- •Предисловие.
- •Настоящее учебное пособие предназначено для студентов 2, 3, 4го курсов всех специальностей экономического вуза без углублённого изучения иностранного языка.
- •Основной целью на данном этапе обучения является дальнейшее развитие языковой компетенции путём реализации всех компонентов и активизации навыков и умений, необходимых для общения в сфере деловой коммуникации.
- •Основным принципом работы является максимальная активизация обучающихся посредством использования коммуникативных упражнений, требующих работы в парах и мини-группах.
- •Использованные в пособии комплексные знания в области международной бизнес-коммуникации, наработанные западными и отечественными авторами дают возможность наиболее эффективно обучить студентов навыкам устной и письменной речи в данной сфере.
- •В пособии использован адаптированный материал учебной литературы Лондонского издательства Longman, а именно – “Market Leader”, “New insight into business”, “Financial English”, “Business vocabulary in use”.
- •UNIT I. JOB HUNTING
- •Ex. 1. Say if these statements true or false to find out who you are.
- •Note:
- •I think that my main skills are …
- •Ex. 4. Describe the nature of your future work.
- •What do you do?
- •Types of job and types of work
- •Ways of working
- •Recruitment
- •CURRICULUM VITAE
- •Next step, Fiona Scott has undertaken, is the letter of application.
- •THE LETTER OF APPLICATION
- •Fit for Hiring? It’s Mind over Matter
- •1. Tell me about yourself.
- •2. Why do you want to work for us?
- •3. What would you do for us?
- •4. What are your strong points?
- •5. What is your biggest weakness? (A look-for-the-reaction type question.)
- •6. Tell me about one of your working achievements.
- •It’s time to take a pride in your major accomplishment at previous work. But be careful. Don’t boast!
- •7. What did you like least about your previous job?
- •8. Why did you leave your last job?
- •9. How long will it take you to make a contribution to our firm?
- •Don’t promise exactly as you do not know the future environment.
- •10. What salary would you desire?
- •11. Do you have any objections to a psychological evaluation?
- •12. Do you have any questions?
- •Ex. 18. Here are some tips to prepare for the interview in the best way.
- •Before the interview:
- •Just before:
- •At the interview:
- •Ex. 19. Work in pairs (Student A and Student B).
- •Student A:
- •Student B:
- •Vocabulary
- •Wages, salary and benefits
- •Compensation 1
- •Compensation 2
- •What satisfying and dissatisfying factors have you written down? Are the employees working for these companies happy?
- •Ex. 8. Translate these phrases into English:
- •Ex. 9. Discuss these questions with a group.
- •1. How much should companies be involved in the lives of their employees?
- •2. How can businesses help to improve the balance between employees’ working and leisure hours?
- •Ex.10. Listen to the interview (Market Leader Upper Intermediate, Rec. 5.1) and answer the questions bellow.
- •A. To understand recording in a better way you have to work with vocabulary: match the words to their Russian equivalents.
- •B. Listen to the interview and answer these questions:
- •2. Which groups of workers are most satisfied and which are least satisfied?
- •3. Which factors are the most motivating at work?
- •Ex. 11. Make a project “The Company I would like to work for”. Invent a number of fringe benefits to ease the employees’ lives and motivate them to work harder. Convince all the rest of your group that Your Company is the best.
- •1. Do job titles give a good idea about what someone actually does?
- •2. To what extent do you judge someone by their job?
- •3. Which would motivate you more: a pay rise or a better job title? Why?
- •4. Why might job titles cause problems among staff?
- •5. What do you think people with the following titles do at work?
- •Ex. 13. Read the article. Compare your answers to Exercise 12 with what the writer says. Does any from the article surprise you?
- •Job Satisfaction is All in a Name.
- •Bosses who are cash-strapped but want a decent typist without having to give them a pay rise would do well to call them “Digital Data Executives”.
- •According to the study by Office Angels, the secretarial recruitment consultancy, job-title snobbery creates such envy that 90 per cent of employers and 70 per cent of employees said that it caused staff division.
- •Filling clerks long to be known as “Data Storage Specialists”, photocopying clerks as “Reprographics Engineers”, secretaries as “Executaries” and post-room workers as “Office Logistics Co-ordinators”.
- •From The Times
- •Ex. 14. Match the jobs on the left with their more professional-sounding job titles on the right. Then try to make up some job titles of your own.
- •Ex. 15. Discuss in groups the importance of a job title in providing job satisfaction and answer the question if a better job title is more motivating factor than a pay rise.
- •Vocabulary
11
If this letter is not well written and presented, it will make a poor impression. The letter of application normally contains four paragraphs in which you should:
1.confirm that you wish to apply and say where you learned about the job
2.say why you are interested in the position and relate your interest to those of the company
3.show that you can contribute to the job by highlighting your most relevant skills and experience
4.indicate your willingness to attend an interview (and possibly say when you would be free to attend)
Bellow you will find details from Fiona Scott’s application letter. Look at the outline of the letter on the left and indicate where the information below should go.
THE LETTER OF APPLICATION
1
f
2
3
4
5
6
7
8
9
Fiona Scott
10
a. although I am presently employed by a nonprofit making organization, it has always been my intention to work in a commercial environment. I would particularly welcome the chance to work for your company as I have long admired both the quality of the products that provides and its position as a defender of environmental causes. as you will notice on my enclosed CV, the job you are offering suits both my personal and professional interests.
b. I would be pleased to discuss my CV with you in more detail at an interview. in the meantime, please do not hesitate to contact me if you require further information. I look forward to hearing from you.
c. Dear Ms Baudoin |
d. 8th January 2000 |
e. I am writing to apply for the position which was advertised last month in The Independent.
f. 52 Hanover Street |
g. Nathalie Baudoin |
Edinburgh |
Patagonia Gmbh |
EH2 5LM |
Reitmorstrasse 50 |
UK |
8000 Munich 22 |
|
Germany |
h. My work experience has familiarized me with many of the challenges involved in public relations today. I am sure that this together with my understanding of the needs and expectations of sport nature enthusiasts, would be extremely relevant to the position.
Moreover, |
as my mother is German, I am |
fluent in this language and would definitely |
|
enjoy working in a German-speaking |
|
environment. |
|
i. Fiona Scott |
j. Yours sincerely |
12
Ex. 11. Work in pairs. Refer back to the job advertisement, CV and letter of application. Do you think that Fiona has a chance of getting the job? What are her strength and weaknesses?
Ex. 12. Read the advertisements carefully, then write CV and application letter that you would send to apply for one of these positions. You may invent as many details as you wish to get the job.
ATTENTION: CAREERS IN MARKETING
OPPORTUNITY TO BECOME A MEMBER OF AN INTERNATIONAL MARKETING TEAM PJP, a world leader in sales and
manufacture |
of cigarettes such as Camel, Winston and Salem |
||||
seeks brand |
managers |
in |
St.Petersburg. |
PJP offers |
|
challenging |
|
careers, |
excellent salaries, |
international |
marketing training and a western working environment.
BRAND MANAGER
We welcome candidates with the following qualifications:
Advanced |
Ambitious |
University Degree |
Disciplined |
Excellent analytical math |
Thinking |
Skills |
Ability to work |
Excellent communication |
independently |
skills |
Fluent written and spoken |
Western work experience a |
English |
definite advantage |
No previous business |
|
experience |
Send your CV and application letter to: UNIVERSAL PERSONNEL10 00 00,
Moscow POB 000 or (095) 000-11-11 Tel/Fax
We encourage graduates of military academies to apply for
RESEARCH MANAGER
Candidates will be considered with the qualifications listed above and additional market research experience. Interested candidates should bring their resume, in English, to:
PJP, Vasilievsky Ostrov, 66 Liniya, d. 333
Or fax their resume to the attention of John Smith. Fax (812) 222 11 33
13
Ex. 13. Different methods may be used to recruit people. In groups, discuss the following.
Candidates may be asked to: tell a joke
take part in a team game with employees from the company make a five-minute speech
complete a probation period before being accepted Employers may
offer a job to the husband or wife of a good candidate prefer to recruit people from the families of employees ask candidates to complete a personality test
have candidates’ handwriting analysed (graphology)
Which methods do you think are acceptable / unacceptable? Why? Would it be possible to recruit like this in your country?
Ex. 14. Read the article from New York Times about methods of personnel hiring. Are they possible in your country?
Fit for Hiring? It’s Mind over Matter
NEW YORK – Members of America’s professional and managerial classes have always left college confident of the least one thing: they had taken their last test. From here on, they could rely on charm, cunning and/or a record of accomplishment to propel them up the corporate ladder.
But that’s not necessarily true any longer. A growing number of companies, from
General Motors Corp to American Express Co., are no longer satisfied with traditional job interviews. Instead, they are requiring applicants for many white-collar jobs – from top executives down – to submit to a series of paper-and-pencils tests, role-playing exercises, simulated decision-making exercisers and brainteasers. Others put candidates through a long series of interviews by psychologists or trained interviewers.
The tests are neither about mathematics or grammar, nor about any of basic technical skills for which many production, sales and clerical workers have long been tested. Rather, employers want to evaluate candidates on intangible qualities: Is she creative and entrepreneur? Can he lead and coach? Is he flexible and capable for learning? Does she have passion and a sense of urgency? How will he function under pressure? Most important, will the potential recruit fit the corporate culture?
Ten years ago, candidates could win a top job with the right look and the right answers to questions such as “Why do you want this job?” Now many have to face questions and exercises intended to learn how they got things done.
They may, for example, have to describe in great details not one career accomplishment but many – so that patterns of behavior emerge. They may face questions such as “Who is the best manager you have ever worked for and why?” or “What is your best friend like?” The answers, psychologists say, reveal much about the candidate’s management style and about himself or herself.
14
The reason for the interrogations is clear: many hires work out badly. The cost of bringing the wrong person on board is sometimes huge. Searching and training can cost from $5000 for a lower-level manager to $25,000 for a top executive. Years of corporate downsizing, a trend that has slashed layers of management, has also increased the potential damage that one bad executive can do. With the pace of change accelerating in markets and technology, companies want to know how an executive will perform, not just how she or he has performed.
“Years ago, employers looked for experience – has a candidate done this before?” said Harold P. Weinstein, executive vise-president of Caliper, a personnel testing and consulting firm in Princeton, New Jersey. “But having experience in a job does not guarantee that you can do it in a different environment”.
At this point, most companies have not shifted to this practice. Some do not see the need or remain unconvinced that such testing is worth cost. Most employers hire people they like, rather than the most competent person. Research has shown that most decision makers make their hiring decisions in the first five minutes of an interview and spend the rest of the time rationalizing their choice.
Besides, with advice on how to land a better job about as common as a ten-dollar bill, many people are learning to play the interview game.
Even companies that have not started extensive testing have toughened their hiring practices. Many now do background checks, for example, looking for signs of drug use, violence or sexual harassment. But the more comprehensive testing aims to measure skills in communications, analysis and organization, attention to detail and management style; personality traits and motivations that behavioral scientists say predict performance.
From New York Times
Ex. 15. Give Russian equivalents to the words and word-combinations from the article.
To rely on charm and cunning, to propel smb. up, white-collar jobs, to submit to a series of paper-and-pencils tests, to simulate decision-making exercisers and brainteasers, to evaluate candidates, intangible qualities, career accomplishment, a hire, a recruit, to remain unconvinced, competent person, to play the interview game, to toughen, comprehensive testing, to measure skills, personality traits, to predict performance.
Ex. 16. Decide if the following statements about the article are true (T) or false (F). Prove your decision.
1.Traditionally, candidates for executive positions have been evaluated on their technical skills.
2.The principal aim of testing is to find how candidates have performed in the past.
3.Today choosing the wrong person for a position can have more serious consequences than ten years ago.
4.Most interviewer select candidates for their professional abilities.
5.Candidates are now better prepared for interviews than they were in the past.