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# Two years ago, the human resources department at Harrison's

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Two years ago, the human resources department at Harrison's  [#permalink]

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11 Sep 2015, 10:58
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Two years ago, the human resources department at Harrison's Technologies had 175 sexual harassment cases open, a number that at that time led all companies in the sector. At that time, a typical claim took six months to process and clear. In response to this high number, the CEO's Advisory Team published a comprehensive set of guidelines for training employees in the identification and avoidance of behaviors that could constitute sexual harassment. At this writing, the human resources department has only sixty sexual harassment cases open. Clearly, the guidelines published by the CEO's Advisory Team were effective in reducing the occurrence of new sexual harassment claims at Harrison's Technologies.

Which of the following, if true, most seriously weakens the conclusion above?

A) Two of the six members of the CEO's Advisory Team were found guilty of sexually harassing members of the secretarial staff
B) New paperwork and procedure, also introduced two years ago, has allowed the human resources department at Harrison's Technologies to process and close almost all new claims of sexual harassment in less than one month.
C) The human resources department at Anthony Information Industries, a principal rival of Harrison's with a similar number of employees, opened no new sexual harassment claims in the past year.
D) Independent consultants using scientifically designed surveys have found that the majority of current employees at Harrison's Technologies are not properly educated on exactly what behaviors constitute sexual harassment.
E) The majority of sexual harassment claims lead to the termination of employees found guilty; new employees hired to fill these positions need to be trained in the guidelines.

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Re: Two years ago, the human resources department at Harrison's  [#permalink]

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11 Sep 2015, 14:56
[quote="Harley1980"]Two years ago, the human resources department at Harrison's Technologies had 175 sexual harassment cases open, a number that at that time led all companies in the sector. At that time, a typical claim took six months to process and clear. In response to this high number, the CEO's Advisory Team published a comprehensive set of guidelines for training employees in the identification and avoidance of behaviors that could constitute sexual harassment. At this writing, the human resources department has only sixty sexual harassment cases open. Clearly, the guidelines published by the CEO's Advisory Team were effective in reducing the occurrence of new sexual harassment claims at Harrison's Technologies.

Which of the following, if true, most seriously weakens the conclusion above?

A) Two of the six members of the CEO's Advisory Team were found guilty of sexually harassing members of the secretarial staff
This explains nothing regarding the guidelines-out of scope

B) New paperwork and procedure, also introduced two years ago, has allowed the human resources department at Harrison's Technologies to process and close almost all new claims of sexual harassment in less than one month.
(something causes the result.Weakener)

C) The human resources department at Anthony Information Industries, a principal rival of Harrison's with a similar number of employees, opened no new sexual harassment claims in the past year.(Out of scope. This explains reg other Industry)

D) Independent consultants using scientifically designed surveys have found that the majority of current employees at Harrison's Technologies are not properly educated on exactly what behaviors constitute sexual harassment.(This either strengthens or weakens the claim as they may miss to file a claim or false claim)

E) The majority of sexual harassment claims lead to the termination of employees found guilty; new employees hired to fill these positions need to be trained in the guidelines.(This explains the after procedure of investigation for guilty accused persons. This explains nothing regarding the guidelines-out of scope.)

Confused and selected D
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Re: Two years ago, the human resources department at Harrison's  [#permalink]

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11 Sep 2015, 15:27
Mechmeera wrote:
Harley1980 wrote:
Two years ago, the human resources department at Harrison's Technologies had 175 sexual harassment cases open, a number that at that time led all companies in the sector. At that time, a typical claim took six months to process and clear. In response to this high number, the CEO's Advisory Team published a comprehensive set of guidelines for training employees in the identification and avoidance of behaviors that could constitute sexual harassment. At this writing, the human resources department has only sixty sexual harassment cases open. Clearly, the guidelines published by the CEO's Advisory Team were effective in reducing the occurrence of new sexual harassment claims at Harrison's Technologies.

Which of the following, if true, most seriously weakens the conclusion above?

A) Two of the six members of the CEO's Advisory Team were found guilty of sexually harassing members of the secretarial staff
This explains nothing regarding the guidelines-out of scope

B) New paperwork and procedure, also introduced two years ago, has allowed the human resources department at Harrison's Technologies to process and close almost all new claims of sexual harassment in less than one month.
(something causes the result.Weakener)

C) The human resources department at Anthony Information Industries, a principal rival of Harrison's with a similar number of employees, opened no new sexual harassment claims in the past year.(Out of scope. This explains reg other Industry)

D) Independent consultants using scientifically designed surveys have found that the majority of current employees at Harrison's Technologies are not properly educated on exactly what behaviors constitute sexual harassment.(This either strengthens or weakens the claim as they may miss to file a claim or false claim)

E) The majority of sexual harassment claims lead to the termination of employees found guilty; new employees hired to fill these positions need to be trained in the guidelines.(This explains the after procedure of investigation for guilty accused persons. This explains nothing regarding the guidelines-out of scope.)

Confused and selected D

Hi,

Clearly the confusion is between B & D.One important point to note is the focus is on the time taken to close a case(or reduce the no. of pending cases) and never
on the number of cases raised.So in this case B weakens the argument by saying that the new procedure to close the cases resulting in less number of pending cases.
In option D even if the employees hadnt learned anyhthing new or if they have leaned new things,the cases could have increased/decreased but thats not the point
thats important.It could still have the same number of pending cases or even increased but you will never know as you didnt have that previous number to make the comparison.
Hope this helps and I havent confused you
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Two years ago, the human resources department at Harrison's  [#permalink]

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12 Sep 2015, 03:05
iikarthik wrote:
Hi,

Clearly the confusion is between B & D.One important point to note is the focus is on the time taken to close a case(or reduce the no. of pending cases) and never on the number of cases raised.So in this case B weakens the argument by saying that the new procedure to close the cases resulting in less number of pending cases.

In option D even if the employees hadnt learned anyhthing new or if they have leaned new things,the cases could have increased/decreased but thats not the point thats important.It could still have the same number of pending cases or even increased but you will never know as you didnt have that previous number to make the comparison.
Hope this helps and I havent confused you
I'm not able agree to your explanation reg D.

The conclusion says
Quote:
Clearly, the guidelines were effective in reducing the occurrence of new sexual harassment claims at Harrison's Technologies

It is clear that cases have reduced and
conclusion says thay guidelines are the ones responsible for it.

I feel there is no case of comparison
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Two years ago, the human resources department at Harrison's  [#permalink]

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12 Sep 2015, 11:25
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Mechmeera wrote:
iikarthik wrote:
Hi,

Clearly the confusion is between B & D.One important point to note is the focus is on the time taken to close a case(or reduce the no. of pending cases) and never on the number of cases raised.So in this case B weakens the argument by saying that the new procedure to close the cases resulting in less number of pending cases.

In option D even if the employees hadnt learned anyhthing new or if they have leaned new things,the cases could have increased/decreased but thats not the point thats important.It could still have the same number of pending cases or even increased but you will never know as you didnt have that previous number to make the comparison.
Hope this helps and I havent confused you
I'm not able agree to your explanation reg D.

The conclusion says
Quote:
Clearly, the guidelines were effective in reducing the occurrence of new sexual harassment claims at Harrison's Technologies

It is clear that cases have reduced and
conclusion says thay guidelines are the ones responsible for it.

I feel there is no case of comparison

Correct,the conclusion says that guidelines are the ones responsible for it(not the reduction in cases but only the reduction is open cases).our job is to weaken the conclusion.Do note that reduction in number of open cases doesnt necessarily mean that the guidelines were effective and people have changed.The conclusion would have been stronger had they mentioned that the number of cases filed have also reduced.Also,the conclusion never says explicitly that the behavior changed only due to training.The conclusion is based on the only fact that the number of open cases were less after the guidelines were introduced.What if there was another cause that led to the reduction in not the total number of cases filed but only in the number of open cases.If we could provide an alternate reason for the reduced number of open cases(upon which the conclusion is based) it automatically weakens the conclusion.The alternate reason here for the reduction in the number of open cases is that the procedure for closing the cases got simplified and coincidentally,the change in process happened at the same time when the guidelines were issued.Hope this helps
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Re: Two years ago, the human resources department at Harrison's  [#permalink]

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21 Jun 2017, 03:10
Normally, in gmat, the argument (typically for assumption, strengthen, weaken questions) has a clear structure. In other words, the main premise has an obvious reason to support the main conclusion. Sometimes, the main conclusion and the main premise of the argument may mislead the test takers because the meaning may not fit the passage; in those cases, test takers should check the question stem.
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Two years ago, the human resources department at Harrison's  [#permalink]

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Updated on: 09 Sep 2017, 20:42
Two years ago, the human resources department at Harrison's Technologies had 175 sexual harassment cases open, a number that at that time led all companies in the sector. At that time, a typical claim took six months to process and clear. In response to this high number, the CEO's Advisory Team published a comprehensive set of guidelines for training employees in the identification and avoidance of behaviors that could constitute sexual harassment. At this writing, the human resources department has only sixty sexual harassment cases open. Clearly, the guidelines published by the CEO's Advisory Team were effective in reducing the occurrence of new sexual harassment claims at Harrison's Technologies.

Which of the following, if true, most seriously weakens the conclusion above?
A Two of the six members of the CEO's Advisory Team were found guilty of sexually harassing members of the secretarial staff
B New paperwork and procedure, also introduced two years ago, has allowed the human resources department at Harrison's Technologies to process and close almost all new claims of sexual harassment in less than one month.
C The human resources department at Anthony Information Industries, a principal rival of Harrison's with a similar number of employees, opened no new sexual harassment claims in the past year.
D Independent consultants using scientifically designed surveys have found that the majority of current employees at Harrison's Technologies are not properly educated on exactly what behaviors constitute sexual harassment.
E The majority of sexual harassment claims lead to the termination of employees found guilty; new employees hired to fill these positions need to be trained in the guidelines.

Why D is incorrect?

Originally posted by katelyntanglu on 09 Sep 2017, 15:42.
Last edited by broall on 09 Sep 2017, 20:42, edited 1 time in total.
Merged topic. Please search before posting question.
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Two years ago, the human resources department at Harrison's  [#permalink]

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11 Jan 2018, 21:52
OE:

The credited answer is (B). If the time to process these claims went down from six months to one month, this means that, even if the number of new claims remained constant, approximately 1/6 as many claims should be open at any one time. In fact, 60 is considerably more than one sixth of 175, so this suggests that perhaps the number of new claims has increase --- directly opposing the conclusion. This is a very effective weakener.
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Re: Two years ago, the human resources department at Harrison's  [#permalink]

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11 Jan 2018, 21:53
katelyntanglu wrote:
Two years ago, the human resources department at Harrison's Technologies had 175 sexual harassment cases open, a number that at that time led all companies in the sector. At that time, a typical claim took six months to process and clear. In response to this high number, the CEO's Advisory Team published a comprehensive set of guidelines for training employees in the identification and avoidance of behaviors that could constitute sexual harassment. At this writing, the human resources department has only sixty sexual harassment cases open. Clearly, the guidelines published by the CEO's Advisory Team were effective in reducing the occurrence of new sexual harassment claims at Harrison's Technologies.

Which of the following, if true, most seriously weakens the conclusion above?
A Two of the six members of the CEO's Advisory Team were found guilty of sexually harassing members of the secretarial staff
B New paperwork and procedure, also introduced two years ago, has allowed the human resources department at Harrison's Technologies to process and close almost all new claims of sexual harassment in less than one month.
C The human resources department at Anthony Information Industries, a principal rival of Harrison's with a similar number of employees, opened no new sexual harassment claims in the past year.
D Independent consultants using scientifically designed surveys have found that the majority of current employees at Harrison's Technologies are not properly educated on exactly what behaviors constitute sexual harassment.
E The majority of sexual harassment claims lead to the termination of employees found guilty; new employees hired to fill these positions need to be trained in the guidelines.

Why D is incorrect?

OE:
If the employees at Harrison's Technologies are not clear on precisely what behaviors constitute sexual harassment, that could suggest a rise in claims, and it would seem that the guidelines didn't educate them properly. Then again, what if their confusion is such that they classify many more behaviors as sexual harassment than legally they should? In that case, the employees might think almost anything constitutes sexual harassment, so they would be super-careful and afraid to do anything, and there would be fewer claims. And how did the guidelines affect their understanding? If the guidelines were much stricter than the law, then it would encourage this kind of super-careful behavior in employees, producing the kind of incorrect understanding that actually would reduce claims. We could interpret this either way, so it's not a clear weakener. Choice (D) is incorrect.
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Re: Two years ago, the human resources department at Harrison's  [#permalink]

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28 Jan 2018, 11:32
@mechmeera ,
Thanks for the explanation but isn’t it clearly written in last sentence of the question that new guildlines were helpful in reducing the occurrence of new harassment cases . That means less new cases were reported to HR.

But sentence B is talking about the closing the claims which were already reported to HR.
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Re: Two years ago, the human resources department at Harrison's  [#permalink]

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06 Feb 2018, 13:51
Could anyone please help me explain why option B is incorrect? I am still unable to understand the true logic behind that option.
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Two years ago, the human resources department at Harrison's  [#permalink]

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07 Feb 2018, 08:13
csaluja wrote:
Could anyone please help me explain why option B is incorrect? I am still unable to understand the true logic behind that option.

Hi friend ,
B is the correct answer .
Can you please elaborate what did you not understand ?
I will try to explain .
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Re: Two years ago, the human resources department at Harrison's  [#permalink]

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05 Jul 2018, 16:39
OE:

Explanation
The credited answer is (B). If the time to process these claims went down from six months to one month, this means that, even if the number of new claims remained constant, approximately 1/6 as many claims should be open at any one time. In fact, 60 is considerably more than one sixth of 175, so this suggests that perhaps the number of new claims has increase --- directly opposing the conclusion. This is a very effective weakener.

The fact that 2 of 6 members on the Advisory Team were accused of sexual harassment is hardly a vote of confidence for what these folks are trying to accomplish, but it is only suggestive --- it doesn't necessarily mean that the overall number of claims went up. It doesn't directly imply anything to contradict the claim. Choice (A) is incorrect.

The folks over at Anthony Information Industries had no claims. Why that might be, we have no idea, and so we have no idea what, if anything, it might imply for Harrison's Technologies. Choice (C) is incorrect.

If the employees at Harrison's Technologies are not clear on precisely what behaviors constitute sexual harassment, that could suggest a rise in claims, and it would seem that the guidelines didn't educate them properly. Then again, what if their confusion is such that they classify many more behaviors as sexual harassment than legally they should? In that case, the employees might think almost anything constitutes sexual harassment, so they would be super-careful and afraid to do anything, and there would be fewer claims. And how did the guidelines affect their understanding? If the guidelines were much stricter than the law, then it would encourage this kind of super-careful behavior in employees, producing the kind of incorrect understanding that actually would reduce claims. We could interpret this either way, so it's not a clear weakener. Choice (D) is incorrect.

If folks found guilty were terminated, this could be an alternate explanation for why the number of new claims dropped. But, do we know that the newly hired folks are, on average better? If they are better, is it because the published guidelines were effective in training them? It's not clear whether this definitively weakens the argument. Choice (E) is incorrect.
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