http://172.16.1.50/printqp.php?heading=III B.Com (CA) [2017-2020], ...

Dr.G.R.Damodaran College of Science

(Autonomous, affiliated to the Bharathiar University, recognized by the UGC)Re-
accredited at the 'A' Grade Level by the NAAC and ISO 9001:2008 Certified
CRISL rated 'A' (TN) for MBA and MIB Programmes

III B.Com (CA) [2017-2020]

Semester VI
Elective-III: Human Resource Management - 603U1
Multiple Choice Questions.

1. __________ is a formal & detailed study of jobs

A. Job enrichment
B. Job evaluation
C. Job classification
D. Job analysis
ANSWER: D

2. The process of efficiently achieving the objectives of the organisation with and through people is
_____________.
A. Management
B. Administration
C. Decision Making
D. Controlling
ANSWER: A

3. The ratio of an organisation's outputs to inputs is _________.

A. Productivity
B. Re engineering
C. Achievement
D. In tegration
ANSWER: A

4. Rotation is otherwise called as ____________.

A. replacement transfer
B. shift transfer
C. versatility transfer
D. remedial transfer
ANSWER: C

5. The process of identifying human resource needs and formulating plans to meet these needs is
___________.
A. HR Planning
B. Man power planning
C. IT Planning
D. Production planning
ANSWER: A

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6. Psychology oriented factor of production is ____________.

A. Land.
B. Finance.
C. Machine
D. labour.
ANSWER: D

7. The process of gathering information about job is ____________.

A. Job Analysis
B. Job Description
C. Job Simplification
D. Job Enrichment
ANSWER: A

8. A statement containing the details of works to be performed & responsibilities involved is known
as______________.
A. Job analysis
B. Job evaluation
C. Job specification
D. Job description
ANSWER: D

9. Movement of an employee from one job to another is __________.

A. Job Enlargement
B. Retrenchment
C. Job Rotation
D. Job Design
ANSWER: C

10. Breaking down of job into smaller parts covering few operations_____
A. Job Enlargement
B. Job Cycle
C. Job Empowerment
D. Job Simplification
ANSWER: D

11. Human Resource Planning is ______ Looking function

A. Forward
B. Backward
C. Simple
D. Cross
ANSWER: A

12. Job satisfaction is high when there is------

A. Low morale
B. High wage.
C. Low wage
D. High Morale.
ANSWER: D

13. _______ Act prohibits the employment of child below 14 years of age

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A. Child labour
B. Contract labour
C. Bonded labour
D. Wages contract
ANSWER: A

14. ___________ is the process of familiarizing new employees with the organisation and the job.
A. Recruitment
B. Selection
C. Induction
D. Training
ANSWER: C

15. The objective of salary administration is to offer----------.

A. More wages
B. . Lesser wages
C. Poor wages
D. Fair wages
ANSWER: D

16. Non-financial motivator is---------.

A. Bonus
B. Job security
C. Medical reimbursement
D. Leave with pay
ANSWER: B

17. A lateral movement within the same grade from one job to another is _______________.
A. Promotion
B. Transfer
C. Recruitment
D. Retrenchment
ANSWER: B

18. ______ Test is a mental ability test

A. Intelligence
B. Aptitude
C. Personality
D. Interest
ANSWER: A

19. Grievances affect the employees___________.

A. . Promotion
B. Training.
C. Wages.
D. Morale
ANSWER: D

20. Collective bargaining is an action of____.

A. An individual
B. Manager

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C. State
D. Group
ANSWER: D

21. Individual level where people are usually motivated to close the gap between their current and desired
________.
A. capabilities
B. skills
C. expectations
D. performance
ANSWER: A

22. __________ is the process of putting an employee on a specific job so as to match employee skills with
the requirements of the job.
A. Recruitment
B. Placement
C. Selection
D. Training
ANSWER: B

23. Employees can be appraised against___________.

A. Relative standards
B. Objective
C. Absolute standards
D. Group
ANSWER: A

24. PAQ stands for_______

A. Position Alteration Quotient
B. Position Analysis Questionnaire
C. Position activity question
D. Program analytical questionnaire
ANSWER: B

25. The promotion criteria is always based on___________

A. Merit
B. Merit and seniority
C. Seniority
D. Recommendations
ANSWER: D

26. Method of copying someone else behaviour is _____.

A. Education
B. Training
C. Mentoring
D. Modelling
ANSWER: D

27. In the time organization, the authority flow and from __________.
A. top to bottom.
B. . bottom to top

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C. left to right
D. right to left.
ANSWER: D

28. Training received directly on the job is _______.

A. Job Instruction training
B. Job Intimation
C. Job Application
D. Job Intelligence training
ANSWER: A

29. Traditional and direct method of instruction_______

A. Programme
B. Demonstration
C. Lecture
D. Role playing
ANSWER: C

30. _______ is the ideal or target to achieve through higher productivity

A. Fair wages
B. Minimum wages
C. Living wages
D. Normal wages
ANSWER: D

31. The process of providing the trainees the information about their performance is ___________.
A. Feedback
B. Observation
C. Suggestion
D. Research
ANSWER: A

32. Activities that prepare employee for future responsibility is ____.

A. Inducement
B. Development
C. Education
D. Motivation
ANSWER: B

33. Halo Effect is related with _____.

A. . performance appraisal.
B. wage & salary administration
C. selection.
D. transfer
ANSWER: C

34. Systematic method of determining value / worth of a job is __________.

A. Job description
B. Job design
C. Job evaluation
D. Job simplification

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ANSWER: C

35. ____________is the tendency of highly cohesive groups to value consensus at the price of decision
quality:
A. Group think
B. Group process
C. Group norm
D. Group development
ANSWER: A

36. ________ are the rules of pattern and behaviour that are expected from all team members.
A. Norms.
B. Policies.
C. Procedures.
D. Role
ANSWER: A

37. In a re-engineering programme, when a process changes so does the ________ of the concerned
employee.
A. designation
B. job profile
C. qualification
D. job experience
ANSWER: B

38. Method of job evaluation which ranks the employees from highest to the lowest levels is _____.
A. Ranking method
B. Scoring method
C. Analytical method
D. Average method
ANSWER: A

39. Whatever an individual does, there is always some amount of ______ on him.
A. satisfaction.
B. stress.
C. profit
D. benefit
ANSWER: B

40. It is the tendency of a superior to rate people lower than their performance is termed as ______.
A. Horns Effect.
B. Central tendency
C. Halo effect
D. static.
ANSWER: C

41. ________ term refers to the knowledge, education, training, skills, and expertise of a firms workers.
A. human resources
B. human capital
C. intangible assets
D. knowledge assets

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ANSWER: B

42. More difficult jobs are paid more are ensured by ____________.
A. Internal equity
B. External equity
C. Equity
D. Factor
ANSWER: A

43. Too great a reliance on internal recruitment can result in_________.

A. Reduced job performance
B. Higher labour turnover
C. Internal conflict
D. Poor group dynamics
ANSWER: A

44. Set of proposals and actions for managers dealing with the employees is ______.
A. Personnel Policies
B. Personnel Procedure
C. Personnel duties
D. Personnel roles
ANSWER: A

45. Adding more responsibilities, autonomy and control of a job is _______.

A. Job enrichment
B. Jod design
C. Job requirement
D. Job analysis
ANSWER: A

46. The employment contract provides a set of rights, responsibilities and obligations that structure the
behavior of whom?
A. Both parties
B. The employee.
C. The employer
D. Trade unions
ANSWER: A

47. HR plans of any organization does not include __________.

A. personnel plans
B. production plans
C. compensation plans
D. training and development plans
ANSWER: B

48. Re-designing a business process for more efficient and effective results is called as ___________.
A. redesigning jobs of workers
B. assigning additional activities to workers
C. moving workers from one job to other
D. reengineering
ANSWER: D

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49. The skills available within the company is ________.

A. Human Resource Inventory
B. Human planning Inventory
C. Manpower Inventory
D. Employee inventory
ANSWER: A

50. A portrayal of replacing the employees is _________________.

A. Job chart
B. Replacement chart
C. Workers chart
D. Employees chart
ANSWER: B

51. Apart from pay what is the second most common reason for an employee to join a trade union?
A. group solidarity
B. friendship groups
C. political reasons
D. wide range of personal benefits.
ANSWER: D

52. Movement of an employee from a low level to the higher level is _____.
A. Transfer
B. Promotion
C. Rotation
D. Shifting
ANSWER: B

53. What are the types of industrial action a union is most likely to engage in?
A. unofficial action
B. strike action
C. action short of a strike
D. absence.
ANSWER: C

54. Method of publicising the job openings is ________

A. Job scheduling
B. Job hiring
C. Job posting
D. Staffing
ANSWER: C

55. HRM is ____________ in nature

A. Pervasive
B. Evasive
C. Decisive
D. Inclusive
ANSWER: A

56. What was the traditional term used for HRP and the one often associated with personnel management?

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A. Gap analysis
B. Human resource planning
C. Employee planning
D. Manpower planning.
ANSWER: D

57. A kind of future oriented training is _____________.

A. Employee training
B. Employee development
C. Employability
D. Employee potential
ANSWER: B

58. Employees training and evaluating performance before actual job is ____________.
A. situational test
B. reasoning test
C. video simulation test
D. miniature job training
ANSWER: D

59. The effect of ______________ on the emergence of aggressive behavior patterns is as yet up proven.
A. Environmental factors
B. Genetics.
C. Ethological Factors
D. Hormones
ANSWER: C

60. Enriching jobs creates ____________.

A. Halo effect
B. Snowball effect
C. negative effect
D. positive effect
ANSWER: B

61. Informing vacancies of employees internally___________

A. Advertising
B. Internal Advertising
C. External Advertising
D. Modelling
ANSWER: B

62. Employees hired for limited time to a specific job________

A. Permanent employees
B. Temporary employees
C. Contract employees
D. Employee hiring
ANSWER: B

63. Picking up suitable candidates by rejecting the unsuitable__________

A. Recruitment
B. Training

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C. Selection
D. Development
ANSWER: C

64. Method of predicting organisation future demand for employees__________

A. HR Forecast
B. Labour Forecast
C. Manpower Forecast
D. Job Forecast
ANSWER: A

65. In depth description of a particular situation____________

A. Group Discussion
B. Personal Interview
C. Case
D. Survey
ANSWER: C

66. Temporary closure of a unit_________

A. Strike
B. Lockout
C. Layoff
D. Closure
ANSWER: B

67. Prohibiting an employee from attending work_________

A. Suspension
B. Dismissal
C. Exit
D. Retrenchment
ANSWER: A

68. Violation of established rules_________

A. Misconduct
B. Dismissal
C. Memo
D. Bad behaviour
ANSWER: A

69. Timescale for performance appraisals are usually__________.

A. One year.
B. Biannually.
C. 3 monthly.
D. At irregular intervals.
ANSWER: A

70. The test which compares employee performance with job requirements______
A. Selection test
B. Preference test
C. Achievement test
D. Simulation

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ANSWER: B

71. A written statement of what the job holder does_______

A. Job description
B. Job cycle
C. Job seeking
D. Job sharing
ANSWER: A

72. An activity carried out for a specific purpose_______

A. Duty
B. Job
C. Task
D. Code
ANSWER: C

73. A collection of several tasks in sequence________

A. Group
B. Duty
C. Position
D. Sharing
ANSWER: B

74. _____ is a worker oriented job analysis.

A. Functional Job analysis
B. Job description
C. Job analysis
D. Job seeking
ANSWER: A

75. Under which role the manager does perform activities which are of ceremonial and symbolic
nature__________.
A. Liason role.
B. Leaders role.
C. Figure head role
D. spokes person role.
ANSWER: C

76. The role in which a manager lead his subordinates and motivating them for willing cooperation is
called as__________.
A. Monitoring role.
B. Disseminator role.
C. Entrepreneur role.
D. Leader role.
ANSWER: D

77. The systems model of training contains three phases __________, training and development, and
evaluation.
A. Preparation
B. Assessment.
C. Introduction

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D. Organizing
ANSWER: B

78. Manager represents his organization or unit while interacting with outsiders is called as_________.
A. Disseminator role.
B. Spokes person
C. Resource allocator.
D. . Entrepreneur role
ANSWER: B

79. The physical environment of a job is ______

A. Working condition
B. Economic condition
C. Social condition
D. Political condition
ANSWER: A

80. Psyche means_________.

A. Biology.
B. Spirit.
C. Behaviour.
D. Attitude.
ANSWER: B

81. Which is the scientific method in accumulating knowledge about mans social behavior ?
A. Anthropology.
B. Social work.
C. Sociology.
D. Psychology.
ANSWER: C

82. ________ indicates type of people required.

A. Training plan
B. Recruitment plan
C. Retention plan
D. Deployment plan
ANSWER: B

83. A test interprets problems or situations for employees is ________.

A. Projective tests
B. Interest tests
C. Preference tests
D. Simulation tests
ANSWER: A

84. A test which measures employees honesty________

A. Simulator tests
B. Integrity tests
C. Polygraph tests
D. Graph tests
ANSWER: B

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85. The test which measures individual potential to learn is______

A. Aptitude tests
B. Attitude tests
C. Personality tests
D. Intelligence tests
ANSWER: A

86. Division of work to take the advantage of________.

A. Discipline.
B. Specialization.
C. Aptitude.
D. Productivity.
ANSWER: B

87. Oral examination of candidates for employment is ________

A. Placement
B. Screening
C. Interview
D. Selection
ANSWER: C

88. Flexitime work system is a _______ system.

A. Operational
B. Logical
C. Functional
D. Scheduling
ANSWER: D

89. Job enlargement expands _________

A. Upward
B. Downward
C. Horizontally
D. Vertically
ANSWER: C

90. _________ is a discontent or dissatisfaction.

A. Punishment
B. Grievance
C. Discipline
D. Suspension
ANSWER: B

91. Amount of remuneration received during a period is __________

A. Wages
B. Earnings
C. Minimum wage
D. Wage structure
ANSWER: B

92. Motivational devices used to encourage special workers________

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A. Compensation
B. Wages
C. Salaries
D. Incentives
ANSWER: D

93. HR plans should be __________ with the corporate plans of the enterprise.
A. Balanced
B. Not related
C. Mixed
D. Not balanced
ANSWER: A

94. Test in which PC-based situations and choices are given to solve situation is called ___________.
A. situational test
B. reasoning test
C. video simulation test
D. miniature job training
ANSWER: C

95. -----------------implies jobs of a similar nature.

A. Job family
B. Job status
C. Job enrichment
D. Job design
ANSWER: A

96. Job analysis is the outcome of Job description and __________.

A. Job design
B. Job specification
C. Job evaluation
D. Job content
ANSWER: B

97. Job specification is otherwise called as __________ specification.

A. Human
B. Role
C. Content
D. Physical
ANSWER: A

98. Job description is helpful in __________ grading and classification.

A. Salary
B. Position
C. Job
D. People
ANSWER: C

99. Handling labor relations and safety laws for companys labour is part of ___________.
A. Line function
B. Staff function

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C. Co-ordinative function
D. Top management function
ANSWER: B

100. __________ interview is a type of interview which is pre planned and is held in a formal atmosphere.
A. Informal
B. Patterned
C. Formal
D. Structured
ANSWER: B

101. Discharge may or may not be punishment but dismissal certainly means_________.
A. Promotion.
B. Punishment.
C. Demotion.
D. .Transfer.
ANSWER: B

102. __________ interview in which candidate is allowed to speaks his mind freely.
A. Non directed
B. Structured
C. Formal
D. Depth
ANSWER: A

103. A human relation seeks to emphasis employee aspects of work rather than ________
A. Technical aspects
B. Economic aspects.
C. Technical or economic aspects.
D. workers aspects.
ANSWER: C

104. __________ interview is conducted by a group of interviewers.

A. Non directional
B. Structured
C. Panel
D. Stress
ANSWER: C

105. Recruitment is one of the HR __________ function.

A. Acquisition
B. Development
C. Maintenance
D. Compensation
ANSWER: A

106. ---------- method of job evaluation is otherwise called classification method

A. Silent
B. College
C. Grading
D. Home

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ANSWER: C

107. Training helps to improve and give higher __________.

A. Productivity
B. Mobility
C. Viability
D. Vitality
ANSWER: A

108. Quantitative performance measures used by human resource managers to assess operations are called
___________.
A. ratios
B. benchmarks
C. metrics
D. grades
ANSWER: C

109. Many colleges and universities have arranged for students to work part-time in a special training
program as part of their education. This training is called _____
A. College trainee experience
B. Educational credits program
C. Coordinated education
D. An internship
ANSWER: D

110. __________ training seeks to adjust newly appointed employees to the work environment.
A. Production
B. Induction
C. Safety
D. Refresher
ANSWER: B

111. Industrial relation include________.

A. Labour relation.
B. Public relation.
C. Customer relation.
D. Labour, customer & public relation.
ANSWER: B

112. _____ are a useful tool for determining why employees are leaving an organization.
A. Government labor reports
B. Exit interviews
C. Benchmarks
D. HR portals
ANSWER: B

113. Voluntary retirement is also known as _____

A. Silver hand shake
B. Golden hand shake
C. Diamond hand shake
D. Crystal hand shake

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ANSWER: C

114. Which test is conducted to develop the skills & abilities of the candidate?
A. Aptitude test.
B. Intelligence test.
C. Trade test.
D. Personality test.
ANSWER: C

115. Which test is conducted to measure the likes, dislikes & habits ?
A. Vocational test.
B. Temperament test.
C. Skills test.
D. Interest test.
ANSWER: C

116. _________________deals with the contents & characteristics of each job.

A. job analysis
B. Job rating.
C. Job evaluation.
D. Job description.
ANSWER: A

117. What helps for the exchange of ideas, facts, opinions or emotions between two or more persons?
A. Communication
B. Written communication.
C. Upward communication
D. Downward communication.
ANSWER: A

118. Employees general attitude is referred to as________.

A. Job satisfaction
B. Job analysis
C. Job description.
D. Job evaluation.
ANSWER: A

119. what creates an advancement with an organization?

A. Demotion.
B. Promotion.
C. Transfer.
D. Redemote.
ANSWER: B

120. Which of the following helps the employee to improve their efficiency?
A. Development
B. Training.
C. Promotion.
D. Transfer.
ANSWER: B

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121. The _____ measures the rate at which employees leave the company.
A. turnover costs
B. turnover rate
C. time to fill
D. cost per hire
ANSWER: B

122. Industrial revolution played an important role in the development of_____

A. Industries.
B. Production.
C. Sales.
D. Finished goods.
ANSWER: A

123. Businessmen could get an opportunity to earn huge profits as the cost of_______.
A. Employee.
B. Employee & employer.
C. employer
D. Superior.
ANSWER: A

124. Education brought the changes in the attitude of labour towards their__________.
A. Work.
B. Interest.
C. Labour.
D. Job.
ANSWER: A

125. Problems of unemployment & wage fixation had their direct link with the ______________.
A. population
B. Value of labour
C. Attitude of management.
D. Co-ordination.
ANSWER: A

126. Good employer employee relations are the backbone of all_____.

A. Personal activities
B. Human activities.
C. Personnel activities
D. Personnel policies.
ANSWER: C

127. This should cover responsibility for the maintenance of children during the entire period of
contingency_____.
A. Medical benefit.
B. Family benefit.
C. Old age benefit.
D. Survivors benefit.
ANSWER: B

128. The modern term for personnel management is ____

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A. HRD.
B. HRP.
C. HRM.
D. HSM.
ANSWER: C

129. It is intended to reveal what is actually done opposed to what should be done.what is this?
A. . Job Specification.
B. Job Evaluation.
C. Job Description.
D. Job Analysis.
ANSWER: C

130. The downward movement of employee in organizational hierarchy with lower pay status
responsibilities means___________.
A. Demotion.
B. Job change
C. Promotion.
D. Transfer
ANSWER: A

131. Through test measuring for Checking what we intended is known as ___________.
A. test validity
B. criterion validity
C. content validity
D. reliability
ANSWER: A

132. Job----- is a statement of the minimum acceptable human qualities necessary to perform a job
satisfactorily.
A. Evaluation.
B. Specification.
C. Description.
D. Analysis.
ANSWER: B

133. Performance appraisal refers to-----of an employee

A. training.
B. placement.
C. assessment.
D. induction.
ANSWER: C

134. A------ takes place when an employee moves to a position higher than the one formerly occupied.
A. transfer
B. demotion.
C. punishment.
D. promotion
ANSWER: D

135. Identify the retirement benefit form the following?

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A. Wages
B. Bonus.
C. Incentive.
D. Gratuity
ANSWER: D

136. A group which is established by its members is called _______

A. social group.
B. reference group.
C. performing group.
D. Informal group.
ANSWER: D

137. The way of action which are accepted as legitimate by group members is called ______
A. Values
B. Norms
C. Conformity.
D. Decision
ANSWER: B

138. The degree of attachment of the members to their group is known as_____
A. Group cohesiveness
B. Group conformity
C. Group attachment
D. Group loyalty.
ANSWER: A

139. A group of persons in an organization for making or recommending certain decisions is termed
as____.
A. Committee.
B. Formal Group.
C. Task Group
D. Performing Group
ANSWER: A

140. The anxiety a person experiences when two sets of knowledge are contradictory or incongruent lead
to_____.
A. Cognitive Dissonance
B. Negative Attitude.
C. Stress.
D. Perception disorder.
ANSWER: A

141. An organization may choose to do all of the following to motivate a plateaued worker,
except_____________
A. Lateral moves
B. Promotion
C. Temporary assignments
D. Committee assignments
ANSWER: B

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142. Authority being conferred based on technical knowledge or skill of ____.

A. Technical Power
B. Competence authority.
C. Machiavellianism
D. Power Distribution.
ANSWER: B

143. Group established by the organisation to do its work and usually identifiable on an organisation
chart______.
A. Task Group
B. Primary Group
C. Formal group.
D. Informal Group.
ANSWER: C

144. A situation that occurs when it is unclear or uncertain what behaviour is expected of role
occupants______
A. Role conflict
B. Role ambiguity.
C. Role analysis
D. Role overload.
ANSWER: B

145. When expectation about a persons role in the group contradict one another, it becomes?
A. Down Ward Conflict
B. Up Ward Conflict
C. Role Conflict
D. Role Ambiquity
ANSWER: C

146. Failure to report work is called_____.

A. Lack of commitment.
B. Absenteeism.
C. Burnout
D. Immoral Activity.
ANSWER: B

147. The process by which older members of a society transmit to younger members the social skilled is
termed as_____.
A. Literature.
B. Norms
C. Values.
D. Socialization.
ANSWER: D

148. Dispute between employees at different levels in an organization is known as_____

A. Horizontal conflict
B. over all conflict.
C. Vertical conflict
D. Organizational conflict.
ANSWER: C

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149. A group created by management to accomplish certain organizational goal is called as____ .
A. Performance group.
B. Task group.
C. Prime group.
D. In group.
ANSWER: B

150. A person who is responsible for managing the change effort in the organisation is called__________.
A. Manager.
B. entrepreneur.
C. Change agent
D. Leader.
ANSWER: C

Staff Name
Sitrarasu S .

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