Guy plz subscribe my YouTube channel Thank you https://youtu.be/pZ--VKt05cc
Do most workplace relationships have a sad ending ?
- No
- Yes
0 voters
Is this true? For everyone?
for test series discount, does IMS consider profile based call from SP JAIN?
"Hi,
Greetings of the day!
I guess you might be having children in your family, for whom you dream of getting into premier institutions by his/her hard work, and then live a happy life till the end. What if I told you that he won't get a seat no matter how hard he struggles just because he is a general category child?
Disturbing right? My brother's story is the same.
It started with a thought, a thought to achieve eminence and prove to be an asset to this country, a thought with a firm belief in the premier institutions of India.
In April 2019, his preparation started under the guidance of a famous coach, Rajesh Balasubramanium, Founder of 2IIM classes. With a mind-boggling hard work post the office hours and a constant score of 150+ in TIME mock tests, he was walking towards his dream step by step, On the D day, CAT 2019 he gave his best and scored 174 marks and triumphed CAT with 99.60 percentile.
Being amongst the top 800 people of the country, he dreamt of stepping into the holy grail of business schools in India. In every interview, he set up an example and outperformed.
The Result?
No shortlisting in IIM A, B, C, K,L,I. No space for him in FMS.
Was it the fact that he belonged to the privileged section of "General Engineer Male"?
Was it the fact that the selection procedures favor everyone else except engineers?
Was it his poor academics?
Was it the pandemic?
Or was it something else? Are they actually premier institutions or business houses? Give us a chance to showcase you what actually happened? Give us a chance to throw light on the dark policies of our premier institutions which actually cause the phenomena of "Brain Drain". Give us a chance to speak!
Thanks and Regards"
Am I doing the right thing by shooting this mail to the prominent media houses and MBA related blogging giants to showcase them the unfair conditions which prevail in our education system?
- Yes
- Yes , but It wont make a difference
- No, You are wrong here!
- No
0 voters
Sambalpur (what were you thinking man) apni choti Umar ka to lihaj kar leta
#RC doubt
In recent years much attention has been paid to distilling those factors that create a positive work environment for corporate employees. The goal ultimately is to discover what allows some companies to foster high employee morale while other companies struggle with poor productivity and high managerial turnover. Several theories have been posited, but none has drawn as much interest from the corporate world, or has as much promise, as value congruence, which measures the "fit" between an employee's values and those of co-workers and the company itself.
Value congruence can be broken into three main subcategories: person-environment ("P-E"), person-person ("P-P"), and perceptual fit ("PF"). Person-environment congruence refers to a harmony between the personal values of the employee and corporate culture of the company in which he or she works. Someone with a high P-E congruence feels personally in tune with his company's stated policies and goals. Conversely, someone with a low P-E congruence feels a sense of disharmony between his own values and the stated policies and goals of his company. A high P-P congruence indicates a sense of solidarity with one's co-workers in terms of shared values and goals. A low P-P congruence indicates a sense of isolation from co-workers brought about by an absence of shared values. Finally, strong PF suggests a strong correspondence between the values that an employee perceives his company to have (whether or not the company actually does) and the values that his co-workers perceive the company to have (again, whether or not it actually does). A weak PF implies that an employee's perception of his company's values differs significantly from that of his co-workers.
Research has shown that P-E and PF congruence are important measures of employee satisfaction, commitment, and likelihood of turnover, although P-P congruence has little bearing on these parameters. Moreover, PF is especially important in establishing harmonious relations between workers and managers. These measures give corporations a robust paradigm on the basis of which to create long-term personnel plans and productivity growth targets: in particular, P-E and PF congruence allow companies to discover dysfunctional work relationships and clarify misperceived company policies and goals. With these tools in hand, companies can look forward to increased employee satisfaction and, ultimately, improved company performance.
Q The passage suggests that perceptual fit congruence would be most useful in determining which of the following?
A. whether a company ought to make its policies and goals more transparent
B. whether a company ought to provide sensitivity training for its management
C. whether a company ought to create more opportunities for interaction among workers
D. whether a company ought to address employee grievances more directly
E. whether a company ought to implement a more elaborate orientation program for new employees
I just attempted CAT 2019 paper , Morning slot. Scored: 48/66/76. What would've been my section-wise scaled score and percentile?
Any idea how I can find cordinates (lat, long) of ~6,000 addresses withhout using google API?
My Xth score is 9.8 CGPA (=93.1%). However it goes to 88.8% when the additional subject is counted (Kaash padhai karleta additional ke liye bhi jaise baaki ke liye kari thi). And since IIMs want all subjects to be included in final percentage, the additional subject has brought down my composite score by 2 points. Can anything be done about it?
Any guidance on how to pay fees for b school. If it is 25 lakhs.
*I am confused and there are many like me*
1) pay the full fee in cash (if you have that much)- so that you need not pay a loan and give back more from whom (usually family) you have asked.
2)Take a loan of 25 lakhs and save taxes but stress will be there for repayment (I don't think this is correct)
3) Take about 15 lakhs loan and ask family for 10 lakhs
Seniors, CAs, bankers, people who know how the system works
please help our community
Can Varc be taught?
Which was more difficult?
- Graduation in diverse courses like BSc, BA, BBA
- Poll Check
- Scoring 90-95% in 10th/12th
- Getting a good AIR to join IITs/NITs
0 voters
RC Practice - 28th May 2020
In recent years much attention has been paid to distilling those factors that create a positive work environment for corporate employees. The goal ultimately is to discover what allows some companies to foster high employee morale while other companies struggle with poor productivity and high managerial turnover. Several theories have been posited, but none has drawn as much interest from the corporate world, or has as much promise, as value congruence, which measures the "fit" between an employee's values and those of co-workers and the company itself.
The concept of value congruence is generally intuitive – when there is a match between employee and organization value systems, positive outcomes will result. Although the link between value congruence and positive organizational outcomes has been firmly established, until recently it was not clear why this process takes place. Rather than directly causing positive outcomes, value congruence primarily leads to positive outcomes through the enhancement of communication and trust between the organization and the employee. Value Congruence -> Trust + Communication -> Positive Outcomes That is, when value congruence between an employee and the organization is high, there tends to be high levels of trust and communication between the two parties.
Value congruence can be broken into three main subcategories: person-environment ("P-E"), person-person ("P-P"), and perceptual fit ("PF"). Person-environment congruence refers to a harmony between the personal values of the employee and corporate culture of the company in which he or she works. Someone with a high P-E congruence feels personally in tune with his company's stated policies and goals. Conversely, someone with a low P-E congruence feels a sense of disharmony between his own values and the stated policies and goals of his company. A high P-P congruence indicates a sense of solidarity with one's co-workers in terms of shared values and goals. A low P-P congruence indicates a sense of isolation from co-workers brought about by an absence of shared values. Finally, strong PF suggests a strong correspondence between the values that an employee perceives his company to have (whether or not the company actually does) and the values that his co-workers perceive the company to have (again, whether or not it actually does). A weak PF implies that an employee's perception of his company's values differs significantly from that of his co-workers.
Research has shown that P-E and PF congruence are important measures of employee satisfaction, commitment, and likelihood of turnover, although P-P congruence has little bearing on these parameters. Moreover, PF is especially important in establishing harmonious relations between workers and managers. These measures give corporations a robust paradigm on the basis of which to create long-term personnel plans and productivity growth targets: in particular, P-E and PF congruence allow companies to discover dysfunctional work relationships and clarify misperceived company policies and goals. With these tools in hand, companies can look forward to increased employee satisfaction and, ultimately, improved company performance
1. The passage suggests that perceptual fit congruence would be most useful in determining which of the following?
A. whether a company ought to make its policies and goals more transparent
B. whether a company ought to provide sensitivity training for its management
C. whether a company ought to create more opportunities for interaction among workers
D. whether a company ought to address employee grievances more directly
2. Which of the following correctly represents the relationship between value-fit, communication and outcomes for a corporate in context of the passage?
A. lack of communication between employee and organization could be a sign of low value-fit
B. transparency in peer-to-peer communication brings about positive outcomes
C. the policy statement of an organization enhances trust in the company and brings about positive results
D. there is no way to enhance outcomes for a company without fostering employee trust.
3. According to the passage, which of the following was a motivation in the creation of the system of value congruence?
A. a desire to minimize the liability of upper management for employee dissatisfaction
B. a desire to help companies to improve their internal harmony
C. a desire to foster awareness of factors influencing managerial success
D. a desire to eliminate discrepancies between a company’s goals and the values of its employees
4. The primary focus of the passage is on which of the following?
A. Comparing a new theory of corporate performance to a discredited theory and predicting the usefulness of the new theory.
B. Illustrating a new approach to measuring employee satisfaction through a detailed analysis of a particular case.
C. Challenging an old view of employee commitment and suggesting that a new paradigm is necessary.
D. Promoting a new method of measuring the likelihood of corporate success by explaining its benefits.
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Hi. I'm looking to give away my TIME study material for free. It's from 2017 but worked well enough for me for in 2019. I have the vocab cards too. I am based in Hyderabad and it will be preferable to give it to someone in Hyderabad as it's for free. They will just have to come and collect. If anyone wants it from outside Hyderabad, they will have to pay for postal charges. I will send it through DTDC or india post, so charges will not be high. Please comment or dm if interested.
DSE ke calls kab out honge?