1|Page
NCE NATIONAL COUNSELLING FINAL EXAM
2025/2026 BANK VERSION QUESTIONS AND
ACCURATE ACTUAL EXAM WITH FREQUENTLY
TESTED QUESTIONS AND STUDY GUIDE /
EXPERT VERIFIED FOR GUARANTEED
PASS/ALREADY GRADED A+
508. When professional career counselors use the term leisure they
technically mean
a. the client is having fun at work or away from work.
b. the client is relaxing at work or away from work.
c. the client is working at less than 100% capacity at work or away
from work.
d. the time the client has away from work which is not being
utilized for obligations. ......answer.....d. the time the client has
away from work which is not being utilized for obligations.
509. In terms of leisure time and dual-career families
a. dual-career families have more leisure time.
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b. dual-career families have the same amount of leisure time as
families with one wage earner.
c. dual-career families have less leisure time.
d. dual-career families have more weekend leisure time.
......answer.....c. dual-career families have less leisure time.
510. A client who says, "I feel I cannot really become an
administrator in our agency because I am a woman," is showing an
example of
a. gender bias.
b. counselor bias.
c. the trait-and-factor theory.
d. developmental theory and career choice. ......answer.....a. gender
bias.
A test or selection process is said to have adverse impact if it does
not meet the "80% Fourfifths Rule." Here, the hiring rate for
minorities is divided by the figure for nonminorities. If the
quotient is less than 80% (4/5s), then adverse impact is evident.
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Thus, a typical exam question might inform you that a firm's
selection process is such that 60 of the employees hired are Black,
while 80 are White. You would then be asked to determine
whether the selection process was plagued via adverse impact.
Your computation would be: 60/80=75%. Since 75% is less than
80%, the process would indeed have an adverse impact.
The trait-and-factor theory assumed that via psychological testing
one's personality could be matched to an occupation which
stressed those particular personality traits. Some industrial
psychology exams will speak of "profile matching." In this
approach, a job candidate's personality or skills profile is matched
to that of successful workers. The decision to hire is then based on
the closeness or similarity of the match based on a pattern of
predictor scores. Choice "d," the developmental approach, views
career decisions as longitudinal and reversible.
511. One major category of career theory is known as the trait-factor
(also called the trait-and-factor) approach. It has also been dubbed
the actuarial or matching approach. This approach
, 4|Page
a. attempts to match conscious and unconscious work motives.
b. attempts to match the worker and the work environment (job
factors). The approach thus makes the assumption that there is one
best or single career for the person.
c. attempts to match career behavior with attitudes.
d. attempts to match cognition with the workload. ......answer.....b.
attempts to match the worker and the work environment (job
factors). The approach thus makes the assumption that there is one
best or single career for the person.
The Parsons's work mentioned earlier (i.e., Choosing a Vocation)
stressed a careful self-analysis conducted "under guidance" and
then put down on paper to determine your personal "traits." The
traits could then be matched to occupations using advice from
individuals who had "made a careful study of men and vocations of
the conditions of success."
512. The trait-and-factor career counseling, actuarial, or matching
approach (which matches clients with a job) is associated with
a. Parsons and Williamson.
NCE NATIONAL COUNSELLING FINAL EXAM
2025/2026 BANK VERSION QUESTIONS AND
ACCURATE ACTUAL EXAM WITH FREQUENTLY
TESTED QUESTIONS AND STUDY GUIDE /
EXPERT VERIFIED FOR GUARANTEED
PASS/ALREADY GRADED A+
508. When professional career counselors use the term leisure they
technically mean
a. the client is having fun at work or away from work.
b. the client is relaxing at work or away from work.
c. the client is working at less than 100% capacity at work or away
from work.
d. the time the client has away from work which is not being
utilized for obligations. ......answer.....d. the time the client has
away from work which is not being utilized for obligations.
509. In terms of leisure time and dual-career families
a. dual-career families have more leisure time.
,2|Page
b. dual-career families have the same amount of leisure time as
families with one wage earner.
c. dual-career families have less leisure time.
d. dual-career families have more weekend leisure time.
......answer.....c. dual-career families have less leisure time.
510. A client who says, "I feel I cannot really become an
administrator in our agency because I am a woman," is showing an
example of
a. gender bias.
b. counselor bias.
c. the trait-and-factor theory.
d. developmental theory and career choice. ......answer.....a. gender
bias.
A test or selection process is said to have adverse impact if it does
not meet the "80% Fourfifths Rule." Here, the hiring rate for
minorities is divided by the figure for nonminorities. If the
quotient is less than 80% (4/5s), then adverse impact is evident.
,3|Page
Thus, a typical exam question might inform you that a firm's
selection process is such that 60 of the employees hired are Black,
while 80 are White. You would then be asked to determine
whether the selection process was plagued via adverse impact.
Your computation would be: 60/80=75%. Since 75% is less than
80%, the process would indeed have an adverse impact.
The trait-and-factor theory assumed that via psychological testing
one's personality could be matched to an occupation which
stressed those particular personality traits. Some industrial
psychology exams will speak of "profile matching." In this
approach, a job candidate's personality or skills profile is matched
to that of successful workers. The decision to hire is then based on
the closeness or similarity of the match based on a pattern of
predictor scores. Choice "d," the developmental approach, views
career decisions as longitudinal and reversible.
511. One major category of career theory is known as the trait-factor
(also called the trait-and-factor) approach. It has also been dubbed
the actuarial or matching approach. This approach
, 4|Page
a. attempts to match conscious and unconscious work motives.
b. attempts to match the worker and the work environment (job
factors). The approach thus makes the assumption that there is one
best or single career for the person.
c. attempts to match career behavior with attitudes.
d. attempts to match cognition with the workload. ......answer.....b.
attempts to match the worker and the work environment (job
factors). The approach thus makes the assumption that there is one
best or single career for the person.
The Parsons's work mentioned earlier (i.e., Choosing a Vocation)
stressed a careful self-analysis conducted "under guidance" and
then put down on paper to determine your personal "traits." The
traits could then be matched to occupations using advice from
individuals who had "made a careful study of men and vocations of
the conditions of success."
512. The trait-and-factor career counseling, actuarial, or matching
approach (which matches clients with a job) is associated with
a. Parsons and Williamson.
