Given below are two statements : one is labelled as Assertion (A) and the other is labelled as Reason (R). Assertion (A) : Reality shock occurs when a new employee’s high expectations and enthusiasm confront the reality of a boring, unchallenging job. Reason (R) : Providing realistic job interview, challenging first job, and experienced mentors can help preventing reality shock. In the light of the above statements, choose the most appropriate answer from the options given below :
Both (A) and (R) are correct and (R) is the correct explanation of (A)
Both statements are correct, and the key records R as the correct explanation of A — option 1.
What reality shock is. The term describes the disillusionment a new recruit feels when the job as experienced turns out to be very different from the job as imagined. Recruitment advertising, campus presentations and the selection interview all tend to present the organisation at its most attractive; the new entrant arrives with high expectations and is then given routine work, little responsibility and a supervisor with no time for him. The gap between expectation and experience is the shock, and its consequences are dissatisfaction, poor early performance and, most costly of all, early turnover.
How R relates to A. Each remedy in R attacks one of the causes named in A, which is why they read together as an explanation :
| Remedy | Which cause it addresses |
|---|---|
| Realistic Job Preview | The inflated expectation. The candidate is told the unfavourable as well as the favourable facts before joining, so his expectations are accurate from the start. Those who would not have been suited self-select out, and those who join have made an informed choice |
| A challenging first assignment | The boring, unchallenging job — directly. Early challenge is strongly associated with later success, a finding from AT&T’s long-run management studies |
| An experienced mentor | The isolation of the newcomer — someone to interpret the organisation, explain its unwritten rules and provide support |
A note on the pairing. Strictly, R states the remedies for reality shock rather than its cause, so the link between the two statements is one of subject matter as much as of explanation; the Commission’s key treats it as an explanation, and that is the answer recorded here.
Where this sits in HRM. Reality shock belongs to socialisation or onboarding — the process by which an outsider becomes an effective insider. Its three stages are anticipatory socialisation (before joining, where the realistic preview operates), encounter (the first weeks, where the shock occurs), and metamorphosis (settling into the role). Good induction, buddy systems and structured onboarding are all directed at the second stage.
Hence, the answer is option 1.
Similar Questions
An interview, in which the applicant is interviewed sequentially by several persons and each rates the applicant on a standard form, is called :
Which one of the following is a type of interview where a series of job-related questions are asked that focus on how the candidate would behave in a given situation ?
__________ is a profile of job holders department-wise and offers a snapshot of who will replace if there is a job opening.
Match the following and select the code of correct matching :
List - I List - II (a) Identification of leadership potential (i) Vocational Tests (b) Finding most suitable area of working (ii) Aptitude Tests (c) Discovering interest and potential for acquiring skills (iii) Intelligence Tests (d) Measuring capacity to think, learn and draw relationships (iv) Personality Tests Code :
Which of the following is not an effective source of recruitment for a middle-level managerial position?
Consider the following statements with reference to “employee referral” as a recruiting option by a company :
(a)Referrals tend to generate lower yield ratio (hires/applicants).
(b)Current employees usually provide accurate information about the job applicants they are referring.
(c)Relying on referrals might be discriminatory.
(d)The new employees join with a more realistic picture of what the company is like. Indicate the correct option :
Match the following:
List - I (Test)
(a) Stanford-Binet Test
(b) Minnesota Rate of Manipulation Test
(c) Myers-Briggs Test
List - II (Measures)
(i) Finger/hand dexterity
(ii) Personality
(iii) Memory / mental ability
Which of the following simulated task(s) is/are usually included in Management Assessment Centers?
(a) In-basket exercises
(b) Leaderless group discussion
(c) Management games
Match the items given in the List-I and List-II and choose the correct option:
List – I List – II (a) Personnel replacement chart (i) A chart prepared for each position in a company to show possible replacement candidates and their qualifications (b) Job posting (ii) The ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance (c) Succession planning (iii) Company records showing present performance and promotability of inside candidates for the most important positions (d) Position replacement card (iv) Publicizing an open job to employees and listing its attributes, like qualifications, supervisor, working schedule, etc.
Important Questions from Recruitment and selection
- Which of the following is true about Recruitment Process Outsourcing (RPO)?
- Sequentially arrange the talent management process:
A. Build a pool of job applicants by recruiting internal or external candidates
B. Use selection tools like tests, interviews, background checks, and physical examination to
identify viable candidates
C. Obtain application forms and perhaps have initial screening interviews
D. Decide what position to fill, through job analysis, personnel planning and HR forecasting
Choose the correct answer from the options given below: - Sequentially arrange the following selection process.
A. Application blank
B. Physical examination
C. Reference check
D. Job offer
E. Job placement
Choose the correct answer from the options given below: - Which one of the following is not a method of deciding acceptable level of reliability or consistency of measurement in selection methods ?
- Put the following steps of discrete selection process in correct sequence and select the correct code :
(a) Preliminary interview
(b) Completion of application blank
(c) Background investigation
(d) Physical examination
(e) Employment tests
(f) Comprehensive interview
(g) Final employment decision
Code :
