Financial Markets and Banking Operations MCQs

Multiple Choice Questions 20 Pages

Savitribai Phule Pune University

Human Resource Management

ARG

Contributed by

Alex Rao Gaba

DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

Dr.Deepali S.Patil. www.dimr.edu.in
MCQ’s
206HRM: Employee Relations and Labour Legislations

Background of Employee Relations
Sr.no Question Answer
1
Industrial Relation refer to
a) Central Government and State Government relations.
b) Employer, Employees and Government relationship
c) management and Customers relationship
d) Government and Public relations.

b
2
Who is known as ‘safety valve’ in the field of industrial relations ?
a) Employer
b) Trade Union
c) Safety officer
d) Welfare officer.
d
3
Which one of the following cannot be included under the purview
of industrial relations?
a) Relations between trade unions and trade unions
b) Relations between employers and trade unions
c) Relations between employers and customers
d) Relations between state, employer and trade unions
c
4
Absence of strikes and lock-outs is an indicator of
a) Peaceful industrial relations
b) Friendly industrial relations
c) Disturbed industrial relation
d) None of the above
a
5
The Government’s strategy in maintaining industrial relations in
India is
a) Laissez fair
b) Total intervention
c
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c) Required intervention.
d) none of the above
6
Bipartite industrial relations include relations between:
a) Management and unions
b) Union and government
c) Management & Government
d) Management, Government & Union
a
7
Which of the following machinery cannot be said to be bipartite
machinery in the field of industrial relations?
a) Works Committee
Joint Management Councild
c) Shop Level Councilc
d) Canteen committee.
d
8
Which of the following cannot be said to be tripartite machinery in
the field of industrial relations?
a) Indian Labour Conference
b) Standing Labour Committee
c) International Labour Organisation
d) Wage board.
d
9
Which of the following is said to be an important aspect of
industrial relations?
a) Profit and loss of the organisation
b) Future expansion programme
c) Conflict and co-operation.
d) Quality Control
c
10
Which of the following ministries looks after industrial relations
situation in the country?
a) Ministry of Home Affair
b) Ministry of Human Resource Development
c) Ministry of Welfare
d) Ministry of Labour and employment.
d
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11
Which one of the following international organisations is directly
related to industrial relations?
a) United Nations Organisation
b) UNESCO
c) World Health Organisation
d) International Labour Organisation

d
12
Which of the following areas cannot be directly included in the
field of industrial relations?
a) Trade Union Recognition
b) Strike and Lock-out
c) Minimum wages, Fair wages and Living wages.
d) Collective bargaining
c
13
Which of the following legislations cannot be included in the
category of industrial relations legislations in India?
a) Industrial Disputes Act, 1947
b) Trade Union Act, 1926
c) Industrial Employment (Standing orders)Act, 1946.
d) Equal Remuneration Act. 1976
d
14
Which of the following is not included under industrial relations
policy of a country?
a) Recognition of trade unions and collective bargaining.
b) Restrictions on strikes and lock-outs.
c) Workers participation in management
d) Principles of wages determination.
d
15
Which of the following regulates industrial relations in India?
a) Industrial Disputes Act, 1947 and Trade Unions Act, 1926.
b) Industrial Employment (Standing orders) Act, 1946
c) Code of Discipline and Inter-union Code of Conduct
d) All of the above.

d
16
Peaceful industrial relations denote:
d
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a) Absence of strike and lock out
b) Emphasis on bipartite.
c) Co-operation between the parties
d) All of the above.
17
Identify the major actor of industrial relations from the following
a) Employers
b) Unions
c) Government
d) all of the above
d
18
Parties to industrial relations are
a) ILO, Government, Association of employers
b) ILO, Government, IMF
c) ILO, Board of Directors, Association of employers
d) Government, Board of Directors, Association of employers

a
19
A proactive industrial relations programme must cover the
following decision(s)
a) Communication
b) Competence
c) Discipline and conflict
d) All of the above
d
20
Characteristics of Industrial Relations do not include:
a) Industrial Relations are outcome of employment
relationship in an industrial enterprise.
b) Industrial Relations promote the skills and methods of
adjustment and co-operation with each other.
c) Industrial Relations create complex rules and regulations to
maintain cordial relations.
d) Industrial Relations system creates an environment of
distrust and conflict
d
21
The constitution of India upholds the principle ‘Freedom of
Association’ as a fundamental right enunciated by I. L. O.
b
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convention in
a) Article 20(C)
b) Article 19(C)
c) Article 24(C)
d) Article 18(C)
22
Which of the following is not a determinant factor of industrial
relations?
a) Institutional factors
b) Economic factors
c) Technological factors
d) Social stratification factors

d
23
Who are not the actors according to Dunlop’s framework of
industrial relations system?
a) Managers and their representatives
b) Workers and their organisations
c) Specialized government agencies
d) Communities and their associations
d
24
The structure of I.L.O. includes
a) an International Labour Conference
b) a Governing Body
c) an International Labour Office
d) All the above
d
25
Identify the major actor of industrial relations from the following
a) Employers
b) Unions
c) Government
d) all of the above
d
26
Which of the following approaches assumes that the
understanding of industrial relations requires an understanding
a
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of the capitalised society?
a) Marxist approach
b) Gandhian approach
c) Human relations approach
d) Giri approach
27
Which of the following approaches assumes that voluntary
negotiations between employers and employees are a means of
settling disputes?
a) Marxist approach
b) Giri approach
c) Human relations approach
d) Gandhian approach
b
28
Which of the following approaches insists on investigating the
underlying trends and patterns in the cause and effect of
industrial disputes?
a) Gandhian approach
b) Giri approach
c) Industrial sociology approach
d) Pluralist approach
c
29
Which of the following is usually not an objective of industrial
relations?
a) Connectedness
b) Collective wisdom
c) Conflict prevention
d) None of the above
a
30
What is the meaning of Employment relations?
a) Relationship between worker and workers
b) Relationship between employer and employers
c) Relationship between management and workers
d)
None of the above
c

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Mechanism for harmonious ER:
31
Which of the following statements about workers’ participation in
Management in India is not true?
a)
It is a part of the 20 point Economic programme.
b)
It is provided in the Directive Principles of State Policy.
c)
It is made a Constitutional provision under the 42
nd
Amendment
Act.
d)
It is a justice able right of the workers.

d
32
Which one of the following is not a machinery for settlement of
Industrial Disputes under the Industrial Disputes Act, 1947?
a) Conciliation Officer
b) Board of Conciliation
c) Collective Bargaining
d) Labour Court
c
33
Which are not the characteristics of grievances?
a) Factual
b) Fabricated
c) Disguised
d) Imaginary
b
34
Which of the following cannot be said to be an objective of
Workers’ Participation in Management?
a) To associate in decision making process of the organization.
b) To satisfy the urge of self-expression of workers.
c) To promote a conducive environment in the organisation.
d) To promote higher income and better conditions of
employment for workers.
d
35

Which of the following is an outcome of collective
bargaining?
a) Award of Labour Court
b) Award of Tribunal
d
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c) Arbitration Award
d) Consent Award
36
Identify the functions of Joint Management Council:
a) Information sharing
b) Consultative
c) Administrative
d) All the above
d
37
By which amendment the provisions of Workers’ Participation in
Management was incorporated in the Indian Constitution?
a) 41
b) 42
c) 43
d) 44
c
38
Find out the characteristics of collective bargaining which is not
applicable;
a) It is a collective process.
b) It is a flexible process.
c) It is not a bipartite process.
d) It is interdisciplinary system.
c
39
Which of the following is not a mode of Workers’ Participation in
Management?
a) Works Committee
b) Employee Stock Option Plan
c) Joint Management Council
d) Joint Committee for Policy Formulation
b
40
In which type of collective bargaining workers lose something
instead of gaining?
a) Concession Bargaining
b) Coalition Bargaining
c) Productivity Bargaining
a
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d) All the above
41
The method of collective bargaining refers to:
a) Negotiations between Employer, workers and Government
Representative.
b) Negotiations between Employer’s representative and Trade
union’s Representative.
c) Negotiations between Employers and the Government.
d) Negotiations between Employer, and Customers.

b
42
Who has first made use of the term Collective Bargaining?
a) G.D.H., Cole.
b) Samuel Gompers.
c) Sidney Webb.
d) Robert Owen.
c
43
Which of the following is helpful in the process of collective
bargaining
a) Conciliation and Mediation.
b) Voluntary Arbitration.
c) Adjudication.
d) None of the above.
a
44
If representatives of an employer and trade union meet together
and discuss the terms and conditions of employment with a view
to reaching and agreement, the process is called :
a) Collective Bargaining.
b) Join Consultation.
c) Worker’s Publication and Management
d) Arbitration.
a
45
An agreement arrived at by the parties and approved by a Labour
Court or Tribunal is called:
a) Award.
b) Settlement.
c) Consent Award
c
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d) None of the above.
46
Which of the following weakens collective bargaining?
a. Inter-union rivalries
b. Absence of a collective bargaining legislation
c. Hostility among the parties
d. All the above.
d
47
According to V.V.Giri, which one is the best method for the
settlement of industrial disputes?
a) Conciliation. b) Mediation.
c) Adjudication. d) Collective Bargaining.
d
48
When a dispute is settled by the process of collective bargaining,
the document arrived a, is called :
a) Settlement. b) Agreement
c) Judgment. d) Award.
b
49
When an agreement is arrived at in the process of collective
bargaining and is registered with the conciliation officer, it is
called
a) Settlement.
b) Converted Settlement.
c) Bi-partite agreement.
d) None of the above.
b
50
The definition of collective bargaining that it is “negotiations
about working conditions and terms of employment between an
employer, a group of employers or one or more employers
organisations on the one hand, and one or more representative
workers organisations on the other, with a view to reaching
agreement” was given by :
a) Allen Flender
b) Sidney & Beatrice Webbs.
c) International Labour Organisation
d) Dankert.
c
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