ISC Business Studies 2010 Class-12 Previous Year Question Paper

ISC Business Studies 2010 Class-12 Previous Year Question Paper Solved for practice. Step by step Solutions with Questions of Part-1 and 2. By the practice of Business Studies 2010 Class-12 Solved Previous Year Question Paper you can get the idea of solving.

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ISC Business Studies 2010 Class-12 Previous Year Question Paper Solved


-: Select Your Topics :-

 Part-I

 Part-II


Maximum Marks: 80
Time allowed: Three hours

  • Candidates are allowed additional 15 minutes for only reading the paper. They must NOT start writing during this time.
  • Answer Question 1 (Compulsory) from Part 1 and five questions from Part II, choosing two questions from Section A, two questions from Section B and one question from either Section A or Section B.
  • The intended marks for questions or parts of questions are given in brackets [ ].

Part-I 

Answer all questions

ISC Business Studies 2010 Class-12 Previous Year Question Paper Solved

Question 1.
Answer briefly each of the questions (i) to (xv): [15 × 2]
(i) State two merits of internal recruitment.
(ii) ‘Training helps in reducing supervision of employees’. Justify.
(iii) List any two work conditions where time rate system of remuneration is more suitable than the piece rate system.
(iv) Mention four indicators of low morale amongst employees of an organisation.
(v) How does challenging work motivate employees ?
(vi) State two limitations of Maslow’s Theory of the hierarchy of human needs.
(vii) ‘Transfer is a mild form of punishment’. Explain.
(viii) What are the functions of a telephone recording and an answering set?
(ix) List the steps involved in report writing.
(x) What is meant by casting vote ?
(xi) Explain the term Point of Order.
(xii) Why is a histogram called a two dimensional graph?
(xiii) How does a business reply card help a business concern?
(xiv) Explain the term adjournment in the context of company meetings.
(xv) Write the expanded forms of the following:
(a) N.B.
(b) PABX
Answer 1:
(i)

(a) It helps in minimizing labor turnover.
(b) It helps in boosting the morale of existing employees.

(ii) Training increases the knowledge and skills of the employees. They get expertise in their related jobs. Therefore, it helps in reducing supervision of employees.

(iii) (a) When number of units cannot be counted or work cannot be measured.
(b) When quality of production has to be given weight age over quantity of production.

(iv)

(a) High rate of wastage and spoilage.
(b ) High rate of absenteeism.
(c) High rate of labor turnover.
(d) High rate of strikes.

(v) Challenging work certainly motivates employees. By giving a challenging work to the capable employees increases the sense of faith for their institution. Challenging work helps the employees in building their reputation in the institution. They are trusted by the other employees. This motivates the employees.

(vi) Recent research challenges the order that the needs are imposed by Mas low’s pyramid. As an example, in some cultures, social needs are placed more fundamentally than any others. Further, Mas low’s hierarchy fails to explain the “starving artist” scenario, in which the aesthetic neglects their physical needs to pursuit of aesthetic or spiritual goals. Little evidence suggests that people satisfy exclusively one motivating need at a time, other than situations where needs conflict.

(vii) Transfer is a mild form of punishment. It is true. When the employee neglects work or conflicts with other employees or does the act of misconduct, the management can transfer the erring employee to a new place. Transfer from one place to another (unimportant place) is a very common practice while punishing the employees.

(viii) A telephone recording and answering set has a remote listening facility whereby the answerphone owner can ring their home number and, by either sending a tone down the line using a special device, or by entering a code on the remote telephone’s keypad, can listen to messages when away from home. The owner may record his or her message that will be played back to the caller, or an automatic message will be played if the owner does not record one. Answering machines can usually be programmed to take the call at a certain number of rings.

Many devices offer a “toll saver” function, whereby the machine answers only after several rings (typically four) if no messages have been left, but answers after a smaller number of rings (usually two) if there are messages. This allows the owner to know whether there are messages waiting; if there are none, he or she can hang up the phone on the third ring without incurring a call charge.

(ix) Steps involved in report writing are :

  • Clarity purpose and expectations
  • Decide on appropriate structure for report
  • Drafting
  • Circulating the draft
  • Integrating Comments
  • Writing Executive Summary
  • Circulating Final Draft
  • Editing
  • Layout

(x) The vote that gives one group a majority when the other votes are equally divided. The person in charge of a committee, for example, often has the right to give a casting vote.

(xi) Point of order: This is a motion for expressing any objection or complaint by a member against – the speech maker. Point of order can be raised on the following conditions.

  • Incorrect procedure of meeting.
  • Irrelevant issues are raised by any member;
  • If a member uses some unpleasant language;
  • Infringement of the rules of the society;
  • When a member passes defamatory or insulting remarks on some other member.
  • When a quorum has fallen due to the early leaving of some member or members and a member objects to it.

(xii) A histogram is a bar chart representing a frequency distribution; heights of the bars represent observed frequencies. Histogram is prepared using X and Y axis of a chart. Therefore, it is called two dimensional graph.

(xiii) Business reply card is helps a business concern to procure mail orders, suggestions on its products, survery reports, etc. Business reply card is a prepaid card in which the sender does not need to affix postage stamps. Postage is borne by the business concern.

(xiv) In the case there is any difficulty in holding any annual general meeting (except the first annual meeting), the registrar may, for any special reasons shown, grant an extension of time for holding the meeting by a period not exceeding 3 months provided the application for the purpose is made before the due date of the annual general meeting.

However generally delay in the completion of the audit of the annual accounts of the company is not treated as “special reason” for granting extension of time for holding its annual general meeting Generally. In such circumstances, an AGM is convened and held at the proper time all matters other than the accounts are discussed. All other resolutions are passed and the meeting is adjourned to a later date for discussing the final accounts of the company. However, the adjourned meeting must be held before the last day of holding the AGM.

(xv) (a) NB means: Nota Bene.
(b) PABX means: Private Automatic Branch Exchange


Part – II (60 Marks)

Answer any five questions

Solved Previous Year Question Paper of ISC Class-12 Business Studies 2010

Question 2.
(a) Why is induction training important in an organization ? [4] (b) Discuss any five methods of raising staff morale in an organization. [ 10] Answer 2:
(a) Induction and training have vital importance in today’s business world. A good induction and training program can greatly improve well being and productivity throughout a company, whilst bad one can not only cause confusion, but also to large decreases in productivity through staff not knowing their function, or their place in the company.

(b) Methods of Raising Morale
Monetary Incentives: Monetary incentives like good salaries and wages help to encourage the employees for greater productivity. The management should evolve such a wage/salary structure which enables the workers to earn at a reasonable level and to live a decent life. Assurance of a sound wage structure builds up morale of workers.

Non-Monetary Incentives: Non-monetary incentives are also helpful in boosting the morale of employees. These incentives may be provided to them in the form of medical aid, recreational facilities, holiday homes, creche facility to the children of working couples, etc.

Job Security: Security of job boosts the morale of the employees. The management should follow a good labour policy that ensures the security of the job to its employees. The workers should also be assured that in case their services are not required in their present jobs, they will be absorbed in alternative jobs sooner or later or immediately.

Sound Promotion Policy: A sound promotion policy is a must to boost the morale of the employees. Promotion policy should be so adopted by the management that it gives proper weightage to merit and seniority. If only one base either seniority or merit is adopted, it will not be good for the morale of the employees.

Healthy Working Conditions: The working conditions in the organisation play a crucial role in boosting the morale of the employees. Working conditions should be healthy so that employees may work with best efforts and attain organisational objectives.

Redressal of Grievances: Employees’ morale remains high if there is a proper redressal system of grievances of the employes. The employes should be convinced that there is fairness and the impartiality in dealing with their grievances. The morale of the employees is high if their grievances are redressed properly and quickly.

Effective Leadership: The morale of the employees is also influenced.

Question 3. .        ISC Business Studies 2010
(a) Explain Laissez-Faire leadership. Discuss its advantages and disadvantages. [6] (b) Define promotion. Explain three advantages and three disadvantages of seniority based promotion. [8] Answer 3:
(a) The laissez faire style is sometimes described as a “hands off’ leadership style because the leader provides little or no direction to the followers.
The characteristics of the laissez faire style include.

  • Allows followers to have complete freedom to make decisions concerning the completion of their work or ask questions of the leader.
  • The leader provides the followers with the materials they need to accomplish their goals and answers questions to the follower’s questions.

In this style the leader lets the employees manage themselves and there is no delegation taking place from the management. This style is often called “hands off” leadership as the leader evades his duties and does not direct the employees.

Advantages: This kind of style is positive only in the case when the employees are very responsible and in case of creative jobs where* a person is guided by his own aspirations. In these cases, less direction is required so this style can be good.

Disadvantages : This style has more disadvantages because usually it is the result of the lack of interest of the leader that leads to his adopting this style. It proves poor management and makes the employees lose their sense of direction and focus. The disinterest of the management and leadership causes the employees to become less interested in their job and their dissatisfaction increases.

(b) Promotion means placing an employee on a higher post which involved greater responsibility, higher status, higher pay and perks, higher satisfaction. Some people merely think that promotion only means increase in pay scale, but it is not so. Pay scale increases even in the same cadre. This is called salary increment. Promotion means higher responsibilities. It may or may not increase salary of the employee.

Sometimes salary of the employee also increases with the promotion and sometimes not. However, it is a general practice to allow salary increase to the promoted employee.

Definition of Promotion:
“A promotion involves a change from one job to another that is better in terms of status and responsibilities.” -Edwin B. Flippo

“A promotion is the transfer of an employee to a job that pays more money or that enjoys some better status.” -Scott and Spriegal

Advantages of Seniority Based Promotion
Promotions are preferred on seniority basis by the trade unions on the basis of following features :

  • The seniority process is simple. To measure the ability standards is difficult.
  • All employees are assured promotion. They feel happy that promotion will automatically come in their way when it is due.
  • The process of promotion by seniority is very economical. The management has to spend nothing on such a process. Otherwise in deciding the ability the management might have to conduct a test/examination.
  • This promotion policy is conducive for both labor management relations.
  • Senior employees remain satisfied, frustration transaction level is not present among them. They are assured promotion at their turn.
  • Seniority’ system provides an optimum utilization of the existing work force.

Demerits of Seniority Based Promotion
The system of promotion by seniority suffers from the following demerits :

  • Continuous promotion on seniority basis may upset the working strength of the organisation. Merit has nothing to do in this process and there may be a number of inefficient employees in higher posts. .
  • Junior but highly meritorious employees get frustrated with this promotion process.
  • Overall productivity of the employees may not be as high as required. In terms of energy, a senior or old employee may be much behind that of a young employee. When the promotions are offered only on the basis of seniority, average productivity may not be good.
  • In present scenario, technology is changing very fast. It is not very easy for the senior employees to put themselves in the main stream of technology. In such a case, it becomes necessary to induce fresh blood in the form of young and talented employees.
  • The merit of an individual is not appreciated. He is not given due recognition. Frustration level becomes high and young and meritorious employees leave the organisation. Therefore, rate of employee turnover is very high under such system of promotion in an organisation.

Question 4.        ISC Business Studies 2010
In the context of staff remuneration, explain Halsey Plan and Rowan Plan of incentive wage payment with the help of appropriate examples. [14] Answer 4:
Halsey Premium Plan-This method was developed by F. A. Halsey.
In this method, a standard time is fixed for completion of a job. A worker who completes his work in a time less than the standard time, is paid at hourly rate for the actual time spent on the work plus a bonus for the time saved. The bonus is calculated on a certain percentage for the total time saved by the worker. The worker who does not complete his job within the stipulated standard time is not penalized but is guaranteed minimum wages.

Illustration : Standard time for producing 25 units of an item is fixed at 10 hours. A worker takes 8 hours to produce 25 units of that item. Bonus is given at 50%. Calculate the wages to be paid to that worker for 8 hours if the rate of wages is Rs. 10 per hour.

Solution:
Under Halsey Premium Plan
Bonus = Time saved × Rate per hour
Bonus = 50% of (time save × Rate per hour)
Time saved = 10 – 8 = 2
= 1/2 × 2 × 10
= Rs. 10
Wages for 8 hours = 8 × 10 = Rs. 80
Total wages for 8 hours = Rs 80 + Rs 10 = Rs 90

Features of Halsey Premium Plan:-
The following are the features of Halsey Premium Plan :

  • Standard time of production is pre-determined.
  • The efficient workers who complete the work in lesser time are entitled to get bonus. They get bonus for the save time.
  • Standard rate of wages is also determined.
  • The rate of hour may be 1/3 or 1/2 of the standard rate of wages.
  • There is no provision of penalty for the workers who do not complete the work within the standard time.

Merits of Halsey Premium Plan — The following are the merits of Halsey Premium Plan :

  • Every worker is entitled to get minimum wages.
  • Efficient workers are encouraged to do more and more work to earn bonus.
  • This system is suitable both for employer and workers.
  • This system helps in proper and maximum utilization of time.
  • This system is easy and convenient to use.
  • Workers are fully satisfied.

Demerits of Halsey Premium Plan — This system suffers from the following demerits :

  • The method of payment of wages is not scientific. It is based upon prejudice.
  • Due to minimum guarantee of wages, workers become ignorant.
  • It depends on the workers whether to do more work or not.
  • The efficient workers do not get full benefit of the saved time. This does not encourage them.

Rowan Premium Plan:
This system of incentive wages w as introduced by James Rowan. Standard rate and time is determined in the same manner as in the Halsey Premium Plan.

The workers who finish their job within standard time get the wages at the standard rate. The workers who complete their work in less than standard time are given some bonus also in addition to standard rate.
The bonus in this method is calculated as follows :
\text { Bonus }=\frac{\text { Time Saved }}{\text { Standard Time }} \times \text { Actual Time } \times \text { Rate per hour }

Illustration:
Standard time for doing a work is fixed at 10 hours. A worker takes 8 hours to finish it. Rate of wages is Rs. 10 per hour. Calculate total wages earned by the worker.
Solution :
Standard Time= 10 hours
Actual Time = 8 hours
Time saved = 10 — 8 = 2 hours
Rate per hour = Rs. 10
\text { Bonus }=\frac{\text { Time Saved }}{\text { Standard Time }} \times \text { Actual Time } \times \text { Rate per hour }
\text { Bonus }=\frac{2}{10} \times 8 \times 10=\mathrm{Rs} .16
Actual wages for 8 hours = 10 × 8 = Rs. 80
Total wages of the worker = Rs. 80 + Rs. 16 = Rs. 96

Question 5.      ISC Business Studies 2010
(a) Discuss the importance of feedback in communication. [2] (b) What is meant by face to face communication ? [2] (c) Explain any five advantages and five disadvantages of face to face communication. [10] Answer 5:      ISC Business Studies 2010
(a) Feedback—After receiving the message, the receiver derives the meaning from the message and responds to the sender. The return flow of communication is called Feedback.

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