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Read the following passage carefully and answer the questions that follow.While sabbaticals are still rare inside of corporate America, their presence is increasing rapidly. According to a survey from the Society for Human Resource Management, the percentage of companies offering sabbaticals (both paid and unpaid) rose to nearly 17% of employers in 2017. That's a significant gain from 1977, when McDonald's instituted what was arguably the first corporate sabbatical program in the United States.Since the concept of sabbaticals is most popular in the academic arena, the majority of research done on their effect on employees has been conducted by studying professors. One notable study compared 129 university professors who took a sabbatical in a given term with 129 equally qualified colleagues who didn't. Both groups were surveyed before, during, and after the term to assess stress levels, psychological resources, and even overall life satisfaction. It's not surprising that the researchers found that those who took sabbaticals experienced, upon return, a decline in stress and an increase in psychological resources and overall well-being. What is surprising, however, is that those positive changes often remained long after the sabbatical takers returned to work.The bigger benefit to organizations, however, comes in unexpected ways. Providing sabbaticals or extended leave time to leaders can actually be a means to stress test the organizational chart and give aspiring leaders a chance to grow. In one study, researchers surveyed 61 leaders at five different non-profit organizations with sabbatical programs. Each organization had slightly different requirements, but all required at least three months off and discouraged executives from visiting the office during the sabbatical period.The researchers found that the majority of leaders surveyed said the time away allowed them the space to generate new ideas for innovating in the organization and helped them gain greater confidence in themselves as leaders. They also reported a better ability to collaborate with their board of directors, most likely because the planning and execution of the sabbatical provided a learning experience for everyone involved.At the very least, having people rotate out for an extended period of time allows organizations to stress test their organizational chart. Ideally, no team should be so dependent on any one person that productivity grinds to a halt during an extended vacation. And while it may look good on paper, the only way to know for sure is to test it. For instance, there are many unique vacation/sabbatical policies out there: The Motley Fool's approach, called "The Fool's Errand." Each month leadership of The Motley Fool draws a random name from the company roster and awards that person two weeks of paid time off with a catch: It must be taken in the next month.Whether it's a long-term sabbatical or a surprise vacation, the success of extended time off - for the organization - is an encouragement and a warning. The warning is that most organizations are probably not giving employees enough time away.Q. Given the author's views, it can be inferred that he/she would most agree with which of the following statements?a)Employees want to work for a company that understands the balance between work and life.b)Sabbaticals that are rewarded based on time with the company encourage employees to remain loyal to a company for an extended amount of time.c)Companies that have implemented sabbaticals are often very stable and able to handle setbacks.d)A person on sabbatical can be hard to replace, and might cause a huge loss to the company.Correct answer is option 'C'. 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 Read the following passage carefully and answer the questions that follow.While sabbaticals are still rare inside of corporate America, their presence is increasing rapidly. According to a survey from the Society for Human Resource Management, the percentage of companies offering sabbaticals (both paid and unpaid) rose to nearly 17% of employers in 2017. That's a significant gain from 1977, when McDonald's instituted what was arguably the first corporate sabbatical program in the United States.Since the concept of sabbaticals is most popular in the academic arena, the majority of research done on their effect on employees has been conducted by studying professors. One notable study compared 129 university professors who took a sabbatical in a given term with 129 equally qualified colleagues who didn't. Both groups were surveyed before, during, and after the term to assess stress levels, psychological resources, and even overall life satisfaction. It's not surprising that the researchers found that those who took sabbaticals experienced, upon return, a decline in stress and an increase in psychological resources and overall well-being. What is surprising, however, is that those positive changes often remained long after the sabbatical takers returned to work.The bigger benefit to organizations, however, comes in unexpected ways. Providing sabbaticals or extended leave time to leaders can actually be a means to stress test the organizational chart and give aspiring leaders a chance to grow. In one study, researchers surveyed 61 leaders at five different non-profit organizations with sabbatical programs. Each organization had slightly different requirements, but all required at least three months off and discouraged executives from visiting the office during the sabbatical period.The researchers found that the majority of leaders surveyed said the time away allowed them the space to generate new ideas for innovating in the organization and helped them gain greater confidence in themselves as leaders. They also reported a better ability to collaborate with their board of directors, most likely because the planning and execution of the sabbatical provided a learning experience for everyone involved.At the very least, having people rotate out for an extended period of time allows organizations to stress test their organizational chart. Ideally, no team should be so dependent on any one person that productivity grinds to a halt during an extended vacation. And while it may look good on paper, the only way to know for sure is to test it. For instance, there are many unique vacation/sabbatical policies out there: The Motley Fool's approach, called "The Fool's Errand." Each month leadership of The Motley Fool draws a random name from the company roster and awards that person two weeks of paid time off with a catch: It must be taken in the next month.Whether it's a long-term sabbatical or a surprise vacation, the success of extended time off - for the organization - is an encouragement and a warning. The warning is that most organizations are probably not giving employees enough time away.Q. Given the author's views, it can be inferred that he/she would most agree with which of the following statements?a)Employees want to work for a company that understands the balance between work and life.b)Sabbaticals that are rewarded based on time with the company encourage employees to remain loyal to a company for an extended amount of time.c)Companies that have implemented sabbaticals are often very stable and able to handle setbacks.d)A person on sabbatical can be hard to replace, and might cause a huge loss to the company.Correct answer is option 'C'. Can you explain this answer? covers all topics & solutions for CAT 2024 Exam. Find important definitions, questions, meanings, examples, exercises and tests below for Read the following passage carefully and answer the questions that follow.While sabbaticals are still rare inside of corporate America, their presence is increasing rapidly. According to a survey from the Society for Human Resource Management, the percentage of companies offering sabbaticals (both paid and unpaid) rose to nearly 17% of employers in 2017. That's a significant gain from 1977, when McDonald's instituted what was arguably the first corporate sabbatical program in the United States.Since the concept of sabbaticals is most popular in the academic arena, the majority of research done on their effect on employees has been conducted by studying professors. One notable study compared 129 university professors who took a sabbatical in a given term with 129 equally qualified colleagues who didn't. Both groups were surveyed before, during, and after the term to assess stress levels, psychological resources, and even overall life satisfaction. It's not surprising that the researchers found that those who took sabbaticals experienced, upon return, a decline in stress and an increase in psychological resources and overall well-being. What is surprising, however, is that those positive changes often remained long after the sabbatical takers returned to work.The bigger benefit to organizations, however, comes in unexpected ways. Providing sabbaticals or extended leave time to leaders can actually be a means to stress test the organizational chart and give aspiring leaders a chance to grow. In one study, researchers surveyed 61 leaders at five different non-profit organizations with sabbatical programs. Each organization had slightly different requirements, but all required at least three months off and discouraged executives from visiting the office during the sabbatical period.The researchers found that the majority of leaders surveyed said the time away allowed them the space to generate new ideas for innovating in the organization and helped them gain greater confidence in themselves as leaders. They also reported a better ability to collaborate with their board of directors, most likely because the planning and execution of the sabbatical provided a learning experience for everyone involved.At the very least, having people rotate out for an extended period of time allows organizations to stress test their organizational chart. Ideally, no team should be so dependent on any one person that productivity grinds to a halt during an extended vacation. And while it may look good on paper, the only way to know for sure is to test it. For instance, there are many unique vacation/sabbatical policies out there: The Motley Fool's approach, called "The Fool's Errand." Each month leadership of The Motley Fool draws a random name from the company roster and awards that person two weeks of paid time off with a catch: It must be taken in the next month.Whether it's a long-term sabbatical or a surprise vacation, the success of extended time off - for the organization - is an encouragement and a warning. The warning is that most organizations are probably not giving employees enough time away.Q. Given the author's views, it can be inferred that he/she would most agree with which of the following statements?a)Employees want to work for a company that understands the balance between work and life.b)Sabbaticals that are rewarded based on time with the company encourage employees to remain loyal to a company for an extended amount of time.c)Companies that have implemented sabbaticals are often very stable and able to handle setbacks.d)A person on sabbatical can be hard to replace, and might cause a huge loss to the company.Correct answer is option 'C'. Can you explain this answer?.

Solutions for Read the following passage carefully and answer the questions that follow.While sabbaticals are still rare inside of corporate America, their presence is increasing rapidly. According to a survey from the Society for Human Resource Management, the percentage of companies offering sabbaticals (both paid and unpaid) rose to nearly 17% of employers in 2017. That's a significant gain from 1977, when McDonald's instituted what was arguably the first corporate sabbatical program in the United States.Since the concept of sabbaticals is most popular in the academic arena, the majority of research done on their effect on employees has been conducted by studying professors. One notable study compared 129 university professors who took a sabbatical in a given term with 129 equally qualified colleagues who didn't. Both groups were surveyed before, during, and after the term to assess stress levels, psychological resources, and even overall life satisfaction. It's not surprising that the researchers found that those who took sabbaticals experienced, upon return, a decline in stress and an increase in psychological resources and overall well-being. What is surprising, however, is that those positive changes often remained long after the sabbatical takers returned to work.The bigger benefit to organizations, however, comes in unexpected ways. Providing sabbaticals or extended leave time to leaders can actually be a means to stress test the organizational chart and give aspiring leaders a chance to grow. In one study, researchers surveyed 61 leaders at five different non-profit organizations with sabbatical programs. Each organization had slightly different requirements, but all required at least three months off and discouraged executives from visiting the office during the sabbatical period.The researchers found that the majority of leaders surveyed said the time away allowed them the space to generate new ideas for innovating in the organization and helped them gain greater confidence in themselves as leaders. They also reported a better ability to collaborate with their board of directors, most likely because the planning and execution of the sabbatical provided a learning experience for everyone involved.At the very least, having people rotate out for an extended period of time allows organizations to stress test their organizational chart. Ideally, no team should be so dependent on any one person that productivity grinds to a halt during an extended vacation. And while it may look good on paper, the only way to know for sure is to test it. For instance, there are many unique vacation/sabbatical policies out there: The Motley Fool's approach, called "The Fool's Errand." Each month leadership of The Motley Fool draws a random name from the company roster and awards that person two weeks of paid time off with a catch: It must be taken in the next month.Whether it's a long-term sabbatical or a surprise vacation, the success of extended time off - for the organization - is an encouragement and a warning. The warning is that most organizations are probably not giving employees enough time away.Q. Given the author's views, it can be inferred that he/she would most agree with which of the following statements?a)Employees want to work for a company that understands the balance between work and life.b)Sabbaticals that are rewarded based on time with the company encourage employees to remain loyal to a company for an extended amount of time.c)Companies that have implemented sabbaticals are often very stable and able to handle setbacks.d)A person on sabbatical can be hard to replace, and might cause a huge loss to the company.Correct answer is option 'C'. Can you explain this answer? in English & in Hindi are available as part of our courses for CAT. Download more important topics, notes, lectures and mock test series for CAT Exam by signing up for free.

Here you can find the meaning of Read the following passage carefully and answer the questions that follow.While sabbaticals are still rare inside of corporate America, their presence is increasing rapidly. According to a survey from the Society for Human Resource Management, the percentage of companies offering sabbaticals (both paid and unpaid) rose to nearly 17% of employers in 2017. That's a significant gain from 1977, when McDonald's instituted what was arguably the first corporate sabbatical program in the United States.Since the concept of sabbaticals is most popular in the academic arena, the majority of research done on their effect on employees has been conducted by studying professors. One notable study compared 129 university professors who took a sabbatical in a given term with 129 equally qualified colleagues who didn't. Both groups were surveyed before, during, and after the term to assess stress levels, psychological resources, and even overall life satisfaction. It's not surprising that the researchers found that those who took sabbaticals experienced, upon return, a decline in stress and an increase in psychological resources and overall well-being. What is surprising, however, is that those positive changes often remained long after the sabbatical takers returned to work.The bigger benefit to organizations, however, comes in unexpected ways. Providing sabbaticals or extended leave time to leaders can actually be a means to stress test the organizational chart and give aspiring leaders a chance to grow. In one study, researchers surveyed 61 leaders at five different non-profit organizations with sabbatical programs. Each organization had slightly different requirements, but all required at least three months off and discouraged executives from visiting the office during the sabbatical period.The researchers found that the majority of leaders surveyed said the time away allowed them the space to generate new ideas for innovating in the organization and helped them gain greater confidence in themselves as leaders. They also reported a better ability to collaborate with their board of directors, most likely because the planning and execution of the sabbatical provided a learning experience for everyone involved.At the very least, having people rotate out for an extended period of time allows organizations to stress test their organizational chart. Ideally, no team should be so dependent on any one person that productivity grinds to a halt during an extended vacation. And while it may look good on paper, the only way to know for sure is to test it. For instance, there are many unique vacation/sabbatical policies out there: The Motley Fool's approach, called "The Fool's Errand." Each month leadership of The Motley Fool draws a random name from the company roster and awards that person two weeks of paid time off with a catch: It must be taken in the next month.Whether it's a long-term sabbatical or a surprise vacation, the success of extended time off - for the organization - is an encouragement and a warning. The warning is that most organizations are probably not giving employees enough time away.Q. Given the author's views, it can be inferred that he/she would most agree with which of the following statements?a)Employees want to work for a company that understands the balance between work and life.b)Sabbaticals that are rewarded based on time with the company encourage employees to remain loyal to a company for an extended amount of time.c)Companies that have implemented sabbaticals are often very stable and able to handle setbacks.d)A person on sabbatical can be hard to replace, and might cause a huge loss to the company.Correct answer is option 'C'. Can you explain this answer? defined & explained in the simplest way possible. Besides giving the explanation of Read the following passage carefully and answer the questions that follow.While sabbaticals are still rare inside of corporate America, their presence is increasing rapidly. According to a survey from the Society for Human Resource Management, the percentage of companies offering sabbaticals (both paid and unpaid) rose to nearly 17% of employers in 2017. That's a significant gain from 1977, when McDonald's instituted what was arguably the first corporate sabbatical program in the United States.Since the concept of sabbaticals is most popular in the academic arena, the majority of research done on their effect on employees has been conducted by studying professors. One notable study compared 129 university professors who took a sabbatical in a given term with 129 equally qualified colleagues who didn't. Both groups were surveyed before, during, and after the term to assess stress levels, psychological resources, and even overall life satisfaction. It's not surprising that the researchers found that those who took sabbaticals experienced, upon return, a decline in stress and an increase in psychological resources and overall well-being. What is surprising, however, is that those positive changes often remained long after the sabbatical takers returned to work.The bigger benefit to organizations, however, comes in unexpected ways. Providing sabbaticals or extended leave time to leaders can actually be a means to stress test the organizational chart and give aspiring leaders a chance to grow. In one study, researchers surveyed 61 leaders at five different non-profit organizations with sabbatical programs. Each organization had slightly different requirements, but all required at least three months off and discouraged executives from visiting the office during the sabbatical period.The researchers found that the majority of leaders surveyed said the time away allowed them the space to generate new ideas for innovating in the organization and helped them gain greater confidence in themselves as leaders. They also reported a better ability to collaborate with their board of directors, most likely because the planning and execution of the sabbatical provided a learning experience for everyone involved.At the very least, having people rotate out for an extended period of time allows organizations to stress test their organizational chart. Ideally, no team should be so dependent on any one person that productivity grinds to a halt during an extended vacation. And while it may look good on paper, the only way to know for sure is to test it. For instance, there are many unique vacation/sabbatical policies out there: The Motley Fool's approach, called "The Fool's Errand." Each month leadership of The Motley Fool draws a random name from the company roster and awards that person two weeks of paid time off with a catch: It must be taken in the next month.Whether it's a long-term sabbatical or a surprise vacation, the success of extended time off - for the organization - is an encouragement and a warning. The warning is that most organizations are probably not giving employees enough time away.Q. Given the author's views, it can be inferred that he/she would most agree with which of the following statements?a)Employees want to work for a company that understands the balance between work and life.b)Sabbaticals that are rewarded based on time with the company encourage employees to remain loyal to a company for an extended amount of time.c)Companies that have implemented sabbaticals are often very stable and able to handle setbacks.d)A person on sabbatical can be hard to replace, and might cause a huge loss to the company.Correct answer is option 'C'. Can you explain this answer?, a detailed solution for Read the following passage carefully and answer the questions that follow.While sabbaticals are still rare inside of corporate America, their presence is increasing rapidly. According to a survey from the Society for Human Resource Management, the percentage of companies offering sabbaticals (both paid and unpaid) rose to nearly 17% of employers in 2017. That's a significant gain from 1977, when McDonald's instituted what was arguably the first corporate sabbatical program in the United States.Since the concept of sabbaticals is most popular in the academic arena, the majority of research done on their effect on employees has been conducted by studying professors. One notable study compared 129 university professors who took a sabbatical in a given term with 129 equally qualified colleagues who didn't. Both groups were surveyed before, during, and after the term to assess stress levels, psychological resources, and even overall life satisfaction. It's not surprising that the researchers found that those who took sabbaticals experienced, upon return, a decline in stress and an increase in psychological resources and overall well-being. What is surprising, however, is that those positive changes often remained long after the sabbatical takers returned to work.The bigger benefit to organizations, however, comes in unexpected ways. Providing sabbaticals or extended leave time to leaders can actually be a means to stress test the organizational chart and give aspiring leaders a chance to grow. In one study, researchers surveyed 61 leaders at five different non-profit organizations with sabbatical programs. Each organization had slightly different requirements, but all required at least three months off and discouraged executives from visiting the office during the sabbatical period.The researchers found that the majority of leaders surveyed said the time away allowed them the space to generate new ideas for innovating in the organization and helped them gain greater confidence in themselves as leaders. They also reported a better ability to collaborate with their board of directors, most likely because the planning and execution of the sabbatical provided a learning experience for everyone involved.At the very least, having people rotate out for an extended period of time allows organizations to stress test their organizational chart. Ideally, no team should be so dependent on any one person that productivity grinds to a halt during an extended vacation. And while it may look good on paper, the only way to know for sure is to test it. For instance, there are many unique vacation/sabbatical policies out there: The Motley Fool's approach, called "The Fool's Errand." Each month leadership of The Motley Fool draws a random name from the company roster and awards that person two weeks of paid time off with a catch: It must be taken in the next month.Whether it's a long-term sabbatical or a surprise vacation, the success of extended time off - for the organization - is an encouragement and a warning. The warning is that most organizations are probably not giving employees enough time away.Q. Given the author's views, it can be inferred that he/she would most agree with which of the following statements?a)Employees want to work for a company that understands the balance between work and life.b)Sabbaticals that are rewarded based on time with the company encourage employees to remain loyal to a company for an extended amount of time.c)Companies that have implemented sabbaticals are often very stable and able to handle setbacks.d)A person on sabbatical can be hard to replace, and might cause a huge loss to the company.Correct answer is option 'C'. Can you explain this answer? has been provided alongside types of Read the following passage carefully and answer the questions that follow.While sabbaticals are still rare inside of corporate America, their presence is increasing rapidly. According to a survey from the Society for Human Resource Management, the percentage of companies offering sabbaticals (both paid and unpaid) rose to nearly 17% of employers in 2017. That's a significant gain from 1977, when McDonald's instituted what was arguably the first corporate sabbatical program in the United States.Since the concept of sabbaticals is most popular in the academic arena, the majority of research done on their effect on employees has been conducted by studying professors. One notable study compared 129 university professors who took a sabbatical in a given term with 129 equally qualified colleagues who didn't. Both groups were surveyed before, during, and after the term to assess stress levels, psychological resources, and even overall life satisfaction. It's not surprising that the researchers found that those who took sabbaticals experienced, upon return, a decline in stress and an increase in psychological resources and overall well-being. What is surprising, however, is that those positive changes often remained long after the sabbatical takers returned to work.The bigger benefit to organizations, however, comes in unexpected ways. Providing sabbaticals or extended leave time to leaders can actually be a means to stress test the organizational chart and give aspiring leaders a chance to grow. In one study, researchers surveyed 61 leaders at five different non-profit organizations with sabbatical programs. Each organization had slightly different requirements, but all required at least three months off and discouraged executives from visiting the office during the sabbatical period.The researchers found that the majority of leaders surveyed said the time away allowed them the space to generate new ideas for innovating in the organization and helped them gain greater confidence in themselves as leaders. They also reported a better ability to collaborate with their board of directors, most likely because the planning and execution of the sabbatical provided a learning experience for everyone involved.At the very least, having people rotate out for an extended period of time allows organizations to stress test their organizational chart. Ideally, no team should be so dependent on any one person that productivity grinds to a halt during an extended vacation. And while it may look good on paper, the only way to know for sure is to test it. For instance, there are many unique vacation/sabbatical policies out there: The Motley Fool's approach, called "The Fool's Errand." Each month leadership of The Motley Fool draws a random name from the company roster and awards that person two weeks of paid time off with a catch: It must be taken in the next month.Whether it's a long-term sabbatical or a surprise vacation, the success of extended time off - for the organization - is an encouragement and a warning. The warning is that most organizations are probably not giving employees enough time away.Q. Given the author's views, it can be inferred that he/she would most agree with which of the following statements?a)Employees want to work for a company that understands the balance between work and life.b)Sabbaticals that are rewarded based on time with the company encourage employees to remain loyal to a company for an extended amount of time.c)Companies that have implemented sabbaticals are often very stable and able to handle setbacks.d)A person on sabbatical can be hard to replace, and might cause a huge loss to the company.Correct answer is option 'C'. Can you explain this answer? theory, EduRev gives you an ample number of questions to practice Read the following passage carefully and answer the questions that follow.While sabbaticals are still rare inside of corporate America, their presence is increasing rapidly. According to a survey from the Society for Human Resource Management, the percentage of companies offering sabbaticals (both paid and unpaid) rose to nearly 17% of employers in 2017. That's a significant gain from 1977, when McDonald's instituted what was arguably the first corporate sabbatical program in the United States.Since the concept of sabbaticals is most popular in the academic arena, the majority of research done on their effect on employees has been conducted by studying professors. One notable study compared 129 university professors who took a sabbatical in a given term with 129 equally qualified colleagues who didn't. Both groups were surveyed before, during, and after the term to assess stress levels, psychological resources, and even overall life satisfaction. It's not surprising that the researchers found that those who took sabbaticals experienced, upon return, a decline in stress and an increase in psychological resources and overall well-being. What is surprising, however, is that those positive changes often remained long after the sabbatical takers returned to work.The bigger benefit to organizations, however, comes in unexpected ways. Providing sabbaticals or extended leave time to leaders can actually be a means to stress test the organizational chart and give aspiring leaders a chance to grow. In one study, researchers surveyed 61 leaders at five different non-profit organizations with sabbatical programs. Each organization had slightly different requirements, but all required at least three months off and discouraged executives from visiting the office during the sabbatical period.The researchers found that the majority of leaders surveyed said the time away allowed them the space to generate new ideas for innovating in the organization and helped them gain greater confidence in themselves as leaders. They also reported a better ability to collaborate with their board of directors, most likely because the planning and execution of the sabbatical provided a learning experience for everyone involved.At the very least, having people rotate out for an extended period of time allows organizations to stress test their organizational chart. Ideally, no team should be so dependent on any one person that productivity grinds to a halt during an extended vacation. And while it may look good on paper, the only way to know for sure is to test it. For instance, there are many unique vacation/sabbatical policies out there: The Motley Fool's approach, called "The Fool's Errand." Each month leadership of The Motley Fool draws a random name from the company roster and awards that person two weeks of paid time off with a catch: It must be taken in the next month.Whether it's a long-term sabbatical or a surprise vacation, the success of extended time off - for the organization - is an encouragement and a warning. The warning is that most organizations are probably not giving employees enough time away.Q. Given the author's views, it can be inferred that he/she would most agree with which of the following statements?a)Employees want to work for a company that understands the balance between work and life.b)Sabbaticals that are rewarded based on time with the company encourage employees to remain loyal to a company for an extended amount of time.c)Companies that have implemented sabbaticals are often very stable and able to handle setbacks.d)A person on sabbatical can be hard to replace, and might cause a huge loss to the company.Correct answer is option 'C'. Can you explain this answer? tests, examples and also practice CAT tests.