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Apr 2808:00 AM PDT
-11:00 AM PDT
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11 Nov 2021, 02:30
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B
Be sure to select an answer first to save it in the Error Log before revealing the correct answer (OA)!
Difficulty:
45%
(medium)
Question Stats:
66% (01:52) correct
34%
(02:10)
wrong
based on 562
sessions
History
Date
Time
Result
Not Attempted Yet
Sarah: Our regulations for staff review are vague and thus difficult to interpret. For instance, the regulations state that a staff member who is performing unsatisfactorily will face dismissal, but they fail to define unsatisfactory performance. Thus, some staff may be dismissed merely because their personal views conflict with those of their supervisors.
Which one of the following generalizations, if applicable to Sarah’s company, most helps to justify her reasoning?
(A) Performance that falls only somewhat below expectations results in disciplinary measures short of dismissal.
(B) Interpreting regulations is a prerogative that belongs solely to supervisors.
(C) A vague regulation can be used to make those subject to it answer for their performance.
(D) A vague regulation can be used to keep those subject to it in subordinate positions.
(E) Employees usually consider specific regulations to be fairer than vague regulations.
Which one of the following generalizations, if applicable to Sarah’s company, most helps to justify her reasoning?
(A) Performance that falls only somewhat below expectations results in disciplinary measures short of dismissal.
(B) Interpreting regulations is a prerogative that belongs solely to supervisors.
(C) A vague regulation can be used to make those subject to it answer for their performance.
(D) A vague regulation can be used to keep those subject to it in subordinate positions.
(E) Employees usually consider specific regulations to be fairer than vague regulations.
12 Nov 2021, 02:15
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Bunuel
EXPLANATION FROM POWER SCORE
Strengthen—Principle. The correct answer choice is (B)
Sarah points out that the regulations for staff review are vague and difficult to interpret. She offers the example of regulations that state that unsatisfactory performance will be met with dismissal, but those same regulations do not define unsatisfactory performance. She concludes that some staffers may be dismissed simply because their personal views are different from their supervisors’ views.
Sarah’s reasoning is flawed because she ignores the likelihood that other employee contracts and guidelines define required performance quite well, and that the regulations are merely broad so as to avoid restatements or possible conflicts when future policy changes are made. Furthermore, she cynically assumes that supervisors will equate personal views with job performance and use their positions of power to blatantly exceed the review guidelines.
Regardless of the flaws in Sarah’s argument, you are asked to fi nd a principle that will strengthen
Sarah’s conclusion, which is that “some staff may be dismissed merely because their personal views conflict with those of their supervisors.”
Answer choice (A): This principle does not serve to strengthen the claim that supervisors will or can act in a capricious manner, so this answer does not strengthen the conclusion.
If anything, this choice might actually serve to weaken the stimulus. If performance that falls slightly below standards is not met with dismissal, that might establish that supervisors have some leeway. But, it also establishes that supervisors have some tendency toward leniency. If supervisors are lenient, how does that help establish that they will terminate employees for personal differences?
Answer choice (B): This is the correct answer choice. If supervisors have the sole prerogative to interpret the regulations, that means that there are no other documents or guidelines that could restrict the supervisors from making the interpretation they wish to make. Accordingly, the supervisors would then have the power to dismiss employees for whatever reason they saw fi t, and that fact helps strengthen the stimulus.
Answer choice (C): Sarah suggests that the regulations could be used to inappropriately punish people for having certain personal views, but she does not establish that supervisors could take that kind of action. This response helps support the idea that employees are accountable for their performance, and that is contrary to the idea (or at worst, neutral) that they would be punished for their personal views.
Answer choice (D): The argument attempted to show that some staff could be dismissed for their personal views. This answer only shows that employees can be kept in control or withheld from promotion. As those two issues are not the same, this answer does not assist in establishing Sarah’s reasoning.
An answer such as this one can be attractive because it paints the company in a negative light. However, the task in this question is not to simply show that the company has poor policies, but rather that the policy in place can lead to the termination of an employee over their personal views. Always keep in mind precisely what you are supposed to strengthen in a question like this one.
Answer choice (E): Whether or not employees consider specific regulations to be fairer is not central to the issue at hand, which concerns how supervisors act.
General Discussion
11 Nov 2021, 04:23
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B will be the answer acc. To me.....b b b b b b
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Posted from my mobile device
