18. Which of the following is not a ramification of too much or too little status in an organization?

a. it inhibits communication
b. solidarity is not developed
c. it interferes with work
d. it causes resentment and conflict
e. it causes communication underload

To determine which of the options is not a ramification of too much or too little status in an organization, we need to understand what "ramification" means in this context.

"Ramification" refers to a consequence or outcome that arises as a result of something. In this case, it refers to the potential negative effects that can occur when there is an imbalance or extremity of status within an organization.

Now, let's analyze each option and see if it could be considered a ramification of too much or too little status:

a. It inhibits communication: Too much or too little status can indeed impact communication within an organization. When there is an excessive concentration of power and status in a few individuals, it may discourage open communication among employees. Similarly, when there is a lack of status or recognition for certain individuals, they may feel hesitant to express their thoughts or ideas. Therefore, this option can be considered a ramification of too much or too little status.

b. Solidarity is not developed: Solidarity refers to a sense of unity or mutual support among individuals within an organization. Excessive or insufficient status can create a sense of hierarchy and diminish the feeling of solidarity among employees. Thus, this option can also be considered a ramification of too much or too little status.

c. It interferes with work: When there is an imbalance in status, it can create interpersonal conflicts, power struggles, and other forms of tension within the organization. These issues can lead to distractions, reduced cooperation, and ultimately interfere with work. Therefore, this option can be considered a ramification of too much or too little status.

d. It causes resentment and conflict: As mentioned earlier, an imbalance in status can lead to resentment and conflict within the organization. When specific individuals hold excessive status or others are deprived of recognition, it can breed negative emotions and hostility among employees. This option, therefore, can also be considered a ramification of too much or too little status.

e. It causes communication underload: This option suggests that too much or too little status can result in communication underload. However, this term is not commonly used in organizational contexts, and it is unclear what exactly is meant by "communication underload." As a result, we cannot definitively say that this option is a ramification of too much or too little status.

Based on the analysis above, the option that is not a ramification of too much or too little status in an organization is option e, "it causes communication underload."