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CBSE Questions for Class 12 Commerce Business Studies Controlling Quiz 7 - MCQExams.com
CBSE
Class 12 Commerce Business Studies
Controlling
Quiz 7
Critical Incident Technology (CIT) is ________.
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0%
Qualitative approach to job analysis
0%
Quantitative approach to job analysis
0%
Both (A) and (B)
0%
None of the above
Explanation
Critical Incident Technology (CIT) is qualitative approach to job analysis. Critical Incident Technology can be defined as a set of procedures used for collecting observations on human behaviours. It involves identifying or describing specific incidents which are of critical significance
Critical incident technique provides objective basis for conducting employee's performance. Critical incident technique of performance appraisal reveal the poor of outstanding behaviour of an employee.
Hence, option (A) is the correct answer.
Which among the following questionnaires contain 194 items and divided into 6 major divisions?
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Management Position Description Questionnaire
0%
Management By Objectives
0%
Position Analysis Questionnaire
0%
Functional job Analysis Questionnaire
Explanation
Position Analysis Questionnaire contain 194 items and divided into 6 major divisions. Position analysis questionnaire helps to evaluate job skill level. It also determines the suitability of an employee in an working organization.
Hence, option (C) is the correct answer.
A group of positions similar in their significant duties is called ______.
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0%
job
0%
duty
0%
task
0%
work
Explanation
A group of positions similar in their significant duties is called job. Job needs to get done in an efficient and effective manner in order to reach the organizational objectives and goals.
________ is a systematic process of finding what is done on a job by examining and analysing the fundamental components of data, people and things.
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0%
Job Analysis
0%
Management By objectives
0%
Position Analysis
0%
Functional Job Analysis
Explanation
Functional Job Analysis is a systematic process of finding what is done on a job by examining and analyzing the fundamental components of data, people and things. It helps to determine or analyze the performance of the work and the performer.
It was developed by the Employment and Training Administration of the United States.
Hence, option (D) is the correct answer.
In Bedeaux Plan, each B representing __________.
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0%
Bonus
0%
One minutes through time and motion study
0%
One hour through time and motion study
0%
One second through time and motion study
Explanation
In Bedeaux Plan, each B representing one minute through time and motion study. According to this plan, up to 100% performance, the worker is paid the time wages without any premium for efficiency. If the actual performance exceeds the standard performance, then 75% of the wages of the time saved is paid to the worker as a bonus and 25% is earned by the foremen.
Hence, option (B) is the correct answer.
The end product of job analysis is ________.
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Job description
0%
Job specification
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Both (A) and (B)
0%
None of the above
Explanation
The end product of job analysis are:
a) Job description
b) Job specification
Job analysis is conducted to determine every detail regarding the job and requirements to get that job done in an efficient and effective way.Critical incident, interview, panel of experts, diary log, questionnaires, observation and job performance are important methods of collecting data for job analysis.
Hence, option (C) is the correct answer.
Research evidence indicates that employees _________.
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Appreciate benefits
0%
Undervalue benefits
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Try to abuse benefits
0%
Are aware of their coverage
Explanation
Research evidence indicates that employees undervalue benefits. Data which are generally received by conducting research, projects that benefits which employees enjoy do not get much appreciation and are often undervalued.
Jobs are link between the people and the _________.
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Organisation
0%
Supervisor
0%
Auditor
0%
Manager
Explanation
Jobs are a link between the people and the organization. People get the required jobs done in order to help the organization reach its objectives in an efficient and effective manner.
Hence, option (A) is the correct answer.
Which of the following is not offered in a job analysis?
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Performance appraisal
0%
Job description
0%
Job evaluation
0%
Job specification
Explanation
Performance appraisal is not offered in a job analysis. Performance appraisal means systematic evaluation of the personality and performance of each employee by his supervisor or some other person trained in the technique of merit rating.
Hence, option (A) is the correct answer.
The contents of job description includes _______.
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Material used
0%
Equipment
0%
Tools
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All of these above
Explanation
The job description is known as a type of document which provides every detail of the job which needs to get done. It is a part of the job analyzing process. The contents of the job description include:
a) Material used
b) Equipment
c) Tools
Hence, option (D) is the correct answer.
What are gripe boxes?
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It is useful for lodging complaints
0%
Grievance procedure
0%
Discipline box
0%
None of these
Explanation
Gripe boxes are very useful for lodging complaints. Employees can lodge complaints to the managers anonymously. It is a method to hear the grievances of the employees.
Hence, option (A) is the correct answer.
POQ and MPDQ are _________.
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0%
qualitative approach to job analysis
0%
quantitative approach to job analysis
0%
both a and b
0%
none of these
Explanation
POQ and MPDQ are qualitative approach to job analysis. These kind of qualitative approaches highlight and determine the qualitative characteristics of the job which needs to get done in an effective and efficient manner.
________ is set up to find out deficiencies, periodic updating of manpower inventory, in the light of changing circumstances, be undertaken to remove deficiencies and develop future plans.
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0%
Control points
0%
Deficiencies checker
0%
Enhancement point
0%
All of these
Explanation
Control points is set up to find out deficiencies, periodic updating of manpower inventory, in the light of changing circumstances, be undertaken to remove deficiencies and develop future plans. It helps to reach the organizational objectives in an efficient manner. Future planning can generally also be done more accurately with the help of control points.
________ provides information on the human attributes in terms of education, skills, aptitudes and experience necessary to perform a job effectively.
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0%
Job description
0%
Job specification
0%
Job analysis
0%
Job evaluation
Explanation
Job specification provides information on the human attributes in terms of education, skills, aptitudes, and experience necessary to perform a job effectively. Job specification basically helps to provide every detail regarding the job which is to be done in an efficient and effective way.
Hence, option (B) is the correct answer.
Who has given 'Red Hot Stove Rule'?
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Selye
0%
Henry Fayol
0%
Douglas McGregor
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None of these
Explanation
Douglas McGregor has given 'Red Hot Stove Rule'. This rule states how to impose disciplinary action without generating resentment or annoyance in them. The central idea of the principle is that rational and effective employee discipline can be maintained by punishing employees for breach of discipline in ways similar to touching a hot stove.
Hence, option (C) is the correct answer.
Employee disclosure of an employer's illegal, immoral or illegitimate practices to persons or organisations that may be able to take corrective action is called _______.
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0%
whistle-blowing
0%
business ethics
0%
responsible employee
0%
none of these
Explanation
US Academicians Miceli and Near (1984) defines Whistle blowing as “the disclosure by organizational members (former or current) of illegal, immoral, or illegitimate practices under the control of their employees, to persons or organizations that may be able to effect action”.
It refers to the disclosure of wrongdoing that threatens others, rather than a personal grievance.
Under Industrial Dispute Act,
1947
1947
, _________ section deals with Layoff.
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0%
2
(
j
)
2
(
j
)
0%
2
(
k
k
k
)
2
(
k
k
k
)
0%
2
(
k
k
)
2
(
k
k
)
0%
2
(
k
)
2
(
k
)
Explanation
Under Industrial Dispute Act, 1947, 2(kkk) section deals with Layoff. Industrial Dispute Act, 1947 is applicable to whole of India. This act came into force from 1 April,1947. This act helps to regulate Indian labour law. It also looks after the concerns related to trade unions.
Industrial Dispute Act, was passed in the year _________.
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0%
1947
1947
0%
1965
1965
0%
1972
1972
0%
1948
1948
Explanation
Industrial Dispute Act, 1947 is applicable to whole of India. This act came into force from 1 April,1947. This act basically helps to regulate Indian labour law. It also looks after the concerns related to trade unions.
Temporary closure of a unit called from the side of employer is known as _______.
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0%
Strike
0%
Lockout
0%
Closure
0%
Shutdown
Explanation
Temporary closure of a unit called from the side of the employer is known as a lockout. Lockout is intended to compel to agree on the terms and conditions of the employees and the union.
Hence, option (A) is the correct answer.
Section ________ deals with procedure for closing down an undertaking.
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0%
25
25
-N
0%
25
25
-M
0%
25
25
-O
0%
25
25
-K
Explanation
Section 25-O deals with the procedure for closing down an undertaking.
Industrial Dispute Act, 1947 is applicable to the whole of India. This act came into force from 1 April 1947. This act helps to regulate Indian labor law. It also looks after the concerns related to trade unions.
Hence, option (C) is the correct answer.
An employee may have dissatisfaction for reasons that are unknown to him, If he/she is under pressure due to family, friends or relatives, he/she may reach the work with a heavy heart, This type of grievance is called ________.
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0%
Factual
0%
Imaginary
0%
Disguised
0%
None of these above
Explanation
An employee may have dissatisfaction for reasons that are unknown to him, If he/she is under pressure due to family, friends, or relatives, he/she may reach the work with a heavy heart, This type of grievance is called disguised. The main feature of disguised grievance is that reason for dissatisfaction is unknown.
Hence, option (C) is the correct answer.
Under Industrial Dispute Act,
1947
1947
, _________ section deals with unfair labour practice.
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0%
2
(
j
)
2
(
j
)
0%
2
(
r
r
)
2
(
r
r
)
0%
2
(
k
k
)
2
(
k
k
)
0%
2
(
r
a
)
2
(
r
a
)
Explanation
Under Industrial Dispute Act, 1947, 2(ra) section deals with unfair labour practice.
Industrial Dispute Act, 1947 is applicable to whole of India. This act came into force from 1 April,1947. This act helps to regulate Indian labour law. It also looks after the concerns related to trade unions.
Under industrial Dispute Act,
1947
1947
, _________ section deals with Strike.
Report Question
0%
2
(
j
)
2
(
j
)
0%
2
(
k
k
k
)
2
(
k
k
k
)
0%
2
(
q
)
2
(
q
)
0%
2
(
k
)
2
(
k
)
Explanation
Under Industrial Dispute Act, 1947, 2(q) section deals with Strike. Industrial Dispute Act, 1947 is applicable to whole of India. This act came into force from 1 April,1947. This act helps to regulate Indian labour law. It also looks after the concerns related to trade unions.
Termination from employment for any of the misconducts mentioned in the industrial Employment Act, 1946 is called _______.
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0%
discharge
0%
suspension
0%
layoff
0%
dismissal
Explanation
Termination from employment for any of the misconducts mentioned in the industrial Employment Act, 1946 is known as dismissal. If any misconduct about any employee is noticed then his/her employment gets terminated and treated unworthily for violating the conditions of he working environment.
Under Industrial Dispute Act,
1947
1947
, ____________, section deals with Industrial dispute.
Report Question
0%
2
(
j
)
2
(
j
)
0%
2
(
k
k
k
)
2
(
k
k
k
)
0%
2
(
k
k
)
2
(
k
k
)
0%
2
(
k
)
2
(
k
)
Explanation
Under Industrial Dispute Act, 1947, 2(k) section deals with Industrial dispute. Industrial Dispute Act, 1947 is applicable to whole of India. This act came into force from 1 April,1947. This act helps to regulate Indian labour law. It also looks after the concerns related to trade unions.
Under Industrial Dispute Act,
1947
1947
, ___________ section deals with Retrenchment.
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0%
2
(
∞
)
2
(
∞
)
0%
2
(
k
k
k
)
2
(
k
k
k
)
0%
2
(
k
k
)
2
(
k
k
)
0%
2
(
k
)
2
(
k
)
Explanation
Under Industrial Dispute Act, 1947, 2(INFINITE) section deals with Retrenchment.
Industrial Dispute Act, 1947 is applicable to the whole of India. This act came into force on 1 April 1947. This act helps to regulate Indian labor law. It also looks after the concerns related to trade unions.
Hence, option (A) is the correct answer.
When does a complain become a grievance?
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When it is known by one employee to another
0%
Both are same
0%
When it is brought to the notice of management
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Both (a) and (c)
Explanation
When it is brought to the notice of management, then a complaint becomes a grievance.
In a model Grievance Procedure, the HOD (Head of the Department) has to respond against the grievance within 3 days.
In a model Grievance Procedure, the Grievance committee has to respond against grievance within 7 days.
In a model Grievance Procedure, the Manager has to respond against the grievance within 3 days.
In a model Grievance Procedure, the Supervisor has to respond against the grievance within 2 days.
Grievance procedure model was accepted by the Indian Labor Conference in its 16th session held in 1958.
Hence, option (C) is the correct answer.
How many workers are required to form 'Grievance Settlement Authority" under Industrial Dispute Act,
1947
1947
?
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0%
50
50
or more
0%
100
100
or more
0%
1000
1000
or more
0%
500
500
or more
Explanation
50 or more workers are required to form the 'Grievance Settlement Authority" under Industrial Dispute Act, 1947.
Industrial Dispute Act, 1947 is applicable to the whole of India. This act came into force on 1 April 1947. This act helps to regulate Indian labor law. It also looks after the concerns related to trade unions.
Hence, option (A) is the correct answer.
In a model Grievance Procedure, the HOD (Head of the Department) has to respond against the grievance within ______.
Report Question
0%
2
2
days
0%
3
3
days
0%
7
7
days
0%
5
5
days
Explanation
In a model Grievance Procedure, the HOD (Head of the Department) has ot respond against the grievance within 3 days.
In a model Grievance Procedure, the Grievance committee has to respond against grievance within 7 days.
In a model Grievance Procedure, the Manager has to respond against the grievance within 3 days.
In a model Grievance Procedure, the Supervisor has to respond against the grievance within 2 days.
The grievance procedure model was accepted by the Indian Labor Conference in its 16th session held in 1958.
When it is brought to the notice of management, then a complaint becomes a grievance.
Hence, option (B) is the correct answer.
In a model Grievance Procedure, the Grievance committee has to respond against grievance within _______.
Report Question
0%
2
2
days
0%
3
3
days
0%
7
7
days
0%
5
5
days
Explanation
In a model Grievance Procedure, the Grievance committee has to respond against grievance within 7 days. In a model Grievance Procedure, the Manager has to respond against the grievance within 3 days, the Supervisor has to respond against the grievance within 2 days.
Grievance procedure model was accepted by the Indian Labor Conference in its 16th session held in 1958. When it is brought to the notice of management, then a complaint becomes a grievance.
Hence, option (C) is the correct answer.
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