Assertion (A) : Promotion is a move within the organisation to a higher position that has greater responsibilities and requires more advanced skills. Reasoning (R) : Promotion may not involve a raise in status but a hike in salary is a must. Code :
(A) is correct whereas (R) is incorrect.
(A) is correct whereas (R) is incorrect — option 3.
Why the assertion is correct. It is the standard definition. Promotion is an upward movement of an employee within the same organisation to a post carrying greater responsibility, higher status and more demanding skill requirements. Every element of the assertion belongs to that definition.
Why the reasoning is incorrect — and it is wrong twice over.
| What R claims | The truth |
|---|---|
| Promotion may not involve a raise in status | A raise in status is essential. Higher responsibility and standing are what make a movement a promotion at all; without them it is a transfer |
| A hike in salary is a must | Not necessary. A promotion without any increase in pay is common enough to have its own name — a “dry promotion” |
So R has the two elements exactly the wrong way round: it makes the essential element optional and the optional element essential.
Promotion against the neighbouring movements, which is what the question is really testing :
| Movement | Responsibility and status | Pay |
|---|---|---|
| Promotion | Higher | Usually higher, but not necessarily |
| Transfer | Broadly the same — a lateral move to another job, department or location | Broadly the same |
| Demotion | Lower | Usually lower |
| Upgradation | Same job, but the post is re-graded | Higher |
The two bases of promotion and the standing dispute between them: seniority, which is objective, easily measured and avoids favouritism but ignores ability; and merit, which rewards competence but depends on appraisal that employees and unions may not trust. Most Indian organisations use a combination — merit within a seniority band — precisely to capture the advantages of both.
A related point on the Peter Principle : promoting purely on performance in the present job tends, over time, to raise people to a level at which they are no longer competent, since the new post demands different skills. That is the argument for assessing potential rather than past performance alone.
Hence, the answer is option 3.
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