SECOND EWXAM

Question 1

involves structuring the resources, tasks, and people within an engineering project or organization to achieve specific
objectives efficiently.

Answer 1

Organizing

Question 2

Why we need to organize?

Answer 2

1.Efficiency:
2.Clarity:
3.Resource Optimization:
4.Risk Management:
5.Goal Alignment:
6.Adaptability:
7.Decision Making:

Question 3

Organizing helps streamline processes, allocate resources effectively, and
minimize wastage, leading to greater efficiency in project execution.

Answer 3

Efficiency

Question 4

A well-organized structure clarifies roles, responsibilities, and reporting lines,
reducing confusion and enhancing communication within the team.

Answer 4

Clarity

Question 5

Through organizing, you can optimally allocate resources such as
manpower, materials, and equipment, ensuring they are utilized to their fullest potential.

Answer 5

Resource Optimization

Question 6

Organizing enables better identification and mitigation of risks by
establishing clear protocols, responsibilities, and control mechanisms.

Answer 6

Risk Management

Question 7

Organizing ensures that everyone in the team is aligned with the project
goals and understands how their contributions fit into the broader objectives.

Answer 7

Goal Alignment

Question 8

A well-organized structure allows for easier adaptation to changes,
whether they are in project scope, resource availability, or market conditions.

Answer 8

Adaptability

Question 9

Organizing provides a framework for decision-making processes,
empowering teams to make informed decisions efficiently.

Answer 9

Decision Making

Question 10

The result of organizing process is ?

Answer 10

STRUCTURE

Question 11

It defines the formal reporting relationships, the number of levels in the
organization’s hierarchy, and the span of control.

Answer 11

STRUCTURE

Question 12

It defines the groupings of individuals into departments and departments into
the organization.

Answer 12

STRUCTURE

Question 13

It defines the system to effect effort coordination in vertical (authority) and
horizontal (tasks) directions.

Answer 13

STRUCTURE

Question 14

When structuring an organization, the
engineer manager must be concerned
with the following…

Answer 14

Division of labor
Delegation of authority.
Departmentation
A span of control
Coordination

Question 15

Determining the scope of work and how it is combined in a job.

Answer 15

Division of labor

Question 16

assigning various degrees of decision making authority to subordinates.

Answer 16

Delegation of authority

Question 17

the grouping of related jobs, activities, or processes into major organizational subunits

Answer 17

Departmentation

Question 18

the number of people who report directly to a given manager.

Answer 18

A span of control

Question 19

the linking of activities in the organization to achieve a common goal or objective.

Answer 19

Coordination

Question 20

FORMAL ORGANIZATION
The management describes the formal structure through…

Answer 20

1. Organization chart
2. Organization manual
3. Policy manuals

Question 21

is an operation of recruiting the employees
by evaluating their skills and knowledge before offering them specific job roles
accordingly

Answer 21

Staffing

Question 22

is a data set that measures work activities,
how many labor hours are needed, and how employee time is spent

Answer 22

Staffing model

Question 23

defined as “the administration function that decides human asset needs, recruits, trains, selects, and creates human
assets for the employments made by an organization.”

Answer 23

Staffing

Question 24

is embraced to coordinate individuals with
occupations so that the realization of the
organization’s goal will be encouraged

Answer 24

Staffing

Question 25

Human resource planning

Answer 25

Forecasting Programming Evaluation and control

Question 26

which is an assessment of the future. Human resource needs about the current capabilities of the organization

Answer 26

Forecasting

Question 27

means translating the forecasted human resource needs to personnel objectives and goals.

Answer 27

Programming

Question 28

monitoring human resource action plans and evaluating their success.

Answer 28

Evaluation and control

Question 29

A method used to analyze and represent tasks in a project, particularly when task durations are uncertain.

Answer 29

PERT (Program Evaluation and Review Technique)

Question 30

A technique used to identify the longest sequence of dependent tasks (the critical path) that determines the minimum project duration. It is best suited for projects with well-defined tasks and fixed time estimates.

Answer 30

CPM (Critical Path Method)

Question 31

It refers to attracting qualified persons to apply for vacant positions in the company so that those who are best suited to serve the company may be selected.

Answer 31

Recruitment

Question 32

The engineer manager will likely rely on newspaper advertising, schools, and referrals for entry-level personnel. When recruiting managers, current employees, recruitment firms, and competitors are reliable sources.

Answer 32

Recruitment

Question 33

refers to the act of choosing from those that are available to the individuals most likely to succeed on the job.

Answer 33

Selection

Question 34

The purpose of this is to evaluate each candidate and pick the most suitable position.

Answer 34

selection

Question 35

the new employee is provided with the necessary information about the company. His duties, responsibilities, and benefits are relayed to him. Personnel and health forms are filled up, and passes are issued. The company's history, its products and services, and the organizational structure are explained to the new employee.

Answer 35

Induction

Question 36

The new employee is introduced to the immediate working environment and co-workers. The following are discussed: location, rules, equipment, procedures, and training plans. Performance expectations are also discussed.

Answer 36

Orientation

Question 37

This becomes necessary if the newly hired (or freshly promoted) employee is assessed to lack the essential skills required by the job.

Answer 37

Training

Question 38

refers to the “learning provided to improve performance on the present job.”

Answer 38

Training

Question 39

Training programs consist of two general types, namely.’

Answer 39

1. training programs for nonmanagers 2. training and educational programs for executives.

Question 40

is the measurement of employee performance.

Answer 40

Performance appraisal

Question 41

There are instances when members of an organization spontaneously form a group with friendship as a principal reason for belonging.

Answer 41

INFORMAL ORGANIZATION

Question 41

It is not a part of the formal organization, and it does not have a formal performance purpose.

Answer 41

INFORMAL ORGANIZATION

Question 41

It is a form of departmentalization in which everyone engaged in one functional activity, such as engineering or marketing, is grouped into one unit.

Answer 41

Functional organization

Question 42

It refers to the organization of a company by divisions that bring together all those involved with a specific type of product or customer.

Answer 42

Product or market organization

Question 42

* To influence, in a positive manner, employee performance and development * To determine merit, pay increases. * To plan for future performance goals * To determine training and development needs * To assess the promotional potential of employees

Answer 42

Performance Appraisal

Question 43

It is an organizational structure in which each employee reports to a functional or division manager and a project or group manager.

Answer 43

Matrix organization

Question 44

Employment Decisions: After evaluating the performance of employees (managerial or otherwise), the management will be ready to make employment decisions. These may consist of the following:

Answer 44

Monetary rewards - Promotion Transfer Demotion

Question 45

After evaluating the performance of employees (managerial or otherwise), the management will be ready to make employment decisions.

Answer 45

Employment Decisions

Question 46

these are given to employees whose performance is at par or above standard requirements.

Answer 46

Monetary rewards

Question 47

This refers to a person's movement into a position of higher pay and greater responsibilities, which is given as a reward for competence and ambition.

Answer 47

Promotion (Monetary rewards)

Question 48

is the movement of a person to a different job at the same or similar level of responsibility in the organization.

Answer 48

Transfer

Question 49

are made to provide growth opportunities for the persons involved or eliminate a poor-performing employee.

Answer 49

Transfer

Question 50

is a movement from one position to another with less pay or responsibility attached to it.

Answer 50

Demotion

Question 51

Is used as a form of punishment or a temporary measure to keep an employee until he is offered a higher position.

Answer 51

Demotion

Question 52

is either a voluntary or involuntary termination of an employee. When made voluntarily, the organization's management must determine the real reason. If a defect in the organization is determined, corrective action is necessary.

Answer 52

Separation

Question 53

is the last option that the management exercises when an employee's performance is poor or when he/she commits an act violating the company rules and regulations. This is usually made after training efforts fail to produce positive results.

Answer 53

Involuntary separation (or termination)

Question 54

- Improving specific job-related skills and knowledge - Structured, formal program for short-term

Answer 54

Training

Question 55

- Overall growth and learning for career progression - Varied, long-term program but can be formal or informal

Answer 55

Development

Question 56

- Led by trainers or subject matter experts - It addresses identified skill gap

Answer 56

Training

Question 57

- Self-directed or guided by mentors or mix of both - It identifies and nurtures potential talent

Answer 57

Development