1. Assertion (A): Attribution theory is based on the relationship between personal perception and interpersonal behaviour.
Reason (R): Since most ‘whys’ are not directly observable, people must depend upon cognitions, particularly perception.
A. (A) is right but (R) is wrong
B. (A) is wrong but (R) is right
C. Both (A) and (R) are right but (R) does not explain (A)
D. Both (A) and (R) are right and (R) explains (A)
Correct Answer: D
Explanation: Attribution theory explains behaviour using cognitive interpretation of causes based on perception.
2. In Reddin’s Tridimensional Leadership Grid, which one of the following is a less effective style of leadership?
A. Developer
B. Missionary
C. Executive
D. Bureaucrat
Correct Answer: D. Bureaucrat
Explanation: Bureaucratic style is rule-bound, rigid and interpreted as less effective.
3. One of the trends to build a sustainable competitive advantage is innovation and innovation management. HRM needs to integrate innovation with traditional change management.
This means :
A. Both statements correct and (R) explains (A)
B. Both correct but (R) does not explain (A)
C. (A) is correct but (R) is incorrect
D. (R) is correct but (A) is incorrect
Correct Answer: A
Explanation: Strategic HRM links innovation to organisational change to gain advantage.
4. Which of the following is NOT a principle of the Hot Stove Rule in discipline?
A. Prior Warning
B. Immediate Response
C. Consistent Action
D. Personal Approach
Correct Answer: D. Personal Approach
Explanation: The Hot Stove Rule insists on fairness and uniform application, not personal treatment.
5. In India, tripartite bodies of industrial relations were formed on recommendations of which commission?
A. Law Commission
B. Whitley Commission
C. National Statistical Commission
D. Kothari Commission
Correct Answer: B. Whitley Commission
Explanation: Whitley Commission supported tripartite consultative mechanisms involving government, employers and workers.
6. Assertion (A): Equity theory of work motivation is based on social exchange involving inputs and outcomes.
Reason (R): People compare their inputs and outcomes with others and attempt to restore fairness.
A. (A) and (R) correct and (R) explains (A)
B. (A) and (R) correct but (R) does not explain (A)
C. (A) correct but (R) incorrect
D. (R) correct but (A) incorrect
Correct Answer: A
Explanation: Motivation depends on perceived equity of rewards relative to others.
7. Which training technique requires trainees to act out parts in a realistic managerial situation?
A. Action learning
B. Role playing
C. Behaviour modelling
D. Case study
Correct Answer: B. Role playing
Explanation: Role play develops interpersonal and leadership skills through simulation.
8. Ability to work in a group, enforce group dynamics and motivate employees refers to:
A. Knowledge, skills and motives
B. Ability to prepare viable projects
C. Ability to manage group behaviour effectively
D. Assign priorities according to Maslow’s needs
Correct Answer: C
Explanation: It is part of group and interpersonal competency.
9. The tendency of individuals to interpret information to fit their beliefs is known as:
A. Selective Attention
B. Selective Distortion
C. Selective Retention
D. Subliminal Perception
Correct Answer: B. Selective Distortion
Explanation: People reshape inconsistent information to support preconceived views.
10. The correct sequence of the HR Diagnostic Model is:
A. Evaluate → Prescribe → Diagnose → Implement
B. Diagnose → Prescribe → Implement → Evaluate
C. Implement → Evaluate → Diagnose → Prescribe
D. Prescribe → Implement → Diagnose → Evaluate
Correct Answer: B
Explanation: The logical order begins with problem diagnosis, followed by prescription, implementation, and evaluation.