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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
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sharathnair14 wrote:
Within the Performance Appraisal process, measuring means determining the level of performance by judging the Quality, Quantity, and Timeliness of the work against a set of standards. Precisely evaluating the efficiency and dedication of employees who spend more than 12 hours at the office is difficult. Presume, for example, most office-goers in Country X are proud of sleepless nights and staying late at the office, thinking that the boss will appreciate their working overtime. What if people waste time during the typical eight-hour workday to create reasons to work overtime such as to claim overtime wages and to look diligent?

The objection implied above to the productivity measure described is based on doubts about the truth of which of the following statements?


A. Office goers are representative of overtime workers in general.

B. Misemploying office-hours is the primary activity of office employees.

C. The performance appraisal process should be ascribed to departments or divisions within an organization, not to individuals.

D. The Quality of work delivered cannot be ignored during the performance appraisal process.

E. The number of hours clocked in at work is relevant to measuring the performance level of employees.

P.S - One of the hardest question stems I've come across. Try to answer in < 2 minutes.
Also, the best explanations will get +1 kudos.
Source - egmat


Why would the answer not be E here?
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
goobo wrote:
sharathnair14 wrote:
Within the Performance Appraisal process, measuring means determining the level of performance by judging the Quality, Quantity, and Timeliness of the work against a set of standards. Precisely evaluating the efficiency and dedication of employees who spend more than 12 hours at the office is difficult. Presume, for example, most office-goers in Country X are proud of sleepless nights and staying late at the office, thinking that the boss will appreciate their working overtime. What if people waste time during the typical eight-hour workday to create reasons to work overtime such as to claim overtime wages and to look diligent?

The objection implied above to the productivity measure described is based on doubts about the truth of which of the following statements?


A. Office goers are representative of overtime workers in general.

B. Misemploying office-hours is the primary activity of office employees.

C. The performance appraisal process should be ascribed to departments or divisions within an organization, not to individuals.

D. The Quality of work delivered cannot be ignored during the performance appraisal process.

E. The number of hours clocked in at work is relevant to measuring the performance level of employees.

P.S - One of the hardest question stems I've come across. Try to answer in < 2 minutes.
Also, the best explanations will get +1 kudos.
Source - egmat


Why would the answer not be E here?


I also wonder why E is wrong. If the number of hours clocked in at work is not relevant to measuring the performance level of employees then people did not waste time during the typical eight-hour workday to create reasons to work overtime such as to claim overtime wages and to look diligent. Experts, please help.
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
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Why is the answer not E in this case?

If the number of hours clocked in at work is not relevant to measuring the performance level of employees then people did not waste time during the typical eight-hour workday to create reasons to work overtime such as to claim overtime wages and to look diligent.
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
In the statement it is clearly mentioned the parameters of performance would be quantity, quality & timelines so extending work hours cannot help in this case.

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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
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David nguyen wrote:
goobo wrote:
sharathnair14 wrote:
Within the Performance Appraisal process, measuring means determining the level of performance by judging the Quality, Quantity, and Timeliness of the work against a set of standards. Precisely evaluating the efficiency and dedication of employees who spend more than 12 hours at the office is difficult. Presume, for example, most office-goers in Country X are proud of sleepless nights and staying late at the office, thinking that the boss will appreciate their working overtime. What if people waste time during the typical eight-hour workday to create reasons to work overtime such as to claim overtime wages and to look diligent?

The objection implied above to the productivity measure described is based on doubts about the truth of which of the following statements?


A. Office goers are representative of overtime workers in general.

B. Misemploying office-hours is the primary activity of office employees.

C. The performance appraisal process should be ascribed to departments or divisions within an organization, not to individuals.

D. The Quality of work delivered cannot be ignored during the performance appraisal process.

E. The number of hours clocked in at work is relevant to measuring the performance level of employees.

P.S - One of the hardest question stems I've come across. Try to answer in < 2 minutes.
Also, the best explanations will get +1 kudos.
Source - egmat


Why would the answer not be E here?


I also wonder why E is wrong. If the number of hours clocked in at work is not relevant to measuring the performance level of employees then people did not waste time during the typical eight-hour workday to create reasons to work overtime such as to claim overtime wages and to look diligent. Experts, please help.


I am not an expert, but I try to explain on how did I solve this one.
Question:Objection raised above was based on the doubt of truth of which of following?
Now, what is the objection?
Workers may create reasons (either to get appreciated or to get paid more) to stay in the office, thereby 'faking' their productivity measure.

A. We are not worried about office-goers/overtime workers. We are worried about measuring the productivity.
B. Again, what is effect of 'misemploying as a primary activity'? No link to productivity measure.
C. Out of Scope, because it nullifies performance appraisal as a whole and suggests to apply PA to entity.
D. Quality of work delivered cannot be ignored during the process. Now consider this. Performance Appraisal is calculated based on three things: Quality, Quantity, Timeliness. The objection actually asks this:Wasting time to log in more hours is not justified in PA process. If quality of spent time can be ignored, then the objection raised would be invalid.
E. No. of hours is relevant to the performance. Argument may imply this, but the objection raised was not based on whether no. of hours is related to performance.
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
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Dear Experts GMATNinja, GMATNinjaTwo

I choose E simply because could not understand the question stem well, could you please throw some light on this?
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
Your reasoning is incorrect. The objection implied IS THE CONCLUSION. so based on this reasoning you would never have chosen D.

elavendan1 wrote:
David nguyen wrote:
goobo wrote:
sharathnair14 wrote:
Within the Performance Appraisal process, measuring means determining the level of performance by judging the Quality, Quantity, and Timeliness of the work against a set of standards. Precisely evaluating the efficiency and dedication of employees who spend more than 12 hours at the office is difficult. Presume, for example, most office-goers in Country X are proud of sleepless nights and staying late at the office, thinking that the boss will appreciate their working overtime. What if people waste time during the typical eight-hour workday to create reasons to work overtime such as to claim overtime wages and to look diligent?

The objection implied above to the productivity measure described is based on doubts about the truth of which of the following statements?


A. Office goers are representative of overtime workers in general.

B. Misemploying office-hours is the primary activity of office employees.

C. The performance appraisal process should be ascribed to departments or divisions within an organization, not to individuals.

D. The Quality of work delivered cannot be ignored during the performance appraisal process.

E. The number of hours clocked in at work is relevant to measuring the performance level of employees.

P.S - One of the hardest question stems I've come across. Try to answer in < 2 minutes.
Also, the best explanations will get +1 kudos.
Source - egmat


Why would the answer not be E here?


I also wonder why E is wrong. If the number of hours clocked in at work is not relevant to measuring the performance level of employees then people did not waste time during the typical eight-hour workday to create reasons to work overtime such as to claim overtime wages and to look diligent. Experts, please help.


I am not an expert, but I try to explain on how did I solve this one.
Question:Objection raised above was based on the doubt of truth of which of following?
Now, what is the objection?
Workers may create reasons (either to get appreciated or to get paid more) to stay in the office, thereby 'faking' their productivity measure.

A. We are not worried about office-goers/overtime workers. We are worried about measuring the productivity.
B. Again, what is effect of 'misemploying as a primary activity'? No link to productivity measure.
C. Out of Scope, because it nullifies performance appraisal as a whole and suggests to apply PA to entity.
D. Quality of work delivered cannot be ignored during the process. Now consider this. Performance Appraisal is calculated based on three things: Quality, Quantity, Timeliness. The objection actually asks this:Wasting time to log in more hours is not justified in PA process. If quality of spent time can be ignored, then the objection raised would be invalid.
E. No. of hours is relevant to the performance. Argument may imply this, but the objection raised was not based on whether no. of hours is related to performance.


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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
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unable to understand the question statement
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
manikmehta95 wrote:
unable to understand the question statement


Maybe this can help.

The question simply is " The objection would make sense if which of the following statement is untrue?"

A/ B / C - discard irrelevant
D- if this is untrue then that means that quality of work can be ignored making the argument correct.
E- if this is untrue then that means that number of hours clocked in is irrelevant weakening the argument. Thus, not correct.
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
Typical E gmat, trying to make questions harder by making them ridiculous.
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Within the Performance Appraisal process, measuring means determining [#permalink]
mikemcgarry pls explain this question
I choose option E after looking at the question part "based on doubts about the truth of which of the following statements?"
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
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To understand this question more clearly, we need to first identify what exactly is the objection the question is talking about. Actually speaking, the objection is not stated explicitly in the entire argument. All the argument mentions is the counter given to that objection. The actual objection is "performance by judging the Quality, Quantity, and Timeliness of the work against a set of standards" is not correct; we should focus on the "efficiency and dedication of employees who spend more than 12 hours ". This is the objection for which the argument presents the counter stating that measuring efficiency and dedication of employees is difficult to measure. So, now that we have identified the "real objection", we can now clearly say that the objection bases its doubt on the statement "The quality of work delivered cannot be ignored during the performance appraisal process". The objection actually supports the statement that "The number of hours clocked is relevant to the performance of employees".

Hope that clarifies everyone's doubt.
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
Please explain why Option E is wrong
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
Option E is wrong because the objection is saying that 'the work performance is related to the number of hours clocked'; it is not doubting this premis rather is supporting it affirmatively. Hence, E is wrong.

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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
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sharathnair14 wrote:
Within the Performance Appraisal process, measuring means determining the level of performance by judging the Quality, Quantity, and Timeliness of the work against a set of standards. Precisely evaluating the efficiency and dedication of employees who spend more than 12 hours at the office is difficult. Presume, for example, most office-goers in Country X are proud of sleepless nights and staying late at the office, thinking that the boss will appreciate their working overtime. What if people waste time during the typical eight-hour workday to create reasons to work overtime such as to claim overtime wages and to look diligent?

The objection implied above to the productivity measure described is based on doubts about the truth of which of the following statements?


A. Office goers are representative of overtime workers in general.
This definitely not true and cannot be implied from the given premise

B. Misemploying office-hours is the primary activity of office employees.
It may be tertiary , quatenary we are clueless on the above fact therefore out

C. The performance appraisal process should be ascribed to departments or divisions within an organization, not to individuals.
Why not individuals , if they can do an exceptional job of disciplining them why not

D. The Quality of work delivered cannot be ignored during the performance appraisal process.
Definitely this is the main reason for bringing the regulation in the first place therefore let us hang on to it

E. The number of hours clocked in at work is relevant to measuring the performance level of employees.
This definitely counts however , the fact that the hours are still a relevant factor and reduced to a lesser margin than quality of the hours make it a inferior option to D

Therefore IMO D
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
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Youknowho wrote:
Please explain why Option E is wrong


Option D vs Option E

Option D says that quality cannot be ignored. Now if that is true, then the no. of unproductive hours by any employee would also be taken into account during appraisal. Hence there shouldn't be any objections about quality of work. BUT, if there is a doubt on the truthfulness of this statement (statement- quality can't be ignored), that means the author believes that quality is getting ignored, then in such case the objection is valid.. which is what the question is asking for. CORRECT.

Option E says that No. of hours are relevant. Now, if there is a doubt on truthfulness of this sentence, that means author believes that no of hours are NOT relevant to appraisal. In that case, the objection raised in the argument wouldn't be relevant to author's belief (as he objects quality of work in the argument, which is no where a part of this statement). Hence INCORRECT.

Hope this helps. (Don't forget to give Kudos!:))
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Re: Within the Performance Appraisal process, measuring means determining [#permalink]
bb , egmat , requesting a nice explanation specifically for the option D and E.

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