Download GTU (Gujarat Technological University) MBA (Master of Business Administration) 2019 Summer 3rd Sem 2830302 Compensation Management Previous Question Paper
1
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2019
Subject Code: 2830302 Date: 09/05/2019
Subject Name: Compensation Management
Time: 02:30 PM To 05:30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q. No. Question Text and Option 6
Q.1 (a) Which are self-contained and permanent teams?
1.
A. Organizational teams B. Work teams
C. Project teams D. Ad hoc teams
2.
_______ Schemes are consultant?s schemes that have been modified to fit the
particular needs of an organization.
A. Hybrid Schemes B. Non analytical Schemes
C. Analytical Schemes D Bonus Schemes
3.
Which theory proposes that firm will pay more than the market rate.
A. Efficiency wages theory B. Agency Theory
C. Classical economic theory D. Human capital theory
4.
________ is a holistic process that takes into account all aspects of a person?s
performance.
A. Performance - related pay B. Contribution - related pay
C. Competency - related pay D. Skills - based pay
5.
Which one is not a grade structure
A. Narrow - graded structure B. Broad - graded structure
C. Broad - banded structure D. Pay structure
6.
Which is not a formal business performance Schemes
A. Profit sharing B. Gain sharing
C. Non Profit sharing D. Share ownership schemes
Q.1 (b) Define the following:
a) Team Pay
b) Effort bargain
c) Bonus Schemes
d) Pay spines
04
Q.1 (c) Explain various models of total reward schemes 04
Q.2 (a) How to design bonus scheme by taking essential care? Explain various
types of Bonus Schemes
07
(b) It is widely believed that money (financial reward) has to be reinforced
by non-financial rewards. Discuss extrinsic and intrinsic rewards by giving
examples.
07
OR
(b) Design a contribution based sales compensation plan, assuming
hypothetical figures, for a company engaged in retail sales of milk and
milk products.
07
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1
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2019
Subject Code: 2830302 Date: 09/05/2019
Subject Name: Compensation Management
Time: 02:30 PM To 05:30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q. No. Question Text and Option 6
Q.1 (a) Which are self-contained and permanent teams?
1.
A. Organizational teams B. Work teams
C. Project teams D. Ad hoc teams
2.
_______ Schemes are consultant?s schemes that have been modified to fit the
particular needs of an organization.
A. Hybrid Schemes B. Non analytical Schemes
C. Analytical Schemes D Bonus Schemes
3.
Which theory proposes that firm will pay more than the market rate.
A. Efficiency wages theory B. Agency Theory
C. Classical economic theory D. Human capital theory
4.
________ is a holistic process that takes into account all aspects of a person?s
performance.
A. Performance - related pay B. Contribution - related pay
C. Competency - related pay D. Skills - based pay
5.
Which one is not a grade structure
A. Narrow - graded structure B. Broad - graded structure
C. Broad - banded structure D. Pay structure
6.
Which is not a formal business performance Schemes
A. Profit sharing B. Gain sharing
C. Non Profit sharing D. Share ownership schemes
Q.1 (b) Define the following:
a) Team Pay
b) Effort bargain
c) Bonus Schemes
d) Pay spines
04
Q.1 (c) Explain various models of total reward schemes 04
Q.2 (a) How to design bonus scheme by taking essential care? Explain various
types of Bonus Schemes
07
(b) It is widely believed that money (financial reward) has to be reinforced
by non-financial rewards. Discuss extrinsic and intrinsic rewards by giving
examples.
07
OR
(b) Design a contribution based sales compensation plan, assuming
hypothetical figures, for a company engaged in retail sales of milk and
milk products.
07
2
Q.3 (a) Explain different grade and pay structures in the organization. 07
(b) How business performance schemes and individual bonus incentive
plans are implemented by companies to achieve the aim of paying
bonus? Explain with illustration, can company make both these schemes
effective and favorable.
07
OR
Q.3 (a) Define the term ?Flexible Benefits?. Explain why do companies introduce
flexible benefits?
07
(b) What are the types of contingent pay? Explain the relevance of contingent
pay in terms of today?s competitive world.
07
Q.4 (a) What do you understand by job matching? Explain the various sources for
collecting market data and briefly list the factors determining the validity
and reliability of market sources?
07
(b) If you are an HR Manager of a company, what factors you will consider
before deciding the pay levels in firm?
07
OR
Q.4 (a) (i) Payment of wages act, 1948
(ii) Income tax act provisions with respect to salaried persons.
07
(b) What is high performance culture and how reward system can help in
building up high performance culture in firm?
07
Q.5
Case study on M/s Mackinnon Mackenzie and Co. Ltd. v. Audrey
D?Costa and other, 1987 ? Equal Remuneration Act 1976
In the given case, a woman employee was discriminated while payment
of salary as the employer contended that the lady was working as a
Confidential Stenographer and is part of a different class. The woman
was complaining that during the period of her employment, after the Act
came into force, she was being paid remuneration at the rates less
favorable than those paid to the Stenographers of the male gender in the
petitioner's establishment for performing the same or similar work and
claimed that she was entitled to recover the difference between
remuneration paid to her and the male Stenographers.
The court rejected the plea of the employer that the woman was in a
different class. It held, ?If only women are working as Confidential
Stenographers it is because the management wants them there. Women
are neither specially qualified to be Confidential Stenographers nor
disqualified on account of gender to do the work assigned to the male
Stenographers. Even if there is a practice in the establishment to appoint
women as Confidential Stenographer such practice cannot be relied on to
deny them equal remuneration due to them under the Act. ? Therefore, the
Court applied that the management is liable to pay the same
remuneration to all the Stenographers on the same basis irrespective of
their gender. The salary and remuneration payable to the lady
14
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1
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2019
Subject Code: 2830302 Date: 09/05/2019
Subject Name: Compensation Management
Time: 02:30 PM To 05:30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q. No. Question Text and Option 6
Q.1 (a) Which are self-contained and permanent teams?
1.
A. Organizational teams B. Work teams
C. Project teams D. Ad hoc teams
2.
_______ Schemes are consultant?s schemes that have been modified to fit the
particular needs of an organization.
A. Hybrid Schemes B. Non analytical Schemes
C. Analytical Schemes D Bonus Schemes
3.
Which theory proposes that firm will pay more than the market rate.
A. Efficiency wages theory B. Agency Theory
C. Classical economic theory D. Human capital theory
4.
________ is a holistic process that takes into account all aspects of a person?s
performance.
A. Performance - related pay B. Contribution - related pay
C. Competency - related pay D. Skills - based pay
5.
Which one is not a grade structure
A. Narrow - graded structure B. Broad - graded structure
C. Broad - banded structure D. Pay structure
6.
Which is not a formal business performance Schemes
A. Profit sharing B. Gain sharing
C. Non Profit sharing D. Share ownership schemes
Q.1 (b) Define the following:
a) Team Pay
b) Effort bargain
c) Bonus Schemes
d) Pay spines
04
Q.1 (c) Explain various models of total reward schemes 04
Q.2 (a) How to design bonus scheme by taking essential care? Explain various
types of Bonus Schemes
07
(b) It is widely believed that money (financial reward) has to be reinforced
by non-financial rewards. Discuss extrinsic and intrinsic rewards by giving
examples.
07
OR
(b) Design a contribution based sales compensation plan, assuming
hypothetical figures, for a company engaged in retail sales of milk and
milk products.
07
2
Q.3 (a) Explain different grade and pay structures in the organization. 07
(b) How business performance schemes and individual bonus incentive
plans are implemented by companies to achieve the aim of paying
bonus? Explain with illustration, can company make both these schemes
effective and favorable.
07
OR
Q.3 (a) Define the term ?Flexible Benefits?. Explain why do companies introduce
flexible benefits?
07
(b) What are the types of contingent pay? Explain the relevance of contingent
pay in terms of today?s competitive world.
07
Q.4 (a) What do you understand by job matching? Explain the various sources for
collecting market data and briefly list the factors determining the validity
and reliability of market sources?
07
(b) If you are an HR Manager of a company, what factors you will consider
before deciding the pay levels in firm?
07
OR
Q.4 (a) (i) Payment of wages act, 1948
(ii) Income tax act provisions with respect to salaried persons.
07
(b) What is high performance culture and how reward system can help in
building up high performance culture in firm?
07
Q.5
Case study on M/s Mackinnon Mackenzie and Co. Ltd. v. Audrey
D?Costa and other, 1987 ? Equal Remuneration Act 1976
In the given case, a woman employee was discriminated while payment
of salary as the employer contended that the lady was working as a
Confidential Stenographer and is part of a different class. The woman
was complaining that during the period of her employment, after the Act
came into force, she was being paid remuneration at the rates less
favorable than those paid to the Stenographers of the male gender in the
petitioner's establishment for performing the same or similar work and
claimed that she was entitled to recover the difference between
remuneration paid to her and the male Stenographers.
The court rejected the plea of the employer that the woman was in a
different class. It held, ?If only women are working as Confidential
Stenographers it is because the management wants them there. Women
are neither specially qualified to be Confidential Stenographers nor
disqualified on account of gender to do the work assigned to the male
Stenographers. Even if there is a practice in the establishment to appoint
women as Confidential Stenographer such practice cannot be relied on to
deny them equal remuneration due to them under the Act. ? Therefore, the
Court applied that the management is liable to pay the same
remuneration to all the Stenographers on the same basis irrespective of
their gender. The salary and remuneration payable to the lady
14
3
Stenographers should be computed in accordance with the terms
applicable to all the male Stenographers.
Hence Court applied The Equal Remuneration Act to grant equal salary
to female stenographers.
Q.1 What are the duties of employer under the Equal Remuneration Act,
1976?
Q.2 How court rejected the plea of the employer in the given case?
Q.3 Explain the importance of Equal Remuneration Act 1976 with
respect to gender discrimination.
OR
Q.5 Case Study: Parikh Mills
Parikh is a reputed textiles mill in the woolen clothes business, existing
since long. Most of its employees are nearing to retirement. HR
department has started the process of replacing the old staff with new
ones.
Parikh Mills started receiving complains of quality deterioration from its
national and international clients in fabrics and clothes. While analysis it
is found that this changes in organization has widely impacted on the
quality. Company value is depreciating in the eyes of the customer and
stakeholders. Production manager found that young workers have started
resisting and questioning on everything about the on-going practices and
procedures company has been following so far. They are also against
bureaucratic rules and regulation and asking for freedom in decision-
making. While old workers have been found ignored and away and are
not able to cope up with changing culture. They keep discussing about
the historic old patterns and also resist the changes brought by the new
managers. Young workers found very limited control with them and
have been finding that old workers are often misleading them or not
guiding them properly and, besides they do not have adequate powers
and support from the top management in controlling the situation.
Situation is getting worse day by day and it is negatively impacting on
the production, resulting in to the day to day conflicts, production quality
and quality both are suffering gradually.
Management is now thinking of changing the situation and hiring a
consulting firm to overcome situation. Consultant has recommended to
link reward strategy to engage employee.
14
(i) What is the problem in the Parikh mills and how reward strategy can
help in overcoming problem?
(ii) What is employee engagement? Suggest, how Parikh mills can engage
employees?
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This post was last modified on 19 February 2020