Unit 6 Business Management and Human Resource Management PYQ’s 17th Oct 2020 Shift 1

17th Oct 2020 Shift 1:

Question No.1

The Human Relations Approach rejected the ‘rabble hypothesis’ by giving which of the following argument?

1. The worker does not work for money only.
2. A worker operates in a techno-economic system with no room for emotions.
3. Authoritarian style of leadership is more productive.
4. Individual pays attention to self-achievement irrespective of informal group norms.

Question No.2

Which of the following is not correct with respect to matrix organisation?

1. It is a combination of functional and product organisation
2. Functional departments are not permanent fixtures of a matrix organisation
3. Product departments are created as the need for them arises
4. Team members have functional home when they are not needed on a project

Question No.3

Who coined the term ‘Collective Bargaining’?

1. Reed Richardson
2. Kurt Lewin
3. W.E. Deming
4. Sydney Webb and Beatrice Webb

Question No.4

What type of defense mechanism is used by a person when he gets angry at his child or spouse because he had a bad day at work?

(A) Denial

(B) Repression

(C) Projection

(D) Displacement

(E) Regression

Choose the most appropriate answer from the options given below :

1. (A) and (B) only
2. (B) only
3. (D) only
4. (E) only

Question No.5

Out of the following statements which of them explains the difference between enculturation and acculturation as a part of Cross-Cultural Training?

(A) Enculturation refer to the process of learning and adopting host cultural norms and acculturation is the process of learning our own native culture.

(B) Enculturation is an anthropological term used for socialization like acculturation.

(C) Both terms refer to the process of learning through social interaction.

(D) Enculturation refers to the process of learning our own culture. and acculturation refers to the process of learning host cultural norms.

Choose the most appropriate answer from the options given below:

1. (A), (B), (C) only
2. (B), (D) only
3. (B), (C), (D) only
4. (A), (B), (C) and (D) only

Question No.6

Arrange the following steps of creating a market-competitive pay plan in a sequence from the first to the last

(A) Choose benchmark jobs and select compensable factors

(B) Define each compensable factor and determine its degree in each job

(C) Establish rate changes

(D) Develop pay grades

(E) Compare and adjust current and market wage rates for jobs

Choose the correct answer from the options given below:

1. (B), (A), (E), (D), (C)
2. (A), (C), (B), (D), (E)
3. (A), (B), (E), (D), (C)
4. (A), (B), (C), (E), (D)

Question No.7

Match List I with List II

Choose the correct answer from the options given below:

1. A – III, B – IV, C – II, D – I
2. A – III, B – II, C – IV, D – I
3. A – I, B – II, C – III, D – IV
4. A – II, B – I, C – III, D – IV

Question No.8

Arrange the following legal enactments in India in the chronological sequence from the first to the last.

(A) The Mines Act

(B) The Minimum Wages Act

(C) The Payment of Gratuity Act

(D) The Child Labour (Prohibition and Regulation) Act

(E) The Apprentices Act

Choose the correct answer from the options given below:

1. (B), (D), (C), (A), (E)
2. (B), (A), (E), (C), (D)
3. (A), (E), (B), (C), (D)
4. (E), (B), (A), (C), (D)

Question No.9

Given below are two statements : One is labelled as Assertion (A) and the other is labelled as Reason (R).

Assertion (A) : According to Herzberg. preventing or reducing dissatisfaction at work is not the same as providing satisfaction.

Reason (R) : Under the ‘two factor theory’. job satisfaction and dissatisfaction are the two different aspects of work motivation.

In the light of the above statements. choose the correct answer from the options given below :

1. Both (A) and (R) are true and (R) is the correct explanation of (A)
2. Both (A) and (R) are true but (R) is NOT the correct explanation of (A)
3. (A) is true but (R) is false
4. (A) is false but (R) is true

Question No.10

Comprehension:(Que No. 93 – 97)

Directions: Answer Questions on the basis of the following passage:

Burnout is a psychological syndrome emerging as a prolonged response to chronic interpersonal stressors on the job. The three key dimensions of this response are an overwhelming exhaustion, feelings of cynicism and detachment from the job, and a sense of ineffectiveness and lack of accomplishment in that order. The significance of this three-dimensional model is that it clearly places the individual stress experience within a social context and involves the person’s conception of both self and others.

The exhaustion dimension was also described as wearing out, loss of energy, depletion, debilitation, and fatigue. The cynicism dimension was originally called depersonalization (given the nature of human services occupations) but was also described as negative or inappropriate attitudes towards clients, irritability, loss of idealism, and withdrawal. The inefficacy dimension was originally called reduced personal accomplishment and was also described as reduced productivity or capability, low morale, and an inability to cope.

There have been various conceptual models about the development of burnout and its subsequent impact. At first, the focus was on the relationship between the three dimensions of burnout, which was often described in sequential stages. Exhaustion was assumed to develop first, in response to high demands and overload, and then this would precipitate detachment and negative reactions to people and the job (depersonalization or cynicism). If this continued, then the next stage would be feelings of inadequacy and failure (reduced personal accomplishment or professional inefficacy).

More recently, burnout models have been based on theories about job stress, and the notion of imbalances leading to strain. Its three stages are : (a) Job stressors, (b) individual strain, and (c) defensive coping. Subsequently, two developmental models of the demands-resources imbalance have emerged: the Job Demands-Resources (JD-R) model and the conservation of Resources (COR) model. The JD-R model focuses on the notion that burnout arises when individuals experience incessant job demands and have inadequate resources available to address and to reduce those demands. The COR model follows a basic motivational theory assuming that burnout arises as a result of persistent threats to available resources. A different variation of an imbalance model of burnout is the Areas of Worklife (AW) model, which frames job stressors in terms of person-job imbalances, or mismatches, but identifies six key areas in which these imbalances take place: workload, control, reward, community, fairness and values. Mismatches in these areas affect an individual’s level of experienced burnout, which in turn determines various outcomes, such as job performance, social behaviors, and personal wellbeing.

Question:

Which of the following has the correct order of the dimensions of burnout?

1. Fatigue due to excessive work, dislike for work, failure to achieve targets
2. Negative feelings about work, dislike for work, effort to quit work
3. Initial good interpersonal relations, depersonalization, loss of idealism
4. Cynicism, inadequacy, inefficiency

Question No.11

Comprehension:(Que No. 93 – 97)

Directions: Answer Questions on the basis of the following passage:

Burnout is a psychological syndrome emerging as a prolonged response to chronic interpersonal stressors on the job. The three key dimensions of this response are an overwhelming exhaustion, feelings of cynicism and detachment from the job, and a sense of ineffectiveness and lack of accomplishment in that order. The significance of this three-dimensional model is that it clearly places the individual stress experience within a social context and involves the person’s conception of both self and others.

The exhaustion dimension was also described as wearing out, loss of energy, depletion, debilitation, and fatigue. The cynicism dimension was originally called depersonalization (given the nature of human services occupations) but was also described as negative or inappropriate attitudes towards clients, irritability, loss of idealism, and withdrawal. The inefficacy dimension was originally called reduced personal accomplishment and was also described as reduced productivity or capability, low morale, and an inability to cope.

There have been various conceptual models about the development of burnout and its subsequent impact. At first, the focus was on the relationship between the three dimensions of burnout, which was often described in sequential stages. Exhaustion was assumed to develop first, in response to high demands and overload, and then this would precipitate detachment and negative reactions to people and the job (depersonalization or cynicism). If this continued, then the next stage would be feelings of inadequacy and failure (reduced personal accomplishment or professional inefficacy).

More recently, burnout models have been based on theories about job stress, and the notion of imbalances leading to strain. Its three stages are : (a) Job stressors, (b) individual strain, and (c) defensive coping. Subsequently, two developmental models of the demands-resources imbalance have emerged: the Job Demands-Resources (JD-R) model and the conservation of Resources (COR) model. The JD-R model focuses on the notion that burnout arises when individuals experience incessant job demands and have inadequate resources available to address and to reduce those demands. The COR model follows a basic motivational theory assuming that burnout arises as a result of persistent threats to available resources. A different variation of an imbalance model of burnout is the Areas of Worklife (AW) model, which frames job stressors in terms of person-job imbalances, or mismatches, but identifies six key areas in which these imbalances take place: workload, control, reward, community, fairness and values. Mismatches in these areas affect an individual’s level of experienced burnout, which in turn determines various outcomes, such as job performance, social behaviors, and personal wellbeing.

Question:

Given below are two statements.

Statement (I): The cynicism stage of Burnout is often experienced by employees engaged in production activity, due to excessive work pressure.

Statement (II): In the Cynicism stage of burnout, a person withdraws from others and shows a lack of interest towards them.

In light of the above statements. choose the correct answer from the options given below :

1. Both Statement (I) and Statement (II) are true
2. Both Statement (I) and Statement (II) are false
3. Statement (I) is correct but Statement (II) is false
4. Statement (I) is incorrect but Statement (II) is true

Question No.12

Comprehension:(Que No. 93 – 97)

Directions: Answer Questions on the basis of the following passage:

Burnout is a psychological syndrome emerging as a prolonged response to chronic interpersonal stressors on the job. The three key dimensions of this response are an overwhelming exhaustion, feelings of cynicism and detachment from the job, and a sense of ineffectiveness and lack of accomplishment in that order. The significance of this three-dimensional model is that it clearly places the individual stress experience within a social context and involves the person’s conception of both self and others.

The exhaustion dimension was also described as wearing out, loss of energy, depletion, debilitation, and fatigue. The cynicism dimension was originally called depersonalization (given the nature of human services occupations) but was also described as negative or inappropriate attitudes towards clients, irritability, loss of idealism, and withdrawal. The inefficacy dimension was originally called reduced personal accomplishment and was also described as reduced productivity or capability, low morale, and an inability to cope.

There have been various conceptual models about the development of burnout and its subsequent impact. At first, the focus was on the relationship between the three dimensions of burnout, which was often described in sequential stages. Exhaustion was assumed to develop first, in response to high demands and overload, and then this would precipitate detachment and negative reactions to people and the job (depersonalization or cynicism). If this continued, then the next stage would be feelings of inadequacy and failure (reduced personal accomplishment or professional inefficacy).

More recently, burnout models have been based on theories about job stress, and the notion of imbalances leading to strain. Its three stages are : (a) Job stressors, (b) individual strain, and (c) defensive coping. Subsequently, two developmental models of the demands-resources imbalance have emerged: the Job Demands-Resources (JD-R) model and the conservation of Resources (COR) model. The JD-R model focuses on the notion that burnout arises when individuals experience incessant job demands and have inadequate resources available to address and to reduce those demands. The COR model follows a basic motivational theory assuming that burnout arises as a result of persistent threats to available resources. A different variation of an imbalance model of burnout is the Areas of Worklife (AW) model, which frames job stressors in terms of person-job imbalances, or mismatches, but identifies six key areas in which these imbalances take place: workload, control, reward, community, fairness and values. Mismatches in these areas affect an individual’s level of experienced burnout, which in turn determines various outcomes, such as job performance, social behaviors, and personal wellbeing.

Question:

Match List I with List II

Choose the correct answer from the options given below:

1. A – I, B – II, C – III
2. A – III, B – II, C – I
3. A – II, B – III, C – I
4. A – II, B – I, C – III

Question No.13

Comprehension:(Que No. 93 – 97)

Directions: Answer Questions on the basis of the following passage:

Burnout is a psychological syndrome emerging as a prolonged response to chronic interpersonal stressors on the job. The three key dimensions of this response are an overwhelming exhaustion, feelings of cynicism and detachment from the job, and a sense of ineffectiveness and lack of accomplishment in that order. The significance of this three-dimensional model is that it clearly places the individual stress experience within a social context and involves the person’s conception of both self and others.

The exhaustion dimension was also described as wearing out, loss of energy, depletion, debilitation, and fatigue. The cynicism dimension was originally called depersonalization (given the nature of human services occupations) but was also described as negative or inappropriate attitudes towards clients, irritability, loss of idealism, and withdrawal. The inefficacy dimension was originally called reduced personal accomplishment and was also described as reduced productivity or capability, low morale, and an inability to cope.

There have been various conceptual models about the development of burnout and its subsequent impact. At first, the focus was on the relationship between the three dimensions of burnout, which was often described in sequential stages. Exhaustion was assumed to develop first, in response to high demands and overload, and then this would precipitate detachment and negative reactions to people and the job (depersonalization or cynicism). If this continued, then the next stage would be feelings of inadequacy and failure (reduced personal accomplishment or professional inefficacy).

More recently, burnout models have been based on theories about job stress, and the notion of imbalances leading to strain. Its three stages are : (a) Job stressors, (b) individual strain, and (c) defensive coping. Subsequently, two developmental models of the demands-resources imbalance have emerged: the Job Demands-Resources (JD-R) model and the conservation of Resources (COR) model. The JD-R model focuses on the notion that burnout arises when individuals experience incessant job demands and have inadequate resources available to address and to reduce those demands. The COR model follows a basic motivational theory assuming that burnout arises as a result of persistent threats to available resources. A different variation of an imbalance model of burnout is the Areas of Worklife (AW) model, which frames job stressors in terms of person-job imbalances, or mismatches, but identifies six key areas in which these imbalances take place: workload, control, reward, community, fairness and values. Mismatches in these areas affect an individual’s level of experienced burnout, which in turn determines various outcomes, such as job performance, social behaviors, and personal wellbeing.

Question:

Which of the following is not a resource-imbalance model of Burnout?

1. Job Demands-Resources Model
2. Conservation of Resources Model
3. Three Dimensional Model
4. Areas of Worklife Model

Question No.14

Comprehension:(Que No. 93 – 97)

Directions: Answer Questions on the basis of the following passage:

Burnout is a psychological syndrome emerging as a prolonged response to chronic interpersonal stressors on the job. The three key dimensions of this response are an overwhelming exhaustion, feelings of cynicism and detachment from the job, and a sense of ineffectiveness and lack of accomplishment in that order. The significance of this three-dimensional model is that it clearly places the individual stress experience within a social context and involves the person’s conception of both self and others.

The exhaustion dimension was also described as wearing out, loss of energy, depletion, debilitation, and fatigue. The cynicism dimension was originally called depersonalization (given the nature of human services occupations) but was also described as negative or inappropriate attitudes towards clients, irritability, loss of idealism, and withdrawal. The inefficacy dimension was originally called reduced personal accomplishment and was also described as reduced productivity or capability, low morale, and an inability to cope.

There have been various conceptual models about the development of burnout and its subsequent impact. At first, the focus was on the relationship between the three dimensions of burnout, which was often described in sequential stages. Exhaustion was assumed to develop first, in response to high demands and overload, and then this would precipitate detachment and negative reactions to people and the job (depersonalization or cynicism). If this continued, then the next stage would be feelings of inadequacy and failure (reduced personal accomplishment or professional inefficacy).

More recently, burnout models have been based on theories about job stress, and the notion of imbalances leading to strain. Its three stages are : (a) Job stressors, (b) individual strain, and (c) defensive coping. Subsequently, two developmental models of the demands-resources imbalance have emerged: the Job Demands-Resources (JD-R) model and the conservation of Resources (COR) model. The JD-R model focuses on the notion that burnout arises when individuals experience incessant job demands and have inadequate resources available to address and to reduce those demands. The COR model follows a basic motivational theory assuming that burnout arises as a result of persistent threats to available resources. A different variation of an imbalance model of burnout is the Areas of Worklife (AW) model, which frames job stressors in terms of person-job imbalances, or mismatches, but identifies six key areas in which these imbalances take place: workload, control, reward, community, fairness and values. Mismatches in these areas affect an individual’s level of experienced burnout, which in turn determines various outcomes, such as job performance, social behaviors, and personal wellbeing.

Question:

Which of the following is/are caused by burnout?

(A) Concern for clients

(B) Negative Social Behaviour

(C) Physical and Mental Strain

Choose the most appropriate answer from the options given below :

1. (A) only
2. (A) and (B) only
3. (B) and (C) only
4. (A) and (C) only