Answer each of the following in about 150 words : 10×5=50 (a) "A good job-description leads to improved employee satisfaction."…

Answer each of the following in about 150 words : 10×5=50 (a) "A good job-description leads to improved employee satisfaction." Explain. 10 (b) Explain the purpose of employee orientation. 10 (c) Why is controlling absenteeism necessary for organisations ? Explain. 10 (d) Write a note on 'Collective Bargaining'. 10 (e) "Competition among industries often leads to labour turnover." Do you agree with the statement ? Justify your answer. 10

हिंदी में प्रश्न पढ़ें

निम्नलिखित में से प्रत्येक का लगभग 150 शब्दों में उत्तर दीजिए : 10×5=50 (a) "एक उत्तम पद-विवरण कर्मचारी संतुष्टि को उन्नत करता है ।" समझाइए । 10 (b) कर्मचारी अभिमुखता (ओरिएंटेशन) का प्रयोजन समझाइए । 10 (c) संगठनों के लिए अनुपस्थिति को नियंत्रित करना क्यों आवश्यक है ? समझाइए । 10 (d) 'सामूहिक सौदेबाजी' पर एक टिप्पणी लिखिए । 10 (e) "उद्योगों में प्रतिस्पर्धा प्रायः श्रम आवर्त को प्रेरित करती है ।" क्या आप इस कथन से सहमत हैं ? अपने उत्तर का औचित्य सिद्ध कीजिए । 10

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Directive word: Explain

This question asks you to explain. The directive word signals the depth of analysis expected, the structure of your answer, and the weight of evidence you must bring.

See our UPSC directive words guide for a full breakdown of how to respond to each command word.

How this answer will be evaluated

Approach

The directive 'explain' requires clear causal reasoning and elaboration of concepts across all five sub-parts. Allocate approximately 30 words (20% time) per sub-part, maintaining strict parity since each carries equal 10 marks. Structure each response as: definition → 2-3 explanatory points → brief link to outcome. For (e), explicitly state agreement/disagreement before justification. No integrated conclusion needed; treat as five independent short answers.

Key points expected

(a) Job-description clarity reduces role ambiguity, aligns expectations with reality, and enables realistic self-selection—citing Herzberg's motivator-hygiene theory or specific JD components (KSA, reporting lines, performance standards)
(b) Orientation purposes: socialization into organizational culture, reduction of reality shock, clarification of policies/procedures, and acceleration of time-to-productivity
(c) Absenteeism control necessity: direct cost impact (wages without output), disruption to production schedules, increased workload on present employees, and erosion of team morale
(d) Collective bargaining definition (ILO Convention 154), process characteristics (negotiation between employer/association and workers' representative), outcomes (collective agreements), and significance for industrial democracy
(e) Position on competition-labour turnover linkage: poaching of skilled workers, wage spirals, or alternatively argue structural factors dominate; support with NITI Aayog sectoral data or IT/BPO industry examples

Evaluation rubric

Dimension	Weight	Max marks	Excellent	Average	Poor
Demand-directive understanding	20%	10	For (a)-(d), provides explanatory depth showing 'why' and 'how' rather than mere description; for (e), explicitly takes a justified stance before elaborating; all responses demonstrate precise alignment with 'explain' and 'justify' directives without drifting into narration	Addresses directives adequately but mixes explanation with pure description; (e) may lack clear position statement or conflate agreement with mere description of turnover causes	Misreads directives—describes when asked to explain, or lists points without causal reasoning; (e) avoids taking a position or completely ignores 'justify' requirement
Content depth & accuracy	20%	10	Demonstrates command across all five areas: (a) links JD to psychological contract; (b) distinguishes orientation from training; (c) quantifies absenteeism costs; (d) cites ILO/Tripartite mechanisms; (e) references specific sectors (e.g., Indian IT, textiles) with accurate labour market dynamics	Covers all sub-parts with generally accurate content but lacks depth—e.g., generic orientation purposes, undefined collective bargaining, or superficial treatment of competition-turnover relationship	Significant factual errors (e.g., confusing job description with job specification, equating orientation with induction only, mischaracterizing collective bargaining as conciliation); omits one or more sub-parts entirely
Structure & flow	20%	10	Each 30-word segment follows crisp micro-structure: definitional anchor → 2-3 logical explanatory links → outcome statement; clear visual separation between (a)-(e); no sub-part exceeds word limit; seamless transitions within compressed space	Identifiable structure per sub-part but uneven—some parts well-organized, others meandering; minor word limit violations; transitions present but mechanical	Poor or absent paragraphing; sub-parts run together without labels; severe word imbalance (e.g., 80 words on (a), 10 on (e)); disorganized point sequencing without logical flow
Examples / case-law / data	20%	10	Sprinkles context-specific illustrations despite brevity: (a) cites specific JD elements or Indian company practice (e.g., TATA's competency frameworks); (d) references Industrial Disputes Act 1947 or landmark agreements (e.g., Coal India wage settlements); (e) uses sectoral turnover data (NASSCOM, ASI)	Generic or hypothetical examples only; or examples provided for 2-3 sub-parts while others remain abstract; Indian context weak or absent	No examples, case references, or data whatsoever; or completely irrelevant illustrations (e.g., citing consumer behaviour theory for HR question)
Conclusion & analytical edge	20%	10	(e) demonstrates nuanced evaluation—acknowledging counter-arguments (e.g., retention strategies, non-compete clauses) before firm conclusion; other parts show analytical closure by linking mechanism to stated outcome; overall response exhibits synthesis of HRM-IR interconnections	(e) takes clear position but lacks counter-argument consideration; other sub-parts have functional but unremarkable closing statements; minimal cross-referencing between concepts	Abrupt endings without synthesis; (e) avoids conclusion or contradicts stated position; purely descriptive throughout with no evidence of critical evaluation or analytical integration

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