Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashokandrsquo;s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashokandrsquo;s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the andldquo;mutiny,andrdquo; however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashokandrsquo;s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishekandrsquo;s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishekandrsquo;s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer?

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Instructions:

Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.
The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.

Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?

a)
Ashok is currently going through a rough patch in his relationship and does not want to complicate things further
b)
Ashok is more concerned about the organizations objectives than his personal sentiments
c)
Ashok has a job offer from another manufacturing firm
d)
Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeev
e)
Abhishek is soon to be transferred to another department

Correct answer is option 'B'. Can you explain this answer?

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Instructions:Abhishek, a lead supervisor in the manufacturing departme...

From the question we can infer that Ashok even though was dissatisfied by the lead supervisors decision decided to focus on the job at hand. Thus, we can say that he values the objectives of the company higher than his own ego. Thus, B could be the most probable reason for his actions.

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Instructions:Abhishek, a lead supervisor in the manufacturing departme...

Understanding Ashok's Decision
In the context of the situation between Ashok and Rajeev, Ashok's eventual acceptance of Abhishek's decision can be attributed to his concern for the organization's objectives over his personal feelings. Let's delve into the reasoning behind this:
Organizational Objectives Take Precedence
- Focus on Team Success: Ashok recognized that the successful completion of the order was paramount. By prioritizing the project, he demonstrated a commitment to the company's goals.
- Avoiding Future Issues: Understanding the importance of maintaining a good relationship with Rajeev, who has valuable experience, Ashok chose to align with team dynamics rather than escalate personal conflicts.
Long-Term Vision
- Career Growth: Ashok likely understands that fostering collaborative relationships within the team can lead to better learning experiences and opportunities for his own professional growth.
- Reputation Management: By apologizing and showing humility, Ashok could repair his credibility and reputation within the department, ensuring he is seen as a team player.
Maintaining Harmony
- Team Morale: Acknowledging Rajeev's input, despite the initial disagreement, can help maintain team morale and encourage a more collaborative work environment in the future.
- Leadership Development: This situation provides Ashok with valuable lessons in leadership, emphasizing the importance of listening and valuing input from seasoned colleagues.
In summary, Ashok's decision to let go of his emotions and focus on the project stems from a dedication to the organization's objectives, showcasing his growth as a supervisor committed to team success.

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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 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.

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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. 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View answer

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. 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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. 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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

View answer

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

View answer

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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Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer?

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Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer? for CAT 2025 is part of CAT preparation. The Question and answers have been prepared according to the CAT exam syllabus. Information about Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer? covers all topics & solutions for CAT 2025 Exam. Find important definitions, questions, meanings, examples, exercises and tests below for Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer?.

Solutions for Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. 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 Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer? defined & explained in the simplest way possible. Besides giving the explanation of Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer?, a detailed solution for Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer? has been provided alongside types of Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer? theory, EduRev gives you an ample number of questions to practice Instructions:Abhishek, a lead supervisor in the manufacturing department has just received word of a squabble between one of his junior supervisors, Ashok, a recent hard working college graduate, and Rajeev, a veteran machine operator. Ashok’s group had been working on an order for a major customer. Ashok had set up a work schedule and job assignments which Rajeev, through experience, knew would not get the order out on time. Rajeev suggested a different sequence which Ashok dismissed without discussion. The group began the order using Ashok’s setup, but Rajeev switched everyone over the minute Ashok left the area.The order was finished, on time, without further incident. Ashok later discovered the “mutiny,” however, and had a loud confrontation with Rajeev in front of the entire group. Abhishek has reviewed the two work schedules and, indeed, Ashok’s assignments would not have gotten the order out on time. Since the customer uses a Just-in-Time inventory system, such a slip-up would probably have cost Abhishek’s company any future business with the customer. On the other hand, Abhishek knows that a failure to support Ashok will cause an immediate loss of credibility throughout the entire department.Abhishek decided to admonish Ashok and make him apologize to Rajeev. Ashok was initially not satisfied with Abhishek’s decision but after some time he let go of his emotions and decided to focus on the project at hand. Which of the following would be the reason that he Instructionsdecided to do so?a)Ashok is currently going through a rough patch in his relationship and does not want to complicate things furtherb)Ashok is more concerned about the organizations objectives than his personal sentimentsc)Ashok has a job offer from another manufacturing firmd)Ashok knows that Abhishek has been acquaintances with Rajeev for long and took the decision not jeopardize the relationship with Rajeeve)Abhishek is soon to be transferred to another departmentCorrect answer is option 'B'. Can you explain this answer? tests, examples and also practice CAT tests.

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