UGC NET/JRF EXAM, DECEMBER-2023 Labour and Social Welfare

The correct sequence for the process of disciplinary action in an industrial setting begins with (b) Framing of charges, where specific allegations are formulated against the employee.

This is followed by (c) Charge-sheeting, which involves formally presenting these charges to the employee in question. After the charge-sheet is issued, (a) Domestic enquiry is conducted to investigate the allegations and gather evidence.

Based on the findings of the enquiry, (d) Inflicting punishment is decided and implemented if the charges are substantiated. This sequence ensures due process is followed and that the employee has an opportunity to respond to the allegations before any disciplinary action is taken.

The chronological order of committees and commissions concerning labour matters set up by the Central Government in India starts with the (b) Royal Commission on Labour, which was established in 1929 to address labour issues on a comprehensive scale.

Next, the (a) Bombay Textile Labour Enquiry Committee was set up in 1940 to investigate specific issues within the Bombay textile industry. Following this, the (c) Health Survey and Development Committee was formed in the 1940s to evaluate and improve the health conditions of labourers across industries.

Finally, the (d) First National Commission on Labour was established in. 1966 to review and suggest improvements in labour laws and practices. This sequence shows the evolving focus of labour welfare and regulation in India from general conditions to specific industrial sectors and back to broader labour policies.

The correct ascending order of the welfare facilities provided under the Factories Act, 1948, based on their sections is as follows: Washing facilities (Section 42), Facilities for sitting (Section 44), First-aid appliances (Section 45), Canteen (Section 46), and Creche (Section 48).

This order reflects the progression of the sections within the Act, addressing basic hygiene needs first, followed by support facilities like sitting arrangements, emergency care through first aid, food provisions via canteens, and finally, care for the children of workers through creches.

Each of these facilities is designed to ensure the well-being and safety of factory workers, contributing to their overall health and productivity in the workplace.

Both Statement I and Statement II are correct. Statement I, "Wages form the pivot around which most of the Labour problems revolve," underscores the central role that wages play in labour relations.

Wage issues often lie at the heart of industrial disputes, negotiations, and labour legislation as they directly affect the livelihoods of workers.

Statement II, "Problems concerning the economic social conditions of wage earners have become topical," is also correct and relevant, highlighting the increasing focus and discussion on the socio-economic conditions of workers, which are deeply influenced by their earning levels.

The socio-economic status of workers impacts their access to resources, quality of life, and overall social integration, making it а significant area of concern in labour studies and public policy.

The correct matches for the types of interviews are as follows: A situational interview (II) involves questions about how the candidate would behave in a given situation, testing their problem-solving and decision-making skills in hypothetical scenarios.

A behavioural interview (I) focuses on past behaviour as an indicator of future performance by asking candidates to relate real past experiences relevant to the job.

A job-related interview (IV) involves questions directly related to the job's responsibilities and the skills required, ensuring the candidate's experiences align with job demands.

A stress interview (III) is designed to put the candidate under pressure to see how they handle stress, often involving challenging or provocative questions.

The correct match between the HRD Frameworks and their developers is as follows: The Integrative Framework Approach (IV), attributed to Young and Berman, focuses on integrating various HRD practices to create a cohesive strategy.

The Strategic Framework Approach (III), developed by Ulrich and Lake, emphasizes aligning HR strategies with overall business strategies. The HRD Scorecard Approach (I), formulated by T.V. Rao, offers a methop to measure and evaluate HRD effectiveness similar to the balanced scorecard in business management.

The Human Capital Approach (II) by Friedman underscores the importance of investing in people as capital for achieving business success.

The correct match between the theories of motivation and their respective theorists is as follows: Expectancy theory (II) by Victor Vroom, which suggests that individuals are motivated when they expect that their effort will lead to good performance and reward.

Equity theory (I) by J. Stacy Adams, which posits that individuals are motivated based on their perception of fairness in social exchanges or the workplace. ERG theory (IV) by Clayton P.

Alderfer, which condenses Maslow's hierarchy into three groups: Existence, Relatedness, and Growth needs. Attribution theory (III) by Fritz Heider, which explains how individuals perceive the causes of events and behaviours.

The correct match between authors and their works is: Karl Marx (II) is well-known for "The Poverty of Philosophy," which critiques the philosophical underpinnings of contemporary economic theories.

Selig Perlman (I) wrote "A Theory of the Labour Movement," which explains the development and behaviour of labour movements. Robert F. Hoxie (IV) is known for "Trade Unionism in the United States," which analyzes the characteristics and strategies of trade unions in the U.S. G.D.H. Cole (III) wrote "The World of Labour," a comprehensive study of international labour movements and their implications.