Tiếng anh chuyên ngành quản trị nhân lực. Học tập các từ vựng về chuyên ngành, cách giao tiếp cơ bản về vấn đề quản trị nhân lực bằng tiếng anh.
Match the phrases (1-10) to their definitions (a-j)
1 Board of Directors a Usually, this term generally applies to those people or specific positions in top levels of management 2 Executives b activities involved in enhancing leaders', managers' and supervisor's abilities to plan, organize, lead and control the organization and its members 3 Supervisors c assessment of a worker’s job performance 4 Managing human resources d process of enabling or authorizing an individual to think, behave, take action, and control work and decision-making in autonomous ways 5 Employee involvement e group of people (executives and other managers) who are primarily responsible for making decisions in the organization 6 Management Development f functions that a manager performs relative to the organization's employees 7 Employee evaluation g a group of people who are legally charged to govern an organization (usually a corporation)
8 Management h refers to one’s immediate superior in the workplace, that is, the person whom you report directly to in the organization 9 Empowerment i is to encourage open communication, feedback, and discussion about any matter of importance to an employee 10 Open door policy j is creating an environment in which people have an impact on decisions and actions that affect their job
Read the text below and choose the word from the box which best fits each space
Stages managerial applying personal globalization assignment adapting management typical technique
In recent years, many companies have expanded globally They have done this through mergers, joint ventures and co-operation with foreign companies Because of this (1)
……… trend, many more employees are working abroad in managerial positions or as part of a multicultural team Although it is common nowadays for staff to work abroad to gain experience, many people have difficulty (2) ……… to the new culture The failure rate in US multinationals is estimated to be as high as 30% and it costs US business $3 billion a year.
Two (3) ……… failures have been described in the journal Management Today.
The first example concerns a German manager with IBM who took up a position as product manager in England He found that at most lunchtimes and especially on Fridays,many members of staff went to the pub The second example is about an American manager who came to France on a management (4) ……… He was unable to win the trust of his staff although he tried all kinds of ways to do so He set clear goals,worked longer hours than everybody, participated in all the projects, visited people’s offices and even took employees out to lunch one by one But nothing seemed to work.
This was because the staff believed strongly that the (5) ……… were trying to exploit them.
The German manager’s mistake was that he hadn’t foreseen the cultural differences IBM had a firm rule about drinking during working hours It was not allowed He didn’t understand that staff in other countries might be more flexible in (6) ……… the rule.
The American manager used the ways he was familiar with to gain the staff’s trust To them, he seemed more interested in getting the job does than in developing (7)
……… relationships By walking around and visiting everyone in their offices, perhaps he gave the impression that he was ‘checking up’ on staff His managerial approach strengthened their feeling of exploitation.
When managers work in foreign countries, they may find it difficult to understand the behaviour of their employees Moreover, they may find that the (8) ……… which worked at home are not effective in their new workplace.
Exercise 3 Complete the following text with an appropriate form of the work in brackets
The phrase "talent management" is fairly new and usually refers to the activities to attract, develop and retain (1) ……… (employ) Some people and organizations use the phrase to refer (2) ……… (especial) to talented and/or high-potential employees We all know that teams with the best people perform at a higher level.
Leading organizations know that (3) ……… (exception) business performance is driven by superior talent People are the difference Talent management is the strategy.
Analyst research has proven that organizations using talent management strategies and solutions exhibit higher (4) ……… (perform) than their direct competitors and the market in general Leading companies invest in talent management to select the best person for each job because they know success is (5) ……… (power) by the total talent quality of their workforce Workforce cost is the largest category of spending for most organizations Automation and analysis of your recruiting and (6) ………
(hire) processes provides the immediate workforce visibility and insights you need to significantly improve your bottom line Performance (7) ……… (manage) provides the ongoing processes and practices to maintain a stellar workforce Today,many organizations are struggling with silos of HR processes and technologies The future of talent management is embodied in solutions (8) ……… (design) from the ground up to provide business-centric functionality on a unified talent management platform.
Parts of speech
Nouns
Starting in the top-left corner, separate the letters below into 15 different words You will find the words by reading from left to right to left, following the directions of the arrows.
When you have done this, use the words to complete sentences 1-15 below There is one word you will not need The first one has been done as an example. c o u r s e d i s s a t i s f a c t i o e s i t r e p x e n o i t a l a c s e n f e e d b a c k f r i c t i o n m i s c a l p e c n a m r o f r e p t c u d n o c e m e n t q u a l i t y r a n g e r a e t r e n i a t e r n o i t a c i f i t c h n i q u e t e m p w e i g h t i n g 1 The poor quality of the service led to many complaints.
2 The agreement has to go to the board for ……….
3 We have had a ……….working in the office this week to clear the backlog of letters.
4 His overall ……… has improved considerably since he went on a management training course.
5 The salary ……….for this sort of job is between £17,000 and £19,000.
6 We hired Mr Smith because of his financial ……….
7 Although the work itself was interesting, there was a lot of ……… with the organisation and its rules.
8 When he disobeyed the orders he was given, he was dismissed for gross
9 There is a lot of ……… between the sales and accounts staff which we need to resolve as soon as possible.
10 The company sent her on a management ……… to help her develop her managerial skills.
11 She has finished university and is now looking for a ……… with a design agency.
12 Although he is a freelance worker, we don’t want him to work for anyone else, so we pay him a ……… of £2,000.
13 London is an expensive city, so people working for our company there receive a £2,000 London ……… in addition to their salary.
14 The management received a lot of ……… on how popular the new pay scheme was proving.
15 The union has threatened an ……… in strike action.
Verbs
Rearrange the scrambled letters in bold in these sentences to make verbs (the dictionary definitions after each sentence will help you to decide what the verb is), and write the answers in the grid on the right The last letter of one verb is the first letter of the next verb The first one has been done for you as an example.
1 It usually takes about two weeks to sorpsce an insurance claim (to deal with something in the usual routine way) process
2 The company has offered to osonrsp three employees for a management training course (to pay for someone to go on a training course) ……….
3 She has been asked by her company to hereracs the effectiveness of bargaining structures (to study a subject in detail) ……….
4 If our advertisement for a manager is unsuccessful, I suggest we aedunhht elsewhere (to look for managers and offer them jobs in other companies) ……….
5 We would like to ratsenrf you to our Scottish branch (to move someone or something to a new place) ……….
6 I would certainly emredconm Ms Smith for the job (to say that someone or something to a new place) ……….
7 The manager had to cenpisilid three members of staff for their bad attitude at work ( to punish an employee for misconduct) ……….
8 The directors peltoxi their employees, who have to work hard for very little pay (to use something to make a profit, usually used in a negative way) ……….
9 This company sells products that gttrea the teenage market (to aim to sell to somebody) ……….
10 When his mistake was discovered, he offered to nerted his resignation (to give / hand in: a formal word).……….
11 If you accept the job, we can wrerda you with a generous remuneration package (to give a person something in return for effort or achievement) ……….
12 Problem began when the workers decided to gaisdrder the instructions of the shop stewards (to take no notice of, or not to obey).……….
13 Mr Lee has been asked to tirdce our South-East Asian operations (to manage or organise) ……….
14 I’m afraid we have no option but to rmetintea your contract with immediate effect(to end something, or bring something to an end) ……….
15 The company is trying to renugecoa sales by giving large discounts (to make it easier for something to happen) ……….
TRANSLATION
Management consists of the five processes, namely: planning, organizing, leading, co- ordinating and controlling Management is basically an organization activity, the organization of work and resources, to achieve success The successful organization of work and resources requires careful planning Effective planning involves foresight of the potential obstacles and readiness to fight them It is important to head the team and guide the team members on their way to success While organizing and leading a group of people, management plays a vital role in the achievement of co-ordination and the exercise of control
Management is complex and critical and hence it is not right to confine its description to some management processes Believing in the vastness of this subject, some prefer defining management as ‘all that managers do’ But what does a manager do? A manager is responsible for the successful implementation of management skills A good manager needs to adhere to the basic management principles and exhibit the basic management skills in his/her personality.
OVER TO YOU
“Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.” Discuss this saying with your partner!
RECRUITMENT
READING COMPREHENSION
Social Networking Hits The Workplace
Career-minded people know that having a wide circle of friends can be a good thing in the job market Now employers are benefiting from the address books of their employees by rewarding those who talent-spot for the company.
Almost half of UK employers offer staff an incentive to get friends and associates to make job applications, according to the Chartered Institute of Personnel and development in the UK.
Also on the increase are programmes which encourage former employees to feed back recruitment leads and consider rejoining the company in the future.
Growing enthusiasm for social networking has made ‘personal introduction’ popular.
‘The market is very aware of the power of word of mouth,’ says Richard Spragg, Communications Manager at EPC-global ‘It is driven by businesses waking up to communities such as My Space and Friends Reunited.’
Employers measurably benefit from referral programmes; they can cut recruitment budgets According to one group HR director, in the UK, 20 per cent of recruits come through employee referrals, which represent a 50-per-cent cost saving, while in India about half come through referrals, and the savings are closer to 75 per cent.
Keeping costs down isn’t the only attraction of referral and ex-employee hiring schemes.
Just as important are the benefits that flow from appointing someone who is known to share the values of the culture they are joining ‘The learning curve for becoming effective is much shorter,’ says Richard Jordan, Head of Employer Brand at Ernst &
One concern, however, is that referral programmes restrict the flow of new ideas into organizations, because existing staff are likely to recommend people who think like they do As the popularity of referral programmes which offer a reward has risen, so has the size of the reward A case in point is professional services firms, where bonuses can range from £2,000 for the appointment of a secretary to £10,000 for a partner However, another concern is that extravagant bonuses may tempt staff to recommend names inappropriately.
Some feel that friendship can colour someone’s view of a prospective mate’s capabilities.
When a respected employee recommends a friend, employers may be tempted to assume that the candidate will make an equally good colleague
Referral programmes are useful, but certain rules are necessary Rule one is that referred candidates should be assessed on the same basis and by the same methods as external applicants Another safety measure is to hide the source, where possible, through which referrals have entered the selection pipeline.
Recommendations are valuable only if they provide candidates with the required skills.
Recruiters must also plan for how to deal with appointments that go wrong To limit their financial exposure, some employers pay bonuses only after a referred candidate has completed a probationary period.
One employer invites staff, particularly those in areas of skills shortages, to enroll as
‘talent scouts’ They then receive an online magazine that highlights recruitment priorities and offers tips on how to network They learn how to spot and approach talented people in order to increase the talent pool In some people’s view, though, not paying the recruitment bonus until after a probationary period is a clear case of management avoiding responsibility.
(Adapted from Staff Development: A Practical Guide)
1 Who are employers increasingly using to find other experienced employees for their companies?
2 What is the benefit for the employee who refers a potential recruit?
3 Which feature of modern life has encouraged employers to follow this recruitment strategy?
4 Give two examples from the article of online social networking communities.
5 What are the benefits for the company?
6 Where is this recruitment strategy more common, India or the UK?
7 Are there any potential disadvantages in recruiting employees via personal referrals?
8 What Internet resource do some employers provide for employees who want to refer friends and contacts as potential job candidates?
Exercise 2 Read the article again and say whether these statements are true (T) or false (F) Correct the false ones Identify the part of the article that gives this information
1 Companies only ask people who still work for them to look for new recruits.
2 Indian employers save 75 per cent of their recruitment costs through personal referrals.
3 Employees who bring new recruits to a company are usually rewarded with a job promotion.
4 The most an employee can make from a uK employer for a successful personal referral is £2,000.
5 Job candidates who have been referred by a friend do not need to go through the same testing and interview process as other job candidates.
6 It is best if a company does not tell the people responsible for selecting successful candidates the name of the person who has referred a specific job candidate.
7 It can be a good idea for a company to wait until a new recruit has successfully worked for the company for some time before paying a bonus to the person who recommended them.
Exercise 3 Choose the best explanation for each word or phrase from the article
1 ‘Career-minded people know that …’ a) people who have strong ambitions for their career b) people who don’t like their career
2 ‘… businesses waking up to communities such as …’ a) becoming more aware of b) saying hello to their neighbours in the morning 3 ‘The learning curve for becoming effective …’ a) amount of time it takes to acquire the right knowledge b) amount of time it takes to recruit
4 ‘… extravagant bonuses …’ a) extremely large b) additional 5 ‘… can colour someone’s view of …’ a) influence their judgement b) make them angry
6 ‘To limit their financial exposure, some employers …’ a) keep their finances a secret b) minimise the risk of losing money 7 ‘… to increase the talent pool.’ a) encourage employees to improve their swimming skills b) raise the number of highly skilled employees in the company II GRAMMAR REVIEW: Past Simple vs Past Perfect
Exercise 1: Complete each of the following sentences in two ways, using “because” + the past perfect and “so” + the past simple
1 When I left the office, the building was empty…
(everyone/ go home) because everyone had gone home.
(I/ lock the doors) so I locked the doors.
2 When I arrived at the office the next morning, the place was in a terrible mess…
3 The chairman was in a very good mood…
(we/ open/ a bottle of champagne) ………
4 The negotiators realized another meeting would be necessary…
(they/ not reach an agreement) ……….
(they/ get out/ their diaries) ………
5 I did not know their phone number…
(they/ move/ to new premises) ………
6 The Marketing Manager’s flight from Japan arrived late…
(she/ go/ straight home from the airport) ………
(there/ be/ a security alert in Tokyo) ……….
7 He found his first few weeks at Ernst & Young very difficult…
(he /not/ study/ accountancy before)……….………
8 We could not call our new low-fat spread Mono…
(one of our competitors/ already/ choose/ the name.) ………
(we/ have to/ choose/ another one) ………
Put the following list of recruitment tasks in the order you think they normally occur The first one has been done for
a Check or write the job description. b Make a job offer. c Prepare a person specification. d Advertise the job. e Shortlist applications form. f Conduct second interviews. g Carry out screening and interviews. h Select the most suitable candidate. i After an employee resigns, analyze the job and consider alternatives for hiring a replacement (e.g., internal staff versus the labour market).
1 j Send feedback to unsuccessful applicants.
Exercise 2 Read the text below and choose the word from the box which best fits each space appearance Circumstances Disposition fixed- term intelligence Interests Offered follow- up open-ended References probationary Potential temporary Skills seven point plan induction programme Many employers use a (1) seven point plan when they recruit for a new post They look at a different aspects of the applicant to decide whether or not s/he has the correct (2)
……… These include physical (3) ……… (for example, is the applicant smart and well-presented?), educational qualifications, general (4) ………, special (5) ………, hobbies and outside (6) ………, mental and emotional (7) ……… and family(8) ………
If a candidate gets through the above stages, s/he will be asked to provide (9)
……… from people who know him/her, and if these are positive s/he is then (10)
……… The post Before s/he actually starts working, s/he may go through an (11)
……… to learn more about the company and the post Sometimes, s/he may be given a (12) ……… contract and have to complete a (13) ……… period,where the employers make sure that s/he is suitable for the job before being offered an(14) ……… or (15) ……… contract After s/he has been with the company for a while, there might be a (16) ……… session, to assess how s/he is getting on in the post.
Exercise 3 Match the words or phrases (1-7) to their definitions (a-g)
1 word of mouth a Internet recruitment sites for job seekers 2 internal advertising b magazines for specific professions 3 media advertising c organizations that match jobs with people’ experience.
4 advertising in trade press d letters received from people looking for a job
(but not responding to an advertisement.
5 online recruitment e advertising vacancies inside a company.
6 recruitment agencies f advertising jobs in the local or national press.
7 unsolicited applications g passing on information by networking or talking to people.
Rearrange the jumbled letters in bold to make words and expressions that describe problems at work that may require
4.cegeliengn of duties 5.ebhcar of tafyse regulations 6.glipsnee on the job
7.ceisedioednb (failure to obey instructions) 8.afdur (making money by making people believe something that is not true) 9.hfett of money or work equipment 10.minsgok and/ or grindink on the job or on company premises11.anedlig or using grusd12.lulbingyn of colleagues13.onitindiatim of colleagues or customers14.enilevco towards colleagues or customers15.aarilc suaeb of colleagues or customers16.aesulx maashrenst or colleagues or customers17.intentional gmadae of property or equipment
Exercise 5 Complete this job advertisement with appropriate words from the box The first one has been done for you
Annum applicant attractive basic benefits colleagues vacancy commissio n covering drive CV experience increment team leading motivate package post qualified rewards salary
(1) Leading manufacturing company APB has a (2) ……… for the (3)
……… of Sales manager to begin work in our busy Manchester office from this September.
The successful (4) ………will be suitably (5) ……… and should have had extensive (6) ……… in sales management They will be able to work as part of a (7) ………, and should have (8) ……… and inspire their (9)
In return, we can offer an (10) ……… reward package which includes a (11)
……… salary of £20K per (12) annum 10% commission on all sales, a guaranteed annual increment of £1K, and other (13) ……… such as a company car and free meals.
If you are interested in working for this us, send your CV with a (14) ……… letter to:
APB Ltd, Norton Towers, Blackberry Way, Whittersley, WH8 4RT APB is an equal opportunities employer.
Recruitment is the process of finding and attracting job candidates who are qualified to fill job vacancies Job descriptions and job specifications are important in the recruiting process because they specify the nature of the job and the qualifications required of candidates Recruitment, or the search process, can occur in a variety of settings, both inside and outside the organization Both internal and external recruitment have certain advantages and disadvantages.
Most vacant positions in organizations are filled through internal recruitment Internal recruitment involves identifying potential internal candidates and encouraging them to apply for and be willing to accept organizational jobs that are vacant It is more efficient to move workers within the organization than to start from scratch with new employees.
Allowing workers to change jobs with the organization, rather than recruiting only from outside, saves time and money and boots morale.
LABOUR PROTECTION
1 What do you know about labour protection field? What are the main causes of industrial accidents?
2 What health and safety measures are companies in our country taking to reduce health hazards and occupational diseases as well as industrial accidents?
A safe hygienic work environment is the basic and common requirement of every employee irrespective of his position or status in the organization And it is the moral as well as legal responsibility of every employer to provide a workplace to its employees which is not hazardous to their physical or mental health Ergonomics which study work methods can help the organizations in protecting their employees against the dangers of accidents and industrial diseases Very minor accidents may create major industrial disputes Therefore , designing and operations of man, machine environment scientifically will ensure mental and physical rest to the human beings Scientific management, therefore, is a necessity for the organization as it will strengthen industrial relations and will enhance job satisfaction.
Employees’ safety and industrial accidents
No industrial organization can take the subject of employee safety in a casual manner because frequent industrial accidents will result in decreased production and monetary loss due to adoption of compensatory measures imposed by law All industrial accidents can hardly be ascribed to chance factor though such a possibility cannot be ruled out completely in every accident Sometimes it is situational factor or there are individual factors which are responsible for accidents An industrial accident may be an event which takes place foresight or expectation and results in some personal injury or damages to property Accident is defined as “an occurrence in an industrial establishment causing bodily injury to a person which makes him unfit to resume his duties in the next 48 hours” To be considered as an accident it must take place in the course of employment in an industrial establishment.
Nature and causes of accidents broadly vary from organization to organization Basically industrial accidents will arise either due to technical faults or due to human follies or errors Therefore, the causes of accidents may be attributed to work related causes and worker related causes.
Work-related causes: Unsafe working conditions are the prime causes for any industrial accidents and these include all engineering deficiencies These mainly include improper lighting, inadequate safety devices, polluted work place, poor machine guarding, and unsafe and careless housekeeping These factors will create psychological and physical problems for the worker and will invite industrial accident.
Worker-related causes: These are human factors responsible for accidents due to their unsafe acts Lack of adequate skills or knowledge in handling the machine,disturbed mental condition, neglecting safety device and instruction, using unsafe machine, working at unsafe speed are some of the causes due to which workers become victims of industrial accidents.
Machinery for preventing industrial accidents
Employees’ pressure for higher production, efficiency and profits can result in unsafe working conditions and work behavior Accidents do not always take place by chance.
Obviously the first step for the accident prevention machinery is to isolate such situational factors which may lead to accidents In addition, the organizations should have strong voluntary machinery for the prevention of accidents and should follow strictly the guidelines issued by Government
(Adapted from Cambridge English for Job-hunting)
1 Which can help the organizations in protecting their employees against the dangers of accidents and industrial diseases ?
2 Who have the responsibility to provide a workplace to employees which is not hazardous to their physical or mental health?
3 Why is scientific management considered as a necessity for the organization?
4 What is the consequence of frequent industrial accidents?
5 What is an industrial accident?
6 Basically, will industrial accidents arise only due to technical faults?
Exercise II Read the text and say whether these statements are true (T) or false (F)
1 Every employee has the responsibility of providing a workplace to its employees which is not hazardous to their physical or mental health.
2 Work methods can help the organizations in protecting their employees against the dangers of accidents and industrial diseases.
3 Scientific management is necessary for the organization as it will strengthen industrial relations and will enhance job satisfaction.
4 Both situational factor and individual factors which are responsible for accidents.
5 Unsafe working conditions are the minor causes for any industrial accidents.
6 Only employees’ pressure for higher efficiency can result in unsafe working conditions and work behavior.
1 Jane is the best tennis player in the team.
2 The bus takes longer than the train.
3 I can't cook as well as my mother.
4 He runs faster than I can I can't ………
5 Is this the cheapest carpet you have got?
6 Lan is a better cook than Hoa.
7 Apples are usually cheaper than oranges.
8 This is the best cake I have ever eaten.
9 Pat is the tallest girl in her class.
10 She liked Rome a little and Paris less.
11 She knows a lot more about it than I do.
12 I'd like to visit India more than any other country in the world.
13 No restaurant in the city is better than that one.
14 My kitchen is smaller than yours.
15 He drives more carefully than he used to.
Exercise 1 Choose the word from the box which best fits each space Each word comes after ‘safety’ audit feature precautions Legislation representative committee officer irregularities regulations Offence
1 Behavior at work which can cause a hazard is called safety
2 Actions to try to make sure something is safe at work are called safety
3 An official who checks places of work and work methods to make sure they are safe is called a safety
4 A check of the workplace to see how safety regulations are being implemented is called a safety
5 A group of people set up to examine the health and safety policy of a particular company is called a safety
6 When a place of work is not safe for its employees, customers and contractors (usually because the management have not made sure it is safe, or have not followed safety rules), we say that it has safety
7 Rules that make a place of business safe for employees, customers and contractors are called safety
8 A union member who checks that a company and its methods are safe is called a safety
9 A government law to make sure that places of work are safe is called safety
10 Something on a tool or machine which prevents it from injuring the person using it is called a safety
Exercise 2 Complete the following text with an appropriate form of the work in brackets
One of the (1) (big) issues facing employers today is the (2) (safe) of their (3) (employ) Organizations have a moral (4) (responsible) to ensure the safety and well-being of their members Organizational practices that promote safety can also help a company establish (5) (compete) advantage by (6) (reduce) costs and complying with safety laws.
Workplace safety can be quite expensive Unintentional injuries alone cost more than
$146.6 billion per year for medical and insurance costs, workers' compensation, survivor benefits, lost wages, damaged (7) (equip) and materials, production delays, other workers' time losses, selection and training costs for replacement workers,and accident reporting.
State and federal governments (8) (strict) regulate organizational safety practices The government views safety violations very seriously, and the penalties for violating safety laws can be quite severe In addition to being issued large fines, employers who violate safety regulations can be held liable for criminal charges.
Exercise 3: Change the adjectives in bold to their opposite form using a prefix The first one has been done as an example The prefixes you will need are: dis-; il-; im-; in-; ir-; un-
Getting skilled staff is becoming possible = impossible
Efficient workers waste raw materials and fail to complete tasks on schedule.
The company was criticized for operating with adequate cover.
The procedure is highly regular, and you mustn’t do it again.
The job offer was conditional, and he accepted it immediately.
She seems to be capable of arriving on time.
The strike was official, and according to management it was also legal.
He is too decisive to be a good manager.
You are eligible for paid sick leave until you have worked here for three months.
I’m afraid we’re rather satisfied with your work.
The negotiating team was quite experienced in dealing with management.
“Effective time” is the time spent by a worker which does not contribute to production.
The term of the contract are quite acceptable.
The sales manager is competent and we should consider looking for someone new.
You are authorised to make major decision s without first consulting the directors.
Exercise 4 Here are some word partnerships that apply to employee relations Some of the letters are missing Complete the words and then match them with the definitions on the right
1 s_ _ dis_ _ _m_ _ _t_ _n a reduced working hours, usually when a company has a decrease in production.
2 con_ _ _ct of em_ _ _ _m_ _t b accidents that happen at work 3 _ qu_ _ pay c to treat someone of either sex unfairly 4 pa_ _n_ _ _ l_ _ve d the right for parents to take time off work to look after a child.
5 workp_ _ _ _ inj_ _ _es e the same salary for men and women 6 s_ ort-t_m_ w_rk_ _g f stress caused by negative factors in the job.
7 disc_pl_n_ _y and gr_ _van_e procedure g procedure when an employee breaks the rules and what the employee can do if unhappy with a decision.
8 w_ _k-re_ _ted st_ess h written details given to an employee to confirm terms and conditions.
Exercise 5 Which of the health and safety measures below do you think are typical of a) factories, b) offices or shops, or c) any environment? Work with a partner to add items to the list
1 carry out fire drills 2 make sure furniture is properly adjusted 3 prevent exposure to harmful substances 4 provide eye tests
5 post safety signs 6 remove dangerous obstacles 7 provide safety equipment (hard hats, etc.) 8 do risk assessments
9 train first aiders10 wear protective clothing
Exercise 6 What do the figures represent in the following article about workplace injuries? Read the article to find out the answers a 7.5 million b 249 c 127,000 d 563,000
According to a 2003 report by the Health and Safety Executive, a British government agency responsible for health and safety issues at work, over 7.5 million working days are lost each year in the UK due to accidents at the workplace The report went on to say that the amount of time and money lost because of employee injury is probably actually much higher, as the law requires that only fatal ( i.e those resulting in death) and serious injuries are reported.
BONUSES
1 What can companies do to have satisfied employees?
2 Should a bonus be used to motivate employees or not?
Bonuses: How To Be Fair
Bonuses can be a great motivation tool, even for employees of the smallest business.
They can also be a waste of money How they are planned and administered makes the difference.
Properly administered bonuses can reinforce behavior that will lead your company to success by rewarding people for making a specific contribution to the organization.
Bonuses dolled out improperly will lead to disgruntled employees who expect a bonus, but who may not be happy with what they receive.
To reap the most out of bonuses, tie them to clearly-set goals A good time to set these goals is at the beginning of the year These goals should be concrete, attainable, and critical to the growth of your business The steps below will help you set good bonus goals:
Employees are often the best source for information about what job-specific goals will contribute to overall increased productivity, responsiveness, or other business goal Involving employees in goal-setting will also do away with resentment that can come from the imposition of goals from senior management.
Do this, at a minimum, halfway through the year to insure that goals still make sense and that employees are on track Big companies tend to have concrete goals but smaller companies let this information slide.
Make goals specific and measurable
Don't set goals such as "Do a better job," because a general goal does not instruct an employee in what steps to take An example of a constructive goal is "Increase response time to customer calls by one-third" or "Cut customer complaints by 50%."
Set goals that tie employees into the success of your company
Don't automatically assume that bonuses should be tied to increased sales or even profitability For example, it may be most important in a given year for your business to cut costs or raise visibility Tie bonuses into that critical goal rather than one that is traditional.
Make sure employee goals are attainable
Most people tend to set goals that are too high and this leads to employee frustration and demotivation over time, which kills off the value of setting goals.
Other Reasons to Give Bonuses
If you didn't set goals with your employees last January, that doesn't mean that you can't pay bonuses this year There are a number of reasons that you might want to consider paying year-end bonuses to your workers According to Ted A Hagg of Ableman Management Services, a New York City-based financial and management consulting service for individuals and small businesses, you can still make an educated decision at year-end by asking yourself the following questions:
Can I afford to give bonuses?
It is legitimate not to be able to give bonuses every year If you did not make a profit, for example, bonuses are inappropriate.
Do I want to retain the workers I have?
Bonuses are a tool for attracting and keeping good employees If you are concerned about losing someone to the competition you should factor that into your decision.
There are no hard and fast rules except that you should make bonuses equitable among peer groups and always have performance justification for bonuses Employees will discuss bonuses, and paying inequitably will generate strife or potentially lawsuits.
When you deliver bonuses, be sure you explain the reasons for them These reasons should be non-subjective, measurable, and performance-oriented When you deliver bonuses, make it clear that a bonus is an extra that may not always be available As nicely as possible, drive home the fact that you are rewarding them for this year's accomplishments and that bonuses are available based on the company's performance this year only.
The end of year is not the only time bonuses can be given out Some business owners believe that whether you give bonuses or not, you should also provide periodic rewards for jobs well done Accountants often give them at the end of tax season, other entrepreneurs give them at the end of a large job or busy season to demonstrate appreciation for employees' devotion and hard work.
Even a bonus as small as $50 can mean a lot to someone because it demonstrates that you acknowledge their hard work If you don't have a lot of extra money to spare, a small bonus or a bonus in the form of time-off can work.
Some people believe that giving all bonuses at the end of the year is not a good idea.
According to David H Bangs, end-of-year bonuses can create a mine-is-bigger-than yours syndrome in your company Bangs recommends providing bonuses for goals attained at the time of the achievement.
When you are doling out bonuses during the year or at the end of the year, don't forget the behind-the-scenes people who have made the big orders, the successful client presentations, and the travel, possible Clerical staff is instrumental in making all other functions of the company operate smoothly Reward them for it.
(Adapted from Express Series, English for Human Resources)
1 What happens if employers dole out bonus improperly?
2 When should employers set goals for bonus?
4 Why should bonuses be equitable?
5 How should the reasons to deliver bonuses be?
6 According to experts, is giving bonuses at the end of the year a good idea?
7 When should bonuses be provided?
Exercise 2 Read the article again and say whether these statements are true (T) or false (F) Correct the false ones Identify the part of the article that gives this information
1 Bonuses can be a great motivation tool for employees of the large business 2 Employers should set goals as high as they want
3 Employers use bonuses as a tool for attracting and keeping good employees 4 A fix bonus is a good idea for employers
5 Bonuses are always given out at the end of the year.
Exercise 3 Find the words/phrases in the text that have similar meaning with the followings
1 the activation or energization of goal-oriented behavior 2 aim
3 particular 4 possible 5 valid 6 fair 7 incorrectly 8 recognize II GRAMMAR REVIEW: Unreal conditionals
Complete the sentences with the correct form of the verbs
1 If I were you, I ……… (think) very carefully before investing.
2 It’s a pity the circulation of our magazine is so low If it ……… (be) higher, we could earn a lot of money from advertising.
3 If we ……… (know) that the company was in financial difficulty, we would not have done business with them.
4 We would have won that contract if we ……… (make) a better offer.
5 They ……… (go) out of business years ago if they hadn’t invested in new technology.
6 Would sales have been higher if the price ……… (be) lower?
7 If we ……… (wait) a few more months, we would have saved a great deal of money on the new computers.
8 The company ……… (move) earlier if it had found suitable premises.
9 ……… you ……… (accept) the new job if they had offered it to you?
10 If the flight had been delayed, I ……… (stay) at the airport hotel.
11 If everyone contributed 10% of their salaries to charity, there ……… (be) no poverty.
12 I would apply for the job if I ……… (have) a degree, but unfortunately I haven’t.
13 What laws ……… (you/change) if you were in Parliament?
14 If our competitor had brought out their new model in the first quarter, our sales
15 If we ……… (win) the Best Fax award, we would reach our target of 30% of the market.
Look at this list of common appraisal questions Each one has a word in bold in which the letters have been mixed up
Rearrange the letters to make words The first letter of each word has been underlined There is an example at the beginning
1 Do you think the work you are doing meets or exceeds the correct dastnadsr? standards 2 How far do you think you have the skills and negdkwloe to achieve your duties?
3 How would you describe the uqaylit of the work you are doing?
4 Do you feel you have met the work bocjetesiv that were set for you?
5 Do you think you have room for pimoetrenvm?
6 In your opinion, what are your main nestrsgth and seswenasek?
7 Would you benefit from going on a ntrgniai course?
8 Do you feel you are able to manage your work husceled?
9 Are you happy with your career ogrporesnsi at the moment?
10 Would you like to do something a bit more egiclhglnna?
11 Are you given help and meeoncntgurae when you need it?
12 What do you like most and what do you like steal about the job you are doing?
13 How do you feel about your odkaorlw?
14 Is your current job scdeonritip accurate?
15 Are your job duties clearly edendfi?
16 Do you feel that there are enough opportunities for madtanceven?
17 Do you have any suggestions for iniprmgvo your current job?
18 Are you happy with the aemrlo in your department?
19 What are your working shireltoipsan like with your colleagues?
20 Do you feel diceslipin is fair in your department?
Choose the word from the box which best fits each space The first one has been done as an example
satisfy
a) The survey showed that staff working flexible hours were more ……… with their jobs than those working fixed hours. b) Low pay and poor working conditions create ……… workers. c) Small European companies are top of job ……… league tables.
motivate
a) What are the strongest ……….Factors in people’s lives? b) Workers become ……… if they work long hours for low pay. c) What was your ……… for becoming a salesperson?
frustrate
a) You could see the ……….building up in the workforce. b) I find talking to him……….because he never listens. c) I felt so……….with their attitude that I decided to resign.
New research has revealed that many employees dont’ appreciate their benefits or know their value in money terms, despite the fact that 90% of employers believe such benefits are essential to both attract and keep staff.
At a time of strong competition in the recruitment market, it’s essential that money is spent on relevant benefits and that they are appreciated by the staff There is a move towards more flexible benefits where employees can choose their package, the report stated A number of initiatives are currently being piloted by companies.
One such company recently decided to introduce a new benefits package in stages and then issued all staff with an employee benefits statement, so they could see exactly what they are getting Now they are running focus groups on the scheme, before introducing fully flexible benefits These focus groups allow staff and employers to examine the full extent of the benefits being offered, and to find out which benefits have the most value to each individual.
“A smart employer creates the atmosphere that allows and encourages the employees to be motivated, not just bases on the benefits they would provide” Discusss this statement.
COLLECTIVE BARGAINING
Pre-reading 1 What are the differences between a collective bargaining and a labour contract do you think?
2 What roles do trade unions play in collective bargaining in your opinion?
Management and Union Power in Collective Bargaining
The bargaining power of the union may be exercised by striking, picketing, or boycotting the employer’s products or services A strike is the refusal of a group of employees to perform their jobs Unions usually seek strike authorization from their members to use as a bargaining ploy to gain concessions that will make a strike unnecessary A strike vote by the members does not mean they actually want or expect to go out on strike Rather, it is intended as a vote of confidence to strengthen the position of their leaders at the bargaining table.
Of critical importance to the union is the extent, if any, to which the employers will be able to continue operating through the use of supervisory and non-striking personnel and employees hired to replace the strikers.(2) In organizations with high levels of technology and automation, and consequently fewer employees, continuing service with supervisors and managers is more likely Among the highly automated telephone companies, most services can be maintained by supervisors during a strike According to one authority,
“Because of technological change, striking in many industries no longer has the effect of curtailing the employer’s operations significantly.” Consequently, the greater the ability of the employers to continue operating, the less the union’s chances of gaining its demands through a strike.
When a union goes on strike, it pickets the employers by placing people at business entrances (3) to advertise the dispute and to discourage others from entering the premises.
Because unions often refuse to cross another union’s picket line, the pickets may serve to prevent trucks and railcars from entering the business to deliver and pick up goods For example, a Teamster truck driver may refuse to deliver produce to a food store whose employees are out on strike with the United Food & Commercial Workers Union.
Another economic weapon of the union is the boycott, which is a refusal to patronize the employers For example, production employees on strike against a hand tool manufacturer might picket a retail store that sells the tools made by the struck employer.
Unions will also use handbills, radio announcements, and newspaper ads to discourage the purchase of the employer’s product or service.
When negotiations become deadlocked, the employer’s bargaining power largely rests on being able to continue operations in the face of a strike or to shut down operations entirely.
Should employees strike the organization, employers have the legal right to hire replacement workers With this right, employers acquire a bargaining weapon equal in force to the union’s right to strike As one observer noted, “The availability of a worker replacement strategy improves management’s ability to battle a union head-on in the way that unions have battled employers for decades.” Should replacement workers be hired, striking employees have re-employment rights for one year, beginning when they indicate a desire to return to work, should an opening arise.
Another prevalent bargaining strategy is for the employers to continue operations by using managers and supervisors to staff employee jobs For example, during August 2000, nearly thousand managers left their offices to serve as operators, technicians, and customer service representatives during a strike between Verizon and the Communication Workers of America As noted previously, technological advances enhance the employer’s ability to operate during a strike.
In extreme situations, the employer may elect to lock out its employees The lockout is a bargaining strategy by which the employer denies employees the opportunity to work by closing its operations Besides being used in bargaining impasses, lockouts may be used by employers to combat union slowdowns, damage to their property, or violence within the organization that may occur in connection with a labour dispute Employers may still be reluctant to resort to a lockout, however, because of their concern that denying work to regular employees might hurt the organization’s image.
(Adapted from How to lead work teams: Faciliation skills)
1 What is used as a bargaining ploy to gain concessions?
2 What is critically important to the union?
3 In what way does a union on strike picket the employers?
4 What are economic weapons of the union?
5 Which right gives employers a bargaining weapon equal in force to the union’s right to strike?
Exercise 2 Read the text and say whether these statements are true (T) or false (F)
1 Unions usually use strike authorization from their members as bargaining ploy to gain concessions
2 The members vote for a strike because they actually want or expect to go out on strike
3 The employer will be able to continue operating through the use of supervisory and non-striking personnel and employees hired to replace the strikers
4 The less the ability of the employer to continue operating, the more the union’s chances of gaining its demands through a strike
5 A boycott is the refusal of a group of employees to perform their jobs
6 With the legal right to hire replacement workers, employers acquire bargaining weapon equal in force to the union’s right to strike
7 Lockouts may be used in bargaining impasses
II GRAMMAR REVIEW: Relative Clause
Exercise 1: Join the sentences by means of a relative pronoun or adverb
E.g I know a bakery It sells delicious biscuits and cakes.
I know a bakery which sells delicious biscuits and cakes.
1 Here are the apples I picked them this morning
2 That’s the old man He sells vegetables in the local market
3 The girl is a great singer Her boyfriend works in a bar
4 Hamburg is a German city Hamburgers were invented there
5 My parents always go to restaurants late in the evening They are quieter at this time
6 This is the girl She speaks English fluently
7 This is the bill I have to pay it
8 This is the novel It is very interesting
9 That is the boy I met him in the supermarket
10 This is the school It is in front of my house.
Exercise 2: Match the first half of the sentence in A with the appropriate phrase in B to complete the definition Use an appropriate relative pronoun (who, which or that) to connect the two sentences
1 A supervisor is a person 2 I have difficulties with bosses 3 Office Suite is a group of programs 4 Success on the road can be assisted by the cloud 5 The human resources director is the liaison 6 Use the ratchet as a tool
7 Internal office communications are handled by our company forum 8 You'll find that Anita is a person
9 I couldn't get my work done without Daren 10 Taplist is an app
B a) you can contact to resolve contract issues. b) can tighten a wide variety of nuts and bolts. c) provides a friendly place to post questions, make comments and discuss issues. d) I use to keep track of all my mileage, meals and other work expenses. e) allows me to access documents and other data from a wide range of devices. f) do not take my point of view into consideration. g) is willing to help with any problem you may have. h) assists me with day-to-day tasks. i) directs employees working in a team. k) is used for word processing, creating spreadsheets and presentations
Complete the chart and use the words in the box once each to complete the paragraph below
Verb noun (person) noun (activity) to negotiate to employ to represent to propose to bargain to consult
Once bargaining begins, an employer is obliged to negotiate in good faith with the union’s (1) ……… (represent) over conditions of employment Good faith requires the employer’s negotiators to meet with their union counterparts at a reasonable time and place to discuss these conditions It requires also that the (2) ………
(propose) submitted by each party be realistic In discussing the other party’s proposal, each side must offer reasonable counterproposals for those it is unwilling to accept.
Finally, both parties must sign the written document containing the agreement reached through (3) ……… (negotiate).
The National Labor Relations Board (NLRB) defines the duty to bargain as (4)
……… (bargain) on all matters concerning rates of pay, wages, hours of employment, or other conditions of employment These topics are called mandatory subjects of bargaining, and both the (5) ……… (employ) and the union must bargain in good faith over these issues The law, however, does not require either party to agree to a proposal or to make concessions while negotiating these subjects On other topics, called permissive issues, the parties are free to bargain, but neither side can force the other side to bargain over these topics Permissive subjects might include a union demand to ratify supervisory promotions or (6) ……… (consult) on setting the price of the organization’s product or service.
Find words or phrases in the article with the same meaning as the words in italic
1 The employer should be ready and willing to provide whatever support your employees need to do their jobs well and feel fulfilled in their careers (Paragraph 1) 2 The contracts reinforce Alstom's position as a key equipment supplier of nuclear equipment to China (Paragraph 1)
3 The proposed law says the government can issue necessary policy directives to increase fuel supply, equitable distribution and sustain friendly international relations.
(Paragraph 2) 4.To some, workers’ education means basic education for workers who lacked opportunity in forma schooling (Paragraph 2)
5 If the contractor calls in third parties to render the services, it will make the essential contents of these terms and conditions the subject-matter of the contract to be concluded with the third party (Paragraph 3)
6 The owners decided to move and to close the factory (Paragraph 5) 7 This initiative, apart from seeking changes in national employment policies, is mobilising workers to fight against poor working conditions and lobbying companies to respect workers' rights (Paragraph 6)
8 If given a chance, employees usually have the ability to improve their skills and demonstrate better quality of work (Paragraph 7)
Match these phrases (1-6) with their meanings (a-f)
1 collective bargaining a) area within which the union and the employer are willing to concede when bargaining 2 bargaining zone b) the power of labour and management to achieve their goals through economic, social, or political influence 3 interest-based bargaining c) negotiating a labor agreement, including the use of economic pressures by both parties
4 bargaining power d) third-party neutral who resolves a labour dispute by issuing a final decision in the disagreement 5 arbitrator e) the act of conceding or yielding; usually implying a demand, claim, or request, and thus distinguished from giving, which is voluntary or spontaneous.
6 concession f) problem-solving bargaining based on a win-win philosophy and the development of a positive long-term relationship IV TRANSLATION
Unions and employers in all types of industries have used mediation and arbitration to help resolve their bargaining deadlocks Mediation is a voluntary process that relies on the communication and persuasive skills of a mediator to help the parties resolve their differences.
Unlike a mediator, an arbitrator assumes the role of a decision maker and determines what the settlement between the two parties should be In other words, arbitrators write a final contract that the parties must accept Compared with mediation, arbitration is not often used to settle private sector bargaining disputes In the public sector, where strikes are largely prohibited, the use of interest arbitration is a common method to resolve bargaining deadlocks Generally, one or both parties are reluctant to give a third party the power to make the settlement for them Consequently, a mediator typically is used to break a deadlock and assist the parties in reaching an agreement An arbitrator generally is called upon to resolve disputes arising in connection with the administration of the agreement, called rights arbitration or grievance arbitration, which will be discussed shortly.
WORD LIST authority /ɔ:'θɔriti/ (n) uy quyền, quyền lực, quyền thế, nhà cầm quyền authorization /,ɔ:θərai'zeiʃn/ (n) sự cho quyền, sự cho phép automation /,ɔ:tə'meiʃn/ (n) sự tự động hoá; kỹ thuật tự động bargain /'bɑ:gin/ (n) sự mặc cả, sự thoả thuận mua bán; giao kèo mua bán battle /'bổtl/ (v) chiến đấu, vật lộn boycott /'bɔikət/ (v) tẩy chay concession /kən'seʃn/ (n) sự nhượng, sự nhượng bộ; sự nhường curtail /kə:'teil/ (v) cắt, cắt bớt, rút ngắn, lấy đi, tước, cướp đi deadlock /'dedlɔk/ (v) làm đình trệ hoàn toàn; đưa đến chỗ bế tắc dispute /dis'pju:t/ (n) cuộc bàn cãi, cuộc tranh luận, cuộc tranh chấp, sự bất hoà, sự bất đồng ý kiến head-on /'hed'ɔn/ (ajd) đâm đầu vào (cái gì); đâm đầu vào nhau impasse /ổm'pɑ:s/ (n) thế bế tắc, thế khụng lối thoỏt lockout /'lɔkaut/ (n) sự đóng cửa làm áp lực patronize /'pổtrənaiz/ (v) bảo trợ, đỡ đầu picket /'pikit/ (v) đặt (người) đứng gác; đặt người đứng gác (sở, xưởng) không cho vào làm trong lúc bãi công ploy /plɔi/ (n) thủ đoạn resort /'ri:'sɔ:t/ (v) dùng đến, cầu đến, nhớ vào, thường xuyên lui tới (nơi nào)
TEAM-BUILDING - A KEY TO SUCCESS
1 Think of at least two advantages and disadvantages of working in teams.
2 What can you do to build a good team? Are there any team building activities that you have done in your studying or your life? Were they effective? Why or why not?
None Of Us Is As Smart As All Of Us
A good team player has the key to success Being the smartest, being the brightest, being the hardest; all of these attributes that worked so well in business in years gone by, now will not push you up the ladder quickly How good a team player you are and how well you share your knowledge with your colleagues is the all-important factor in growing your career today If you can build a company culture that does not worry about who gets the credit for something, think about what you could achieve! To survive in the big bad tough working environment of today you don’t need to have your own people competing with each other It is the commercial “enemy” against whom all their energy should be focused.
It’s not always easy to be a good team member and compromise your own views for the good of the whole, but it works for the betterment of the company You have to believe in the workings and power of the team and recognize where your own strengths and contribution fit in You have to be honest, both with yourself and with your team members You will have conflict within the team and as long as this is controlled then it can be a very healthy element for both the team and the development of the business.
Research into high-performing teams shows that each member cares for the development of his team mates This appreciation of each other’s learning and development is key to the success of a team and the commitment of each member to the other.
Over 70% of a manager’s time is spent in some form of group activity, often in meetings with others; relatively little time is spent in the supervising of single individuals or on one-to-one discussions, thus the need for team building Indeed, the success of individual managers depends on how well that manager’s team or teams improve in quality and productivity on a continuous basis In reality, group productivity is more important than individual task accomplishment The most effective teams are able to solve complex problems more easily than one person can, for many capable minds are brought to bear on an issue However, all teams must be managed well by a capable facilitator who understands that every team is unique, dynamic and ever-changing Moreover, teams have behaviour patterns, just as individual do and, just as children develop into adults, teams have developmental stages, being more productive and efficient at one stage than another.
It is also extremely desirable for team members to have the following attitudes; “I know what I have to do and the team’s goals are clear”, “I am willing to share some responsibility for leadership”, “I am an active participant”, “I feel appreciated and supported by others”, “Other team members listen when I speak and I respect the opinions of others”, “Communication is open, new ideas are encouraged and we are having fun working together”.
Teams soon develop a clear problem-solving approach that can be applied time and again as long as their leader initially creates a common purpose and vision, pointing the team in the right direction.
Cross-cultural issues can assail and impact the working of teams, but it is well to remember that, despite culture, most team members have similar objectives in life - objectives that relate to happiness and health, to success and recognition, to love and being well-accepted by others The clever team leader recognizes and plays upon these similarities while moulding the cultural differences to benefit the team
1 What is the difference between the past and the present in terms of the key to success in a career?
2 What does the article say about competition in the first paragraph?
3 In the second paragraph what does the article say you need to be a good team player?
4 What three points does the article make about effective teams in the third paragraph?
5 According to the article, which of the following attitudes should team members have? a) We know exactly what we are trying to achieve. b) I will lead when necessary. c) People value my work. d) I speak when invited by the team leader. e) I am encouraged to be very critical of colleagues’ opinions.
6 Why is it mentioned in the article that cultural differences do not have a big influence on teams?
Exercise 2 Complete the missing letters in the following words Which of these qualities do you possess that would be useful when working in a team?
II GRAMMAR REVIEW: Both and, neither nor, either or
Choose the best words to complete the sentences
1 I don’t like this book It is interesting cheap
A both – and B either – or C neither – nor D not only – but also 2 Neither Linda nor I _ classical music
3 The baby is only two months old He can speak walk A neither / nor B either / or
C both / and D not / nor 4 He _ a teacher or a doctor
5 She is friendly _intelligent so I can’t help admiring her A not only / but also B either / or
C both / and D A&C are correct 6 John is very poor He has house money
C neither – nor D not only – but also 7 Linh her sister like listening to pop music
A Both – and B Either – or C Neither – nor D Not only – but also 8 Neither my friend nor I _ that movie
A don’t like B likes C doesn’t like D like 9 Who wrote you this love letter? - I'm not sure I think it was _ Michael _ Paul.
A both – and B either – or C neither – nor D not only – but also 10 _ Linda _ Helen called to say sorry I'm very sad and frustrated.
A Both – and B Either – or C Neither – nor D Not only – but also 11 _ Ryan _ Susie have disappointed me They didn't come to my birthday party.
A Both – and B Either – or C Neither – nor D Not only – but also
12 He hurt _ her feelings _ her dignity This is unforgivable.
A both – and B either – or C neither – nor D not only – but also 13 _ loyalty _ honesty are essential in a friendship.
A Both – and B Either – or C Neither – nor D Not only – but also 14 You should _ disrespect _ deceive your friends.
A both – and B either – or C neither – nor D not only – but also 15 I will take you _ to the cinema _ to the theatre That's a promise.
A both – and B either – or C neither – nor D not only – but also
16 Neither my brother my mother knows about this.
17 I felt happy and sad at the same time
18 of the girls know how to dance ( = Both girls are bad dancers)
19 He has a cat or a dog I can't remember.
20 Not only Lee but also his sons _ chess very well
Verb-phrases with relations The verbs below are often used with the word relations Use them to complete the table
break off build up cement foster cut off develop disrupt encourage establish endanger improve jeopardize maintain strengthen promote restore resume damage sour undermine
Build up relations Break off relations
Prefixes 1 Match the prefixes of the words 1-10 to their meanings
1 mis manage a not b do badly
2 pro -European a opposite b in favour of
3 pre dict a not enough b against
4 post- merger a after b too much
10 hyper critical a not enough b very
2 Complete the text below using some of the words in Exercise 1 in the correct form.
Our company went through a difficult period a few years ago Bad decisions were taken which caused us to lose a lot of money Because the company had been (1)
……… , the chief executive had to resign Last year, we merged with a much larger company During the (2) ……… period our future strategy was discussed It was decided that we could consider becoming a more global organization with a strong presence in Europe.
Most of us were (3) ………, we liked the idea of expanding into Europe.
Indeed our (4) ……… had been strongly in favour of doing this However the two new board members were strongly against the idea but never said so openly I think this was very (5) ……… Instead, they behaved in an (6) ……… manner during the meetings For example, they would be (7) ………, raising stupid objections if someone came up with a good idea.
Because the meetings were so unproductive, the Board of Directors got cold feet and asked us to (8) ……… the decision to expand into Europe.
Choose the words/phrases from the box to complete the sentences The first sentence has been done as an example
generic knowledge indicators framework measurable briefing competency implementation reiterative element exemplary
1 Generic competences are those that are shared by many different jobs
Key performance ……… are the most important way of telling if a person can do their job competently
2 Underpinning ……… is what a person needs to know in order to do their job
3 An employee ……… is a meeting where managers can explain a new project to many employees at the same time
4 A competence ……… is a document which defines the actions and performance standards required of each employee.
5 A ……… process builds a complete picture by repeatedly learning from new information and re-evaluating the process.
6 ……… outcomes are those which can be described objectively in numbers.
8 An ……… plan helps you decide how to introduce a new programme.
9 ……… performance is of an extremely high standard.
10 An ……… is a smaller part of an overall skill area.
Choose the best answer to fill in each blank
Nowadays, company bosses are increasingly trying to find unusual team-building events as part of their training programme An activity park (1) ……… Fast-track has just opened to offer (2) ……… events It specialises (3) ……… events to attract the corporate entertainment market, (4) ……… is growing all the time.
The park is situated just a few kilometres outside the city centre (5) ……… it provides events that (6) ……… entertain as well as train Clients can try outdoor attractions such as sailing or climbing, (7) ……… availability clearly depends entirely (8) ……… the weather Activities of (9) ……… kind are perfect team-building exercises ‘I’d (10) ……… been to an activity park before,’ explained James Black, a company manager ‘Before we came, I didn’t think we (11) ……… enjoy ourselves so much and I didn’t expect the huge difference that Fast-track’s programme has (12)……… to my team Now we work better together than we did before.’
Match the terms of HRM with the definitions
1 e-HR a involves systematically preparing for the replacement of senior managers.
2 Succession planning b is a paperless HR function in which technology is used to offer self-service HR.
3 A feasibility study c is a report of what the staff in an organisation can do.
4 Knowledge management d is a report which finds out if it is possible to do something.
5 An implementation and monitoring plan e is a systematic approach to the acquisition, storage and sharing of knowledge within an organisation.
6 A skills audit f is becoming a popular substitute word for
‘change management’ as it is considered to be more positive and less threatening.
7 Transition g is the number of people leaving and joining a company as a percentage of the total workforce.
8 A strategy h is the practice of paying another company to provide a service.
9 Labour turnover i is the process of managing and maximising the talent, skills and knowledge of employees.
10 Human capital management k is the salary, pension and other financial benefits that an employer gives to an employee.
11 Offshoring l is when responsibility for many HR activities is given directly to managers in other departments.
12 A remuneration package m sets out the larger and long-term plans of an organisation.
13 Devolved HR n is a document which describes how a new policy or process will be introduced and how each stage in the process will be checked.
Organizations have traditionally rewarded people for strong qualities such as rational thinking, ambition, and competitiveness These qualities are important, but their overemphasis has left many organizational leaders out of touch with their softer, caring, creative capabilities, unable to make emotional connections with others and afraid to risk showing any sign of weakness In other words, leaders can develop their capacity for the positive emotions of love and caring
Love as motivation is the force within that enables people to feel alive, connected, energized, and “in love” with life and work Western cultures place great emphasis on the mind and the rational approach However, it is the heart rather than the mind that powers people forward Motivation is reduced, perhaps to the point of procrastination There’s a growing interest in helping people feel a genuine passion for their work People who are engaged rather than alienated from their work are typically more satisfied, productive, and successful.
Describe a team you have been in that was either a) successful, b) unsuccessful and say why.
WORD LIST accomplishment [ə'kɔmpli∫mənt] (n) sự hoàn thành, thực hiện alienate ['eiljəneit] (v) thờ ơ, xa lánh, không thân thiện assail [ə'seil] (v) gây khó dễ, tấn công a skills audit (n) báo cáo về kết quả kiểm tra trình độ của nhân viên, hoặc của một tổ chức betterment ['betəmənt] (n) sự cải thiện, tình hình tốt lên bilateral [bai'lổtərəl] (adj) song phương credit ['kredit] (n) lòng tin, sự tín nhiệm, tăng thêm uy tín competent ['kɔmpitənt] (adj) thành thạo, giỏi