1.

In HR parlance, who are 'Whistle-Blowers' ?

2.

Expand MPS, a scale used to measure the overall potential of workers' intrinsic
motivation and used in the Job Diagnostic Survey developed by Richard Hackman and
Greg Oldham?

3.

How do we better know the employment agencies and executive recruiters who locate
suitable candidates?

4.

What's the term used to describe an employee who is not tied to one country or company
but moves around?

5.

Name the Process of Certifying the competence of a person, an employee, in an area of

capability?

6.

What are "Blind Ads" in HR parlance?

7.

Boulwarism is a popular negotiation strategy. Who developed this concept?

8.

We all familiar with Buyback of shares. But while managing people what is 'Buyback'?

9.

Who proposed the 'Equity Theory' in the year 1960?

10.

What are 'Cafetaria Benefit Programs'?

11.

ASA Framework was developed by Ben Schneider, a researcher from University of

Maryland, and used in selection of personalities. What does ASA stand for?

12.

What is known as the relationship between what a worker gets from the job and what he
contributes to the job according to the Equity Theory?

13.

In Clayton Alderfer's ERG Theory, R stands for Relatedness and G for Growth then what
does E mean?

14.

Employees hired or contracted by organisations on a temporary basis to fulfill the needs

of the labor for a specific period are known as what?

15.

What is the tendency of the personnel to experience and express their negative
emotional attitude and generally perceive themselves and others surrounding them
negatively called?

16.

Who introduced the modern concept of 360 Degree Appraisal?

17.

What is a 'Career Plateau'?

18.

Which internationally acclaimed Indian movie has been included as a case study for
'Human Behavior at Work' by Indian Institute of Management, Indore?

19.

Elton Mayo, one of the pioneers in human behavior studies, called the assumptions of
McGregor as "Rabble Hypothesis". What are they?

20.

Who is known as the "Father of 401k"?

21.

What is MBGO and who proposed it?

22.

Richard Beckhard developed a concept known as 'Beckhard's Confrontation Meeting'.

What is the concept?

23.

Name the personality who introduced the concept of 'Bureaucracy' in 1922?

24.

Name the title of the book in which Douglas McGregor described his famous Theory X and
Theory Y?

25.

We all are familiar with the concept ESOP, thanks to the IT revolution. But in HR what is
ETOP?

26.

In McKinsey's 7S Framework there are four 'soft variables', Staff, Skills, Style and Shared
Values. What are the other three 'hard variables'?

27.

Fill in the blank. In Expectancy theory Force = ________ x Expectancy?

28.

What is known as 'Great man Theory'?

29.

Who proposed the "Surplus Value Theory of Wages". The theory states the labor was an
article of commerce, which could be purchased on payment of 'Subsistance Theory'?

30.

Where is the famous 'Western Career Fair' take place annualy?

31.

Which theory is commonly referred as the 'Hierarchy of Human Needs'?

32.

Joseph Luft and Harry Ingham developed a framework to improve the effectiveness of
communication. Name it?

33.

Name the person who called for the scientific selection of workers and 'Harmonious
Cooperation' between labour and management?

34.

Where did Elton Mayo and F.J.Roethlisberger conduct their famous studies which dealt the
influence of work groups on performance?

35.

In HR parlance what is known as an 'Agency Shop'?

36.

Who is known as 'The father of Social Systems Approach' to organisation and

management?

37.

The degree to which a person prefers doing two or more things simultaneously is known
as what?

38.

Name the creativity-simulation technique which tries to make the strange familiar and

the familiar strange?

39.

An illegal strike called by employees who refuse to work during the term of a binding
contract is known as 'Wildcat Strike'. State True or False?

40.

What does 'Theory X' and 'Theory Y' argue?

41.

The degree to which people are willing to take chances is known as what?

42.

What does 'Peter Principle' state?

43.

In Change management or general HR parlance what are Psychic Costs?

44.

Which term is used to describe the use of a person's cultural reference points to evaluate
others?

45.

This term is derived from the typographer's word for a painting plate made from the
previously composed type. Walter Lippman applied this word to perception in 1922. Since
then it has became a term frequently used for perceptual errors. What is it?

46.

Who is widely recognised as the pioneer in Cognitive Theory?

47.

In an organisation if your feedback is like PIGS, what does it denotify?

48.

What is the systematic study of cause and effect of personal space requirements called?

49.

Expand COBRA?

50.

Name the effect of successes made by unions at the negotiating bench influencing the
wages, working conditions and other terms of employment benefits for workers who are
not yet the members of unions?

1
H
R
M
i
n
a
n

I
N
C
O
R
R
E
C
T

o
r
g
a
n
i
z
a
t
i
o
n
i
s
c
o
n
c
e
r
n
e
d
w
i
t
h
A)A defined set of activities pertaining to managing people
B)Motivation of people in an organization
C)All aspects of the peoples dimension in an organization
D)Functions confined to procuring and managing people in an organization

2 CORRECT

HRM differs from PM primarily by being

A)a distinct philosophy of management aiming at policies that promote

mutuality
B)Policies that treat employees as tools that need to be managed to
accomplish set objectives
C)driven by organizational values and mission alone
D)people with competent experience and responsibility carry out these tasks

3 INCORRECT

The societal objectives of HRM implies

A)HR decisions are designed to comply with the laws laid down w.r.t hiring,
discrimination etc.
B)that an organization is ethically and socially responsible to the needs and
challenges of the society minimizing its negative impact on the organization
C)enforcing the laws in hiring, safety etc irrespective of its impact on the
organization
D)that an organization is ethically and socially responsible to the needs and
challenges of the society ignoring its negative impact on the organization

4 INCORRECT

In the past Personnel was seen as an activity

A)that was very important and very necessary for the smooth function of the
organization
B)that was very important and but not very necessary for the smooth function
of the organization
C)that was not very important and not very necessary for the smooth function
of the organization
D)that was not very important but necessary for the smooth function of the
organization

5 INCORRECT

The most important quality of a HR Manager is

A)Knowledge of labor and other terms
B)Tact and resourcefulness
C)Fairness and firmness

D)Ability to deal successfully with people

INCORRECT

The political environment that impacts HRM includes the

A)the political parties in power in the country
B)the legislature, the executive and the judiciary
C)the prevailing labor laws in the country
D)the trade unions, the legislature, the executive and the
judiciary

INCORRECT

The sad part of the industrial labor is that it is committed to industry,

but
A)is also committed to self
B)is committed to the trade unions as well
C)is not committed to productivity
D)none of the above

CORRECT

When people with different cultural backgrounds promote, own and

mange organizations
A)they themselves tend to acquire distinct cultures
B)they tend to superimpose their culture on the culture of
the organization`
C)they tend to imitate

the culture

of other similar

organizations
D)none of the above

INCORRECT

Organizational culture is the product of all the organizations features

A)its people, its successes and its failure
B)its founders, their culture and the enforcement of this
culture
C)The HR practices and policies it follows
D)its values and beliefs as propagated from inception

INCORRECT

Environmental
environment

scanning

involves

general

surveillance

of

the

A)to determine factors that will negatively effect the

organization
B)to study the trends observed in other companies in the
same industry
C)to determine the level of information overload within the
organization
D)to determine trends and projections of factors that will
effect the fortunes of the organization

INCORRECT

Strategy is a way of doing something, it

includes

A)the formulation of a set of

plan for the short term and
the long term
B)the formulation of a goal
and set of action plan to
accomplish the goal
C)the formulation of a vision
and a goal
D)none of the above

INCORRECT

The Corporate Level Strategy is formulated by

A)The top management of the
an
organization
and
includes critical business
initiatives only
B)The top management of an
organization and includes
all lines of business
C)All levels of management
and involves a single line of
business that is important
for the organization
D)All of the above

INCORRECT

Building core competency and competitive ability includes

A)Keeping
competency/
capability portfolio updated
as the strategy and external
conditions change
B)Keeping
competency/
capability portfolio intact as
the strategy and external
conditions change
C)Keeping
competency/
capability portfolio updated
as and when the internal
strategy changes
D)All of the above

INCORRECT

HR functions can contribute to strategic plans by

A)Encouraging
rather
than
behavior
B)Explicit
goals

proactive
reactive

communication

C)Stimulation
thinking

of

of

critical

D)All of the above

INCORRECT

Strategy implementation poses a treat to managers and employees in

organizations since
A)It invariably implies a shift
from current practices and
policies
B)There is a risk of job loss
C)New power and status
relationships are anticipated
and realized
D)None of the above

1 INCORRECT

The Job Analysis process results in two sets of data

A)Job description
and
job
specification
B)Job description
and
Job
evaluation
C)Job evaluation
and
job
specification

D)None of
above

2 INCORRECT

the

Job Description involves

A)skills,
qualifications
and abilities
B)listing
tasks,
duties
and
responsibilities

3 CORRECT

C)both of
above

the

D)None of
above

the

Job Evaluation involves

A)Job
Specification
B)Job analysis
C)comparing
jobs w.r.t their
worth
D)Job
specification

4 CORRECT

Using quantitative methods for collecting job data is most useful where
A)when the jobs
are simple
B)jobs need to
be compared
for
pay
purposes
C)there

are

managerial
jobs only
D)the jobs are
very complex

5 INCORRECT

A High Performance Work Design System is a means of improving the performance

in an environment where
A)positive
and
demanding
goals are set
B)operational
flexibility
restricted

is

C)where
bureaucracy is
prevalent
D)goals
are
standardized
and
easily
achievable

1 CORRECT

In determining future personnel requirements, surplus or deficiency in staff

strength is the result of
A)poor recruitment methods
B)absence of or defective planning
C)ineffective selection tools used
D)absence of succession planning

2 CORRECT

The stage of an organizations growth can have considerable influence on HRP,

therefore its most critical during
A)Embryonic stage
B)Growth stage
C)Mature stage
D)Declining stage

3 INCORRECT

Demand forecasting is the process of estimating the

A)number of hours to be worked
by each employee
B)quantity of personnel required
C)activity levels of each function
and department
D)future quantity and quality of
people required

4 INCORRECT

Work study techniques to forecast demand can be used when it is possible to apply
work measurements to calculate
A)production budget
B)standard hours per unit of
output alone
C)the length of operations and the
amount of labor required
D)the number of operators
required

5 INCORRECT

A properly designed and updated skills-inventory system permits management to

A)readily identify employees with
particular skills
B)identify the skills lacking in the
organization
C)meet the changing manpower
needs of the organization
D)measure the effectiveness of
the HRP process

1 INCORRECT

The general purpose of recruitment is to

A)receipt of applications for a job opening

B)Screening of applications
C)process of eliminating those who have not qualified
D)provide a pool of potentially qualified job candidates

2 INCORRECT

The main advantages of internal recruitment

A)less expensive, can help achieve underlying political agenda,
personal choices can be made
B)less expensive and less time consuming
C)less expensive, better knowledge of candidate and increased
employee morale
D)All of the above

3 INCORRECT

The evaluation of the recruitment method includes

A)number of initial enquiries received
B)Number of candidates in various stages of the recruitment
process
C)Number of candidates recruited and number of candidates
retained in the organization after 6months
D)All of the above

4 INCORRECT

The Realistic Job Previews(RJP) provides complete job-related information

A)both positive and negative
B)only the positive aspects of the job
C)about positives while the negatives are downplayed
D)used to select candidates suitable for the job

5 INCORRECT

A Job Compatibility Questionnaire (JCQ) is developed and used by organizations to

A)identify the skills, abilities and knowledge required for a job that
has been advertised
B)check if an applicants preference for work matches the
characteristics of the job
C)none of the above

1 INCORRECT

D)both of the above

Selection Tests must be chosen based on the criteria of
A)concurrent, predictive and synthetic validity
B)objectivity of the instrument alone
C)reliability, validity, objectivity and standardization
D)none of the above

2 CORRECT

A test that is standardized is administered under standard conditions

A)to all possible applicants who qualify the criteria identified for recruitment
and have been short listed for the selection process
B)to a large group of people who are representatives of the individuals for
whom it is intended
C)to a large group of people across a few organizations in the similar
industry
D)All of the above

3 CORRECT

In a Structured Interview, the interviewer

A)uses pre-set standardized questions which are put across to all the
interviewees.
B)speaks to the interviewee unguided and makes a note of responses made
by him/her.
C)focuses on quizzing the interviewee by posing hypothetical situations and
expecting him to solve them
D)keeps the interview questions within a broad framework while allowing

scope for exploring the uniqueness of individual interviewees differences

in experience

4 INCORRECT

Information gathered through references hardly influence selection decisions, which

one of these is it not
A)The candidate approaches only those persons who would speak well
about him/her.
B)its merely a formality to be completed by the HR department
C)People may not want to be completely truthful lest they ruin the
candidates career/ future
D)People may write favorably about the candidate in order to get rid of
him/her

5 INCORRECT

Employment agreements / bonds are contracts of employment that seeks to (which

one is it not)
A)retain job hoppers
B)protect company information and knowledge
C)reduces barriers to effective selection

1 INCORRECT

D)prevents competitors from poaching

Typically a Orientation program does not include,
A)general information about the daily routine work
B)a comprehensive review of the companys history and objectives/goals
C)Medical examination
D)A overview of important HR Policies and procedures that the employees
work life in the company

2 CORRECT

A firm needs to make certain strategic choices before designing its orientation
program, one of which is
A)introducing coworkers or supervisors
B)investiture or divestiture

C)Company history or Company objectives

D)Probationary or Confirmation period

3 INCORRECT

When new hires do not have predecessors available to guide them or to model their
behavior upon, the orientation becomes
A)collective
B)serial
C)disjunctive
D)formal

4 INCORRECT

Placement in this chapter is understood as

A)looking for a job opportunity
B)allocation of people to jobs.
C)assistance provided to students in finding a job
D)Campus Placement

5 CORRECT

Jobs for the context of placement can be classified as follows, which one of these is
it not
A)independent
B)sequential
C)pooled

1 CORRECT

D)dependant
Training and Development is referred to as
A)imparting specific skills, abilities and knowledge
B)general concepts important for doing a job well
C)Standard performance Actual Performance
D)Initiatives that help an individual grow

2 INCORRECT

Another key component of a training and development program is development

which
A)is skills oriented
B)is theoretical concepts applied to workplace
C)stresses on knowledge which is useful for better management of a
company
D)making training result-oriented

3 INCORRECT

Decision making and problem solving skills training focus on methods and
techniques for solving
A)work-related problems
B)managing people better
C)ethical problems
D)performance problems

4 INCORRECT

Management Development Programs is not

A)providing intellectual stimulation
B)knowledge sharing on new concepts in managerial techniques
C)getting familiar with management jargons and vocabulary
D)improving profitability of the organization

5 INCORRECT

In changing employee attitude the most effective method of imparting training is

A)Business Games
B)Sensitivity Training
C)Role Playing

D)Case Study

1 INCORRECT

This person did not appreciate performance

appraisal as a useful tool
A)George
Deiming
B)Ishikava
C)Micheal Porter
D)C.K. Prahalad

2 CORRECT

This occurs when employees are incorrectly

rated near the average
A)Leniency error
B)Severity error
C)Central
tendency error
D)Spill over
effect

3 CORRECT

Objective measures are quantifiable and are

therefore highly useful in
A)Rating
trainers

the

B)Measuring the
performance of
an employee
C)Improving the
organizational
effectiveness
D)Choosing the
evaluation
methods

INCORRECT

Rating scales whose scale points are

determined by statements of effective and
ineffective behaviors.
A)BARS
(behaviorally
anchored
rating scale)
B)Likert scale
C)Critical
incidents
method
D)Performance
tests

5 INCORRECT

Over rating employees at higher jobs and

under rating employees in lower-level jobs is
A)Perceptual set
B)Status effect
C)Severity error
D)Halo error

INCORRECT

Process of analyzing and assessing various

jobs systematically to ascertain their relative
worth in an organization
A)Job description
B)Performance
appraisal
C)Job evaluation
D)job
specification

7 INCORRECT

This non analytical method has job classes to

facilitate evaluation
A)Ranking
method
B)Job grading
methods
C)Point ranking
method
D)Factor
comparison
method

8 INCORRECT

This starts with selection of job factors,

construction of degrees for each factor, and
assignment of points to each degree.
A)Ranking
method
B)Job grading
method
C)Point ranking
method
D)Factor
comparison
method

9 CORRECT

Under this method, one begins with the

selection of factors, usually five of them
mental requirements, skill requirements,
physical excretion, responsibility, and job
conditions.
A)Ranking
method
B)Job grading
method
C)Point ranking
method
D)Factor
comparison
method

1 INCORRECT

This theory stats that the behaviour which

has a rewarding experience is likely to be
repeated.
A)Reinforcement
theory
B)Equity theory
C)Agency theory
D)Maslows theory

2 INCORRECT

Employees get motivated to perform better

A)when their past
performances
are rewarded
adequately
B)When the
superior is
competent
C)When the peers
support him/her
D)When he/she
gets required
support from
subordinates

3 INCORRECT

Any remuneration plan must be

understandable, workable and
A)Acceptable
B)Ambiguous
C)Concise
D)Very descriptive

4 INCORRECT

In pricing a job, the job evaluation worth is

matched with the labour market worth

A)Job content
B)labour market
worth
C)Job description
data
D)Time spent on
the job

5 CORRECT

Minimum wages, fair wages, and living wages

are the three concepts taken into
consideration to formulate a wage policy.
A)wage policy
B)Wage survey
C)Succession
programme

1 CORRECT

D)Career
Fixed remuneration removes
A)Fear of financial
insecurity in the
minds of
employees
B)Fear of job
insecurity in the
minds of
employees
C)Both of the
above
D)None of the
above

2 INCORRECT

In determining the standard performance, a

safe route to fix the standard is
A)The average of
the industrys
performance
B)The average of
past years

performance
C)The
performance of
a group of
superperformers is
taken as the
standard
D)The
performance of
a group of
average
performers is
taken as the
standard

3 INCORRECT

There are many pre-requisites for an

effective Incentive system, which of these is
it not
A)A greater need
for planning and
taking time in
thinkingthrough the
system before
implementing it
B)Must be based
on scientific
work
measurement
C)Cooperation if
workers in the
implementation
of the scheme is
critical
D)Indirect workers
need not be
covered by
incentive
schemes

4 INCORRECT

Payment by results schemes are difficult to

apply in
A)Industries in

which the
control of
quality is
necessary and
important
B)Industries in
which
measurement of
individual/group
output is
difficult
C)Industries win
which work is
dangerous and
safety
precautions
need to be
observed
D)All of the above

5 CORRECT

Under the accelerated premium system the

earnings of workers increases with output
and
A)the rate of
increase itself
rises
progressively
with the output
B)the rate of
increase rises
with the output
C)the with the
increase in
output the rate
increases
D)the rate of
increase itself
rises
progressively
with the system

1 CORRECT

Fringe benefits help

A)The employer
pay more/less
tax
B)Build a good

corporate image
C)Release funds
for development
of the locality
D)None of the
above

2 CORRECT

To hold that a benefit is a fringe

A)Computable as
money
B)The amount of
benefit is
predetermined
C)Needs to exist
as a contract.
D)Needs to exist
as a contract.
All of the above

3 INCORRECT

The first step essential for the management

is to
A)Assess
environmental
factors before
fixing benefits
for employees
B)Establish
objectives for its
employee
benefits
program
C)Assessing
benefits offered
by competitors
D)Control costs of
benefits

4 CORRECT

The competitiveness of the benefits program

can be assessed by
A)Doing salary
surveys thru
consultants
B)Doing benefits
surveys on our
own
C)None of the
above
D)Both of the
above

5 INCORRECT

The cost of fringe benefits

A)Is a reliable test
of their
effectiveness
B)Is a reliable test
of their
usefulness
C)Is a reliable way
to ascertain its
popularity

1 INCORRECT

D)Is a reliable test

of the return on
such
investments
that the
organization
makes on the
employee
Bonus plays an important role in todays
competitive executive payment because
A)It is based on
performance
B)It is usually
short-term i.e.
annual
C)They have more
opportunity to
influence
organizational

success
D)All of the above

2 INCORRECT

The most common long-term benefits offered

to executives are
A)Bonus
B)Stock options
C)Benefits
D)Perquisites

3 INCORRECT

Managerial remuneration cannot be

A)Compared to
wage and salary
schemes
applicable to
other employees
in the company
B)Fixed and nonnegotiable
C)Dependent on
individual
performance but
on
organizational
performance
D)All of the above

4 INCORRECT

Broad generalizations applicable to executive

remuneration in Indian companies are
A)Norms aside,
remuneration
depends on
employers
ability and
employees
bargaining

strength
B)Salary reviews
happen once in
three years for
all employees
including
executives
C)Executives
placed on
foreign
assignments get
salary similar to
what theyd get
while in the
country
D)There is a
tendency to delink salaried
from
performance

5 CORRECT

One reason for justifying paying more for

executives
A)Their intrinsic
value
B)They are in
scare supply
C)They play a
critical role in
organizational
success/failure
D)All of the above

1 INCORRECT

Motivation in simple terms may be

understood as
A)Factors in the
organization
that influence
the employees
urge to
work/not work
B)The skill or
ability to
complete a

assigned task
C)A set of forces
that cause
people to
behave in
certain ways
D)None of the
above

2 INCORRECT

Motivation receives attention because

A)Its a simply
explained
phenomenon
B)Workers are
generally
apathetic to
organizational
requirements
C)Both the
employee and
the employer
benefit from it
D)None of the
above

3 INCORRECT

All motivation theories can be categorised

into two categories
A)Content theories
and Process
theories
B)Early theories
and
Contemporary
theories
C)Scientific
Management
theories and
Human Relation
Model.
D)None of the

above

4 CORRECT

Intrinsic factors that affect work motivation

A)Achievement,
recognition, the
work itself,
salary, facilities
etc.
B)Achievement,
recognition,
interpersonal
relations,
supervision,
working
conditions
C)Achievement,
recognition, the
work itself,
responsibility,
advancement
and growth
D)salary, facilities,
company
policies,
security, status
etc

5 INCORRECT

The Expectancy theory goes by other names,

which of these is it not
A)Instrumentality
theory
B)Path-goal theory
C)ValenceIntention and
Expectation
theory

1 INCORRECT

D)VIE Theory
Where rewards are linked to competencies it
is called
A)Pay for
performance

B)Skill based pay

C)Merit pay
D)None of the
above

2 INCORRECT

A Gain sharing plan is a type of team reward

that motivates team members to
A)Reduce costs
and increase
labour efficiency
B)Earn maximum
commission
C)Earn annual
bonuses
D)None of the
above

3 INCORRECT

Job enrichment needs to cautiously practised

A)enrich is a
relative term
B)The basic
assumption is
that workers
want more
responsibility
C)Creates a
snowball effect
D)All of the above

4 INCORRECT

OB mod is yet another technique

A)Of changing the
behaviour of
people at work

B)Of influencing
the behaviour of
people at work
C)Of modifying the
environment to
suit the
individual
D)Of identifying
critical
behaviour at
work

5 INCORRECT

Empowerment is understood as the process

of enhancing
A)Feelings of self
efficacy among
organizational
members
B)Feelings of selfconcept among
teams in the
organization
C)Feeling of self
confidence
among
organizational
members

1 INCORRECT

D)None of the
above
There are three groups of managerial decisions
which have direct impact on the workers
A)Social, personnel and economic
decisions
B)Social, financial and economic
C)Financial and environmental decisions
D)None of the above

2 INCORRECT

Collective bargaining can really work well if the

bargaining parties

A)Ensure that purposes for bargaining

are clear
B)Exercise sectional bargaining
C)Make use of the opportunity in the
right spirit and for a positive purpose
D)None of the above

3 CORRECT

Quality Circles are credited with a lot of benefits,

which one is it not
A)Unions dont feel threatened by its
implementation
B)Savings-to-cost ratios are high
C)Work can be designed as a mindless
routine
D)Circle members enhance their
chances of promotion to supervisory
positions

4 CORRECT

Self Directed teams have the following distinct

feature
A)They are empowered to carry out
their responsibilities under due
supervision
B)They are trained as found necessary
by the management
C)They are provided goals by the
management
D)They create their own schedules and
review their performance as a group

5 INCORRECT

Which of the following is not a pre-requisite for

successful participation
A)The management and the operatives

must have clearly defined and

complementary objectives
B)Free flow of information and
communication
C)The representatives of workers are
drawn from among the workers and
the management

1 CORRECT

D)Strong and effective trade unionism

Effective communication is important for managers in
organizations to perform the basic functions of
A)Assigning jobs to team members
B)Managing their subordinates
C)Planning, organising leading and
controlling
D)Controlling people

2 INCORRECT

Encoding is necessary because information can only

be transferred from one person to another
A)Through languages
B)Through representation or symbols
C)Through gestures and voice
D)None of the above

3 INCORRECT

There are three kinds of barriers that effect

communication, which one of these is it not
A)Language related
B)Situation related bias
C)Sender related
D)Receiver related

4 INCORRECT

Which among the following are not barriers to

listening
A)Physiological limitations
B)Selective memory
C)Selective expectations
D)Responding

5 INCORRECT

A communication network is the pattern of

communication flows
A)Between the management and the
employees
B)Among various positions in an organization
C)That is encouraged in an organization

1 INCORRECT

D)none of the above

Intra-mural activities consists of facilities provided
within the factory and normally includes
A)Amusements and sports
B)Crches and canteens
C)Accommodation and housing
D)None of the above

2 INCORRECT

Which of the following is not a statutory provision

under Factories Act
A)Separate washing facilities for male and
female
B)Bathing rooms
C)First aid boxes
D)Resting places

3 INCORRECT

Which theory of welfare ensures that employees are

not exploited
A)Philanthropic theory
B)Placating theory
C)Public relation theory
D)Policing theory

4 CORRECT

The first step in welfare administration is to

A)Have a clearly defined policy towards it
B)Have an understanding with the
employees/unions on it
C)Is to ensure that all employees are happy
D)Comply with statutory requirements at
least

5 INCORRECT

The problems with most Welfare Officers is that

A)They are usually pro-employer
B)More concerned with statutory compliance
than with genuine well being of the
workers
C)They are pro-employee

1 INCORRECT

D)None of the above

Two types of costs are incurred by the management
when an accident occurs
A)Cost of a bad decision vs. cost of a good
decision
B)Employee and employer
C)Major and minor
D)Direct and indirect

2 INCORRECT

Safety programs deal with the prevention of accidents

and with minimising loss/damage to
A)Property
B)People
C)Both of the above
D)None of the above

3 INCORRECT

Broadly, causes for accidents may be classified as

A)Machine failure and human failure
B)Mechanical failure and electrical failure
C)Management failure and employee failure
D)None of the above

4 INCORRECT

Which among the following is not a organizational

stressor
A)Role demands
B)Tasks demands
C)Organizational structure
D)Organizational policies

5 INCORRECT

Which among the following is not a indicator of a drag

abuse employee at work
A)Is often absent for more than 8 days at a
time
B)Is often late to work
C)Is found misbehaving with the supervisor
D)Avails sick leave benefits, often to the
maximum limit

CORRECT

Transfers can be of the following types, which one

is it normally not
A)Designed to enhance training and
development
B)To manage varying volumes of work
C)To take care of personal problems
D)Remedy the problem of poor
placements

2 INCORRECT

Versatility transfers are normally done with the

objective of
A)Making work life less dull
B)Improve competency
C)For rush periods only
D)None of the above

3 CORRECT

A Layoff is a
A)Temporary separations
B)Giving employees the pink slip
C)Asking employee to leave on account
of poor performance
D)Firing employees

4 INCORRECT

Dismissals must include the following

A)a request for the employee to resign
B)a justified reason for the employee to
be fired
C)a reason related to employee
performance/behaviour

D)a justified reason for the employee to

resign

5 INCORRECT

Voluntary retirement schemes definitely involve

payoff which include
A)A pension amount
B)A lump sum amount based on a
formula/explainable logic
C)Prizes and other monetary/nonmonetary incentives
D)Their salaries

1 INCORRECT

Industrial Relations, which one of the following is not correct

A)Increases productivity
B)Workers misbehaviour
C)Does not protect the right on managers
D)None of the above

2 INCORRECT

The pluralistic approach to IR perceives.. (which one of the

following is it not)
A)organizations as coalitions of competing
interests
B)A reactive approach to IR
C)the stability of HR as the product of concession
and compromise between management and
unions
D)trade unions as legitimate representative of
employee interests

3 INCORRECT

There are a number of factors that influence IR strategy..

(which one of the following is it not)

A)Attitudes of management to employees and

unions
B)Attitudes of employees to management
C)The present and the likely future strength of
unions
D)Employability and pay situations

4 INCORRECT

Negotiating skills can be best trained by using the method of

A)Theory and handouts
B)Theory and handouts Presentations
C)Case analysis
D)None of the above

5 CORRECT

If an organization has a motivated, competent and trouble free

workforce the credit must go to
A)The entire organization
B)The HR department
C)The union and the employees

1 CORRECT

D)None of the above

Employees perceive unions as being instrumental in
A)Removing their dissatisfaction
B)Obtain more benefits from management
C)Getting better salaries
D)None of the above

2 INCORRECT

Discussions among trade unions circles nowadays is not on issues

A)Total quality management

B)productivity
C)Salary hikes
D)Technology and exports

3 INCORRECT

The membership of trade unions is declining because

A)Public sympathy has increased
B)Political influence of trade unions have increased
C)Relevance is reduced
D)They have largely failed in their purpose of existence

4 CORRECT

One of the reasons that employers also may discourage

unionization because
A)Difficult to manage employee
B)Effective supervision is effected
C)Lack of ability to adapt quickly to changing demands
D)Control over operations goes to the employees

5 INCORRECT

Union legislation in our country provides for the followingwhich of

the following is not true
A)To give registered trade unions a legal status
B)Provide office bearers and members from civil and
criminal liability for any activity
C)Provide office bearers and members from civil and
criminal liability for any legitimate trade union activity
D)Registration of trade unions

1 INCORRECT

According to the Industrial Disputes act, disputes mean..which of

the following is it not
A)Differences between employers and employers

B)Differences between employers and employees

C)Political parties have a say in the way organizations are
run
D)Differences between employer and the law

2 INCORRECT

Major trade unions are affiliated to political parties. Hence

A)Politicization of labour is a rule rather than an exception
B)They experience a lot of legal restrain
C)Political parties have a say in the way organizations are
run
D)Politics in Trade union activities is common

3 INCORRECT

Collective Bargaining can be viewed from 3 perspectives, which one

of the following is it not
A)As a process of social change
B)As a process of ensuring that there is fair give and take
C)As a peace treaty between conflicting parties
D)As a system of jurisprudence

4 CORRECT

The code of discipline in industry has been evolved by

A)The industry experts
B)The trade unions
C)The Ministry of Labour and Employment
D)None of the above

5 INCORRECT

Which of the following does not involve the government for the
resolution of disputes?

A)Labour Advisory Board

B)Arbitration
C)Conciliation
D)Standing Labour Committee

1 CORRECT

Laws are rules of conduct approved by legislature, that

A)Have to be followed to live in that country
B)Is proactive
C)Guide human behaviour in any society
D)None of the above

2 CORRECT

Privacy issues in ethics do not refer to

A)Intrusion / snooping on mails and memos
B)Protecting employee personal information
C)Protecting a employees personal life from scrutiny
D)Protecting a persons private life from intrusive and
unwarranted action

3 INCORRECT

Face-to-face ethics arises mainly due to

A)The human element in most business transactions
B)Interpersonal relationships at work
C)Supervisor and manager discussions
D)External interactions with vendors/contractors

4 INCORRECT

Which of the following is not a role of the Ethics Committee?

A)The level of egoism within the company

B)Oversees enforcement of the code of ethics

C)Fields questions from the employees
D)Helps in establishing policies in new/established ethical
areas

5 CORRECT

Moral idealism postulates that certain acts are good and others
are bad, so
A)Morally decide what is wrong and what is right
B)Pursue those acts that are good and avoid the bad
C)Act as your morals guide you

1 CORRECT

D)There is no definite answer to ethical problems

IHRM is the interplay between three dimensions
A)HR activities, types of employees and countries of operation
B)Ethnocentric, polycentric and geocentric
C)Procure, motivate and retain people
D)None of the above

2 INCORRECT

One of the key differentiator of domestic HRM from IHRM is

A)Coping with languages
B)Loosing qualified employees to competitors
C)Increased HR activities
D)Involvement of third country nationals

3 INCORRECT

In this international staffing approach all key management functions

are headed by parent country personnel
A)Polycentric
B)Ethnocentric

C)Regiocentric
D)Geocentric

4 INCORRECT

Problems crop-up while designing a international remuneration

package, which one of the following is it not,
A)Being cost effective
B)Discrepancies in pay between parent, host and third country
C)Varying compensation depending on the stage in the life
cycle of the expatriates family
D)None of the above

5 INCORRECT

Repatriation is
A)Assigning the expatriate to another international location
B)Granting the expatriate an extension in the current
international location
C)Bringing the expatriate back to the home country
D)All of the above