TYBMS SEM-6 Human Resource: Indian Ethos in Management (QP April 2019 with Solutions)

 Paper/Subject Code: 86019/Human Resource: Indian Ethos in Management

TYBMS SEM-6 

Human Resource: 

Indian Ethos in Management 

(QP April 2019 with Solutions)

Note: 

Please check whether you have right question paper.

1. All questions are compulsory

2. Answers to sub-questions must be written together

Q.1. A. Fill in the blank choosing correct option (ANY EIGHT)    (8 Marks)

1. Indian Ethos emphasizes on _______ attitude. 

(We-opic / I-opic / You-opic)

Ans: We-opic

2._______ encourages Zakat or Charity. 

(Quran/Mahabharat/Bible)

Ans: Quran

3. _______ Management Approach sees employee as a resource. 

(Indian / Western/Japanese)

Ans: Western

4. _______ level of work ethos is about discipline, punctuality, ethical conduct etc. (Basic/Top/Organisational) 

Ans: Basic

5. There is no state religion in India to acquire _______ 

(secularism/ spiritualism/ socialism)

Ans: secularism

6. People with _______ personality are more vulnerable to stress. 

(Type A/ Type B/Type C)

Ans: Type A

7. _______ is the process to make the mind free from scattered thoughts. 

(Medication/ Meditation/Brainstorming)

Ans: Meditation

8. _______ leader leads by inspiring and raising consciousness of the followers. 

(Transactional/ Transformational/ Bureaucratic)

Ans: Transformational

9. Liability of Karta in Joint Hindu Family business is _______. 

(limited/ unlimited/situational)

Ans: unlimited

10. The word _______ refers to the one who dispels the darkness or ignorance. 

(Guru/ Kula/ shishya)

Ans: Guru

Q.1. B. State whether the following statement is True or False (ANY SEVEN)     (7 marks)

1. The expression AHAM BRAHMASMI is the belief" I am supreme power".

Ans: True

2. Values form core of our personality.

Ans: True

3. Lack of social support can cause stress.

Ans: True

4. Stress has only psychological effect.

Ans: False

5. A Visionary Leader encourages certain behavior by charm and eloquent communication. 

Ans: True

6. Bhakti yoga is done to attain more knowledge.

Ans: False

7. Transactional leaders use rewards and punishment to motivate employees.

Ans: True

8. The syllabus in gurukula system was fixed and decided by the state.

Ans: False

9. Karma refers to action performed by an individual and its consequences.

Ans: True

10. Yoga is derived from "yuj" which means "to unite".

Ans: False

Q2 (a): Give the meaning of Indian Ethos and state its features.            (8 marks)

Indian Ethos refers to the application of values, principles, and practices derived from Indian culture, philosophy, and spiritual traditions to various aspects of life, including management and leadership. It emphasizes the integration of ethical conduct, human-centric approaches, and the balance between material and spiritual goals. Indian ethos is rooted in ancient scriptures like the Vedas, Upanishads, Bhagavad Gita, and Mahabharata, which advocate principles like dharma (righteousness), karma (duty), and vasudhaiva kutumbakam (the world is one family).

Indian ethos provides a holistic perspective, focusing on inner well-being, ethical behavior, and harmony in interpersonal and organizational relationships.

Features of Indian Ethos:

1. Human-Centric Approach:

   • Indian ethos places humans, rather than materialistic goals, at the center of all activities. It views employees as integral members of the organization, emphasizing their development and well-being.

2. Ethical Foundation:

   • Values like honesty, integrity, and righteousness (dharma) form the core of Indian ethos, guiding ethical decision-making and actions.

3. Spiritual Integration:

   • Indian ethos encourages the integration of spirituality into daily life and work, promoting mindfulness, self-awareness, and a sense of higher purpose.

4. Karma (Duty Orientation):

   • Focuses on fulfilling one’s duties (karma) with dedication and without attachment to the results, fostering excellence and reducing stress.

5. Vasudhaiva Kutumbakam (Global Family):

   • Advocates for the concept of unity, interdependence, and harmony in relationships, reflecting the belief that the world is one family.

6. Balance Between Material and Spiritual Goals:

   • Stresses the importance of achieving material success (artha) while pursuing spiritual growth (moksha) and ethical living.

7. Trust and Cooperation:

   • Encourages trust, collaboration, and collective well-being, fostering unity and teamwork in personal and professional settings.

8. Sustainability and Environmental Care:

   • Inspired by Indian philosophies that regard nature as sacred, Indian ethos promotes sustainable practices and ecological harmony.

9. Self-Discipline and Self-Management:

   • Highlights self-discipline, self-control, and inner harmony as essential qualities for personal and organizational growth.

10. Tolerance and Inclusiveness:

    • Indian ethos values diversity and inclusiveness, encouraging respect for different viewpoints, cultures, and beliefs.

11. Leadership as Service:

    • Leadership is viewed as a service (seva), focusing on the welfare of others and emphasizing humility, empathy, and compassion.

12. Long-Term Vision:

    • Promotes patience and perseverance, with an emphasis on sustainable development and holistic growth rather than short-term gains.

13. Non-Violence (Ahimsa):

    • Advocates for resolving conflicts peacefully through dialogue and understanding, rather than through aggression or coercion.

14. Knowledge and Wisdom-Based Decision-Making:

    • Decisions are guided by knowledge (jnana) and wisdom (viveka), ensuring rationality and ethicality in organizational practices.

15. Selflessness and Sacrifice:

    • Encourages putting collective interests above individual gains, ensuring fairness and equality in decision-making.

Q2 (b): Compare Indian Management with Western Management System.  (7marks)

Indian and Western management systems reflect different cultural, philosophical, and historical foundations. While Western management emphasizes efficiency, individual achievement, and measurable outcomes, Indian management integrates ethics, spirituality, and collective well-being into its practices.

	Indian Management System	Western Management System
1. Philosophical Basis	Rooted in spirituality and ethics, drawing from ancient scriptures like the Vedas, Upanishads, and Bhagavad Gita.	Based on materialism, rationalism, and scientific principles, influenced by thinkers like Taylor, Weber, and Fayol.
2. Approach	Holistic and human-centric; focuses on integrating mind, body, and soul.	Mechanistic and task-oriented; focuses on efficiency, productivity, and profits.
3. Leadership Style	Leadership is seen as service (Seva), emphasizing humility, empathy, and shared vision.	Leadership is often authoritative or transactional, focusing on hierarchy and individual performance.
4. Focus	Emphasis on karma (duty), dharma (ethics), and moksha (fulfillment).	Emphasis on tangible outcomes like profitability, competitiveness, and innovation.
5. Decision-Making	Combines rationality (Buddhi) with intuition (Pragya), emphasizing collective input.	Relies heavily on data-driven analysis, logic, and individual accountability.
6. Motivation	Intrinsic motivation through self-actualization, values, and spiritual growth.	Extrinsic motivation through rewards, recognition, and competition.
7. Conflict Management	Encourages harmony, tolerance, and non-violent resolution (Ahimsa).	Often uses structured frameworks like negotiation, arbitration, and legal recourse.
8. Teamwork	Encourages unity, trust, and shared responsibility, reflecting the concept of Vasudhaiva Kutumbakam (world as one family).	Promotes individual performance within teams, with an emphasis on measurable contributions.
9. Ethics and Values	Deeply ingrained in management practices, prioritizing ethical behavior and long-term good over short-term gains.	Ethical considerations are important but often secondary to achieving business objectives.
10. Work-Life Balance	Advocates balance between material success (Artha) and personal/spiritual growth.	Work-life balance is often defined by personal boundaries and policies like flexible working hours.
11. Hierarchy	Hierarchy exists but is tempered with respect, inclusion, and care for subordinates.	Strict hierarchical structures with a focus on authority and formal channels of communication.
12. Employee Relations	Employees are treated as part of a family, with emphasis on emotional and spiritual well-being.	Employees are seen as assets or resources, with focus on performance and outcomes.
13. Sustainability	Aligns organizational goals with societal and environmental well-being.	Increasingly adopting sustainable practices but primarily driven by regulations or public pressure.
14. Training and Development	Focuses on holistic development, including ethics, values, and spiritual growth.	Primarily skills-based, focusing on technical, analytical, and professional competencies.
15. Time Orientation	Long-term perspective with patience and resilience in achieving goals.	Short-term results and immediate performance are often prioritized.

OR

Q2 (c): Write the role of Indian Ethos in Managerial practices.         (8 marks)

Indian ethos refers to the principles, values, and philosophies rooted in Indian culture, traditions, and spiritual wisdom. When applied to managerial practices, these ethos provide a unique and holistic framework that blends ethical decision-making, employee well-being, and organizational success. Indian ethos emphasizes the integration of moral values, human-centric approaches, and sustainability into management.

1. Holistic Leadership:

• Principle: Leadership is seen as a service (Seva) and a responsibility toward stakeholders rather than just authority.
• Practice: Managers lead with humility, empathy, and a focus on collective well-being rather than individual gains.

2. Values-Based Management:

• Principle: Ethical conduct and dharma (righteousness) form the foundation of decision-making.
• Practice: Emphasis on integrity, transparency, and adherence to ethical standards in business practices.

3. Employee Empowerment:

• Principle: Employees are viewed as integral parts of the organization, not merely resources (human-centric approach).
• Practice: Indian ethos encourages nurturing employees through compassion, trust, and opportunities for personal and professional growth.

4. Work as Worship:

• Principle: Work (Karma) is seen as a form of self-expression and devotion.
• Practice: Encourages employees to dedicate themselves to excellence and integrity, viewing work as a spiritual duty rather than just a transactional activity.

5. Sustainability and Harmony:

• Principle: Align organizational goals with environmental and societal well-being (Vasudhaiva Kutumbakam – "The world is one family").
• Practice: Adoption of sustainable business practices that focus on environmental conservation and community development.

6. Decision-Making with Wisdom:

• Principle: Integrating intellect (Buddhi) with intuition (Pragya) for balanced and wise decision-making.
• Practice: Combines data-driven approaches with instinctive understanding of human and ethical dimensions in decisions.

7. Focus on Self-Management:

• Principle: Emphasizes self-discipline and inner harmony as a prerequisite for managing others.
• Practice: Managers practice mindfulness, emotional regulation, and self-awareness to lead effectively.

8. Respect for Diversity:

• Principle: Unity in diversity is a core value of Indian culture.
• Practice: Managers foster an inclusive workplace where diverse talents, opinions, and perspectives are respected and celebrated.

9. Teamwork and Collaboration:

• Principle: Cooperation and collective effort are valued over individualistic pursuits.
• Practice: Encourages teamwork and synergy by promoting mutual respect, shared goals, and collective accountability.

10. Balanced Material and Spiritual Pursuits:

• Principle: Striking a balance between Artha (material wealth) and Moksha (spiritual fulfillment).
• Practice: Managers focus on profitability while ensuring that the organization contributes positively to society and upholds ethical values.

11. Welfare-Oriented Approach:

• Principle: Sarvodaya (welfare of all) and Lokasangraha (public good) are central to Indian ethos.
• Practice: Organizations adopt Corporate Social Responsibility (CSR) initiatives that prioritize societal development alongside business goals.

12. Non-Violent Conflict Resolution:

• Principle: Ahimsa (non-violence) and tolerance guide dispute resolution.
• Practice: Encourages resolving conflicts through dialogue, understanding, and mutual respect rather than aggression or litigation.

13. Long-Term Vision:

• Principle: Indian ethos emphasizes patience (Kshama) and the ability to take a long-term perspective.
• Practice: Managers focus on sustainable growth and relationships rather than short-term gains.

14. Spiritual Quotient in Leadership:

• Principle: Spiritual wisdom (Jnana) complements intellectual and emotional intelligence.
• Practice: Leaders cultivate selflessness, purpose-driven leadership, and higher consciousness to create a value-driven organization.

Q2 (d): What management lessons do you draw from Mahabharat?    (7 marks)

The Mahabharata, one of the greatest epics of ancient India, is a treasure trove of lessons on leadership, ethics, strategy, and management. It offers timeless insights into handling complex challenges in personal and professional life. Here are the key management lessons derived from the Mahabharata:

1. Vision and Mission:

• Lesson: Clear vision and well-defined goals are crucial for success.
• Example: Lord Krishna consistently guided the Pandavas by keeping their mission (dharma and rightful rule) in focus, ensuring that their actions aligned with their ultimate purpose.

2. Leadership:

• Lesson: Effective leadership balances strategy, empathy, and decisiveness.
• Example: Krishna acted as a transformational leader, motivating and guiding the Pandavas through challenges. Yudhishthira displayed ethical leadership, whereas Duryodhana's leadership failed due to arrogance and lack of moral grounding.

3. Teamwork and Unity:

• Lesson: Collaboration, trust, and leveraging team strengths lead to victory.
• Example: The Pandavas were united, leveraging each other's unique strengths—Arjuna’s archery, Bhima’s strength, Nakula and Sahadeva’s strategy, and Yudhishthira’s wisdom. In contrast, the Kauravas were plagued by disunity and ego clashes.

4. Ethics and Integrity:

• Lesson: Long-term success is built on ethical principles.
• Example: Yudhishthira, despite personal losses, upheld dharma, earning respect and legitimacy. Conversely, Duryodhana's unethical means, such as deceit in the dice game, led to eventual downfall.

5. Strategic Thinking and Planning:

• Lesson: A well-thought-out strategy is key to overcoming challenges.
• Example: Krishna's counsel to use unorthodox strategies, such as creating tactical illusions (e.g., Jayadratha's killing) or focusing on Karna’s vulnerabilities, highlights the importance of strategy over brute strength.

6. Adaptability and Resilience:

• Lesson: Adaptability in adversity and resilience in setbacks are vital for success.
• Example: The Pandavas adapted to their exile by using the time to strengthen their skills and alliances. Arjuna’s focus on acquiring celestial weapons during this period exemplifies resilience and preparation.

7. Right Mentor or Guide:

• Lesson: A wise mentor can provide clarity, perspective, and direction.
• Example: Krishna’s role as a mentor to Arjuna, especially during the Bhagavad Gita discourse, underscores the value of a mentor in overcoming doubts and dilemmas.

8. Resource Management:

• Lesson: Managing resources effectively can tilt the scales of success.
• Example: While Duryodhana chose Krishna’s army (material resource), Arjuna chose Krishna himself (intellectual resource). This decision proved pivotal, as Krishna's wisdom outweighed the army’s might.

9. Decision-Making under Pressure:

• Lesson: Calm and rational decision-making in critical situations ensures success.
• Example: Arjuna’s initial hesitation in the Kurukshetra war was overcome through Krishna’s guidance, enabling him to make rational choices based on dharma.

10. Conflict Management:

• Lesson: Address conflicts with a balanced approach to avoid escalation.
• Example: Attempts were made to mediate peace between the Pandavas and Kauravas, showing the importance of negotiation. However, failure to resolve the conflict diplomatically led to war.

11. Accountability and Consequences:

• Lesson: Leaders are accountable for their actions and decisions.
• Example: Bhishma and Dronacharya’s blind loyalty to the throne despite ethical dilemmas led to personal and collective consequences, highlighting the importance of standing by one’s principles.

12. Importance of Allies and Networking:

• Lesson: Strong alliances enhance organizational strength.
• Example: The Pandavas secured alliances with powerful kingdoms like the Panchalas (Draupadi’s family) and the Rakshasa Ghatotkacha, which played crucial roles in their success.

13. Handling Ego and Arrogance:

• Lesson: Ego and arrogance lead to poor decision-making and failure.
• Example: Duryodhana’s refusal to share even five villages with the Pandavas due to his ego led to the catastrophic war and his downfall.

14. Delegation and Trust:

• Lesson: Delegating responsibilities based on individual strengths ensures efficiency.
• Example: The Pandavas trusted each other’s abilities, delegating tasks like warfare strategies to Arjuna and physical combat to Bhima, which contributed to their success.

15. Preparedness for Uncertainty:

• Lesson: Anticipate and prepare for unforeseen challenges.
• Example: The Pandavas prepared extensively during their exile, securing weapons and allies, which gave them an edge when the war began.

Q3 (a): State the factors responsible for poor work ethos in a business organization. (8 marks)

Lack of Leadership:
Ineffective or absent leadership leads to confusion and demotivation among employees. A leader who fails to inspire or provide direction can contribute to a poor work ethic.

Inadequate Communication:
Poor communication between management and employees creates misunderstandings, mistrust, and a lack of engagement, undermining work ethos.

Absence of Clear Goals and Objectives:
When employees are unsure about their roles or what is expected of them, it leads to a lack of purpose and focus, resulting in diminished effort and productivity.

Lack of Recognition and Rewards:
Failure to acknowledge and reward employees for their contributions reduces morale, motivation, and the willingness to maintain high performance standards.

Unethical Practices:
An organizational culture that tolerates or encourages unethical behavior (e.g., favoritism, dishonesty, or corruption) erodes trust and demoralizes employees.

Low Job Satisfaction:
Monotonous tasks, lack of career growth opportunities, and poor work conditions can lead to dissatisfaction, reducing commitment and effort.

Poor Work-Life Balance:
Excessive work demands without adequate consideration for employees' personal lives can lead to burnout and a decline in work ethos.

Ineffective HR Policies:
Weak or poorly implemented human resource policies, such as inadequate training, unfair hiring practices, or lack of grievance redressal mechanisms, contribute to a negative work environment.

Toxic Organizational Culture:
Environments marked by hostility, politics, or lack of teamwork foster resentment and reduce the motivation to work diligently.

Absence of Role Models:
When senior leaders or managers exhibit poor work ethics, it sets a negative example for employees to follow, perpetuating undesirable behavior.

Economic or Job Insecurity:
Uncertainty about the organization's future or employees' job stability can cause anxiety, leading to a lack of focus and reduced effort.

Inadequate Resources and Tools:
Employees who do not have access to the necessary tools, technology, or resources may feel frustrated and unable to perform efficiently.

Low Employee Engagement:
Disengaged employees who feel disconnected from the organization's mission and values are less likely to put in their best effort.

Overemphasis on Rules without Flexibility:
Rigid policies and micromanagement can stifle creativity and autonomy, demotivating employees and leading to disengagement.

External Influences:
Economic downturns, social unrest, or personal challenges faced by employees can negatively impact their attitudes toward work.

Q3 (b): State the meaning of Values and discuss its features.            (7 marks)

Values are the principles, standards, or qualities considered inherently worthwhile or desirable by an individual, group, or society. They guide behavior, decisions, and actions, serving as benchmarks for determining what is right, good, or important. Values are deeply ingrained beliefs that influence attitudes, priorities, and the perception of what constitutes success or fulfillment.

Features of Values:

1. Normative Nature:
   Values dictate what is deemed acceptable or unacceptable within a particular context. They provide a framework for ethical behavior and societal norms.

2. Cultural Influence:
   Values are shaped by cultural, social, and historical contexts. They reflect the traditions, beliefs, and practices of a society.

3. Stability and Consistency:
   While values may evolve over time, they are generally stable and consistent, providing a foundation for continuity in behavior and decision-making.

4. Subjectivity:
   Values vary from person to person and group to group, making them inherently subjective. What is considered a value in one culture or individual may not hold the same significance in another.

5. Hierarchical Structure:
   Values are often organized in a hierarchy, where some are prioritized over others. For example, one might value honesty more than wealth or vice versa.

6. Guidance for Behavior:
   Values serve as a compass for making choices and taking actions. They influence goals, relationships, and responses to various situations.

7. Universal and Particular Dimensions:
   Certain values, such as truth and justice, may be universal, while others are specific to cultures or individuals, such as culinary preferences or social etiquette.

8. Emotional and Cognitive Elements:
   Values are not purely intellectual; they also carry emotional significance. People often feel strongly about their values and defend them passionately.

9. Dynamic Nature:
   Although generally stable, values can change due to experiences, education, and societal transformations, reflecting adaptability and growth.

10. Influence on Social Cohesion:
    Shared values foster unity and cooperation within communities and organizations, serving as a binding force.

Importance of Understanding Values:

Understanding values is crucial for self-awareness, fostering mutual respect, and creating a harmonious environment in diverse settings, whether personal, professional, or societal.

OR

Q3 (c): Discuss the impact of Values on different stakeholders of a business.         (8 marks)

Values are the core principles that guide the behavior, decisions, and actions of an organization. When a business adheres to strong, ethical values, these principles influence not only the internal culture but also the relationships with its external stakeholders. The impact of these values is far-reaching, affecting employees, customers, investors, suppliers, communities, and even the broader environment.

1. Employees

Impact of Values:

• Job Satisfaction and Retention: Employees are more likely to be satisfied and remain loyal to a company that aligns with their personal values. When a company values fairness, integrity, and respect, employees feel valued and secure.
• Engagement and Motivation: A strong ethical framework motivates employees to perform at their best, knowing that their contributions are recognized in a just and equitable environment.
• Workplace Culture: Core values such as collaboration, inclusion, and respect foster a positive and inclusive workplace culture, reducing conflicts and enhancing cooperation.
• Trust in Leadership: Employees trust leadership that upholds transparency and accountability. When leaders model ethical behavior, it builds trust and encourages open communication.

2. Customers

Impact of Values:

• Trust and Loyalty: Customers are more likely to trust businesses that operate with honesty, transparency, and integrity. This trust leads to greater customer loyalty, repeat business, and positive word-of-mouth.
• Brand Perception: Ethical values such as sustainability, social responsibility, and fairness improve a company's brand image, making it more attractive to socially-conscious customers.
• Customer Satisfaction: Values that prioritize customer needs, such as quality, reliability, and responsiveness, result in higher levels of customer satisfaction and engagement.
• Increased Customer Retention: Customers who align with the company's ethical stance are more likely to remain loyal in the long run, even in the face of competition.

3. Investors and Shareholders

Impact of Values:

• Trust and Confidence: Investors are more likely to invest in companies that uphold ethical values like transparency, accountability, and integrity. These values reduce the risk of legal issues or reputational damage.
• Long-Term Sustainability: Companies focused on long-term success, with values such as sustainability and responsible governance, are more likely to offer steady returns and growth opportunities for investors.
• Corporate Reputation: A business that maintains high ethical standards is less likely to engage in practices that could lead to scandals or loss of shareholder value, thus protecting the investor's interests.
• Attracting Ethical Investment: More investors today are seeking businesses that align with environmental, social, and governance (ESG) values. Businesses with strong ethical values are more likely to attract such investors.

4. Suppliers and Business Partners

Impact of Values:

• Trust and Long-Term Relationships: Suppliers and partners are more likely to engage in long-term, mutually beneficial relationships with companies that value fairness, trust, and mutual respect.
• Ethical Sourcing and Fair Trade: Companies that prioritize sustainability and fair practices often demand the same from their suppliers. This creates a positive supply chain that adheres to ethical and social responsibility standards.
• Collaboration and Innovation: When values like cooperation and mutual benefit are emphasized, suppliers and business partners are more likely to collaborate, innovate, and improve products or services together.
• Risk Mitigation: Ethical companies are less likely to engage in exploitative practices or unethical behavior, which minimizes the risk of damage to the reputation of all parties involved.

5. Local Communities

Impact of Values:

• Corporate Social Responsibility (CSR): Businesses with strong values often invest in their local communities through charitable initiatives, educational programs, and development projects. This creates goodwill and contributes to the well-being of the community.
• Job Creation and Economic Growth: Companies that value responsible growth provide employment opportunities and contribute to the local economy, improving livelihoods and community prosperity.
• Environmental Stewardship: Businesses with environmental values focus on reducing their ecological footprint, ensuring sustainable practices that benefit the community's health and the environment.
• Positive Social Impact: Values related to diversity, inclusion, and social justice help businesses engage in activities that promote equity, reducing social inequality and improving community cohesion,

6. Governments and Regulators

Impact of Values:

• Compliance with Laws and Regulations: Organizations that uphold values like integrity and accountability are more likely to comply with laws and regulations, reducing the risk of fines, legal battles, and reputational damage.
• Public Policy Influence: Businesses with strong ethical values may have a positive influence on public policy by advocating for regulations that promote fairness, sustainability, and ethical business practices.
• Government Support and Partnerships: Governments are more likely to partner with companies that demonstrate corporate responsibility and align with public interests, such as environmental protection, health, and safety.
• Minimizing Corruption: Values of honesty and integrity reduce the likelihood of corruption or unethical lobbying, helping maintain transparency in business-government relationships.

7. Environment

Impact of Values:

• Sustainability: Companies that embrace values focused on environmental stewardship work to minimize their environmental impact, conserve resources, and reduce waste.
• Innovation in Green Technologies: Businesses that prioritize sustainability often invest in research and development of green technologies and eco-friendly products, contributing to the fight against climate change.
• Eco-Friendly Practices: Ethical values related to the environment can drive companies to adopt energy-efficient systems, reduce carbon emissions, and participate in environmental conservation efforts.
• Circular Economy: Organizations that embrace values such as waste reduction and resource efficiency contribute to the circular economy by recycling and reusing materials, thereby reducing environmental strain.

8. Society at Large

Impact of Values:

• Ethical Business Practices: Companies that operate with strong ethical values set standards for other businesses to follow, contributing to the overall improvement of business practices in society.
• Social Welfare: Businesses that value social equity and justice often engage in programs that address issues like poverty, health care, and education, contributing to social welfare and better societal outcomes.
• Cultural Sensitivity: Values of respect and inclusivity ensure that businesses operate in ways that are sensitive to different cultural norms and practices, promoting a harmonious and equitable society.
• Positive Role Models: Ethical companies serve as role models for other organizations, inspiring them to adopt practices that benefit society as a whole.

Q3 (d): Give the meaning of Trans-Cultural Human Values and state its relevance in Management.     (7 marks)

Trans-Cultural Human Values refer to universal principles and ethical standards that transcend cultural, geographical, and religious boundaries. These values are rooted in human dignity, equality, and the shared moral principles that guide human behavior across diverse societies. Examples include honesty, empathy, compassion, respect, integrity, and justice.

The concept of trans-cultural human values emphasizes commonalities rather than differences, fostering global harmony and understanding in an interconnected world.

Relevance of Trans-Cultural Human Values in Management

In today’s globalized business environment, management often operates across diverse cultural contexts. Incorporating trans-cultural human values into management practices is essential for fostering ethical leadership, cultural sensitivity, and sustainable organizational success. Below are key reasons why these values are relevant:

1. Ethical Decision-Making

• Managers guided by universal values ensure fairness, transparency, and integrity in decision-making.
• This enhances trust and credibility among employees, clients, and stakeholders.

2. Fosters Inclusivity and Diversity

• Recognizing shared values helps create an inclusive workplace where individuals from different cultures feel respected and valued.
• Promotes collaboration by reducing cultural misunderstandings and conflicts.

3. Strengthens Leadership

• Leaders who practice compassion, empathy, and fairness inspire loyalty and commitment from their teams.
• Such leadership builds a positive organizational culture and enhances employee morale.

4. Enhances Global Collaboration

• For multinational organizations, trans-cultural values provide a common ethical framework for managing teams across borders.
• This fosters better communication, cooperation, and mutual respect in diverse work environments.

5. Promotes Corporate Social Responsibility (CSR)

• Adopting universal human values aligns organizations with societal and environmental well-being.
• It demonstrates ethical responsibility, which enhances the company’s reputation and stakeholder trust.

6. Resolves Conflicts Effectively

• Trans-cultural values like empathy and fairness help managers mediate disputes by focusing on shared principles.
• They promote peaceful resolutions and maintain harmony within teams.

7. Drives Employee Engagement and Loyalty

• A value-driven management approach ensures employees feel connected to the organization’s mission.
• This increases job satisfaction, productivity, and long-term commitment.

8. Ensures Sustainable Growth

• Universal values guide organizations toward sustainable business practices that benefit society and the environment.
• Such practices balance profit-making with ethical responsibilities.

9. Strengthens Brand Reputation

• Companies that uphold trans-cultural values gain goodwill and trust in global markets.
• Customers and partners are more likely to support businesses that demonstrate ethical practices.

10. Bridges Cultural Differences

• By focusing on shared human values, managers can overcome cultural barriers and build stronger relationships in multicultural settings.
• This approach fosters unity and cooperation in diverse teams.

Q4 (a): State the major causes of Stress at work place.            (8 marks)

Workplace stress arises when job demands and pressures exceed an individual's ability to cope effectively. Here are the key causes of stress at work:

1. Excessive Workload

• Unrealistic deadlines or too many responsibilities can overwhelm employees.
• Insufficient resources or support to complete tasks exacerbates stress.

2. Lack of Control

• Employees may feel stressed if they have little or no say in how they perform their tasks.
• Micromanagement or rigid rules can reduce autonomy and increase frustration.

3. Poor Work-Life Balance

• Long hours and constant availability (e.g., due to emails or calls outside work) can blur boundaries between work and personal life.
• Lack of time for family, relaxation, or hobbies contributes to burnout.

4. Inadequate Role Clarity

• Ambiguity about job responsibilities or expectations can cause confusion and stress.
• Conflicting demands from multiple supervisors or unclear goals increase pressure.

5. Toxic Work Environment

• Workplace bullying, harassment, or favoritism can lead to emotional distress.
• Negative relationships with colleagues or managers foster a hostile atmosphere.

6. Job Insecurity

• Fear of layoffs, downsizing, or losing a job creates significant anxiety.
• Uncertainty about career growth or future opportunities adds to stress.

7. Unrealistic Expectations

• Pressure to meet unachievable goals or perfectionist standards can lead to constant worry.
• Lack of recognition for efforts adds to feelings of inadequacy.

8. Poor Communication

• Inadequate or unclear communication from management causes misunderstandings and frustration.
• Lack of feedback or guidance can make employees feel unsupported.

9. Inadequate Compensation and Benefits

• Feeling underpaid or undervalued for the work performed can lead to dissatisfaction and stress.
• Insufficient benefits (e.g., healthcare, leave policies) worsen stress.

10. Lack of Career Development Opportunities

• Limited chances for promotions, skill enhancement, or professional growth demotivate employees.
• Feeling "stuck" in a role contributes to long-term stress.

11. Physical Work Conditions

• Unsafe, noisy, or uncomfortable workplaces can lead to physical and mental strain.
• Poor ergonomics or long commutes also add to stress.

12. Organizational Change

• Restructuring, mergers, or shifts in leadership disrupt routines and create uncertainty.
• Adapting to new roles, teams, or technologies can be overwhelming.

13. Emotional Demands

• Jobs requiring high emotional involvement (e.g., customer service, healthcare) can lead to exhaustion.
• Constantly managing emotions, especially in high-pressure scenarios, increases stress levels.

14. Time Pressure

• Working under tight deadlines or facing unpredictable workloads creates a sense of urgency and stress.
• Lack of sufficient time to complete tasks affects performance and morale.

15. Ineffective Leadership

• Poor management practices, such as lack of empathy or inconsistent decision-making, can frustrate employees.
• Unsupportive leaders fail to address employee concerns or provide guidance.

Q4 (b): What is Meditation? Explain its benefits.            (7 marks)

Meditation is a practice that involves focusing the mind to achieve a state of mental clarity, emotional calmness, and physical relaxation. It often entails techniques such as mindfulness, concentration, or contemplation to train attention and awareness. Meditation can be practiced in various forms, including seated, walking, or guided sessions, and it has roots in spiritual traditions as well as modern science.

Features of Meditation

1. Focus on the Present: Encourages attention to the "here and now."
2. Mindfulness: Promotes awareness of thoughts, emotions, and sensations without judgment.
3. Techniques: Includes breathing exercises, visualization, mantra repetition, or body scanning.
4. Non-Religious Practice: Although rooted in spiritual traditions, meditation can also be secular.

Benefits of Meditation

1. Reduces Stress

• Meditation helps lower cortisol levels (the stress hormone), reducing feelings of anxiety and tension.
• Practices like mindfulness meditation encourage relaxation by breaking the cycle of stress-inducing thoughts.

2. Enhances Mental Clarity and Focus

• Improves concentration and attention span by training the mind to focus.
• Helps in decision-making by promoting clearer and calmer thinking.

3. Improves Emotional Well-being

• Promotes positive emotions like happiness and compassion.
• Reduces negative emotions such as anger, sadness, and frustration.

4. Enhances Self-Awareness

• Encourages introspection and a deeper understanding of oneself.
• Helps identify and change unhealthy thought patterns or behaviors.

5. Boosts Physical Health

• Lowers blood pressure and improves cardiovascular health.
• Strengthens the immune system by reducing stress and promoting relaxation.
• Helps manage chronic pain through techniques like body scanning.

6. Promotes Better Sleep

• Reduces insomnia by calming the mind and relaxing the body.
• Encourages a state of restfulness that makes falling asleep easier.

7. Improves Emotional Regulation

• Increases patience and resilience in challenging situations.
• Helps individuals manage and process emotions effectively.

8. Increases Creativity

• Encourages open-mindedness and new perspectives.
• Frees the mind from habitual patterns, allowing for innovative thinking.

9. Cultivates Compassion and Empathy

• Practices like loving-kindness meditation foster kindness and understanding towards oneself and others.

10. Slows Aging of the Brain

• Enhances memory and cognitive function by increasing gray matter in areas of the brain associated with learning and memory.
• Protects against age-related mental decline.

Types of Meditation

1. Mindfulness Meditation: Focuses on present-moment awareness.
2. Transcendental Meditation: Uses specific mantras to achieve deep relaxation.
3. Guided Meditation: Involves following a guide’s instructions for visualization or relaxation.
4. Loving-Kindness Meditation: Cultivates compassion and goodwill towards oneself and others.
5. Body Scan Meditation: Focuses on physical sensations to promote relaxation.
6. Zen Meditation: Rooted in Buddhism, emphasizing posture and breathing.

OR

Q4 (c): Explain Brainstorming and Brain stilling.            (8 marks)

Definition: Brainstorming is a creative problem-solving technique where individuals or groups generate a large number of ideas or solutions in a free-flowing, non-judgmental environment. The focus is on quantity over quality, encouraging participants to think outside the box and explore diverse perspectives.

Features:

1. Free Expression: Participants are encouraged to share any idea, no matter how unconventional.
2. Non-Judgmental: All ideas are welcomed without criticism to promote creativity.
3. Quantity over Quality: The aim is to generate as many ideas as possible, which can later be refined.
4. Collaboration: Group settings enable participants to build on each other's ideas.

Steps in Brainstorming:

1. Define the problem or objective clearly.
2. Encourage participants to share ideas freely.
3. Document all ideas without evaluating them.
4. Review and refine ideas to select the most viable solutions.

Benefits of Brainstorming:

• Encourages creativity and innovation.
• Utilizes diverse perspectives and experiences.
• Promotes team collaboration and engagement.
• Provides a variety of solutions for complex problems.

Challenges:

• Can be dominated by outspoken participants.
• Risk of groupthink if not facilitated effectively.
• Requires skilled moderation to maintain focus and inclusivity.

Brain Stilling

Definition: Brain stilling, also known as "mental stillness" or "mindful reflection," is a technique aimed at calming the mind and achieving clarity through silence, mindfulness, or meditation. Unlike brainstorming, which focuses on idea generation, brain stilling involves pausing and introspecting to access deeper thoughts, insights, and intuition.

Key Features:

1. Quieting the Mind: Encourages letting go of distractions and mental noise.
2. Mindfulness and Focus: Promotes awareness and focus on the present moment.
3. Inner Reflection: Helps individuals connect with their intuition and deeper understanding.
4. Calm Decision-Making: Facilitates thoughtful and composed approaches to problem-solving.

Steps in Brain Stilling:

1. Find a quiet, comfortable space to practice.
2. Focus on breathing or a calming object to center the mind.
3. Allow thoughts to settle without judgment or reaction.
4. Reflect calmly on the issue or seek clarity on a decision.

Benefits of Brain Stilling:

• Reduces stress and enhances mental clarity.
• Improves focus and concentration.
• Encourages insightful and thoughtful decision-making.
• Balances emotions, leading to better interpersonal interactions.

Challenges:

• Requires practice and patience to master.
• Can be difficult for individuals who struggle to quiet their minds.
• May need guidance for beginners unfamiliar with mindfulness techniques.

Q4 (d): Write the benefits of Transformational Leadership.        (7 marks)

Transformational leadership is a leadership style that focuses on inspiring and motivating followers to exceed expectations and achieve personal and organizational goals. Here are its key benefits:

1. Inspires and Motivates Teams

• Transformational leaders create a compelling vision that energizes and inspires employees to work towards shared goals.
• Motivation leads to higher engagement, productivity, and a strong sense of purpose among team members.

2. Encourages Creativity and Innovation

• By fostering an open and supportive environment, transformational leaders encourage employees to think creatively and contribute new ideas.
• This results in innovative solutions and continuous improvement within the organization.

3. Enhances Employee Development

• Transformational leaders prioritize the growth of their employees by mentoring and coaching them to reach their full potential.
• They help employees develop new skills, build confidence, and take on greater responsibilities.

4. Strengthens Organizational Commitment

• Employees feel more connected to the organization's mission and values under transformational leadership.
• This emotional connection fosters loyalty, reduces turnover, and enhances long-term commitment.

5. Improves Team Collaboration

• Transformational leaders emphasize teamwork and trust, creating a strong sense of unity among employees.
• They encourage open communication, making collaboration more effective and harmonious.

6. Promotes Adaptability to Change

• Transformational leaders excel in guiding teams through change by fostering a positive mindset and aligning them with the new direction.
• This ensures smoother transitions and resilience in dynamic environments.

7. Drives High Performance

• Transformational leaders set clear expectations and challenge employees to exceed their limits.
• Employees often achieve outstanding results, motivated by the leader’s belief in their abilities.

8. Creates a Positive Work Culture

• These leaders cultivate an environment of respect, inclusivity, and ethical behavior.
• A positive culture boosts morale and job satisfaction across the organization.

9. Enhances Employee Morale and Satisfaction

• Employees feel valued and supported under transformational leadership, which leads to increased happiness and well-being at work.
• This, in turn, improves engagement and retention rates.

10. Builds Future Leaders

• By empowering employees and nurturing their talents, transformational leaders prepare them for leadership roles.
• This ensures a pipeline of capable leaders who can drive the organization forward.

11. Supports Organizational Growth

• Transformational leadership aligns employees with the organization's strategic vision, ensuring everyone works towards common objectives.
• This alignment contributes to sustainable growth and success.

12. Boosts Emotional Intelligence

• Transformational leaders focus on understanding and managing emotions—both their own and those of their team.
• This emotional intelligence helps build stronger relationships and better conflict resolution.

Q5 (a): Explain Karma. How is Karma important for managers?         (8 marks)

Karma, a concept rooted in ancient Indian philosophy, particularly in Hinduism, Buddhism, and Jainism, refers to the law of cause and effect. The term "karma" literally means action, and it signifies that every action (mental, verbal, or physical) generates a corresponding reaction or consequence, either in the short term or in the long term.

Key aspects of karma include:

1. Law of Action and Consequence: Every action produces results—good actions bring positive outcomes, and harmful actions lead to negative consequences.
2. Intent Matters: The ethical quality of an action is determined by the intention behind it.
3. Interconnectedness: Karma emphasizes that actions affect not only the individual performing them but also the surrounding environment and society.

Importance of Karma for Managers

In the context of management and leadership, the principle of karma can serve as a guiding philosophy for ethical behavior, decision-making, and interpersonal relationships. Here's how karma is relevant to managers:

1. Ethical Leadership

• Managers must lead by example, knowing that their actions set a precedent for their teams.
• Acting with integrity, fairness, and transparency creates a positive work culture and boosts trust within the organization.

2. Accountability and Responsibility

• Karma teaches that one is accountable for their actions. Managers should take responsibility for their decisions, whether they lead to success or failure.
• Owning up to mistakes fosters respect and credibility.

3. Long-term Vision

• Understanding karma encourages managers to think about the long-term consequences of their strategies and decisions rather than short-term gains.
• Ethical decisions made today can lead to sustainable growth and lasting relationships.

4. Fostering Positive Workplace Culture

• Positive actions by managers—like appreciating employees, supporting growth, and fostering inclusivity—create a ripple effect, encouraging a productive and harmonious work environment.
• Negative actions, such as favoritism or unethical practices, can lead to distrust, attrition, and poor morale.

5. Decision-Making Framework

• Karma underscores the importance of making decisions with consideration for all stakeholders, including employees, customers, and the environment.
• Managers guided by karma are likely to prioritize decisions that are beneficial and equitable.

6. Building Relationships

• Managers who operate with empathy, fairness, and respect build stronger, more cooperative relationships with employees, peers, and clients.
• Positive interactions can yield future goodwill, opportunities, and success.

7. Self-Reflection and Personal Growth

• Karma encourages introspection about one’s actions and their impact. Managers can use this principle for self-improvement and learning from past experiences.
• A reflective approach helps managers to grow as leaders and refine their decision-making skills.

8. Conflict Resolution

• Karma emphasizes the importance of intention and fairness, which can guide managers in resolving conflicts impartially and equitably.
• Resolving disputes with understanding and fairness strengthens team dynamics.

9. Contribution to Society

• Managers have a broader social responsibility. Ethical and sustainable business practices contribute to societal well-being, reflecting good karma.
• Businesses with a positive societal impact often gain goodwill and loyalty from stakeholders.

Q5 (b): State the advantages of Gurukul System of learning.            (7 marks)

The Gurukul system of learning, an ancient Indian educational model, offers several advantages that align with holistic development and lifelong learning principles. Here are the key advantages:

1. Holistic Development

• Focuses on physical, mental, emotional, and spiritual growth.
• Incorporates physical activities, yoga, and meditation alongside academic learning, promoting overall well-being.

2. Personalized Attention

• Gurus (teachers) provide individualized guidance, tailoring lessons to each student's abilities and needs.
• Smaller student groups ensure focused mentorship.

3. Practical and Experiential Learning

• Emphasizes learning by doing, integrating practical skills with theoretical knowledge.
• Activities like agriculture, crafts, and household management prepare students for real-life challenges.

4. Moral and Ethical Education

• Imparts values such as discipline, respect, humility, and responsibility.
• Encourages character building and ethical conduct.

5. Community Living

• Students live and learn together, fostering teamwork, empathy, and cooperation.
• Promotes self-reliance and adaptability by sharing responsibilities in daily life.

6. Teacher-Student Bond

• A close relationship between teacher and student encourages open communication and trust.
• Teachers act as role models, deeply influencing students' lives.

7. Environmentally Sustainable Practices

• Often conducted in natural settings, promoting a connection with nature and sustainable living.
• Teaches respect for the environment and simple living.

8. Integration of Life Skills

• Combines academic subjects with life skills like problem-solving, critical thinking, and resourcefulness.
• Prepares students to face life's challenges with confidence and resilience.

9. Discipline and Self-Control

• Students follow a structured routine, instilling discipline and time management.
• Encourages self-control through regulated habits and practices.

10. Cultural and Spiritual Preservation

• Ensures the transmission of cultural traditions, scriptures, and spiritual wisdom.
• Keeps ancient practices and philosophies alive for future generations.

11. Equality and Inclusivity

• Eliminates social and economic barriers, as all students live in the same environment regardless of their background.
• Fosters unity and a sense of shared purpose.

The Gurukul system emphasizes a harmonious balance between knowledge acquisition, ethical living, and self-reliance, making it a valuable model for education even in contemporary times.

OR

Q5 (c): Write short notes on ANY THREE of the following:            (15marks)

i. Ethics Vs. Ethos

While both "ethics" and "ethos" relate to principles and behavior, they differ significantly in their meanings and applications.

Ethics:

• Definition: Ethics refers to a set of moral principles that govern an individual's or group's behavior. It deals with what is right or wrong, fair or unfair.
• Focus: Universal standards of morality and justice.
• Scope: Often codified into rules, laws, or guidelines (e.g., professional ethics, medical ethics).
• Example: Honesty in business practices or confidentiality in healthcare.

Ethos:

• Definition: Ethos pertains to the character, values, or culture of a person, group, or society. It represents the guiding beliefs or ideals that influence actions.
• Focus: The spirit or cultural essence of a community or organization.
• Scope: Broad and contextual, shaping attitudes and identity.
• Example: The ethos of teamwork in a sports team or innovation in a tech company.

ii. Spiritual Values in Management

Incorporating spiritual values in management involves aligning organizational goals with principles that promote ethical conduct, empathy, and a sense of purpose. This approach emphasizes the human and moral dimensions of business, encouraging leaders and employees to act with integrity and compassion.

Key aspects of spiritual values in management include:

1. Ethical Leadership: Making decisions based on fairness, honesty, and respect for all stakeholders.
2. Empathy and Compassion: Fostering a workplace culture that values understanding and support.
3. Purpose-Driven Goals: Encouraging individuals to find meaning in their work, contributing to personal and organizational fulfillment.
4. Work-Life Balance: Supporting holistic well-being by respecting employees’ personal and professional needs.

By integrating spiritual values, management can create a more harmonious, productive, and resilient organization. This approach not only enhances employee satisfaction and loyalty but also strengthens the organization's reputation and societal impact.

iii. Modern Education System

The modern education system is designed to equip students with the knowledge, skills, and values needed for the 21st century. It emphasizes a holistic approach to learning, moving beyond traditional rote memorization to foster critical thinking, creativity, and practical application.

Key features of the modern education system include:

1. Technology Integration: Use of digital tools, online platforms, and e-learning to enhance accessibility and engagement.
2. Student-Centered Learning: Encouraging active participation and personalized education tailored to individual needs and interests.
3. Skill Development: Focus on life skills, such as communication, collaboration, and problem-solving, alongside academic knowledge.
4. Inclusive Education: Promoting diversity and ensuring opportunities for all, regardless of background or ability.

The system also values interdisciplinary learning, global awareness, and adaptability to prepare students for a rapidly evolving world. By fostering innovation and lifelong learning, the modern education system aims to create informed, empowered, and responsible citizens.

iv. Corporate Karma

Corporate Karma is a concept that links a company’s actions and ethical practices to its long-term success and societal impact. Drawing from the idea of karma in philosophy, it suggests that organizations reap the outcomes—positive or negative—of their behaviors towards stakeholders, the environment, and the broader community.

Key principles of Corporate Karma include:

1. Ethical Practices: Fair treatment of employees, customers, and partners.
2. Social Responsibility: Contributions to societal well-being through sustainability and philanthropy.
3. Reputation Building: Creating goodwill through integrity and trustworthiness.

A company that fosters positive "karma" through ethical and responsible actions is more likely to enjoy employee loyalty, customer trust, and sustainable growth. Conversely, unethical behavior can lead to reputational damage and financial losses. Corporate Karma underscores the idea that doing good is not just morally right but also strategically beneficial.

v. Self Management

Self-management refers to the ability to regulate one’s emotions, thoughts, and behaviors effectively in different situations. It involves setting goals, organizing tasks, maintaining focus, and adapting to challenges. This skill is crucial for personal and professional success, as it fosters discipline, resilience, and independence.

Key aspects of self-management include:

1. Time Management: Prioritizing and organizing tasks to meet deadlines efficiently.
2. Emotional Regulation: Maintaining composure and managing stress in challenging situations.
3. Goal Setting: Defining clear, achievable objectives and working consistently towards them.
4. Self-Discipline: Avoiding procrastination and staying committed to responsibilities.

Practicing self-management leads to better decision-making, increased productivity, and a balanced life. It is a lifelong skill that empowers individuals to take control of their actions and achieve their full potential.

Elective: Operation Research (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2022	November	Download	Solution
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2024	April	Download	Solution
2024	November		Solution
2025	April

Elective: International Finance (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2022	November	Download	Solution
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2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Brand Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2024	November	Download	Solution
2025	April		Solution

Elective: HRM in Global Perspective (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Innovation Financial Service (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2024	November	Download	Solution
2025	April		Solution

Elective: Retail Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2024	November	Download
2025	April

Elective: Organizational Development (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
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2024	November	Download	Solution
2025	April

Elective: Project Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2024	November	Download	Solution
2025	April

Elective: International Marketing (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2024	November	Download
2025	April

Elective: HRM in Service Sector Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
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2024	November	Download
2025	April

Elective: Strategic Financial Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2024	November	Download	Solution
2025	April

Elective: Media Planning (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2024	November	Download	Solution
2025	April

Elective: Workforce Diversity (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2023	April	Download	Solution
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2024	November	Download
2025	April

Elective: Financing Rural Development (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2023	April	Download	Solution
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2024	November	Download
2025	April

Elective: Sport Marketing (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download
2025	April

Elective: HRM Accounting & Audit (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2024	November	Download	Solution
2025	April

Elective: Indirect Tax (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
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2024	November	Download	Solution
2025	April

Elective: Marketing of Non-Profit Organization (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2024	November	Download	Solution
2025	April

Elective: Indian Ethos in Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
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2025	April