Question Paper

Organizational Behavior and HRM œ II (MB252): January 2008

• Answer all 93 questions.
• Marks are indicated against each question.

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Total Marks : 100

1. In Ratan Steel the attrition rates in the operations department are high,
knowledgeable employees from the other
functional areas in the organization filled the vacancies temporarily. The concept

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discussed above is
(a) Committee assignments
(b) Job rotation
(c) Apprenticeship
(d) Job instruction training
(e) Classroom lectures.

6.
( 1 mark)

2. The tendency of the appraisers to have an expectation of the performance

level which might distort the
judgement of actual performance is normally called as
(a) Halo effect
(b) Perceptual set
(c) Leniency effect
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(d) Primacy effect
(e) Recency effect.
( 1 mark)
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3. The reassignment of an employee to a job with similar pay, status, duties and
responsibilities is called as
(a) Promotion
(b) Job posting
(c) Selection
(d) Transfer
(e) Demotion.
w.

( 1 mark)

4. CMCS Ltd., has a major problem with its union. The CMCS workers union
does not stick to a particular
ideology or a specific method to achieve their objectives. The type of union in
CMCS Ltd., is
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(a) Predatory union

(b) Political union
(c) Anarchist union
(d) Business union
(e) Uplift union.
( 1 mark)
 5. The extent to which employees define their personal values in accordance with
their work and the degree of
alignment between the two is referred to as

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(a) Career insight
(b) Career identity
(c) Career path
(d) Career resilience
(e) Career goal.

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( 1 mark)

6. Guano Mobiles Ltd., employs the method of profit-sharing, where the company
according to the pre-
determined formula and based on the company profit, pays annually or quarterly
cash bonus. The plan adopted

6.
by Guano Mobiles Ltd., is
(a) Distribution plan
(b) Deferred plan
(c) Gain-sharing plan
(d) Employee stock plan
(e) Restricted stock plan.
( 2 marks)
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7. In which stage of the socialization model, does the individual try to reorient
himself and work towards fulfilling
organizational objectives by following the organizational norms?
(a) Pre-arrival stage
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(b) Metamorphosis stage
(c) Encounter stage
(d) Static stage
( 1 mark)
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(e) Cyclic stage.

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8. In which of the following profit sharing plans, employees earn profit-sharing

credits instead of cash payment,
which are distributed when the employee parts with the organization?
(a) Restricted stock plan
(b) Combination plan
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(c) Standard hour plan

(d) Deferred plan
(e) Employee stock ownership plan.
( 1 mark)

9. Ramu, an employee of Cosmocus India Ltd., does not adhere to the rules and
 regulations of the organization
inspite of being given a verbal and written warning, the next step the organization
can take for his act of
indiscipline is

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(a) Demotion
(b) Pay cut
(c) Dismissal
(d) Suspension
(e) Lay-off.

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( 1 mark)

10. Which of the following is not true with regard to Behaviorally Anchored Rating
Scale (BARS)?
I. BARS concentrates on the behavioral traits demonstrated by the employees
instead of their actual

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performance.
II. In BARS method of appraisal, only the manager is actively involved in the
appraisal process.
III. BARS method is cumbersome and needs considerable time and commitment
to develop.
(a) Only (I) above
(b) Only (II) above
(c) Both (I) and (III) above
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(d) Both (II) and (III) above
(e) All (I), (II) and (III) above.
( 1 mark)
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11. Sunmugam Industries follows a wage plan, where, if, the worker produces
100 units in 8 hours and another
worker 80 units in 8 hours, both of them still get paid the same amount of wages.
Identify the wage plan being
followed at Sunmugam Industries.
(a) Piece wage plan
(b) Skill-based pay plan
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(c) Competency-based pay plan

(d) Broadbanding
(e) Time wage plan.
( 1 mark)

12. One effective way to approach the disciplinary process is to follow what is
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popularly known as the ”red hot

stove rule‘, which states everything except
(a) Disciplinary action should be immediate
(b) Administration of discipline should be preceded by a warning
(c) Consequence is unforeseeable
(d) Disciplinary action should be consistent
 (e) Disciplinary action should be impersonal.
( 1 mark)

13. Rating of the jobs to determine their position in the job hierarchy is termed as

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(a) Job analysis
(b) Job description
(c) Job evaluation
(d) Job specification
(e) Job design.

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( 1 mark)

14. Which of the following is an initiative taken up by the parties involved in the
dispute, to invite the intervention
of a third party for settlement?
(a) Voluntary arbitration

6.
(b) Conciliation
(c) Collective bargaining
(d) Adjudication
(e) Collaboration.
( 1 mark)
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15. Rahul Software Services have no projects due to economic recession and as
a result the HR department is
planning to reduce the manpower to bring down the financial burden. At the
same time the management feels
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the responsibility to rehabilitate its employees by assisting them in search for
other jobs, resume writing and
counseling. The process referred to is
(a) Broadbanding
(b) Retrenchment
(c) Outplacement
(d) Loaning
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(e) Replacement.
( 1 mark)

16. Which of the following specifications include the ability to make judgements,
ability to undertake research,
creativity, teaching ability, maturity, self-reliance, and the ability to be
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authoritative, etc?
(a) Physical specification
(b) Emotional specification
(c) Mental specification
(d) Behavioral specification
(e) Social specification.
 ( 1 mark)

17. The correlation between scores on a measure in the selection method and
the scores on the corresponding

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measures of job performance is referred to as
(a) Reliability
(b) Criterion validity
(c) Content validity
(d) Generalizability

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(e) Construct validity.
( 1 mark)

18. Ranking is one of the simplest and the oldest job evaluation methods.
Several techniques of ranking are used in
the process of job evaluation. What is the procedure followed in the paired

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comparison method of ranking jobs?
(a) A key job in the organization is identified and ranked as one and other jobs
are ranked
accordingly
(b) A single most important task in each job is identified and compared against
each other
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(c) Jobs are ranked according to their worth in the organization
(d) Every employee in the group is compared with every other employee in the
group
(e) Departments are ranked according to their worth in the organization.
( 1 mark)
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19. A long-term career focus will increase an organization‘s effectiveness in
managing its human resources. A well
designed career development program has the following benefits to an
organization, except
(a) Ensures availability of resources for future
(b) Ensures the organizational ability to attract and retain talent
(c) Ensures growth opportunities for all employees
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(d) It helps the employee understand his own strengths and weakness vis-à-vis
his objectives
(e) Reduces employee frustration.
( 1 mark)

20. Which of the following is related to safety provision under Factories Act?
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(a) Providing cleanliness

(b) Providing ventilation
(c) Prohibiting employment of adolescents or children on dangerous machines
(d) Providing artificial humidification
(e) Prohibiting overcrowding.
( 1 mark)
 21. The degree to which the job requires completion of a work, from the
beginning to the end is referred to as
(a) Skill variety

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(b) Task identity
(c) Task significance
(d) Autonomy
(e) Feedback.
( 1 mark)

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22. Sam says —I enjoy jobs where I‘m given enough freedom to think out of the
box and where I‘m not bound by
organizational framework.“ We can infer from Sam‘s statement that his career
anchor would most probably be
(a) Autonomy/independence

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(b) Security/stability
(c) Technical /functional competence
( 1 mark)
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(d) General management

(e) Entrepreneurial creativity.
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23. In a call center, the employees were paid for the number of calls they handle.
After some time, the company
started receiving complaints from their clients about the service being provided.
On analysis, the management
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realized that the employees were not spending enough time on resolving
customer grievances and were instead
trying to end the call to take up the next one. Which of the following statements
can be taken as a measure to
solve the problem?
(a) The management should motivate the employees to perform their jobs in
quick time
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(b) The management should immediately change its plan of wage payment
(c) The management should include an effective learning program
(d) The management should discuss the problem with the employees
(e) The management should monitor the calls.
( 1 mark)
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24. The method of performance appraisal that requires the rater to rate the
employee on factors like quantity and
quality of work, job knowledge, dependability, punctuality and attendance is
called
(a) Graphic rating method
(b) Work standards approach
 (c) Management by objectives
(d) Essay appraisal method
(e) Checklist method.
( 1 mark)

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25. The role of the management in industrial relations has slowly undergone a
metamorphosis from an exploitative
authoritative style to a more participative style. In this context, in which of the
following styles employer looked

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upon workers as children who require careful guidance?
(a) Exploitative authoritative style
(b) Benevolent authoritative style
(c) Consultative management style
(d) General management style
(e) Participative style.

6.
( 1 mark)

26. Career development is the process by which employee progress is assessed

through a series of stages. In which
of the following stages does the individual equip himself for a change, to balance
work and non-work activities?
(a) The maintenance stage
(b) The exploration stage
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(c) The disengagement stage
(d) The transfer stage
(e) The establishment stage.
( 1 mark)
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27. As a checkout clerk, Subhash is allowed by his employer to learn how to use
the cash register and scanning
equipment before dealing with real customers. This is an indicative that the
company is providing
(a) Coaching
(b) Vestibule training
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(c) Case exercise

(d) Role playing
(e) Computer modeling.
( 1 mark)

28. Which of the following factors can be used to evaluate a training program?
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I. Trainees‘ feedback on the content and process of training.

II. Knowledge or learning acquired by the trainees as a result of the training
experience.
III. Changes in job performance as a result of training.
IV. Immeasurable improvements or results seen in individuals or the
organization.
 (a) Both (I) and (II) above
(b) Both (II) and (III) above
(c) (I), (II) and (III) above
(d) (I), (II) and (IV) above

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(e) All (I), (II), (III) and (IV) above.
( 1 mark)

29. Which of the following is/are false about unit councils formed for workers‘
participation in India?

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I. It is formed in organizations employing 100 or more workers.
II. The number of members of the council should not exceed sixteen. ( 2 marks)
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III. All the decisions of the unit council shall be on the basis of voting and not by
consensus.

6.
(a) Only (I) above
(b) Only (II) above
(c) Both (I) and (II) above
(d) Both (II) and (III) above
(e) All (I), (II) and (III) above.
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30. Which of the following is false about shop councils formed for workers‘
participation in India?
(a) The employer‘s representatives are nominated by management and must be
persons from the
unit concerned
(b) The employee‘s representatives are from amongst the workers who are
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actually employed in
the department or shop concerned
(c) The number of members in each council is determined by the management in
consultation with
the workers
(d) The chairman is nominated by the workers, the vice chairman is elected by
the management
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(e) The tenure of the council is three years.

( 2 marks)

31. In which of the following socialization strategies, the individual learns the
principles, policies and norms of the
organization thoroughly, in an environment away from the work group?
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(a) Serial socialization strategy

(b) Fixed socialization strategy
(c) Divestiture socialization strategy
(d) Individual socialization strategy
(e) Formal socialization strategy.
( 1 mark)
 32. Kavitha works as an Adminstrative Executive in Sri Constructions Ltd., After
10 years of her work experience
in the same job, she got a promotion. Which one of the following statement is

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best supports the above context?
(a) She was promoted due to non availability of suitable candidate internally
(b) She was promoted based on her seniority
(c) She was promoted because of her excellent performance
(d) She didn‘t want to leave the organization

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(e) She was performing a difficult task, so she was promoted.
( 1 mark)

33. Which of the following is false about the causes of job stress?
(a) Job stress may be a result of insecurity at the workplace
(b) Unrealistic expectations and a demand for high performance by the

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management
may give rise to job stress
(c) With the continuous advancement of technology and increased competition,
there has
been less pressure on the workers to perform
(d) Personal problems may add to stress at the workplace
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(e) Not knowing one‘s duties or job to perform at workplace, may be stressful for
an employee.
( 1 mark)

34. Members not being allowed to hold meetings during office hours, irregularity
in conducting meetings, absence
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of a facilitator, etc. can hamper the working of Quality Circles (QC). All these
come under which of the
following problems that can arise during development of the QC in an
organization?
(a) Educational problems
(b) Conceptual problems
(c) Execution delay problems
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(d) Interference and interruption problems

(e) Operational problems.
( 1 mark)

35. In India, there are a number of statutory provisions that provide safe working
conditions for the worker. In this
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regard, Chapter III of Factories Act deals with which of the following matter?
(a) Health of the workers
(b) Management behavior
(c) Training and development
(d) Employee behavior
(e) Safety of the workers.
 ( 1 mark)

36. As a business owner you have chosen a union acceptance strategy and have
instructed your management

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negotiating team to strive for a mutually acceptable collective agreement. Their
goals at the bargaining table
include all of the following, except
( 1 mark)
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(a) Negotiating in —good faith“ a collective agreement
(b) Arriving at an agreement that is acceptable to management, the labor union
representatives, and
the other bargaining unit members
(c) Making it difficult for the newly certified union to negotiate

6.
(d) Developing a framework for labor relations in the organization
(e) Specifying, in writing, the manner in which management and bargaining unit
members will
treat each other during the term of the collective agreement.

37. A method where the differences are sorted out as the parties consider the
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importance of the organization‘s
performance is termed as
(a) Super ordinate goals
(b) Avoidance
(c) Smoothing
(d) Compromise
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(e) Altering human variables.
( 1 mark)

38. As a result of company‘s growth you are anticipating a number of entry-level

job openings. As HR Manager,
you must examine all of the following to asses the future supply of outside
candidates, except
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(a) General economic conditions

(b) National labor-market conditions
(c) Replacement and succession plans
(d) Occupational market conditions
(e) Local market conditions.
( 1 mark)
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39. A Human Resources Information System (HRIS) is a computerized system

used to provide information about an
organization‘s human resources. HRIS applications include all the following,
except
(a) Salary and benefits administration
 (b) Absenteeism tracking
(c) Employee communications
(d) Strategic planning
(e) Monitoring union activities.

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( 1 mark)

40. Wipro says that they are among the first few organizations in India to
introduce a different performance
appraisal method. They believe in the method since they found it very effective

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and well institutionalized.
According to them, an employee‘s performance was evaluated by his supervisor,
his peers, his internal/external
customers, his internal/external suppliers and his subordinates. Which of the
following appraisal methods is
followed by Wipro?

6.
(a) Forced choice rating method
(b) Point allocation method
(c) Critical incident method
(d) Checklist appraisal system
(e) 360 degree appraisal method.
( 1 mark)
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41. Though the fundamental objectives of workers‘ unions and employers‘ unions
are different, there were incidents
where employers invited their employees to join their trade unions and vice
versa. In the Indian context, these
unions where the employers are members are known as
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(a) Super-unions
(b) Smart-unions
(c) Quasi-unions
(d) Stable-unions
(e) Jumbled-unions.
( 1 mark)
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42. Which of the following is not related to health provision under Factories Act?
(a) Disposal of wastes and effluents
(b) Prevention of dust and fumes
(c) Artificial humidification and overcrowding
(d) Precaution against dangerous fumes
(e) Providing adequate lighting and drinking water.
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( 1 mark)

43. Mohan Machines Ltd., conducted interviews to select a Specialist for its CNC
machine. Ravi was selected for
the post of CNC machine specialist. A test was conducted to assess whether he
has genuine concern in the job
 and its profile. Which of the following selection tests may have been used? ( 1
mark)
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(a) Personality test
(b) Polygraph test
(c) Graphology
(d) Situational test
(e) Interest test.

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44. In which of the following job analysis methods, job incumbents make
immediate note of the activities they
perform?
(a) Observation method
(b) Questionnaire method

6.
(c) Individual interview method
(d) Diary method
(e) Technical conference method.
( 1 mark)

45. Retrenchment is the process of termination of an employee due to his or her

job becoming redundant. Which of
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the following statement(s) is/are true about retrenchment?
I. Retrenchment is usually permanent.
II. Retrenchment is usually temporary.
III. The organization has to offer assistance and support the employee when he
or she is retrenched.
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(a) Only (I) above
(b) Only (II) above
(c) Only (III) above
(d) Both (I) and (III) above
(e) Both (II) and (III) above.
( 1 mark)
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46. A conflict resolving method where an outside third party is invited to intervene
and help the two primary parties
reach conciliation is called as
(a) Mutual insurance
(b) Arbitration
(c) Mediation
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(d) Workers‘ participation

(e) Collective bargaining.
( 1 mark)

47. Which of the following statements is false with regard to orientation and
socialization?
 (a) The time period for orientation is short and for socialization it is relatively long
(b) Fewer organization members are involved in orientation and socialization
affects all employees
(c) Orientation is integral part of the socialization

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(d) The changes due to orientation are very few and socialization involves broad-
based changes in
employees (new)
(e) Orientation is a process that takes place organization wide, where as
socialization is a program

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or an event.
( 1 mark)

48. Infosys employs people of Indian origin in its Japanese operations and at
times sends employees of US origins
to work with their counterparts in European countries on specific assignments.

6.
What are categories of
employees working at European countries of Europe origin are called?
(a) Parent-country nationals
(b) Host-country nationals
(c) Third-country nationals
(d) Multicolor-country nationals
(e) Displaced-country nationals.
( 1 mark)
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49. The Marketing Manager for a life insurance firm used the following approach
to measure the quality of work for
her three sales representatives. She categorized Karthik as ”Top‘, Akash as
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”Standard‘ and Vishal as ”Bottom‘.
The performance evaluation technique employed is
(a) Paired comparison method
(b) Graphic rating scale method
(c) Straight ranking method
(d) Forced distribution method
(e) Point allocation method.
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( 1 mark)

50. Excel Ltd., has a compensation program where employees are involved and
made responsible for their own pay
packages. Pay packages are decided in accordance with employee‘s specified
behavior that contributes to ( 1 mark)
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organizational effectiveness. What is the above system of compensation called?

(a) Indirect compensation
(b) Direct compensation
(c) Variable compensation
 (d) Fixed compensation
(e) Broadbanding.

51. Positive discipline is much more than the simple act of a manager or

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supervisor discussing performance
problems with an employee. It is a process comprising of a series of policies and
steps. Which of the following
is the final step in the process of positive discipline?
(a) Define expected employee behavior

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(b) Collect performance data
(c) Clarify responsibility for discipline
(d) Administer corrective counseling techniques
(e) Administer progressive discipline.
( 1 mark)

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52. Which of the following is/are false about balanced scorecard?
I. Balanced scorecard involves formulating a strategy, and deciding what each
employee needs to do to
achieve the objectives based on the strategy.
II. The balanced scorecard is a part of HR scorecard.
III. Balanced scorecard can be used to evaluate the alignment of compensation
and benefit plans with the
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strategic needs of employers only.
(a) Only (I) above
(b) Only (II) above
(c) Both (I) and (II) above.
(d) Both (II) and (III) above.
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(e) All (I), (II) and (III) above.
( 1 mark)

53. Which of the following approaches to job design states that employees work
hard when they are rewarded for
the work they do, and when the work gives them satisfaction?
(a) Socio-ethical approach
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(b) Job characteristics approach

(c) Human relations approach
(d) Engineering approach
(e) Ethnocentric approach.
( 1 mark)
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54. Which of the following statements are false about flat organizational
structures?
I. Flat organizational structures are characterized by wide span of control and
fewer hierarchical levels.
II. Flat organizational structures need well-trained management teams, equipped
to take decisions at lower
 levels.
III. Flat organizational structures have more hierarchical levels and are usually
characterized by narrow spans
of control.

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IV. Flat organizational structures facilitate close supervision and provides for a
continuous interaction between
the supervisor and his subordinates.
(a) Both (I) and (II) above
(b) Both (I) and (IV) above

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(c) Both (II) and (III) above
(d) Both (II) and (IV) above
(e) Both (III) and (IV) above.
( 1 mark)

55. Which of the following statements are false about management

6.
development?
I. Management development is described as the acquisition of technical
knowledge and skills.
II. Management development is future-oriented and prepares managers for a
career of valuable contribution to
the organization.
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III. Management development is an essential part of the orientation program for
new recruits in an
organization.
IV. Management development helps in the development of the intellectual,
managerial and people
management skills.
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(a) Both (I) and (II) above
(b) Both (I) and (III) above
( 1 mark)
(c) Both (II) and (III) above
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(c) Both (II) and (III) above

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(d) Both (II) and (IV) above

(e) All (I), (II), (III) and (IV) above.

56. All the following factors determine the choice of the type of training methods
used by an organization, except
(a) Learning principles
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(b) Hierarchical levels in the organization

(c) Content of the program
(d) Employee preferences and capabilities
(e) Trainer preferences and capabilities.
( 1 mark)
 57. The dissimilarity in wages paid for same or similar work because of various
reasons like hazards involved, cost
of living or other factors is termed as
(a) Barth system

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(b) Ergonomics
(c) Non-statutory wages
(d) Living wages
(e) Wage differentials.
( 1 mark)

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58. In 1999, the board of directors at VLSI Technology Inc., adopted an
employee retention plan for 27 top
executives, to discourage them from —defecting“ to the other side in case of a
takeover attempt by Royal Philips
Electronics. The board feared that Royal Philips Electronics would use the

6.
takeover bid to attract the senior
management of VLSI Technology. Hence, they offered, large sums of money to
its executives to retain them.
Which of the following benefit was offered to the executives?
(a) Golden parachute
(b) Severance pay
(c) Guaranteed annual pay
(d) Retrenchment compensation
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(e) Guaranteed annual bonus.
( 1 mark)

59. Demotions occur for reasons within or beyond the control of employees.
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Which of the following statements is
incorrect in this regard?
(a) Demotion is an alternative when no improvement is noticed in the employee
after
suspension
(b) Demotion tends to demoralize not only to the erring employee but also his co-
workers
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(c) In demotion, the employee is laid-off from work for a short period of time and
is not
paid during this time
(d) Demotion is administered when the management is constrained from
dismissing the employee
(e) Demotion is a punishment which is not temporary in nature.
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( 1 mark)

60. According to which of the following approaches, do the issues of industrial

relations have their origin in the
perceptions of the management, unions and workers?
(a) Human relations approach
 (b) Sociological approach
(c) Psychological approach
(d) Gandhian approach
(e) Scientific approach.

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( 1 mark)

61. An organization which adopts an approach whereby best practices and

resources are identified from within and
outside the organization employed where ever they are best suited regardless of

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their nationality, is called
(a) Ethnocentric approach
(b) Polycentric approach
(c) Geocentric approach
(d) Human resource approach
(e) Behavioristic approach.

6.
( 1 mark)

62. Production Manager of a firm has identified that by integrating different and
continuous small cycles into one
single cycle of operation he could reduce the number of repetitions of the
operating cycle and increase the scope
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of work for the employees. Which of the following techniques was adopted by the
Production Manager?
(a) Job enrichment
(b) Job enlargement
(c) Job rotation
( 1 mark)
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(d) Job description
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(d) Job description

(e) Job specification.

63. In an organization, the salary band for the entry level is fixed as
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Rs.10,000œ18,000 and the salary band for the

next level is fixed as Rs.12,500œ22,500. If we consider the above example, for
an employee at entry level to
earn more than an employee at the next level, which of the following conditions
must be true?
(a) If the employee at entry level has better qualification or brings in new skills
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(b) If the entry level and next level employees are recruited by different managers
(c) If the competition in entry level is more than that in next level
(d) If both the levels are having the same extent of work
(e) If the entry level is having more work than the next level.
( 1 mark)
 64. A new company is created from the merger of two companies that previously
competed for the same target
customers. To streamline activities and ensure there is no overlap of jobs or
company activities, the company

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should undertake
(a) Job specification
(b) Job sharing
(c) Job analysis
(d) Job posting

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(e) Job enrichment.
( 1 mark)

65. Individuals seeking to enter skilled trades, like electricians, carpenter etc; are
required to undergo formal
training under a more experienced employee or employees, before they join their

6.
regular jobs. This is referred to
as
(a) Coaching
(b) Job instruction training
(c) Job rotation
(d) Experiential exercises
(e) Apprenticeship.
( 1 mark)
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66. The case study method is characterized by stimulating discussions among
participants. Which of the following skills
of the participants does the case study method primarily aim at improving?
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(a) Decision-making skills
(b) Staffing skills
(c) Reporting skills
(d) Interviewing skills
(e) Budgeting skills.
( 1 mark)
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67. Human Resource Department has to take the initiative in preparing the
organization and its employees to face
new challenges successfully. In the given context, which of the following roles is
the Human Resource
Department essaying?
(a) Specialist
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(b) Organizer
(c) Change agent
(d) Controller
(e) Facilitator.
( 1 mark)
 68. Which of the following is/are false about works committee?
I. It is set up in organization employing 50 or more workers.
II. It contains representatives from both management and the workers.
III. It sorts out differences on employment related issues, between the

m
management and the worker.
(a) Only (I) above
(b) Only (II) above
(c) Both (I) and (II) above
(d) Both (II) and (III) above

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(e) All (I), (II) and (III) above.
( 1 mark)

69. Which of the following problem solving technique in quality circles requires
the members to observe events in
the workplace and present them diagrammatically in a way that demonstrates

6.
important relationships?
(a) Brainstorming sessions
(b) Cause-and-effect diagram
(c) Sampling and charting methods
( 2 marks)
(d) Graphic rating
10
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(d) Graphic rating
(e) In-basket method.

70. The process of analyzing a job consists of a few basic steps. The correct
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order of these steps is
(a) Information gathering, developing a job description, job-specific competency
determination,
developing a job specification
(b) Information gathering, developing a job specification, developing a job
description, job-
specific competency determination
w.

(c) Information gathering, developing a job description, developing a job

specification, job-
specific competency determination
(d) Information gathering, job-specific competency determination, developing a
job description,
developing a job specification
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(e) Information gathering, developing job specification, job-specific competency

determination,
developing a job description.
( 2 marks)

71. Which of the following is the sequence of separate but related or connected
 work/life activities that provides
continuity, order, and meaning in a person‘s life?
(a) Career
(b) Life style

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(c) Behavior
(d) Generation
(e) Security.
( 1 mark)

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72. Negotiation process begins with submission of the demands of the trade
unions to the management. Which of
the following statements are false about conducting the negotiations?
I. In the negotiation process if the management and the union fail to reach an
agreement, the involvement of
a labor court will be the only option.

6.
II. In the negotiation process the demands of the trade union are usually on the
higher side a little more than
what employees actually want.
III. In the negotiation process after a written contract is entered into, a verbal
agreement is reached.
IV. The negotiation process ends with the submission of the demands of the
trade union to the management.
(a) Both (I) and (II) above
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(b) Both (III) and (IV) above
(c) (I), (II) and (III) above
(d) (I), (III) and (IV) above
(e) (II), (III) and (IV) above.
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( 1 mark)

73. A written statement that explains the duties, working conditions and other
aspects of a specified job is termed as
(a) Job description
(b) Job specification
(c) Job rotation
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(d) Job enrichment

(e) Job analysis.
( 1 mark)

74. Factor comparison method is a sophisticated and quantitative method of job

evaluation. Which of the following
ww

is second step in the process of factor comparison method?

(a) The factors in each benchmark job are compared and ranked, based on their
relative importance
(b) The factors are assigned monetary values and the sum of the monetary
values assigned should be
add up to the pay of the benchmark job
 (c) The remaining jobs in the organization are evaluated based on the evaluation
of the benchmark
jobs
(d) Determine and define the specific factors across different jobs

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(e) Identify the key jobs or benchmark jobs, which are well known and have an
established pay rate
in the organization.
( 1 mark)

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75. Rahul‘s indiscipline at his work place was noticed by the Manager in his
induction training program itself but he
ignored it and allowed the problem to continue. At a later stage the same
problem became so serious that it
started affecting the work environment. The Manager adopted an incorrect
technique, which is referred to as

6.
(a) Punitive discipline
(b) Procrastination discipline
(c) Negative feedback
(d) Misplaced responsibility
( 2 marks)
(e) Preventive discipline.
11
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(e) Preventive discipline.

76. Super Power Ltd., carries out a socialization process that extends up to 3-5
days, in which the employee is
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oriented with all the employees working in the organization. It also provides a
complete picture of the
organization, information about the concepts of work in the organization and how
they are related, and finally
the specific job to be performed by an employee. Which of the following
statement best supports the above
scenario?
w.

(a) In an organization the socialization process must not extend for a long period
and waste the
productive hours of the employees
(b) The socialization process is said to be well organized when the process
extends for a long
period
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(c) The process of socialization can be confined to relevant areas of the

employees‘ work and the
job he is going to do. This can reduce the time spent on socialization
(d) Knowing every concept of work in an organization gives a clear picture of
work to be
performed, which effect the productivity, commitment and turnover of an
 employee
(e) In selection and recruitment process, if the employee is provided with the
information about the
company and work process, more time need not be allotted to the socialization

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process.
( 1 mark)

77. Which of the following is not an objective of performance appraisal?

(a) Setting targets and goals as performance standards

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(b) Evaluating employee performance
(c) Identifying training and development needs
(d) Determining the position and place of a job in the organizational hierarchy
(e) Improving performance.
( 1 mark)

6.
78. Human resource planning is done at various levels in the organization to
meet the resource requirement. Under
which of the following levels of human resource planning, simple plans like plans
for training and development
of resources, recruitment etc. to match the requirements is laid down at a
broader level?
(a) Corporate level planning
(b) Intermediate level planning
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(c) Operations planning
(d) Planning short-term activities
(e) General planning.
( 1 mark)
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79. To ensure a more accurate prediction of a candidate‘s success in a future
job, the selection methods should meet
the generic standards of reliability, validity, generalizability, utility and legality.
Under which of the following
approaches to reliability, a test is divided into two parts and given to the
candidates and the degree of similarity
w.

in scoring, in these two parts, determines the reliability of the test?

(a) The gap testing approach
(b) The repeat or test-retest approach
(c) The probability approach
(d) The group testing approach
(e) The split-halves procedure.
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( 2 marks)

80. Transactional analysis provides an approach for defining and analyzing the
interaction between people. The
basic theory behind the transactional analysis is that an individual‘s personality
comprises of three ego states.
 Which of the following are the ego states according to transactional analysis?
(a) Subordinate, peer and superior
(b) High, medium and low
(c) Parent, child and adult

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(d) Top, central and bottom
(e) Simple, moderate and complex.
( 1 mark)

81. Adjudication is one of the means of preventing industrial disputes. The

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different stages under adjudication are
labor courts, industrial tribunals and national tribunals. In this regard, which of the
following statement(s) is/are
true?
I. Labor court: It deals with matters related to standing orders application and
interpretation, discharge or

6.
dismissal of a worker, withdrawal of customary benefits and a strike or a lock out.
II. Industrial tribunals: It is constituted when an industrial dispute effects more
than one state in the country or
when the firm in question operates in more than one state.
III. National tribunals: It deals with matters within the jurisdiction of labor courts
and matters related to
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compensation, work hours and shifts, leaves and holidays and closure of the
establishment. ( 1 mark)
12

(a) Only (I) above

(b) Only (II) above
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(c) Both (I) and (II) above
(d) Both (II) and (III) above
(e) All (I), (II) and (III) above.

82. A strategy where employees are segregated on the basis of their knowledge
and ability is termed as
(a) Disjunctive socialization strategy
w.

(b) Tournament socialization strategy

(c) Fixed socialization strategy
(d) Serial socialization strategy
(e) Investiture socialization strategy.
( 1 mark)
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83. Forgo IT Solutions has come up with a lot of innovative programs to improve
the quality of work life of their
employees. Nazia an employee of Forgo IT Solutions can start and quit at any
time on the condition that she
completes 8 hours of work a day. The type of flex schedule administered in this
regard is
 (a) Flexitour
(b) Gliding time
(c) Variable day
(d) Maniflex

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(e) Compressed workweek.
( 1 mark)

84. Bharat is handling a highly specialized job but his job has very little room for
advancement in career terms. His

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career progression plans are being hindered as it is difficult for him to get a
promotion, in the present job. The
issue in career planning discussed in the above scenario is
(a) Career plateaus
(b) Restructuring
(c) Low ceiling careers

6.
(d) Dual career families
(e) Declining opportunities.
( 1 mark)

85. Under which of the following short-term plans, the worker is guaranteed a
minimum wage on a time basis?
(a) Halsey plan
(b) Barth system of wages
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(c) Task bonus plan
(d) Rowan plan
(e) Emerson efficiency system.
( 1 mark)
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86. At Satyam Electrical Ltd., an employee can work at home or while traveling
provided he is in contact with the
office. What is the above technique called?
(a) Flextime
(b) Telecommuting
(c) Job sharing
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(d) Condensed work

(e) Job rotation.
( 1 mark)

87. There are various steps in the selection process. What is the step after
”reference checks‘?
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(a) Analyze the application blank

(b) Job offer
(c) Preliminary interview
(d) Placement
(e) Core and department interviews.
( 1 mark)
 88. The process of structuring work and designating the specific activities at
individual or group levels is called
(a) Job analysis

m
(b) Job specification
(c) Job design
(d) Job evaluation
(e) Job enrichment.
( 1 mark)

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89. All the following are the methods to improve Quality of Work Life (QWL),
except
(a) Stereotyping
( 1 mark)
(b) Flex time

6.
13

(b) Flex time

(c) Socio-technical systems
(d) Job rotation
(e) Autonomous work group.
78
90. Srinivas after completing his MBBS joined an NGO which worked towards
providing free medical treatment to
underprivileged people. His career anchor most probably is
(a) Service
(b) Pure challenge
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(c) Autonomy
(d) Life style
(e) Independence.
( 1 mark)

91. Emaar India wants to appoint a candidate for a high-skill job which involved
working with advanced
w.

technology. For selecting the candidates the experts in that relevant area tested
the candidate‘s knowledge and
understanding of the subject, and assessed his expertise. Which of the following
methods of interviews is more
appropriate in such a situation?
(a) Panel interview
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(b) Unstructured interview

(c) Stress interview
(d) In-depth interview
(e) Group interview.
( 1 mark)
 92. A standard method of job analysis that describes jobs in terms of worker
activities is termed as
(a) Position analysis questionnaire
(b) Critical incident technique

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(c) Functional job specification
(d) Specific job specification
(e) Technical conference method.
( 1 mark)

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93. Job enrichment is the most popular technique for enhancing employee
motivation. Which of the following
statements are not the techniques of job enrichment?
I. Incorporating less responsibility in the job.
II. Providing wider scope, greater sequencing and increased pace of work.
III. Assigning a natural unit of work, either to an employee or to a group of

6.
employees.
IV. Maximizing controls when the employees are clearly accountable for attaining
defined goals.
(a) Both (I) and (II) above
(b) Both (I) and (III) above
(c) Both (I) and (IV) above
(d) Both (II) and (IV) above
(e) Both (III) and (IV) above.
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( 1 mark)
END OF QUESTION PAPER
14
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Suggested Answers
Organizational Behavior and HRM œ II (MB252): January 2008
Answer
Reason
1. B Job rotation is a training method where the trainee is placed on various jobs
across different functions in the
< TOP >
w.

organization. The trainee gains cross-functional knowledge and is equipped to

take up different jobs. The
cross-functional knowledge helps the organization in times of acute need of
manpower.
2. B In perceptual set, an employee‘s performance appraisal might be affected by
the tendency of the appraisers to
ww

< TOP >

have an expectation of the performance level. This might distort the judgment of
actual performance.
3. D The reassignment of an employee to a job with similar pay, status, duties
and responsibilities is referred as
< TOP >
 transfer.
4. A Predatory union does not stick to a particular ideology or a specific method
to achieve their objectives.
< TOP >

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5. B Career identity refers to the extent to which employees define their personal
value according to their work,
< TOP >
and align the former with the latter (a) Career insight is the extent to which
employees are aware of their

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interests, skills, strengths and weaknesses and how these perceptions relate to
their career goals. (c) Career
path is the sequential pattern of jobs that forms a career.(d) Career resilience is
the degree to which employees
can cope with problems affecting work. (e) Career goals are the future positions
that an individual strives to

6.
reach as part of a career.
6. A In distribution plans the company according to the pre-determined formula
and based on the company profit,
< TOP >
pays annually or quarterly cash bonus.
7. B In the metamorphosis stage the individual tries to reorient himself and work
78
towards fulfilling organizational
< TOP >
objectives by following the organizational norms.
8. D In deferred plan, employees earn profit-sharing credits instead of cash
payment, which are distributed when
< TOP >
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the employee parts with the organization.
9. D If Ramu does not adhere to the rules and regulations of the organization in
spite of being given a verbal and
< TOP >
written warning, then the next step is ”suspension.‘
10. B Statement (II) is not true.
< TOP >
w.

II. In BARS method of appraisal, both the manager and the employees are
actively involved in the appraisal
process.
11. E In time wage plan, if the worker produces 100 units in 8 hours and another
worker 80 units in 8 hours, both of
< TOP >
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them still get paid the same amount of wages.

12. C Red hot stove rule: One of the approaches to the disciplinary is process is
”Red hot stove Rule‘, which
< TOP >
suggests that administering discipline is more like touching a hot stove. The rule
suggests that administration
 of disciplinary procedure should be immediate, impersonal, consistent and
should be preceded by warning.
The consequences are specific predetermined and foreseeable.
13. C Job evaluation is rating of the jobs to determine their position in the job

m
hierarchy.
< TOP >
(a) Job analysis involves compiling a detailed description of tasks, determining
the relationships of the job to
technology and to other jobs and examining the knowledge, qualifications or

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employment standards,
accountabilities and other incumbent requirements. (b) Job description is a
written statement that explains the
duties, working conditions, and other aspects of a specified job. (d) Job
specification is a written statement of
the minimum acceptable qualifications, traits, physical and mental characteristics

6.
than an incumbent must
posses to perform the job successfully. (e) Job design is the process of
structuring work and designating the
specific activities at individual or group levels.
14. A Voluntary arbitration is an initiative taken by the parties involved in the
dispute, to invite the intervention of a
< TOP >
third party for settlement.
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15. C Outplacement: Organization which are employee friendly, but are looking
at reducing their manpower, may
< TOP >
provide outplacement services to their surplus employees. They search for other
vu
employment opportunities for
their displaced employees and offer them assistance in getting new jobs. The
process of helping employees in
getting placement in other organizations during lay-off is called outplacement.
16. D Behavioral specifications include the ability to make judgments, ability to
undertake research, creativity,
< TOP >
w.

teaching ability, maturity, self-reliance, and the ability to be authoritative, etc.

Physical specifications vary
from job to job and include physical features like height, weight, vision etc.
Emotional and social
15
ww

Answer
Reason
specifications include stability, adaptability and flexibility. Social specifications
include ability to work in a
team. Mental specifications include analytical ability, data interpretation ability,
decision-making etc.
 17. B Criterion validity refers to extent to the correlation between scores on a
measure in the selection method and
< TOP >
the scores on the corresponding measure of job performance.

m
18. D In paired comparison method, every employee in the group is compared
with every other employee in the
< TOP >
group.
19. D A well designed career development program has the following benefits to

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an organization: Ensures
< TOP >
availability of resources for future, ensures the organizational ability to attract and
retain talent, ensures
growth opportunities for all employees and reducing employee frustration.
Helping the employee understand his own strengths and weakness vis-à-vis his

6.
objectives is among the
benefits of career planning to an individual.
20. C Prohibiting employment of adolescents or children on dangerous machines
is a safety provision under the
< TOP >
Factories Act.
78
All other options are related to health provision under the Factories Act.
21. B Task identity: It is the degree to which the job requires completion of a
work, from the beginning to the end.
< TOP >
22. E A person with entrepreneurial creativity enjoys the job where he is given
freedom to create and is not bound
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< TOP >
by organizational framework.
23. B The management should immediately change its plan of wage payment.
< TOP >
24. A Graphic rating scale includes numerical ranges as well as written
description. This method of appraisal
< TOP >
w.

requires the rater to rate the employee on factors like quantity and quality of
work, job knowledge,
dependability, punctuality and attendance.
25. B In benevolent authoritative style an employer looked upon workers as
children who require careful guidance.
< TOP >
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26. C In the disengagement stage the individual equips himself for a change, to
balance work and non-work
< TOP >
activities.
27. B Vestibule training is training offered on actual equipment used on the job
but conducted away from the actual
 < TOP >
work setting.
28. C Statements (I), (II) and (III) are factors that can be used to evaluate a
training program. After a training

m
< TOP >
program has been implemented, the organization should evaluate the program.
The factors that can be used to
evaluate a training program are:
Trainees‘ feedback on the content and process of training.

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Knowledge or learning acquired by the trainees as a result of the training
experience.
Changes in job performance or behavior as a result of training.
The improvements or results seen in individuals or the organization like lower
turnover, decreased
absenteeism or fewer accidents are measurable.

6.
29. D Statements (II) and (III) are false.
< TOP >
II. The number of members of the council should not exceed twelve.
III. All the decisions of the unit council shall be on the basis of consensus and not
by voting.
30. D The chairman is nominated by the management, the vice chairman is
78
elected by the workers from amongst
< TOP >
themselves
31. E The socialization process in which an individual is trained in a formal
environment away from the work group
< TOP >
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and learns the principles, policies and norms of the organization thoroughly is
called formal socialization
strategy.
32. B Kavitha is working in the organization for the past 10 years and it is a long
period for any one in a job not to
< TOP >
be promoted. If her performance had been excellent, she would have been
w.

promoted earlier. She was

promoted based on her seniority. This type of promotion is called seniority based
promotion.
33. C With the continuous advancement of technology and increased
competition, there has been more pressure on
< TOP >
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worker to perform.
34. E Operational problems, like members not being allowed to hold meetings
during office hours, irregularity in
< TOP >
conducting meetings, absence of a facilitator, etc. can hamper the working of
QCs. These problems can be
 avoided with adequate support from the top management.
16

Answer

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Reason
35. A The Factories Act secures health, safety, welfare, proper working hours,
leave and other benefits for workers
< TOP >
employed in the factories. In other words, the Act is enacted primarily with the

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objective to regulate the
conditions of work in manufacturing establishments. Chapter III of the Act deals
with the ”health of the
workers‘ with reference to matters such as cleanliness, disposal of wastes and
effluents, ventilation,
prevention of dust and fumes, artificial humidification and overcrowding,

6.
providing adequate lighting,
drinking water, and other necessary conditions for work to progress smoothly.
36. C Their goals at the bargaining table include all of the following except,
making it difficult for the newly
< TOP >
certified union to negotiate.
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37. C A method where the differences are sorted out as the parties consider the
importance of the organization‘s
< TOP >
performance is termed as smoothing.
38. C The HR Manager should examine all of the following conditions except
”Replacement and succession plans‘.
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< TOP >
Replacement and succession plans pertain to internal candidates.
39. E Monitoring union activities is not related to HRIS. All other options are
related to HRIS.
< TOP >
40. E In the 360 degree appraisal method, the employee‘s performance is
evaluated by his supervisor, his peers, his
w.

< TOP >

internal/external customers, his internal/external suppliers and his subordinates.
This method reduces the
subjectivity of a traditional supervisor appraisal.
41. C Though the fundamental objectives of workers‘ unions and employers‘
unions are different, there were
ww

< TOP >

incidents where employers invited their employees to join their trade unions and
vice versa. In the Indian
context, these unions where the employers are members are known as quasi-
unions.
42. D Precaution against dangerous fumes relates to safety provision under
 Factories Act.
< TOP >
All other options relate to health provision under Factories Act.
43. E Interest test is conducted to assess genuine interest in a job and its profile.

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< TOP >
44. D In diary method, job incumbents make immediate note of the activities they
perform. (a) Observation method
< TOP >
is simple and can be used in conjunction with other methods of job analysis. (b)

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In questionnaire method, the
analyst usually gives a long and structured questionnaire to be filled up by the job
incumbents. (c) Individual
interview method is employed when the job in question is complex and has
varied tasks. (e) Technical
conference method is a method of gathering all job related information from

6.
experts usually supervisors and
not the job incumbents.
45. D Statements (I) and (III) are true.
< TOP >
Retrenchment is the expression to describe the termination of an employee due
to his or her job becoming
78
redundant. It is usually permanent and the organization has to offer assistance
and support to the employee
when he or she is retrenched.
46. C A conflict resolving method where an outside third party is invited to
mediate and help the two primary
< TOP >
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parties reach conciliation is called as mediation.
47. E Socialization is a process that takes place organization wide, where as
orientation is a program or an event.
< TOP >
48. B Employees of same country in which the company is located are called
Host-country nationals (HCNs). Hence
< TOP >
w.

the categories of employees working at European countries of Europe origin are

called Host-country nationals
(HCNs).
49. D Forced distribution method employees are categorized as top, standard
and bottom and placed under the
< TOP >
ww

forced-distribution curve.
50. C Variable Compensation‘ programs are designed to provide varying
compensation to individuals and groups in
< TOP >
accordance with their specified behavior that contributes to organizational
effectiveness. In these programs the
 employees are involved and made responsible for their own pay packages,
through their performance and
contribution.
51. D The steps are:

m
< TOP >
1. Clarify responsibility for discipline.
2. Define expected employee behavior.
3. Communicate discipline policy, procedures and rules.
4. Collect performance data.

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5. Administer progressive discipline.
17

Answer
Reason
6. Administer corrective counseling techniques.

6.
52. D Statements (II) and (III) are false.
< TOP >
II. The HR scorecard is a part of balanced scorecard.
III. Balanced scorecard can be used to evaluate the alignment of compensation
and benefit plans with the
strategic needs of both employers and employees.
78
53. B Job characteristics approach states that employees work hard when they
are rewarded for the work they do,
< TOP >
and when the work gives them satisfaction.
54. E Statements (III) and (IV) are false.
< TOP >
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III. Tall organizational structures have more hierarchical levels and are usually
characterized by narrow
spans of control.
IV. Tall organizational structures facilitate close supervision and provides for
continuous interaction
between the supervisor and his subordinates.
55. B Statements (I) and (III) are false.
w.

< TOP >

I. Training is described as the acquisition of technical knowledge and skills.
III. Training is an essential part of the orientation program for new recruits in an
organization.
56. B All the options are factors determine the choice of the type of training
methods, except hierarchical levels in
ww

< TOP >

the organization.
57. E The dissimilarity in wages paid for same or similar work because of various
reasons like hazards involved,
< TOP >
cost of living or other factors is termed as wage differentials.
 58. A VLSI Technology Inc. adopted golden parachute as an employee retention
plan for 27 top executives, to
< TOP >
discourage them from —defecting“ to the other side in case of a takeover attempt

m
by Royal Philips Electronics.
59. C In suspension, the employee is laid-off from work for a short period of time
and he is not
< TOP >
paid during this time.

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60. C According to psychological approach, the issues of industrial relations have
their origin in the perceptions of
< TOP >
the management, unions and workers.
61. C Companies which follow geocentric approach identifies its best practices
and resources from within and

6.
< TOP >
outside the organization and employs them where ever they are best suited
regardless of their nationality.
Ethnocentric approach techno centric approach is based on ”standardization‘.
Companies which follow this
approach to globalization view the world as a single market place. Therefore,
they prefer standardized
78
structures and policies across all subsidiary units. The top management at the
local subsidiaries are appointed
by the corporate office/parent company.
Polycentric Approach Polycentric approach views the world as a differentiated
market place and is based on
vu
”customization‘. It assumes that markets and cultures are different in different
countries and their varying
needs have to be catered to. Organizations which adopt this approach customize
their strategies, products,
policies and systems to suit the needs of the local markets.
62. B Job enlargement involves increasing the length and hence the operating
time of each cycle of work for the job
w.

< TOP >

holder. Basically, different and continuous small cycles would be integrated into
one single cycle of operation.
This would reduce the number of repetitions of the operating cycle and increase
the scope of work for the
employee. This would also give a sense of satisfaction to the employee as his
ww

end product would be more

significant when compared to end product in the earlier, shorter cycle.
63. A Broadbanding as a base-pay technique reduces the number of salary
levels onto broad salary bands. The bands
< TOP >
normally have a fixed minimum and maximum, which overlap with other bands.
 If we consider the pay bands in the given example, an employee at entry level
can earn more than an
employee at the next level, if the former has better qualifications or brings in new
skills.

m
64. C Job analysis is a systematic exploration of the tasks, duties, responsibilities
and accountabilities of all the
< TOP >
activities involved in the job. To streamline activities and ensure there is no
overlap of jobs or company

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activities, the company should undertake job analysis. (a) Job specification
describes what a job demands of
the employees to do and the human skills that are required. (b) Job sharing is
two or more part-time
employees share the work of a full-time employee. (d) Job posting is used by
managers to provide information

6.
about job openings to employees. (e) Job enrichment is the process of
redesigning the jobs so as to increase
both their scope and their depth.
18

Answer
Reason
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65. E Individuals seeking to enter skilled trades, like electricians, carpenters are
required to undergo formal training
< TOP >
under a more experienced employee or employees, before they join their regular
jobs. This is referred to as
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apprenticeship. (a) In coaching, the coach acts as a model for the trainee to
copy. Generally the supervisor or
the HR professionals function as coaches in training the employees. (b) Job
instruction training is primarily
used to teach employees how to do their current jobs. (c) Job rotation is also
known as cross training and
involves placing an employee on different jobs for periods of time ranging from
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one to two days to several

weeks. (d) Experiential exercises are short learning experiences where
employees learn by doing.
66. A In case study method the trainees study, analyze and discuss the case,
identify the apparent or hidden
< TOP >
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problems, identify the root causes and try to suggest probable solutions from
which they eventually select the
most viable one. The whole exercise aims at improving the decision-making skills
of the participants.
67. C Human Resource Department has to take the initiative in preparing the
organization and its employees to face
 < TOP >
new challenges successfully. To act as a change agent, the HR professional has
to be well equipped. (a) The
HR department‘s responsibility is to advise the management, including the top

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management on various
people-related issues. (b) Option is not relevant. (d) The HR department‘s
responsibility is to ensure the
compliance to various laws and regulations that govern the organizational
environment. (e) HR departments

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facilitates the design and implementation of many developmental activities like
training, management
development, etc.
68. A Statement (I) is false.
< TOP >
As it set up in organization employing 100 or more workers.

6.
69. C Sampling and charting methods require the members to observe events in
the workplace and present them
< TOP >
diagrammatically in a way that demonstrates important relationships.
70. D The job analysis process consists of the steps such as information
gathering, job-specific competency
< TOP >
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determination, developing a job description, developing a job specification. All
these steps are interdependent,
so need to be followed in the above sequence.
71. A A career can be defined as a sequence of positions, roles or jobs held by
one person over a relatively long time
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< TOP >
span. It can also be defined as a sequence of separate but related or connected
work/life activities that
provides continuity, order, and meaning in a person‘s life.
72. D Statements (I), (III) and (IV) are false.
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I. In the negotiation process if the management and the union fail to reach an
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agreement, the involvement

of a labor court is not the only option, because it also has various other options
like conciliation and
arbitration.
III. In the negotiation process after a verbal agreement is reached a written
contract is entered into.
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IV. The negotiation process begins with the submission of the demands of the
trade union to the
management.
73. A A written statement that explains the duties, working conditions and other
aspects of a specified job is termed
< TOP >
 as job description.
74. E Correct steps are
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1. Determine and define the specific factors across different jobs.

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2. Identify the key jobs or benchmark jobs, which are well known and have an
established pay rate in the
organization.
3. The factors in each benchmark job are compared and ranked, based on their
relative

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Importance.
4. The factors are then assigned monetary values and the sum of the monetary
values assigned should be
add up to the pay of the benchmark job.
5. The remaining jobs in the organization are then evaluated based on this
evaluation of the benchmark

6.
jobs.
75. B Indiscipline by an employee should be identified in the initial stages and the
necessary corrective action
< TOP >
should be taken. In case the manager ignores it and allows the problem to
continue, then solving it becomes
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difficult in the later stages. This is referred as procrastination discipline.
76. D The process of socialization may extend for a period. Clear knowledge of
work processes has a definite
< TOP >
impact on a new employee‘s productivity, commitment and turnover. So the
process must be well organized
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even though it extends for a period of time.
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Answer
Reason
77. D Determining the position and place of a job in the organizational hierarchy
is an objective of job evaluation.
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< TOP >

78. C In operations planning a simple plans like, plans for training and
development of resources, recruitment etc.
< TOP >
to match the requirements is laid down at a broader level.
79. E In the split-halves procedure, a test is divided into two parts and given to
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the candidate(s) and the degree of

< TOP >
similarity in scoring, in these two parts, determines the reliability of the test.
80. C The basic theory behind transactional analysis is that an individual
personality comprises of three ego states,
< TOP >
 namely, the parent, the child and the adult ego states. All these states in reality
are not concerned with age;
instead, they reflect different aspects of human ego.
81. A Statement (I) is true.

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< TOP >
II. Industrial tribunals: It deals matters within the jurisdiction of labor courts and
matters related to
compensation, work hours and shifts, leaves and holidays and closure of the
establishment.

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III. National tribunals: It is constituted when an industrial dispute effects more
than one state in the country
or when the firm in question operates in more than one state.
82. B In tournament socialization strategy, employees are segregated on the
basis of their knowledge and ability.
< TOP >

6.
83. B Gliding time: The employee can start and quit at any time on the condition
that he/she completes 8 hours of
< TOP >
work a day.
84. C Low ceiling careers: Some highly specialized jobs have little room for
advancement in career terms.
< TOP >
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Nonetheless, employees will still seek some form of career progression. It is
difficult for employees to get
promotions, despite their career plans in such jobs.
(a) Career Plateaus: Employee reach a plateau in their career when they feel that
there is nothing else left to
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achieve.
(b) Restructuring: The demands of a fast changing economy have been forcing
organizations to restructure
and reorganize themselves.
(d) Dual career families: The proportion of women in professional occupations
has dramatically in the recent
years. With the careers of both the husband and wife becoming equally important
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the emphasis is on
looking at career development of both in unison.
(e) Declining opportunities: Career opportunities for certain jobs or categories
sometimes decrease due to
technological and economic change.
85. D According to the rowan plan, a standard time is fixed for the completion of
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work and if the worker completes

< TOP >
it before time, he earns more for the time saved.
86. B At Satyam Electrical Ltd. an employee can work at home or while traveling
in contact with the office. The
< TOP >
 above technique is called telecommuting
87. B After reference checks the next step is job offer.
< TOP >
1. Resume review

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2. Initial screening interview
3. Analyze the application blank
4. Conducting tests and evaluating performance
5. Preliminary interview
6. Core and department interviews

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7. Reference checks
8. Job offer
9. Medical examination
10. Placement.
88. C The process of structuring work and designating the specific activities at
individual or group levels is called

6.
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job design.
89. A As stereotyping is wrong option. Methods to improve QWL include flex
time, flexi place, alternative work
< TOP >
schedules, part-time employment, socio-technical systems, compressed
workweek, job enrichment, job
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enlargement and autonomous work groups.
90. A Service as a career anchor drives individuals to take up jobs in non-profit
service organizations, NGOs and
< TOP >
hospitals for the underprivileged.
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Answer
Reason
91. D In-depth interview, the experts in the relevant area tests the candidate‘s
knowledge and understanding of the
< TOP >
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subject and assesses his expertise.

92. A A standard method of job analysis that describes jobs in terms of worker
activities is termed as position
< TOP >
analysis questionnaire.
93. C Statements (I) and (IV) are not the techniques of job enrichment.
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< TOP >

I. Incorporating more responsibility in the job.
IV. Minimizing controls when the employees are clearly accountable for attaining
defined goals.
< TOP OF THE DOCUMENT >
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