Events & Promotions
|
|
GMAT Club Daily Prep
Thank you for using the timer - this advanced tool can estimate your performance and suggest more practice questions. We have subscribed you to Daily Prep Questions via email.
Customized
for You
Track
Your Progress
Practice
Pays
Not interested in getting valuable practice questions and articles delivered to your email? No problem, unsubscribe here.
Apr 2512:30 AM EDT
-01:30 AM EDT
At one point, she believed GMAT wasn’t for her. After scoring 595, self-doubt crept in and she questioned her potential. But instead of quitting, she made the right strategic changes. The result? A remarkable comeback to 695. Check out how Saakshi did it.
Apr 2601:30 AM EDT
-02:30 AM EDT
Learn how Keshav, a Chartered Accountant, scored an impressive 705 on GMAT in just 30 days with GMATWhiz's expert guidance. In this video, he shares preparation tips and strategies that worked for him, including the mock, time management, and more.
Apr 2610:00 AM EDT
-11:00 AM EDT
The Target Test Prep course represents a quantum leap forward in GMAT preparation, a radical reinterpretation of the way that students should study. Try before you buy with a 5-day, full-access trial of the course for FREE!
Apr 2711:00 AM EDT
-12:00 PM EDT
Prefer video-based learning? The Target Test Prep OnDemand course is a one-of-a-kind video masterclass featuring 400 hours of lecture-style teaching by Scott Woodbury-Stewart, founder of Target Test Prep and one of the most accomplished GMAT instructors
Apr 2808:00 AM PDT
-11:00 AM PDT
Whether you are just beginning your MBA journey or fine-tuning your path to a 700+ score, GMAT Day is designed to give you a competitive edge.
May 0111:00 AM PDT
-12:00 PM PDT
Free- full-length test + 15 concept videos + 150+ short videos + study plan!
12 Aug 2023, 08:00
Kudos
Bookmarks
E
Be sure to select an answer first to save it in the Error Log before revealing the correct answer (OA)!
Difficulty:
35%
(medium)
Question Stats:
74% (01:49) correct
26%
(02:04)
wrong
based on 1350
sessions
History
Date
Time
Result
Not Attempted Yet
Consultant: In most large organizations, the majority of people who end up in leadership positions are extroverted. These people are likely to actively seek leadership positions and make themselves known when such positions are available. When an organization is looking for internal candidates to fill a leadership position, choosing only from among these extroverted people necessarily excludes many other candidates who, for any number of reasons, do not put themselves forward. Thus, organizations that are recruiting from within for leadership positions can increase the number of potentially strong performers in their candidate pool by actively seeking out candidates from among the introverted people in the organization.
Which of the following statements would, if true, most support the consultant's reasoning?
A. A greater proportion of qualified candidates for leadership positions are extroverted than are introverted.
B. Among people in leadership positions, the proportion who are introverted is approximately equal to the proportion who are extroverted.
C. Some qualified candidates who are introverted will actively seek leadership positions when they become available.
D. Organizations tend to prefer internal candidates when recruiting for leadership positions.
E. On average, extroverted people in leadership positions perform no better than introverted people do.
Which of the following statements would, if true, most support the consultant's reasoning?
A. A greater proportion of qualified candidates for leadership positions are extroverted than are introverted.
B. Among people in leadership positions, the proportion who are introverted is approximately equal to the proportion who are extroverted.
C. Some qualified candidates who are introverted will actively seek leadership positions when they become available.
D. Organizations tend to prefer internal candidates when recruiting for leadership positions.
E. On average, extroverted people in leadership positions perform no better than introverted people do.
Using official mocks already?
Add GMAT Club Tests for harder practice, analytics, and explanations without overlapping Official Guide or official mock questions.
Try it now →
12 Aug 2023, 08:23
Kudos
Bookmarks
Bunuel
Conclusion of the argument: Organizations that are recruiting from within for leadership positions can increase the number of potentially strong performers in their candidate pool by actively seeking out candidates from among the introverted people in the organization.
We have to strengthen the conclusion of the argument.
Answer choice elimination
A. A greater proportion of qualified candidates for leadership positions are extroverted than are introverted.
This option weakens the argument. We have to strengthen the conclusion that including introverted candidates can increase the number of potentially strong performers in their candidate pool. Hence, we can eliminate A.
B. Among people in leadership positions, the proportion who are introverted is approximately equal to the proportion who are extroverted.
This is a trap option. This option presents information on the people who are already in leadership positions. However, our argument is centered around the candidate pool. Hence, we can eliminate this option.
C. Some qualified candidates who are introverted will actively seek leadership positions when they become available.
While this option is close and makes us believe that some candidates who are introverted will be interested in the first place, the option is not well suited to the conclusion. First, we don't know whether these candidates have proactively reached out and are already a part of the pool who have expressed interest in leadership positions and second, we don't have much information on the number of such candidates. Hence, we can look out for better options if any.
D. Organizations tend to prefer internal candidates when recruiting for leadership positions.
The entire argument is around organizations that are recruiting from within for leadership positions. Hence, this option doesn't provide us with anything new. Eliminate D.
E. On average, extroverted people in leadership positions perform no better than introverted people do.
This option is better than C. If on average extroverted people do not perform better than introverted candidates, adding introverted candidates can increase the number of potentially strong performers. This option strengthens the conclusion.
Option E.
12 Aug 2023, 17:17
Kudos
Bookmarks
The conclusion of the argument is the following:
Thus, organizations that are recruiting from within for leadership positions can increase the number of potentially strong performers in their candidate pool by actively seeking out candidates from among the introverted people in the organization.
That conclusion is supported by all the information that precedes it:
In most large organizations, the majority of people who end up in leadership positions are extroverted. These people are likely to actively seek leadership positions and make themselves known when such positions are available. When an organization is looking for internal candidates to fill a leadership position, choosing only from among these extroverted people necessarily excludes many other candidates who, for any number of reasons, do not put themselves forward.
We see that the point of the argument is that people who are not extroverted do not "make themselves known when such positions (leadership positions) are available." So, "when an organization is looking for internal candidates to fill a leadership position," only the extroverted people are considered. Thus, the consultant (the author) concludes that "organizations that are recruiting from within for leadership positions" will do better if they seek out introverted candidates, who would not have otherwise been in candidate pools.
The correct answer will provide additional support for the conclusion.
A. A greater proportion of qualified candidates for leadership positions are extroverted than are introverted.
If anything this statement goes against the conclusion by indicating that most qualified candidates are extroverted people. If most qualified candidates are extroverted, then maybe actively seeking out introverted candidates won't do organizations much good.
So, while this choice does not prove the conclusion incorrect, it certainly doesn't provide additional support for the conclusion of the argument.
Eliminate.
B. Among people in leadership positions, the proportion who are introverted is approximately equal to the proportion who are extroverted.
Notice that, if anything, what this choice says goes against what the argument says. After all, if it is true that "among people in leadership positions, the proportion who are introverted is approximately equal to the proportion who are extroverted," then introverted people are getting into leadership positions. So, maybe organizations don't have to actively seek out introverted candidates to get introverted people the process of recruiting for leadership positions.
That said, the argument does say the following:
In most large organizations, the majority of people who end up in leadership positions are extroverted.
So, this choice is about a topic, "people in leadership positions" in general, that is different from the topic of the argument, "people who end up in leadership positions" in "large organizations."
In any case, what this choice says certainly doesn't support the conclusion of the argument.
Eliminate.
C. Some qualified candidates who are introverted will actively seek leadership positions when they become available.
The conclusion of the argument is based on the idea that introverted candidates will NOT actively seek out leadership positions. It's for that reason that the consultant recommends that organizations actively seek out introverted candidates.
So, if anything, the fact presented by this choice, that some introverted people WILL actively seek out leadership positions is a reason why organizations would NOT have to seek out introverted candidates.
Now, this choice is about "some qualified candidates who are introverted." So, it doesn't directly conflict with what the argument says, "the majority of people who end up in leadership positions are extroverted. These people are likely to actively seek leadership positions and make themselves known when such positions are available."
All, the same the fact that "some qualified candidates who are introverted will actively seek leadership positions" is certainly not a reason for organizations to actively seek out introverted candidates.
Eliminate.
D. Organizations tend to prefer internal candidates when recruiting for leadership positions.
The conclusion of the argument is about what an organization can do when it "is looking for internal candidates to fill a leadership position." So, this choice may explain WHY the topic of the passage is interesting to a consultant.
However, the fact stated by this choice does not mean that organizations can increase the number of potentially strong performers in their candidate pool by actively seeking out candidates from among the introverted people in the organization. After all, the fact that "organizations tend to prefer internal candidates" does not mean that they can find more internal candidates by seeking out introverted candidates.
Eliminate.
E. On average, extroverted people in leadership positions perform no better than introverted people do.
This choice is a reversed way of saying that introverted people in leadership positions perform at least as well as extroverted people do.
So, it provides additional support for the conclusion that "organizations can increase the number of potentially strong performers in their candidate pool by actively seeking out candidates from among the introverted people" by providing reason to believe that introverted people are indeed "potentially strong performers." After all, if introverted people in leadership positions perform at least as well as extroverted people do, then we have reason to believe that introverted people actively sought out by organizations may perform strongly in leadership positions.
So, the correct answer is
Thus, organizations that are recruiting from within for leadership positions can increase the number of potentially strong performers in their candidate pool by actively seeking out candidates from among the introverted people in the organization.
That conclusion is supported by all the information that precedes it:
In most large organizations, the majority of people who end up in leadership positions are extroverted. These people are likely to actively seek leadership positions and make themselves known when such positions are available. When an organization is looking for internal candidates to fill a leadership position, choosing only from among these extroverted people necessarily excludes many other candidates who, for any number of reasons, do not put themselves forward.
We see that the point of the argument is that people who are not extroverted do not "make themselves known when such positions (leadership positions) are available." So, "when an organization is looking for internal candidates to fill a leadership position," only the extroverted people are considered. Thus, the consultant (the author) concludes that "organizations that are recruiting from within for leadership positions" will do better if they seek out introverted candidates, who would not have otherwise been in candidate pools.
The correct answer will provide additional support for the conclusion.
A. A greater proportion of qualified candidates for leadership positions are extroverted than are introverted.
If anything this statement goes against the conclusion by indicating that most qualified candidates are extroverted people. If most qualified candidates are extroverted, then maybe actively seeking out introverted candidates won't do organizations much good.
So, while this choice does not prove the conclusion incorrect, it certainly doesn't provide additional support for the conclusion of the argument.
Eliminate.
B. Among people in leadership positions, the proportion who are introverted is approximately equal to the proportion who are extroverted.
Notice that, if anything, what this choice says goes against what the argument says. After all, if it is true that "among people in leadership positions, the proportion who are introverted is approximately equal to the proportion who are extroverted," then introverted people are getting into leadership positions. So, maybe organizations don't have to actively seek out introverted candidates to get introverted people the process of recruiting for leadership positions.
That said, the argument does say the following:
In most large organizations, the majority of people who end up in leadership positions are extroverted.
So, this choice is about a topic, "people in leadership positions" in general, that is different from the topic of the argument, "people who end up in leadership positions" in "large organizations."
In any case, what this choice says certainly doesn't support the conclusion of the argument.
Eliminate.
C. Some qualified candidates who are introverted will actively seek leadership positions when they become available.
The conclusion of the argument is based on the idea that introverted candidates will NOT actively seek out leadership positions. It's for that reason that the consultant recommends that organizations actively seek out introverted candidates.
So, if anything, the fact presented by this choice, that some introverted people WILL actively seek out leadership positions is a reason why organizations would NOT have to seek out introverted candidates.
Now, this choice is about "some qualified candidates who are introverted." So, it doesn't directly conflict with what the argument says, "the majority of people who end up in leadership positions are extroverted. These people are likely to actively seek leadership positions and make themselves known when such positions are available."
All, the same the fact that "some qualified candidates who are introverted will actively seek leadership positions" is certainly not a reason for organizations to actively seek out introverted candidates.
Eliminate.
D. Organizations tend to prefer internal candidates when recruiting for leadership positions.
The conclusion of the argument is about what an organization can do when it "is looking for internal candidates to fill a leadership position." So, this choice may explain WHY the topic of the passage is interesting to a consultant.
However, the fact stated by this choice does not mean that organizations can increase the number of potentially strong performers in their candidate pool by actively seeking out candidates from among the introverted people in the organization. After all, the fact that "organizations tend to prefer internal candidates" does not mean that they can find more internal candidates by seeking out introverted candidates.
Eliminate.
E. On average, extroverted people in leadership positions perform no better than introverted people do.
This choice is a reversed way of saying that introverted people in leadership positions perform at least as well as extroverted people do.
So, it provides additional support for the conclusion that "organizations can increase the number of potentially strong performers in their candidate pool by actively seeking out candidates from among the introverted people" by providing reason to believe that introverted people are indeed "potentially strong performers." After all, if introverted people in leadership positions perform at least as well as extroverted people do, then we have reason to believe that introverted people actively sought out by organizations may perform strongly in leadership positions.
So, the correct answer is
