CAT PYQ 2018: Reading Comprehension - 2 | CAT Mock Test Series and 500+ Practice Tests 2024 PDF Download

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NOT everything looks lovelier the longer and closer its inspection. But Saturn does. It is gorgeous through Earthly telescopes. However, the 13 years of close observation provided by Cassini, an American spacecraft, showed the planet, its moons and its remarkable rings off better and better, revealing finer structures, striking novelties and greater drama. . . . By and large the big things in the solar system—planets and moons—are thought of as having been around since the beginning. The suggestion that rings and moons are new is, though, made even more interesting by the fact that one of those moons, Enceladus, is widely considered the most promising site in the solar system on which to look for alien life. If Enceladus is both young and bears life, that life must have come into being quickly. This is also believed to have been the case on Earth. Were it true on Enceladus, that would encourage the idea that life evolves easily when conditions are right.
One reason for thinking Saturn’s rings are young is that they are bright. The solar system is suffused with comet dust, and comet dust is dark. Leaving Saturn’s ring system (which Cassini has shown to be more than 90% water ice) out in such a mist is like leaving laundry hanging on a line downwind from a smokestack: it will get dirty. The lighter the rings are, the faster this will happen, for the less mass they contain, the less celestial pollution they can absorb before they start to discolour. . . . Jeff Cuzzi, a scientist at America’s space agency, NASA, who helped run Cassini, told the Lunar and Planetary Science Conference in Houston that combining the mass estimates with Cassini’s measurements of the density of comet-dust near Saturn suggests the rings are no older than the first dinosaurs, nor younger than the last of them—that is, they are somewhere between 200m and 70m years old.
That timing fits well with a theory put forward in 2016, by Matija Cuk of the SETI Institute, in California and his colleagues. They suggest that at around the same time as the rings came into being an old set of moons orbiting Saturn destroyed themselves, and from their remains emerged not only the rings but also the planet’s current suite of inner moons—Rhea, Dione, Tethys, Enceladus and Mimas. . . .
Dr Cuk and his colleagues used computer simulations of Saturn’s moons’ orbits as a sort of time machine. Looking at the rate at which tidal friction is causing these orbits to lengthen they extrapolated backwards to find out what those orbits would have looked like in the past. They discovered that about 100m years ago the orbits of two of them, Tethys and Dione, would have interacted in a way that left the planes in which they orbit markedly tilted. But their orbits are untitled. The obvious, if unsettling, conclusion was that this interaction never happened—and thus that at the time when it should have happened, Dione and Tethys were simply not there. They must have come into being later. . . .

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More and more companies, government agencies, educational institutions and philanthropic organisations are today in the grip of a new phenomenon: ‘metric fixation’. The key components of metric fixation are the belief that it is possible - and desirable - to replace professional judgment (acquired through personal experience and talent) with numerical indicators of comparative performance based upon standardised data (metrics); and that the best way to motivate people within these organisations is by attaching rewards and penalties to their measured performance.
The rewards can be monetary, in the form of pay for performance, say, or reputational, in the form of college rankings, hospital ratings, surgical report cards and so on. But the most dramatic negative effect of metric fixation is its propensity to incentivise gaming: that is, encouraging professionals to maximise the metrics in ways that are at odds with the larger purpose of the organisation. If the rate of major crimes in a district becomes the metric according to which police officers are promoted, then some officers will respond by simply not recording crimes or downgrading them from major offences to misdemeanours. Or take the case of surgeons. When the metrics of success and failure are made public - affecting their reputation and income - some surgeons will improve their metric scores by refusing to operate on patients with more complex problems, whose surgical outcomes are more likely to be negative. Who suffers? The patients who don’t get operated upon.
When reward is tied to measured performance, metric fixation invites just this sort of gaming. But metric fixation also leads to a variety of more subtle unintended negative consequences. These include goal displacement, which comes in many varieties: when performance is judged by a few measures, and the stakes are high (keeping one’s job, getting a pay rise or raising the stock price at the time that stock options are vested), people focus on satisfying those measures - often at the expense of other, more important organisational goals that are not measured. The best-known example is ‘teaching to the test’, a widespread phenomenon that has distorted primary and secondary education in the United States since the adoption of the No Child Left Behind Act of 2001.
Short-termism is another negative. Measured performance encourages what the US sociologist Robert K Merton in 1936 called ‘the imperious immediacy of interests ... where the actor’s paramount concern with the foreseen immediate consequences excludes consideration of further or other consequences’. In short, advancing short-term goals at the expense of long-range considerations. This problem is endemic to publicly traded corporations that sacrifice long-term research and development, and the development of their staff, to the perceived imperatives of the quarterly report. 

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Will a day come when India’s poor can access government services as easily as drawing cash from an ATM? . . . No country in the world has made accessing education or health or policing or dispute resolution as easy as an ATM, because the nature of these activities requires individuals to use their discretion in a positive way. Technology can certainly facilitate this in a variety of ways if it is seen as one part of an overall approach, but the evidence so far in education, for instance, is that just adding computers alone doesn’t make education any better. . . .
The dangerous illusion of technology is that it can create stronger, top down accountability of service providers in implementation- intensive services within existing public sector organisations. One notion is that electronic management information systems (EMIS) keep better track of inputs and those aspects of personnel that are ‘EMIS visible’ can lead to better services. A recent study examined attempts to increase attendance of Auxiliary Nurse Midwife (ANMs) at clinics in Rajasthan, which involved high-tech time clocks to monitor attendance. The study’s title says it all: Band-Aids on a Corpse . . . e-governance can be just as bad as any other governance when the real issue is people and their motivation. For services to improve, the people providing the services have to want to do a better job with the skills they have. A study of medical care in Delhi found that even though providers, in the public sector had much better skills than private sector providers their provision of care in actual practice was much worse.
In implementation-intensive services the key to success is face-to-face interactions between a teacher, a nurse, a policeman, an extension agent and a citizen. This relationship is about power. Amartya Sen’s . . . report on education in West Bengal had a supremely telling anecdote in which the villagers forced the teacher to attend school, but then, when the parents went off to work, the teacher did not teach, but forced the children to massage his feet. . . . As long as the system empowers providers over citizens, technology is irrelevant.
The answer to successfully providing basic services is to create systems that provide both autonomy and accountability. In basic education for instance, the answer to poor teaching is not controlling teachers more . . . The key . . . is to hire teachers who want to teach and let them teach, expressing their professionalism and vocation as a teacher through autonomy in the classroom. This autonomy has to be matched with accountability for results—not just narrowly measured through test scores, but broadly for the quality of the education they provide. A recent study in Uttar Pradesh showed that if, somehow, all civil service teachers could be replaced with contract teachers, the state could save a billion dollars a year in revenue and double student learning. Just the additional autonomy and accountability of contracts through local groups—even without complementary system changes in information and empowerment—led to that much improvement. The first step to being part of the solution is to create performance information accessible to those outside of the government. . . .