Maintaining Human Resources MCQs

Welcome to our comprehensive collection of Multiple Choice Questions (MCQs) on Maintaining Human Resources, a fundamental topic in the field of IC90 Human Resource Management. Whether you're preparing for competitive exams, honing your problem-solving skills, or simply looking to enhance your abilities in this field, our Maintaining Human Resources MCQs are designed to help you grasp the core concepts and excel in solving problems.

In this section, you'll find a wide range of Maintaining Human Resources mcq questions that explore various aspects of Maintaining Human Resources problems. Each MCQ is crafted to challenge your understanding of Maintaining Human Resources principles, enabling you to refine your problem-solving techniques. Whether you're a student aiming to ace IC90 Human Resource Management tests, a job seeker preparing for interviews, or someone simply interested in sharpening their skills, our Maintaining Human Resources MCQs are your pathway to success in mastering this essential IC90 Human Resource Management topic.

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Maintaining Human Resources MCQs | Page 8 of 14

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Q71.
What is the potential risk of nuclear plants?

a.

They may cause a reduction in electricity prices

b.

They may help reduce greenhouse gas emissions

c.

They may be less expensive to operate than other types of power plants

d.

Any accident in these plants can be much more devastating than the Bhopal accident

Discuss
Answer: (d).Any accident in these plants can be much more devastating than the Bhopal accident Explanation:The plans for the future show that increasingly, nuclear energy will be used for our requirements. Nuclear plants are being set up. Any accident in these plants can be much more devastating than the Bhopal accident referred to above. The safety precautions depend on the strict adherence to all the procedures laid down for maintenance and operations. If any one employee ignores one detail, he is creating a risk.
Q72.
What happened in the case of the Manville Corporation in the early 1980s?

a.

The company faced a claim from its employees who had suffered damage to their lungs

b.

The company was accused of manufacturing faulty products

c.

The company had to pay a heavy penalty for polluting the environment

d.

The company had to shut down due to financial losses

Discuss
Answer: (a).The company faced a claim from its employees who had suffered damage to their lungs Explanation:In the early 1980s, the biggest asbestos manufacturer in the USA, the Manville Corporation, faced a claim from its employees who had suffered damage to their lungs by inhaling asbestos fibre while working years before. Many insurance companies got involved into the matter as they were asked to be liable. The matter became more controversial when it was known that the company was aware of this risk, but did not warn the employees or provide adequate protection.
Q73.
In which sector will a breach of security requirements by employees pose a risk?

a.

Defence sector

b.

Agriculture sector

c.

Manufacturing sector

d.

Service sector

Discuss
Answer: (a).Defence sector Explanation:It is expected that increasing proportions of defence requirements would be manufactured in India. Many of the manufacturing will be done in the private sector as well. Technology would be transferred from other countries into India. The manufacture as well as the technology transfer would be bound by strict requirements of secrecy necessitated by security considerations. It may be possible for any employee to breach these security requirements with the use of the facilities of smartphones. If it happens, the organisation will be responsible.
Q74.
What is the risk to organisations in relation to misconduct by employees?

a.

Being hauled up for major offences

b.

Being forced to shut down

c.

Being fined by the government

d.

None of the above

Discuss
Answer: (a).Being hauled up for major offences Explanation:Organisations run the risk of being hauled up for major offences because of the conduct of some of their employees. They have to be careful to monitor what is going on within the premises and have adequate safeguards against any violations.
Q75.
What is the consequence of wrongful exercise of duty or negligence by public servants in India?

a.

The public servants are protected from being prosecuted for any wrong

b.

The public servants are personally liable for damages

c.

The organisation is liable for damages

d.

The courts will not hold anyone responsible

Discuss
Answer: (b).The public servants are personally liable for damages Explanation:Public servants in India are protected from being prosecuted for any wrong, if the impugned action was done in the course of duty. Of late however, when it was shown that the action was wrongful exercise of duty or negligence in the course of one's duty, courts have made the civil servant personally liable for damages. Policemen and doctors have had to face such problems. Employees of private sector organisations also will be exposed to such liabilities.
Q76.
What is the onus of proof when a complaint is made against an organisation or an individual?

a.

The complainant is assumed to be correct and the onus of proof is on the accused

b.

The accused is assumed to be correct and the onus of proof is on the complainant

c.

Both the complainant and the accused have to prove their innocence

d.

None of the above

Discuss
Answer: (a).The complainant is assumed to be correct and the onus of proof is on the accused Explanation:The laws are such that in many situations, the complaint is assumed to be correct and the onus of proof of innocence will be on the person accused. The organisation will be one of the accused.
Q77.
What is a grievance?

a.

A feeling of dissatisfaction an employee may have in regard to their employment situation.

b.

A written complaint from an employee to their employer.

c.

An agreement between the employer and employee to resolve a dispute.

d.

A legal document outlining an employee's rights in the workplace.

Discuss
Answer: (a).A feeling of dissatisfaction an employee may have in regard to their employment situation. Explanation:Grievance can be defined as a feeling of dissatisfaction an employee may have in regard to their employment situation, regardless of whether it is valid or invalid, written or verbal.
Q78.
Why should grievances not be ignored?

a.

They may lead to increased productivity.

b.

They may cause indifference to work and poor morale.

c.

They may be invalid and a waste of time.

d.

They may lead to legal action against the company.

Discuss
Answer: (b).They may cause indifference to work and poor morale. Explanation:If grievances are ignored, they may cause unhappiness, frustration, discontent, indifference to work, poor morale, and ultimately lead to inefficiency and low productivity.
Q79.
What is the importance of having a regular procedure for looking into grievances?

a.

It ensures that all grievances are resolved in a timely manner.

b.

It provides a way to ignore invalid grievances.

c.

It can help prevent inefficiency and low productivity in the workplace.

d.

It allows the employer to easily dismiss employee complaints.

Discuss
Answer: (c).It can help prevent inefficiency and low productivity in the workplace. Explanation:When a grievance is looked into seriously, there is satisfaction. It is, therefore, desirable to have a regular procedure for looking into grievances to prevent inefficiency and low productivity in the workplace.
Q80.
What are some causes of grievances in the workplace?

a.

Unfair distribution of rewards, such as promotions or incentives.

b.

Supervisor's attitude and behaviour towards individual workers and the union.

c.

Infringement of employee rights or jeopardizing their interests.

d.

All of the above.

Discuss
Answer: (d).All of the above. Explanation:Grievances may arise from the supervisor's attitude and behaviour towards individual workers and the union, unfair distribution of rewards like promotion or incentives, transfer, amenities, conditions of work, or the perception of an infringement of the employee's rights or the jeopardizing of their interests.
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