context in shaping behavior. This approach
explores topics such as organizational culture, diversity, globalization, technology, and
sustainability to provide a comprehensive understanding of the challenges and
opportunities facing organizations in the modern world. It encourages scholars and
practitioners to adopt a broad and inclusive perspective in addressing complex
organizational issues.

In summary, the four basic approaches of Organizational Behavior—the Human

Resources Approach, Contingency Approach, Systems Approach, and Contemporary
Approach—provide different lenses through which to understand and analyze human
behavior within organizations. Each approach offers unique insights and perspectives
that contribute to a comprehensive understanding of organizational behavior and inform
strategies for managing organizations effectively.