IMT Assignments: Contact us for solutions at assignmentssolution@gmail.com

IMT-100: Software Project Management-2014
IMT-100: Software Project Management-2014

PART - A

Q1. What are the benefits of using a project management approach to develop software?

Q2. Describe the relationship among scope, schedule and budget.

Q3. Describe "Software project life cycle".

Q4. Describe the prototyping approach to systems development. When is prototyping appropriate?

Q5. Define, compare and contrast project management processes and project-oriented processes.

PART - B

Q1. Define an IT project methodology and describe its phases.

Q2. Describe Technical Performance parameters for a Software product.

Q3. What is Project Scope and how should it be managed

Q4. What is the purpose of a scope statement? Give an example of a scope statement that might address the needs of an organization that is looking to establish their first Internet web site.

Q5. Compare and contrast top-down and bottom-up estimating? Why would you choose one method over the other?

PART - C

Q1. What is COCOMO? Under the COCOMO model, describe the organic, semi-detached, and embedded models.

Q2. What is a WBS? How does the WBS link the project's scope to the schedule and budget?

Q3. In what ways are project network diagrams similar to Gantt charts and what additional strengths do they have? Explain with an example.

Q4. Describe some of the tools and techniques that can be used to identify IT project risks.

Q5. Capacity Maturity Model (CMM) posits five levels of organizational maturity that are a function of the nature of their processes. Describe how processes mature from the lowest to the highest level.

CASE STUDY-2

Note: read the case carefully and answer the questions given at the end. (M.M: 14)

Tom Walters recently accepted a new position at his college as the Director of Information Technology. Tom had been a respected faculty member at the college for the last fifteen years. The college- a small, private college in the Southwest-offered a variety of programs in the liberal arts and professional areas. Enrollment included 1500 full-time traditional students and about 1000 working-adult students attending an evening program. Many instructors supplemented their courses with information on the Internet and course Web sites, but they did not offer any distance-learning programs. The College's niche was serving students in that region who liked the setting of a small liberal arts college. Like most colleges, its use of information technology had grown tremendously in the past five years. There were a few classrooms in the campus with computers for the instructors and students, and a few more with just instructor stations and projections systems. Tom knew that several colleges throughout the country required that all students lease laptops and these colleges incorporated technology components in to most courses. This idea fascinated him. He and two other members of the Information Technology department visited a local college that had required all students to lease laptop for the past three years, and they were very impressed with what they saw and heard. Tom and his staff developed plans to start requiring students to lease laptops at their college the next year.

Tom sent an email to all faculty and staff in September, which briefly described this and other plans. He did not get much response, however, until the February faculty meeting when, as he described some of the details of his plan, the chairs of the History, English, Philosophy, and Economics departments all voiced their opposition to the idea. They eloquently stated that the college was not a technical training school, and that they thought the idea was ludicrous. Members of the Computer Science Department voiced their concern that all of their students already had state-of-the art desktop computers and would not want to pay a mandatory fee to lease less-powerful laptops. The director of the adult education program expressed her concern that many adulteducation students would balk at an increase in fees. Tom was in shock to hear his colleagues' responses, especially after he and his staff had spent a lot of time planning details of how to implement laptops at their campus. Now what should he do?

After several people voiced concerns about the laptop idea at the faculty meeting, the president of the college directed that a committee be formed to formally review the concept of requiring students to have laptops in the near future. Because the college was dealing with several other important enrollment-related issues, the president named the vice president of enrollment to head the committee. Other people soon volunteered or were assigned to the committee, including Tom Walters as head of Information Technology, the director of the adult education program, the chair of the Computer Science department, and the chair of the History department. The president also insisted that the committee include at least two members of the student body.

The president knew everyone was busy, and he questioned whether the laptop idea was a high-priority issue for the college. He directed the committee to preset a proposal at the next's month's faculty meeting, either to recommend the creation of a formal project team ( of which these committee members would commit to be a part) to fully investigate requiring laptops, or to recommend terminating the concept. At the next faculty meeting, few people were surprised to hear the recommendation to terminate the concept. Tom Walters learned that he had to pay much more attention to the needs of the entire college before proceeding with detailed information technology plans.

Question:

Q1. What is the socio-technical approach to systems development? Based on the above description explain the approach.

Q2. How do sharing experiences in the form of lessons learned lead to best practices in managing and developing systems?

Q3. What should be the best approach of the above project to be initiated and completed successfully?

CASE STUDY-2

Juan Gonzales was a systems analyst and network specialist for a major city's waterworks departments in Mexico. He enjoyed helping the city develop its infrastructure. His next career objective was to become a project manager so he could have been more influence. One of his colleagues invited him to attend an important project review meeting for large government projects, including the Surveyor Pro project, in which Juan was most interested. The Surveyor Pro project was a concept for developing a sophisticated information system that included expert systems, object-oriented databases, and wireless communications. The system would provide instant, graphical information to government surveyors to help them do their jobs. For example after the surveyor touch a map on the screen of a handheld device the system would prompt him or her for the type of information needed for that area this system would help in planning and implementing many projects from laying fiber optic cable to laying water lines. Juan was very surprised however in the majority of the meeting was spend discussing past related issues. The government officials were reviewing many existing projects to evaluate their performance to date and the potential impact on their budgets before discussing the funding for any new projects. Juan didn't understand many of the terms and charts and the charts presenter's wear showing. What was this earned value term they kept referring to. How were they estimating what it would cost to complete projects or who long it would take? Juan thought he would learn more about the new technologies the surveyor Pro-project would use but he discovered that the cost estimate and projected benefits where of most interest to government officials at the meeting it also seemed as if a lot of efforts would go towards detail financial studies before any technical work could even start. Juan wish he had taken some accounting and finance courses so he could understand the acronyms and concepts people wear discussing, Although Juan had degree in electrical engineering. He had no formal education in finance if Juan could understand information systems and networks he was confident that he could understand financial issues on projects too. He jotted down questions to discuss with his colleges after the meeting.

Question:

Q1. Discuss why IT professional should learn cost management and its impact on Projects.

Q2. Suggest few costing models Juan should learn to understand the financial aspects of a project.

Q3. What was Juan's problem? What kind of action plan you will suggest to him.

IMT-13: Management Union Relation-2014
IMT-13: Management Union Relation-2014

SECTION - A



Question 1: Explain the provisions under the Factories Act,1948 with respect to employee health, safety and welfare.

Question 2: What are the essential factors for the success of industrial relations?

Question 3: Discuss the obligations of a registered Trade Union.

Question 4: Which Act introduces a three tier system for industrial relations and how would you determine a justified or unjustified strike?

Question 5: Discuss the meaning and scope of misconduct.



SECTION - B

Question 1: How does ID Act, 1947 distinguish between public and non public utility services.

Question 2: Which are the non statutory machinery set up in ID Act for preservation of industrial peace.

Question 3: Differentiate between adjudication and arbitration.

Question 4: What is IESOA? Discuss the main objectives and provisions of the Act.

Question 5: Discuss three conditions necessary for the Parliament to make laws on any matter of the State List.



SECTION - C

Question 1: How do Certified and Model Standing Orders compare?

Question 2: What are the steps involved in the procedure of disciplinary action.

Question 3: Write short notes on any two:

a. ILO

b. Lay off

Question 4: State the conditions in which the employee is eligible and the circumstances when gratuity is forfeited. Include if any amendments have been made. Mention the formula to calculate gratuity.

Question 5: Discuss the process of collective bargaining in resolving industrial disputes in India with a recent example.







CASE STUDY - 1



Workers versus Volvo: Wheeling in Industrial Dispute

The workers at the only factory of the Swedish bus manufacturing firm Volvo, have struck work for around 60 days now (starting August 2, 2011). So for the last 60 days, every regular employee of Volvo has been protesting outside the factory premises against the oppressive management practices adopted by the company.



Located just 30 kilometres from Bangalore, the strike proceeds even as the management continues to push forward production using a combination of less experienced trainees, probationers and other assorted contract workers hired from staffing agencies. The quantity of production has been strongly impacted and the clients that placed orders with Volvo would need to be doubly concerned about the quality of buses delivered during this period of time.Each Volvo bus is sold between Rs 70 lakh to Rs 1.2 crore.



The genesis of the conflict lies in the low wages at the factory, right from the time the Volvo buses division was set up in 2001. The share of Azad Builders, who had a 30 per cent minority stake in Volvo India, was bought out by Volvo in 2008, making it a fully-owned subsidiary of the Swedish giant. At this point of time, workers were being paid monthly wage of Rs 5,500. After continuous demands from the workers for higher wages – the management consented to give a salary hike of a measly Rs 650 in July 2009. When the workers asked for a higher wage uptick, the management of Volvo insisted that they would only negotiate with a recognised union. This requirement led to the creation of the Volvo Bus Workers Union (VBWU) and was registered in October 2009. The VBWU presented its official charter of demands to the management in January 2010. The VBWU is affiliated to the national union Centre of Indian Trade Unions (CITU).



The management then entered into negotiations with the elected heads of the union on Friday, April 23, 2010. The negotiations went on for a long time and came to a conclusion only at 17:30 hrs on that day. Since the negotiations were to result in the long anticipated wage increases, there was a lot of curiosity among a section of the workers who waited near the meeting room to know what had happened. It was precisely between the conclusion of the meeting and the usual bus-departure time of 17:40 hrs, that Raghuram who was a manager in the administration asked the buses to leave at 17:35 hrs, five minutes before their usual time. Some other workers who were peacefully sitting in the bus, disembarked to protest this decision to send the buses early. The buses were sent out all the same. Being 10 kilometres from nearest town, Hoskote, these buses are the workers sole mode of transport after work.



Upon discovering that the buses had already left, all the workers then went to the management asking for the buses to be recalled, but the management refused. It is during this argument that there was a surge in the crowd which resulted in some people being pushed – both among the workers and the management. This was given a negative spin in the subsequent public relations campaign by Volvo as an assault by the workers on a foreigner, Mr Schwartz. The workers surrounded the management asking for transportation and this brouhaha went on till the early hours of the next day which was a Saturday, a holiday. On the same day the management suspended the representatives of the Union and two others. With no progress in sight, in August 2010, the workers went on a full-strike demanding the required wage hike that had never materialised and the reinstatement of their union representatives.



The strike led to tripartite negotiations and successfully ended with the long awaited wage settlement (valid for three years) with salaries increasing in the range of Rs 3,500-5,000 for the employees. However the workers, to their dismay, started to find themselves being increasingly harassed on the factory floor. All the probation periods were increased by one year, the managers started accusing employees of product sabotage and dragging them to the police, trainees were not regularised and there was an increase in the number of contract workers used (who are paid around half the salary of a regular employee). Apart from this, the management started to resort to other petty actions like denying workers any kind of leaves (whether for exams or personal problems), reducing the quality of transportation (without changing the salary contribution under the transportation head), harassment about breaks and so on.



What should be noted is that the three managers who were involved in the incidents of April 23, have since been moved out of the company or the division. Despite discovering errors on the side of the management during their domestic enquiries, the management did not reinstate the union representatives. While publicly taking a stand supporting dialogue with unions, Volvo internally kept its elected union members under suspension for over a year. With no other legitimate representation and facing increased harassment at the workplace, the workers saw no other option but to go on strike again on August 2, 2011. Their demands were primarily to reinstate the elected representatives of the union and against the harassment of probationers/trainees and regular employees. Subsequently, the union representatives were dismissed and now the strike soldiers on into its 55th day (as on September 25, 2011).



There are some external considerations that need to be factored in to understand the strike in the right perspective.



There has been double-digit inflation in the Indian economy since 2008 and it is through this period that automotive companies have refused to raise wages while trying to increase productivity. Their 'innovative' solution to compensate for rising input costs and market volatility was to increase the pressure on the workers. This not only depicts a profound lack of creative problem solving but has also led to increased industrial disputes from the north to the south of the country in 2011. The clinching aspect is that most of the unrest is limited to the automotive sector which has recently been facing various other market-related problems. It then becomes obvious that the market problems are being transmitted onto the ordinary employees thus reflecting the incompetency of the management.



There has been an increasing usage and exploitation of contract workers by Indian companies. The reaction of firms to local competition and globalisation has been the creative use (and abuse) of contractors and contract workers. The frustration against these rampant practices was recently shown in a trite Supreme Court judgement admonishing a private company for taking advantage of contract workers and summarily dismissing its petition. Labour reforms, while simplifying the laws, should ensure that the workers are protected and allows them to work in a decent work environment. Those in policy-making capacities must keep in mind that Western free-market type relaxed labour practices, were implemented only after enforcing rigorous social security mechanisms and stringent health and safety laws – none of which exist in India.



It is the inability of the managements across India to maturely handle the market and workers that reflects in the high number of industrial disputes across the country. Harassing the workers and increasing their work-loads to intolerable levels is not a solution to market problems. This is understood by the best companies that have survived over long periods of time. While harassing workers may give some short-term marginal benefits in the balance sheets - it will only ruin the enterprise, its image and its products in the longer run. As for the employees of Volvo, small but determined, their struggle for a decent livelihood moves onto another day.



Question 1: Discuss the external plausible considerations that could have factored the strike.

Question 2: What were the workers concerns?

Question 3: How did the management address them?







CASE STUDY - 2



Damodar Electric Supply Corporation

The main business of Damodar Electric Supply Corporation is to supply electric energy to the entire district. General Manager is the Chief Executive, having full authority on all matters of administration. During the last two years, the Corporation has come into financial problems due to economic recession. As such, to bring control on the expenses the General Manager, has issued an unconditional order forbidding supervisory foremen to authorise over-time work under any circumstances. One day, a cable-laying workman was working inside a wet manhole, in the marshy area near a river. About an hour before closing time he realised that he could not finish the job within the regular working hours. He estimated, that the work would be over within four hours more. The foreman having no authority to grant over-time telephoned the Section Officer at the Head Office. Section Officer, unwilling to breach the rule, contacted the Superintendent who in turn asked the Section Officer, to use his discretion. Section Officer conveyed the same message to the foreman. The Foreman, however, was still afraid of the consequences of over-time order. He therefore told the cable lay-man to wrap the cable securely and leave the work, to be finished the next day. During the night, the river went on flood. Water entered the man-hole by the river-side and the ‘cabling’ was damaged. The damage to the cable was corrected after many days, involving a great expenditure.



Question 1: Was the Corporation’s over-time policy wrong?

Question 2:  Does the ‘Management-by-rule’ restrict the initiative of the staff and suppress innovativeness?

Question 3: Under such rules, can there be a sense of achievement and job satisfaction for the subordinates?

Question 4: Do you feel ‘No Rules Situation’ can be advisable for a company?

Question 5: Recommend an over-time Policy to the Damodar Electric Supply Corporation.
IMT-12: Human Resource Management-2014
IMT-12: Human Resource Management-2014

SECTION - A

Q1: Bring out the paradoxes in HRM.

Q2: Discuss the role of HRM in strategy evaluation.

Q3: Define Job Analysis. What are its uses?

Q4: Discuss the common interview problems.

Q5: Explain the career development initiatives.



SECTION - B

Q1: Bring out the salient features of the incentive schemes followed in Indian Industries.

Q2: Describe the components of Executive Remuneration.

Q3: Explain the various steps in the benefits administration.

Q4: How is safety performance assessed?

Q5: Bring out the principles of transfers.



SECTION - C

Q1: Explain the different approaches to Industrial Relations.

Q2: Explain the strategies and techniques adopted by the management to keep their plants union-free.

Q3: What is arbitration? How does it help resolve industrial conflict?

Q4: Explain the typical e-recruiting model.

Q5: What is reverse culture shock? How do MNCs cope with it?



CASE STUDY - 1

Rita and Manoj are post graduates in Management under different streams from the same B-School. Both of them are close friends from the college days itself and the same friendship is continuing in the organisation too as they are placed in the same company, Hi-tech Solutions. Rita placed in HR department as employee counselor and Manoj in Finance department as key finance executive. As per the grade is concerned both are at same level but when responsibility is concerned Manoj is holding more responsibility being in core finance.



By nature Rita is friendly in nature and ready to help the people who are in need. Manoj is an introvert, ready to help if approached personally and is a bit egoistic in nature. They have successfully completed 5 years in the organization. The Management is very much satisfied with both of them as they are equally talented and constant performers.

Rita started noticing some behavioral changes in Manoj and he is not like as he use to be in past. During general conversations she feels that Manoj is taunting her that she is popular among the employees in the organisation on the other hand he is not even recognised by fellow employees.

One morning Mr. Sharma General Manager Hi-tech Solutions received a shocking mail from Manoj about his resignation. Mr. Sharma called Rita immediately and discussed about the same as she is close friend of Manoj. By hearing the news Rita got stunned and said that she do not know this before she also revealed her current experience with him. Mr. Sharma who does not want to lose both of them promised her that he will handle this and he won’t allow Manoj to resign.

In the afternoon Mr. Sharma took Manoj to Canteen to make him comfortable after some general discussion he started on the issue. Manoj, after some hesitations opened his thinking in front of Mr. Sharma. The problem of Manoj is 1) He don’t even get recognized by the people if he comes alone to the canteen but if he is accompanied by Rita he gets well treated by others. 2) one day both of them entered the company together the security in the gate wished them but the next day when he came alone the same security did not do so. 3) Even in meetings held in the office the points raised by Rita will get more value so many a times he keeps silent in the meeting.

This to him is quite degrading on each day of work and this is totally disturbing him. Manoj also questioned that both of them have same qualification and experience in this organisation. More over the responsibilities over him are more valuable than that of Rita. After all these things if he is being ignored or unrecognized by the fellow employees his ego does not allow him to continue here.

By listening to him Mr. Sharma felt that it is not going to be very difficult to stop his resignation. Mr. Sharma explained Manoj the reasons for such partial behavior of the employees.

After listening to Mr. Sharma, Manoj felt sorry for his reaction and ready to take back his resignation.



Question 1: Find the reason that Mr. Sharma would have given to Manoj.





CASE STUDY - 2

The department of Social Services represents a large portion of a county’s budget and total number of employees. The job of eligibility technician is responsible for all client contact, policy interpretation, and financial decisions related to several forms of public aid (e.g., food stamps, aid to families with dependent children). Eligibility technicians must read a large number of memos and announcements of new and revised policies and procedures. Eligibility technicians were complaining they had difficulty reading and responding to this correspondence. The county decided to send the employees to a speed reading program costing $250 per person. The county has 200 eligibility technicians.

Preliminary evaluation of the speed reading program was that trainees liked it. Two months after the training was conducted, the technicians told their managers that they were not using the speed reading course in their jobs, but were using it in leisure reading at home. When their managers asked why they weren’t using it on the job, the typical response was, "I never read those memos and policy announcements anyway."



Questions:

a. Evaluate the needs assessment process used to determine that speed reading was necessary. What was good about it? Where was it faulty?

b. How would you have conducted the needs assessment?

IMT Assignments: Contact us for solutions at assignmentssolution@gmail.com

IMT-11: Managing People-2014
IMT-11: Managing People-2014

PART - A

Q1. Do you agree that HRM is faced with several challenges in today's world? What are the steps that organizations should take to handle these challenges?



Q2. Discuss the issues that an HR department faces in the context of its structure in an organization.



Q3. In the times of economic recession, how would you balance the supply and demand of Human Resources in your organization?



Q4. An HR Audit is expensive, and though organizations are not legally bound to take it, they still pursue it. Why?



Q5. 'The purpose of training is to achieve a change in the behaviour of those trained and to enable them to perform better.' Discuss.

PART - B

Q1. Which appraisal system would you recommend to your organization for appraising its employees and why?



Q2. Write a short note on The Employees' State Insurance Act, 1948.



Q3. 'Separation means cessation of service agreement with the organization.' Discuss the different ways of separation in light of this statement.



Q4. Why is the quality of work life important for the employee and the organization?



Q5: Discuss how the recommendations of the National Commission of Labour can be used effectively in private organizations.

PART - C

Q1. 'Morale is high when there is improved employee contribution, lower labour turnover and absenteeism.' Discuss.



Q2. Design a systematic transfer policy.



Q3. What steps would you take to tackle human relations problems in your organization?



Q4. Why do you think it is important for an organization to involve employees or employee representatives at all levels of the decision-making process?



Q5. Discuss how collective bargaining evolved in India.

Case Study - 1

Human Resource Planning - What is that?

You are a human resource consultant. The newly appointed president of a large paper manufacturing firm has called you:



President: I have been in this job for about one month now, and all I seem to do is interview people and listen to personal problems.



You: Why have you been interviewing people? Don't you have a human resource department?



President: Yes, we do. However, the human resource department does not hire top management people. As soon as I took over, I found out that two of my vice presidents were retiring and we had no one to replace them.



You: Have you hired anyone?



President: Yes, I have, and that is part of the problem. I hired a person from the outside. As soon as the announcement was made, one of my department heads came in and resigned. She said she had wanted that job as vice president for eight years. She was angry because we had hired someone from outside. How was I supposed to know she wanted the job?



You: What have you done about the other vice president job?



President: Nothing, because I am afraid someone else will quit because they were not considered for the job. But that is only half my problem. I just found out that among our youngest professional employees, there has been an 80 per cent turnover rate during the past three years. These are the people we promote around here. As you know, that is how I started out in this company. I was a mechanical engineer.



You: Has any one asked them why they are leaving?



President: Yes, and they all give basically the same answer: They say they do not feel that they have any future here. Maybe I should call them all together and explain how I progressed in this company.

You: Have you ever considered implementing a human resource planning system?

President: Human resource planning? What is that?

Q1. How would you answer the president's question- 'Human resource planning? What is that?'



Q2. What would be required to establish a human resource planning system in this company?



Q3. What measures should the president take to retain good young employees?





Case Study - 2



The New Boss



One of the largest NGOs in Uttar Pradesh and Uttaranchal is the Environment Protection Agency. The grant management section of its water division was formed seven years ago. The main functions of this division are to review applications for grants, engineering designs and requests for change. It also inspects the operation and maintenance of wastewater treatment facilities. Four engineers, one technician and one secretary-cum-programmer reported to Prem Sharan, head of the section. Prem was 36 years old and had headed the section since its inception. He had earned a good reputation for his technical acumen and dedication. Three of the engineers had joined the section recently. The senior engineer, R. Sundaram, had been working there for the last four years. Prem had personally trained him. Because of his experience and expertise, Prem had allotted to him the areas with the most complicated projects. The other three engineers were given less complex regions. They were asked to work closely with Sundaram and learn all they could about the section's work.



At the beginning of the year, Prem decided that the new engineers had gained enough experience to undertake more difficult tasks. He divided the territory on a geographical basis. This section worked fine and the section was able to meet all its objectives.



Three months ago, he accepted an offer with larger responsibilities and growth possibility from a large organization in the private sector. He gave two months' notice to the top management. Time passed, but the top management did not even advertise for a new section chief. People in the section speculated as to who might take over. Most of them hoped that Sundaram would take over. On the Monday of Prem's last week, top executive met with him and the section employees and announced that they had decided to appoint a temporary section head till a new one could be hired. The person chosen was Shyam Mehrotra, a senior engineer from another EPA division. This came as quite a surprise to Sundaram and other people in the section. Shyam had no experience of the section's work. His background was in technical assistance. In his previous job he was required to do research in certain treatment processes so that he could provide more technical performance information to other divisions within the EPA.





Q1. What was the rationale behind Shyam's choice?



Q2. If you were the CEO, what action would you have taken?



Q3. Assess Prem's role as the section chief.



Q4. Was it proper for Prem to leave EPA?
IMT-10: Business Communication-2014
IMT-10: Business Communication-2014

SECTION - A

Q1: Successful communication depends on the common ground between you and your audience. Describe the ways to adapt your message to audience?

Q2: Identify the weakness/choose the right option as the case may be in each sentence:

(a) It is essential that you sign and return back the enclosed form.

(b) The production manager, nor the controller, presented (her, their) opposing views.

(c) Paige forgot to retain her expense vouchers; (this, this oversight) caused a delay in reimbursement.

(d) The consultants' (advice, advise) is to downsize the organization.

(e) I consider your remark a (complement, compliment).

Q3: What planning should you do before you begin writing or speaking?

Q4: You usually would want to build positive attitudes towards the information you are presenting, so in that sense how should you organize informative and persuasive messages?

Q5: Buffers are generally used when writing a bad news message. Discuss the purpose and the common types of buffers?



SECTION - B

Q1: E-mail communities develop their own norms. Mention the e-mail netiquette that should be followed by people who use email communication.

Q2: How will you decide whether to decide whether to use a chronological or a skills resume.

Q3: Find a single word substitute or a shorter phrase for the phrases given below:

(a) In accordance with your request.

(b) Please be advised.

(c) Few and far between.

(d) From the point of view of .

(e) Along the same lines.



Q4: Organize the following text into meaningful paragraphs.

As individuals, we acquire our culture as we grow up within it. It is not something we inherit. We primarily acquire our culture through the socialization process, which "teaches" us to be proper adults and citizens. The main agents for this process are, at first, parents or other guardians. Other people and institutions, particularly schools and religious organizations continue the process. Important values, patterns of thinking, and ways of behaving are passed on in this way. The process is rarely explicit; parents and others are often not conscious of the process themselves. This is important, because the things learned about our culture become deeply embedded in our mental make-up, to the extent that we are ourselves barely aware of them or reflect on them. They act as a kind of taken-for-granted foundations that guide our thinking, feeling and behavior.

Q5: Why is listening such hard work and how can one become a good listener?



SECTION - C

Q1: Is it important to differentiate yourself from other applicants for a job? How can an applicant create that right tone?

Q2: Discuss the main categories of non-verbal communication.

Q3: Suppose that you know that people with your qualifications are in great demand. Is there any reason for you to take effort to write a strong resume.

Q4: Should important e-mail messages be drafted offline? Why?

Q5: Draft a covering letter in response to an announced job opening which evinced a lot of interest in you?



CASE STUDY - 1

John is a 27-year old who is a foodservice manager at a casual dining restaurant. He is responsible for supervising and managing all employees in the back of the house. Employees working in the back of the house range in age from 16 years old to 55 years old. In addition, the employees come from diverse cultural and ethnic backgrounds. For many, English is not their primary language.

John is Safe Serve® certified and tries his best to keep up with food safety issues in the kitchen but he admits it's not easy. Employees receive "on the job training" about food safety basics (for example, appropriate hygiene and handwashing, time/temperature, and cleaning and sanitizing). But with high turnover of employees, training is often rushed and some new employees are put right into the job without training if it is a busy day. Eventually, most employees get some kind of food safety training. The owners of the restaurant are supportive of John in his food safety efforts because they know if a food safety outbreak were ever linked to their restaurant; it would likely put them out of business. Still, the owners note there are additional costs for training and making sure food is handled safely.



One day John comes to work and is rather upset even before he steps into the restaurant. Things haven't been going well at home and he was lucky to rummage through some of the dirty laundry and find a relatively clean outfit to wear for work. He admits he needs a haircut and a good hand scrubbing, especially after working on his car last evening. When he walks into the kitchen he notices several trays of uncooked meat sitting out in the kitchen area. It appears these have been sitting at room temperature for quite some time. John is frustrated and doesn't know what to do. He feels like he is beating his head against a brick wall when it comes to getting employees to practice food safety. He has taken many efforts to get employees to be safe in how they handle food. He has huge signs posted all over the kitchen with these words: KEEP HOT FOOD HOT AND COLD FOOD COLD and WASH YOUR HANDS ALWAYS AND OFTEN. All employees are given a thermometer when they start so that they can temp food. Hand sinks, soap, and paper towels are available for employees so that they are encouraged to wash their hands frequently.



Questions:

1.       What are the communication challenges and barriers John is facing? Suggest solutions.

2.       What are some ways John could use effective communication as a motivator for employees to follow safe food handling practices?





CASE STUDY - 2

Monsooned

Rebecca works with United Technologies, a Chicago based company. She is talking on the phone to Anubhav, the manager of one of United Technologies vendors for customer service outsourcing.

Rebecca: We really need to get all of the customer service representatives trained on our new process in the next two weeks. Can you get this done?

Anubhav: That timeline is pretty aggressive. Do you think it's possible?

Rebecca: I think it will require some creativity and hard work, but I think we can get it done with two or three days to spare.

Anubhav: Ok.

Rebecca: Now that our business is settled, how is everything else?

Anubhav: All's well, although the heavy monsoons this year are causing a lot of delays getting around the city.

Two weeks later…

Anubhav: We've pulled all of our resources and I'm happy to say that 60% of the customer service representatives are now trained in the new process. The remaining 40% will complete the training in the next two weeks.

Rebecca: Only 60%? I thought we agreed that they all would be trained by now!

Anubhav: Yes. The monsoon is now over so the rest of the training should go quickly.

Rebecca: This training is critical to our results. Please get it done as soon as possible.

Anubhav: I am certain that it will be done in the next two weeks.

Questions

1.       Did Anubhav agree to the initial timeline requested by Rebecca? Explain

2.       What might Rebecca be thinking about Anubhav? What might Anubhav be thinking about Rebecca? How will this incident affect their future interactions?
IMT-102: Database Adminitration-2014
IMT-102: Database Adminitration-2014

PART-A



Q1. Which are new data types introduced in SQL SERVER 2008?

Q2. What is a Filegroup? What is their purpose?

Q3. What are the two mechanisms to authenticate users in SQL server 2008? Write their advantages and disadvantages.

Q4. What is a FileStream Data? What are its advantages?

Q5. What is Policy Management? Briefly explain the four evaluation modes.



PART-B



Q1. What are the basic functions for master, msdb, model, tempdb and resource databases?

Q2. What is SQL Profiler, Server Agent and Service Broker?

Q3. What is Collation? Discuss briefly about the various Collation settings in SQL Server 2008.

Q4. Discuss the various Features of various SQL Server Editions?

Q5. What is stored procedure? What are the key benefits of using Stored Procedures?



PART-C



Q1. What is a role of SQL Server Agent service? Briefly explain its component?

Q2. Compare Full recovery model with Bulk-Logged recovery Model?

Q3. What is a role of SQL Profiler and Log File viewer? Briefly explain them

Q4. What do you understand by High Availability options? Compare all the three major options?

Q5. What is Data Collector? Briefly explain its components?





CASE STUDY-1



SQL Server 2008 Runs SAP ERP Database to Support Microsoft Worldwide



Situation

Microsoft has relied on SAP ERP software to run its financial operations since 1996 when it first deployed the solution on Microsoft® SQL Server® 6.5. Since then Microsoft's SAP ERP deployment, which now has a 6.5-terabyte backend database, has grown to join the top 5 percent of the largest SAP ERP deployments worldwide.



With 92,000 employees, operations in 89 countries, and 2007 revenues exceeding U.S.$51 billion, Microsoft has plenty of financial and operational data to track. The company's SAP ERP system handles Microsoft's treasury, worldwide sales, worldwide finance, worldwide human resources, worldwide operations, material management, U.S. payroll, and other mission-critical functions.



The company was happy with how its SAP ERP deployment was running on Microsoft SQL Server 2005 Enterprise Edition and the Windows Server® 2003 Enterprise Edition operating system. SQL Server 2005 had provided excellent performance and rock-solid stability for the company's worldwide SAP-based operations.



SAP ERP performance at Microsoft includes:

•      Over 1,300,000 dialog steps per business day

•      19 million transactions per month

•      An average user response time of less than 0.7 seconds



As the SAP team members looked at the beta edition of SQL Server 2008 they saw features that they wanted to benefit from immediately, including database and backup compression technology and improvements in SQL Server Database Mirroring technologies.



But with so many of the company's mission-critical worldwide systems directly or indirectly dependent upon SAP ERP, the upgrade would need to be seamless, and performance and stability would need to be at least as good as the group had enjoyed with SQL Server 2005. In short, SQL Server 2008 needed to be enterprise grade— even in beta release.



"SAP ERP serves as the financial backbone of Microsoft," says Hans Reutter, Principal OE System Manager at Microsoft. "This means that we don't upgrade our database and other infrastructure without having complete confidence that it is enterprise ready."



In February 2008, Microsoft upgraded its SAP ERP environment to the beta edition of SQL Server 2008 Enterprise running on the Wndows Server 2003 Enterprise Edition operating system. The SAP deployment has a three-tier architecture that includes:

•      Presentation Tier. The presentation tier includes a fat client, the SAP graphical user interface, which is used by some 2,000 heavy users of the SAP environment. The rest of Microsoft's worldwide employees access SAP through a Web browser, with access handled by 4 load-balanced servers running the Windows Server 2003 Enterprise Edition operating system and Internet Information Services (IIS).

•      Application Tier. The application tier includes 12 load-balanced SAP application servers running Windows Server 2003 Enterprise Edition.

•      Database Tier. The 6.5-terabyte SAP ERP database is hosted on the beta edition of SQL Server 2008 Enterprise, running on Windows Server 2003 Enterprise Edition. The database grows by about 200 GB a month. The full database is hosted on a single HP DL585-G5 server with 4-socket quad-core processors and 68 GB of RAM. It is connected using fiber optics to an EMC CX3-80 SAN disk storage array. To help ensure high availability, the database is setup with SQL Server 2008 synchronous database mirroring with automatic failover enabled. The second database server and storage is an exact copy of the primary server and storage to allow a failover without any performance impact.

The SAP deployment takes advantage of features new for SQL Server 2008, including:

•       Data Compression.

•       Backup Compression.

•       Enhanced Auditing.

•       Resource Governor.

•       Enhanced Database Mirroring.

•       Enhanced Autogrowth and Lock Management.



Benefits

Upgrading to SQL Server 2008 Enterprise gave Microsoft the data compression it needed to support better resource utilization and to reduce the size of backup storage required for its 6.5-terabyte SAP ERP database. The Microsoft SAP group plans to use the enhanced auditing feature of SQL Server 2008 to capture access information required for compliance reasons, while enjoying improved high availability with Database Mirroring, and reduced downtime needs with Online Indexing.



Resource Governor will enable the team to define the amounts of resources that individual workloads are allowed to use during execution. "We could use Resource Governor to regulate resources available for backups," says Bregler. "We may want to restrict backups to 10 percent of resources. Or if we wanted to increase the rate of backups, we could increase available resources. Resource Governor is a powerful tool for ensuring that key workloads always have the resources required to get the job done."



Results

Microsoft gained the data compression, backup compression, integrity of change tracking, and other benefits it sought by upgrading its 6.5-terabyte SAP ERP database to SQL Server 2008 Enterprise running on Wndows Server 2003 Enterprise Edition. The combination of Database Mirroring and Online Indexing has reduced the need for scheduled downtime, helping the group to enjoy 99.99 percent uptime for its platform.



SQL Server 2008 Runs SAP ERP Database to Support Microsoft Worldwide

Questions:

(a)  Why Microsoft decided to move on SQL server 2008?

(b)  Briefly explain any new feature of SQL server 2008 used in SAP deployment



CASE STUDY-2



SQL Server 2008 improves supervision of 20,000 company cars

Situation



Secar Bohemia operates automobile tracking systems, systems for monitoring vehicles, people and objects, and fleet management services including electronic drive logging. These services are provided in collaboration with Telefonica 02 Czech Republic and branded "02 Car Control".



The CarControl system currently (beginning of 2008) includes about 3 billion records amounting up to 1 TB, and it is being used by tens of thousands users worldwide, from China to the Russian Federation, in ten language versions.



It is designed to simplify car fleet operations for companies, with special focus on decreasing costs and providing logistics functionality. The system allows up to 20% cost savings on company fleet operations. Key system features include monitoring vehicle movement data and facilitating analysis of that information in the form of output reports.



The CarControl system is based on the .NET technology and uses Microsoft SQL Server as the database back-end.



The system is distributed across a number of servers with specific assigned roles. Generally, servers in the system comprise four categories:

1.       Routers - communication servers, which pre-process incoming data, identify it, classify specific instances, and also manage the units onboard the vehicles.

2.       Application Servers - host the end-user web-/lnternet-based applications that users interact with.

3.       Database servers - store data and provide basic application logic on the database level (such as generating standard reports).

4.       Analytics servers - these are special-purpose servers that perform complex analytic and database operations, such as evaluation of data from the traffic and logistics features. In addition, these servers are used to generate more sophisticated output reports.



Secar Bohemia had great expectations for the development and new features available in Microsoft SQL Server 2008 for the purposes of improving CarControl. "We realize that in order to succeed in a fiercely competitive environment, we have to constantly evolve and enhance our system and keep offering new features to users, to improve the efficiency of car fleet management. Opportunities for further development are exactly what the new Microsoft SQL Server 2008 offers," said Petr Vacek, Deputy Chairman of Secar Bohemia. In 2007, Secar Bohemia increasingly received requests for advanced analysis of input information, and more importantly, for visual presentation of output data such as charts. In addition, the system required optimizations in terms of performance as well as storage size, due to the massively increasing number of customers in the system. Last but not least, work had commenced on the development of a module to monitor the traffic situation.

Secar Bohemia in partnership with KAKTUS Software, which is responsible for the development of CarControl and is a Microsoft Gold Certified Partner, decided to evaluate the pre-release version of Microsoft SQL Server 2008.

This was motivated by the fact that Secar Bohemia was satisfied with the functionality of Microsoft SQL Server 2005 servers that had acted as the core of the Car Control system. Also considered were the low costs of upgrading to the new SQL Server, ease of migration and overall simplicity of moving to the new system. Microsoft SQL Server 2008 was the undisputable winner in all those considerations.



There are several instances of CarControl in operation, three of them in production and one for development and testing. It stands to reason that the initial deployment was completed on the testing version. This involved updating the central database server and the server that processes analytic workloads. Thanks to new database compression and management features, the volume of data decreased substantially, as did the requirements for available disk storage.



The most important features evaluated were deployed on the analytics server. This is where the testing and successful deployment of the following new features was completed: processing of spatial, geometrical and geographical data for the purposes of implementing traffic monitoring tasks, in conjunction with an application developed using SilverLight, also a new technology. Furthermore, a number of advanced analytics were developed and made available to users as reports. The developers implementing the new reports gave high praise to the new Designer tool and visual data presentation capabilities, especially as charts. The test mode was terminated in March 2008. There were no major issues identified in testing.  Secar Bohemia is planning to deploy Microsoft SQL Server 2008 to the remaining instances by the end of 2008.



Benefits

Testing has confirmed that Microsoft SQL Server 2008 is stable and robust, and it provides a number of new features that can be used to expand CarControl in future.



Spatial data

The new SQL Server 2008 enables storing and processing of a wide range of new data types. These include new date and time types. This simplifies and accelerates processing this information. It is also possible to store larger binary data directly to disk. The HierarchylD data type lets developers structure interdependent information in the form of a tree. Last but not least, there are new data types that handle spatial data.



Data analysis and output reports

This is an area where SQL Server 2008 provides a large number of new features. Among the first to be used in CarControl were the output report generating capabilities. For instance, SQL Server enables creating reports in the new Designer tool, closely linking the resulting reports with Microsoft Office products. The key features of the new server that CarControl has put to use include the capability to present data graphically as charts, which can now have a much more attractive appearance compared to the previous version.



"Reliability and rich features are a matter of course in various systems. However, we acknowledge that emotional approach to products is also very significant. That is why systems developed by us offer top-class graphic design and user experience. To achieve this in the CarControl project, Microsoft has provided a tool that enables us to do just that," said David Kalous, Director of KAKTUS Software.



System administration

The new Management Studio significantly decreases the complexity of SQL server administration. SQL Server now includes a new policy framework, which enables setting and enforcing the same configuration settings and policies across multiple servers. New data types and data compression capabilities simplify data space management.



Results

Windows Server 2008, SQL Server 2008, and Visual Studio 2008 provide a secure and trusted platform for creating and running your most demanding applications. Combined, the products provide a solid foundation for next-generation web applications, broad support for virtualization technology, and access to relevant information. Advanced security technology, developer support for the latest platforms, improved management and web tools, flexible virtualization solutions, and access to relevant information from throughout your organization enable a broad array of technology solutions.



SQL Server improves supervision of 20,000 company cars?



Questions:

(a)    What was the business problem at Secar Bohemia?

(b)  Briefly explain the benefits reaped by this company after moving to a new system on SQL server 2008.

IMT Assignments: Contact us for solutions at assignmentssolution@gmail.com

CAM-Computer Aided Management-IMT
 SECTION - A

Question 1: What do you understand by computer aided management? Illustrate.

Question 2: What does a formula do in a spreadsheet?

Question 3: Name and explain four commonly used type's data in worksheet.

Question 4: List five business applications for which one can use excel.

Question 5: List some of the sensitivity tools of Excel.



SECTION - B

Question 1: Describe why organizations need databases.

Question 2: Majority of organizations worldwide have only TPS and MIS as part of their information Systems. Do these organizations really need databases, and if so, why?

Question 3: What is Tally? What is the business value of tally?

Question 4: What is meaning of SPSS? Why is it required for business and management? Justify.

Question 5: What are the various uni-variate tests in SPSS? How to apply them? Write commands of each.



SECTION - C

Question 1: What is the concept of free webhosting? Illustrate

Question 2: Research on Google and list down various free hosting websites.

Question 3: What attributes you would like to include in your professional website? Illustrate why?

Question 4: What are the security challenges for any organization? Illustrate

Question 5: How you can protect individual identity and secure in cyber world?



CASE STUDY - 1

CASE 1: Write the steps required to create three dimension pivot table. (Please attach print out.)



CASE STUDY - 2

Case 2: Create a personal website: upload the reading material, photo, CV, Image, some graphics, and put the website or add URL on google search engine. (Please write URL and printout of the website).


IMT-01: Management Process and Organization

 SECTION - A



Q1: With examples, describe the various functions performed by managers. Also elaborate on Managerial Roles and Operational Approaches to the Management Process.

Q1: Elaborate upon the interrelationship between planning, organizing and control.

Q2: Taking examples, comment on how the macro environment affects the business of an organization

Q3: Why are Corporate Social Responsibility (CSR) initiatives needed? Comment on the pros and cons of CSR activities for the organization

Q4: Elaborate on the steps in Decision Making. Comment on the techniques for effective decision making



SECTION - B

Q1: What is delegation? Comment on the steps in the delegation process. Discuss some reasons for the failure of delegation.

Q2: What is power? With examples, comment on the various sources of power.

Q3: What is employee retention? Why is it important? Comment on the utility of employee retention strategies.

Q4: What is conflict? With examples, comment on the sources of conflict in an organization. Discuss the relevance and impact of culture and gender in conflict handling.

Q5: Why is control important? Taking examples, explain the control process.



SECTION - C

Write Short Notes on:

Q1:  Approaches to Org. Structure and Work Design

a.       Span of Control

b.       Strategic Business Units (SBU)

c.       PERT and Balanced Scorecard

Q2: Ethical questions faced by managers of MNC's. Comment on the ethics of managing the environment around the company with the context of Clean Development mechanism and Carbon Credits

Q3: Goals and Objectives and how a Blue Ocean Strategy can help shape the future direction of the organization.

Q4: Recruitment and Selection Techniques

Q5: Key ingredients of Leadership with examples.

CASE STUDY - 1

(Union Problems at George A. Hormel & Co.)



George A. Hormel & Company has many meat packing plants in the US and one of these plants is located at Austin, Minnesota. During the mid 1980s, the company was faced with a decreasing demand for its products. It became necessary to cut the costs of operations in order to remain in business and be competitive. To keep its costs down, the management of the company cut the base wages of its union employees. This was done arbitrarily and without consulting or negotiating with the union representatives. Even though the dispute between the union and the management had been simmering for a long time at the plant in Austin, it culminated in a strike led by the union in August 1985.

An arbitrator was appointed to act as mediator and due to his recommendation; some of the cuts in wages were restored. The management offered to restore the balance of the cuts at the time when the previous labour contract would expire and a new contract would be signed. The new contract was signed by all the unions at all other Hormel plants, except the one in Austin, and hence the strike. Because of the worker 's strike, the plant was shut down.

The plant remained closed for nearly five months. The strike had not yet been settled when the management at the Austin plant decided to reopen the plant, and accordingly, some union members returned to work. Many other workers refused to return to work and formed a picket line and the local union urged its members not to cross the picket line. The management started to hire new workers to replace those who were on strike. There was conflict between the employees and the workers on strike, so much so that at one time, there was a danger of physical violence and local police had to be called in to restrain the workers who were on strike.

The local union sent some of its members to picket other Hormel plants and asked the union members at these other plants to honour the picket lines and not report for work. About a week after the Austin plant was reopened, the central management fired hundreds of their workers at plants in Texas, Iowa and Nebraska for refusing to cross the picket lines and refusing to report for work. This step was significant because picket lines at the other plants were not set up by the local employees but by the striking employees at the plant in Austin.

The strike at the plant in Austin went into ninth month. Tempers flared and violence erupted and in May 1986 hundreds of strikers fought with police outside the Austin plant. The parent union, United Food and Commercial Workers union also disagreed with the striking workers prompted by the local union, considering the economic slowdown and conditions in the industry. The President of the parent union decided to take over the operations of the local union and started proceedings to appoint a new union leadership at this plant. He believed that the conflict had gone too far and he hoped that with these changes, the strike would be over and the workers could go back to work.

Questions:

Q1. Who were the winners and who were the losers in this conflict?

Q2. Is the conflict between union and management inevitable? What preventive steps can be taken to avoid the

possibility of worker strike? Explain your viewpoints.

Q3. If you were hired as a mediator, after the union went on strike, what step would you recommend in order to

minimize the negative impact of this conflict?



CASE STUDY - 2 (Promotion of Mr. Ritesh Mashroo)

Mr. Ritesh Mashroo was Senior Sales Manager working in Indian Lever Limited, a most reputed FMCG company for a decade. He was an excellent worker and had always achieved beyond the target assigned by his superior. In March 2001 when he returned from his official tour of 15 days, he came to know from his colleagues that the promotion list has been displayed and his name does not appear in that list.

On hearing this, he felt annoyed, humiliated and in his gush of anger entered the office of Mr. Mithun Chatterjee, General Manager (Marketing) and began to discuss:

Mr. Mashroo : Why I have not been promoted, Sir? Since last year you are assuring me to continue working hard and

that I would be promoted this year. This year too, you have not promoted me. What is the matter? (Mr. Chatterjee felt

insulted at Mr. Mashroo's behaviour as some guests were waiting outside his cabin.)

Mr. Chatterjee: First take your seat and cool down. I am indeed surprised to find your name missing in the promotion

list, even though I had recommended you for promotion. As you are aware, these days Vice President (Marketing)

decides on all matters related to promotion and he mentioned about the feedback from the field staff he had received

regarding your poor interpersonal skills. So, I suggest you that you be careful about your work behaviour and try to

improve upon it. We will see next time. (Mr. Mashroo was very angry at Mr. Chatterjee's remark and left the office

uttering that he would meet VP Marketing on this issue. Next day he went to meet Mr. P. Venkatraman.)

Mr. Mashroo: Good morning Sir, I have come to know from Mr. Chatterjee that I have not been given promotion

because of my poor interpersonal skills. Sir, you may be aware that the new sales staff is very arrogant because they

proclaim that they have postgraduate degree from renowned business schools in the country and they are not

interested in working in the field. That is why I have to be strict in managing them, as our ultimate goal is to achieve

the target.

Mr. Venkatraman: Mr. Mashroo, don't feel annoyed. I was just informally discussing with Mr. Chatterjee that if you

started working on your problems you would become VP in few year's time. But as far as this promotion is concerned,

I have already given you 4 rating in your performance and recommended you for the same. I think that HR department

might have made certain changes in the grading and that may have worked against your benefit. Why will I harm you

in getting the promotion; after all, you are the high performer in the company.

Mr. Mashroo: How can it happen, Sir? How can they change the performance rating that you have given? Then in

that case I would like to meet HR Head to know the reason.

Mr. Venkatraman: You may meet HR Head, but it is too late for this year. (Next day, Mr. Mashroo goes to meet Mr.

Ashok Motiramani, Head of Human Resource Department.)

Mr. Mashroo: Good Morning, Sir. I have a problem regarding my promotion. I am the only person in the marketing

department who had for the past five years achieved beyond the target. But this time I have not been given promotion.

Mr. Venkatraman told me, that he had recommended by promotion, but it seems HR department has revised the list

and I am deprived of promotion.

Mr. Ramani: Mr. Mashroo, take it for granted that we cannot change the rating or modify the recommendation of your

VP (Marketing) because he is your HOD. Ultimately, HOD is the final decision-maker for promotional issues of a

department. I am sorry I cannot do anything for you.

Mr. Mashroo moves out of HR department, unable to decide what to do. Finally, he decided to go for long leave.

Answer these questions:

Q1. Reflect on the behaviour of Mr. Mashroo.

Q2. What are the problems in this organization as seen in this situation?

Q3. What would be suggest to Mr. Mashroo as his next course of action?

IMT-05: Advertisement and Sales Promotion

 SECTION - A

Question 1: Explain what is integrated marketing communication?

Question 2: What are the factors we should consider while selecting an advertising agency?

Question 3: Explain the communication process highlighting the roles of the source, medium and message.

Question 4: Discuss the consumer purchase behavior and why do we need to understand this while designing communication.

Question 5: Discuss the role of memory in consumer response to advertising.



SECTION - B

Question 1: Discuss the various objectives of advertising.

Question 2: What are attitudes? How do they influence consumer purchase behavior?

Question 3: Discuss merits and demerits of advertising on TV.

Question 4: What are the factors one should consider before starting the creative designs of advertisements?

Question 5: How is business advertising different from consumer advertising?



SECTION - C

Question 1: Discuss various reasons for the changes in promotion mix expenditure in the last few years.

Question 2: Differentiate between consumer sales promotion and trade promotions , while highlighting tools used for each.

Question 3: What is Public Relations? How companies leverage PR elaborate with examples.

Question 4: Discuss the relative merits and demerits of various modes of entry by a company in the international market.

Question 5: Discuss key challenges in handling sales force.



CASE STUDY - 1

The Reebok brand got a black eye in India last year when an accounting scandal there resulted in parent company Adidas firing Reebok India managing director Subhinder Singh Prem and COO Vishun Bhagat as well as shutting down hundreds of its stores. Now the brand is trying to make a comeback in the world’s second-most-populated country. Adidas is “repositioning Reebok as a premium fitness brand in India as part of a major revival drive," This year alone, Reebok India

"What happened in the past I s behind us. We are now growth-focused and we will start with our new retail format of 'fit hub' stores in India," Adidas Group India Managing Director Eric Haskell says.The Reebok fit-hub stores offer fitness and training products besides advice, guidance and information on community based fitness events. will open 50 'fit-hub' stores in India which will be more than half of the 80 such outlets that the sportswear brand has at present globally, mostly in US, Australia, Korea and Russia.

"This year 50 fit hub stores will be opened. The plan is to open 100 such stores by first quarter of 2014," Haskell said, adding out of the 100 stores, 50 will be new and the remaining half will be renovated ones.Most of the fit-hub stores would come up in metro cities but few new stores would also be located in tier-II cities, he added. The company plans to convert all the existing 490 Reebok stores in India to fit-hub stores in next couple of years. "It should not take longer than two to three years," Haskell said.



Question 1: Critically analyze firms new strategy.

Question 2: Reebok has huge residual equity in the country , suggest how it can be leveraged with communication.



CASE STUDY - 2

On 1st

The company is now focusing its original content programming line up. In an effort to increase weekly hours of original content, the channel will be introducing two new shows which include “The Buddy Project.” Besides it will convert its teen crime show July 2012 , the Channel V viewers were confused as the channel was not there in the list of Music channels. The channel, which was first introduced nearly 15 years ago in the country, was relaunched in 2009 with the “bloody cool” tagline and focused on playing Bollywood music. However from first July it shifted from a music channel category to General entertainment channel category. Music now is just part of an overall strategy to engage with the youth in today’s world for channel V. Its original content garnered higher television ratings compared to its music slot.The broadcaster was playing three hours of music content in a day in the morning slot so far. Some of its rivals play 16-19 hours of music throughout the day.



Gumrah-End of Innocence into a daily show. Its other shows which are directed towards youth are already well entrenched. The company also forayed into Channel V spot coffee parlors and have launched channel V apparels and phone range to attract youth which is their core target market. Moving away from music content and entering into GEC space has been a strategic decision for the firm which is yet to deliver results.



Question 1: What benefit do you see for the firm in the new segment to improve its marketing.



Question 2: Suggest firm a positioning migration plan for smooth acceptance.

IMT-07: Working Capital Management

 SECTION – A

Question 1: The varying ratio between fixed assets and current assets has an impact on profitability/liquidity of a firm. Discuss

Question 2: Enumerate the advantages of trade credit.

Question 3: Write short notes on:

a. Call money market in India

b. Commercial Papers

Question 4: The ABC Ltd sells goods on credit. Its current annual credit sales amounts to Rs 900 lakh. The variable cost is 80%. The credit terms are 2/10, net 30. On the current level for sales the bad debts are 0.75. The past experience has been that 50% of the customers avail of the cash discount, the remaining being financed in the ratio of 2:1 by a mix of bank borrowings and owned funds which costs 25% and 28% per annum respectively. As an alternative to the in house management of receivables, ABC LTD. is contemplating use of full advance non- recourse factoring with the Indbank factors Ltd. The main elements of the deal are:

• Factor reserve 15%

• Guaranteed payment date 24 days after the purchase

• Discount charge 22%

• Commission of other services 4% of the receivables

Analyze the proposal.



Question 5: Following information is available in respect of a trading firm:

• On an average, debtors are collected after 45 days; inventories have an average holding period of 75 days and creditor’s payment period on an average is 30 days.

• The firm spends a total of Rs 120 lakh annually at a constant rate.

• It can earn 10% on investments.

From the above information compute:

a) Cash cycle and cash turnover

b) Minimum amount of cash required to meet the payment obligations

c) Savings by reducing the average inventory holding period by 30 days.





SECTION - B



Question 1: Explain with an example how cash requirements in a particular period are assessed.

Question 2: What are the different forms of bank credit? Explain different modes in which collateral is placed.

Question 3: From the following information you are required to calculate the Economic Order Quantity and the total annual inventory cost.

• Annual Demand:- 2400 units

• Unit Price: Rs 2.40

• Ordering cost per order: Rs 4.00

• Storage Cost: 2% per annum

• Interest Rate: 10% per annum

• Lead time: half month

Question 4: The objective of working capital is not attainable unless factors influencing working capital management are confirmed. Discuss



Question 5: A company deal in consumer durables, having an annual turnover of Rs 80 lakh, 75% of which are credit sales effected through a large number of dealers while the balance sales are made through showrooms on cash basis. Normal credit allowed is 30 days. The company proposes to expand its business substantially and there is a good demand as well. However the marketing manager finds that the dealers have difficulty in holding more stocks due to financial problems. He therefore proposes a change in the credit policy as follows:

Image and video hosting by TinyPic

The product yields an average contribution of 25% on sales. Fixed costs amount to Rs 5 lakh per annum. The company expects a pre tax return of 20% on capital employed. The finance manager after a review of the proposal has recommended increasing the provision for bad debts from the current 0.5% to 1% for proposal A and to 1.5% for proposal B.



Evaluate the merits of the new proposal and recommend the best policy.





SECTION – C



Question 1: A company has a collection of Rs 5,00,000 per day. Mailing and processing delays account for 6 days. If a lock box system is introduced, the delay is reduced to 3 days but the annual cost of the lock box system comes to Rs 50,000.

• How much cash is released on account of the shortening of mailing and processing delay?

• What will be the annual benefit on account of lock box system if the released amount is invested at 10% p.a?

Question 2: Write a note on the JIT in inventory system.

Question 3: Explain the norms suggested by Tandon Committee for providing bank credit.

Question 4: Differentiate between

• Payment float and receivable float

• Budgeting and forecasting

Question 5: From the following information, draw a plan of ABC selective control:

CASE STUDY - 1

A proforma cost sheet of a company provides the following particulars:


   

Amount (Rs)

Raw Material
   

80

Direct Labour
   

30

Overheads
   

60

Total Cost
   

170

Profit
   

30

Selling price
   

200



The following particulars are available:

Raw material in stock, on average one month; material in process, on average half a month; finished goods in stock, on average one month. Credit allowed by suppliers is one month, credit allowed to debtors is two months, lag in payment of wages is one and a half weeks, lag in payment of overhead expenses is one month; one fourth of the output is sold against cash; cash at bank is expected to be Rs 25000. You are required to prepare a statement showing the working capital needed to finance a level of activity of 1,04,000 units of production. Assume that production is carried out during the year evenly.

CASE STUDY - 2

Prepare the cash budget for July-December from the following information. The estimated sales, expenses etc are given below:

Additional Information:

1. 20% of the sales are on cash and the balance on credit.

2. 1% of the credit sales are returned by the customers, 2% of debts are uncollectible, 50% of the good account receivables are collected in the month of the sales and the rest during next month.

3. The time lag in payment of miscellaneous expenses and purchases is one month. Wages and salaries are paid fortnightly with a time lag of 15 days.

4. The company keeps minimum cash balance of Rs 5 lakh. Cash in excess of Rs 7 lakhs is invested in Government securities in the multiples of Rs 1 lakh. Shortfalls in the minimum cash balance are made good by borrowings from the banks. Ignore interest received and paid.
IMT-09: Security Analysis and Portfolio Management

 SECTION - A



Question 1: Define the term ‘investment’ as it relates to securities investments.

Question 2: How do operations on a stock exchange affect the economic life of a nation?

Question 3: Explain the term ‘New Issue Market’. How does it differ from the ‘secondary market’?

Question 4: What is meant by ‘listing of securities’? What are the advantages form the point of view of a company?

Question 5: What is a market index? Outline its utility for security analysis.



SECTION - B

Question 1: Why it is said IPOs are underpriced compared to the price at which they could be marketed?

Question 2: What are the main determinants of the level of interest rates (real and nominal rates)?

Question 3: How do we compute expected return, variance and standard deviation using time series of historical (past) rates of return?

Question 4: Describe the main differences in the historical performance of returns on equity and long-term bonds.

Question 5: Describe how we measure risk with non-normal distributions. What is the meaning of the term “fair game”?



SECTION - C

Question 1: Explain the capital allocation choice across risky and risk-free portfolios.

Question 2: Explain the simplifying assumptions of the basic version of CAPM.

Question 3: Explain the trade-off between liquidity and expected returns.

Question 4: Explain the role of diversification in eliminating the portfolio risk.

Question 5: Explain the role of Security Market Line (SML).







CASE STUDY - 1



Consider a risky portfolio. The end-of-year cash flow derived from the portfolio will be either $50,000 or $150,000 with equal probabilities of .5. The alternative risk-free investment in T-bills pays 5 percent per year.

a. If you require a risk premium of 10 percent, how much will you be willing to pay for the portfolio?

b. Suppose that the portfolio can be purchased for the amount you found in.

(a). What will be the expected rate of return on the portfolio?

c. Now, suppose that you require a risk premium of 15 percent. What is the price that you will be willing to pay?

d. Comparing your answers to (a) and (c), what do you conclude about the relationship between the required risk premium on a portfolio and the price at which the portfolio will sell?



CASE STUDY - 2

Consider the limit-order book depicted in Table below. The last trade in the stock took place at a price of $50.



Limit – Buy Order
   

Limit-Sell Order

Price ($)
   

Shares
   

Price ($)
   

Shares

49.75
   

500
   

50.25
   

100

49.50
   

800
   

51.50
   

100

49.25
   

500
   

54.75
   

300

49.00
   

200
   

58.25
   

100

48.50
   

600
   



a. If a market-buy order for 100 shares comes in, at what price will it be filled?

b. At what price would the next market-buy order be filled?

c. If you were the specialist, would you desire to increase or decrease your inventory of this stock?

IGNOU Assignments: Contact us for solutions at assignmentssolution@gmail.com

MASTER OF SOCIAL WORK: COUNSELLING
MSW(C)
1st Year
Assignments : 2016-2017
Course Titles
MSW-001 : Origin and Development of Social Work
MSW-002 : Professional Social Work: Indian Perspectives
MSW-005 : Social Work Practicum and Supervision
MSW-008 : Social Group Work: Working with Groups
MSW-009 : Community Organization Management for
Community Development
Associate Studentship Courses
MSW-006 : Social Work Research
MSW-010 : Introduction to Philanthropic Social Work
MSW-011 : Working among the Poorest of the Poor
MSWE-001 : HIV/AIDS: Stigma, Discrimination and Prevention
MSWE-003 : Disaster Management
Last Date of Submission of Assignments to the Study Centre
July, 2016 Session – March 31, 2017
January, 2017 Session – September 30, 2017
School of Social Work
Indira Gandhi National Open University
Maidan Garhi, New Delhi – 110068
2
Dear Learner,
Welcome to the MSW (Counselling) program of IGNOU. You have purposefully

chosen to become a post graduate in
Social Work to contribute your mite for improving the social conditions of

our humanity. To successfully complete your
MSW program, kindly follow to following tips:
 Read the programme guide before your begin your studies. It will clarify

most of your doubts regarding
 how to go about doing the MSW studies from IGNOU.
 Submit your assignments to the study centre on time.
 Be in touch with your Study Centre and Regional Centre.
 Fill up the examination form on time.
 Do your field practical¡¦s only under the guidance of a professionally

qualified social worker having MSW/M.A
(Social Work) provided to you from your study centre.
For MSW(C) First year, you have to do one each Tutor Marked Assignments

(TMAs) for MSW-001, MSW-002, MSW-
005, MSW-008, MSW-009, MSW-006, MSW-010, MSW-011, MSWE-001 and MSWE-003.

The TMAs must be submitted
to the Coordinator of the Study Centre allotted to you, latest by March 31,

2017 for those admitted to July 2016 Session
and September 30, 2017 for those admitted to January 2017 Session.
Assignments are open book examination and we at IGNOU assign 30 per cent

weightage to the assignment while calculating
the overall grade for each course. Assignments are to be hand-written or

neatly typed and duly signed on it before its
submission in the study centre. In order to prepare a good set of

assignmentresponses, you must first of all read the
chapter(s) from which a particular question has been framed. Discuss with

your peer-group and academic counselors or
professors who teach you. Prepare a draft, do the necessary correction on

it and then, prepare the final version for submission
to the Study Centre.
Make sure that each question answer starts on a new page. For long and

medium answers, ensure that there is an introduction,
sub-titles for main body and a conclusion. One line should be left between

each paragraph. Make sure your answers
are specific and in your own words and do not copy from books. Your answers

will be exclusively based on the IGNOU
materials only. Preparation of assignments is preparation for your term-end

examination. Therefore take the assignments
seriously.
All the MSW students are expected to pass for Field Work (Social Work

Practicum) separately with 50% marks each by:
i. Field Work Supervisor, and
ii. External Examiner
Your chances of passing in Social Work Practicum will depend on the

supervisor who shall be guiding you. Remember that
only a qualified supervisor with MSW/M.A (Social Work) is eligible to guide

you for your field work. If you have any
difficulty in this regard, please discuss the same with your coordinator at

the study centre. You may also contact Dr. N.
Ramya, the Coordinator of the MSW(C) (ODL) programme on email:

ramya@ignou.ac.in
Your Field Work Journal is to be submitted to the Field Work Supervisor

(FWS) at the study centre. The FWS will assign
the marks and submit the same to the Coordinator at the Study Centre for

forwarding the same to Registrar, SED, IGNOU,
New Delhi-110068.
You have five years in hand to complete the MSW(C) programme. You are free

to submit the journal any time during the
year to the coordinator of the study centre through your supervisor. There

is no specific date for journal submission. The
Evaluation Division will get the journals evaluated twice in a year i.e.

along with the Term End Examination theory papers
of June and December respectively. For this purpose Journals must be

received on or before May 30th and November 30th
respectively in the Evaluation Division, IGNOU, New Delhi.
You are allowed to register for MSW(C) 2nd year after the completion of one

Year. You can also appear for 2nd year theory
papers. However, you can pursue MSWL-048, MSWL-049 i.e. Field Work for 2nd

year only after submitting 1st year Field
Work Journal completed in all respect.
Since social work is a professional programme of study, social work

students are encouraged to take student membership in
the National Association of Professional Social Workers in India (NAPSWI).

For details, you may log on to
www.napswionline.org. You may also like to participate in seminars,

conferences and workshop on social work and related
topics. NAPSWI e-journal will provide such information on a regular basis

along with lots of other information useful to
social workers and para professionals. For details regarding seminar,

conferences and meetings of social work professionals
and students being organized by the school of social work, kindly log on to

www.ignou.ac.in, click on to schools and
then the school of social work.
Dr. N. Ramya
(Programme Coordinator, MSW (Counselling)
3
ORIGIN AND DEVELOPMENT OF SOCIAL WORK
ASSIGNMENT
Course Code: MSW-001
Total marks: 100
Note:
i) Answer all the five questions.
ii) All questions carry equal marks.
iii) Answer to question no. 1 and 2 should not exceed 600 words each.
1) Trace the history of social work in Europe. 20
Or
Discuss the emergence and growth of social work discipline in Asia. 20
2) Elaborate on the historical development of case work in India. 20
Or
Trace the history of social work research. 20
3) Answer any two of the following questions in about 300 words each:
a) Discuss the purpose and objectives of social work. 10
b) What are the components of social action? 10
c) Distinguish between charity and shramdaan. 10
d) Define community work. Discuss the concept and meaning of community

work. 10
4) Answer any four of the following in about 150 words each:
a) Highlight social work values and ethics. 5
b) What is the scope of social case work? 5
c) Briefly explain distance education in social work. 5
d) What are the roles played by a social worker in correctional setting? 5
e) Highlight the scope of social group work. 5
f) Distinguish between qualitative and quantitative research. 5
5) Write short notes on any five of the following in about 100 words each:
a) Social welfare administration 4
b) Social reform 4
c) Social justice 4
d) Social network 4
e) Friendly visitors 4
f) Community organization 4
g) Community development 4
h) Rapport building 4
4
PROFESSIONAL SOCIAL WORK: INDIAN PERSPECTIVES
ASSIGNMENT
Course Code: MSW-002
Total marks: 100
Note:
i) Answer all the five questions.
ii) All questions carry equal marks.
iii) Answer to question no. 1 and 2 should not exceed 600 words each.
1) Discuss the contribution of social reformers in India before

Independence. 20
Or
Explain the characteristics of Gandhian Social Work. 20
2) Define social movement. Discuss peasant movement in India. 20
Or
Discuss the initiatives taken by Central and State governments after

independence. 20
3) Answer any two of the following questions in about 300 words each:
a) Explain the stages of social work education in India. 10
b) Enumerate the Social Work ideals in Sikhism. 10
c) Briefly explain the contribution of NGOs to social welfare services in

India. 10
d) Discuss the process involved in policy formulation with examples. 10
4) Answer any four of the following in about 150 words each:
a) How Christianity has contributed towards health care. 5
b) Explain SOS Children’s Villages in India. 5
c) Mention three salient reasons for gaps in social work literature. 5
d) What are the important features of Community Development Projects? 5
e) Mention few skills required for practicing professional social work. 5
f) Elaborate on SNDP Movement. 5
5) Write short notes on any five of the following in about 100 words each:
a) Missionaries of Charity 4
b) Objectives of NAPSWI 4
c) Social work in educational setting 4
d) Techniques of Satyagrah 4
e) Wakfs 4
f) Percepts in Buddhism 4
g) Arya Samaj Movement 4
h) Social work values 4
5
SOCIAL WORK PRACTICUM AND SUPERVISION
ASSIGNMENT
Course Code: MSW-005
Total Marks: 100
i) Answer all the five questions.
ii) All questions carry equal marks.
iii) Answer to question no. 1 and 2 should not exceed 600 words each.
1) Highlight the competencies that are required of a social work student.

20
Or
List out the principles of social work practice that focus on individual

clients and client group. 20
2) Discuss the impact of stress on professional functioning. 20
Or
Describe the role of social worker in community health. 20
3) Answer any two of the following questions in about 300 words each :
a) Differentiate between field practicum in conventional and distance

education systems. 10
b) Explain the field work standards and activities in employment based

practicums. 10
c) Discuss the various styles of supervision. 10
d) Describe field work practicum in donor agencies. 10
4) Attempt any four of the following in about 150 words each:
a) What are the global standards for field education and training? 5
b) Explain verbal communication skills. 5
c) Discuss the qualities of a supervisor. 5
d) Highlight the ethical and legal issues in social work practicum. 5
e) Differentiate between social survey and social research. 5
f) Enlist the types of evaluation research. 5
5) Write short notes on any five of the following in about 100 words each:
a) Individual Conferences 4
b) Probation 4
c) Practicum in NGOs 4
d) Corporate Social Responsibility 4
e) Group Conferences 4
f) Correctional Social Work 4
g) Social Workers and Community Health 4
h) Needs assessment of community 4
i) Skills requirements of social case work 4
6
SOCIAL GROUP WORK: WORKING WITH GROUPS
ASSIGNMENT
Course Code: MSW-008
Total marks 100
Note:
i) Answer all the five questions.
ii) All question carry equal marks.
iii) Answer to question No. 1 and 2 should not exceed 600 words each.
1) Trace the historical development of group work. 20
Or
What is Group development? Elaborate on the stages of group development. 20
2) Discuss the relevance of ‘life skills education’ in social group work.

20
Or
Explain the concept and the process of forming SHGs. 20
3) Answer any two of the following questions in about 300 words each:
a) Elaborate on different types of groups. 10
b) Explain the theory of group dynamics. 10
c) Discuss group work in Institutional setting. 10
d) Highlight the purpose of group work. 10
4) Write short notes on any five of the following in about 150 words each:
a) Describe group work in Community setting. 5
b) Identify the key characteristics of ‘Task Groups’. 5
c) Briefly discuss the basic values of social group work. 5
d) Describe leadership styles. 5
e) Enlist qualities of a group leader. 5
f) Explain recording in social group work. 5
5) Write short notes on any five of the following in about 100 words each:
a) Group work in de-addiction centres 4
b) Factors influencing group formation 4
c) Principles of Programme planning 4
d) Leadership and power 4
e) Social action groups in India 4
f) Group work in Juvenile homes 4
g) Remedial model of group work 4
h) Psychodrama 4
7
COMMUNITY ORGANIZATION MANAGEMENT FOR
COMMUNITY DEVELOPMENT
ASSIGNMENT
Course Code: MSW-009
Total Marks: 100
Note:
i) Answer all the five questions.
ii) All question carry equal marks.
iii) Answer to question No. 1 and 2 should not exceed 600 words each.
1) Define social action. Discuss its scope and relevance. 20
Or
Describe the diverse models of community organization. 20
2) Identify and explain the critical issues of rural communities. 20
Or
Discuss the POSDCoRB view about the scope of social welfare administration.

20
3) Answer any two of the following questions in about 300 words each :
a) Discuss the meaning and concept of social policy. 10
b) Define and describe tribal communities. 10
c) Explain the values, purposes and assumptions underlying community

organization. 10
d) Highlight the relevance of community organization for community

development. 10
4) Attempt any four of the following in about 150 words each:
a) Briefly state the purpose of budgeting. 5
b) What do you understand by the term community development? 5
c) Discuss briefly community practice with the marginalized groups. 5
d) Enlist the roles of community organizer. 5
e) Explain Change Agent and Client System. 5
f) Briefly enlist the models and their sub-types as given by Britto. 5
5) Write short notes on any five of the following in about 100 words each:
a) Non-governmental organizations 4
b) Structured organizations 4
c) Central Social Welfare Board (CSWB) 4
d) Social Auditing 4
e) Fund raising 4
f) Goals of NRHM 4
g) Rural Urban Continuum 4
h) Denotified and Nomadic Tribes 4
8
SOCIAL WORK RESEARCH
ASSIGNMENT
Course Code: MSW-006
Total Marks: 100
Note:
i) Answer all the five questions.
ii) All questions carry equal marks.
iii) Answer to question no. 1 and 2 should not exceed 600 words each.
1) Explain the conceptual foundations of Scientific Research. 20
Or
Highlight the main steps in qualitative research. 20
2) Enlist the types of probability sampling. 20
Or
Discuss briefly the steps of analysis of quantitative data. 20
3) Answer any two of the following questions in about 300 words each :
a) Explain the importance of hypothesis in social science research.
b) Describe the various steps in case study method.
c) Discuss the levels of measurement in social research.
d) Enlist the measures of central tendency.
4) Attempt any four of the following in about 150 words each:
a) What are the steps involved in Experimental Research? 5
b) Explain the scope of research in social work. 5
c) Discuss the styles of referencing used in research reports. 5
d) What is action research? 5
e) Describe the limitations of rating scale. 5
f) Enlist the uses of expressive documents. 5
5) Write short notes on any five of the following in about 100 words each:
a) Hypothesis in Experimental Research 4
b) Quasi Experimental Research Design 4
c) Interview schedule 4
d) Bivariate analysis 4
e) Operationalization of Concepts 4
f) Diagnostic Research Studies 4
g) Questionnaire 4
h) Quartile Deviation 4
9
INTRODUCTION TO PHILANTHROPIC SOCIAL WORK
ASSIGNMENT
Course Code: MSW-010
Total marks 100
Note:
i) Answer all the five questions.
ii) All question carry equal marks.
iii) Answer to question No. 1 and 2 should not exceed 600 words each.
1) Trace the history of Philanthropic social work. 20
Or
Define Philanthropic social work. What are the major methods of

philanthropic social work? 20
2) Write a short note on the contribution of religion in the development of

philanthropic social
work. 20
Or
Discuss the emergence and growth of Non-Profit organizations. 20
3) Answer any two of the following questions in about 300 words each
a) Discuss the relationship between philanthropy and Professional social

work 10
b) Enlist the various types of civil society groups. 10
c) Explain the importance of Resource Management for philanthropic social

work? 10
d) Why should the corporate sector take responsibility for social

development? 10
4) Write short notes on any four of the following in about 150 words each:
a) What is a donor agency? 5
b) Explain Philanthropy in Christianity 5
c) What do you understand by human rights? 5
d) Explain various sources of financial resources for philanthropic social

work. 5
e) Write about Non-Profit Organizations (NPos) 5
f) Discuss fund raising. 5
5) Write short notes on any five of the following in about 100 words each:
a) Values and principles of philanthropic social work. 4
b) Philanthropy and Buddhism. 4
c) Role and skills of Philanthropic social worker. 4
d) Government as a stakeholder in philanthropic sector. 4
e) Obstacles for Corporate Social Responsibility. 4
f) Women in Philanthropic social work. 4
g) Civil Society. 4
h) Universal Declaration of Human rights (UNDHR). 4
10
WORKING AMONG THE POOREST OF THE POOR
ASSIGNMENT
Course Code: MSW-011
Total marks 100
Note:
i) Answer all the five questions.
ii) All question carry equal marks.
iii) Answer to question No. 1 and 2 should not exceed 600 words each.
1) Discuss the social welfare services provided by Mother Teresa. 20
OR
Describe the life, work and charisma of Vinoba Bhave. 20
2) Explain the situation of street children and rag pickers in India. 20
OR
What is your understanding of disasters? Discuss some of the types and
impacts of disasters in India. 20
3) Answer any two of the following questions in about 300 words each.
a) Briefly discuss the spectrum of NGO Activities in the modern world. 10
b) Explain some of the philanthropic interventions by FBOs. 10
c) Discuss the practical tips for the success of a philanthropic social

work enterprise. 10
d) Examine the impact of globalization on the aged. 10
4) Answer any four of the following questions in about 150 words each:
a) What is the significance of Anandwan? 5
b) Enlist the issues and challenges faced by FBOs in the new millennium. 5
c) What are the major projects of Missionaries of Charity in India? 5
d) Write short note on homeless people. 5
e) Highlight some of the factors in prevention of mental retardation. 5
f) Explain various rehabilitation aspects of Leprosy. 5
5) Write short notes on any five of the following questions in about 100

words each:
a) Ramakrishna Mission 4
b) Nirmal Hriday 4
c) Juveniles in conflict with law 4
d) Children of commercial sex workers 4
e) Child labour 4
f) HIV/AIDS social work Intervention 4
g) Refugees 4
h) Salient features of Disaster Management Act, 2005 4
11
HIV/AIDS: STIGMA, DISCRIMINATION AND PREVENTION
ASSIGNMENT
Course Code: MSWE-001
Total Marks: 100
Note:
i) Answer all the five questions.
ii) All question carry equal marks.
iii) Answer to question No. 1 and 2 should not exceed 600 words each.
1) Discuss various factors responsible for increasing the risk of HIV

infection. 20
Or
Illustrate special issues relating to women and children such as pregnancy

and breast
feeding in the context of HIV/AIDS. 20
2) Explain the HIV/AIDS vulnerability factors of workers in the organized

and unorganized sectors.
20
Or
State the initiatives taken by the Government of India for the control and

prevention of HIV/AIDS
in the country. 20
3) Answer any two of the following questions in about 300 words each :
a) What are the ways in which one can be infected with HIV/AIDS? 10
b) Describe the economic impact of HIV and AIDS at the family and community

levels. 10
c) Discuss the specific socio-cultural factors that increase the

vulnerability to HIV infection. 10
d) Explain the various types of tests available for testing HIV.
10
4) Attempt any four of the following in about 150 words each:
a) Enlist the role of IEC in HIV/AIDS prevention. 5
b) What is the importance of the theories of behavior change in the context

of HIV prevention?
5
c) Define counseling and briefly state the significance of counselling in

the context of
HIV/AIDS. 5
d) Discuss the issues addressed by counsellors in pre-test and post-test

counselling. 5
e) What are the seven guidelines for interventions with youth? 5
f) According to NACO, what should be the prevention efforts with MSM? 5
5) Write short notes on any five of the following in about 100 words each:
a) ABC 4
b) Primary and secondary prevention 4
c) Stigma among professional service providers 4
d) Stigma within the family 4
e) Goal mission of UNAIDS 4
f) Functions of NACO 4
g) HIV/AIDS treatment 4
h) Gender vis-à-vis HIV 4
12
DISASTER MANAGEMENT
ASSIGNMENT
Course Code: MSWE-003
Total Marks: 100
Note:
i) Answer all the five questions.
ii) All question carry equal marks.
iii) Answer to question No. 1 and 2 should not exceed 600 words each.
1) Discuss various models of Disaster Management. 20
Or
Illustrate various case studies ascertaining the need for gender sensitive

disaster management. 20
2) Explain what is Incident Command System (ICS) and how it works. 20
Or
Describe the principles and approaches for post-disaster recovery. 20
3) Answer any two of the following questions in about 300 words each :
a) Define disasters and briefly discuss various perspectives on disasters.

10
b) Describe the concept of an End to End Early Warning System. 10
c) Discuss the process and practice of Managing Relief Commodities and

Services. 10
d) Explain the main features of the ECLAC methodology for assessment. 10
4) Attempt any four of the following in about 150 words each:
a) Enlist the important features of a disaster recovery plan? 5
b) Explain the concept of disaster management cycle. 5
c) What is unified command? 5
d) Why is triage done in case of mass casualty incidents? 5
e) What are the various types of vulnerability? 5
f) Discuss the salient features of man-made disasters. 5
5) Write short notes on any five of the following in about 100 words each:
a) Mandate of NDMA 4
b) Calamity Relief Fund (CRF) 4
c) Difference between a forecast and warning 4
d) Mitigation 4
e) Gender 4
f) Disaster Crunch Model 4
g) Vulnerability and Capacity Assessment (VCA) 4
h) The Disaster Management Act 2005 4