UGC NET Management Unit - II Syllabus

Differentiate organizational culture from organizational climate.

Culture is deep, enduring shared values and assumptions ('how things are done'); climate is the relatively temporary, perceived atmosphere or mood of the workplace ('how it feels to work here').

What is a 'dominant culture' versus a 'subculture'?

A dominant culture expresses the core values shared by a majority of the organization's members; subcultures are mini-cultures within departments or groups reflecting their unique situations.

Define workforce diversity.

Workforce diversity refers to the differences among employees in terms of gender, age, race, ethnicity, religion, sexual orientation, abilities, and other characteristics.

Distinguish surface-level diversity from deep-level diversity.

Surface-level diversity is observable demographic differences (age, gender, race); deep-level diversity is differences in values, personality, attitudes, and beliefs revealed over time.

What are Hofstede's cultural dimensions used in cross-cultural OB?

Power Distance, Individualism vs Collectivism, Masculinity vs Femininity, Uncertainty Avoidance, Long-term vs Short-term Orientation, and Indulgence vs Restraint.

What is 'culture shock' in cross-cultural organizational behaviour?

The confusion, anxiety, and disorientation experienced by a person when exposed to an unfamiliar culture or work environment with different values and norms.

Define 'emotions' and 'moods' in OB.

Emotions are intense feelings directed at someone or something, typically short-lived with a specific cause; moods are less intense, longer-lasting feelings that often lack a clear contextual stimulus.

What is Emotional Intelligence (EI) and its components per Goleman?

EI is the ability to perceive, understand, manage, and use emotions. Goleman's five components: Self-awareness, Self-regulation, Motivation, Empathy, and Social skills.

What is 'emotional labour'?

The effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions, regardless of one's actual felt emotions (e.g., a flight attendant smiling).

Define 'stress' and distinguish eustress from distress.

Stress is an adaptive response to environmental demands (stressors) that taxes a person. Eustress is positive/motivating stress; distress is negative/harmful stress.

What are the three stages of Selye's General Adaptation Syndrome (GAS)?

Alarm reaction, Resistance, and Exhaustion.

Name three major categories of stressors at work.

Environmental (economic, technological, political), Organizational (task, role, interpersonal demands), and Personal/individual (family, economic, personality) stressors.

List common organizational stress-management strategies.

Job redesign, role clarity, participative decision-making, employee wellness programs, time management training, counselling, and improved communication.

What is organizational justice and its three main dimensions?

Organizational justice is employees' perception of fairness at work. Dimensions: Distributive justice (fairness of outcomes), Procedural justice (fairness of processes), and Interactional/Interpersonal-Informational justice (fairness of treatment and information).

Define whistle-blowing.

Whistle-blowing is the disclosure by an organization's member (current or former) of illegal, immoral, or illegitimate practices to persons or organizations able to take corrective action.

Differentiate internal from external whistle-blowing.

Internal whistle-blowing reports wrongdoing to someone within the organization (e.g., a superior); external whistle-blowing reports it to outside parties such as regulators, media, or the public.

Define Human Resource Planning (HRP).

HRP is the process of forecasting an organization's future demand for and supply of the right people in the right numbers, at the right place and time, with the right skills.

What are the main steps in the Human Resource Planning process?

Analyzing organizational objectives, forecasting HR demand, forecasting HR supply (internal & external), identifying the gap, and formulating action plans (recruitment, training, redeployment).

Differentiate recruitment from selection.

Recruitment is the positive process of searching for and attracting a pool of prospective candidates to apply; selection is the negative process of screening and choosing the most suitable candidate from that pool.

List common internal and external sources of recruitment.

Internal: promotions, transfers, employee referrals, internal job postings. External: advertisements, employment exchanges, campus recruitment, placement agencies, job portals, walk-ins.

What are the typical steps in the selection process?

Application screening, preliminary interview, employment tests, selection interview, reference/background checks, medical examination, and final selection/job offer.

Differentiate reliability from validity in selection tests.

Reliability is the consistency of a test's results over time; validity is the degree to which a test actually measures what it intends to measure and predicts job performance.

What is induction (orientation)?

Induction is the process of welcoming and introducing a newly selected employee to the organization, its policies, culture, job, and colleagues to help them settle in quickly.

Differentiate training from development.

Training is short-term, job-specific, and aims to improve current skills (focus on present); development is long-term, broad, career-oriented growth of the whole person (focus on future), more relevant for managers.

Name common on-the-job and off-the-job training methods.

On-the-job: job rotation, coaching, apprenticeship, internship, mentoring. Off-the-job: lectures, case studies, role-playing, simulation, vestibule training, conferences.

What are the four levels of Kirkpatrick's training evaluation model?

Level 1 Reaction, Level 2 Learning, Level 3 Behaviour, and Level 4 Results.

Define job analysis and its two main outputs.

Job analysis is the systematic process of collecting information about a job's duties and requirements. Its two outputs are the Job Description (duties/responsibilities of the job) and Job Specification (qualifications/skills required of the jobholder).

Differentiate job description from job specification.

Job description states the tasks, duties, and responsibilities of the job (job-oriented); job specification states the minimum qualifications, skills, and personal attributes a person needs to perform it (person-oriented).

What is job evaluation and what is its purpose?

Job evaluation is the systematic process of determining the relative worth of jobs in an organization to establish a rational and equitable pay/wage structure.

Name the four main methods of job evaluation.

Non-analytical: Ranking method and Job Grading/Classification method. Analytical: Point Rating (point factor) method and Factor Comparison method.

Define compensation management and distinguish financial from non-financial compensation.

Compensation management is the process of designing and administering the total rewards employees receive for their work. Financial compensation includes wages, salary, bonus, and incentives (direct) plus benefits like insurance and pensions (indirect); non-financial compensation includes recognition, status, growth opportunities, and a good work environment.