Organizational
Culture
Culture
Self-regulation
Smart Productivity
Concepts
Myths and Realities
100
What is the right to “digital disconnection”?
The right to not answer messages or be available outside of working hours.
100
True or false: we all manage stress in the same way.
False
100
What is a “micro break” and how does it help productivity?
They are short breaks during the workday; they help relax the mind, prevent fatigue, and improve concentration.
100
True or false: stress is negative.
False
100
Myth or reality: “Work-life balance means splitting 50% of the time for personal life and 50% for work.”
Myth. Balance depends on quality, not the exact amount of time.
200
Mention one practice that companies can implement to support work-life balance.
Flexible schedules, remote work, active breaks, wellness programs, Lean In Circles, etc.
200
Mention 2 types/areas of self-care
Spiritual, physical, emotional, cognitive.
200
What is the difference between working hard and working smart?
Working hard involves more effort and longer hours; working smart means prioritizing, using tools and time management techniques to achieve better results with less strain.
200
Mention 2 physical symptoms caused by excessive stress:
Rapid heartbeat, fast breathing, sweating, trembling, muscle tension, headache, and fatigue.
200
Myth or reality: “Working more hours always means greater productivity.”
Myth. More hours do not mean better results; productivity depends on focus and breaks.
300
True or False: An “always on” culture (always available) improves performance in the long term.
False. It causes burnout and decreases productivity.
300
Mention the 3 aspects of the “Work-Life Triangle.”
Self-care, work (career), relationships.
300
What is more effective for productivity: multitasking or monotasking?
It allows greater focus and quality in the task.
300
It is a healthy stress that motivates us to achieve goals, such as performing well in a presentation or avoiding danger, and is essential for personal growth.
Eustress
300
Myth or reality: an employee with high work engagement is not at risk of burnout. 
Myth. Even the most committed employees can burn out if they don’t set boundaries; engagement alone does not protect against exhaustion.
400
What cultural practices within a company foster a greater sense of belonging and support for work-life balance?
Recognition of performance, flexible schedules, inclusion policies, open communication, wellness programs, and leaders who model balance.
400
Which hormone is associated with stress and can affect physical health if it remains elevated?
Cortisol
400
What is the time management technique called that alternates 25 minutes of work with 5 minutes of rest?
Pomodoro Technique.
400
What is burnout?
Syndrome of physical, mental, and emotional exhaustion caused by chronic workplace stress.
400
Myth or reality: remote work always improves employees’ work-life balance.
Myth. It can improve flexibility, but it can also blur the boundaries between work and personal life, increasing the risk of overload.
500
Why is organizational culture key to preventing burnout among employees?
It sets norms and expectations about workload, fosters respect for working hours, promotes spaces for support and care, and creates an environment where well-being is a priority, thus reducing the risk of chronic burnout.
500
What is the ability to say “no” without feeling guilty called?
Assertiveness
500
What is the 80/20 rule in productivity (Pareto Principle)?
20% of the actions generate 80% of the results.
500
What is the difference between work-related stress and burnout?
Stress is temporary and manageable; burnout is chronic, with extreme exhaustion, lack of motivation, and decreased performance.
500
Myth or reality: a leader who models self-care and disconnection habits has more influence on the culture of balance than a policy.
Reality. The practical example set by the leader directly impacts team behaviors more than a formal policy.