In Symbolis, an upcoming medium sized IT services organization, only 1% of the employees were awarded an annual performance bonus. This annual performance bonus was decided by a committee formed of different functional heads. When Ms. Nalini Kattakayam received the annual bonus for the first time in her five years at Symbolis, Ms. Shalini Sampath, a colleague with seven years of tenure at Symbolis, told Nalini that this annual bonus was less a reflection of Nalini’s performance and more a recognition of those who have fostered a strong rapport with the powers that be. Incidentally, Shalini had never received any performance bonus in her tenure at the company.
Shalini’s comments deeply hurt Nalini, especially since she had always considered Shalini to be a close friend. Nalini felt like declining the bonus, given her respect for and relationship with Shalini.
Which of the following reasons, if true, will BEST dissuade Nalini from declining the bonus?
Which of the following reasons, if true, will BEST dissuade Nalini from declining the bonus?
- Shalini, good at heart, is known for making insensitive comments.
- Shalini is known for confronting her boss whenever they changed deadlines.
- In her close group, Nalini is the first person to receive the bonus.
- Very few people, who are not considered loyal, receive the bonus.
- Shalini’s irreverent comment about her previous boss pushed her out of that team.
The Correct Option is A
Solution and Explanation
Step 1: Assess Nalini’s relationship with Shalini. Nalini values her relationship with Shalini and is hurt by the comments. Declining the bonus might seem like a way to maintain harmony, but it does not address her own achievements.
Step 2: Evaluate the options.
- Option 1: Knowing Shalini’s tendency to make insensitive comments might lessen the impact but does not address Nalini’s achievement.
- Option 2: Shalini’s confrontations with her boss are irrelevant to Nalini’s decision.
- Option 3: Being the first in her group to receive the bonus emphasizes Nalini’s uniqueness and could motivate her to keep it.
- Option 4: Loyalty-based rewards shift focus but lack emotional resonance for Nalini.
- Option 5: Shalini’s past irreverence distracts from the core issue of the bonus.
Step 3: Conclude the best reason. Option 3 highlights Nalini’s achievement within her peer group, encouraging her to accept the recognition.
Final Answer: (3)
Since receiving the performance bonus, Nalini noticed a change in how her teammates behaved with her; they appeared indifferent towards her. Although there were no major issues, Nalini could not help but sense that her teammates began to perceive her as having a closer relationship with the top brass, following her recent accomplishment. Nalini assumed that her teammates might be influenced by Shalini; consequently, they seemed to be avoiding informal interactions with her.
As Nalini had to rely on the support of her teammates, what could Nalini BEST do to normalize her relationship with them?
As Nalini had to rely on the support of her teammates, what could Nalini BEST do to normalize her relationship with them?
- Do nothing in the hope that things will normalize in time.
- Confront Shalini and ask her to stop spreading rumors.
- Invite her teammates for dinner on a weekend.
- Start saying negative things about their bosses to her teammates.
- Talk to her teammates regarding their indifference towards her.
The Correct Option is
Solution and Explanation
Step 1: Identify the root cause. Nalini’s issue stems from a perceived favoritism, and ignoring the situation could further alienate her from her team.
Step 2: Evaluate the options.
- Option 1: Doing nothing risks worsening the problem and leaves room for further assumptions.
- Option 2: Confronting Shalini may escalate conflict rather than improve team dynamics.
- Option 3: Engaging with teammates and understanding their challenges fosters trust and collaboration.
- Option 4: Speaking negatively about bosses might backfire and damage her credibility.
- Option 5: Directly addressing indifference could create discomfort without resolving the underlying trust issues.
Step 3: Conclude the best course of action. Option 3 allows Nalini to build stronger personal relationships, addressing the root cause effectively.
Final Answer: (3)
A significant project recently arrived at Symbolis, and Nalini was chosen to spearhead it. She was given the autonomy to create her own team to collaborate and drive this project to success. Nalini wanted to build a team where each of the team members worked with great comradery. As Shalini had previous experience of working with the client, Nalini offered her to join the team. However, Shalini expressed her willingness to work on the project only on the condition that she would be appointed as a team leader.
Nalini was aware that the client was very difficult to work with. Of the three previous projects with the client, only the one, where Shalini was a team member, was successfully completed.
What should be the BEST course of action for Nalini regarding the inclusion of Shalini in the team?
Nalini was aware that the client was very difficult to work with. Of the three previous projects with the client, only the one, where Shalini was a team member, was successfully completed.
What should be the BEST course of action for Nalini regarding the inclusion of Shalini in the team?
- Form a team without Shalini and inform her boss about Shalini’s demand.
- Ask Shalini to reconsider as this project can be important to both of them.
- Tell her boss that Shalini should lead the team as she has worked with the client before.
- Complain about Shalini’s attitude to the human resource manager.
- Request her boss to order Shalini to join the team.
The Correct Option is C
Solution and Explanation
Step 1: Analyze the situation. Nalini must consider Shalini’s previous performance, the client’s requirements, and team dynamics when deciding whether to include Shalini and whether she should lead the team.
Step 2: Evaluate the options.
- Option 1: This could create unnecessary conflict with Shalini and reduce team collaboration.
- Option 2: Asking Shalini to reconsider is a balanced approach that addresses both her concerns and the project’s needs.
- Option 3: Assigning Shalini as team leader without discussion could lead to dissatisfaction from Nalini and other team members.
- Option 4: Complaining to HR might escalate tensions unnecessarily and damage the team dynamic.
- Option 5: Requesting the boss to order Shalini to join the team could undermine Nalini’s authority as a team leader.
Step 3: Conclude the best course of action. Option 2 provides a diplomatic way to address Shalini’s concerns while ensuring the team works together effectively.
Final Answer: (2)
Top Questions on Caselets
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Once Sharda fell ill and consequently took leave for three days. When Sharda returned to work, she learned that Mr. Singh’s gold ring, a gift from his mother, was missing. Suspecting theft, Mr. Singh had terminated Vimla. Mr. Singh asked Sharda to take additional responsibility of cleaning the house, along with an offer to double her salary. Sharda accepted the offer as her previous two jobs were lost due to frequent health-related absences. She was struggling to make ends meet; this offer would go a long way to help her.
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Raman had been working tirelessly as a Project Manager in the IT department of Flying Groceries, a renowned app-based supply chain company, for the past three years. Having graduated from a top-tier engineering college, he dived straight into the corporate world, managing projects with great zeal that inspired his seniors.
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