SBI PO 2019 Notification is about to come and it is the most awaited exam among the aspirants. We all know that new pattern questions are introducing every year in the SBI PO exam. Further, the questions are getting tougher and beyond the level of the candidate’s expectations.
Our IBPS Guide is providing High-Level New Pattern English Language Questions for SBI PO 2019 so the aspirants can practice it on a daily basis. These questions are framed by our skilled experts after understanding your needs thoroughly. Aspirants can practice these high-level questions daily to familiarize with the exact exam pattern. We wish that your rigorous preparation leads you to a successful target of becoming SBI PO.
“Be not afraid of growing slowly; be afraid only of standing still”
[WpProQuiz 4815]
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Direction (1-10): In the following question a short passage is given, with numbers mentioned before or after some of the sentences. The passage is followed by a statement, which would replace one of these numbers and fit appropriately in the passage to make it complete and coherent (coherent means logically complete and sound). Select the option that mentions the number where the statement should fit. If the given sentence does not fit anywhere, mark “None of these” as your answer.
Paragraph1:
I’m working with a CEO who’s in the midst of rethinking her company’s strategy so it can better meet customer demands and thrive financially. These are major changes that will affect every aspect of how the firm operates — from the services it offers to the structure of her organization. When I sat down with the CEO and her executive team to think through their communication plan, I asked not about the change itself, but about how her employees might feel about what’s ahead) We started with her team because, in my work as a communication consultant, I’ve observed the same thing time and time again: how information is communicated to employees during a change matters more than what information is communicated) A lack of audience empathy when conveying news about an organizational transformation can cause it to fail. Studies on organizational change show that leaders across the board agree: if you want to lead a successful transformation, communicating empathetically is critical. But the truth is that most leaders don’t actually know how to do it. In fact, at Duarte, the communication consultancy where I’m Chief Strategy Officer, we conducted a survey of over 200 leading company executives and found that 69% of respondents said that they were planning to launch or are currently conducting a change effort. Unfortunately, 50% of these same execs said they hadn’t fully considered their team’s sentiment about the change) Worse, about half said they were just approaching the change “going on gut.”
Paragraph2:
If you are a company leader hoping to undertake a successful organizational change, you need to make sure your team is onboard and motivated to help make it happen. The following strategies can you help you better understand your employees’ perspectives. Change consultants typically advise leaders to create personas of various audiences when they kick-off a change initiative) But, considering that people’s wants and needs will evolve throughout the process, you should re-evaluate these personas during every phase of the journey. With the CEO I mentioned earlier, we first created audience personas that mapped to key employee segments in the company by level and function. Then we interviewed individual employees in each segment to get a sample perspective on typical mindsets. During the interviews, we asked questions designed to uncover beliefs, feelings, questions, and concerns about the company’s current strategy. We also asked if there were specific changes they hoped management would (or would not) make) Using the insights from these interviews, we were able to identify how each employee segment felt about the change effort, and planned communications based on whether they were excited, frightened, or frustrated) Employees who were excited about the change, for example, received communication that encouraged them to motivate their reluctant peers. As your organizational transformation unfolds and you enter new phases of the change, make sure you repeat the interviewing and empathetic listening process. That way, you can gauge how people are feeling over time, and tailor your communication to match their mood.
Paragraph3:
While you may need to keep some facts private during a transition, the general rule is that the more informed your people are, the more they’ll be able to deal with discomfort. So, learn about your team’s specific fears, then acknowledge them openly. While working with the CEO who was making strategic shifts in her company, we talked about how she could acknowledge some of the fears revealed in a company-wide survey. One employee had expressed concern that the changes would cause talented employees to leave, which would lead to a greater burden on remaining employees. In the next company-wide meeting, the CEO acknowledged there was worry about brain drain, then shared statistics about how the recent company turnover was designed to reduce the number of low performers and alleviate resulting drag on other employees. She also explained how the HR department was redoubling its efforts to speed up the recruiting process and add more rigor to interviews to ensure new hires were more likely to be high performers.
Paragraph4:
Having the CEO talk about the departures in an open company forum might seem like a dicey proposition when HR usually prefers to keep exit details private) But feedback from employees afterward showed that the CEO was able to build credibility and trust by addressing the fear of talent loss head-on. A transformation won’t succeed without broad involvement. A large European retail bank modeled this well during an organizational overhaul. Following a “dialogue-based planning” model, the CEO created a top-level story for the bank, then asked his executive directors to add a “chapter,” sharing details relevant to their departments. Each director then asked their own team to add to the chapter, incorporating ideas about how a change would impact them and their unique responsibilities. This continued down five levels, all the way to branch managers, and helped every impacted individual understand their part.
Paragraph5:
An exercise like this can help everyone feel like an active participant with something valuable to add) At that same bank, the director of retail operations wrote about how customers wanted the banking process to be faster. When members of the branch staff read this, they added that document imagers broke down frequently, which was a major headache and caused regular slowdowns. In the end, these frontline employees ended up bringing about a practical, useful change at the organization — one that improved things for all parties. Business practices evolve rapidly, but there’s one technique business leaders should always rely on to effectively motivate and lead: empathic communication. Develop and show empathy for everyone involved in your corporate transition, and you’ll lead a team that feels valued, included, and driven to help your initiative succeed.
1) What facts did the authors CEO discussed with her team while making strategic changes in company?
a) She acknowledged that there is worry about brain drain
b) She shared statistics about how recent turnover was designed to reduced low performers
c) She discussed how HR department was redoubling its efforts to speed up recruitment process
d) All a), b) & c)
e) None of these
2) What is the most important thing a company leader should make sure to undertake change?
a) He should make sure that his team is onboard and motivated to make it happen
b) He should make sure that all the financial aids to start the change are available or not
c) He should start applying his views of change irrespective of his employees views
d) All of the above
e) None of these
3) What will be the appropriate title for the given passage?
a) Different types of organizational challenges
b) Solutions for organizational challenges
c) Empathy and its role in an organization
d) The secret of leading organizational challenge is Empathy
e) None of these
4) Which of the following can be inferred from the passage?
a) If you want successful and lead transformation empathetical communication is most important
b) The author is working with CEO who is in middle point of rethinking her company’s strategy so it can meet customer demands and flourish financially
c) 80% of respondents feel that they are planning to launch or currently conducting a change effort
d) All of the above
e) Both a) & b)
5) Which of the following is not the part of “dialogue based planning model “followed by European retail bank?
a) The CEO created a top level story for the bank and asked executive directors to ass chapters relevant to their departments
b) Each director then asked their own team to ass chapter incorporating ideas about how a change would impact them and their unique responsibilities
c) They proceeded with these chapters of directors of each department without consulting down five levels, branch managers
d) All of the above
e) None of these
6) In order to succeed with an initiative of change which of the following is most important aspect?
a) Being a CEO or leader you should proceed with your own ideas irrespective of your views of your team
b) Motivate your team to work on your ideas of change and assigning them their own work irrespective of their interest
c) Develop and show empathy for everyone involved in your corporate transition, and you’ll lead a team that feels valued, included, and driven to help your initiative succeed.
d) All of the above
e) None of these
7) What is the meaning of the phrase “going on guts” mentioned in the passage?
a) To dismiss someone
b) To cheat someone
c) To forge someone’s signature
d) To trust or follow intuition or instinct
e) None of the above
8) Which of the following is closest meaning of the word “Personas” mentioned in the passage?
a) Enemy
b) Superior
c) Personality
d) Criminal
e) None of the above
9) Which of the following is the closest meaning of the word “Dicey” mentioned in the passage?
a) Precious
b) Elegant
c) Dangerous
d) Uncertain
e) None of these
10) Which of the following is closest meaning of the word “Strategic” mentioned in the passage
a) Planned
b) Prudent
c) Clever
d) Shrewd
e) All of these
Answers:
1) Answer: d)
Refer Paragraph 3: In the next company-wide meeting, the CEO acknowledged there was worry about brain drain, then shared statistics about how the recent company turnover was designed to reduce the number of low performers and alleviate resulting drag on other employees. She also explained how the HR department was redoubling its efforts to speed up the recruiting process and add more rigor to interviews to ensure new hires were more likely to be high performers.
2) Answer: a)
Refer Paragraph2: If you are a company leader hoping to undertake a successful organizational change, you need to make sure your team is onboard and motivated to help make it happen
3) Answer: d)
As the passage mainly describes the organizational changes and its views and highlights Empathy is the good solution for initiating organizational change Option D will be appropriate title for the passage
4) Answer: e)
Refer Paragraph1: I’m working with a CEO who’s in the midst of rethinking her company’s strategy so it can better meet customer demands and thrive financially. A lack of audience empathy when conveying news about an organizational transformation can cause it to fail. Studies on organizational change show that leaders across the board agree: if you want to lead a successful transformation, communicating empathetically is critical.
5) Answer: c)
Refer Paragraph4: This continued down five levels, all the way to branch managers, and helped every impacted individual understand their part.
So according to this line Option C is False
6) Answer: c)
Refer Paragraph5: Business practices evolve rapidly, but there’s one technique business leaders should always rely on to effectively motivate and lead: empathic communication. Develop and show empathy for everyone involved in your corporate transition, and you’ll lead a team that feels valued, included, and driven to help your initiative succeed.
7Answer: d)
Going with guts: To trust or follow some intuition blindly which comes in mind
8) Answer: c)
Personas: Character, Identity, Personality
9) Answer: d)
Dicey: Risky, Uncertain, Unpredictable
10) Answer: e)
Strategic: Relating to the gaining of overall or long-term advantage.
Click Here for SBI PO Pre 2019 High-Quality Mocks Exactly on SBI Standard
Daily Practice Test Schedule | Good Luck
| Topic | Daily Publishing Time |
| Daily News Papers & Editorials | 8.00 AM |
| Current Affairs Quiz | 9.00 AM |
| Current Affairs Quiz (Hindi) | 9.30 AM |
| NIACL AO Prelims – Reasoning | 10.00 AM |
| NIACL AO Prelims – Reasoning (Hindi) | 10.30 AM |
| NIACL AO Prelims – Quantitative Aptitude | 11.00 AM |
| NIACL AO Prelims – Quantitative Aptitude (Hindi) | 11.30 AM |
| Vocabulary (Based on The Hindu) | 12.00 PM |
| NIACL AO Prelims – English Language | 1.00 PM |
| SSC Practice Questions (Reasoning/Quantitative aptitude) | 2.00 PM |
| IBPS Clerk – GK Questions | 3.00 PM |
| SSC Practice Questions (English/General Knowledge) | 4.00 PM |
| Daily Current Affairs Updates | 5.00 PM |
| SBI PO/IBPS Clerk Mains – Reasoning | 6.00 PM |
| SBI PO/IBPS Clerk Mains – Quantitative Aptitude | 7.00 PM |
| SBI PO/IBPS Clerk Mains – English Language | 8.00 PM |
