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The two reasons for the positive slope of the supply curve are as follows:

1. Profit motive of Individual firm—Levels of price determine the amount of profits. Higher is the price of the commodity, the greater is the incentive for the producer to produce and supply in the market, other things remaining the same.

2. Rise in marginal cost of production—Marginal cost of production increases with an increase in the amount of production. This implies that the producer would be prepared to produce and supply a larger quantity of a commodity only at a higher price, so as to cover higher cost of production.

The tax which is paid by some person but their burden or incidence is borne by some other person, is called an Indirect tax. Taxes which are imposed on expenditure incurred on commodity are regarded as indirect taxes.

For Example—Excise duty, Custom duty, Sales tax etc. 

Two merits of indirect taxes:

1. Convenient: They are mostly levied on commodities and are paid by consumers when they buy them in the market. The amount of tax is included in the price of the commodity and the consumer pays the tax without experiencing its pinch. 

2. Equitable: Indirect taxes are equitable in the sense that they are paid by all the sections of the community at the time Of making purchases of goods in the market, in the form of sales tax or custom duty.

Two demerits of indirect taxes: 

1. Absence of Civic Consciousness: Since the tax payer do not feel that they are paying a tax at the time of purchasing a commodity, these taxes do not promote civic consciousness among the citizens. 

2. Uneconomical: The cost of collection is quiet heavy. Every source of production has to be guarded. Large administrative staff is required to administer such taxes. This turns out to be a costly affair.

Product differentiation is the policy in which products are not the perfect substitutes but may be close substitutes. The products may differ as regards quality, size, colour, packaging, etc.

Under monopolistic competition, firm produces a product that is somewhat different from the products of its competitors, but it is not entirely distinct. These products are not homogeneous, but they are not altogether different as well.

int type and value is 84.

Result 1 = 26100200 

Result 2 = 126 

(i) Once 

(ii) WIN WIN

Output is 12. Twice. 

In the loop : for (a = 6, b=4; a< =24; a = a+6), the value of a will be incrementing as 6, 24 and upon incrementing the value to 42, the loop will terminate. 

Accordingly the loop has to execute two times. But within the loop there is a condition : 

if(a%b = =0) break; 

This means when remainder on dividing a by b comes out to be 0 (at 24/4 = 0), the condition breaks and from the above it is clear that value of a is incremented from 6 to 24 when the loop executes second time.

r1 = 5.83 . 

r2 = 4.0

0 

Today i Holiday 

The output  is :75 F

Constructors must be named with the same name as the class name. They cannot return anything, even void (the object itself is the implicit return). 

Functions must be declared to return something, although it can be void.

a.Math.pow(x,5) + b.Math.pow(x,3) +c;

int i =1; 

int d = 5; 

for(i = 1; 

i < = 5; i+ +) { 

d = d*2; 

System.out.println(d); 

}

x1 = + +x – X+ + + –x is 6

An object is a software bundle of related state and behavior. A class is a blueprint or prototype from which objects are created. An instance is a single and unique unit of a class.

(i) char ch=wd.charAt(wd.length()-2); 

(ii) if(Character.isUpperCase(str.charAt( 1))) 

{

 //statement; 

}

(i) A class is the structure of an object, meaning the definition of all items that an object is made up of. An object is therefore the “example” of a class. In reality, an object is an instance of a class, which is why can use interchange the terms object or instance. 

(ii) import keyword is used to import the source code already designed and kept under some package in the form of a class. It helps us to use the user defined code or predefined code within other programs without creating the code again.

phoenix land ISLAND

The output is given as 4.0

 The output  is 2019

(i) A machine with 100% efficiency is called an ideal machine. 

(ii) For an ideal machine, M.A. = V.R. 

(iii) Because the angle between the force applied (vertically upwards) and displacement of load (along the horizontal) is 90°. 

∵ W = Fd cos θ 

∴ W = Fd cos 90° = 0

 (i) γ-rays

(ii) α-particles

Calorimetry : measurement of quantity of heat exchanged is called calorimetry.

(i) During the emission of a beta particle, the mass number remains the same. 

(ii) The minimum amount of energy required to emit an electron from a metal surface is called work function.

(i) γ (Gamma) radiation 

(ii) α (Alpha) radiation.

(i) Mass 

(ii) Work function/Threshold energy

(i) Heat is a form of energy which flows from the body at a higher temperature to a body at a lower temperature. The measurement of the quantity of heat is called calorimetry.

(ii) The dissipation of energy in the form of non useful energy (usually due to friction) is called Energy degradation.

Trumpet (500 Hz) will have the highest pitch.

 Tuning fork will resonate with 512 Hz.

(i) Green at Yellow 

(ii) P = VI = (IR) I (∵ By Ohm’s Law, V = IR) 

P = I²R

(a) 

1. The supply of land is fixed as neither land can be stretched nor anything can be added to it to increase its availability. 

2. Land is used for alternative purposes like cultivation, dairy or poultry farms, f sheep rearing, building etc. The use of land for any particular purpose depends not only on the return from that particular use, but also its returns from alternative uses. 

(b) If the percentage change in demand is proportional to percentage change in price, the elasticity is said to be unity. If the percentage change in demand is more than the percentage change in price, the elasticity is more than one, and if the percentage change in demand is less than percentage change in price, the elasticity of demand is less than unity. Mathematically,

Elasticity of demand 

= percentage changes in demand /percentage change in price 

(c) Two differences are:

(d) The two reasons for consumers, exploitation in India are: 

1. Most of the consumers are not aware of their legitimate rights. 

2. The consumers are not properly organised to raise their voice against such exploitation. 

(e) Suppose a person possess rice and wants to exchange it for wheat. Under the barter system he had to find out a person who not only had wheat but also wants rice. But such a double coincidence was a rare-possibility. But With the use of money all the commodities can be easily exchanged and you do not need double coincidence of wants.

(a) The stock of capital goods is the stock of those goods which are used for more production (eg. machines, equipments, buildings, means of transport, factories etc.) whereas the capital formation is the increase or net addition in the stock of capital goods. 

(b) The two circumstances are: 

1. Status symbol goods with prestige value. More of these goods are demanded only when they are priced high. eg. diamonds, high priced shoes, jackets etc.

2. ‘Giffen goods’. Less of these is demanded at a lower price. Under these circumstances the demand curve slopes upwards to the right. 

(c) As a fiscal agent to the government, it advises the govt, in matters relating to the fiscal, monetary and banking policies such as deficit financing devaluation, trade policy, foreign exchange policy, reduction in public expenditures, increase in taxes, public borrowings, policy of surplus budget etc. 

(d) A mild inflation occurs when there is sustained rise in prices over time at a mild rate, say around 2% to 3% per year which helps in increasing the public revenue and thus helps the govt, to incur public expenditure for welfare of the people. Thus, it is beneficial for economic growth. 

(e) Taxes are used to interact in the market, so as to induce a greater output of goods and services, resulting in the higher growth of economy.

Types of Training : 

Induction training: It is also known as orientation training given for the new recruits in order to make them familiarize with the internal environment of an organization. It helps the employees to understand the procedures, code of conduct, policies existing in that organization. 

Job instruction training : This training provides an overview about the job and experienced trainers demonstrates the entire job. Additional training is offered to employees after evaluating their performance if necessary. 

Vestibule training: It is the training on actual work to be done by an employee but conducted away from the work place. 

Refresher training : This type of training is offered in order to incorporate the latest development in a particular field. This training is imparted to upgrade the skills of employees. This training can also be used for promoting an employee.

Newspaper advertising is very popular due to its following features : 

• Newspaper advertising is economical. 

• Newspapers have widespread publicity. 

• Newspapers have significant readership. 

• Newspaper advertising can carry complete information for candidates

Advertisement as a source of recruitment are as follows : 

Mass Reach: Through the medium of advertisement, the information can be sent to a large number of people. The people are made aware by the manufacturer about his product. For example, an advertisement in the newspaper gives information to lakhs of people. Similarly, an advertisement given by the manufacturer in a TV channel gives information about the product in every comer of the country. 

Enhancing customer satisfaction and confidence: Advertising creates confidence amongst prospective buyers as they feel more comfortable and assured about the quality of the product and hence feel more satisfied. 

Expressiveness: With the development in arts, computer designs advertising has developed into one of the most forceful medium of communication. The information with special effects make it very attractive which stimulates the potential buyer to buy the product. 

Economy : Advertising is a very economical means of communication because it reaches a very large number of people. So it is an economical technique as compared to other promotional techniques. Its cost per customer is very low.

Post training : 

They are important because the learner is put at ease and he is taught and trained. He is bold of the result of the outcome of the total work, the necessity for each place in the job, the relationship of the job to the total work. The instructions should be clear. The trainee is trained to do the job and even though he might make mistake. Besides this, in the training programme the feedback through followup helps to rectify mistake. This makes the training process effective. 

Post training activities include presentation (action plan of training). Performance tryout and follow up. In all these places of training the trainee demonstrates and illustrates each step of job. He is made to do job several times so that his mistakes are corrected. The effectiveness of the training programme is evaluated and wherever necessary correction can be done. Later training programme can be designed.

The main hindrances of staff training are as follows: 

• Shortage of qualified trainers. 

• Lack of top management support. 

• Lack of willingness to learn on the part of trainees. 

• Shortage of funds required for training

Four types of staff training are : 

On the job training : 

This method of training enables workers to be trained under the same working conditions with the same process and devices used to perform the jobs. Here, workers are trained on the job and at their work place. Workers are trained on the same machines while doing the same work expected of them. It is learning practically. 

Some of the major techniques on the job methods of training are : 

• Coaching 

• Job rotation 

• Temporary promotion 

• Special committees 

• Assistant to position 

Off the Job Training: 

This method of training is designed to impact training to personal by providing them the required knowledge and skills away from the job and work place. It provides an opportunity to their employees for meeting people from other departments or organisations. Here, employees are exposed to new ideas and experiences. 

Some of the major techniques off the job methods of training and listed as follows: 

• Lectures 

• Conferences 

• Seminars and workshops 

• Sensitivity training 

Orientation Training: 

This method of training is designed to help a new extract to adapt himself to the new environment. It consists of familiarizing new employees with their jobs introduction to their colleagues, organisational policies etc. It helps newly recruited staff to adapt themselves with the new work environment. This training creates self confidence among new workers. It promotes a feeling of belongings and loyalty among new employees. Hence employee is given a full description of the job which he is expected to do. 

Refresher training: 

This method is designed to help existing staff with training in the latest development in their jobs and technology. It has become necessary for the workers to bring back and refresh the knowledge and to take to a higher point of skills in order to manage fast changes in technology. Such training helps in refreshing the memory of employees. It replaces old knowledge with current work aptitudes. 

Apprenticeship training: 

This method of training is used to prepare employees for a variety of skilled occupation and crafts. Here, a junior worker is attached to an experienced worker. The worker learns while observing his senior and helping him in the task. 

Vestibule training: 

This training is conducted away from the actual work place. Guidance are provided to workers on special machines in a separate classroom. The working environment of the classroom is artificial but it is just like the actual conditions. In this way the employees recover from their starting nervousness before going into an actual work setting.

Recruitment Interview: It is taken to assess the suitability of candidates for a job. The interview can be used to provide the necessary information about the organisation and job. The interviewer and the candidate both must be well-prepared for the interview so that a good decision can be taken. 

Appraisal Interview: Appraisal interview gives both the employer and the employee an v opportunity to know each other and helps in improving employer-employee relations. ‘ It is useful for finding out the conditions, morale etc. of employees through face to face. 

Disciplinary Interview: Discipline is important for the success of every organisation. It helps to locate the cause of indiscipline. During the disciplinary interview, the approach of the superior manager should be constructive. Appropriate counselling may be used to assist and the employee in overcoming his problems and in modifying his behaviour.

Staff transfer means moving a person from one factory, branch or office to another without changing status, salary and power. This will ensure uniformity of treatment and avoid transfers for petty reasons. It should indicate the executive responsible for initiating and approving the transfers. 

The benefits of staff transfer are given below : 

• Improve employee skill 

• Remedy for faulty placements 

• Develop employee for future promotion 

• Greater job satisfaction.

Various types of transfers are : 

Production Transfers: Such transfers are made when there is need for more personnel in one branch. Production transfer helps to prevent lay-offs and stabilize employment. Employees are transferred from the over staffed unit to the unit where the staffs are less. 

Shift Transfers: Employees may be transferred from one shift to another for personal reasons like marriage, old parents etc. 

Versatility Transfers : Such transfers enable the organisation to develop talent for filling up higher jobs. It is made to develop all round proficiency among employee. They are shifted from one job to another to increase the job knowledge. 

Remedial Transfers : These transfers are made to rectify errors in selection and placement of employees. It also permits better use of human resources in the organisation through proper matching of job requirements and qualification of employees.

Performance appraisal is the process of evaluating the employees’ performance on the job in terms of the requirement of the job whereas potential appraisal refers to the evaluation of a capacity, talent and unutilised talent of a person.

“Leadership is the process of influencing a group of persons so that they strive willingly to attain the desired objectives.

Performance appraisal of an employee can be conducted by his superior. 

Three advantages of conducting this type of performance appraisal are : 

A confidential report is prepared by the employees immediate superior. This report covers a range of aspects of an employee (such as strength, weakness, major achievement, failure, personal traits etc.). It is an elaborate appraisal mainly used for promotion and transfer purposes. 

This type of performance appraisal is found in most Government organisation. 

This appraisal involves a lot of subjectivity because it is based on impressions rather than on data.

Following are the leadership styles : 

Autocratic Leadership: An autocratic leader is one who likes to run the show himself. All decision making power is centralized in the leader. He holds out threats of punishment or uses his powers to distribute rewards on the assumption that people are lazy. It also provides strong motivation and satisfaction to the leader.

Democratic Leadership: A democratic leader makes decisions jointly with his followers. He decentralizes authority and allow the group to share his power. It increases the cooperation between management and workers. It facilitates the development of future leaders. It is based on the assumption that the leader drives his power by consent of the followers who are mature and can be creative. 

Free-Rein Leadership : Affeerein leader gives complete freedom to his followers to establish their own goals and policies. There is maximum opportunity for development of subordinates. There is also complete freedom to subordinates to improve their motivation and morale.

Following are the four purposes of performance appraisal: 

• To provide a record of each employee’s performance for deciding wage increments and rewards. 

• To identify the weaknesses of employees so that suitable training and development programmes may be required to remove such weaknesses. 

• To judge whether the employees are performing their jobs at the desired levels. 

• To make employees aware of their performance so as to motivate their self development.

Distinguish between Leadership and Management

Following are the first three needs as per the Mas low’s Hierarchy of human needs : 

Physiological Needs : These needs are essential for survival of human life. It includes the food, drink, sex, sleep, clothing, shelter etc. Reasonable satisfaction of physiological needs is essential for the preservation and efficient operation of the human body. These are the basic or fundamental needs. 

Safety Needs: These needs consist of physical safety or protection against murder, fire, accident etc. and economic security against unemployment, old age, sickness, disability etc. An organisation can influence safety needs by providing job security, pension plans, insurance plans etc. 

Social Needs: Social needs include needs for love and affection, association with and acceptance by various social groups. Every person should made meaningful relationship with others.

There are some human needs according to Mas low’s Hierarchy: 

• Physiological Needs: These fundamental needs are essential for human survival. It includes food, water, air, sleep, clothing, shelter etc. 

• Safety Needs: Every person wants safety and security needs like physical safely or protection against murder, fire, accident etc. and economic safety against theft, old age etc. 

• Social Needs : Social needs include need for love and affection, association with and acceptance by various social groups, friendship etc. 

• Esteem Needs: It implies needs for self-respect, self-confidence, feeling of personal worth.