Sjmsom vs IIM trichy Many treat my dilemma as silly and irrelevant but here are my assumptions - It's an IIM. More proper MBA experience. Better infra. Diverse roles. - sjmsom is great on pocket be it the fees or the placements. Less rigorous than IIM I'm assuming? Which I treat as good thing btw. The offer letter of sjmsom says they might not provide hostel accommodation and attempts will be made for next academic year. And it is likely to conduct the classes online till December which is really long yet I don't know what the situation at trichy will be either. Having 15 months gap post 25 months work experience, I think I would be fighting the odds wherever I go. Should I just scurry myself to sjmsom where there's better chance to land a higher paying job or be at trichy and explore my interests. Where is it worth it. Folks who've been and who are in similar situation, please do message.
Mdi it is !! 🥳 What an unexpected turn of events. Started off with a WL that seemed impossible to convert, but it ended up going through..Elatedd!!! Am happy my AIWTSAC ended up being not entirely true , thanks to mdi. I had started my prep for CAT 21 with a couple of decent mocks, but they are no more necccesary. Hope I had started off in pagalguy last year. Enjoyed my short time here. Thanks! Signing off! Ps: Id love to sell my ims and time mocks of anyone's interested.
Does Quantum CAT by Sarvesh Verma not cover topics like Inequalities in Algebra? Please confirm.
RC Practice - 3rd July
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
Answers of today's RC :- https://youtu.be/i9KVzjh8BCM
Which is better?
- Poll check
- Fore Core
- IMI BFS
0 voters
My Portal says I'm not eligible for AIMCAT2219.. why could that be? Any solution for the same?
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Does anyone have the RTI data of IIM calls, the minimum composite score for which the candidates were called for PI?
Please help
Does Quantum CAT by Sarvesh Verma not cover topics like Inequalities in Algebra? Please confirm.
Are self-administered mocks as good as the live mocks?
HellO puys/pirls
Can Anyone Share his/her 2018/19/20 IIM call Mail.(i just need it regarding Aimcat). going for Aimcat is good idea. or choosing CL mock is good. i just wanted to go for more Competitive environment, .
P.s: Currenlty i am Using Simcat,
SJMSOM it is!
I hadn't really expected much out of my first attempt in 2020, but had a strange affinity towards SJMSOM. So when the WL numbers came, I was shattered. Never could I expect that I'd make it in the nick of time.
This was an insane journey, to say the least. The only regret I have is that I didn't join PG sooner.
P.S: AIWTSAC coming soon. Not sure if anyone would be interested in mine, but will do the due diligence nonetheless.
RC Practice - 4th July
Fame and fortune are both mysterious and fickle. What is it that makes one person wealthy and famous, while the rest of his or her friends or colleagues are left behind? While it's true that money can't buy you happiness, at least on a long-term basis, it can definitely buy you the freedom to do what you want in life. And that is worth a lot. While most everyone harbors a secret (or maybe not-so-secret) desire to be either rich, famous--or both--this is particularly true for members of the Millennial generation. According to a survey conducted by the Pew Research Center, 81 percent of Millennials said that getting rich is their generation's first or second most important life goal, and 51 percent said the same about getting famous. So, what is it exactly that the rich and famous do differently from the rest of us, and how can you adopt some of these habits in your own life? History might have a lesson here. In popular wisdom, fame and fortune are often associated with virtue, industry, and a host of other attributes. However, random strokes of fate often determine such success and said commonly perceived virtues prove irrelevant. For instance, decades after her death, Coco Chanel remains the epitome of French fashion and her name, as well as the company she founded, is known throughout the world. Yet, few realize that she, while undeniably talented, initially succeeded by leveraging her status as a courtesan. As a company owner, it would be an understatement to say that she was not known for her generous treatment of her employees. During the Nazi occupation, she lived a privileged life at the Hotel Ritz and her lover at the time was a German intelligence operative. Conversely, there is the example of Madeleine Vionnet, a professional contemporary of Chanel. She is often credited with permanently transforming fashion through her use of the bias cut—cutting material against the grain of the fabric. In the 1930’s, her gowns were worn by Hollywood stars, and her standing was second to none. She was also, in many ways, an early feminist, establishing largely unheard of employee benefits—such as day care and medicalcare—for her largely female staff. In addition, she lobbied for fashion copyright protections. When the Second World War broke out, she closed her business and simply retired. Today, she is largely unknown outside of the fashion industry.
1. The author wrote the passage to posit which of the following?
(A) that the relationship between virtue and success is inverse
(B) that an inferior designer was more successful than a superior one
(C) to contrast the aesthetic of Chanel to that of Vionnet
(D) to suggest that no causal relationship exists between personal qualities and professional legacy
2. The author discusses the employee benefits offered by Vionnet in order to
(A) differentiate her from Chanel
(B) illustrate Vionnet’s admirable qualities
(C) highlight the fact that virtues are no guarantee of success
(D) demonstrate the economic burden of her decisions that might have led to her failure
3. The Pew research shows all but which of the following about millenials?
(A) They are peculiarly fascinated with renown and riches
(B) Getting wealthy is one of their top priorities in life
(C) Their yearning for money and fame is not always evident
(D) On average, they desire fortune more than fame
4. Which of the following assertions about Chanel has been made by the author? (A) She was not talented, but just lucky to have become so renowned
(B) Her success is attributable, at least in part, to her earlier profession
(C) She worked with the Nazi camp and was associated with a German intelligence officer
(D) She was generous to her employees
Answers of today's RC :- https://youtu.be/vxxOFIOGcj0
An excel sheet of mdi placements was floating a few days back. Can someone post that again ?
Hi, for people who are studying at home ,without any coaching- how do you guys clear doubts and stuff? Is there any facebook/telegram or any other group that is dedicated to this?
PG KO DUSTBIN BANANE WALON
Just Do it !!!
Any NC-OBC with converts from IIM BLACKI,IIFT,FMS? Or of you know anyone! Please respond!
Kindly fill this survey. BSchool ka kaam hai. Bhagwan apka bhala karega
tell me a windows laptop that is better than macbook air m1 under 90k. I can't find any!