easy type 2010 dec answer any two 20

8/3/2019 Easy Type 2010 Dec Answer Any Two 20

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Easy type 2010 dec answer any two 20 *2 40Q1.In the emerging industrial relations scenario, labour management relations should aim

to be more bipartite than tripartite in nature. In this regard, comment on the future of

collective bargaining in India.

Or

The mutation of HR, into many functional specialization like HR sourcing, training,

compensation and reward management, performance management, learning and

knowledge management, has enriched and enhanced its professional status. Comment

q2. The labour force participation in the post-globalized world order is found to be more

in the informal sector as the economic recession has telling effect on the core sector.

What would you propose to regulate the employment conditions in the informal

sector ?

or

Discuss why the strength of unions is declining sharply in India. What strategy trade

unions should adopt to sustain their position in the present scenario ?

Elective 1 2010 dec section iii (a)Answer any 3 *15 =45

Q3.Discuss the concept and scope of Industrial relations.

4. Why tripartism has not succeeded to the extent it is desirable in India?

5. What are the methods to resolve disputes in Indian industries? Which one will be an ideal

one in the present day context?

Or

Q1. What steps should be taken to ensure effectiveness of a training programme ?

Q2. Explain the various OD techniques

Q3. What are the problems of expatriates ? Suggest solutions to solve the problemsOr

Q1. Apathy of Employers and Trade Unions towards labour legislations in India is the

sole reason for its ineffectiveness. Comment.

Q2. To what extent the provisions regarding labour as given under the Indian Constitution

have been implemented by the Government ? Has the Government justified with its

constitutional commitments for labour ?

Q3. How far the principles of labour legislations been implemented in India ? Do you

suggest some changes in these principles to make them more compatible with the on

going changes ?

This section contains nine (9) questions often (10) marks, each to be answered inaboutfifty (50)words. (9 10 = 90 Marks)

1. Discuss Psychological barriers to communication.2. What are the factors of wage determination ?3. Why the euphoria with Quality Circles dwindle down in the long run ?4. Which individual variables influence organizational behaviour ?5. What is the impact of ILO on tripartitism in India ?


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6. Distinguish between registration and recognition of Trade Unions.7. Define labour legislation. Distinguish between labour legislation and social

legislation.

8. Who is a protected workman under the Industrial Disputes Act, 1947 ? Why thisprovision was needed ?

9.

Is labour market a perfect market ? What are its peculiarities ?This section contains five (5) questions offive (5) marks each based on the following passage. Eachquestion should be answered in aboutthirty (30)words.Todays manager recognizes his multiple obligations because of his peculiar place of

stewardship over vast resources. The employees and the communitys well-being takes equal

or greater precedence over owners and customers in many matters. Managers today must

exercise all the wisdom of Solomon in allocating scarce resources with relative equality

among the many demands on industry.

This, then, is todays manager a product of the prime concepts proposed by the early

managerial philosophies. Borrowing from all schools of managerial thought, todays manager is

eclectic in his practice. We might call his new brand of management a somewhat scientifically

humanized approach one incorporating all the findings of the sociologists and the

psychologists; yet, still managing to be quantitatively oriented with a goodly portion of scientific

methodology. Imbued with the idea of research, todays manager is open minded in virtually all

spheres, standing ready to promote change, if his science shows it to be more effective

Along this line, there is arising today a discreet, learnable and organized body of

management thought which is evident in the existence and growth of a body of literature

Research, both pure and applied is, taking place in the area of management with applications

in virtually every field of mans endeavour. And further evidence of this body of thought is

afforded through the growth in professional meetings where management thought is

discussed, analysed, enlarged upon and explained in the hope of furthering the growing

profession. The concepts of management have shifted today from the level of gang bosses to

the systems concept because growing complexities in our societies have moved management

from a relatively simple task to that of evolving information system, and of organizing thesesystems into patterns of management.

Todays managers, however, with all their eclecticism and comprehension do not really

understand their developing profession. It is still too nebulous. Nor do they understand some

of their motives, some of their actions, their relative position in society, or their future

position. In fact, it is doubtful at this time that any one individual has all the answers. Nor has

management thought, with its evolution and forward development provided all the answers.

But, this we do know : good theory will provide good practice, and it is this developing area

of management theory and history to which we must turn for guidance and partial answers to

our current questions.

Todays manager, therefore, must become a student of history and a managerial theorist

who deals in environmental generalities in contrast to the owner-manager who had to deal inspecifics and odd facts about particular cases. Only when todays manager keeps theory and

practice in proper perspective, then only he can manage the ever-developing, complex

information-systems type of business conglomerations. And the keeping of this proper

perspective, we know, can be achieved not by viewing each situation de novo, but by

viewing it diagnostically in light of already developed and tried theory. Managerial history,

therefore, puts present-day managers on the shoulders of past learning, making it unnecessary

for every manager to find his way anew from the labyrinth of managerial theory.


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The history of management thought, then, finds its value in placing current problems in

proper perspective and in providing advanced points of departure for managerial decision-making.

Q15.What is eclecticism as explained in the essay ?

Q16. What are expected from todays manager as depicted in the essay ?

Q17. How the essay establishes the intricate relationship between the managerial theory and

practice ?Q18. What importance the essay levies on the information processing and systems analysis in

todays managerial role ?

Q19. Analyse the essay in identifying the strengths and weaknesses or managerial thought in

influencing the managerial role.

JUNE 2010PAPER IIIThis paper is oftwo hundred (200) marks containingfour (4) sections. Candidatesare required to attempt the questions contained in these sections according to the

detailed instructions given therein.SECTION IThis section consists oftwo essay type questions oftwenty (20) marks each, to beanswered in aboutfive hundred (500)words each. (2 20 = 40 marks)Q1.What reforms would you suggest in Indian Labour Legislations to-day in the context

of ongoing globalization in India ?ORIt is said that, if a management considers unions as a problem it avoids them and if it

considers them as a part of the solution it consults them and seeks their co-operation.

What can management and unions do together or independently to ensure fairness and

build trust ?

Q2.

The purpose of HR is to create an organization that ensures employees pride to be

members in the organization, shareholders confidence to invest in the organizationand customers delight in the products and services of the organization Justify the

statement and explain how HR strategy can be aligned with corporate strategy in

order to achieve the aforesaid purpose.

OR

Social dialogue in India currently is based on social exclusion. How can the social

base of social dialogue be widened ?

SECTION IIThis section contains three (3) questions from each of the electives/specializations.The candidate has to choose only one elective/specialization and answer all the three

questions from it. Each question carries fifteen (15) marks and is to be answered inaboutthree hundred (300)words. (3 15 = 45 marks)Elective I3. What do you think will be the future of Industrial Relations in India ?

4. What do you mean by Labour Management Co-operation ? How can this be

achieved ?

5. Discuss the provisions of Code of Discipline. Are they effective ?

ELECTIVE-2


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3. What are the provisions of voluntary retirement scheme adopted in Indian Public

Sector ?

4. What are the challenges of International HRM ? How training can overcome these

challenges ?

5. Organizational Development is about unleashing human spirit and human

capabilities at the workplace. Discuss the future of OD in light of this statement.ELECTIVE-33. Indian Labour Legislations are progressive but ineffective. Comment.

4. What are the reasons for implementation of a very small number of ILO conventions

and recommendations by the Indian Government ? How does it affect ILOs influence

on the growth of labour legislations in India ?

5. There is an urgent need to examine the working of State and Central Implementation

machinery in India. Examine the suggestions made by the 1stand 2nd National

Commission on Labour in this regard.

SECTION IIINote : This section contains nine (9) questions often (10) marks, each to be answered in aboutfifty (50)words. (9 10 = 90 Marks)6. What are the essential features of an effective plan ?

7. What is manpower planning ? What are its steps ?

8. Explain Edgar Scheins career planning model.

9. Differentiate between management and leadership.

10. Discuss Dunlops industrial relations system.

11. What are the types of Trade Unions in India ?

12. Distinguish between conventions and recommendations of ILO.

13. Explain any two theories of Labour Welfare.

14. What are the determinants of labour force participation rate in a country ?SECTION IVNote : This section contains five (5) questions offive (5) marks each based on the followingpassage. Each question should be answered in aboutthirty (30)words.(5 5 = 25 marks)The problem of industrial peace is common to almost all the industrially developed

countries of the world and even since industrialisation began, each country is making

efforts to find out its solution. The ways and methods in solving this problem differ

from country to country depending upon its economic, social and political

environment. Still the problem has not been solved completely. Industrial disputes

still arise and will continue to arise in future also. Maintenance of satisfactory

industrial relations, therefore, forms an important plank in the labour policy of every

developed or developing country. It is almost a precondition for every countrys

progress. Thus, the major prerequisite for industrial progress is the prevalence of

industrial peace a suitable climate in which the industries can thrive. Although,

industrial peace is one of the familiar terms in labour terminology and its concept is

clear, yet its definition is somewhat difficult. Industrial peace broadly implies the

absence of industrial unrest or the existence of a harmonious relationship or

co-operation between labour and capital in industry. Industrial unrest is generally the

result of workers discontent in some form or the another. The factors which give rise

to such discontent among the workers are mainly economic and partly also social,


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psychological and even political in character. The industrial unrest is said to have

taken an organized form when the work-people make a common cause of their

grievances against the employers and may be manifested through strike, organized

demonstrations, picketing etc. Industrial peace, however, is not merely a negative

concept signifying the absence of industrial unrest the reconciling of hostile forces

in order to avoid ruinous strife, but it also signifies active presence of harmonious andgood industrial relations generating amity and goodwill between the parties in an

industry a condition which is both the cause and effect of fruitful co-operation.

Obviously, therefore, industrial peace in the full and positive sense of the term is not

the same as absence of industrial tension or unrest; it is indicative of the state of

relationship between organized bodies of workers and employers/managements where

a positive, highly purposeful, problem solving and cordial approach to the various

human situations in the industry is developed.

15. What are the inclusive parts of industrial peace ?

16. What are the exclusive parts of the industrial peace ?

17. What are the factors responsible for industrial unrest ?

18. Why the definition of industrial peace is difficult ?

19. What are the manifestations of industrial unrest ?

easy type 2010 dec answer any two 20

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