Step 1: Analyze Nalini's relationship with Shalini. Nalini cherishes her relationship with Shalini and is distressed by the remarks. Rejecting the bonus may appear to preserve peace but does not acknowledge Nalini's accomplishments.
Step 2: Examine the alternatives.
- Alternative 1: Awareness of Shalini’s propensity for insensitive comments may diminish the effect but does not address Nalini’s achievement.
- Alternative 2: Shalini’s disputes with her superior are unrelated to Nalini’s choice.
- Alternative 3: Being the inaugural member of her cohort to receive the bonus underscores Nalini’s distinctiveness and could inspire her to retain it.
- Alternative 4: Rewards based on allegiance redirect attention but lack emotional significance for Nalini.
- Alternative 5: Shalini’s historical irreverence diverts attention from the central concern of the bonus.
Step 3: Determine the optimal justification. Alternative 3 emphasizes Nalini’s success among her peers, motivating her to accept the acknowledgment.
Final Determination: (3)
Phase 1: Determine the fundamental reason. Nalini's concern arises from a belief in unfair preference; inaction could deepen her estrangement from colleagues.
Phase 2: Assess potential responses.
- Response A: Inaction risks exacerbating the issue and invites further misinterpretations.
- Response B: Directly confronting Shalini could intensify discord, hindering team cohesion.
- Response C: Interacting with team members and comprehending their difficulties cultivates confidence and mutual effort.
- Response D: Negative discourse concerning supervisors may prove counterproductive and undermine her standing.
- Response E: Directly confronting apathy could generate unease without resolving the core trust deficits.
Phase 3: Select the optimal strategy. Response C empowers Nalini to forge more robust interpersonal connections, effectively resolving the primary concern.
Conclusion: (C)
Step 1: Situation Analysis. Nalini should assess Shalini's past performance, client needs, and team dynamics to determine Shalini's inclusion and leadership role.
Step 2: Option Evaluation.
- Option 1: Potential for Shalini conflict and reduced team cooperation.
- Option 2: A balanced approach, prompting Shalini to reconsider, addresses her concerns and project requirements.
- Option 3: Appointing Shalini as team lead without consultation may cause dissatisfaction among Nalini and other team members.
- Option 4: Escalating to HR could unnecessarily increase tension and harm team cohesion.
- Option 5: Seeking a directive from the boss for Shalini's team inclusion could diminish Nalini's leadership authority.
Step 3: Optimal Action Determination. Option 2 offers a diplomatic method to address Shalini's issues while ensuring effective team collaboration.
Final Answer: (2)
Ned Flanders and Homer Simpson Partners Limited is a law rm, known for its unwavering commitment to client satisfaction. They treat the clients as family members who have grown along with the rm. Further, they are highly regarded in the industry, consulted by the country’s top organizations. Among the founders, Homer Simpson is amboyant, while Ned Flanders is serious. Together, they bring a dynamic balance to the team.
The organization believes in a strong socialization ritual that bonds the new lawyers (newcomers) with the existing members. Also, the socialization ritual ensures that newcomers fully understand the nature of their work and integrate seamlessly into the company’s culture. During their rst week, newcomers are overloaded with a barrage of artificial tasks, unexpected client calls, and a challenging meeting with the founders. This results in newcomers getting overwhelmed, and doubting their decision to join the rm, only for the founders to meet them and reveal that this is one big prank and a way to welcome them to the organization. This socialization ritual has served them well for the past two decades. However, not all the newcomers appreciate the utility of this ritual.
One of the lawyers, Ms. Lisa Simpleton, who joined in 2023 and went through the same socialization ritual, found it unwelcoming. She believes that other newcomers might also share the same opinion. Lisa thinks that the current generation, especially post-COVID, needs more friendly welcome, and the rm must put an end to this ritual.
Mr. Zubin Mistry is the owner and the chief editor of the newspaper The Pluralist, renowned for its high reporting standards and outstanding writing quality. The Pluralist’s authentic reporting distinguishes it from other newspapers that sensationalize news. They are responsible employers, known to be highly supportive towards their employees. Its news editing team is led by Ms. Ramya Kattabomman, a respected veteran in the newspaper reporting industry, wellknown for her stringent adherence to the ethical standards of newspaper reporting.
Mr. Aditya Swaroop Verma, an award-winning senior journalist, has brought in an exposé into the activities of a mining company, operating in an ecologically vulnerable area. In his hardhitting reporting style, he has presented interviews with tens of people, delineating how the mining company has used illegal means to start mining in that area. These mining activities may lead to the destruction of the local ecological balance. However, Aditya Swaroop is unable to obtain an interview with the management of the mining company.
Aditya Swaroop’s investigative report article offers signi cant revelations about the alleged illegal activities of the mining company which were hardly covered in the media otherwise. Nevertheless, his sources have requested for complete anonymity