IAS Interview question | दिमागी पहेलियाँ | Hindi Paheliyan |newpaheliya2021 | Interesting Gk #shorts

10 हिंदी जासूसी और मजेदार पहेलियाँ | Hindi Paheliyan | Hindi Paheliyan | Mind Your Logic

Study the following information carefully and answer the questions given below : Following are the alternative eligibility criteria for short- listing candidates for interview for entry level job in a bank: (i) The candidate should have passed SSC w ith at least 80% marks. (ii) The candidate should have passed HSC with at least 75% marks. (iii) The candidate should be a Arts I Science I Commerce graduate w ith at least 60% marks. (iv) The candidate should be an engineer with at least 55% marks. (v) The candidate should be a post graduate in any discipline with at least 50% marks. Any candidate can be eligible under any one or more of the above criteria depending upon his / her academic pursuits. In each of the following questions, detai ls of one candidate are given. You have to find out under which of the above conditions the candidate is eligible and mark y our answer accordingly based on the alternatives provided after each question. You are not to assume anything other than the information provided in each of the questions. Madan Giri is a Mechanical Engineer. H e has secured 60% marks in his final degree exam. He has secured 65% marks in HSC. He has secured 55% marks in his post graduation in mechanical engineering.

Study the following information carefully and answer the questions given below : Following are the alternative eligibility criteria for short- listing candidates for interview for entry level job in a bank: (i) The candidate should have passed SSC w ith at least 80% marks. (ii) The candidate should have passed HSC with at least 75% marks. (iii) The candidate should be a Arts I Science I Commerce graduate w ith at least 60% marks. (iv) The candidate should be an engineer with at least 55% marks. (v) The candidate should be a post graduate in any discipline with at least 50% marks. Any candidate can be eligible under any one or more of the above criteria depending upon his / her academic pursuits. In each of the following questions, detai ls of one candidate are given. You have to find out under which of the above conditions the candidate is eligible and mark y our answer accordingly based on the alternatives provided after each question. You are not to assume anything other than the information provided in each of the questions. Nikhil Grover is a post graduate in Physics. He has secured 80% marks in SSC. He has also secured 70% marks both in HSC and graduation.

Study the following information carefully and answer the questions given below : Following are the alternative eligibility criteria for short- listing candidates for interview for entry level job in a bank: (i) The candidate should have passed SSC w ith at least 80% marks. (ii) The candidate should have passed HSC with at least 75% marks. (iii) The candidate should be a Arts I Science I Commerce graduate w ith at least 60% marks. (iv) The candidate should be an engineer with at least 55% marks. (v) The candidate should be a post graduate in any discipline with at least 50% marks. Any candidate can be eligible under any one or more of the above criteria depending upon his / her academic pursuits. In each of the following questions, detai ls of one candidate are given. You have to find out under which of the above conditions the candidate is eligible and mark y our answer accordingly based on the alternatives provided after each question. You are not to assume anything other than the information provided in each of the questions. Satish Menon has secured 85% marks in graduation in Science. He has also secured 65% and 75% marks in HSC and post graduation respectively. H e is presently pursuing his second post graduation degree.

Read the passage and answer the question. Despite downsizings, workers' overall job satisfaction actually improved between 1988 and 1994. Some reasons given were improved work flow, better cooperation between departments, and increased fairness in supervision. Many firms today rely on attitude surveys to monitor how employees feel about working in their firms. The use of employee attitude surveys had grown since 1944 when the National Industrial Conference Board "had difficulty finding fifty companies that had conducted opinion surveys". Today, most companies are aware of the need for employees' anonymity, the impact of both the design of the questions and their sequence, the importance of effective communication, including knowing the purpose of the survey before it is taken and getting feedback to the employees after it is completed. Computerization of surveys can provide anonymity, if there is no audit trail to the uger, especially for short answers that are entered rather than written or typed on an identifiable machine. . Survey software packages are available that generate questions for a number of standard topics and can be customized by modifying existing questions or by adding questions. If the survey is computerized, reports can be generated with ease to provide snapshots of a given period of time, trend analysis, and breakdowns according to various demographics. You may be interested in responses by age, sex, job categories, departments, division, functions or geography. The survey can be conducted by placing microcomputers in several locations convenient for employees' use. Employees are advised where the computers will be, for how long, and when the data will be collected (for instance, daily at 5:00 pm, for three weeks). The screens should not be viewable to supervisors or passers-by. While there may be some risk that employees will take the survey more than once, there are comparable risks with other methods too. Managers may be interested in knowing how they are perceived by their peers and subordinates. Packages are available that can be customized, which allow the manager to complete a self-assessment tool used to compare self-perceptions to the anonymous opinions of others. This comparison may assist in the development of a more effcctive manager. One major benefit of using survey software packages is

Despite downsizings, workers' overall job satisfaction actually improved between 1988 and 1994. Some reasons given were improved work flow, better cooperation between departments, and increased fairness in supervision. Many firms today rely on attitude surveys to monitor how employees feel about working in their firms. The use of employee attitude surveys had grown since 1944 when the National Industrial Conference Board "had difficulty finding fifty companies that had conducted opinion surveys". Today, most companies are aware of the need for employees' anonymity, the impact of both the design of the questions and their sequence, the importance of effective communication, including knowing the purpose of the survey before it is taken and getting feedback to the employees after it is completed. Computerization of surveys can provide anonymity, if there is no audit trail to the uger, especially for short answers that are entered rather than written or typed on an identifiable machine. . Survey software packages are available that generate questions for a number of standard topics and can be customized by modifying existing questions or by adding questions. If the survey is computerized, reports can be generated with ease to provide snapshots of a given period of time, trend analysis, and breakdowns according to various demographics. You may be interested in responses by age, sex, job categories, departments, division, functions or geography. The survey can be conducted by placing microcomputers in several locations convenient for employees' use. Employees are advised where the computers will be, for how long, and when the data will be collected (for instance, daily at 5:00 pm, for three weeks). The screens should not be viewable to supervisors or passers-by. While there may be some risk that employees will take the survey more than once, there are comparable risks with other methods too. Managers may be interested in knowing how they are perceived by their peers and subordinates. Packages are available that can be customized, which allow the manager to complete a self-assessment tool used to compare self-perceptions to the anonymous opinions of others. This comparison may assist in the development of a more effcctive manager. Which one of the following is not the reason for improved job satisfaction of employees?

Despite downsizings, workers' overall job satisfaction actually improved between 1988 and 1994. Some reasons given were improved work flow, better cooperation between departments, and increased fairness in supervision. Many firms today rely on attitude surveys to monitor how employees feel about working in their firms. The use of employee attitude surveys had grown since 1944 when the National Industrial Conference Board "had difficulty finding fifty companies that had conducted opinion surveys". Today, most companies are aware of the need for employees' anonymity, the impact of both the design of the questions and their sequence, the importance of effective communication, including knowing the purpose of the survey before it is taken and getting feedback to the employees after it is completed. Computerization of surveys can provide anonymity, if there is no audit trail to the uger, especially for short answers that are entered rather than written or typed on an identifiable machine. . Survey software packages are available that generate questions for a number of standard topics and can be customized by modifying existing questions or by adding questions. If the survey is computerized, reports can be generated with ease to provide snapshots of a given period of time, trend analysis, and breakdowns according to various demographics. You may be interested in responses by age, sex, job categories, departments, division, functions or geography. The survey can be conducted by placing microcomputers in several locations convenient for employees' use. Employees are advised where the computers will be, for how long, and when the data will be collected (for instance, daily at 5:00 pm, for three weeks). The screens should not be viewable to supervisors or passers-by. While there may be some risk that employees will take the survey more than once, there are comparable risks with other methods too. Managers may be interested in knowing how they are perceived by their peers and subordinates. Packages are available that can be customized, which allow the manager to complete a self-assessment tool used to compare self-perceptions to the anonymous opinions of others. This comparison may assist in the development of a more effcctive manager. Companies feel that it is necessary to