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Customized assignments NMIMS assignments September 2019

Course: Information Systems for Managers  

1. The Government of India has planned to harness the benefits of the cloud and has undertaken the ambitious initiative "GI Cloud" which has been named as "MeghRaj". The aim of this initiative is to facilitate quick delivery of e-services in the country to the citizens while optimizing ICT spending of the Government. This will ensure optimum utilization of the infrastructure and speed up the development and deployment of eGov applications. Meghraj will provide services to the government departments, citizens and businesses through internet as well as mobile connectivity. What are the expected benefits from this initiative to the citizens? What could be the challenges in this initiative? (10 Marks)             
2. The Indian Banking scenario has undergone a radical change in the last two decades. While it was once necessary to visit the branch to carry out various transactions, customers today have an access to multiple platforms to conduct various transactions. Royal Bank of India, a leading bank in India is facing several challenges with their existing approach of systematically engaging with their customers and making the correct product offering. As a result, it is failing to boost its revenues. In order to address this challenge, the bank plans to use analytics to analyze customer requirements and journey better. How in your opinion can Royal Bank of India use analytics to engage better with customers by predicting their behaviour? (10 Marks)            
3. A food-tech start-up plans to use Enterprise Resource Planning (ERP) software to help automate all the tasks within the organization. As the Chief Technology Officer (CTO) to this start-up, 
a. What factors will you consider when you select the right ERP vendor for your start-up? 
(5 Marks) 
b. Would you select an open source ERP software or an on premise solution for your implementation? Give justification for your answer. (5Marks)

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Customized assignments NMIMS assignments September 2019

Course: Management Theory and Practice

1. Mr. Rathi, a Tax consultant has advised you to invest in property to save money in taxes. You have been paying a lot of money through taxes, so you take his advice and now plan to buy a new house for investment purpose. Explain various steps that you will go through in making a decision for purchasing a new house. 
(10 Marks)


2. There are three models of decision making, explain the model that will apt for purchasing a house. Explain the same with reason. Also, suggest the reason for not accepting the remaining models for purchase of the house. (10 Marks) 

3. a. As per Maslow’s need of hierarchy model where do you stand in the model if you are: 
Situation A: Purchasing the house for your personal stay and usage. 
Situation B: Purchasing the house for investment purpose. 
Explain the above given points with detail reasons. 
(5 Marks)        
3. b. As per Alderfer’s ERG Model where do you stand in the model if you are: 

Situation A: Purchasing the house for your personal stay and usage. 
Situation B: Purchasing the house for investment purpose. 
Explain the above given points with detail reasons. (5 Marks)

NMIMS assignments September 2019: Contact for answers at assignmentssolution@gmail.com

NMIMS assignments September 2019: Contact for answers at assignmentssolution@gmail.com

Customized assignments NMIMS assignments September 2019

Course: Information Systems for Managers  

1. The Government of India has planned to harness the benefits of the cloud and has undertaken the ambitious initiative "GI Cloud" which has been named as "MeghRaj". The aim of this initiative is to facilitate quick delivery of e-services in the country to the citizens while optimizing ICT spending of the Government. This will ensure optimum utilization of the infrastructure and speed up the development and deployment of eGov applications. Meghraj will provide services to the government departments, citizens and businesses through internet as well as mobile connectivity. What are the expected benefits from this initiative to the citizens? What could be the challenges in this initiative? (10 Marks)             
2. The Indian Banking scenario has undergone a radical change in the last two decades. While it was once necessary to visit the branch to carry out various transactions, customers today have an access to multiple platforms to conduct various transactions. Royal Bank of India, a leading bank in India is facing several challenges with their existing approach of systematically engaging with their customers and making the correct product offering. As a result, it is failing to boost its revenues. In order to address this challenge, the bank plans to use analytics to analyze customer requirements and journey better. How in your opinion can Royal Bank of India use analytics to engage better with customers by predicting their behaviour? (10 Marks)            
3. A food-tech start-up plans to use Enterprise Resource Planning (ERP) software to help automate all the tasks within the organization. As the Chief Technology Officer (CTO) to this start-up, 
a. What factors will you consider when you select the right ERP vendor for your start-up? 
(5 Marks) 
b. Would you select an open source ERP software or an on premise solution for your implementation? Give justification for your answer. (5Marks)

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Employee retention has become a major concern for corporates in the current scenario. Individuals once being trained have a tendency to move to other organizations for better prospects. Lucrative salary, comfortable timings, better ambience, growth prospects are some of the factors which prompt an employee to look for a change. Whenever a talented employee expresses his willingness to move on, it is the responsibility of the management and the human resource team to intervene immediately and find out the exact reasons leading to the decision.

Need & Importance of Employee Retention

Let us understand why retaining a valuable employee is essential for an organization.

• Hiring is not an easy process: The HR Professional shortlists few individuals from a large pool of talent, conducts preliminary interviews and eventually forwards it to the respective line managers who further grill them to judge whether they are fit for the organization or not. Recruiting the right candidate is a time consuming process.
• An organization invests time and money in grooming an individual and make him ready to work and understand the corporate culture: A new joinee is completely raw and the management really has to work hard to train him for his overall development. It is a complete wastage of time and money when an individual leaves an organization all of a sudden. The HR has to start the recruitment process all over again for the same vacancy; a mere duplication of work. Finding a right employee for an organization is a tedious job and all efforts simply go waste when the employee leaves.
• When an individual resigns from his present organization, it is more likely that he would join the competitors: In such cases, employees tend to take all the strategies, policies from the current organization to the new one. Individuals take all the important data, information and statistics to their new organization and in some cases even leak the secrets of the previous organization. To avoid such cases, it is essential that the new joinee is made to sign a document which stops him from passing on any information even if he leaves the organization. Strict policy should be made which prevents the employees to join the competitors. This is an effective way to retain the employees.
• The employees working for a longer period of time are more familiar with the company’s policies, guidelines and thus they adjust better: They perform better than individuals who change jobs frequently. Employees who spend a considerable time in an organization know the organization in and out and thus are in a position to contribute effectively.
• Every individual needs time to adjust with others: One needs time to know his team members well, be friendly with them and eventually trust them. Organizations are always benefited when the employees are compatible with each other and discuss things among themselves to come out with something beneficial for all. When a new individual replaces an existing employee, adjustment problems crop up. Individuals find it really difficult to establish a comfort level with the other person. After striking a rapport with an existing employee, it is a challenge for the employees to adjust with someone new and most importantly trust him. It is a human tendency to compare a new joinee with the previous employees and always find faults in him.
• It has been observed that individuals sticking to an organization for a longer span are more loyal towards the management and the organization: They enjoy all kinds of benefits from the organization and as a result are more attached to it. They hardly badmouth their organization and always think in favour of the management. For them the organization comes first and all other things later.
• It is essential for the organization to retain the valuable employees showing potential: Every organization needs hardworking and talented employees who can really come out with something creative and different. No organization can survive if all the top performers quit. It is essential for the organization to retain those employees who really work hard and are indispensable for the system.

The management must understand the difference between a valuable employee and an employee who doesn’t contribute much to the organization. Sincere efforts must be made to encourage the employees so that they stay happy in the current organization and do not look for a change.

Key strategies

Good retention starts from the time you hire employees to the time they leave your company. See how tweaking some of your employment practices can have a big impact on employee retention:

• Recruitment and hiring. It’s worth spending time and effort on recruiting. When there’s a good match between employees and your organization, retention is less likely to be an issue.
• Orientation and onboarding. Again, it’s worth having good practices in place. Treating employees right in the critical early stages of employment has been proven to enhance retention.
• Training and development. Training and development are key factors in helping employees grow with your company and stay marketable in their field.
• Performance evaluation. When employees know what they’re doing well and where they need to improve, both they and your organization benefit.
• Pay and benefits. While today many employees tend to rate factors such as career development higher than pay, good pay and benefits still count.
• Internal communication. Effective communication can help ensure that employees to want to stay with your company. Employees need to know—and be reminded on a regular basis—how the organization is doing and what they can do to help.
• Termination and outplacement. Employees who leave on good terms are much more likely to recommend your company, and in doing so, help you attract and retain future employees.

Engage employees to increase retention

Engaging your employees—that is, making sure that they are committed and productive in their work—can benefit you as much as it benefits employees.

If you hire the right employees, chances are good they’ll be engaged—committed to your business and happy in their work. But to ensure ongoing engagement, you as an employer must play a major role, particularly when it comes to communication. Consider these five strategies:

• Be clear on what your business stands for. Your company’s mission and vision and brand must be front and center in everything you do.
• Communicate well and often. Your employees need to know—on a continuous basis—how both they and your company are doing.
• Understand generational differences. To get the best out of all your employees, know what motivates different generations.
• Find out what your employees need. Ask your employees on a regular basis how they’re doing, and be ready to follow up on their input.
• Empower all employees to do their best. Provide the leadership, resources, and training your employees need to realize their potential.

Understanding what engages employees can help during all phases of the employment cycle—from recruitment to training to performance assessment and beyond. It’s also much easier to retain employees who are engaged and committed to your company’s success

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Hofstede's cultural dimensions theory is really a framework for mix-cultural communication, produced by Geert Hofstede. It describes the results of the society's culture around the values of their people, and just how these values connect with behavior, utilizing a structure produced from factor analysis. The idea continues to be broadly utilized in several fields like a paradigm for research, specifically in mix-cultural psychology, worldwide management, and mix-cultural communication.

The initial theory suggested four dimensions along which cultural values might be examined: individualism-collectivism uncertainty avoidance power distance (strength of social hierarchy) and maleness-femininity (task orientation versus person-orientation). Independent research in Hong Kong brought Hofstede to include a fifth dimension, lengthy-term orientation, to pay for facets of values not discussed within the original paradigm. Within the 2010 edition of Cultures and Organizations: Software from the Mind Hofstede added a sixth dimension, indulgence versus self-restraint, because of co-author Michael Minkov's analysis of information in the World Values Survey. Further studies have refined a few of the original dimensions, and introduced the main difference between country-level and individual-level data in analysis.

Hofstede's work established a significant research tradition in mix-cultural psychology and has additionally been attracted upon by researchers and consultants in lots of fields associated with worldwide business and communication. It remains a significant resource in mix-cultural fields. It's inspired many other major mix-cultural studies of values, in addition to research on other facets of culture, for example social beliefs.

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Look at training means calculating the potency of an exercise program. Evaluation works well for defining the training outcomes more dramatically, remove unnecessary training content, and be sure that the training method meets working out requirements of the learners and therefore from the business. This effectiveness is really as much about short-term retention as concerning the lengthy-term retention and application by learners.

Today most organizations discuss calculating the potency of working out programs. Some traditional institutions have mechanisms in position where they measure the potency of the classroom training programs, most contemporary day training programs continue to be not evaluated fairly or precisely.

Evaluating training effectiveness is essential since it sheds light on four aspects. They include: How good working out program met the learner’s needs and objectives What understanding and skills it's imparted to learners What desirable change it out has introduced within the learners’ performance What business benefits it's produced...

Kirckpatrick’s Four Amounts of Evaluation

There are many approaches accustomed to measure the potency of learning a goal way. A very common approach is Kirkpatrick’s Four Amounts of Evaluation, produced by Dr. Jesse Kirkpatrick in 1959. Within this model, each successive evaluation level is made on information supplied by the sooner lower level. The 4-Levels are listed below:

• Level 1 - Reaction. How much did the participants discover the training helpful, challenging, well-structured, organized, and so forth?

• Level 2 - Learning. How much did participants improve understanding and skills and alter attitudes because of working out?

• Level 3 - Conduct. How much did participants change their conduct during the workplace because of working out?

• Level 4 - Results. What measurable business benefits resulted in the learning terms for example productivity, efficiency and purchasers revenue?

By dealing with and analyzing all these four levels, you will gain an intensive knowledge of how effective your training was, and the best way to improve later on. It isn't that performing an assessment at one level is much more essential that another. All amounts of evaluation are essential. Actually, the Kirkpatrick model explains the effectiveness of performing training evaluations each and every level. Each level supplies a diagnostic checkpoint for problems in the succeeding level.

NMIMS Customized assignments Dec 2018 assignments NIBM MBA ANSWER, Solution SHEETS – NIBM EMBA Solution, ANSWER SHEETS – NIBM CASE STUDY

There's little evidence that managers really listen or act differently - the procedure doesn't have value when the managers don’t act differently because of the information. Just receiving feedback might not be enough to alter management behavior. And many processes don't require managers to construct formal action plans after receiving their survey results. Once they do, there's no HR follow-up several weeks later. Some managers should be unable or prepared to change. Additionally, if employees observe that laptop computer doesn’t change anything, employees may go through frustrated as well as fooled through the “sham” process.

• Managers and workers are not trained - managers are frequently not trained regarding how to interpret and employ the 360° feedback. There might be inadequate sources to supply managers with steps, tools, and advice regarding how to improve once they receive negative information. This might frustrate managers, also it will certainly not increase productivity. Additionally, workers are not been trained in how you can evaluate a manager’s action or regarding how to give honest and accurate feedback.

• Managers, employees, and customers don’t comprehend the process or results - HR is frequently filled with excellent psychologists having a full knowledge of worker surveys however, managers and employees will find them confusing. Simply reporting survey data without fully explaining their impact can lead to a “that’s interesting” response from managers. Customers might not realise why they're incorporated within the survey, plus they can become frustrated if they're not given using the results or it normally won't see things change following the survey. Within an worldwide atmosphere, mix-cultural and language issues could make it even more complicated for workers to understand has been requested.

• Change agents might be punished - most employees and definitely weak performers resist change. Consequently, a difficult manager who strongly insists on change may for the short term receive lower 360° scores than the usual manager that does not push change. This might pressure managers into making popular decisions instead of tough ones.

• Managers don’t “own” the 360° survey - a fast survey of managers asking “who owns the 360° process” will explain rapidly that many managers believe this program is a member of HR. Unless of course managers “own” the procedure as well as think that it impacts their business success, they will not devote enough time into it. Additionally, worker surveys may also be an “orphan” program within HR. To become fully effective, it should be seamlessly integrated with each and every other talent management process.

• The reporting of 360° scores could be ineffective - laptop computer process are only able to work if managers read, completely understand, and act upon their low 360° scores. How worker survey scores are reported and described constitutes a major difference. Managers receive weekly reports on productivity, output, quality, etc., but none of them of individuals weekly reports include worker survey scores. Unless of course worker feedback becomes part of standard business and financial reporting, it's unlikely that managers will recognize it as being a significant business impact factor.

• Top management support/participation is important - if employees observe that managers or executives are exempt from participation within the survey process, they might begin to see the process as unfair.

Reward system that is not performance centric: Solutions are provided for all NMIMS,SMU,IIBMS,IIBM,ISTM,XAVIER,KSBM,NIBM Exam papers, assignments and projects: Contact us at assignmentssolution@gmail.com

Rewards serve many purposes in organization, develop a better employment deal, hang on good employees and also to reduce turnover.

The main goal would be to increase people readiness to operate in one’s company, to boost their productivity.

Many people assimilate "rewards", with salary raise or bonuses, however this is just one type of reward, Extrinsic reward. Studies proves that salespeople prefer pay raises simply because they feel annoyed by their lack of ability to acquire other rewards, however this behavior could be modified by making use of an entire reward strategy.

There's two types of rewards:

• Extrinsic rewards: concrete rewards that worker receive.

o Bonuses

o Salary raise

o Gifts

o Promotion

o Other types of tangible rewards

• Intrinsic rewards: have a tendency to give self respect to individual

o Information / feedback

o Recognition

o Trust

o Relationship

o Empowerment

o Monogrammed name plaque

Intrinsic rewards helps make the worker feel good within the organization, while Extrinsic rewards concentrate on the performance and activities from the worker to be able to achieve a particular outcome. The main difficulty is to locate a balance between employees' performance (extrinsic) and happiness (intrinsic).

The rewards must also be based on the employee’s personality. For example, a fan of sports is going to be really pleased to acquire some tickets for the following big match. However a mom who passes her time together with her children, might not rely on them and for that reason they'll be wasted.

When rewarding one, the manager must choose if he really wants to rewards a person, a group or perhaps a whole Organization. You will pick the reward scope harmoniously using the work that's been achieved.

• Individual

o Base pay, incentives, benefits

o Rewards attendance, performance, competence

• Team: team bonus, rewards group cooperation

• Organization: profit-discussing, shares, gain-discussing

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A performance management system includes the next actions.

?Developing obvious job descriptions and worker performance plans including the important thing result areas (KRA') and gratifaction indicators.

?Choice of right group of people by applying a suitable buying process.

?Negotiating needs and gratifaction standards for calculating the end result and overall productivity from the predefined benchmarks.

?Supplying continuous coaching and feedback throughout delivery of performance.

?Identifying working out and development needs by calculating the final results achieved from the set standards and applying effective development programs for improvement.

?Holding quarterly performance development discussions and evaluating worker performance based on performance plans.

?Designing effective compensation and reward systems for recognizing individuals employees who stand out within their jobs by experienceing this set standards in compliance using the performance plans in other words exceed the performance benchmarks.

?Supplying marketing/career development guidance and support towards the employees.

?Performing exit interviews for understanding the reason for worker discontentment and after that exit from your organization.

Components of effective performance management system

Any effective performance management system includes the following components:

1. Performance Planning: Performance planning is the first crucial component of any performance management process which forms the basis of performance appraisals. Performance planning is jointly done by the appraisee and also the reviewee in the beginning of a performance session. During this period, the employees decide upon the targets and the key performance areas which can be performed over a year within the performance budget., which is finalized after a mutual agreement between the reporting officer and the employee.
2. Performance Appraisal and Reviewing: The appraisals are normally performed twice in a year in an organization in the form of mid reviews and annual reviews which is held in the end of the financial year. In this process, the appraisee first offers the self filled up ratings in the self appraisal form and also describes his/her achievements over a period of time in quantifiable terms. After the self appraisal, the final ratings are provided by the appraiser for the quantifiable and measurable achievements of the employee being appraised. The entire process of review seeks an active participation of both the employee and the appraiser for analyzing the causes of loopholes in the performance and how it can be overcome. This has been discussed in the performance feedback section.
3. Feedback on the Performance followed by personal counseling and performance facilitation: Feedback and counseling is given a lot of importance in the performance management process. This is the stage in which the employee acquires awareness from the appraiser about the areas of improvements and also information on whether the employee is contributing the expected levels of performance or not. The employee receives an open and a very transparent feedback and along with this the training and development needs of the employee is also identified. The appraiser adopts all the possible steps to ensure that the employee meets the expected outcomes for an organization through effective personal counseling and guidance, mentoring and representing the employee in training programmes which develop the competencies and improve the overall productivity.
4. Rewarding good performance: This is a very vital component as it will determine the work motivation of an employee. During this stage, an employee is publicly recognized for good performance and is rewarded. This stage is very sensitive for an employee as this may have a direct influence on the self esteem and achievement orientation. Any contributions duly recognized by an organization helps an employee in coping up with the failures successfully and satisfies the need for affection.
5. Performance Improvement Plans: In this stage, fresh set of goals are established for an employee and new deadline is provided for accomplishing those objectives. The employee is clearly communicated about the areas in which the employee is expected to improve and a stipulated deadline is also assigned within which the employee must show this improvement. This plan is jointly developed by the appraisee and the appraiser and is mutually approved.
6. Potential Appraisal: Potential appraisal forms a basis for both lateral and vertical movement of employees. By implementing competency mapping and various assessment techniques, potential appraisal is performed. Potential appraisal provides crucial inputs for succession planning and job rotation.

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Semester 1 Business Management
IIBM Institute of Business Management
IIBM Institute of Business Management
Semester-1 Examination Paper MM.100
Organizational Behaviour

1) Friendship groups are
a) Party Groups
b) Formal Group
c) Evolved informally
d) Social Groups
2) Effective communication is the foundation
a) Of modern organization
b) Of formal organization
c) Of Foreign relations
d) Of informal organization
3) Perception is used in
a) Selection of candidate for employment
b) Compensation and reward
c) Enrichment and motivation
d) None of the above.
..
9) Direct Communication________ are the rules of pattern and behaviour that are expected from all team
members.
a) Norms
b) Regulations
c) Guidelines
d) Format
10) The pension plans, gratuity contribution and mandatory provident fund rules are framed basically to
take care of ________ needs.
a) Security
b) Sensitive
c) Scrutiny
d) Saving
Part Two:
1. Explain ‘Y’ theory of Mc Gegor.
2. Explain Chris Argyris’s immaturity – maturity theory.
3. Explain ‘Halo effect’.
4. Write a note on ‘Reinforcement theory’.
5. Explain the terms “attitudes and values.

Caselet 1
Kanchan and company limited was one of the leading manufacturers of pumps for the domestic,
agriculture, and industrial use. It had its corporate office at Delhi. One of its plants was located at
Faridabad, the industrial town of Haryana which is only 30 km away from Delhi. The plant at
Faridabad manufactured nearly 200 different types of pumps categories as, the mini domestic pump,
jet pump, four inch submersible pump, single phase monoblock pump, three phase monoblock
pump, end suction pump and pumps for special use. Target customers for these products were
household units, farmers, urbans (municipal corporation, civil contractors etc.), industrial houses
etc.Unit 1995, the company was one of the major players in all the market segments ....
The apex body during its last meeting appointed a committee to review the progress made by the
different departments under the continuous improvement program . Ramchandran was appointed
the chairman of the committee. Ramchandran after completing his preliminary investigation,
forwarded the preliminary report to the management . The General Manager of the unit, Harish
Narayan, noted that the unit had made a lot of progress through continuous improvement program
but still the unit was not in a comfortable position in relation to its competitors. He was worried
as to what the organization should do to speed up the process of continuous improvement.
1. Did kanchan and Company Limited adopt the right strategy in improving the overall performance
of the organization?
2. Was it right to use a complex system for determining the workers incentives?
3. If you were the head of the unit, what steps would you have taken to remove the problems which
were still persisting.
4. What should the company do to maintain and improve its market position?
Semester 1 Business Management
IIBM Institute of Business Management
Caselet 2
Gagan International Limited was established in the year 1978 at Nasik. It was an international
business unit of Gagan group which had an annual turnover of Rs 5,000 crores and an employees
strength of 1,50,000. The group enjoyed a good reputation for its technology and quality. Gagan
International Limited had an annual turnover of Rs. 1500 crores and its activities ranged from trading
in the engineering and consumer products, to the manufacture of high quality finished leather,
leather bags, leather purses and wallets and l...
the end if six moths, Madan lal showed signs of complete recovery. He started coming to work
regularly with an improved performance. The organization fulfilled its social commitment by
transforming and retaining a good worker, even when he had undergone a dark period of two to three
years of drug addition.
1. The company faced the problem of mass absenteeism. Is it desirable to recruit workers from the
same community?
2. Were the efforts put by the organization worth in transforming Madan lal from a drug addict to a
performing worker? Justify your answer.
3. Was suspension of Madan lal justified? Comment.
4. Was the organization socially committed in a real sense or all the efforts were focused at profit
making?

1. A large unit manufacturing electrical goods which has been known for its liberal personnel policies
and fringe benefits is facing the problem of low productivity and high absenteeism. How should the
management improve the organizational climate?
2.Discuss the nature and significance of morale ? Describe the relationship between morale and
productivity?

Marketing Management: IIBM Exam papers: Contact us for solutions at assignmentssolution@gmail.com

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Examination Paper Semester I: Marketing Management
IIBM Institute of Business Management
IIBM Institute of Business Management
Semester-1 Examination Paper MM.100
Marketing Management

1. It is a concept where goods are produced without taking into consideration the choices or tastes of
customers
a. Marketing mix
b. Production concept
c. Marketing concept
d. Relationship marketing
2. It involves individuals who buys products or services for personal use and not for manufacture or
resale
a. Environment analysis
b. Macro environment
c. Micro environment
d. Consumer
3. It is the groups of people who interact formally or informally influencing each other’s attitudes&
behavior
a. Consumer behavior
b. Culture

………………………
3. Distinguish between Marketing Concept and Selling Concept?
4. What are the new trends in advertisement?
5. Briefly explain the following :
a) Socio –culture environment
b) Marketing environment interface.

Case let 1
Ask the company top brass what ‘almost there’ means. The answer: a premier Indian retail company that
has come to be known as a specialty chain of apparel and accessories. With 52 product categories under
one roof, Shoppers’ Stop has a line-up of 350 brands. Set up and headed by former Corona employee, B.
S. Nagesh, Shoppers’ Stop is India’s answer to Selfridges and Printemps. As it proudly announces, ‘We
don’t sell, we help you buy.’ Back in 1991, there was the question of what to retail. Should it be a
supermarket or a departmental store? Even an electronics store was considered. Finally, common sense
and understanding won out. The safest bet, for the all-male team was to retail men’s wear. They knew the
male psyche and felt that they had discerning taste in men’s clothing. The concept would be that of a
lifestyle store in a luxurious space, which would make for a great ……………..
space of 67,000 sq. ft.
Carrying the perfect experience to the shop floor is an attempt to stack goods in vast open spaces neatly.
Every store has a generic structure, though regional customer variances are accounted for. Each store is
on lease, and this is clearly Shoppers’ Stop’s most expensive resource proposition – renting huge spaces
in prime properties across metros, so far totaling 210,000 sq. ft of retail space. Getting that space was easy
enough for Shoppers’ Stop, since its promoter is the Mumbai-based Raheja Group, which also owns 62
per cent of the share capital.
Questions
1. What are the significant factors that have led to the success of Shoppers’ Stop?
2. Draw the typical profile(s) of Shoppers’ Stop customer segments.
Examination Paper Semester I: Marketing Management
IIBM Institute of Business Management
3. How are Indian customers visiting Shoppers’ Stop any different from customers of developed
western countries?
4. How should Shoppers’ Stop develop its demand forecasts?
Case let 2
The rise of personal computers in the mid 1980s spurred interest in computer games. This caused a crash
in home Video game market. Interest in Video games was rekindled when a number of different
companies developed hardware consoles that provided graphics superior to the capabilities of computer
games. By 1990, the Nintendo Entertainment System dominated the product category. Sega surpassed
Nintendo when it introduced its Genesis System. By 1993, Sega commanded almost 60 per cent of Video
game market and was one of the most recognized brand names among the children. Sega’s success was
short lived. In 1995, Saturn (a division of General Motors) launched a new 32-bit system. The product
was a miserable failure for a number of reasons. …………………..
and a keyboard that
allow them to play far more sophisticated games. In addition, they have been utilizing the Internet for
years to receive game updates and modifications and to play each other over the Web. Sony and
Microsoft are intent on capturing a portion of the online gaming opportunity. Even Nintendo has decided
to make available a modem that will allow GameCube users to play online. As prices continue to fall and
technology becomes increasingly more sophisticated, it remains to be seen whether these three companies
can keep their names on the industry’s list of “high scorers”.
Questions
1. Considering the concept of product life cycle, where would you put video games in their life
cycle?
2. Should video game companies continue to alter their products to include other functions, such as
e-mail?

1. What is meant by sales promotion? Describe briefly the various methods of sales promotional
tools used by business organizations to boost the sales. Explain any four methods of sales
promotion?
2. Write notes on the fowling :
a) Explain right to safety.
b) What is right to consumer protection?

Managerial Economics:IIBM Exam papers : Contact us for answers at assignmentssolution@gmail.com

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Examination Paper of Managerial Economics
IIBM Institute of Business Management 1
IIBM Institute of Business Management
Examination Paper
Subject Code-B106 Managerial Economics MM.100
1. It is a study of economy as a whole.
a. Macroeconomics
b. Microeconomics
c. Recession
d. Inflation
2. A comprehensive formulation which specifies the factors that influence the demand for the product.
a. Market demand
b. Demand schedule
c. Demand function
d. Income effect
3. It is computed when the data is discrete and therefore incremental changes is measurable.
a. Substitution effect
b. Arc elasticity
c. Point elasticity
d. Derived demand
4. Goods & services used for final consumption is called:
a. Demand
b. Consumer goods
c. Producer goods
d. Perishable goods
5. The curve at which satisfaction is equal at each point.
a. Marginal utility
b. Cardinal measure of utility
c. The Indifference Curve
d. Budget line
6. Costs that are reasonably expected to be incurred in some future period or periods are:
a. Future costs
b. Past costs
Examination Paper of Managerial Economics
IIBM Institute of Business Management 2
c. Incremental costs
d. Sunk costs
7. Condition when the firm has no tendency either to increase or to contract its output:
a. Monopoly
b. Profit
c. Equilibrium
d. Market
8. Total market value of all finished goods & services produced in a year by a country’s residents is
known as:
a. National income
b. Gross national product
c. Gross domestic product
d. Real GDP
9. The sum of net value of goods & services produced at market prices:
a. Government expenditure
b. Product approach
c. Income approach
d. Expenditure approach
10. The market value of all the final goods & services made within the borders of a nation in an year.
a. Globalization
b. Subsidies
c. GDP
d. GNP
Part Two:
1. Discuss the concept of Demand Schedule.
2. Explain the law of ‘Diminishing marginal returns’.
3. List the various forms of Market Structure.
4. What are the various methods of measuring national income?

Case let 1
The war on drugs is an expensive battle, as a great deal of resources go into catching those who buy or
sell illegal drugs on the black market, prosecuting them in court, and housing them in jail. These costs
seem particularly exorbitant when dealing with the drug marijuana, as it is widely used, and is likely no
more harmful than currently legal drugs such as tobacco and alcohol. There's another cost to the war on
drugs, however, which is the revenue lost by governments who cannot collect taxes on illegal drugs. In a
recent study for the Fraser Institute, Canada, Economist Stephen T. ....
scrambling to find new sources of revenue to pay for important social objectives such as health care and
education expect to see the idea raised in Parliament sooner rather than later.
Questions:
1. Plot the demand schedule and draw the demand curve for the data given for Marijuana in the case
above.
2. On the basis of the analysis of the case above, what is your opinion about legalizing marijuana in
Canada?
Examination Paper of Managerial Economics
IIBM Institute of Business Management 4
Case let 2
Case 1: The Stock Market
The stock market is very close to a perfect competitive market. The price of a stock usually is
determined by the market forces of demand and supply of the stock and individual buyers and sellers of
the stock have little effect on price (they are price-takers). Resources are mobile as stock is bought and
sold frequently. Information about prices and quantities is readily available. Funds flow into stocks and
resources flow into uses in which the rate of return. Thus stock prices provide the signal for efficient
allocation of investment in the economy. However, imperfections occur here also though the stock
market is very close to a perfect competition, for example, sale of huge amount of stocks by a large
corporation will certainly affect (depress) the price of its stocks.
Question
1. Find out the characteristic of National Stock Exchange.

1. What do you understand by Monitory Policy? Discuss roles and functions of RBI.
2. What is the concept of law of demand? Discuss Elasticity of Demand in detail.

Marketing Management: IIBM Exam papers: Contact us for solutions at assignmentssolution@gmail.com

Marketing Management: IIBM Exam papers: Contact us for solutions at assignmentssolution@gmail.com
Examination Paper of Marketing Management
1
IIBM Institute of Business Management
IIBM Institute of Business Management
Examination Paper MM.100
Subject Code- B104 Marketing Management

1. It is a concept where goods are produced without taking into consideration the choices or tastes of
customers.
a. Marketing mix
b. Production concept
c. Marketing concept
d. Relationship marketing
2. It involves individuals who buys products or services for personal use and not for manufacture or
resale.
a. Environment analysis
b. Macro environment
c. Micro environment
d. Consumer
3. It is the groups of people who interact formally or informally influencing each other?s attitudes&
behavior.
a. Consumer behavior
b. Culture
c. Reference groups
d. Primary groups
..
10. An art that predicts the likelihood of economic activity on the basis of certain assumptions:
a. Compensation
b. Sales forecasting
c. Sales budgeting
d. Selling policy
Part Two:
1. Define Marketing Mix.
2. Discuss the concept of Benchmarking.
3. Write a short note on Target Marketing.
4. What do you understand by Pricing Strategy?

Caselet 1
Ask the company top brass what „almost there? means. The answer: a premier Indian retail company
that has come to be known as a specialty chain of apparel and accessories. With 52 product categories
under one roof, Shoppers? Stop has a line-up of 350 brands. Set up and headed by former Corona
employee, B. S. Nagesh, Shoppers? Stop is India?s answer to Selfridges and Printemps. As it proudly
announces, „We don?t sell, we help you buy.? Back in 1991, there was the question of what to retail.
Should it be a supermarket or a departmental store? Even an electronics store was considered. Finally,
common sense and understanding won out. The safest bet, ...
was extra space of 67,000 sq. ft. Carrying the perfect experience to the shop floor is an attempt to
stack goods in vast open spaces neatly. Every store has a generic structure, though regional customer
variances are accounted for. Each store is on lease, and this is clearly Shoppers? Stop?s most
expensive resource proposition – renting huge spaces in prime properties across metros, so far
totaling 210,000 sq. ft of retail space. Getting that space was easy enough for Shoppers? Stop, since
its promoter is the Mumbai-based Raheja Group, which also owns 62 per cent of the share capital.
Examination Paper of Marketing Management
5
IIBM Institute of Business Management
Questions:
1. What are the significant factors that have led to the success of Shoppers? Stop?
2. How should Shoppers? Stop develop its demand forecasts?
Caselet 2
The rise of personal computers in the mid 1980s spurred interest in computer games. This caused a
crash in home Video game market. Interest in Video games was rekindled when a number of different
companies developed hardware consoles that provided graphics superior to the capabilities of
computer games. By 1990, the Nintendo Entertainment System dominated the product category. Sega
surpassed Nintendo when it introduced its Genesis System. By 1993, Sega commanded almost 60 per
cent of Video game market and was one of the most recognized brand names among the children.
Sega?s success was short lived. In 1995, Saturn (a division of General Motors) launched a new 32-bit
system. The product was a miserable failure for a number of reasons. Sega was the primary software
developer for Saturn and it did not support efforts by outside game developers to design compatible
games. In addition, Sega?s games were often delivered quite late to retailers. ......
bunch, as they see many advantages in playing games on their computers rather than consoles. For
one thing, they have a big advantage of having access to a mouse and a keyboard that allow them to
play far more sophisticated games. In addition, they have been utilizing the Internet for years to
receive game updates and modifications and to play each other over the Web. Sony and Microsoft are
intent on capturing a portion of the online gaming opportunity. Even Nintendo has decided to make
available a modem that will allow GameCube users to play online. As prices continue to fall and
technology becomes increasingly more sophisticated, it remains to be seen whether these three
companies can keep their names on the industry?s list of “high scorers”.
Questions:
1. Considering the concept of product life cycle, where would you put video games in their life cycle?
2. Should video game companies continue to alter their products to include other functions, such as
email?
...
1. What do you understand by product life cycle? Discuss implications and limitations of product
life cycle concept.
2. Describe role of marketing channels. List the different types of marketing channels.