3. Answer the questions:

What are the ways to cope with conflicts of interests?

What is the best strategy to handle conflicts?

If avoiding is impossible what other good strategy

What is “blind–trust”?

What are officials and professionals required to disclose?

When does it turn to a crime?

What do officials and professionals recuse from?

What does the imperative for recusal depend on?

Why is the third – party involved in a conflict?

 

4. Match the following words with the translation:

to mitigate– обнажать, раскрыть

to takе office– воздерживаться

board– законодательный акт

trust– место действия

stockholder– властный приказ

to disclose– смягчать

temptation– оценка

evaluation– соблазн

imperative– акционер

to abstain– сдавать в аренду

statute– совет, правление

to lease– занимать должность

fiduciary– очевидно

locale– кредит

оbviously– доверительный, конфиденциальный

4. Translate the information into English and give examples of mediators

Медиация

Посредничество или медиация– это завершение конфликта с участием третьей стороны, не заинтересованной прямо в исходе конфликта. Это процесс, в ходе которого участники конфликта с помощью нейтрального посредника (медиатора) выявляют проблемы и пути их решения, ищут альтернативы и пытаются достичь консенсуса. Это целенаправленное вмешательство. Официальным медиатором могут быть межгосударственные организации ; государственные правовые институты; представители правоохранительных органов; общественные организации. Конфликтологи и социальные психологи – это профессиональные медиаторы.

Unit 11

1. Read the tongue– twisters as fast as you can

a) On mules we find two legs behind

and two we find before.

We stand behind before we find

what those behind be for.

b) I know a boy named Tate

who dined with his girl at eight eight.

I’m unable to state what Tate ate at eight eight

or what tate’s tete a tete ate at eight eight.

2. Read and translate the text

Workplace Conflict

Workplace conflict includes any type of conflict which takes place within a workplace or among workers, potentially including conflict between employees out of work hours. It is a broad concept that includes several types  of conflict that are normally treated separately, including employment conflict and labor– management conflict. Unlike those two types, however, workplace conflict may not involve the employer as a party; a workplace conflict may be between two or more employees.

Because workplace conflict inherently includes several other kinds, it can be difficult to distinguish from them. But it is not difficult to describe: Any type of conflict which involves employees, managers, owners, customers, or others present in a workplace can be an example of workplace conflict. Typically, because more precise definitions of several sub– categories of workplace conflict exist, the term “workplace conflict” is used to define interpersonal or employer– employee conflict in the workplace which does not involve a union or an allegation of discrimination based on race, gender, or another legally protected criterion.

There is hardly anyone in the work force who has not been exposed to a workplace conflict at one time or another. The concept is therefore almost universally relevant. But relatively few understand the intricate distinctions between types of workplace conflict, which heavily influence how they are actually handled in contemporary life. For example, the rights which U.S. workers now have were not all established at once, but over decades, and the resulting patchwork of laws, regulations, and agencies can be very confusing. A basic understanding of how labor law and employment law have developed, of why they are separate concepts, and of the different mediation and arbitration procedures   that now exist to streamline the handling of large numbers of cases, can help anyone understand better how the workplace works.