BIM (TU) Question Paper 2014 – Psychology | Third Semester

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PsychologyTribhuvan University | Faculty of Management
BIM / Third Semester / PSY 201: Psychology
Year: 2071 (2014)

Full Marks: 60 | Time: 3 Hrs
Candidates are required to answer all the questions in their own words as far as practicable.

Group “A”- Brief Answer Questions [10 X 1 = 10]

1. Differentiate RT from TAT.
2. Illustrate the concept of intelligence quotient.
3. How is general factor different from specific factor?
4. Rretrograde amnesia is different from anterograde amnesia. State how?
5. State the role of vicarious reinforcement and vicarious punishment in learning.
6. Illustrate functional fixedness.
7. Point out the cause of forgetting.
8. Why and to whom people obey according to Milgram’s experiment?
9. Identify the components of Maslow’s hierarchy of motives.
10. Define psychology and state three key elements of the definition.

Group “B” – Short Answer Questions: [6 X 5 = 30]

11. What is a big five personality trait? State your view about their influences on job behavior.
12. Describe the evidences that support the role of heredity and role of environment in determining intelligence.
13. What do you mean by problem solving? Explain the steps in problem solving process.
14. How contemporary approach to memory is different from Atkinson and Shiffrin model of memory? Explain.
15. What is person perception? How can it be applied in an organizational work setting?
16. Describe the value of emotions in the context of organizational behavior.

Group “C” – Comprehensive Answer Questions: {4 X 5 = 20]
17. Read the following case carefully and answer the questions that follows:

Rotesh Syangtang has been a production supervisor for ten years. He camp up through the ranks and is known as tough but hardworking supervisor. Kenny Sharma has been a production supervisor for about the same length of time and also came through ranks. Kenny is known as a nice and hardworking boss. Over the past several years, these two supervisor’s section’s have been head and shoulders above the other six sections on hard measures of performance (number of units produced). This is true despite the almost opposite approaches the two have taken in handling their workers. Rotesh explained his approach as follows:

The only way to handle workers is to come down hard on them whenever they make a mistake. In fact, I call them together every once in a while and give them heck whether they deserve or not, just to keep them on their toes. If they are doing a good job, I tell them that’s why they are getting paid for. By taking this approach, all I have to do is walk through my area, and people start working like mad.

Kenny explained her approach as follows:

I do not believe in that human relations stuff of being nice to workers. Nut I do believe that a worker deserves some recognition and attention from me if he or she does a good job. If people make a mistake, I do not jump on them. I feel that we are all entitled to make some errors. Om the other hand, I always point out what the mistake was and what they should have done, and as soon as they do it right, I let them know it. Obviously, I do not have time to give attention to everyone doing things right, but I deliberately try to get around to people doing a good job every once in a while.

Although Rotesh’s section is still right at the top along with Kenny’s section in the units produced, personnel records show that there has been three times more turnover in Rotesh’s section, and the quality control records show that Rotesh’s section has met quality standards only twice in the last six years, while Kenny has missed attaining quality standards only once in the last six years.

Questions:
a. Both these supervisors have similar backgrounds. In the basis of learning theories, how can you explain their opposite approaches to handling people?
b. What are the examples of punishment, positive reinforcement and negative reinforcement found in this case? If Kenny is using a reinforcement approach, how do you explain this statement, “I do not believe in that human relations stuff if being nice to workers”?
c. How do you explain the performance, turnover, and quality results in these two sections of the production department?
d. Assuming yourself in the position of a production supervisor, would you behave like Rotesh or Kenny? Explain with reasons.

Posted By : Hari Prasad Chaudhary | Comment RSS | Category : Bachelor Level, Tribhuvan University
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