Assignment major 3
Name ፦ Zala Shivangiba s
.Year ፦ F.Y.B.A
Subject ፦ ENGLISH
Paper ፦ major 3
Semester ፦ 2
Professor ፦ Ameena ma'am
Name of ፦ maharani shree nandkuvarba College mahila
...
Class assignment
Introduction
An interview is a psychological and sociological instrument. It is an interaction between two or more persons for a specific purpose, in which the interviewer asks the interviewee specific questions in order to assess his/her suitability for recruitment, admission, or promotion. It can also be a meeting in which a journalist asks somebody questions to determine their opinions. It is a systematized method of contact with a person to know his/her views and is regarded as the most important method of data collection. In addition, interviewing a person gives an idea of how effectively the person can perform a particular task
Although the nature of interviews may be different for different organizations, several rules are common for all. For example, for any job interview, one needs to prepare or update one's résumé, know the profile of the company, prepare answers for commonly asked questions, etc. This chapter throws light on how you can achieve success by adopting certain strategies before, during, and after an interview, especially a job interview.
TYPES OF INTERVIEWS
Depending on the objective and nature, interviews can be categorized into the following types: Job , Persuasive , Exit , Information , Evaluation , Counselling , Conflict resolution , Disciplinary , Termination , Media ,
Each of the above types has a slightly different approach. For example, in a job interview youmay have to convince the interviewer that you are the best person for the job, whereas in a termination interview your employer may have to convince you that your services have been terminated for reasons that are specific, accurate, and verifiable.
Comparing the involvement and contribution of the interviewer and the interviewee, an interview can be divided into three types: telling, telling and listening, and problem solving.
Telling In a telling interview, the flow of communication is almost entirely one way-downwards. It is used most effectively in a directing, time-constrained situation; but it can cause hostility and defensive behaviour when the employee does not have the opportunity to participate
Telling and listening In a telling and listening interview, more feedback from the subordinate is allowed, but the interviewer still maintains control over the flow of communication.
Problem-solving In a problem-solving interview the flow of communication is two-way. The bulk of communication is upwards, a genuine rapport is established, ideas are pooled, and exchange facilitated.
In job interviews, the employer wants to learn about the applicant's abilities and experiences, and the candidate wants to learn about the position on offer and the organization. Both the candidate and the employer hope to make a good impression and to establish rapport. In the initial round, job interviews are usually formal and structured. But later, interviews may be relatively spontaneous as the interviewer explores the candidate's responses.
The interviewer seeks facts that bear on a decision or contribute to basic understanding. Information flows mainly in one direction: one person asks a list of questions that must be covered and listens to the answers supplied by the other person, e.g., doctor-patient, boss-subordinate, elc
One person tells another about a new idea, product, or service and explains why the other should act on his/her recommendations. Persuasive interviews are often associated with, but are certainly not limited to, selling. The persuader asks about the other person's needs and shows how the product or concept is able to meet those needs Persuasive interviewers require skill in drawing out and listening to others as well as the ability to impart suitable information, adapted to the situation and the sensitivities of the interviewee
exit interviews, the interviewer tries to understand why the interviewee is leaving the organization or transferring to another department or division. A departing employee can often provide insight into whether the business and human resource is being handled efficiently or whether there is a considerable scope for improvement. The interviewer tends to ask all the questions while the interviewee provides answers. Encouraging the employee to focus on events and processes rather than on personal gripes will elicit more useful information for the organization.
A supervisor periodically gives an employee feedback on his/her performance. The supervisor and the employee discuss progress towards predetermined standards or goals and evaluate areas that require improvement. They may also discuss goals for the coming year, as well as the employee's long-term aspirations and general concerns.
A supervisor talks with an employee about personal problems that are interfering with work performance. The interviewer is concerned with the welfare of both the employee and the organization. The goal is to establish the facts, convey the company's concern, and steer the person towards a source of help. Only a trained professional should offer advice on problems such as substance abuse, marital tension, and financial trouble.
In conflict-resolution interviews, two competing people or groups of people with opposing points of view, such as Smith versus Jones, day shift versus night shift, General Motors versus the United Auto Workers, explore their problems and attitudes. The goal is to bring the two parties closer together, cause adjustments in perceptions and attitudes, and create a more productive climate
In disciplinary interviews, a supervisor tries to correct the behaviour of an employee who has ignored the organization's rules and regulations. The interviewer tries to get the employee to see the reason for the rules and to agree to comply. The interviewer also reviews the facts and explores the person's attitude. Because of the emotional reaction that is likely, neutral observations are more effective than critical comments.
A supervisor informs an employee of the reasons for the termination of the latter's job. The interviewer tries to avoid involving the company in legal action and tries to maintain a positive relationship with the employee. To accomplish these goals, the interviewer gives reasons that are specific, accurate, and verifiable.
Most of us might have watched programmes such as Walk the Talk, Meet the Entrepreneur, etc., as well as press conferences organized by the government/businesses/industries on television.
Many a time, reporters call up over the phone the head of an educational institution, an important person in the government, or the chief executive officer (CEO) of a company to ask about their success stories or their alarming anomalies. We might have watched the interviews
People in power and also with the experts in order to get their views, interpretations, and more information on the steps taken by the government. At times, we may give some news and the media may interview us over the phone to confirm some part of the message or to get more information on some issue. Thus, media interviews can help viewers to get quick updates on the issue.
STAGES OF INTERVIEW
Appraisal of résumé Some companies may shortlist candidates on the basis of projects they have completed specific courses they have done, internships they have taken up, etc. Tests Companies conduct aptitude tests (written/online) comprising sections such as technical, quantitative, verbal, reasoning, psychometric, etc.
Group discussions Most recruiters use this as the second stage after the aptitude tests. Some companies may conduct group activities as well to assess the candidates' personality, leadership skills, knowledge, communication skills, etc.
Presentations A few companies may ask the candidates to present themselves in two or three minutes in order to shortlist.
Face-to-face interview This may be the final round of an interview. Many companies these days give the candidate a short or long case containing a hypothetical problem in the business/industrial context, ask the candidate to present the case, and suggest a few alternative solutions
in a limited time.
Videoconferencing interview This could be a technical-cum-HR interview.
Negotiations This stage comes after the candidate has been selected. The company makes a job offer out to the candidate after discussing the candidate's expectations about salary and other benefits.
Medical test Once the job offer is confirmed, the candidates may be asked to go for a medical examination. This is done by the companies that offer the benefit of medical claims. Since the amount that can be claimed is substantial, the company ensures that the candidate is suffering from a major ailment. This is also done to ensure that the candidate is not suffering from any condition that would prohibit him/her from performing the duties required of him/her.
Home Assignment
E mail writing
. Writing an email to inform principal of MNC college for solving an issue of absence of lecturer of vac subject in f.y.b.a. Eng
From : shivangiba111@gmail .com
To. : jatinbhal41@gmail . Com
Sub. : solving problem of vac faculty's absence
Date. : 2nd February 2026
Respected , sir .
I am writing to you on behalf of the students of F.Y.B.A. (English Medium) to bring to your kind attention to solve our issue regarding our Value Added Course (VAC) subject,
For the past many weeks , there has been an absence of a lecturer for this subject. Due to that our course is pending , and we are concerned about completing the syllabus before the upcoming examinations
we are requesting to begin our studies quickly We kindly request you to look into this matter and arrange for a permanent or visiting faculty member to conduct these sessions as soon as possible hope you will understand our problem and try to solve it
Thank you for your time and consideration.
Yours sincere
Shivangiba zala
Essay
Modes of Delivery
Our manner of presentation, our vocal inflections, our perfectly timed pauses, our facial expressions, and our gestures all these are part of an expert delivery. Even a dull and drab topic will turn out to be more interesting if presented well, whereas a really interesting topic may appear to be dull because of poor delivery. So one thing becomes clear-having something to say is not enough, you must also know how to say it. Good delivery does not call attention to itself. It conveys our ideas clearly, interestingly, and without distracting the audience. Most audiences prefer delivery that combines a certain degree of formality with the best attributes of good conversation-directness, spontaneity, animation, vocal and facial expressiveness and a lively sense of communication. The following discussion provides some suggestions so as to enable one to select the best mode of delivery for a presentation. There are four modes of delivery that can be used for making presentations:
Extemporaneous presentation is by far the most popular and effective method when carefully prepared. When speaking extempore we must prepare the notes beforehand and rehearse our presentation. There is no need to learn every word and line by rote. Our presentation will sound quite spontaneous to the audience, as after thorough preparation, we are speaking while thinking. Careful planning and rigorous practice enable one to collect the material and organize it meticulously. Let us look at some of the positive and negative aspects of this mode of presentation
Advantages ..
As we have enough time to prepare for the presentation, we work hard on the theme/central idea. We can present the theme in the best possible structured way. Thorough preparation on our part makes us feel secure and we carry out our responsibility with self-confidence and assurance. Adaptation is also possible if the need arises. In other words, the language of any written text does not bind us. We can be flexible in our use of language...Supporting material helps to present our points clearly and also adds weight to our agreement. Appropriate selection of quotations, illustrations, statistics, etc, helps us to substantiate our point. Our delivery sounds natural and spontaneous to the audience as it allows us to establish a rapport with the audience through more eye contact. It enables us to move freely, with ease.
Disadvantages
If preparation is inadequate, we can get lost and find ourselves uncomfortable. If we rely too much on note cards and start reading out from them instead of just consulting them for reference, then the speech will lose its spontaneity.
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