MGT501 Current papers 2023

Mgt 501
Q1.On the job
Off the job training techniques
On the job and off the job training techniques:
On the job training involves learning while performing actual
work tasks, such as mentoring, job shadowing, and
apprenticeships. Off the job training techniques are those which
take place outside of the workplace, such as workshops,
conferences, and online courses.
2.pre arrival socialization
Pre-arrival socialization:
Pre-arrival socialization is the process of preparing and
introducing new employees to an organization's culture and
values before they actually start their job. This can include
orientation programs, mentoring, and introductions to key
personnel.
3. pay for performance fails
Pay for performance fails:
Pay for performance refers to compensation systems that link
employee pay to their performance. However, such systems can
fail when the measures used to evaluate performance are
inadequate or the criteria used to determine pay are unclear.
Additionally, pay for performance systems can lead to unhealthy
competition among employees, leading to a negative impact on
teamwork and collaboration.
4. internal equity
External equity
Internal equity and external equity:
Internal equity refers to the fair and equal pay for employees
within the organization, based on factors such as job
responsibilities, experience, and performance. External equity
refers to the fairness of an organization's pay in comparison to
other organizations in the same industry or geographical region.
Both internal and external equity are important factors in
maintaining employee motivation and retention.
short questions repeated
Paper was easy Alhamdulillah
Q#: question tha long ky agr nuqsan ho raha ha organization
ko tu ap as a manager kya karain employee kam gay ya
organization khatam kr dain gay etc
Ans: As a manager, it is your responsibility to address any
negative impact that may be affecting your organization due to
employee productivity decline. However, terminating the
organization should be the last resort, as it could result in
devastating consequences for both the company and the
employees. Here are some steps you can take to address the
situation:
1. Identify the root cause: Try to determine the underlying
cause of the decline in employee productivity. Is it due to
lack of motivation, insufficient training, poor management,
or personal issues? Once you identify the root cause, you
can then devise an appropriate solution to address the issue.
2. Communicate with employees: Talk to your employees and
ask them about their concerns. Find out what is causing
them to underperform and see if there is anything that you
can do to help. Listen to their feedback and suggestions and
take them into consideration when devising solutions.
3. Provide training and support: Sometimes, employees may
underperform because they lack the necessary skills or
training to perform their job effectively. As a manager, you
can provide them with additional training or support to help
them improve their skills and become more productive.
4. Offer incentives: Incentives can be a great way to motivate
employees and boost productivity. Consider offering
bonuses, promotions, or other rewards to employees who
meet or exceed their performance goals.
5. Take disciplinary action: In some cases, disciplinary action
may be necessary to address underperforming employees.
However, before taking such action, it is important to
follow your organization's policies and procedures and to
ensure that employees are given a fair chance to improve
their performance.
Remember, the key to addressing a decline in employee
productivity is to identify the root cause and take appropriate
action to address it. By communicating with your employees,
 providing support, offering incentives, and taking disciplinary
action when necessary, you can help improve employee
productivity and prevent the need to terminate the
organization.
MGT501 2:30pm
MCQS from handouts
Short
1) How to overcome the anxiety of new employee?
Overcoming the anxiety of a new employee can be
achieved through several methods, including:
1. Providing clear expectations: As an employer or supervisor,
it is important to communicate clearly about what the new
employee's responsibilities are, what the company's goals
and values are, and how their role fits into the organization
as a whole. This can help the employee feel more confident
in their abilities and more prepared for their job.
2. Offering support: Providing support and resources for new
employees can help them feel more comfortable in their
new role. This can include assigning a mentor or buddy,
offering training and development opportunities, and
providing regular feedback and coaching.
3. Building relationships: Encouraging new employees to
interact with their colleagues and get to know their team
can help them feel more connected and less isolated. This
can include team-building activities, social events, and
regular check-ins with their supervisor.
2) membership based program
A membership-based program is a program where individuals
pay a recurring fee to access a set of benefits or services.
These programs are often used by businesses or organizations
to create a loyal customer base and provide additional value to
their customers. Membership-based programs can include
access to exclusive content, discounts on products or services,
early access to new products or services, and other perks.
Examples of membership-based programs include Amazon
Prime, Costco, and gym memberships.
Long
1) communication is important in organization
Communication is essential in any organization as it helps to
ensure that everyone is on the same page and working towards
common goals. Effective communication can help to build trust
and relationships among employees, improve productivity, and
reduce misunderstandings and conflicts. To improve
communication in an organization, it is important to establish
clear channels of communication, encourage feedback and open
dialogue, and provide training and resources to help employees
communicate effectively. Regular team meetings, one-on-one
check-ins with employees, and the use of communication tools
such as email, instant messaging, and video conferencing can all
help to facilitate communication within an organization.
MGT501 Exam
27th Feb 2023
 Manager ki salary subordinates sy ziada ku hoti hy?
It is not necessarily true that a manager's salary is always higher
than their subordinates. Salaries are typically based on factors
such as job responsibilities, experience, skills, and market
demand. In some cases, a subordinate may have a higher salary
than their manager if they possess more specialized skills or
experience. Additionally, some organizations have a more
egalitarian approach to compensation, where there is less of a
salary hierarchy between managers and their subordinates.
Students accademic career py Stress factors ka kya role hy
Academic stress can have a significant impact on students'
mental and physical health. Factors that can contribute to
academic stress include high academic expectations, heavy
workloads, academic competition, and fear of failure. Chronic
stress can lead to anxiety, depression, and physical health
problems. To manage academic stress, students can practice
stress management techniques such as exercise, relaxation,
and time management, and seek support from family, friends,
or mental health professionals.

Employee Assistance Program explain krain

An Employee Assistance Program (EAP) is a program offered
by employers to support employees with personal or work-
related issues that may affect their job performance or well-
being. EAPs typically provide confidential counseling
services and referrals to resources such as mental health
 providers, financial advisors, and legal services. EAPs can
also provide education and training on topics such as stress
management, conflict resolution, and wellness.
Agr aik subordinate ya worker apni job kit and accessories
wear nhi krta or kehta hy ky mujhy last 15 years sy ksi ny nhi
pochaa naw kaha ky ye wear krna must hy, or naw mujhy
health problem hwa, tu new manager strictness ku kr rha hy,
new manager ka role btayn es case me disciplinary action ly
ya let him go kry?
In this case, the new manager should first communicate the
importance of wearing job-required safety equipment to the
subordinate and explain the potential risks and consequences of
not doing so. If the subordinate continues to refuse to wear the
required equipment, the manager may need to take disciplinary
action to enforce the company's safety policies and protect the
health and safety of the employee and others in the workplace.
This may include a written warning, suspension, or termination,
depending on the severity of the situation and the company's
policies. However, before taking any disciplinary action, the
manager should consult with HR to ensure that the company's
disciplinary procedures are followed correctly and fairly.
Mgt501 todaypaper
Mcqs from handouts
1. How can organization prevent violence in workplace?
To prevent violence in the workplace, organizations can take
the following measures:
1.Develop and enforce a comprehensive workplace violence
prevention policy
2. Provide training to employees and managers on identifying
and responding to potential violent situations
3. Establish clear reporting procedures for incidents of
workplace violence
4. Conduct background checks and screening for new
employees
5. Implement security measures such as security cameras,
access controls, and alarms
6. Encourage open communication between employees and
management
7. Provide support to employees who may be victims of
workplace violence
2.How can organization prevent corruption power?
To prevent corruption in the workplace, organizations can
take the following measures:
1. Develop and enforce a code of ethics and conduct.
2. Provide training to employees on the risks of corruption
and how to avoid it
3. Implement strong financial controls and internal auditing
processes
4. Conduct background checks and screening for new
employees and vendors
5. Encourage employees to report any suspected instances of
corruption
 6. Provide whistleblower protection to employees who report
corruption
7. Hold individuals accountable for corrupt activities through
disciplinary action and legal prosecution if necessary.
3.write Advantages and disadvantages of Third national
country?
Advantages of third world countries may include low cost of
living, abundant natural resources, and potential for economic
growth. Disadvantages may include poverty, political
instability, lack of infrastructure, and limited access to
education and healthcare.
4. Difference btw organizational development and employee
development?
Organizational development refers to the process of improving
the overall effectiveness of an organization through changes in
structure, processes, and culture. Employee development, on the
other hand, focuses on improving the skills and abilities of
individual employees through training and development
programs.

5.write goals of performance management?

The goals of performance management include:
Improving individual and organizational performance
Providing employees with feedback and coaching
Identifying areas for improvement and development
Aligning individual goals with organizational goals
Recognizing and rewarding high performance
Ensuring fair and equitable treatment of all employees.
Long question
Conceptual thy
Ak tha k company ma ak employee safety masks uniform etc
nh use krta to boss k pouchny pa btata ha k 15 years sy nh use
kr ra koi accident nhi Hua.
Ap btaen usnk arguments thek ha ya nh. Or Usk khilaf Kia
action Lena chahiya 🥴🥴 is trah k or b ay thy.
Ak question tha unstructured interview k leya preparation krni
chaiya ya nhi. Or Acha unstructured interview leny k leya
interviewer ko Kes cheiz ki zarort hoti ha
Q: The boss argues that they haven't had any accidents in the
past 15 years despite not using safety masks, uniforms, etc. Is
this argument valid, or not? What actions should be taken
against this?
The boss's argument is not valid as it is based on the
assumption that accidents will never occur simply because
they haven't occurred in the past. Accidents can happen at any
time and it is the responsibility of the employer to provide a
safe working environment for their employees. Therefore, it is
important to take appropriate action, such as enforcing the use
of safety equipment, to prevent accidents from happening in
the future.

Q: Should you prepare for an unstructured interview, and

what does an interviewer need for conducting a good
unstructured interview?
While the format of an unstructured interview is informal and
conversational, it is still important to prepare beforehand by
researching the organization and the position you are
interviewing for. This can help you to answer questions more
effectively and demonstrate your interest in the role.
For the interviewer, good listening skills, the ability to ask
open-ended questions, and the flexibility to adapt to the flow
of the conversation are important qualities for conducting a
successful unstructured interview. Additionally, having a
clear understanding of the job requirements and the desired
candidate profile can help the interviewer to ask relevant
questions and identify the best candidate for the position.
Today mgt501
Mcqs from handouts
Difference between internal equity and external equity?
Verbal warning is important or not?
Verbal warning can be an important tool in correcting
employee behavior and performance. It provides an
opportunity for the employee to understand what they have
 done wrong and make necessary changes. It can also serve as
a formal record of the warning, which may be useful in future
disciplinary actions.
HR role in training and development ?5 marks
The role of HR in training and development is crucial. HR is
responsible for identifying the training needs of employees,
designing and delivering training programs, and evaluating
their effectiveness. HR also plays a key role in career
development, succession planning, and talent management.
McGeory theory of X ad Y thoery?5 marks
McGregor's Theory X and Theory Y are two contrasting
views of management. Theory X assumes that employees are
inherently lazy and need to be closely supervised and
controlled to be productive. Theory Y, on the other hand,
assumes that employees are self-motivated and can be trusted
to work independently. McGregor argued that managers who
adopt Theory Y principles are more likely to create a positive
work environment and achieve higher levels of productivity.
Why it is important to share information and benefits during
socialization?5 marks
Sharing information and benefits during socialization is
important because it helps new employees understand the
company culture, values, and expectations. It also helps them
feel welcome and included in the organization, which can lead
to increased job satisfaction and commitment. Additionally,
sharing information about the company's benefits and perks can
help employees understand the full range of rewards available to
them and make informed decisions about their employment.
Mgt501 Final term
Eik Question aya ta employment test statment di huwi ti math
ke ke related alegrabra means ke konsa test best ha statment
ke according ( I think answer cognitive appitude test ta ) 3
marks?
The best test for a math-related algebra statement in an
employment test would likely be a cognitive aptitude test.
Internal barriers to career advancement? (5 marks)
Internal barriers to career advancement can include lack of
confidence, fear of failure, self-doubt, limited skill sets, and
difficulty balancing work and personal life.
How union made (3 marks lesson 35 )?
Unions are typically formed when workers come together to
collectively bargain for better wages, benefits, and working
conditions. This is achieved through the formation of a union,
the election of union representatives, and the negotiation of a
collective bargaining agreement with the employer.
Organization ko power corruption ko rokhne ke liye kiya
methods follow krne chyin? Lesson 37
To prevent power corruption in organizations, some methods
that can be followed include establishing clear ethical
guidelines, promoting transparency and accountability,
encouraging employee involvement in decision-making
processes, and enforcing strict consequences for unethical
behavior.
Eik question 38 lectures se aya huwa ta ke smoking ka
organization pr kiya asar hota ha or firm ki career
development pr kiya asar krta ha or kiya methods follow krne
chyin?
Smoking can have negative effects on both the organization
and the individual's career development. To address this issue,
organizations can implement smoke-free policies, provide
smoking cessation programs, and offer health and wellness
programs to support employees in making healthy choices.
Mera eik question aya ta lecture 33 se ke school mein students
ko apni acheivements ko acheive krne mein jo failure or
success hoti ha stress ki wja se wo ptana ta statment di huwi
ti?
Stress related to success and failure in achieving one's goals
can have negative effects on students' mental and physical
health. Schools can address this by promoting a growth
mindset, providing counseling services, and teaching stress
management techniques.
From lesson 29 health benefits smoking ka kiya asar hota firm
ke career growth pr?
Smoking can have negative health effects that can impact a
person's ability to perform their job effectively, leading to
potential negative impacts on career growth. This can include
increased absences due to illness, decreased productivity, and
 potential health complications that may limit career
opportunities
What is transference and give three reasons of transfer
training situation?
Transference is a psychological phenomenon in which an
individual unconsciously transfers feelings, attitudes, and
behaviors from one person or situation to another, often based
on past experiences or relationships. Three reasons for transfer
in a training situation are:
1. Similarity between training and job tasks
2. Positive emotional climate during training
3. Opportunities for practice and feedback
Workplace Violence?
Workplace violence refers to any act or threat of physical
violence, harassment, intimidation, or other disruptive behavior
that occurs in or around a workplace, and can range from verbal
abuse to physical assault or homicide.
Difference between employee development and
organizational development?
Employee development is focused on improving the
knowledge, skills, and abilities of individual employees, while
organizational development is focused on improving the
overall effectiveness and performance of the organization as a
whole through a range of interventions and strategic
approaches.
 Conflict beneficial for Organizations?
conflict can be beneficial for organizations as it can stimulate
creativity and innovation, lead to better decision-making,
increase employee engagement and motivation, and promote
personal and professional growth. However, it is important to
manage conflict effectively and ensure that it does not
escalate into destructive or harmful behavior.
Multinational strategies hiring manager?
A hiring manager in a multinational organization can develop
recruitment and selection policies that align with the global
strategy, comply with local laws and regulations, identify talent
markets, establish compensation and benefits programs,
implement onboarding and training programs, foster a culture of
diversity and inclusion, develop succession planning strategies,
and monitor HR metrics and performance indicators.
If your friend is feeling stressed and unable to manage their
daily routine, what suggestions would you give them?

Firstly, it's important to acknowledge that stress is a natural

part of life, and it's okay to feel overwhelmed sometimes.
However, if it's impacting your friend's ability to function on
a daily basis, there are several things they can try to manage
their stress.
Encourage your friend to take breaks throughout the day, even
if it's just for a few minutes at a time. This could include deep
 breathing exercises, stretching, or simply taking a walk
outside to clear their head.
Additionally, suggest that they prioritize their tasks and focus on
the most important ones first. This can help them feel more in
control and reduce the feeling of being overwhelmed.
If your friend is struggling to manage their stress on their own, it
may be helpful to suggest they speak to a therapist or counselor.
Talking to a professional can provide them with tools and
strategies to better manage their stress and improve their overall
well-being.
Finally, remind your friend to take care of themselves by getting
enough sleep, eating a healthy diet, and engaging in activities
that bring them joy and relaxation. Self-care is an important
aspect of managing stress and promoting mental health.
Mgt501..
Some mcqs from handout.
Short answer:
1. Health and safety manager
2. Multinational strategies hiring manager
3. Phases of training
4. Why transfer of training fails.
Long questions.
1. Conflict beneficial for organization.
Conflict beneficial for organization:
Conflicts can be both beneficial and harmful to an organization.
On one hand, conflicts can lead to increased creativity and
innovation, as different perspectives and ideas are brought to the
table. Conflict can also stimulate discussion and debate, which
can result in better decision-making and problem-solving.
Additionally, conflicts can help identify areas for improvement
in the organization's processes and systems.
On the other hand, conflicts can also have negative
consequences for the organization, including decreased morale
and productivity, increased turnover, and potential legal issues.
Therefore, it is important for organizations to manage conflicts
effectively to ensure that the benefits outweigh the potential
negative outcomes. This can involve establishing clear policies
and procedures for conflict resolution, providing training and
development opportunities for employees to improve their
communication and conflict resolution skills, and fostering a
culture of respect and open communication.
2. Career and development
Career and development: Career development is the process
of acquiring skills and experiences to advance one's career
goals, while personal development focuses on developing
skills for personal growth and self-improvement. Career
development is important for employees because it can help
them achieve their professional goals, increase job satisfaction
and motivation, and improve their overall performance. It is
also beneficial for organizations because it can lead to
increased employee engagement, retention, and productivity.
 To support career development, organizations can provide
employees with opportunities for learning and development,
such as training programs, mentoring, coaching, and job
rotations. They can also offer career planning and
development resources, such as career counseling,
development plans, and performance appraisals that include
career development goals. It is important for employees to
take ownership of their own career development by
identifying their strengths and areas for improvement, setting
goals, and seeking out opportunities for growth and
development.
3. Problem in performance appraisals.
Problems in performance appraisals:
Performance appraisals are a critical tool for evaluating
employee performance, providing feedback, and identifying
areas for improvement. However, there are several common
problems that can undermine the effectiveness of performance
appraisals. These include:
i. Lack of clarity in performance expectations and criteria
ii. Rater bias or errors in evaluation
iii. Insufficient feedback or inadequate documentation
iv. Lack of follow-up and accountability for improvement
v. Failure to link performance to organizational goals and
objectives
Solutions: To address these issues, organizations can take
several steps, such as providing training and development for
managers on performance evaluation and feedback, establishing
clear performance expectations and criteria, ensuring that
feedback is timely and specific, and using multiple sources of
evaluation to minimize rater bias. It is also important to ensure
that performance goals are aligned with organizational
objectives and that employees are held accountable for
achieving them.
Mgt501
Shared by Miss Jutt
Multinational manager hiring 3 marks
As a multinational manager, when hiring new employees, it is
important to consider the following:
1. Cultural fit: When hiring employees for a multinational
company, it is important to consider their cultural fit. The
employees should be able to work well in a diverse
environment and be able to adapt to different cultures and
languages.
2. Language skills: Multinational companies usually require
their employees to have proficiency in multiple languages. It
is important to test the language skills of the candidates to
ensure that they can effectively communicate with colleagues
and clients from different countries.
3. International experience: Candidates who have previous
international experience are often preferred by multinational
companies. This is because they have a better understanding
of the challenges and opportunities that come with working in
different countries.
Role of CEO in communication 3 marks
The CEO plays a crucial role in communication within an
organization. Some of the key responsibilities of the CEO in
communication are:
1. Setting the communication strategy: The CEO should
develop and set the communication strategy for the
organization. This includes identifying the key
stakeholders, defining the message, and determining the
best channels for communication.
2. Leading by example: The CEO should lead by example
and demonstrate good communication skills. This includes
actively listening to employees and stakeholders, being
transparent and honest, and providing timely feedback.
3. Communicating the vision and values: The CEO should
communicate the organization's vision and values to all
employees and stakeholders. This helps to align everyone
towards a common goal and creates a sense of purpose.
Does any relationship exist between consistency level and
dependability in leadership process. 3 marks
Yes, there is a relationship between consistency level and
dependability in the leadership process. Consistency refers to the
extent to which a leader behaves in the same way over time and
across different situations. Dependability refers to the extent to
which a leader can be relied upon to fulfill their commitments
and responsibilities.
A leader who is consistent in their behavior is more likely to be
seen as dependable. This is because employees know what to
expect from the leader and can rely on them to behave in a
certain way. On the other hand, a leader who is inconsistent in
their behavior may be seen as unpredictable and less
dependable.
Difference between career development and employee
development. 3 marks
Career development and employee development are both
important for the growth and success of employees within an
organization. However, there are some key differences between
the two:
Career development focuses on helping employees advance in
their career within the organization. This may involve providing
training and development opportunities, mentoring and
coaching, and offering promotions or transfers.
Employee development, on the other hand, focuses on helping
employees develop new skills and knowledge that may not
necessarily be related to their current job or career path. This
may involve providing opportunities for personal growth, such
as language courses, leadership training, or wellness programs.
Three key consequences Reinforcement Theory 3 marks
Reinforcement theory suggests that behavior is shaped by the
consequences that follow it. The three key consequences of
reinforcement theory are:
1. Positive reinforcement: This occurs when a behavior is
followed by a desirable consequence, such as praise or a
 reward. Positive reinforcement increases the likelihood that
the behavior will be repeated in the future.
2. Negative reinforcement: This occurs when a behavior is
followed by the removal of an unpleasant consequence, such
as removing an unpleasant task. Negative reinforcement also
increases the likelihood that the behavior will be repeated in
the future.
3. Punishment: This occurs when a behavior is followed by an
unpleasant consequence, such as reprimand or a penalty.
Punishment decreases the likelihood that the behavior will be
repeated in the future.
Five Stages of Career Development. 5marks
1. Exploration: In this stage, individuals explore their interests,
abilities, and values to determine what career paths may be
suitable for them.
2. Establishment: In this stage, individuals begin to establish
themselves in their chosen career path. This may involve
building skills and gaining experience through education or
training, internships, or entry-level positions.
3. Advancement: In this stage, individuals begin to advance in
their career by taking on more responsibility, gaining
promotions, or pursuing advanced education or certifications.
4. Maintenance: In this stage, individuals work to maintain
their career success and may focus on maintaining a work-life
balance or pursuing additional professional development
opportunities.
5. Withdrawal: In this stage, individuals begin to prepare for
retirement or a transition to a different career path.
 If employees facing tough time and discouraged from the
organization then what would you do as an HR manager by
ethical and fair means? 5marks
As an HR manager, if employees are facing tough times and
are feeling discouraged from the organization, there are
several things that can be done by ethical and fair means:
1. Provide support: Offer support and counseling services to
employees who are struggling. This can include access to an
Employee Assistance Program (EAP) or providing referrals to
mental health professionals.
2. Address the root cause: Identify the underlying issues that
are causing the employees to feel discouraged and work to
address them. This may involve addressing workplace culture,
workload issues, or management practices.
3. Communicate effectively: Be transparent and honest with
employees about the challenges the organization is facing and
the steps being taken to address them. This can help to build
trust and maintain a positive relationship with employees.
4. Offer training and development: Provide training and
development opportunities to help employees build new skills
and advance in their careers within the organization.
Why incentive plans fail? Give reason. 5 marks
Incentive plans can fail for several reasons, including:
1. Poor design: If an incentive plan is poorly designed, it may
not effectively motivate employees to achieve the desired
outcomes. For example, if the goals are unrealistic or the
 rewards are not aligned with the employee's values or
interests, the incentive plan may fail.
2. Lack of communication: If employees do not understand
how the incentive plan works or what they need to do to earn
rewards, the incentive plan may fail to motivate them.
3. Unintended consequences: Incentive plans can sometimes
lead to unintended consequences, such as encouraging
employees to focus solely on achieving the goals related to
the incentives, rather than other important aspects of their job.

4. Inequity: If employees perceive that the incentive plan is not

fair or that some employees are being unfairly rewarded, it
may lead to resentment and a lack of motivation.
How determine the valid test. Write three approaches of
instruments. 5marks
To determine if a test is valid, there are several approaches or
methods that can be used:
1. Content validity: This approach involves evaluating the
content of the test to ensure that it measures the knowledge,
skills, or abilities that it is intended to measure. This can be
done through expert review or by comparing the test to a
detailed job analysis.
2. Criterion validity: This approach involves comparing the
test scores to some external criterion, such as job performance
or other measures of the construct being measured. This can
be done through correlation analysis or regression analysis.
3. Construct validity: This approach involves evaluating the
underlying construct or trait that the test is intended to
measure. This can be done through factor analysis or other
statistical methods to identify the underlying dimension.