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Effects of Migration:

• Positive effects: Growth of income, contribution to a faster economic development.
• Negative effects: Unregulated urbanisation, shortage of infrastructural facilities, problem of environmental pollution, social evils.

Migration of people frcition village to city can be considered as migration due to attraction because compared to villages, the life style-, transportation, communication system, education, health services, etc. along with job opportunities and business prospects are much better and more in the cities.

1. Marriage and
2. To get respite from social rituals.

Mines of gold and diamond, regions where petroleum is found, oil refineries, etc. are places that require technical staff in a huge number. Hence, people migrate to places like UAE, Australia, New Zealand, Canada, etc. where such opportunities are widely available. This is an example of extant to natural resources

When a family sends one or more persons away from the native place for economic activity to a distant place it is called planned or organized migration.

When Indians migrate to other countries, they send a part of their earnings to their families. They also invest a part of their income in Indian businesses, trading and industries. The investment comes to India in foreign currency. Hence, our foreign exchange increases.

1. Unregulated urbanization,
2. Shortage of infrastructural facilities,
3. Problem of environmental pollution and
4. Social evils.

When a person does not get required health services in his own region, he forcibly migrates temporarily or even permanently to places that offers better health facilities. For e.g., a person residing in Bangladesh suffering from a serious disease which can only be treated in U.S. shifts to U.S. temporarily because of modern health services available in U.S

When people living in villages have lack of business or occupational opportunities or when there are no or deficient educational facilities and hence people are forcibly pushed to cities to avail these facilities it is known as migration due to push factors or forceful migration.

When Indians go abroad for higher education they gain rich experience from the foreign systems and methodologies. When they return they use the same in India and hence help lndia‘s economy to grow.

Constructive forces are forces which facilitate creation and sustenance of life on a celestial body. Destructive forces are forces which do not facilitate creation or sustenance of life on a celestial body.

Correct option is (B) 6 to 8 standards

The constructive and destructive forces of water and air give rise to the great diversity of landforms.

A gold made currency during the Vedic period was known as Nishkas.

The present name of the world’s first port is Mangrol.

Indus people used weights and balances to weigh and measure things.

The following are the objectives of the UNO: 

Objectives of United Nations 

1. To save the succeeding generation from the scourge of war, which twice in our lifetime has brought untold suffering to mankind. 

2. To reaffirm faith in fundamental Human rights, in the dignity and worth of the human power in the equal rights of men and women, of nations large and small. 

3. To maintain international peace and security. 

4. To develop friendly relations among the nations of the world based on respect for the equal rights of people. 

5. To co-operate in solving international problems of social, economic, cultural, and humanitarian character and to promote respect for human rights and fundamental freedoms. 

Principles of UNO 

The UN has laid down certain principles to achieve the above objectives. These principles are also enumerated in the Charter. 

1. The basis of the organization shall be equality of all its member-states. 

2. The member-states shall fulfill their obligations honestly according to the charter of the UNO. 

3. All the member-states shall solve their mutual problems through peaceful means. 

4. States will not use force in solving their mutual problems. 

5. All the member-states shall be morally bound to offer unconditional services, military or otherwise, to the UNO for preventive and enforcement actions of the UNO according to the UN Charter. 

6. The members of the UNO shall see that even the nonmember's states work for the peace and security of the world.

Correct option is (c) exercise

Kalidas is the author of ‘Mudrarakshasa’

UNO was established on 24th October, 1945 to work for world peace and for the eradication of poverty, hunger, injustice and to save the world from still another catastrophe of the magnitude of the Second World War.

Correct option is C) Srilanka

B) Some people earn more than others do

Correct option is B) 2

The rich countries, excluding countries of West Asia and certain other small countries, are generally called developed countries.

To become a developed country India should be 100% literate. We are a resource rich country. We shall make optimum use of them. The governance should be transparent. We shall provide our youth with a gainful employment. We shall encourage students to pursue the careers of scientists to serve our country. We should adopt technology in agriculture. We shall promote industrial and service sectors.

Correct option is C) Tamilnadu

Correct option is C) 3

1. All peace-loving nations can become members of the United Nations.

2. The present number of member-countries in the UNO is 193.

3. One major goal of the UNICEF was Universal Child Immunisation against preventable diseases by1990.

4. The International Court of Justice settles disputes between member states of the United Nations.

5. The UNESCO came into existence in 1946.

Correct option is D) 5

1. 24 October is celebrated as United Nations Day.

2. The olive branches on the UN flag symbolize peace.

3. The Economic and Social Council consists of 54 members elected by the General Assembly for a 5-year term.

4. The International Court of Justice is located in The Hague in the Netherlands.

5. The Secretariat is the chief administrative organ of the UN.

The next morning, when Taro reached the waterfall, to his surprise, he saw all his neighbours with pitchers, jars and buckets there. One of them knelt and drank from the waterfall. It was no sake but only water. They shouted that they had been tricked and decided to drown Taro in that waterfall. Taro had been wise and hid himself behind a rock and kept watching the goings on from there.

When the villagers drank from the waterfall, they found nothing but water and they felt that they had been cheated by Taro.

D. Both A and ‘B’

Taro was a thoughtful son. He wanted to serve his parents. But the others were greedy. Hence the waterfall gave sake to Taro and just cold water to others.

A. twenty pieces of gold.

Taro’s father showed his happiness after drinking the sake by dancing.

C. keep himself warm.

Correct option is B. Japanese

The characteristics of a computer are: 

1. Speed 

2. Reliability 

3. Accuracy 

4. Versatility 

5. Storage capacity 

6. Diligence

Characteristics: 

(i) Speed: A computer works at an amazing speed. The work which is done by a normal person in 2-3 hours can be done by a computer in a fraction of seconds. 

(ii) Accuracy: A computer performs its task with great accuracy. It does not commit any mistake. Errors occur only when the input is incorrect. 

Limitations: 

(i) No Intelligence: A computer has no IQ like human beings. It needs instructions at every step. 

(ii) Dependency on Power: A Computer is an electronic machine and thus, its dependency on power makes it costly.

Unorganized raw facts and figures given to a computer are collectively called Data.

Wage plans are mainly micro plans and each company may devise any of the wage plans. Basically there are two methods for wage payments, viz. (1) Time rate wage system; and (2) Piece rate wage system. The wage paid to labor has to perform important functions in the economic system. It should be such as to make the worker capable and willing to be efficient and involved in the job. There should be link, wherever feasible between emoluments and productivity; and fair parity between wage differentials and skill differential. The plan should act as an incentive to improve the efficiency, and it should attract the worker wherever demanded or needed.

Whatever may be the method of wage payment but the wage plan should contain following ingredients:

• It should be simple and understandable 
• It should be capable of easy computation 
• It should be capable of motivating the employees 
• It should be attractive enough for new talent in the organization. 
• It should be fair, just and stable to all the employees.

The fundamental plans of wage payment are:

I. Time Rate Wage System: It is the oldest and the simplest form of wage fixing. Under this system, workers are paid according to the work done during a certain period of time at a rate of per hour, per day, per week, per fortnight, or per month or any other fixed period of time. According to the section4 of the Payments of Wages Act,1936, not more than one month must elapse between two wage period. Time wage system adopts time as the basis of worker remuneration without taking in to account the units produced. The worker is guaranteed a specified sum of money for a fixed period of his time taking no account of the quality or quantity of the work done. Evaluation on the basis benefits and weaknesses is as under:

Merits: 

• It is simple and understandable and easy for calculation of wages, since wages under this system is equal towage per hour* numbers of hours worked by an employee. 
• There is no time limit for completion of job, workman are not in hurry to finish it and this may mean that they may pay p enough attention to the quality of work, effective handling of machinery and utilization of resources in an optimum manner. 
• All workers are given same treatment in terms of equal wage payment, so grievances, ill will; jealousy can be avoided among them. 
• Time rate system provides regular and stable income to workers, so they can adjust and manage their budget accordingly. 
• It requires less administrative attention as this system provide good faith and mutual understanding and trust between employer and employee.

Demerits: 

• It does not take in to account the ability and capacity of the workers so the skilful and more capable workers who have higher production efficiency will demoralize. 
• Time rate system is unrelated to the productivity and does not provide extra motivation for extra efforts by the workers. 
• The labor charges for a particular job do not remain constant. This put the management in a difficult position in the matter of quoting rates for a particular piece of work. 
• There is a possibility of systematic evasion of work by the workers, since there is no specific target or demand for specific quantity of work by the management. 
• Time rate system does not ask for maintaining individual workers record, it becomes difficult for the employer to determine his relative efficiency for the purpose of performance evaluation for future promotion or rewards. Thus it does injustice to the outstanding employees.

Suitability: Time rate system is suitable when the output contributed by the worker is difficult to measure and cannot be recorded in an individual basis. It is also suitable when by cultivating mutual trust and confidence and by giving fair and equal treatment to all the employees, management can get the work done in an appropriate manner.

II. Piece Rate Wage System: Under this system, workers are paid according to the amount of work done or numbers of units produced or completed, the rate of each unit being settled in advance, irrespective of the time taken to do the work. This does not mean that the workers can take any time to complete a job because of his performance far exceeds the time which his employer expects he would take, the overhead charges for each unit of article will increase. There is an indirect implication that a worker should not take more than average time.

Merits: 

• The main advantage of this system is recognition of merit, as efficient is rewarded, It is therefore more equitable then time rate system. 
• It pays workers as per their efficiencies, ability, capacity or performance, so it gives direct stimulus and motivation to the employees for extra efforts, which may result into more productivity. 
• It requires less managerial supervision as total remuneration depends upon units produced, and not on time spent in an organization. 
• Being interested in continuity of his work, a workman is likely to take greater care to prevent breakdown in the machinery or in the work shop. It is a gain to the management since it reduces maintenance expenditure in an organization. 
• As the direct labor cost per unit of production remains fixed and constant, calculation of cost while filling tenders and estimates becomes easier. 
• It results in to not only increase in the output and wages ,but the methods of production too are also improved, as workers demand material and tools free from defects and machinery in perfect operating condition. 

Demerits: 

• If rates of wages are not scientifically fixed and acceptable to the workers, would result into workers exploitation and may prove counterproductive 
• As workers are interested in completion of the job with a greatest speed, may damage the machinery, quality of output or may increase rate of hazards in an organization. 
• Trade unions generally do not like this system of wage payment; they may not have full support and acceptance. It may be the major issue for industrial dispute.

Suitability: It can be introduced generally in jobs of a repetitive nature, when task can be easily measured, inspected and counted. It is practically suitable for standardized processes, and it appeals to skilled and efficient workers who can increase their earnings by working to their best capacity.

III. Balance and Debt System: This system combines time rate and piece rate. Under it a minimum weekly wage is guaranteed for a full weeks’ work, with an alternative piece-rate determined by the rate fixed on the assumption that the worker would put enough effort to earn his minimum wage. If the wages calculated on piece bases are in excess of the time rate, the worker earns the excess. If the piece rate wages are less than the time-rate earnings, he would still get weekly wage, but on the condition that he shall have to make good the excess paid to him out of the subsequent wage he would earn. Suppose a worker is expected to complete at least 10 pieces during the week in order to earn the minimum wage of rs.60, the piece rate has been fixed at a rate of Rs.6 per unit. If the worker produces 12 units within the week, his earning will be Rs.72. If on the other hand he produces only 9 units , he will still be paid Rs. 60 his minimum weekly wage but as on the basis of piece rate his earning should amount to only Rs. 54, the sum of Rs. 6 paid in excess will be debited to him to be deducted out of his subsequent earnings. Thus under this system workers’ wages are determined, by both the number of hours he works and the pieces he produces. So it a hybrid system producing the same benefits and limitations of both the time rate and piece rare system.

In layman’s language the word ‘compensation’ means something, such as money, given or received as payment for service. The word compensation may be defined as money received in the performance of work, plus the many kinds of benefits and services that organization provides their employee. It refers to wide range of financial and non-financial rewards to employee for their service rendered to the organization. It is paid in the form of wages, salaries , special allowance and employee benefits such as paid vacation, insurance, maternity leaves, free travel facility , retirement benefits etc. 

According to Wendell French,” Compensation is a comprehensive term which includes wages, salaries and all other allowance and benefits.”

Wages are the remuneration paid for skilled, semi-skilled and unskilled operative workforce. Salary is the remuneration of those employees who provides mental labour to the employer such as supervisor, office staff, executive etc wages are paid on daily or hourly basis where as salary is paid on monthly basis.

One of the most difficult functions of personnel management is that of determining rates of monitory compensation. It is not only duty for organisation but also equally important to both the organisation and the employee. It is significant to organisation, because wages and salaries constitute the greatest single cost of doing business and it important to the employer because the earning is the only means of economics survival; it is the mean that influence the standard of living, status in society, work as motivational factor, loyalty and productivity. Compensation is a tool used by management for a variety of purpose to further the existence of the company. It is a remuneration that an employee receives in return for his or her contribution in the organisation. So, the employee compensation programs are designed to attract capable employees to the organisation, to motivate them towards superior performance and to retain their services over an extended period of time.

1. The party which gets majority seats in the election forms the government.

2. The leader of the majority party in the election is chosen as Chief Minister.

3. The Chief Minister chooses his ministers from the MLAs of his party.

4. On the advice of the Chief Minister, the Governor appoints the other ministers.

5. Council of Ministers headed by the Chief Minister form the State Government

Incentives can be classified under the following categories:

1. Individual and Organizational Incentives

2. Financial and Non-Financial Incentives

3. Positive and Negative Incentives

1) Individual and Organizational Incentives- According to L.G. Magginson, “Individual incentives are the extra compensation paid to an individual for all production over a specified magnitude which stems from his exercise of more than normal skill, effort or concentration when accomplished in a predetermined way involving standard tools, facilities and materials.” Individual performance is measured to calculate incentive where as organizational or group incentive involve cooperation among employees, management and union and purport to accomplish broader objectives such as an organization-wide reduction in labour, material and supply costs, strengthening of employee loyalty to company, harmonious management and decreased turnover and absenteeism.

I) Individual Incentive System is of two types:

a) Time based System- It includes Halsey Plan, Rowan Plan, Emerson Plan and Bedeaux Plan

b) Production based System- it includes Taylor’s Differential Piece Rate System, Gantt’s Task and Bonus Plan

II) Group Incentive System is of following types

a) Scalon Plan

b) Priestman’s Plan

c) Co-Partnership Plan

d) Profit Sharing

Some important these plans of incentive wage payments are as follows:

Halsey Plan- Under this plan a standard time is fixed in advance for completing a work. Bonus is rewarded to the worker who perform his work in less than the standard time and paid wages according to the time wage system for the saved time.

The total earnings of the worker = wages for the actual time + bonus

Bonus = 33.5% of the time saved (standard time set on past experience)

or

Example: 50% of the time saved (standard are scientifically set)

Time required to complete job (S) = 20 hours

Actual Time taken (T) = 15 hours

Hourly Rate of Pay (R) = Rs 1.5

Calculate the wage of the worker.

Solution: T X R + (\(\frac{S-T}{2}\) ) X R 

15 X 1.5 + (\(\frac{20-15}{2}\) ) X 1.5 = 22.5 + 3.75 = 26.25 Rs

In this equation 3.75 Rs are the incentives for saving 5 hours

Rowan Plan – Under this method minimum wages are guaranteed given to worker at the ordinary rate for the time taken to complete the work. Bonus is that proportion of the wages of the time taken which the time saved bears to the standard time allowed.

Incentive = Wages for actual time for completing the work + Bonus

where, Bonus = \(\frac{S-T}{S}\) X T X R S

Emerson Plan – Under this system, wages on the time basis are guaranteed even to those workers whose output is below the standard. The workers who prove efficient are paid a bonus. For the purpose of determining efficiency, either the standard output per unit of time is fixed, or the standard time for a job is determined, and efficiency is determined on the basis of a comparision of actual performance against the standard. Bedeaux Plan – It provide comparable standards for all workers. The value of time saved is divided both to the worker and his supervisor in the ratio of ¾ and ¼ respectively. A supervisor also helps a worker in saving his time so he is also given some benefit in this method. The standard time for each job is determined in terms of minutes which are called Bedeaux points or B’s. each B represents one minute through time and motion study. A worker is paid time wages upto standard B’s or 100% performance. Bonus is paid when actual performance exceeds standard performance in terms of B’s.

Taylor’s Differential Piece Rate System - F.W. Taylor, founder of the scientific management evolved this system of wage payment. Under this system, there is no guarantee of minimum wages. Standard time and standard work is determined on the basis of time study. The main characteristics of this system is that two rates of wage one lower and one higher are fixed. Those who fail in attaining the standard, are paid at a lower rate and those exceeding the standard or just attaining the standard get higher rate. Under this system, a serve penalty is imposed on the inefficient workers because they get the wages at lower rates. The basic idea underlying in this scheme is to induce the worker at least to attain the standard but at the same time if a worker is relatively less efficient, he will lose much. For example, the standard is fixed at 40 units per day and the piece rate are 40 P. and 50 P. per unit. If a worker produces 40 units or more in a day, he will get the wages at the rate of 50 P per unit and if he produces 39 units will get the wages at 40 paise per unit for the total output.

Gantt’s Task and Bonus Plan - 

In this, a minimum wage is guaranteed. Minimum wage is given to anybody, who completes the job in standard time. If the job is completed in less time, then there is a hike in wage-rate. This hike varies between 25% to 50% of the standard rate.

Profit Sharing – It is a method of remuneration under which an employer pay his employees a share in form of percentage from the net profits of an enterprise, in addition to regular wages at fixed intervals of time.

2) Financial and Non-financial Incentives- Individual or group performance can be measured in financial terms. It means that their performance is rewarded in money or cash as it has a great impact on motivation as a symbol of accomplishment. These incentives form visible and tangible rewards provided in recognition of accomplishment. Financial incentives include salary, premium, reward, dividend, income on investment etc. On the other hand, non-financial incentives are that social and psychological attraction which encourages people to do the work efficiently and effectively. Non-financial incentive can be delegation of responsibility, lack of fear, worker’s participation, title or promotion, constructive attitude, security of service, good leadership etc..

3) Positive and Negative Incentives- Positive incentives are those agreeable factors related to work situation which prompt an individual to attain or excel the standards or objectives set for him, where as negative incentives are those disagreeable factors in a work situation which an individual wants to avoid and strives to accomplish the standards required on his or her part. Positive incentive may include expected promotion, worker’s preference, competition with fellow workers and own ‘s record etc. Negative incentives include fear of lay off, discharge, reduction of salary, disapproval by employer etc.

Employees are paid several benefits in addition to wages, salary, allowances and bonus. These benefits and services are called ‘fringe benefits’ because these are offered by the employer as a fringe. Employees of the organization are provided several benefits and services by the employer to maintain and promote employee’s favorable attitude towards the work and work environment. It not only increases their morale but also motivate them. These provided benefits and services forms the part of salary and are generally refereed as fringe benefits.

According to D. Belcher, “ Fringe benefits are any wage cost not directly connected with the employees productive effort, performance, service or sacrifice”.

According to Werther and Davis, “Fringe embrace a broad range of benefits and services that employees receive as part of their total compensation, packagepay or direct compensation and is based on critical job factors and performance”.

According to Cockman, “ Employee benefits are those benefits which are supplied by an employer to or for the benefits of an employee and which are not in the form of wages, salaries and time rated payments”. These are indirect compensation as they are extended condition of employment and are not related to performance directly.

The party which is elected in majority for the Legislative Assembly forms the government. As per constitutional provisions the ruling party elects its leader who is called the Chief Minister as the head of the government. The Chief Minister, in consultation with the Governor, constitutes a cabinet which includes members of his/her party as ministers. The MLAs who become ministers are allotted with a portfolio. Here the MLAs turned ministers become accountable for the entire state for that particular portfolio.