UGC NET Management 2022 Question Paper & Answers
The official UGC NET Management 2022 question papers, with the official answer key. Attempt as a real timed exam (with negative marking) or switch to practice mode for instant per-question answers and explanations.
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Official PYQ
UGC NET Management 2022 (December 2022 cycle, Paper 2)
120 Mins 200 Marks
100Questions
200Max Marks
Sample questions from UGC NET Management 2022 (December 2022 cycle, Paper 2)
1Read the following passage carefully and answer the questions that follow. There has been much froth and foam across rooms and boardrooms regarding the ethics, legality and appropriateness of the practice of working for one organization while also taking up extra responsibilities and jobs with another. As a trend, it is becoming commonplace in the IT and ITeS space. This is welcome. It makes sense to encourage more flexibility to employees if these firms want to move up the value chain. So, employers should accept the reality and use it to their advantage. But genuine concerns against 'side-hustles' must be addressed. During the pandemic, the IT sector swiftly adapted to work from home (WFH), and professionals furthered their professional practice. Many preferred continuing WFH. But that raised the suspicion of many employers about workers taking up a second job to earn more. Meanwhile, a sharp rise in demand for IT professionals with new skills, and their shortage, widened the demand supply gap. Those who could not cope with the expectations at the entry or middle levels - were fired. But the gig economy provides choices and added competition to both employer and employee. Trust is a core issue. Conflicts of interest and intellectual property rights violations are non-negotiable. Other aspects - fatigue impacting productivity, short-term vs long-term engagements in two jobs, skill acquisition, difficulty in monitoring beyond delivery of a defined output, the challenge to objectively measure output for a given compensation, peer-pressure, industry trends in employment contracts - also influence the attitude towards moonlighting. But IT professionals can't be treated as captives. The industry must set the bar for high performance and productivity, yet in trusted working conditions that rewards fairly and recognizes performance and skills in a transparent way. A fair and broad-based definition of moonlighting must be included in the employment contract. A sound HR policy anchored in ethical management principles will ensure that there is no need to howl at moon-lighting. The practice of 'moonlighting' is
- A) Equally applicable in all industries
- B) Ethical
- C) Adds value to the organization
- D) Legal and enforceable
Answer: C
2Read the following passage carefully and answer the questions that follow. There has been much froth and foam across rooms and boardrooms regarding the ethics, legality and appropriateness of the practice of working for one organization while also taking up extra responsibilities and jobs with another. As a trend, it is becoming commonplace in the IT and ITeS space. This is welcome. It makes sense to encourage more flexibility to employees if these firms want to move up the value chain. So, employers should accept the reality and use it to their advantage. But genuine concerns against 'side-hustles' must be addressed. During the pandemic, the IT sector swiftly adapted to work from home (WFH), and professionals furthered their professional practice. Many preferred continuing WFH. But that raised the suspicion of many employers about workers taking up a second job to earn more. Meanwhile, a sharp rise in demand for IT professionals with new skills, and their shortage, widened the demand supply gap. Those who could not cope with the expectations at the entry or middle levels - were fired. But the gig economy provides choices and added competition to both employer and employee. Trust is a core issue. Conflicts of interest and intellectual property rights violations are non-negotiable. Other aspects - fatigue impacting productivity, short-term vs long-term engagements in two jobs, skill acquisition, difficulty in monitoring beyond delivery of a defined output, the challenge to objectively measure output for a given compensation, peer-pressure, industry trends in employment contracts - also influence the attitude towards moonlighting. But IT professionals can't be treated as captives. The industry must set the bar for high performance and productivity, yet in trusted working conditions that rewards fairly and recognizes performance and skills in a transparent way. A fair and broad-based definition of moonlighting must be included in the employment contract. A sound HR policy anchored in ethical management principles will ensure that there is no need to howl at moon-lighting. Moonlighting encourages A. Commitment for the organization. B. Flexibility to employees. C. Adding skills. D. Employee turnover rate. E. Work from home. Choose the most appropriate answer from the options given below:
- A) A, B, C only
- B) B, C, D only
- C) A, D, E only
- D) B, C, E only
Answer: D
3Read the following passage carefully and answer the questions that follow. There has been much froth and foam across rooms and boardrooms regarding the ethics, legality and appropriateness of the practice of working for one organization while also taking up extra responsibilities and jobs with another. As a trend, it is becoming commonplace in the IT and ITeS space. This is welcome. It makes sense to encourage more flexibility to employees if these firms want to move up the value chain. So, employers should accept the reality and use it to their advantage. But genuine concerns against 'side-hustles' must be addressed. During the pandemic, the IT sector swiftly adapted to work from home (WFH), and professionals furthered their professional practice. Many preferred continuing WFH. But that raised the suspicion of many employers about workers taking up a second job to earn more. Meanwhile, a sharp rise in demand for IT professionals with new skills, and their shortage, widened the demand supply gap. Those who could not cope with the expectations at the entry or middle levels - were fired. But the gig economy provides choices and added competition to both employer and employee. Trust is a core issue. Conflicts of interest and intellectual property rights violations are non-negotiable. Other aspects - fatigue impacting productivity, short-term vs long-term engagements in two jobs, skill acquisition, difficulty in monitoring beyond delivery of a defined output, the challenge to objectively measure output for a given compensation, peer-pressure, industry trends in employment contracts - also influence the attitude towards moonlighting. But IT professionals can't be treated as captives. The industry must set the bar for high performance and productivity, yet in trusted working conditions that rewards fairly and recognizes performance and skills in a transparent way. A fair and broad-based definition of moonlighting must be included in the employment contract. A sound HR policy anchored in ethical management principles will ensure that there is no need to howl at moon-lighting. As per the given passage, those employees who could not meet the skill gap were.
- A) Demoted
- B) Trained
- C) Transferred
- D) Discharged
Answer: D
4Read the following passage carefully and answer the questions that follow. There has been much froth and foam across rooms and boardrooms regarding the ethics, legality and appropriateness of the practice of working for one organization while also taking up extra responsibilities and jobs with another. As a trend, it is becoming commonplace in the IT and ITeS space. This is welcome. It makes sense to encourage more flexibility to employees if these firms want to move up the value chain. So, employers should accept the reality and use it to their advantage. But genuine concerns against 'side-hustles' must be addressed. During the pandemic, the IT sector swiftly adapted to work from home (WFH), and professionals furthered their professional practice. Many preferred continuing WFH. But that raised the suspicion of many employers about workers taking up a second job to earn more. Meanwhile, a sharp rise in demand for IT professionals with new skills, and their shortage, widened the demand supply gap. Those who could not cope with the expectations at the entry or middle levels - were fired. But the gig economy provides choices and added competition to both employer and employee. Trust is a core issue. Conflicts of interest and intellectual property rights violations are non-negotiable. Other aspects - fatigue impacting productivity, short-term vs long-term engagements in two jobs, skill acquisition, difficulty in monitoring beyond delivery of a defined output, the challenge to objectively measure output for a given compensation, peer-pressure, industry trends in employment contracts - also influence the attitude towards moonlighting. But IT professionals can't be treated as captives. The industry must set the bar for high performance and productivity, yet in trusted working conditions that rewards fairly and recognizes performance and skills in a transparent way. A fair and broad-based definition of moonlighting must be included in the employment contract. A sound HR policy anchored in ethical management principles will ensure that there is no need to howl at moon-lighting. Given below are two statements: Statement I: The practice of moonlighting is increasing because IT professionals are not being rewarded fairly. Statement II: The contents of employee contract have precisely defined the moonlighting. In the light of the above statements, choose the correct answer from the options given below:
- A) Both Statement I and Statement II are correct
- B) Both Statement I and Statement II are incorrect
- C) Statement I is correct but Statement II is incorrect
- D) Statement I is incorrect but Statement II is correct
Answer: B
5Read the following passage carefully and answer the questions that follow. There has been much froth and foam across rooms and boardrooms regarding the ethics, legality and appropriateness of the practice of working for one organization while also taking up extra responsibilities and jobs with another. As a trend, it is becoming commonplace in the IT and ITeS space. This is welcome. It makes sense to encourage more flexibility to employees if these firms want to move up the value chain. So, employers should accept the reality and use it to their advantage. But genuine concerns against 'side-hustles' must be addressed. During the pandemic, the IT sector swiftly adapted to work from home (WFH), and professionals furthered their professional practice. Many preferred continuing WFH. But that raised the suspicion of many employers about workers taking up a second job to earn more. Meanwhile, a sharp rise in demand for IT professionals with new skills, and their shortage, widened the demand supply gap. Those who could not cope with the expectations at the entry or middle levels - were fired. But the gig economy provides choices and added competition to both employer and employee. Trust is a core issue. Conflicts of interest and intellectual property rights violations are non-negotiable. Other aspects - fatigue impacting productivity, short-term vs long-term engagements in two jobs, skill acquisition, difficulty in monitoring beyond delivery of a defined output, the challenge to objectively measure output for a given compensation, peer-pressure, industry trends in employment contracts - also influence the attitude towards moonlighting. But IT professionals can't be treated as captives. The industry must set the bar for high performance and productivity, yet in trusted working conditions that rewards fairly and recognizes performance and skills in a transparent way. A fair and broad-based definition of moonlighting must be included in the employment contract. A sound HR policy anchored in ethical management principles will ensure that there is no need to howl at moon-lighting. The practice of working for one organization while also taking up extra responsibilities and job with another requires: A. Trust B. Conflict of interest. C. Stagnation of employee growth. D. Employees adding limited value to their parent organization. E. Intellectual property rights. Choose the most appropriate answer from the options given below:
- A) A, B, E only
- B) A, C, D only
- C) B, D, E only
- D) A, B, C only
Answer: A
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Official PYQ
UGC NET Management 2022 (June cycle, Paper 2)
120 Mins 200 Marks
100Questions
200Max Marks
Sample questions from UGC NET Management 2022 (June cycle, Paper 2)
1Given below are two statements:
Statement I: Interest coverage ratio indicates how many times fixed interest charges are earned, based on the earnings available to pay these expenses.
Statement II: One minus the reciprocal of interest coverage ratio indicates how far earnings could decline before it would be impossible to pay the interest charges from current earnings.
In the light of the above statements, choose the most appropriate answer from the options given below:
- A) Both Statement I and Statement II are true.
- B) Both Statement I and Statement II are false.
- C) Statement I is true but Statement II is false.
- D) Statement I is false but Statement II is true.
Answer: A
2Match List I with List II:
List I – Costs and Financial Concepts
A. Financial leverage
B. Contribution margin
C. Operating leverage
D. Combined leverage
List II – Mechanism and Measures
I. Contribution margin ÷ EBIT
II. (EBIT) ÷ (EBIT – Interest)
III. (Contribution margin) ÷ (EBIT – interest)
IV. Sales – variable costs
- A) A - II, B - I, C - IV, D - III
- B) A - III, B - IV, C - I, D - II
- C) A - I, B - III, C - IV, D - II
- D) A - II, B - IV, C - I, D - III
Answer: D
3Huge stores that combine supermarket, discount and warehouse retailing are called:
- A) Discount store
- B) Category killer
- C) Hyper market
- D) Off price retailer
Answer: C
4Match List I with List II:
List I – Concepts
A. Entrepreneurship and innovation
B. Gaps in value chains
C. Think Tank
D. Machine Learning
List II – Institution/Schemes (i) Atal Tinkering Lab (ii) Pradhan Mantri Matsya Sampada Yojana (iii) Atal Innovation Mission (iv) NITI Aayog
- A) A-(ii), B-(iv), C-(i), D-(iii)
- B) A-(i), B-(iv), C-(iii), D-(ii)
- C) A-(iv), B-(iii), C-(i), D-(ii)
- D) A-(iii), B-(ii), C-(iv), D-(i)
Answer: D
5Arrange the following steps of organizational socialization in the proper sequence: (i) Select a good first supervisor to be incharge of socialization (ii) Provide a challenging first job (iii) Design a relaxed orientation program (iv) Provide timely and consistent feed back (v) Provide relevant training
- A) (iii), (v), (iv), (ii), (i)
- B) (iii), (iv), (v), (i), (ii)
- C) (ii), (v), (iv), (i), (iii)
- D) (iv), (i), (v), (ii), (iii)
Answer: C
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