Comprehension
MultiKrack, one of the oldest FMCG companies in Eastern India, was run by the Malhotras, a traditional business family, for generations. The organization believed that key positions should be held only by family members and close friends.
But, as the organization grew in size, the top management decided to bring in fresh thinking and fill key positions from premier management institutions. The need for such a decision was also brought upon by changes in consumer preferences, which the top management felt could be best handled by recruiting premier talent from the younger generation (Gen Z).
MultiKrack drew the best talent, from premier management institutions, by offering highly attractive salaries. The first batch of Gen Z management trainees joined MultiKrack. Anindita was one of the seven management trainees recruited. She reported to Uday, a senior manager, who directly reported to the top management.
In one of the meetings, Uday was making a presentation on positioning their most popular product to make it more appealing to Gen Z. Unhappy with the discussion, Anindita candidly shared her concern regarding the assumptions Uday made about Gen Z. Uday immediately retorted: “Anindita, this is a discussion for adults. Kids, like you, should listen for a few months before sharing their opinion.” Further, he remarked, “you Gen Z have opinions about everything regardless of the subject.” Thereafter, he brushed aside any views Anindita attempted to share during the discussion. After the meeting, Anindita felt offended. However, when she discussed it with other management trainees, they did not find anything wrong with what Uday said. Even then, she decided to do something about such a treatment, since it would be seen as an approved behaviour.
But, as the organization grew in size, the top management decided to bring in fresh thinking and fill key positions from premier management institutions. The need for such a decision was also brought upon by changes in consumer preferences, which the top management felt could be best handled by recruiting premier talent from the younger generation (Gen Z).
MultiKrack drew the best talent, from premier management institutions, by offering highly attractive salaries. The first batch of Gen Z management trainees joined MultiKrack. Anindita was one of the seven management trainees recruited. She reported to Uday, a senior manager, who directly reported to the top management.
In one of the meetings, Uday was making a presentation on positioning their most popular product to make it more appealing to Gen Z. Unhappy with the discussion, Anindita candidly shared her concern regarding the assumptions Uday made about Gen Z. Uday immediately retorted: “Anindita, this is a discussion for adults. Kids, like you, should listen for a few months before sharing their opinion.” Further, he remarked, “you Gen Z have opinions about everything regardless of the subject.” Thereafter, he brushed aside any views Anindita attempted to share during the discussion. After the meeting, Anindita felt offended. However, when she discussed it with other management trainees, they did not find anything wrong with what Uday said. Even then, she decided to do something about such a treatment, since it would be seen as an approved behaviour.
Question: 1
Which of the following options will BEST help Anindita in taking an appropriate stand against Uday’s behaviour?
Which of the following options will BEST help Anindita in taking an appropriate stand against Uday’s behaviour?
Show Hint
When faced with mistreatment, gathering support from peers and presenting a united front is a powerful way to address the issue without escalation.
Updated On: Jan 7, 2026
- Urge other management trainees to petition the top management jointly with her.
- Before actively participating in meetings, wait for a few months as Uday suggested.
- Ask her colleagues to talk to Uday on behalf of her.
- Meet up with the top management and lodge a formal complaint against Uday.
- Meet Uday in person and remind him why she, a Gen Z, was hired in the first place.
Show Solution
Verified By Collegedunia
The Correct Option is A
Solution and Explanation
Step 1: Understand the situation.
Anindita is feeling offended by Uday’s dismissive comments about Gen Z, and while others in the group did not object, she feels it is necessary to take a stand against this behaviour. The goal is to address this issue in a way that will not only be heard but also lead to a constructive change in how she and others are treated.
Step 2: Evaluate each option.
- (A) Asking other management trainees to petition the top management jointly is the best approach. This shows solidarity and highlights that Anindita’s concern is not just an individual issue but one that affects the broader group. The combined petition will likely be taken more seriously by top management.
- (B) Waiting for a few months and then participating in meetings would reinforce the idea that Anindita should stay passive, which is contrary to her goal of standing up against mistreatment.
- (C) Asking her colleagues to talk to Uday on her behalf weakens the impact of the issue. It makes it seem like the issue is not important enough to address directly and creates additional steps in the process of getting the point across.
- (D) Lodging a formal complaint could be an option later, but initially, it’s better to first try to resolve the issue collaboratively, as formal complaints can sometimes escalate conflicts unnecessarily.
- (E) Confronting Uday in person and reminding him of why she was hired is not ideal. It might escalate the situation or make it seem like she is being defensive, rather than focusing on the core issue.
Step 3: Conclusion.
The best approach is (A), urging other management trainees to petition the top management jointly with her, as it creates a unified and constructive approach to the issue.
Anindita is feeling offended by Uday’s dismissive comments about Gen Z, and while others in the group did not object, she feels it is necessary to take a stand against this behaviour. The goal is to address this issue in a way that will not only be heard but also lead to a constructive change in how she and others are treated.
Step 2: Evaluate each option.
- (A) Asking other management trainees to petition the top management jointly is the best approach. This shows solidarity and highlights that Anindita’s concern is not just an individual issue but one that affects the broader group. The combined petition will likely be taken more seriously by top management.
- (B) Waiting for a few months and then participating in meetings would reinforce the idea that Anindita should stay passive, which is contrary to her goal of standing up against mistreatment.
- (C) Asking her colleagues to talk to Uday on her behalf weakens the impact of the issue. It makes it seem like the issue is not important enough to address directly and creates additional steps in the process of getting the point across.
- (D) Lodging a formal complaint could be an option later, but initially, it’s better to first try to resolve the issue collaboratively, as formal complaints can sometimes escalate conflicts unnecessarily.
- (E) Confronting Uday in person and reminding him of why she was hired is not ideal. It might escalate the situation or make it seem like she is being defensive, rather than focusing on the core issue.
Step 3: Conclusion.
The best approach is (A), urging other management trainees to petition the top management jointly with her, as it creates a unified and constructive approach to the issue.
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Question: 2
Anindita was passionate about bringing a change in her organization. Thus, she went thoroughly prepared for every meeting. However, she soon realized that her ideas were not taken up for discussions during meetings. She often felt looked down upon by Uday who dismissed her suggestions without even hearing them out. When she discussed her experience with other management trainees from other departments, she came to know that this was a common practice across MultiKrack. They wanted to do something about it; however, they were clueless about the course of action, since their seniors did not seem to be interested in listening to them.
Which of the following actions by the management trainees will be MOST effective in improving the treatment of Gen Z at MultiKrack?
Anindita was passionate about bringing a change in her organization. Thus, she went thoroughly prepared for every meeting. However, she soon realized that her ideas were not taken up for discussions during meetings. She often felt looked down upon by Uday who dismissed her suggestions without even hearing them out. When she discussed her experience with other management trainees from other departments, she came to know that this was a common practice across MultiKrack. They wanted to do something about it; however, they were clueless about the course of action, since their seniors did not seem to be interested in listening to them.
Which of the following actions by the management trainees will be MOST effective in improving the treatment of Gen Z at MultiKrack?
Which of the following actions by the management trainees will be MOST effective in improving the treatment of Gen Z at MultiKrack?
Show Hint
Building open communication and addressing generational differences through respectful dialogue is often more effective than confronting or bypassing authority.
Updated On: Jan 7, 2026
- Focus on proving themselves professionally, and be patient until attitudes change in general.
- Seek informal meetings with seniors belonging to Gen X and try to explain the Gen Z point of view.
- Confront their colleagues directly whenever they come across as unfair and rude.
- Reach out to the top management and explain how the attitude of the seniors is affecting their morale.
- Create an informal support group to deal with the duress of handling the MultiKrack seniors.
Show Solution
Verified By Collegedunia
The Correct Option is B
Solution and Explanation
Step 1: Understand the situation.
Anindita and other Gen Z management trainees are facing discrimination and dismissal from seniors, particularly Uday. They need to address this issue in a constructive and effective way.
Step 2: Evaluate each option.
- (A) Focusing on professional growth and waiting for attitudes to change might be a long-term solution, but it doesn’t actively address the current issue.
- (B) Seeking informal meetings with Gen X seniors allows for an open discussion of generational differences, which could lead to better understanding and change in the seniors’ behaviour.
- (C) Confronting colleagues directly may escalate the conflict and cause a more hostile environment, which is not ideal.
- (D) Reaching out to top management is an option, but it might be seen as bypassing the seniors without trying to resolve the issue at a peer level.
- (E) Creating an informal support group could provide emotional support but does not directly address the issue of seniors’ behaviour.
Step 3: Conclusion.
The best course of action is (B), where Anindita and other trainees seek informal meetings with Gen X seniors to address the issue constructively and explain the Gen Z perspective.
Anindita and other Gen Z management trainees are facing discrimination and dismissal from seniors, particularly Uday. They need to address this issue in a constructive and effective way.
Step 2: Evaluate each option.
- (A) Focusing on professional growth and waiting for attitudes to change might be a long-term solution, but it doesn’t actively address the current issue.
- (B) Seeking informal meetings with Gen X seniors allows for an open discussion of generational differences, which could lead to better understanding and change in the seniors’ behaviour.
- (C) Confronting colleagues directly may escalate the conflict and cause a more hostile environment, which is not ideal.
- (D) Reaching out to top management is an option, but it might be seen as bypassing the seniors without trying to resolve the issue at a peer level.
- (E) Creating an informal support group could provide emotional support but does not directly address the issue of seniors’ behaviour.
Step 3: Conclusion.
The best course of action is (B), where Anindita and other trainees seek informal meetings with Gen X seniors to address the issue constructively and explain the Gen Z perspective.
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Question: 3
A few months passed. Anindita was a valuable member of her team and the top management was impressed with her. However, the other management trainees left the organization. In their exit interviews, they shared the condescending behavior of senior management as the reason for their departure. Some even left MultiKrack to join organizations that paid lesser than what MultiKrack paid. The top management understood that the seniors belonged to a different generation; they found it difficult to appreciate the intergenerational differences. The top management felt it was high time to do something about the senior management’s behavior towards the juniors.
Which of the following actions, considered by the top management, will BEST enable change in the senior management’s behavior?
A few months passed. Anindita was a valuable member of her team and the top management was impressed with her. However, the other management trainees left the organization. In their exit interviews, they shared the condescending behavior of senior management as the reason for their departure. Some even left MultiKrack to join organizations that paid lesser than what MultiKrack paid. The top management understood that the seniors belonged to a different generation; they found it difficult to appreciate the intergenerational differences. The top management felt it was high time to do something about the senior management’s behavior towards the juniors.
Which of the following actions, considered by the top management, will BEST enable change in the senior management’s behavior?
Which of the following actions, considered by the top management, will BEST enable change in the senior management’s behavior?
Show Hint
Focusing on indirect methods, such as limiting negative interactions, can sometimes help ease tensions and provide time for necessary changes to take effect.
Updated On: Jan 7, 2026
- Keep management trainees in mostly independent roles to limit their interactions with senior management.
- Issue a company-wide warning that any form of discrimination will result in disciplinary action.
- Invest in diversity, equity and inclusion training, using mass exodus as a turning point for the organization to embrace.
- Ask Gen Z to rate the senior management on their behaviour every quarter.
- Hire more Gen Z and fast track them to senior management based on performance.
Show Solution
Verified By Collegedunia
The Correct Option is A
Solution and Explanation
Step 1: Understand the situation.
The top management is looking to address the condescending behavior of senior management towards the junior management trainees, specifically the Gen Z cohort. The goal is to improve interactions and foster mutual respect.
Step 2: Evaluate each option.
- (A) Keeping management trainees mostly in independent roles limits their exposure to senior management and prevents further negative interactions while allowing time for the cultural shift to take place.
- (B) A company-wide warning might be effective in addressing immediate concerns but could also create resistance and a negative environment.
- (C) Investing in diversity and inclusion training is important, but it might take longer to yield results and doesn’t directly address the issue with senior management.
- (D) Asking Gen Z to rate senior management could feel like a confrontational step and might worsen the relationship.
- (E) Hiring more Gen Z employees and fast-tracking them could escalate generational tensions and might not directly change the behavior of senior management.
Step 3: Conclusion.
The most practical and effective solution is (A), which would help mitigate immediate negative interactions while the top management works on addressing the broader cultural issues.
The top management is looking to address the condescending behavior of senior management towards the junior management trainees, specifically the Gen Z cohort. The goal is to improve interactions and foster mutual respect.
Step 2: Evaluate each option.
- (A) Keeping management trainees mostly in independent roles limits their exposure to senior management and prevents further negative interactions while allowing time for the cultural shift to take place.
- (B) A company-wide warning might be effective in addressing immediate concerns but could also create resistance and a negative environment.
- (C) Investing in diversity and inclusion training is important, but it might take longer to yield results and doesn’t directly address the issue with senior management.
- (D) Asking Gen Z to rate senior management could feel like a confrontational step and might worsen the relationship.
- (E) Hiring more Gen Z employees and fast-tracking them could escalate generational tensions and might not directly change the behavior of senior management.
Step 3: Conclusion.
The most practical and effective solution is (A), which would help mitigate immediate negative interactions while the top management works on addressing the broader cultural issues.
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