Five sentences related to a topic are given below. Four of them can be put together to form a meaningful and coherent short paragraph. Identify the odd one out.Choose its number as your answer and key it in.1. One argument is that actors that do not fit within a single, well-defined category may suffer an andldquo;illegitimacy discountandrdquo;.2. Others believe that complex identities confuse audiences about an organizationandrsquo;s role or purpose.3. Some organizations have complex and multidimensional identities that span or combine categories, while other organizations possess narrow identities.4. Identity is one of the most important features of organizations, but there exist opposing views among sociologists about how identity affects organizational performance.5. Those who think that complex identities are beneficial point to the strategic advantages of ambiguity, and organizationsandrsquo; potential to differentiate themselves from competitors.Correct answer is '1'. Can you explain this answer?

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Five sentences related to a topic are given below. Four of them can be put together to form a meaningful and coherent short paragraph. Identify the odd one out.
Choose its number as your answer and key it in.
1. One argument is that actors that do not fit within a single, well-defined category may suffer an “illegitimacy discount”.
2. Others believe that complex identities confuse audiences about an organization’s role or purpose.
3. Some organizations have complex and multidimensional identities that span or combine categories, while other organizations possess narrow identities.
4. Identity is one of the most important features of organizations, but there exist opposing views among sociologists about how identity affects organizational performance.
5. Those who think that complex identities are beneficial point to the strategic advantages of ambiguity, and organizations’ potential to differentiate themselves from competitors.

Correct answer is '1'. Can you explain this answer?

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Five sentences related to a topic are given below. Four of them can be...

Let us link the sentences logically and find out which sentence does not conform to the main theme of the paragraph. It is clear that the paragraph is about “identity”, more specifically, identities of organizations. Sentence 4 is the introductory sentence since it introduces the theme of “identity” and the opposing views among sociologists about how identity affects organizational performance.
Sentence 3 follows sentence 4 by mentioning two types of identities that organizations have – some organizations have complex and multidimensional identities while other organizations have narrow identities.
Sentence 5 follows sentence 3 by mentioning “those” who think complex or multidimensional identities are more beneficial to organizations and sentence 2 will follow sentence 5 with “others” who feel the opposite – complex identities confuse audiences about an organization’s role or purpose.
Sentence 1 is about “actors” and not about identities at all. Secondly, it is more about “categories” than identities. It does not fit in with the rest of the sentences in the paragraph.
Hence, the correct answer is option 1.

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Five sentences related to a topic are given below. Four of them can be...

Identity crisis.
2. This can lead to a lack of opportunities and difficulty in finding roles.
3. However, some actors embrace their versatility and enjoy the challenge of playing diverse characters.
4. The ability to play a range of roles can also be an advantage in the competitive world of acting.
5. Many successful actors have built their careers on their ability to adapt to different genres and characters.

The odd one out is sentence 1, as it does not fit with the theme of the other sentences which discuss the advantages and disadvantages of being a versatile actor.

Answered by Wizius Careers · View profile

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Five sentences related to a topic are given below. Four of them can be put together to form a meaningful and coherent short paragraph.Identify the odd one out.Choose its number as your answer and key it in. 1. One argument is that actors that do not fit within a single, well-defined category may suffer an “illegitimacy discount”. 2. Others believe that complex identities confuse audiences about an organization’s role or purpose. 3. Some organizations have complex and multidimensional identities that span or combine categories, while other organizations possess narrow identities. 4. Identity is one of the most important features of organizations, but there exist opposing views among sociologists about how identity affects organizational performance. 5. Those who think that complex identities are beneficial point to the strategic advantages of ambiguity, and organizations’ potential to differentiate themselves from competitors. Correct answer is '1'. Can you explain this answer?

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DIRECTION : Five sentences related to a topic are given below. Four of them can be put together to form a meaningful and coherent short paragraph. Identify the odd one out. Choose its number as your answer and key it in.(2019)A. One argument is that actors that do not fit within a single, well-defined category may suffer an “illegitimacy discount”.B. Others believe that complex identities confuse audiences about an organization’s role or purpose.C. Some organizations have complex and multidimensional identities that span or combine categories, while other organizations possess narrow identities.D. Identity is one of the most important features of organizations, but there exist opposing views among sociologists about how identity affects organizational performance.E. Those who think that complex identities are beneficial point to the strategic advantages of ambiguity, and organizations’ potential to differentiate themselves from competitors.

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When people react to their experiences with particular authorities, those authorities and the organizations or institutions that they represent often benefit if the people involved begin with high levels of commitment to the organization or institution represented by the authorities. First, in his studies of people's attitudes toward political and legal institutions, Tyler found that attitudes after an experience with the institution were strongly affected by prior attitudes. Single experiences influence post experience loyalty but certainly do not overwhelm the relationship between pre-experience and post experience loyalty. Thus, the best predictor of loyalty after an experience is usually loyalty before that experience. Second, people with prior loyalty to the organization or institution judge their dealings with the organization's or institution's authorities to be fairer than do those with less prior loyalty, either because they are more fairly treated or because they interpret equivalent treatment as fairer.Although high levels of prior organizational or institutional commitment are generally beneficial to the organization or institution, under certain conditions high levels of prior commitment may actually sow the seeds of reduced commitment. When previously committed individuals feel that they were treated unfavourably or unfairly during some experience with the organization or institution, they may show an especially sharp decline in commitment. Two studies were designed to test this hypothesis, which, if confirmed, would suggest that organizational or institutional commitment has risks, as well as benefits. At least three psychological models offer predictions of how individuals' reactions may vary as a function of (1) their prior level of commitment and (2) the favorability of the encounter with the organization or institution. Favorability of the encounter is determined by the outcome of the encounter and the fairness or appropriateness of the procedures used to allocate outcomes during the encounter. First, the instrumental prediction is that because people are mainly concerned with receiving desired outcomes from their encounters with organizations, changes in their level of commitment will depend primarily on the favorability of the encounter. Second, the assimilation prediction is that individuals' prior attitudes predispose them to react in a way that is consistent with their prior attitudes.The third prediction, derived from the group-value model of justice, pertains to how people with high prior commitment will react when they feel that they have been treated unfavorably or unfairly during some encounter with the organization or institution. Fair treatment by the other party symbolizes to people that they are being dealt with in a dignified and respectful way, thereby bolstering their sense of self-identity and self-worth. However, people will become quite distressed and react quite negatively if they feel that they have been treated unfairly by the other party to the relationship. The group-value model suggests that people value the information they receive that helps them to define themselves and to view themselves favorably. According to the instrumental viewpoint, people are primarily concerned with the more material or tangible resources received from the relationship. Empirical support for the group-value model has implications for a variety of important issues, including the determinants of commitment, satisfaction, organizational citizenship, and rule following. Determinants of procedural fairness include structural or interpersonal factors. For example, structural determinants refer to such things as whether decisions were made by neutral, fact-finding authorities who used legitimate decision-making criteria. The primary purpose of the study was to examine the interactive effect of individuals (1) commitment to an organization or institution prior to some encounter and (2) perceptions of how fairly they were treated during the encounter, on the change in their level of commitment. A basic assumption of the group-value model is that people generally value their relationships with people, groups, organizations, and institutions and therefore value fair treatment from the other party to the relationship. Specifically, highly committed members should have especially negative reactions to feeling that they were treated unfairly, more so than (1) less-committed group members or (2) highly committed members who felt that they were fairly treated.The prediction that people will react especially negatively when they previously felt highly committed but felt that they were treated unfairly also is consistent with the literature on psychological contracts. Rousseau suggested that, over time, the members of work organizations develop feelings of entitlement, i.e., perceived obligations that their employers have toward them. Those who are highly committed to the organization believe that they are fulfilling their contract obligations. However, if the organization acted unfairly, then highly committed individuals are likely to believe that the organization did not live up to its end of the bargain.There is only one term in the left column which matches with the options given in the second column. Identify the correct pair from the following table

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When people react to their experiences with particular authorities, those authorities and the organizations or institutions that they represent often benefit if the people involved begin with high levels of commitment to the organization or institution represented by the authorities. First, in his studies of people's attitudes toward political and legal institutions, Tyler found that attitudes after an experience with the institution were strongly affected by prior attitudes. Single experiences influence post experience loyalty but certainly do not overwhelm the relationship between pre-experience and post experience loyalty. Thus, the best predictor of loyalty after an experience is usually loyalty before that experience. Second, people with prior loyalty to the organization or institution judge their dealings with the organization's or institution's authorities to be fairer than do those with less prior loyalty, either because they are more fairly treated or because they interpret equivalent treatment as fairer.Although high levels of prior organizational or institutional commitment are generally beneficial to the organization or institution, under certain conditions high levels of prior commitment may actually sow the seeds of reduced commitment. When previously committed individuals feel that they were treated unfavourably or unfairly during some experience with the organization or institution, they may show an especially sharp decline in commitment. Two studies were designed to test this hypothesis, which, if confirmed, would suggest that organizational or institutional commitment has risks, as well as benefits. At least three psychological models offer predictions of how individuals' reactions may vary as a function of (1) their prior level of commitment and (2) the favorability of the encounter with the organization or institution. Favorability of the encounter is determined by the outcome of the encounter and the fairness or appropriateness of the procedures used to allocate outcomes during the encounter. First, the instrumental prediction is that because people are mainly concerned with receiving desired outcomes from their encounters with organizations, changes in their level of commitment will depend primarily on the favorability of the encounter. Second, the assimilation prediction is that individuals' prior attitudes predispose them to react in a way that is consistent with their prior attitudes.The third prediction, derived from the group-value model of justice, pertains to how people with high prior commitment will react when they feel that they have been treated unfavorably or unfairly during some encounter with the organization or institution. Fair treatment by the other party symbolizes to people that they are being dealt with in a dignified and respectful way, thereby bolstering their sense of self-identity and self worth. However, people will become quite distressed and react quite negatively if they feel that they have been treated unfairly by the other party to the relationship. The group-value model suggests that people value the information they receive that helps them to define themselves and to view themselves favorably. According to the instrumental viewpoint, people are primarily concerned with the more material or tangible resources received from the relationship. Empirical support for the group-value model has implications for a variety of important issues, including the determinants of commitment, satisfaction, organizational citizenship, and rule following. Determinants of procedural fairness include structural or interpersonal factors. For example, structural determinants refer to such things as whether decisions were made by neutral, fact finding authorities who used legitimate decision making criteria. The primary purpose of the study was to examine the interactive effect of individuals (1) commitment to an organization or institution prior to some encounter and (2) perceptions of how fairly they were treated during the encounter, on the change in their level of commitment. A basic assumption of the group-value model is that people generally value their relationships with people, groups, organizations, and institutions and therefore value fair treatment from the other party to the relationship. Specifically, highly committed members should have especially negative reactions to feeling that they were treated unfairly, more so than (1) less-committed group members or (2) highly committed members who felt that they were fairly treated.The prediction that people will react especially negatively when they previously felt highly committed but felt that they were treated unfairly also is consistent with the literature on psychological contracts. Rousseau suggested that, over time, the members of work organizations develop feelings of entitlement, i.e., perceived obligations that their employers have toward them. Those who are highly committed to the organization believe that they are fulfilling their contract obligations. However, if the organization acted unfairly, then highly committed individuals are likely to believe that the organization did not live up to its end of the bargain.There is only one term in the left column which matches with the options given in the second column. Identify the correct pair from the following table

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When people react to their experiences with particular authorities, those authorities and the organizations or institutions that they represent often benefit if the people involved begin with high levels of commitment to the organization or institution represented by the authorities. First, in his studies of people's attitudes toward political and legal institutions, Tyler found that attitudes after an experience with the institution were strongly affected by prior attitudes. Single experiences influence post experience loyalty but certainly do not overwhelm the relationship between pre-experience and post experience loyalty. Thus, the best predictor of loyalty after an experience is usually loyalty before that experience. Second, people with prior loyalty to the organization or institution judge their dealings with the organization's or institution's authorities to be fairer than do those with less prior loyalty, either because they are more fairly treated or because they interpret equivalent treatment as fairer.Although high levels of prior organizational or institutional commitment are generally beneficial to the organization or institution, under certain conditions high levels of prior commitment may actually sow the seeds of reduced commitment. When previously committed individuals feel that they were treated unfavourably or unfairly during some experience with the organization or institution, they may show an especially sharp decline in commitment. Two studies were designed to test this hypothesis, which, if confirmed, would suggest that organizational or institutional commitment has risks, as well as benefits. At least three psychological models offer predictions of how individuals' reactions may vary as a function of (1) their prior level of commitment and (2) the favorability of the encounter with the organization or institution. Favorability of the encounter is determined by the outcome of the encounter and the fairness or appropriateness of the procedures used to allocate outcomes during the encounter. First, the instrumental prediction is that because people are mainly concerned with receiving desired outcomes from their encounters with organizations, changes in their level of commitment will depend primarily on the favorability of the encounter. Second, the assimilation prediction is that individuals' prior attitudes predispose them to react in a way that is consistent with their prior attitudes.The third prediction, derived from the group-value model of justice, pertains to how people with high prior commitment will react when they feel that they have been treated unfavorably or unfairly during some encounter with the organization or institution. Fair treatment by the other party symbolizes to people that they are being dealt with in a dignified and respectful way, thereby bolstering their sense of self-identity and self-worth. However, people will become quite distressed and react quite negatively if they feel that they have been treated unfairly by the other party to the relationship. The group-value model suggests that people value the information they receive that helps them to define themselves and to view themselves favorably. According to the instrumental viewpoint, people are primarily concerned with the more material or tangible resources received from the relationship. Empirical support for the group-value model has implications for a variety of important issues, including the determinants of commitment, satisfaction, organizational citizenship, and rule following. Determinants of procedural fairness include structural or interpersonal factors. For example, structural determinants refer to such things as whether decisions were made by neutral, fact-finding authorities who used legitimate decision-making criteria. The primary purpose of the study was to examine the interactive effect of individuals (1) commitment to an organization or institution prior to some encounter and (2) perceptions of how fairly they were treated during the encounter, on the change in their level of commitment. A basic assumption of the group-value model is that people generally value their relationships with people, groups, organizations, and institutions and therefore value fair treatment from the other party to the relationship. Specifically, highly committed members should have especially negative reactions to feeling that they were treated unfairly, more so than (1) less-committed group members or (2) highly committed members who felt that they were fairly treated.The prediction that people will react especially negatively when they previously felt highly committed but felt that they were treated unfairly also is consistent with the literature on psychological contracts. Rousseau suggested that, over time, the members of work organizations develop feelings of entitlement, i.e., perceived obligations that their employers have toward them. Those who are highly committed to the organization believe that they are fulfilling their contract obligations. However, if the organization acted unfairly, then highly committed individuals are likely to believe that the organization did not live up to its end of the bargain.For summarizing the passage, which of the following is most appropriate

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Five sentences related to a topic are given below. Four of them can be put together to form a meaningful and coherent short paragraph. Identify the odd one out.Choose its number as your answer and key it in.1. One argument is that actors that do not fit within a single, well-defined category may suffer an “illegitimacy discount”.2. Others believe that complex identities confuse audiences about an organization’s role or purpose.3. Some organizations have complex and multidimensional identities that span or combine categories, while other organizations possess narrow identities.4. Identity is one of the most important features of organizations, but there exist opposing views among sociologists about how identity affects organizational performance.5. Those who think that complex identities are beneficial point to the strategic advantages of ambiguity, and organizations’ potential to differentiate themselves from competitors.Correct answer is '1'. Can you explain this answer?

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Five sentences related to a topic are given below. Four of them can be put together to form a meaningful and coherent short paragraph. Identify the odd one out.Choose its number as your answer and key it in.1. One argument is that actors that do not fit within a single, well-defined category may suffer an “illegitimacy discount”.2. Others believe that complex identities confuse audiences about an organization’s role or purpose.3. Some organizations have complex and multidimensional identities that span or combine categories, while other organizations possess narrow identities.4. Identity is one of the most important features of organizations, but there exist opposing views among sociologists about how identity affects organizational performance.5. Those who think that complex identities are beneficial point to the strategic advantages of ambiguity, and organizations’ potential to differentiate themselves from competitors.Correct answer is '1'. Can you explain this answer? for CAT 2024 is part of CAT preparation. The Question and answers have been prepared according to the CAT exam syllabus. Information about Five sentences related to a topic are given below. Four of them can be put together to form a meaningful and coherent short paragraph. Identify the odd one out.Choose its number as your answer and key it in.1. One argument is that actors that do not fit within a single, well-defined category may suffer an “illegitimacy discount”.2. Others believe that complex identities confuse audiences about an organization’s role or purpose.3. Some organizations have complex and multidimensional identities that span or combine categories, while other organizations possess narrow identities.4. Identity is one of the most important features of organizations, but there exist opposing views among sociologists about how identity affects organizational performance.5. Those who think that complex identities are beneficial point to the strategic advantages of ambiguity, and organizations’ potential to differentiate themselves from competitors.Correct answer is '1'. Can you explain this answer? covers all topics & solutions for CAT 2024 Exam. Find important definitions, questions, meanings, examples, exercises and tests below for Five sentences related to a topic are given below. Four of them can be put together to form a meaningful and coherent short paragraph. Identify the odd one out.Choose its number as your answer and key it in.1. One argument is that actors that do not fit within a single, well-defined category may suffer an “illegitimacy discount”.2. Others believe that complex identities confuse audiences about an organization’s role or purpose.3. Some organizations have complex and multidimensional identities that span or combine categories, while other organizations possess narrow identities.4. Identity is one of the most important features of organizations, but there exist opposing views among sociologists about how identity affects organizational performance.5. Those who think that complex identities are beneficial point to the strategic advantages of ambiguity, and organizations’ potential to differentiate themselves from competitors.Correct answer is '1'. Can you explain this answer?.

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