UGC NET/JRF EXAM, June-2019* Labour and Social Welfare

Total Questions: 100

71. As per the provisions of the Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979, who is required to issue the passbook duly affixed with a passport size photograph of the workman to the migrant workman?

Correct Answer: C. The Contractor

72. A group consisting of members working together to attain a specific objective with which each is concerned, is known as: [Erratic group. The behaviour of erratic group is unpredictable. Semi-skilled workers who require interaction work together. Their relations with management are erratic. Strategic group. In the plant, skilled workers who perform key jobs form into groups. They are always interdependent. Conservative group. People at the top of the organisation are highly specialised and form into group. They display self-confidence. They can influence the functioning of the organisation. Primary and seoondary groups. In a primary group members have opportunity of discussing face to face. The group is also small in size. The membership is based on intimate relationship. The secondary group is more formal and members may not have any interest in the problems. The intimacy, interaction, association and cooperation may not be found in secondary groups. Reference group. It is a group to which the member really belongs. An individual may be a member of several groups but he may not actively panicipate in all such groups. Member would like to participate in a group where norms are attractive to the individual. Such group norms become more influential in determining behaviour. Membership group. It is a group with which member identifies himself. His association ceases the moment individual stops paying subscription towards the membership. In-group. The in-group represents a cluster of persons having values in a society or dominant place in social functioning.]

Correct Answer: D. interest group
Solution:

Types of groups. People form into groups under various circumstances. The group tendency depends upon the circumstances, size, objectives of the institution.

Formal group. Group is defined by the organisation's structure with designated work assignments establishing tasks. The behaviour of the members are directed by the organi-sations.

Informal group. It is an alliance among people that are neither formally structured nor organisationally determined. These groups are natural formations in the work environment in response to the need for social contract.

Common group. It is determined by the organisation chart. It is composed of the sub-ordinates who report directly to a given manager.

Task group. It is organisationally determined. It represents those working together to complete a job or task. Group's boundary is not limited to its immediate superior. All command groups are task groups and not vice versa.

Interest group. People may affiliate to attain a specific objective with which they are concerned. People form into an united body to further their common interest.

Friendship group. Groups often develop because the member have one or more common characteristics. Social alliances can be based on similar age, habit, political views, etc.

Apathetic group. Low paid workers form into group because of discontentment.

Erratic group. The behaviour of erratic group is unpredictable. Semi-skilled workers who require interaction work together. Their relations with management are erratic.

Strategic group. In the plant, skilled workers who perform key jobs form into groups. They are always interdependent.

Conservative group. People at the top of the organisation are highly specialised and form into group. They display self-confidence. They can influence the functioning of the organisation.

Primary and seoondary groups. In a primary group members have opportunity of discussing face to face. The group is also small in size. The membership is based on intimate relationship.

The secondary group is more formal and members may not have any interest in the problems. The intimacy, interaction, association and cooperation may not be found in secondary groups.

Reference group. It is a group to which the member really belongs. An individual may be a member of several groups but he may not actively panicipate in all such groups.

Member would like to participate in a group where norms are attractive to the individual. Such group norms become more influential in determining behaviour.

Membership group. It is a group with which member identifies himself. His association ceases the moment individual stops paying subscription towards the membership.

In-group. The in-group represents a cluster of persons having values in a society or dominant place in social functioning.

73. As per the recommendations of the Second National Commission on Labour, what should be the percentage of support of workers, a union should have in an establishment for claiming recognition as a single negotiating agent on the basis of check-off system?

Correct Answer: D. 66 per cent
Solution:

The (Second) National Commission on Labour which submitted its report to the Government of India on 29 June, 2002 has recommend that the negotiating agent should be selected for recognition on the basis of the check off system.

A union with 66 per cent membership be entitled to be accepted as the single negotiating agent, and if no union has 66 per cent support, then unions that have the support of more than 25 per cent should be given proportionate representation on the negotiating college.

The commission also suggested that recognition once granted, should be valid for a period of 4 years, to be coterminus with the period of settlement. The individual workers' authorization for check off should also be coterminus with the tenure of recognition of the negotiating agent or college.

74. An indifference curve between income and leisure shows:

Correct Answer: B. various combinations of income and leisure which give equal satisfaction
Solution:

Each indifference curve shows various combinations of income and leisure which yield the same level of satisfaction (utility) to the individual.

The indifference curves have the usual properties: they are convex to the origin, they do not intersect and they show a higher level of satisfaction the further away from the origin they are.

75. Whether an individual will supply more work effort or less as a result of the rise in the wage rate depends on:

Correct Answer: C. the relative strength of income and substitution effects
Solution:

The effect of changes in wage rates cannot, however, be predicted in advance, but must depend upon the relative strengths of the substitution and income effects, and these may vary for different individuals and households.

A wage rise will thus induce people to work longer and to reduce their hours of leisure because one hour's work is now worth more at the margin-this is the substitution effect of the change in reward.

However, the change in the wage rate, could enable an individual to obtain the same total income for a reduced number of hours at work, or enable him to reach a higher standara of living in terms of being able to obtain a greater money income with which to buy more goods

. This income effect can result in an individual working either more or less, and the overall outcome depends upon the relative strengths of the two effects.

76. Talent management starts with understanding what jobs need to be filled, and the human traits and competencies employee need to do those jobs effectively. Two lists are given below. List-I is term and List-II is their appropriate meaning:

List-I List-II 
(a) Job analysisI. A list of job's 'human requirements' that is the requisite education, skills, personality and so on
(b) Job descriptionII. A list of job's duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities.
(c) Job specificationIII. The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
(d) Work Flow analysisIV.  A detailed study of the flow of work from job to job in a work process.
Choose the correct answer from the options given below:
Codes:(a) (b) (c) (d)
A.IIIIIIIV
B.IIIIIIIV
C.IIIIVIII
D.IVIIIIII
Correct Answer: 2.

77. The representation of the independent members in the Central Advisory Board constituted under the Minimum Wages Act, 1948 shall not exceed what portion of its total members?

Correct Answer: B. One-third

78. Who among the following is authorised by the Chief Inspector by a special order in writing to enter the mine for the purpose of surveying, levelling and measuring the mine or part there of as per the provisions of the Mines Act, 1952?

Correct Answer: B. Special Officer

79. Provisions for ensuring occupational health and safety for workers are contained in Articles 24, 39(e), 39(f) and 42 of the Directive Principles of State Policy of the Constitution of India. Based on the spirit of these, rules have been framed. The subject matter of the rules are both in Union List and Concurrent List. Which among the following is not in Concurrent List?

Correct Answer: B. Safety in mines

80. "A technique by which a new employee is adjusted into the changed surroundings and introduced to the practices, policies and purpose of the organisation" is called:

Correct Answer: B. induction
Solution:

Induction or orientation is "a technique by which a new employee is adjusted into the changed surroundings and introduced to the practices, policies and purposes of the organisation".

A formal orientation tries to bridge the information gap of the new employee. When a person joins an organisation he is a stranger to it. He may experience a lot of difficulties which could lead to tension and stress in him. This in turn can reduce his effectiveness.

According to John Bernardin, "Orientation is a term used for the organizationally sponsored, formalized activities associated with an employee's socialisation into the organisation."

Billimoria has defined orientation as, "Induction (orientation) is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies, and purposes of the organisation."

Orientation is one component of the new employee socialization process. Socialization is the ongoing process of instilling in all new employees prevailing attitudes, standards, values, patterns of behaviour that are expected by the organisation and its departments.

Thus, orientation is a process through which a new employee is introduced to the organisation. It is the process wherein an employee is made to feel comfortable and at home in the organisation.

The new employee is handed over a rulebook, company booklets, policy manuals, progress reports and documents containing company information which are informational in nature.