(TIỂU LUẬN) WRITING 3 UNIT 5 JOB SATISFACTION GROUP DISCUSSION REPORT

UEH-SFLE Session 2: Tuesday Class: AV002 Date: September , 2022 Group: WRITING UNIT 5: JOB SATISFACTION GROUP DISCUSSION REPORT Time: 8AM Venue: B1-702 Date: 6/9/2022 Trần Võ Quỳnh Như Hứa Ngọc Khánh Vy Nguyễn Lê Tường Vy Đinh Nguyễn Duy Uyên Thạch Tú Vân Phạm Hồ Thiện Ngữ Võ Ngọc Bảo Nhi Phan Thị Yến Nhi Liễu Ngọc Bảo Châu 10.Trần Thị Huỳnh Giao 11 Nguyễn Hồng Kim Cương 12.Trần Thiên Ân Group Leader Secretary Member -id-id-id-id-id-id-id-id-id- CONTENT PART 1: OUTPUT TASK VOCABULARY A Look at the sentences below Underline the words or phrases which can be replaced with an item from the box without a change in meaning If employees become too discontent, they may go on strike → take industrial action: tổ chức đình cơng Nếu nhân viên trở nên bất bình, họ tổ chức đình cơng 2 Most people like to have control over their work and therefore put autonomy near the top of their list of motivating factors → empowerment: trao quyền Nhiều người thích có quyền kiểm sốt cơng việc họ, họ đặt quyền tự chủ lên hàng đầu danh sách yếu tố động viên họ Dealing with bureaucracy is a very time-consuming, demotivating problem which affects large businesses and organizations → Red tape: tệ quan liêu bàn giấy Giải tệ quan liêu bàn giấy vấn đề gây thời gian làm nản chí, có ảnh hưởng lớn nhiều doanh nghiệp tổ chức lớn Overwork can lead to burnout if not spotted early → breakdown: tình trạng kiệt sức cơng việc Làm việc q sức dẫn tới tình trạng kiệt sức không phát sớm Many job satisfaction studies, perhaps surprisingly, have found that often a compensation package is not the most motivating factor for many employees → remuneration: thù lao Nhiều nghiên cứu thỏa mãn công việc gây bất ngờ thù lao yếu tố tạo động lực nhiều nhân viên Offering perks rather than a salary increase can be a way of retaining employees in traditionally high staff turnover industries → fringe benefits: phúc lợi người lao động Trong ngành công nghiệp truyền thống có tỷ lệ ln chuyển nhân viên cao việc cung cấp phúc lợi ngồi lương cách hiệu để giữ chân người lao động tăng lương He received a very generous golden handshake when he left the company → severance payment: trợ cấp việc Anh nhận khoản trợ cấp thơi việc hào phóng rời khỏi công ty 8 One way for managers to monitor and develop staff is by using appraisal interviews → assessment: đánh giá Phỏng vấn đánh giá cách giúp quản lý quan sát phát triển nhân B Complete each of these sentences with a word formed from the verb on the left Sometimes you will need to use a negative form SATISFY a) The survey showed that staff working flexible hours were more satisfied with their jobs than those working fixed hours Cuộc khảo sát cho thấy nhân viên làm việc theo linh hoạt hài lịng với cơng việc họ người làm việc theo cố định b) Low pay and poor working conditions create dissatisfied workers Lương thấp điều kiện làm việc tạo bất mãn cho người lao động c) Small European companies are top of job satisfaction league tables Các công ty nhỏ châu Âu đứng đầu bảng xếp hạng mức độ hài lịng cơng việc MOTIVATE a) What are the strongest motivating factors in people’s lives? Những yếu tố thúc đẩy mạnh sống người gì? b) Workers become demotivated if they work long hours for low pay Người lao động trở nên sa sút tinh thần họ làm việc nhiều với mức lương thấp c) What was your motivation for becoming a salesperson? Động lực để trở thành nhân viên bán hàng bạn gì? FRUSTRATE a) You could see the frustration building up in the workforce Bạn thấy thất vọng tích tụ lực lượng lao động b) I find talking to him frustrating because he never listens Tơi nhận nói chuyện với anh bực bội anh khơng lắng nghe c) I felt so frustrated with their attitude that I decided to resign Tôi cảm thấy thất vọng với thái độ họ nên định từ chức RECOGNISE a) Employees are more likely to change jobs if they feel their work is unrecognised or that others take credit for it Nhân viên có nhiều khả thay đổi cơng việc họ cảm thấy công việc họ không công nhận người khác ghi công b) Because of her people skills, she was able to achieve recognition and respect at the company Nhờ kỹ làm việc người, đạt cơng nhận tôn trọng công ty c) The company recognised his lifelong service on retirement with a formal dinner and a substantial golden handshake Công ty ghi nhận phục vụ suốt đời ông nghỉ hưu bữa tối trang trọng bắt tay vàng đáng kể C Discuss these questions What you find satisfying and frustrating about your work or studies? Since I haven't begun working yet, I'll reflect on the satisfaction and frustration of my education I was captivated by the breadth of knowledge and excellent instruction in university lectures, which provided me with a wide range of practical skills for my future profession Furthermore, it enabled me to make friends with those who share my goals and provide motivation for my academic progress However, I am frequently lost since I have no idea what to expect from my study and am dismayed when I receive low grades Furthermore, I find it worthless sometimes because memorizing text from books simply for tests doesn't build knowledge but instead puts pressure on me and raises my tension How true you think these statements are? a) There is no such thing as company loyalty these days In the corporate environment, I would think the answer is ‘no’ What motivation I have to stay with my current employer, for example, if I can earn more money elsewhere while doing the same job? After two to three years, many people obtain experience in a particular area or skill set before moving on to higher-paying professions So there is no such thing as company loyalty these days b) Only successful people can have a good work-life balance Here, "successful people" is defined in two different ways: + Success is considered extremely wealthy; possibly, a healthy balance is unnecessary because successful people must work continually, often around the clock, and have many problems to solve Additionally, if work and life are balanced, their time will be controlled, influencing their work + Success may also be described as the capacity to make yourself and the person you love happy This is another definition of Success Even when the salary is only average, and the worldly life is not extravagant, being able to spend time having fun and entertaining with family and friends counts as a form of Success in life c) Job satisfaction is about personality, not external factors Agree 60% Because satisfaction can come from people, colleagues, or our superiors in the process of working together When they are pleasant, happy, responsible, and practical, it will make us sympathetic and satisfied with our position In addition, the working environment and our passion for that profession will help us have more motivation to work Therefore, job satisfaction is a combination of personality and external factors d) Job satisfaction increases with age I pretty much agree Assessing job satisfaction relies on many criteria, and age is one of them According to the Gallup - Healthways survey, among American workers, seniors report higher levels of job satisfaction than youngsters, with about 95% of seniors saying they are content with their jobs 84% of poll participants between 18 and 29 stated they were happy with their occupations, while more than 87.5% of those aged 30 to 44 said so From here, the survey proved that job satisfaction naturally rises with age Besides, people in their 50s have commonly identified the appropriate field they should engage in, with track records of producing high-quality work that has brought them promotions and respect from their superiors People over the age of 50 therefore frequently have more freedom at work and make more money than younger ones e) Improvements in technology lead to greater job satisfaction I entirely agree with this statement 4.0 era assists individuals in working in a digital and modernized environment Improving technology is a positive advancement that brings workers a bunch of pros, from saving customers' or the company's data on the computers to using cloud storage services This is recognized as very popular and convenient, bringing teammates closer and far closer with communication software such as team messengers and video conferencing apps (Zoom, Zavvi, Microsoft Teams, Google Meet, ) Technology also promotes job progress and the quality of the bottom line After all, I firmly ensure that advanced technology is an integral part that will lead to better job satisfaction for employees in their workplace f) Job sharing and job rotation are not good for motivation I'm afraid I have to disagree with this statement Firstly, job sharing is an employment arrangement where two or more people are retained on a part-time or reduced-time basis to perform the same job When two people share a job, they can complement each other's strengths and weaknesses and offer an effective combination of expertise while enhancing problem-solving abilities Additionally, it provides a chance to develop teamwork abilities As a result, job sharing is an opportunity for the employee to be motivated to perform better Secondly, job rotation is switching employees between positions to expose them to other company departments while they learn and develop their skill sets Moreover, job rotation can be used to break up monotonous work It also encourages employee flexibility, lower turnover rates, and helps alleviate stress for employees who work in manual labor roles Even a rotating job environment can boost new ideas and perspectives on the company's work and may increase job satisfaction g) People who work from home tend to work harder than people who don’t I absolutely agree with this saying People get a better work-life balance when they work from home Many remote jobs also come with flexible schedules, which means that workers can start and end their day as they choose, as long as their work is complete and leads to solid outcomes In addition, they can limit the commuting time to and from work every day Ditching the commute helps them support their mental and physical health, allowing them to focus on ongoing work processing, duty performances, and priorities outside of work They can also create their own comfortable workspace with everything they need to complete their work.Furthermore, working from home minimizes the amount of social interaction, such as talking to coworkers about work-related matters or not As a result, they can maximize productivity by avoiding distractions Hence, working from home can be more productive than working in an office cubicle LANGUAGE REVIEW A Match each tense or verb form (1- 8) to the appropriate extract (a-h) Present simple – c) The minutes are always taken by a member of HR (Các biên lúc viết thành viên phòng nhân sự) Past simple – e) The performance reviews were carried out over the summer (Các đánh giá hiệu suất làm việc tiến hành qua suốt mùa hè) Present perfect – h) Bonuses and other incentive programs have been cut since the recession (Các phần thưởng chương trình khuyến khích khác bị cắt từ sau suy thoái) Past perfect – b) Employees felt their jobs had been made more interesting through training (Các nhân viên cảm thấy công việc họ thú vị sau qua đào tạo.) Present continuous – d) The survey stated that employees become unhappy when they feel that their concerns are being ignored by management (Cuộc khảo sát cho biết nhân viên cảm thấy khơng hài lịng họ thấy mối quan tâm nhu cầu họ bị phớt lờ quản lí) Future simple – g) Employees will now be expected to act on the reviewer’s suggestions as soon as possible (Các nhân viên phải thực đề xuất người đánh giá sớm tốt.) Modal verbs with passives – a) The report stated that more employees should be encouraged to provide feedback on management (Bản báo cáo nhiều nhân viên nên động viên để đưa ý kiến phản hồi việc quản lý.) Passive infinitives – f) They were happy to be accepted on the fast-track programme (Họ vui nhận vào chương trình cấp tốc.) B Complete this extract with passive forms of the verbs in brackets Over time, job satisfaction (1) has been defined in a number of ways Edwin Locke said that job satisfaction (2) is determined by the difference between what one wants in a job and what one has in a job Herzberg states that satisfaction and dissatisfaction (3) are driven by different things - motivation and 'hygiene' factors (such as pay), respectively Motivation (4) can be seen as an inner force that drives people to perform One of the most famous ways of measuring job satisfaction is the Minnesota Job Satisfaction Questionnaire, which (5) was created in 1963 Some researchers say that people who (6) are satisfied with life tend to (7) be satisfied with their job Qua thời gian, thỏa mãn công việc định nghĩa nhiều cách Edwin Locke nói thỏa mãn cơng việc định khác biệt thứ mà người muốn công việc họ có cơng việc Herzberg khẳng định thỏa mãn bất mãn gây nhiều thứ, động lực yếu tố khác (như lương) Niềm động lực xem lực thúc đẩy người công việc Một cách biết đến rộng rãi để đo thỏa mãn công việc bảng câu hỏi thỏa mãn công việc Minnesota, tạo vào năm 1963 Một số nhà nghiên cứu nói người hài lịng thỏa mãn với sống thường thỏa mãn với công việc họ C Read these notes for sections of a report on employee satisfaction Then write sentences, using the passive, to include in the report - The Union representatives were interviewed (Các đại biểu Cơng Đồn vấn) - Meeting with all Heads of Department were held (Cuộc họp với tất trưởng ban tổ chức) - Management has been ignoring suggestions/complaints (Các quản lí ngó lơ ý kiến đề nghị lời phàn nàn) - Staff are not encouraged to take on new tasks (Nhân viên khơng khuyến khích để đảm nhiệm công việc mới) - Since April, Staff have been encouraged to various tasks (Từ tháng 4, nhân viên khuyến khích để làm nhiều công việc hơn) - An open door policy has been adopted (Một sách mở cửa tự áp dụng) - New performance reviews for managers to be introduced from the st of December (Các đánh giá thành tích cho quản lý giới thiệu từ ngày tháng 12) - Research into employee incentive programmes to be carried out (Nghiên cứu vào chương trình khuyến khích cho nhân viên tiến hành.) PART 2: CASE STUDY Background Techno21 is a young business with a laid-back culture, and employees are encouraged to socialize in their spare time Additionally, this reduces the workforce size The highly competitive nature of the IT industry is a problem, too, and Patrick Mcguire, CEO of San Diego-based Techno21, needs to develop a policy to set expectations for these employees' conduct at work Discuss the advantages and disadvantages of working in this kind of environment A laid-back workplace has advantages and disadvantages Offering employees a place to work or unwind away from their workstations can help with various health problems, such as backache and eyestrain, as well as reduce stress Staff sickness and sick days can be reduced with improved wellness However, working longer hours and stressing about work will stress you more Additionally, it increases your risk of developing depression, anxiety, and other mental health problems Personal relationships are stressed out by working overtime, which raises your chance of depression In a word, I think the business needs procedures to ensure that employees may ensure performance at work without engaging in destructive activity CD2.9 Patrick McGuire has come up with a proposal that he wants to discuss with Veronica Simpson - Prepare students for what they are going to hear, tell them they should take notes, and then play the recording once or twice - Then get students to outline what the four options are: 1) Insist that staff leave the company if a romantic relationship develops 2) ask the staff in special relationships to sign a ‘love contract’ 3) staff to inform their team leader if they have a special relationship and behave appropriately 4) nothing Relationship at work: three cases Patrick McGuire's assistant has prepared notes on three cases in which personal relationships have affected staff performance and morale Preparing the cases for a meeting on managing relationships at work CASE 1: Promotion application of Judith Fisher Summarize: Peter Walters, the Chief Financial Officer, had a close relationship with Judith Fisher, one of his staff, but they broke up A few months later, Judith Fisher accused Walters of not choosing her to be promoted to be his deputy because she thought this was Walter’s way of taking revenge Patrick McGuire and Veronica Simpson (HR Director) took no action Judith is threatening to take legal action against the company Discuss the question: Did we make the right decision concerning Peter Walters and Judith Fisher? What further action, if any, should we take? We probably did not make the right decision by keeping silent about this problem Since they had broken up from their romantic relationship before, there must have been underlying conflicts and misunderstandings between them that were unresolvable As a result, according to Fisher, Walter might have taken revenge by not choosing her as his deputy However, we cannot simply change Walter’s decision based only on our assumptions I suggest we should transfer either Walter or Fisher to another department to avoid any further allegations of discriminatory recruitment decisions In addition, we should establish a policy emphasizing the importance of employees not allowing personal relationships with colleagues to influence their conduct or performance at work CASE 2: The sales conference Summarize: Brad Johnson, a sales manager, has recognized and acknowledged the talent of Erica Stewart He wants her dedication to his team after observing her solid performance throughout all the discussion groups she was in However, Erica Stewart was slightly surprised and hoped to deny Johnson’s invitation She asked for the help of Veronica and received the suggestion that she should not turn down the request since Stewart is indeed the person that Johnson needs to boost his team better Discuss the question: Did Veronica give Erica Stewart good advice? What should Erica now? It is guaranteed that instruction of Veronica deserves attention Being the manager means Johnson has experienced and accumulated efficient knowledge, so he is effortlessly able to be conscious of someone’s inner personality as well as get insight into their proficiency The one thing Erica ought to undertake is to accept his wholeheartedness and have a test on her ability to figure out her best version Another method is probation, which means Erica can carry out her transfer as earlier demonstrated, yet at a specific time Until done, she can give out her choice of going on or quitting with no hesitation This is the best solution for both parties CASE 3: The loving couple Summarize: Two colleagues, Lisa Davis and Steffan Olsen, were in a romantic relationship for a year and kept their love secret However, the other team members suspected since Lisa and Steffan usually agreed with each other's viewpoints during the meeting Also, they give each other loving looks or be more tactile than average among employees Their behavior upset the rest of the team A group representative approached the team leader and requested her to take action Discuss the questions: How should the team leader deal with the issue of Lisa and Steffan? She has asked for guidance from HR We think the team leader should have a private discussion with Lisa and Steffan, telling them that it is disrespectful to have a loving look and be tactile with each other in front of the rest of the employees This will irritate and anger the other members Also, the team leader needs to tell them to remain professional to maintain a tolerable working atmosphere, and take the necessary safeguards to protect their personal connection Which of Patrick's four options is best for the company? The first option is to create distance between male and female employees Instead of permitting their working chances together, we should arrange the workplace to separate and minimize co-workers' interaction Second, it should have a policy for staff behavior at work Drawing up a list of specific staff relationship principles is the most urgent thing to have the proper manners among them Next, we should organize exchange conferences about staff's behavior to explain to them about proper behavior among colleagues in the company as well as show them how the image of the company will be affected if there are cases where men and women in the company have romantic relationships Last but not least, we should have some strict punishments for employees with romantic relationships in the company and deterrent measures to prevent violations the next time How can we avoid someone gaining an unfair advantage by having a close relationship with a colleague or boss? What action can we take if this happens? ● Create a set of rules for interpersonal interactions at work Informing employees of the company's requirements for workplace conduct will help them understand what is proper and what isn't Additionally, even the bestwritten policies are useless if staff members are unaware of them or managers cannot implement them Training sessions will therefore serve to remind them of it ● If, unfortunately, gaining an unfair advantage by having a close relationship with a colleague or boss inclines the negative evolution, let hinder it from the beginning by enacting some stringent regulations like employees can cultivate the connection with the head with a confident and safe distance, and not overuse it for promotion purposes or private intention Raising awareness of both direction and staff can not be ignored If their comprehension is enough, they can perceive their action as whether or not correct and not tend to go beyond it TASK Meet as one group Try to agree on what decisions to take concerning the questions One of you should take the role of Veronica and chair the meeting Veronica: We need to take some actions to deal with our issue First and foremost, we must create distance between male and female employees Instead of permitting their working chances together, we should arrange the workplace to separate and minimize co-workers' interaction Daniel: That sounds great! Furthermore, it's time to set up the policy of company John: Exactly! We should have a policy for staff behavior at work Drawing up a list of specific staff relationship principles is the most urgent thing to have the proper manners among them Veronica: From my perspective, the next step we must is organize the exchange conferences about staff's behavior to explain to them about proper behavior among colleagues in the company as well as show them how the image of the company will be affected if there are cases where men and women in the company have romantic relationships John: Uhmm It's OK, but we will spend a lot of money on that Veronica: Yeah I see, but we can organize on a small scale that can gain high quality With this conference, any relationships between company employees will be conducted with the utmost discretion Daniel: It sounds enough But I would like to add one more It should have some strict punishments for employees with romantic relationships in the company and have deterrent measures to prevent violations the next time Veronica: OK! I think it's suitable for our issue Hope we all well WRITING Techno 21 To: All board members From: Vivian Hua, HR Director Suggested Company Guidelines In light of recent events at the company that has negatively impacted its performance, I propose that we issue the following guidelines to staff regarding relationships between staff members Even if we obviously cannot stop employees from dating one another, we need to have clear guidelines on the behavior I recommend the following principles: (We can discuss these at our upcoming board meeting Please let me know if the board members have any more recommendations for the guidelines.) ● Employees and managers must know the many risks of getting involved with someone at work, so they should think very carefully before entering into relationships with each other ● They should consider the implications of any relationships for their future career with the organization ● Any relationships between company employees should be conducted with the utmost discretion For example, there should be no overt displays of affection on company premises ● Do not try to hide the relationship from the manager or colleagues – it will only erode trust ● Techno 21 maintains the right to take necessary action if managers, senior managers, or the HR division consider that employee relationships negatively affect company performance or morale PART 3: DISCUSSION QUESTION Discussion question: For you, which comes first: salary or job satisfaction? Why? In our opinion, we'd choose job satisfaction over salary First, employees will work more effectively if they are satisfied with their work Second, the ability for companies to retain their employees is always higher if all staff members are happy Third, the more satisfaction in employees' work the company brings, the higher it'll raise their loyalty, leading to more commitment to their work Fourth, the employees' work promise will get higher profits for the company Finally, job satisfaction may attract more workforce to the company, which will help the company to have the required human resources to expand and grow the company further In a nutshell, we think job satisfaction is more favorable than just salary The discussion comes to the end at 11 o’clock on the same day Secretary Hua Ngoc Khanh Vy Group Leader Tran Vo Quynh Nhu ... performance or morale PART 3: DISCUSSION QUESTION Discussion question: For you, which comes first: salary or job satisfaction? Why? In our opinion, we''d choose job satisfaction over salary First,... time, job satisfaction (1) has been defined in a number of ways Edwin Locke said that job satisfaction (2) is determined by the difference between what one wants in a job and what one has in a job. .. perform One of the most famous ways of measuring job satisfaction is the Minnesota Job Satisfaction Questionnaire, which (5) was created in 19 63 Some researchers say that people who (6) are satisfied