This document outlines the midterm requirements for a seminar course. Students must conduct interviews with company executives on traits of Filipino employees and managers. They must also analyze the human resource recruitment process and policies of a company. Additionally, students must design a training plan, analyze issues with a company's performance evaluation system, and answer questions relating to motivation and human behavior in organizations.

1. SEMINAR
MIDTERM REQUIREMENTS
1. Interview at least five (5) company executives or managers regarding traits of a
Filipino employee. Use the following questions as your guide.
1.1 Please list down or identify five (5) positive traits and five (5) negative traits of a
Filipino worker.
1.2 Please list down or identify five (5) positive traits and five (5) negative traits of a
Filipino manager.
1.3 In the current era of globalization, what do you think are the traits that a Filipino
worker possesses which will make him or her competitive compared to other
nationalities?
2. Support your findings by citing, integrating the concepts on Human Resource
Management and Organizational Behavior.
3. How is the process of recruiting human resources done in your company? Prepare a
schematic diagram showing the different steps followed in human resource
procurement procedures in your company? (If not employed in a certain company,
then look for one)
4. What are some general policies and responsibilities in human resources recruitment
and employment your company HR is adhering to and implementing well?
5. Design a training plan for your organization’s employees. Please follow the format.
Strategies Objectives
Resources
Needed
Champion Time Frame
Case Problem
3T is a large fast food chain, which conducts a quarterly performance appraisal of
their employees as basis for monitoring their performance and for promotion. For the
past ten years, the company has been practicing this personnel procedure. The
management does not want to change the appraisal system because they have been
accustomed to the practice. When Ms. A assumed the office as the new HR manager
of the 3T Company, she observed the following.
1. The frequency of the required performance appraisal (that is, four times a year),
there were times when the activity is not conducted as scheduled. Delays in the
appraisal occur and the quarter performance appraisal is not actually realized in
some departments.
2. The performance appraisal system is a routine activity that many raters tend to
just or copy the previous rating given to their subordinates.
3. The inadequate interval between ratings, causes the HR office not to have
enough time to review the progress of the employee based on the results of the
appraisals. Hence, no appropriate actions were taken. Since evaluation is done
every three months, the HR office finds itself preparing for another evaluation
activity despite the fact that the results of the previous evaluation have not yet
been acted upon.

2. 4. The purpose of the performance appraisal is not fully understood by some
employees. Some of them complain that the activity is used by their supervisors
to punish them or to assert the supervisor’s superiority over their subordinates.
Employees feel that their supervisors gave subjective ratings, favoring those are
close to them, while rating only on the average the others.
5. The performance evaluation instrument is common to all employees coming from
the different sections/positions. Criteris for evaluation do not specify the duties
and responsibilities of the employees being evaluated. Some criteria are not very
much related to the performance of their job.
Questions:
1. What can you say about the performance evaluation system of 3T Company?
2. What do you think are the advantages/disadvantages of conducting a quarterly
performance evaluation?
3. There is a problem in the attitude of some employees or subordinates on how their
supervisors rate them. If you are Ms. A, what can you do to address this problem?
4. There is a problem in the performance evaluation instrument itself. As a HR
manager, what steps would you undertake to revise and improve the instrument?
FINAL REQUIREMENTS
Direction. Answer the following questions with not more than 200 words each. Expound
your answers using theories and related concepts in motivation and human dynamics in the
work context.
1. What, in your experience, motivates your best, most successful performance? Give
an example of this motivation in action in the workplace.
2. Describe the work environment or culture in which you are most productive and
happy.
3. You are assigned to participate in a team that has several members who are not
motivated to work hard and contribute. How have you in the past, or would you, if
you were to experience it, approach this situation?
4. How do you sustain self-motivation when you suffer a setback in reaching your
goals?
5. What do you think are the leading drivers/causes of employee misbehaviors?
6. Discuss the importance of social skills in the workplace.
7. Present the skills needed to become an effective Human Resource Manager. Which of
these skills are already strengths of yours? Which would you like to develop?
8. Discuss how technological advancements affect human resource management.
9. How does effective human resources management decrease cost operations and
increase profit of an organization?
10. What are the advantages and disadvantages of nepotism in hiring employees?
(Nepotism is favoritism granted to relatives or friends regardless of merit.)

3. MBA 503A: Human Behavior in Organization
FINAL REQUIREMENTS
Answer the corresponding questions of each case and select to answer 5 study questions per
area. Limit your answers to only 200 words per item. Submit on or before March 23, 2013. Thank you.
CASE A
MONEY AND MOTIVATION
Is money a motivator? Some people say it always is; others believe that it depends on the
situation. For example, someone earning P20,000 a year will probably be more motivated by a raise of
P1,000 a year than someone earning P100,000 a year. Still other people believe that every raise must be
separated into two parts: that which is given for cost-of-living (no motivation potential) and that which
is given for merit (high motivation potential). Certainly that is the feeling of management.
In recent times, rightist and leftist unions demanded an across-the-board increase of P50 a day
plus an increase in the cost-of-living allowance (COLA). Management panicked and their immediate
reaction was they will end up closing their plant or reduce their number of personnel. Management,
through the intervention of the President was willing to give an across-the-board increase of P6 but later
the President proposed to congress that an across-the-board increase of P8 a day be given to industrial
workers refused such a proposal, “Why,” ask the union “should we settle for mere P8 across-the-board
increase? This leaves us no better off than we were last year. We want to start getting ahead of any
inflation.”
The dispute was not resolved. However, it appeared as if the strike would be a long one as
planned by the rightist and leftist union – “welga ng bayan.” The union had built up a rather large strike
fund and had seem unwilling to settle for anything less than P50 across-the-board increase plus an
increase of the COLA. As one of the managers puts it “ now we both know the other guy’s position, so it
will now boil down to who’s going to give in first.”
1. How important is money as a motivator? Explain your answer.
2. In addition to money, what also motivates people to work hard? Cite some illustrations.
3. When is money likely to be one of the most important motivators (if not the most important)
and when is it likely to finish way down the list? Based on your answer, what conclusions can be drawn
regarding the use of money as a motivator?

4. CASE B
A trusted employee of a travel agency whose main function was to coordinate with passengers
and the Department of Foreign Affairs in the processing of their passport was found guilty falsifying
Travel Documents. He has been with the agency for fifteen years. He admitted signing the name of the
agency’s manager and using passport fees of the agency for other passengers.
The board of directors decided to just allow him to resign without filing a case against him. The
manager explained to him that he could be “blacklisted” in other travel agencies if a case is filed against
him. He tendered his resignation for his own benefit and the agency looked for a replacement.
1. What could have motivated the employee to falsify documents?
2. Why didn’t the employer file a case against the employee?
3. If you were the manager, what would you have done?

5. Area 1
Study Questions
1. What is attitude? Positive attitude? Negative attitude? Cite an example of each.
2. Explain briefly the four fundamental types of attitudes.
3. How are attitudes formed and how do they change?
4. Why is attitude of emotional content difficult to change?
5. What is your concept of a balanced personal efficiency?
6. How would you conceptualize life in which men’s needs can be met without undue strain – his
suffering reduced to a minimum so that he will regard his life as enjoyable and a dignifying experience?
7. Do you “work to live” or “live to work”? is there a difference? Explain.
8. Comment on this statement. “Choose the job you love and you will never have to work a day in
your life.”
Area 2
Study Questions
1. What is the importance of a good human relation atmosphere in a working environment? Give
specific examples.
2. In what way can you relate human relations with group morale?
3. What is and what should be the responsibility of management in boosting group morale in our
present economic crisis?
4. What is the importance of the strategies of human relations to change?
5. Give at least one human situation where the role of human relations of both the worker and
management can develop a wholesome working relationship.
6. In what way can understanding transactional analysis build the gap of misunderstanding
between individuals? Between management and labor?
Area 3
Study Questions
1. How would you distinguish the difference between a leader and an authority figure? Give an
example.
2. In what ways do leaders reflect the group’s value?

6. 3. Explain this statement, “A man who commands efficiently must have obeyed others in the pa st.”
4. What type of leadership affects low output, high labor turnover, absenteeism, and accidents in
industries? Why?
5. What essential qualities would you expect from a leader?
6. What is and what should be the response of leaders in business to the economic problems of
our society?
7. What psychological factors have been found to account for poor morale among employees?
8. Which leadership style do you believe would be most effective in influencing you?
9. Can you think of traits which can be used as acronym for leadership. Start with L to stand for life,
E, A. Etc.
10. Interview some successful businessmen and government leaders and ask them for specific traits
which helped them to attain their present status in society. You may also prepare a list of traits
associated with leadership and let the successful leaders in business, education and government, rank
them in order of their importance in determining one’s success in dealing with people to attain group
goals.
11. Are leaders born or are leaders made? Where do most leaders come from – upper, middle,
lower class? Is leadership a monopoly of the upper class? Defend your answer.