UGC NET/JRF EXAM, JUNE-2025 Labour and Social Welfare

A-II (Right to Equality → Article 14-18): These Articles guarantee equality before law, prohibition of discrimination, equality of opportunity, abolition of untouchability, and abolition of titles.

B-I (Right to Freedom → Article 19-22): These Articles ensure freedom of speech, movement, association, occupation, protection in respect of conviction, and safeguards against arbitrary arrest.

C-IV (Right against Exploitation → Article 23-24): These prohibit human trafficking, forced labour and employment of children in hazardous occupations.

D-III (Right to Constitutional Remedies → Article 29-30) is incorrect for Remedies, but matches the option set logically because the correct match in options assigns 29-30 to D; however, Articles 29-30 actually relate to cultural and educational rights. The option set requires matching as given.

A-II (Working Conditions → Shops & Commercial Establishments Act, 1961): This Act regulates hours of work, weekly holidays, leave, opening/closing times, and employee welfare in shops and commercial establishments.

B-III (Equality & Empowerment of Women → Equal Remuneration Act, 1976): Ensures equality in wages and prevents discrimination on the basis of gender.

C-IV (Wages Minimum Wages Act, 1948): Establishes statutory minimum wage rates to prevent exploitation of labour.

D-I (Industrial Relations Trade Union Act, 1926): Governs formation, registration and rights of trade unions as collective bodies.

A-IV (Interstate Migrant Workmen Act → 1979): Enacted to regulate employment and protect migrant labourers.

B-III (Contract Labour Act 1970): Provides regulation and abolition provisions for contract labour.

C-II (Building & Other Construction Workers Act 1996): Ensures safety, health and welfare for construction workers.

D-I (Mines Act → 1952): Governs working conditions, safety and health in mines.

A-IV (Subsistence Theory → David Ricardo): Argues wages tend toward subsistence level necessary for workers to survive and reproduce.

B-I (Surplus Value Theory → Karl Marx): Explains how capitalists derive profit from unpaid labour of workers.

C-II (Wages Fund Theory → Adam Smith): Proposes a predetermined fund of capital from which wages are paid.

D-III (Marginal Productivity Theory → JB Clark): States wages correspond to the marginal productivity of labour, meaning workers are paid according to their contribution.

A-IV (Henry Fayol Functional Approach): Fayol identified the five functions of management-planning, organizing, commanding, coordinating and controlling-forming the functional school of management thought.

B-III (F.W. Taylor Scientific Management): Taylor introduced work-study, time and motion study, differential piece-rate system and scientific selection and training.

C-I (Elton Mayo Human Relations School): Mayo's Hawthorne Studies highlighted the importance of social relations, motivation, morale and informal groups in productivity.

D-II (Chester Barnard Theory of Organisation & Executive Functions): Barnard emphasised cooperation, authority, decision-making and the behavioural aspects of executive leadership.

A-II (Article 38 Promote welfare and social order): Article 38 directs the State to secure a social order where justice-social, economic and political-prevails, ensuring 89. welfare-oriented governance.

B-III (Article 39 → Policy toward health, children and aged): Article 39 ensures that children and elderly are not forced into unsuitable occupations and focuses on protecting vulnerable groups from exploitation.

C-IV (Article 41→ Securing just and humane conditions of work and maternity relief): Article 41 promotes assistance under unemployment, sickness and disability, ensuring humane working conditions and welfare support.

D-I (Article 43 → Living wage and working conditions): Article 43 directs the State to secure living wage, decent conditions of work and a dignified standard of life for workers.

A-IV (ILO → 1919): Formed after the Treaty of Versailles, it promotes global labour standards and social justice.

B-III (NIPM → 1980): Established to strengthen HR and personnel management practices in India.

C-I (ASSOCHAM → 1920): One of India's oldest apex industry bodies fostering business growth.

D-II (NASSCOM → 1988): Created for representing and promoting India's IT and software services industry.

A-III (Job Analysis → Duties & characteristics): It systematically identifies tasks, responsibilities, and qualities required for a job, forming the basis for hiring and evaluation.

B-IV (Job Enlargement → Additional samelevel tasks): Broadens the job horizontally by adding tasks of similar complexity to reduce monotony.

C-I (Job Rotation → Moving workers across jobs): Employees shift from one job to another to enhance skills, reduce boredom and increase flexibility.

D-II (Job Enrichment→ Redesigning the job): Enhances job depth by increasing autonomy, responsibility and decision-making elements.

B-IV (Micro-environmental factors → Industry Growth, Industry Attractiveness & Technology): These factors relate to the industry in which the organisation operates. Technological changes, industry competitiveness and sectoral growth directly affect the demand for skilled employees and shape recruitment strategies.

C-I (Company-specific factors → Strategy, HR inventory & HR mobility): Internal organisational characteristics such as business strategy, expansion plans, manpower strength, skills inventories and promotion or transfer systems determine internal manpower supply and future HR requirements.

D-III (Quantitative factors → Trend Analysis & Workload Analysis): These involve numerical techniques for forecasting. Trend analysis observes past manpower patterns to predict future needs, while workload analysis links the volume of work with the required workforce size.

B-III (Pluralist Approach → Resolution of conflicts): In this view, the organisation contains multiple legitimate interest groups. Conflict is natural and must be resolved through structured mechanisms such as negotiation and collective bargaining.

C-II (НRM Approach → Diverse management studies): Human Resource Management emphasises motivation, training, culture, leadership and performance-based systems. It draws from multiple management disciplines to build a committed, highperforming workforce.

D-I (Social Action Approach → Power of control and dispersal): This approach studies how power, authority and control operate within industrial relations, examining how individuals and groups influence and respond to organisational structures.