Download GTU (Gujarat Technological University) MBA (Master of Business Administration) 2019 Summer 3rd Sem 2830303 Management Of Industrial Relations And Labour Laws Previous Question Paper
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2019
Subject Code: 2830303 Date: 10/05/2019
Subject Name: Management of Industrial Relations and Labour Laws
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.1 (a)
Choose the Correct Answer in the Multiple Choice Questions
below: 06
1.
Who is an adult as per Factories Act, 1948 ?
A. Who has completed 18 years of
age
B. Who is less than 18 years
C. Who is more than 14 years D. Who is more than 15 years
2.
Identify the major actor of industrial relations from the following
A. Employers B. Unions
C. Government D. All of these
3.
Contract Labour (Regulation and Abolition Act), 1970 can be classified
into the category of:
A. Social Security Act B. Industrial Relations Act
C. Welfare Act D. Commercial Act
4
Industrial relations cover the following area(s)
A. Collective bargaining B. Labour legislation
C. C. Industrial Relations Training D. D. All of the above
5
In case of retrenchment, worker is entitled to ____ months notice or notice pay
in lieu of notice
A. One B. Two
C. Three E. Four
6
If any time number of worker falls below 500 in a factory, the welfare
officer ceases to have alocus standi
A. True B. False
Q.1 (b) Explain the below mentioned Terms with suitable examples 04
1. Grievance
2. Trade Union
3. Contract Labour
4. Collective Bargaining
Q.1 (c) Explain the role of arbitrator in dispute settlement? 04
Q.2 (a) Briefly describe the salient features of Contract Labour Act, 1970? 07
Q.2 (b) Define ?Strike? and describe its various forms? 07
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Page 1 of 3
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2019
Subject Code: 2830303 Date: 10/05/2019
Subject Name: Management of Industrial Relations and Labour Laws
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.1 (a)
Choose the Correct Answer in the Multiple Choice Questions
below: 06
1.
Who is an adult as per Factories Act, 1948 ?
A. Who has completed 18 years of
age
B. Who is less than 18 years
C. Who is more than 14 years D. Who is more than 15 years
2.
Identify the major actor of industrial relations from the following
A. Employers B. Unions
C. Government D. All of these
3.
Contract Labour (Regulation and Abolition Act), 1970 can be classified
into the category of:
A. Social Security Act B. Industrial Relations Act
C. Welfare Act D. Commercial Act
4
Industrial relations cover the following area(s)
A. Collective bargaining B. Labour legislation
C. C. Industrial Relations Training D. D. All of the above
5
In case of retrenchment, worker is entitled to ____ months notice or notice pay
in lieu of notice
A. One B. Two
C. Three E. Four
6
If any time number of worker falls below 500 in a factory, the welfare
officer ceases to have alocus standi
A. True B. False
Q.1 (b) Explain the below mentioned Terms with suitable examples 04
1. Grievance
2. Trade Union
3. Contract Labour
4. Collective Bargaining
Q.1 (c) Explain the role of arbitrator in dispute settlement? 04
Q.2 (a) Briefly describe the salient features of Contract Labour Act, 1970? 07
Q.2 (b) Define ?Strike? and describe its various forms? 07
Page 2 of 3
OR
Q.2 (b) Describe statutory machineries for settlement of industrial dispute? 07
Q.3 (a) Explain the factors influencing the collective bargaining process? 07
Q.3 (b)
Describe in detail the grievance procedure in operation in an industrial
establishment you are acquainted with?
07
OR
Q.3 (a) Describe the provisions of Health under Factories Act, 1948? 07
Q.3 (b) Discuss the liabilities of a registered trade union? 07
Q.4 (a) Give an assessment of working of Shop and Establishment Act, 1948? 07
Q.4 (b)
Briefly describe the unfair labour practices carried out by employees or
union as mentioned in Industrial Dispute Act, 1947.
07
OR
Q.4 (a)
Why are standing orders important for industrial establishments in the
country? What matters relating to terms and conditions of employment
do you consider appropriate for coverage under these orders?
07
Q.4 (b)
Explain the responsibilities of employer with respect to Sexual
Harassment of Woman at Workplace?
07
Q.5
Western Coalfield Limited is one of the subsidiaries of Coal India
limited and is classified as a mini-ratna category-one public sector
company in the coal industry. It has a workforce of over 66,000
employees and accounted for nearly 9.5 per cent of the total coal
production in the country during 2007?08. It keeps all-round employee
welfare measures as one of its mission.
As a unique practice, the company prepares a revenue welfare budget
every year to provide welfare facilities to the employees. This budget
focuses, among others, on medical services, school and education,
residential or colony maintenance, upkeep, sports, recreation and
cultural activities, Mahila Mandal, water supply, canteen, and
community development. The welfare activities of the company are
monitored by a welfare board comprising representatives from different
unions and management. Besides, welfare committees are established on
similar lines at the local levels for suitably monitoring and smoothly
executing the welfare plans of the company. In addition, the company
also has a steering committee at the top level of the organization
comprising senior leaders of central trade unions and management
representatives.
The company conducts a unique programme called samanvay
sammelan (community gatherings) to popularize the concept of
participative management in the organization. These meetings are
conducted every year and 100 delegates from different areas participate
and deliberate on the rationalization of manpower, the gainful
engagement of employees and the ways to improve production,
productivity and safety. In the course of the deliberations, both the
problem and the solution are identified, and the participants accept the
responsibility for the implementation of the decisions.
Questions:
(A) What are the various forms of Workers Participation in
Management highlighted in the case?
(B) Discuss the levels of workers participation in management?
14
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Page 1 of 3
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2019
Subject Code: 2830303 Date: 10/05/2019
Subject Name: Management of Industrial Relations and Labour Laws
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.1 (a)
Choose the Correct Answer in the Multiple Choice Questions
below: 06
1.
Who is an adult as per Factories Act, 1948 ?
A. Who has completed 18 years of
age
B. Who is less than 18 years
C. Who is more than 14 years D. Who is more than 15 years
2.
Identify the major actor of industrial relations from the following
A. Employers B. Unions
C. Government D. All of these
3.
Contract Labour (Regulation and Abolition Act), 1970 can be classified
into the category of:
A. Social Security Act B. Industrial Relations Act
C. Welfare Act D. Commercial Act
4
Industrial relations cover the following area(s)
A. Collective bargaining B. Labour legislation
C. C. Industrial Relations Training D. D. All of the above
5
In case of retrenchment, worker is entitled to ____ months notice or notice pay
in lieu of notice
A. One B. Two
C. Three E. Four
6
If any time number of worker falls below 500 in a factory, the welfare
officer ceases to have alocus standi
A. True B. False
Q.1 (b) Explain the below mentioned Terms with suitable examples 04
1. Grievance
2. Trade Union
3. Contract Labour
4. Collective Bargaining
Q.1 (c) Explain the role of arbitrator in dispute settlement? 04
Q.2 (a) Briefly describe the salient features of Contract Labour Act, 1970? 07
Q.2 (b) Define ?Strike? and describe its various forms? 07
Page 2 of 3
OR
Q.2 (b) Describe statutory machineries for settlement of industrial dispute? 07
Q.3 (a) Explain the factors influencing the collective bargaining process? 07
Q.3 (b)
Describe in detail the grievance procedure in operation in an industrial
establishment you are acquainted with?
07
OR
Q.3 (a) Describe the provisions of Health under Factories Act, 1948? 07
Q.3 (b) Discuss the liabilities of a registered trade union? 07
Q.4 (a) Give an assessment of working of Shop and Establishment Act, 1948? 07
Q.4 (b)
Briefly describe the unfair labour practices carried out by employees or
union as mentioned in Industrial Dispute Act, 1947.
07
OR
Q.4 (a)
Why are standing orders important for industrial establishments in the
country? What matters relating to terms and conditions of employment
do you consider appropriate for coverage under these orders?
07
Q.4 (b)
Explain the responsibilities of employer with respect to Sexual
Harassment of Woman at Workplace?
07
Q.5
Western Coalfield Limited is one of the subsidiaries of Coal India
limited and is classified as a mini-ratna category-one public sector
company in the coal industry. It has a workforce of over 66,000
employees and accounted for nearly 9.5 per cent of the total coal
production in the country during 2007?08. It keeps all-round employee
welfare measures as one of its mission.
As a unique practice, the company prepares a revenue welfare budget
every year to provide welfare facilities to the employees. This budget
focuses, among others, on medical services, school and education,
residential or colony maintenance, upkeep, sports, recreation and
cultural activities, Mahila Mandal, water supply, canteen, and
community development. The welfare activities of the company are
monitored by a welfare board comprising representatives from different
unions and management. Besides, welfare committees are established on
similar lines at the local levels for suitably monitoring and smoothly
executing the welfare plans of the company. In addition, the company
also has a steering committee at the top level of the organization
comprising senior leaders of central trade unions and management
representatives.
The company conducts a unique programme called samanvay
sammelan (community gatherings) to popularize the concept of
participative management in the organization. These meetings are
conducted every year and 100 delegates from different areas participate
and deliberate on the rationalization of manpower, the gainful
engagement of employees and the ways to improve production,
productivity and safety. In the course of the deliberations, both the
problem and the solution are identified, and the participants accept the
responsibility for the implementation of the decisions.
Questions:
(A) What are the various forms of Workers Participation in
Management highlighted in the case?
(B) Discuss the levels of workers participation in management?
14
Page 3 of 3
Q.5
Mr Ravi Kumar has been with Akash Cements Limited for the past 26
years and still has five more years of service in the company. He is a
senior technician in the production department. He is known for his
commitment and his supervisors and managers have had high regard for
him. He has maintained an unblemished service record in his entire
career and has been disciplined in the past only for complaints like late
attendance and availing leave without prior permission. As regards the
disciplinary actions taken in this regard, he was counseled by his
supervisors immediately after the occurrence of these misconducts. As
such, no written reprimand was served on him for these minor offences.
Thus the personnel file of Ravi was devoid of any serious complaints
against him. Until a serious misconduct was reported against him last
week.
Last Saturday, when Ravi Kumar was busy arranging the machine and
materials before commencing production, he picked a job-related
quarrel with Rakesh Ray, a co-worker in the designation of a machine
assistant, regarding work sharing for that day. What started as a wordy
duel soon developed into a full-fledged confrontation. Finally, it ended
up in a physical brawl between these two employees. In the process,
Ravi Kumar dealt some injuries to Rakesh Ray. The latter had to be
given first aid and leave with pay for that day. Since the duty supervisor
was away from the work spot due to his scheduled meeting with the
manager, the supervisors had to depend on the statements of the
witnesses, all of whom were unanimous in their view that Ravi Kumar
was primarily responsible for the incident as he had been the first one to
use physical force and Rakesh Ray had merely defended himself.
However, the employees were aware neither of the exact conversation
between them before the scuffle nor of what enraged Ravi Kumar.
The code of conduct of the company was clear about how a case of
fighting must be dealt with. It recommended an emergency suspension
of the employee involved in the fighting pending enquiry.
However, the duty supervisor was not in favour of suspending Ravi
Kumar immediately as he perceived no danger from him and was also
aware of his past record. Moreover, he was afraid that this harsh
punishment could affect Ravi Kumar's performance. He recommended
to the HR manager that Kumar be allowed to work till the disciplinary
proceeding was over and its outcome was known. The HR manager was
against the opinion of the supervisor for he felt that this concession
could set a bad precedent and, thus, weaken the disciplinary system of
the organization. The management is in favour of helping Ravi Kumar
without violating the discipline code of the company.
Questions:
1. How would you approach the issue if you were the HR manager of
this company?
2. How would you help the management in resolving the disciplinary
issue in the way the management wishes?
14
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This post was last modified on 19 February 2020