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Directions: The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.
There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, society's body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.
  • a)
    Man's vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.
  • b)
    Challenges form the fabric of man's life; an escape from them is a delusion.
  • c)
    Problems get less challenging in that they themselves condition man in dealing with them better.
  • d)
    Problem solving is a process that is best learnt.
Correct answer is option 'C'. Can you explain this answer?
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Most Upvoted Answer
Directions:The passage given below is followed by four alternative sum...
Understanding the Essence of the Passage
The passage emphasizes the inherent value of challenges in personal growth and problem-solving. It outlines how difficulties shape an individual's abilities and enhance their capacity to cope with future problems.

Key Points Highlighted in the Passage:
- **Role of Challenges:**
- Challenges are fundamental to human experience.
- They motivate individuals to engage their emotional and cognitive resources.
- **Problem-Solving Process:**
- Encountering a problem leads to anxiety, prompting action.
- This process encourages individuals to utilize their past experiences and seek support from various sources.
- **Growth Through Experience:**
- As individuals face and resolve challenges, they become more flexible and adept.
- Over time, problems feel less daunting as skills and resilience develop.

Why Option C is the Best Summary:
- **Conditioning Through Experience:**
- Option C accurately reflects the idea that facing problems conditions individuals to handle future challenges more effectively.
- It encapsulates the notion that repeated encounters with problems lead to improved problem-solving skills.
- **Focus on Growth:**
- The essence of the passage is about learning and growth through challenges, which is best summarized by stating that problems become less challenging as one learns to manage them better.
In conclusion, option C effectively conveys the key message of the passage regarding how challenges contribute to personal growth and enhance problem-solving abilities over time.
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Community Answer
Directions:The passage given below is followed by four alternative sum...
1. Incorrect. Man's vast resource is drawn on as problems become daunting; however, this is not the message that the author wants to convey. It is the conditioning of man that problems/challenges do to make that man ready to face more challenges in a better manner.
2. Incorrect. The author does not talk about escaping the problems.
3. Correct. True. It is the conditioning of man that problems/challenges do to make that man ready to face more challenges in a better manner.
4. Incorrect. Problem solving is a process that is learnt. However, the way man learns this is the message or essence of the passage captured in option 3.
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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

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

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 unfavorably 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 commitmentwill 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.The hypothesis mentioned in the passage tests at least one of the following ideas.

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.The hypothesis mentioned in the passage tests at least one of the following ideas.

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Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.Correct answer is option 'C'. Can you explain this answer?
Question Description
Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.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 Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.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 Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.Correct answer is option 'C'. Can you explain this answer?.
Solutions for Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.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 Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.Correct answer is option 'C'. Can you explain this answer? defined & explained in the simplest way possible. Besides giving the explanation of Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.Correct answer is option 'C'. Can you explain this answer?, a detailed solution for Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.Correct answer is option 'C'. Can you explain this answer? has been provided alongside types of Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.Correct answer is option 'C'. Can you explain this answer? theory, EduRev gives you an ample number of questions to practice Directions:The passage given below is followed by four alternative summaries. Choose the option that best captures the essence of the passage.There is no escaping this basic truth. Indeed, challenges help us to grow. The normal process is to perceive a problem and then bring our emotional and thinking abilities into play in order to solve the problem. We can draw on our own legacy of experiences, and we can find support from our life partners, friends, the community, societys body of knowledge, and spiritual sources. Faced with a problem, we experience some anxiety - and this uncomfortable feeling motivates us to solve the problem in order to find our balance again. In the process, we become more flexible and more adept at dealing with problems in the future. As we mature, we discover that problems are not insurmountable - and we get better at problem-solving.a)Mans vast resource of his abilities, experiences and relationships is often drawn on as problems become more daunting.b)Challenges form the fabric of mans life; an escape from them is a delusion.c)Problems get less challenging in that they themselves condition man in dealing with them better.d)Problem solving is a process that is best learnt.Correct answer is option 'C'. Can you explain this answer? tests, examples and also practice CAT tests.
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