UGC NET Management Previous Year Solved Papers - November 2017
- Option : C
- Explanation : Promotion is a move within the organization to a higher position that has greater responsibilities and requires more advanced skills. It usually involves a raise in status and in pay. The various facets of selection generally apply also to promotion, which may be a reward for outstanding performance or a result of the firm’s desire to better utilize an individual’s skills and abilities. Promotions may be a reward for past performance, but only if there is evidence of potential competency; otherwise, the persons may be promoted to a level at which they are incompetent.
12. Match the following and select the code of correct matching:
| List–I | List–II |
| (a) Identification of leadership potential | (i) Vocational |
| (b) Finding the most suitable area of working | (ii) Aptitude Tests |
| (c) Discovering interest and potential for acquiring skills | (iii) Intelligence Tests |
| (d) Measuring capacity to think, learn and draw relationships | (iv) Personality Tests |
- Option : C
- Explanation : The primary aim of testing is to obtain data about applicants that help predict their probable success as managers. Some of the benefits from testing include finding the best
person for the job, obtaining a high degree of job satisfaction for the applicant, and reducing turnover. Some of the commonly used tests can be classified as follows:
> Intelligence Tests are designed to measure mental capacity and to test memory, speed of thought, and ability to see relationships in complex problem situations.
> Proficiency and Aptitude Tests are constructed to discover interests, existing skills, and potential for acquiring skills.
> Vocational Tests are designed to indicate a candidate’s most suitable occupation or the areas in which the candidate’s interests match the interests of people working in those areas.
> Personality Tests are designed to reveal a candidate’s personal characteristics and the way the candidate may interact with others, thereby giving a measure of leadership potential.
13. Which one of the following is a facility to file anonymous complaints?
- Option : C
- Explanation : Gripe Box: The gripe box is a facility to file anonymous complaints about the various causes of discontent and dissatisfaction in the organization. A gripe box may be kept at prominent locations in the factory for lodging anonymous complaints pertaining to any aspect relating to work. It is different from the suggestion scheme that may be in vogue in a company. In this case, anonymity is assured and there is no reward or punishment. Since the complainant need not reveal his identity, he can express his feelings of injustice or discontent frankly, and without any fear of victimization.
- Option : A
- Explanation : Gain Sharing: A gain sharing plan aims at increasing productivity or decreasing labour costs and sharing the resultant gains (usually a
lump sum payment) with employees. It is based on a mathematical formula that compares a baseline of performance with actual productivity during a given period. When productivity exceeds the baseline an agreedupon savings is shared with employees. Gainsharing is built around the idea that involved employees will improve productivity through
more effective use of organisational resources. Three major types of gainsharing plans are currently in use: Scanlon Plan, Rucker Plan, and Improshare Plan.
> Scanlon Plan: The Scanlon Plan was the first to connect employee involvement and employee-generated gains with pay. The Scanlon formula measures employment costs as a proportion of total sales. A standard ratio of employment cost/sales, say 40 per cent, is determined and, if labour costs fall below this proportion, the savings are distributed between employees and the company on the basis of a pre-established sharing formula.
> Rucker Plan: The Rucker Plan, like the Scanlon Plan, is based on employment costs, but they are calculated as a proportion of sales less the costs of materials and supplies (i.e., value-added). Allen Rucker contended that the pay proportion of value-added remains a nearconstant share unless the organization suffers from severe mismanagement or a drastic change of policy. On the basis of this assumption, the Rucker Plan determines a constant share of whatever added value is created by the joint efforts of management and employees. Unlike the Scanlon Plan, Rucker offers only a formula, with little attention to improvement means to generate gains.
> Improshare Plan: Improshare Plan is a proprietary plan, which is based on an established standard that defines the expected hours required to produce an acceptable level of output. The standard is derived from work measurement. Any savings resulting from an increase in output in fewer than expected hours are shared between the organization and employees by means of a pre-established formula. Like the Rucker Plan, Improshare Plan is only a formula for tracking gains and does not offer a link to employee involvement.
- Option : B
- Explanation : Forced Distribution Method: Forced distribution method is a simple method to understand and very easy to apply in organizations. Under this method, the two
factors, viz., job performance and promotability is used for rating. Employees are placed between the two extremes of good and bad job performances. For example, 10%are placed at the top end of the scale (given outstanding merit), 20% good rating (i.e., above the average) 40% satisfactor (or average) 20% fair and 10% unsatisfactory (or below average or poor). This forced distribution method assumes that, of the total personnel, 10% must go to the top grade, 20% to the second grade, 7% to the middle grade, 20% to the grade next to the lowest
end of the scale and 10% of the lowest grade.
The system is used to eliminate or minimize any biasing by the one who rates so that all personnel may not be placed at the higher and or the lower end of the scale.
