Looking for online resources available freely for brushing up Quant basics and practise questions. Any suggestion?
Amid lockdown and such trying times there are springs in my feet and my mind. Last 3 days has been amazing as everytime there is " offer to admission" from IIM's at my computer screen. I am grateful to God, my parents and my mentor . For me CAT was all about of 6 months of serious preparation. I had option of joining reputed coaching Institute, I rather preferred a guide/mentor who delivered simple, concise and customized preparation plan for me and it worked. GDPI preparation was totally "Me" centric. Exploring, evolving and researching my mission and vision and aligning it with my dream Institute. For me it did hit bull eye in my first shot at CAT, for you it may or may not. I still recommend my mentor to serious CAT 2020 aspirants for online mentoring. You may reach out to him at 9818416694( Mr Girish).
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RC Practice - 28th May 2020
In recent years much attention has been paid to distilling those factors that create a positive work environment for corporate employees. The goal ultimately is to discover what allows some companies to foster high employee morale while other companies struggle with poor productivity and high managerial turnover. Several theories have been posited, but none has drawn as much interest from the corporate world, or has as much promise, as value congruence, which measures the "fit" between an employee's values and those of co-workers and the company itself.
The concept of value congruence is generally intuitive – when there is a match between employee and organization value systems, positive outcomes will result. Although the link between value congruence and positive organizational outcomes has been firmly established, until recently it was not clear why this process takes place. Rather than directly causing positive outcomes, value congruence primarily leads to positive outcomes through the enhancement of communication and trust between the organization and the employee. Value Congruence -> Trust + Communication -> Positive Outcomes That is, when value congruence between an employee and the organization is high, there tends to be high levels of trust and communication between the two parties.
Value congruence can be broken into three main subcategories: person-environment ("P-E"), person-person ("P-P"), and perceptual fit ("PF"). Person-environment congruence refers to a harmony between the personal values of the employee and corporate culture of the company in which he or she works. Someone with a high P-E congruence feels personally in tune with his company's stated policies and goals. Conversely, someone with a low P-E congruence feels a sense of disharmony between his own values and the stated policies and goals of his company. A high P-P congruence indicates a sense of solidarity with one's co-workers in terms of shared values and goals. A low P-P congruence indicates a sense of isolation from co-workers brought about by an absence of shared values. Finally, strong PF suggests a strong correspondence between the values that an employee perceives his company to have (whether or not the company actually does) and the values that his co-workers perceive the company to have (again, whether or not it actually does). A weak PF implies that an employee's perception of his company's values differs significantly from that of his co-workers.
Research has shown that P-E and PF congruence are important measures of employee satisfaction, commitment, and likelihood of turnover, although P-P congruence has little bearing on these parameters. Moreover, PF is especially important in establishing harmonious relations between workers and managers. These measures give corporations a robust paradigm on the basis of which to create long-term personnel plans and productivity growth targets: in particular, P-E and PF congruence allow companies to discover dysfunctional work relationships and clarify misperceived company policies and goals. With these tools in hand, companies can look forward to increased employee satisfaction and, ultimately, improved company performance
1. The passage suggests that perceptual fit congruence would be most useful in determining which of the following?
A. whether a company ought to make its policies and goals more transparent
B. whether a company ought to provide sensitivity training for its management
C. whether a company ought to create more opportunities for interaction among workers
D. whether a company ought to address employee grievances more directly
2. Which of the following correctly represents the relationship between value-fit, communication and outcomes for a corporate in context of the passage?
A. lack of communication between employee and organization could be a sign of low value-fit
B. transparency in peer-to-peer communication brings about positive outcomes
C. the policy statement of an organization enhances trust in the company and brings about positive results
D. there is no way to enhance outcomes for a company without fostering employee trust.
3. According to the passage, which of the following was a motivation in the creation of the system of value congruence?
A. a desire to minimize the liability of upper management for employee dissatisfaction
B. a desire to help companies to improve their internal harmony
C. a desire to foster awareness of factors influencing managerial success
D. a desire to eliminate discrepancies between a company’s goals and the values of its employees
4. The primary focus of the passage is on which of the following?
A. Comparing a new theory of corporate performance to a discredited theory and predicting the usefulness of the new theory.
B. Illustrating a new approach to measuring employee satisfaction through a detailed analysis of a particular case.
C. Challenging an old view of employee commitment and suggesting that a new paradigm is necessary.
D. Promoting a new method of measuring the likelihood of corporate success by explaining its benefits.
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You travel by Delhi Metro every day from Botanical Garden, Noida to Hauz Khas, Delhi. At Hauz Khas metro station, you use an escalator to get out of the station. The escalator takes 80 seconds. One day, the escalator was not working and you walk up the escalator in 50 seconds. How many minutes does it approximately take you to walk down the working escalator? (IIFT) A 1.5 minutes B 2.2 minutes C 2.8 minutes D 2.6 minutes.
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Wanted Some Help With this Problem:
x^3=2^(x/2), Here we need to find the number of intersection points.
I understand that we can draw a graph of both of these and then note the number of intersection points. But my question is, since both of these graphs go till infinity (since both are increasing as well) how do we know that they'll meet at only 1 point (since 1 is the answer)? Why not 2?
Attaching image for the solution with graph theyve provided
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can anyone explain how to do these kind of questions
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