Week 2 Practice Questions

Week 2 Practice Questions (Date Extended)

Commerce Paper 2

Coverage Area: 

Organisation Theory: Organizational Goals – Primary and Secondary goals, Single and Multiple Goals; Management by Objectives

Organisation Behaviour: Perception – Meaning and Process

Human Resources Management (HRM): Job Analysis, Job Description, Job Specification

Industrial Relations (IR): Formation of Trade Unions, Trade Union Legislation, Trade Union Movement in India. Recognition of Trade Unions, Problems of Trade Unions in India, Impact of Liberalization on Trade Union Movement

No. of Questions – 8

Word Limit – As mentioned alongwith each question

Questions:

  1. Explain the following in about 150 words:

a) Job Re-engineering

b) Halo Effect

c) Intramural vs Extramural functions of trade unions

d) Ends means chain of organisational goals

2. “Environment forces have a considerable influence on the process of goal determination in any organistion.” Discuss the different interactional processes between organisation and its environment. (300 words)

3. Outline the distinct phases of growth of trade union movement in India.  (300 words)

4. “Our perception about the people is greatly influenced by the assumption we make about a person and not by reality.” Explain in light of Attribution theory of perception.  (300 words)

5. What do you understand by Job Analysis? Briefly write about sources and utility of job analysis.  (300 words)

6. “Concerns of trade unions extend beyond ‘bread and butter’ issues.” Comment.  (300 words)

7. “It’s not a number you can easily capture in an Excel sheet, but it’s still very palpable. Trust, pride and camaraderie are the signs of a great place to work.” In light of this statement, discuss what are the things which separate the top ranked workplaces from the rest.   (200 words)

8. What is meant by options trading in commodities? How do the SEBI rules for commodity options differ from equity options?  (200 words)

Notes:

  • Answers are to be submitted in the comments section below. You can also add images of your handwritten answer.
  • Make sure you first understand the question, before moving on to attempt the same.
  • For effective discussion and evaluation, try to submit the answers by 8/1/2017.
  • Make sure you copy your answers somewhere (for ex. in notepad or separate word file) before submitting your answers here to avoid any problems which may arise due to unforeseen technical glitches.

All the Best !!!

9 comments

  1. Concerns of Trade Unions extend beyond the bread and butter issues. Comment.

    Trade union is a collective of workers which traditionally has the role of bargaining and negotiating favourable terms of engagement for workers. However, its role has been evolving and extending as the countires move beyond the Industrial revolution-

    1. economic liberalisation and labour reforms in countires have guranteed the minimal basic requirements of a woker, also the Gen Y workers have more “high level needs”- thus, the trade unions have to move beyond the traditional limits and demand- monetary and non monetray incentives (fringe benefits, perquisites, etc), Industrial democracy (CB and WPM), etc

    2. with advent of individual contracts between workers and managment, trade unions have lost the traditional role of collective bargaining – more so in developed countires- thus in countries like Europe they demand stringent compliance of Environmental laws by management etc

    3. Fraternal roles- raising demands of contractual workers- Maruti Manesar is a case in point.

    4. role in Industry level reforms- role of national trade union federations in labour friendly reforms in Iron and steel industry in India is a case in point.

    5. Moving beyond the confronation role to a more cooperation role with the management.

    The trade unions world around have been witnessing a fall in the organisational strength – the only way to remain more relevant in the present times, the tarde unions have to move beyond the traditional roles of confrontational for bread and butter issues and make wider demands relating to workers and the organisational environment as a whole

  2. Pardon the sentence framing issues as also the grammatical errors -copied from the note book – couldn’t upload the paper for reasosn unkown –

    not too sure about the topic, please give a critical review ..Regards

  3. addition-
    Influencing goverment policy- strikes and lockouts proposed agaisnt the proposed laboour codes by the govenment

    1. I have a doubt in paper 1-FM – there was a question in last mains 6(b)- to calculate post tax cost of equity….the question mentions both income tax rate and dividend distribution tax rate….what are we supposed to do with DDT or is that infomration redundant ?” Pls help

  4. In my opinion it should be considered. When we are calculating cost of equity, we calculate from the view point of company. It is compulsory cost whenever company declares dividend. No company can withstand too long with out paying dividend. consider it by making suitable assumptions.

  5. 1 (d) End means chain of Organisational Goals :

    The formal goals at the top are operationalised by the lower level managers as per their own perception and thus a a Hierarchy/pyramid of ends and means is created where the objectives of the lower level (means) contribute to the objectives of the level above.

    Means -Ends Chain : Company wide goals———Department level goals——–Divisional level goals—-work produced by workers.

    The traditional theory of man, being a complete rational being, would suggest a complete integretion of the means and end. However, in reality the means at lower levels are bound to be distorted due to personal bias, informational gaps in large organisations and goal displacement.

Leave a Reply

Your email address will not be published. Required fields are marked *

Optionally add an image (JPEG only)