DotNet Errors Interview Preparation Guide
Prepare comprehensively for your DotNet Errors interview with our extensive list of 6 questions. Each question is designed to test and expand your DotNet Errors expertise. Suitable for all experience levels, these questions will help you prepare thoroughly. Secure the free PDF to access all 6 questions and guarantee your preparation for your DotNet Errors interview. This guide is crucial for enhancing your readiness and self-assurance.6 DotNet Errors Questions and Answers:
1 :: Suppose a cowboy rides to town on Friday he stays there for three days and lives on Friday. How was that possible?
The question says it clearly that he lives on friday.. not leave on friday... very simple.
2 :: What is the Difference Between Server.Response and Response.Redirect in ASP.Net with C#?
The data transfering between two page will be more differ on server.Transfer() and Response.Redirect().
Server.Transfer
Server.Transfer() helps the one less round trip. The main advantage of this transfer the first page to second page with better performance. The data can pass through variables, query string and also can retrive from the previous page control value.
Eg: Server.Transfer("Default.aspx");
Response.Redirect()
It is very similar to server.Transfer. The main difference is the posted pervious page values can't be accessable. Here also the data can pass through server variables and query string. It simply redirect the page from one page to another.
Eg: Response.Redirect("Default.aspx")
Note: But the pervious page values can't be accessable by Response.Redirect().
Server.Transfer
Server.Transfer() helps the one less round trip. The main advantage of this transfer the first page to second page with better performance. The data can pass through variables, query string and also can retrive from the previous page control value.
Eg: Server.Transfer("Default.aspx");
Response.Redirect()
It is very similar to server.Transfer. The main difference is the posted pervious page values can't be accessable. Here also the data can pass through server variables and query string. It simply redirect the page from one page to another.
Eg: Response.Redirect("Default.aspx")
Note: But the pervious page values can't be accessable by Response.Redirect().
3 :: How we change the .net 1.0 to .net 2.0? is that can we only paste the dll file?
no u can not do this u have to install dot net framework
2.0 for new version...
2.0 for new version...
4 :: What is Managerial Grid? Contract its approach to leadership with the approaches of the Ohio state and Michigan groups?
MANAGERRIAL GRID
1. Blake and Mouton proposed a managerial grid based on
the styles of “concern for people” and “concern for
production,” which essentially represent the Ohio State
dimensions of consideration and initiating structure or the
Michigan dimensions of employee-oriented and
production-oriented.
D. The Managerial Grid (cont.) Notes:
2. The grid has nine possible positions along each axis,
creating 81 different positions. (See Exhibit 11-1).
3. The grid shows the dominating factors in a leader’s
thinking in regard to getting results.
4. Based on the findings of Blake and Mouton, managers
were found to perform best under a 9,9 style, as contrasted,
for example, with a 9,1 (authority type) or 1,9
(lassiez-faire type) style. Unfortunately, the grid offers a
better framework for conceptualizing leadership style than
for presenting any tangible new information.
OHIO STATE:
1. The most comprehensive and replicated of the behavioral
theories resulted from research that began at Ohio State
University in the late 1940s. These researchers sought to
identify independent dimensions of leader behavior.
2.They narrowed over a thousand dimensions into two
dimensions—initiating structure and consideration.
3.Initiating structure refers to the extent to which a
leader is likely to define and structure his/her role and
those of employees in the search for goal attainment.
A. The Ohio State Studies (cont.)
Notes:
.It includes attempts to organize work, work relationships,
and goals.
.The leader high in initiating structure could be described
as someone who “assigns group members to particular tasks,”
“expects workers to maintain definite standards of
performance,” and “emphasizes the meeting of deadlines.”
4.Consideration is described as “the extent to which a
person is likely to have job relationships that are
characterized by mutual trust, respect for employees’ ideas,
and regard for their feelings.”
•The leader shows concern for followers’ comfort,
well-being, status, and satisfaction.
.A leader high in consideration could be described as one
who helps employees with personal problems, is friendly and
approachable, and treats all employees as equals.
5.Leaders high in initiating structure and consideration
tended to achieve high employee performance and satisfaction.
.The “high-high” style did not always result in positive
consequences.
.Leader behavior characterized as high on initiating
structure led to greater rates of grievances, absenteeism,
and turnover, and lower levels of job satisfaction for
routine tasks.
.High consideration was negatively related to performance
ratings of the leader by his/her superior.
University of Michigan Studies
1. Leadership studies were undertaken at the same time as
those being done at Ohio State, with similar research
objectives. They discovered two dimensions of leadership
behavior—employee-oriented and production-oriented.
2. Employee-oriented leaders emphasized interpersonal
relations. They took a personal interest in the needs of
their employees and accepted individual differences among
members.
3. The production-oriented leaders tended to emphasize the
technical or task aspects of the job—group members were a
means to that end.
4. Michigan researchers’ conclusions strongly favored the
leaders who were employee oriented. Employee-oriented
leaders were associated with higher group productivity and
higher job satisfaction.
5. Production-oriented leaders tended to be associated
with low group productivity and lower job satisfaction.
1. Blake and Mouton proposed a managerial grid based on
the styles of “concern for people” and “concern for
production,” which essentially represent the Ohio State
dimensions of consideration and initiating structure or the
Michigan dimensions of employee-oriented and
production-oriented.
D. The Managerial Grid (cont.) Notes:
2. The grid has nine possible positions along each axis,
creating 81 different positions. (See Exhibit 11-1).
3. The grid shows the dominating factors in a leader’s
thinking in regard to getting results.
4. Based on the findings of Blake and Mouton, managers
were found to perform best under a 9,9 style, as contrasted,
for example, with a 9,1 (authority type) or 1,9
(lassiez-faire type) style. Unfortunately, the grid offers a
better framework for conceptualizing leadership style than
for presenting any tangible new information.
OHIO STATE:
1. The most comprehensive and replicated of the behavioral
theories resulted from research that began at Ohio State
University in the late 1940s. These researchers sought to
identify independent dimensions of leader behavior.
2.They narrowed over a thousand dimensions into two
dimensions—initiating structure and consideration.
3.Initiating structure refers to the extent to which a
leader is likely to define and structure his/her role and
those of employees in the search for goal attainment.
A. The Ohio State Studies (cont.)
Notes:
.It includes attempts to organize work, work relationships,
and goals.
.The leader high in initiating structure could be described
as someone who “assigns group members to particular tasks,”
“expects workers to maintain definite standards of
performance,” and “emphasizes the meeting of deadlines.”
4.Consideration is described as “the extent to which a
person is likely to have job relationships that are
characterized by mutual trust, respect for employees’ ideas,
and regard for their feelings.”
•The leader shows concern for followers’ comfort,
well-being, status, and satisfaction.
.A leader high in consideration could be described as one
who helps employees with personal problems, is friendly and
approachable, and treats all employees as equals.
5.Leaders high in initiating structure and consideration
tended to achieve high employee performance and satisfaction.
.The “high-high” style did not always result in positive
consequences.
.Leader behavior characterized as high on initiating
structure led to greater rates of grievances, absenteeism,
and turnover, and lower levels of job satisfaction for
routine tasks.
.High consideration was negatively related to performance
ratings of the leader by his/her superior.
University of Michigan Studies
1. Leadership studies were undertaken at the same time as
those being done at Ohio State, with similar research
objectives. They discovered two dimensions of leadership
behavior—employee-oriented and production-oriented.
2. Employee-oriented leaders emphasized interpersonal
relations. They took a personal interest in the needs of
their employees and accepted individual differences among
members.
3. The production-oriented leaders tended to emphasize the
technical or task aspects of the job—group members were a
means to that end.
4. Michigan researchers’ conclusions strongly favored the
leaders who were employee oriented. Employee-oriented
leaders were associated with higher group productivity and
higher job satisfaction.
5. Production-oriented leaders tended to be associated
with low group productivity and lower job satisfaction.
5 :: How to find out syntax error by manual testing?
synatax is a schematic representation of a certain code of a
particular language.
just try knowing the basics of that language code to avoid
grave mistakes in coding.thats the first step.next run a
code walkthrough to see manually if there is any runtime error.
particular language.
just try knowing the basics of that language code to avoid
grave mistakes in coding.thats the first step.next run a
code walkthrough to see manually if there is any runtime error.
6 :: How to use single crystal report viewer to multiple reports?
we can use drill down. This drill down method is use to one
or more reports use with in report
or more reports use with in report