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PREFACE

This book is designed to provide a supplementary practice material for undergraduate students at Banking University Ho Chi Minh City majoring in Business Administration at the intermediate level of English proficiency.

The book consists of 2 main sections:

Section 1 includes in-class practices covering nine particular modules of business

administration, as required in the course syllabus. Each module provides abundant exercises such as multiple choices of word definitions, vocabulary matching, passage completion, reading comprehension, translation practice, and sentence building.

Section 2 covers further exercises so that the students could use the terminology

appropriately in the contexts as well as apply the language skills developed throughout the course to complete the tasks on vocabulary, passages, translation, and writing. These tasks are selectively chosen from a wide range of materials to help course-takers consolidate the language work covered in the textbook and successfully apply the knowledge in the exam.

It also provides Suggested answers, Glossary and References.

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SECTION 1 – IN-CLASS PRACTICE ... 3

MODULE1-E-RECRUITMENT ... 4

MODULE3-BONUSESANDINCENTIVES ... 20

MODULE4-HIRINGLOCALLYANDABROAD ... 27

MODULE5- JOBADVERTISEMENT ... 34

MODULE6-IMPROVINGCUSTOMEREXPERIENCE... 43

MODULE7-MAKINGTHEMOSTOFANONLINESTORE ... 51

MODULE8-INTERNETADVERTISING ... 60

MODULE9-DEVELOPINGCUSTOMERRELATIONSHIPS ... 68

SECTION 2 – SUPPLEMENTARY EXERCISES ... 76

I. TEXTCOMPLETION ... 77

II.READINGCOMPREHENSION. ... 97

II. SENTENCETRANSLATION ... 130

SUGGESTED ANSWERS ... 139

SECTION1–IN-CLASSPRACTICE ... 140

SECTION2-SUPPLEMENTARYEXERCISES ... 162

REFERENCES ... 199

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SECTION 1 – IN-CLASS PRACTICE

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MODULE 1- E-RECRUITMENT

(Finish all the following Vocabulary exercises before doing Reading Exercises in the course book.)

I. VOCABULARY. 1. Multiple Choice.

Look at the main point and detailed questions (page 4-HR_Market Leader) then

choose the best definitions for the following phrases.

1. technological resources

A. the methods for using scientific discoveries for practical purposes, esp. in industry B. information, tools or devices that motivate students and give information or

assistance with questions

C. a useful or valuable possession or quality of a country, organization, or person

A. information provided to people from a computerized source

B. information about how good or useful something or somebody’s work is C. an area of interest or an area over which a person has control

topic and reply to other users' comments

C. an occasion or a place for talking about a matter of public interest.

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2. Matching.

Look at paragraphs A-D (page 5-HR_Market Leader). Match the words/phrases in

the box with their definitions. There are FIVE extra words.

candidate

standard requirements

E-Recruitment

1. the process of personnel recruitment using electronic resources, in particular the internet, online job advertising boards and search engines

2. an assessment of public opinion obtained by questioning a representative sample

3. to get rid of people or things that are not wanted

not stop or change to something or someone else

5. technical specifications or other precise criteria established by particular companies for internal or external use

3. Word Search.

Look at paragraphs E-H (page 5-HR_Market Leader) and find the words/phrases to

match the definitions below.

1. a picture of a person or an animal that represents a particular computer user in a computer game or on social media

2. become involved, or have contact with someone or something 3. an online virtual world

4. company's reputation and popularity from a potential employer's perspective 5. make use of something

II. TEXT COMPLETION. Text 1. Multiple Choice.

Read the text and choose the best answers for each gap. Selection procedures

Dagmar Schmidt is the head of recruitment at a German telecommunications company. She talks about the (1)_____,the methods that the company uses to recruit people: 'We advertise in national newspapers. We look at the (2)_____of applicants: their experience of different jobs and their educational qualifications.

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We invite the most interesting (3)_____to a group discussion. Then we have individual interviews with each candidate. We also ask the candidates to do written (4)_____to assess their intelligence and personality.

After this, we (5)_____three or four candidates. We check their references by writing to

their (6)_____previous employers or teachers that candidates have named in their applications. If the references are OK, we ask the candidates to come back for more interviews. Finally, we offer the job to someone, and if they (7)_____we have to think again. (some applicants may get other job offers at the same time as ours.) If they accept it, we hire them. We (8)_____someone only if we find the right person.'

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Text 2. Gap-Filling.

Read the article, fill in the numbered blanks with the correct words/ phrases given in

the box. There are FOUR extra words.

Finding a Job Online

Networking is an important business tool, but the growth area is online networking. We learn from social networking that being online helps you develop a (1)_____network of friends. The same is true of business networking. Professional network sites can also help to create close professional (2)_____,which is particularly important for job seeking.

These days, many companies do not advertise for staff but (3)_____look for them online. If you are not online they won’t find you, so you need to be (4)_____and make yourself known. Many online business networking sites are now (5)_____to supply this market. LinkedIn is just one example of such a company.

The first thing is to sign up with a good online site and create a profile that gives the best (6)_____of your skills. You need to show what you can do, as well as why you are the best

person to do it. Remember-there are lots of people (7)_____for the same job!

The second thing is to clean up your online image. Many companies not only look for candidates online but also do some background checking. Try entering your name in a search engine and see what it comes up with. Like many other people, you might find things are easily (8)_____that you do not want an employer to know.

III. READING COMPREHENSION. Text 1. True/False.

Read the article and decide if the statements are TRUE or FALSE.

1. Young employees are keen to engage in flexible working to reduce the stress of their working life.

2. Employers provide nothing for their employees to work flexibly.

3. Generation Y is expressing less concern for the planet and humanity than previous generations did.

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4. This generation expects to gain international experience faster than previous generations of employees.

5. Generation Y is not important for employers.

Generation Y: How to keep top talent engaged

by Sarah Murray

A. In recent years, many employers have struggled to meet the changing expectations of a

generation of young employees-Gen Y, or the Millennials, as they are often known-who famously expect a high salary and plenty of work-life balance.

B. Research has shown that a high percentage of employees see flexible working as being

extremely important, and an even higher percentage of employers believe that offering employees a flexible work schedule is one of the best ways to attract and retain the best talent. Many workers feel that the ability to work remotely (from home) would reduce the stress of their working life. In the most forward-thinking of companies, therefore, employees are encouraged to redesign their working lives to make them more flexible with the help of state-of-the-art IT and mobile devices.

C. However, as well as all the usual demands, HR and recruitment directors have noticed some

significant changes in the way young recruits are approaching their careers these days.

D. Firstly, Generation Y are placing increasing importance on the company as an ethical

employer. Nowadays, there's a lot of talk about sustainability, whereas a decade or two ago, it wouldn't have been important. The responsibility of companies to help solve some of the world's social and environmental problems is certainly rising up the young graduate's agenda; they want to be assured that the company has ethical practices and policies that match their own philosophies.

E. Employers are responding by offering a growing number of opportunities for staff to

embark on community work. These include fundraising or volunteering, career breaks or participation in international fellowship programmes through which they can spend time working for non-profit organisations in developing countries.

F. Another deciding factor for Generation Y is the desire to be exposed to a greater range of

experiences and responsibilities at an earlier stage in their career. As well as 'ticking the environmental and social box', volunteering and community programmes can help address this issue. In addition, job rotations and accelerated leadership programmes can develop young recruits' skills and broaden their horizons by taking them away from their main roles and

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G. Global experience is also highly valued by Gen Y recruits. Vodafone, for example, places

high-potential individuals in its other operating companies around the world as part of their career development. While there is a cost to this strategy, if younger recruits are not given these opportunities, they may take them up anyway. Take the example of a young employee who wanted to develop his career by working in India and was prepared to go on his own if Vodafone would not facilitate the move.

H. However, while the demands recruits place on their employers may present new challenges,

Generation Y also bring with them highly valuable new skills, particularly when it comes to the ease with which they use technology. Global operations require a growing amount of virtual teamwork using web-based communications channel and video conferencing technology. 'These are things that young people take for granted,' says Matthew Whitbourne, Senior Inventor at IBM and European Manager of the Extreme Blue summer work experience scheme, which allows talented students to gain valuable experience working on technical research projects. 'As employers, we have to be more creative about this.'

(From Sara Helm and Rebecca Utteridge (2010), Human Resources Market Leader,

Longman, Unit 3, Page 13)

Finance officer: job ref AD401

I would like to apply for the post of Finance Officer as advertised on your website, and enclose a copy of my CV. I am confident that my background as an Accounting Technician with Taylor Benfield, I would be a good match for your needs.

I have worked for Taylor Benfield for three years and have gained experience in preparing accounts, managing payroll, controlling budgets and making sure that the financial regulations are followed.

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Taylor Benfield is a medium-sized company and I was given a lot of responsibilities by the Finance Officer there. In fact, when the Finance Officer was off sick for two months at the beginning of the year, I was asked to stand in for him.

As you will see from my enclosed, I qualified as an accounting technician with the association of Chartered Certified accountants (ACCA) in 2012 and I have been able to make use of what I learned while working in my current post.

I am keen to make use of what I have learned over the past three years in a larger company so that I can continue to progress. I am a hard worker and able to work under pressure. I enjoy taking responsibility, but also enjoy working under the guidance of a more senior member of staff. In my spare time, I enjoy fencing and I feel that this helps me to keep focused, as well as helping me to keep fit.

I look forward to hearing a positive response to my application. Yours sincerely,

Jim Davidson

(From Simon Clarke (2020), In company 3.0-Pre-Intermediate-Online Workbook, Macmillan,Unit 14)

IV. TRANSLATION.

Translate the following sentences into Vietnamese.

1. Candidates who do well in practice tests and receive instant feedback telling them that they've exceeded the standard requirements find that very encouraging, and so tend to stick with the company and continue their application.

2. On the site, job candidates can meet students gaining work experience, participate in opinion polls and join discussion groups, whose topics cover everything from psychometric testing to working in China.

3. As well as making use of the services of companies such as Monster, the world's largest online recruitment group, companies are using online technology to speed up the application process.

4. However, the web offers more than automated form filling, particularly when it comes to identifying the best talent among the graduate community.

5. Today, however, companies think about how the right candidate can find them by 'setting up shop' in other parts of the Internet, outside their own web domains.

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V. SENTENCE COMPLETION.

Complete the following incomplete sentences between 6 and 12 words USING YOUR OWN WORDS.

1. Taking a practice test on a corporate website means ...

2. Some companies have extended their use of the Internet in ...

3. Online recruitment allows candidates to ...

4. If applicants don't measure up, they can ...

5. Traditionally, companies thought ...

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MODULE 2 – APPRENTICESHIP

(Finish all the following Vocabulary exercises before doing Reading Exercises in the course book.)

I. VOCABULARY 1. Multiple Choice.

Look at the main point and detailed questions (page 24-HR_Market Leader) then

choose the best definitions for the following phrases.

A. a group of people of common interests

B. an organization that supports companies and employers of a particular type of industry and protects their rights

C. a group of people or organizations that have the same purpose

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2. Matching.

Look at paragraphs A-E (page 25-HR_Market Leader). Match the words/phrases in

the box with their definitions. There are FIVE extra words.

training

1. the number of people that are accepted at a particular time by an organization 2. new plan or process to achieve something or solve a problem

3. lack of skills

4. skill at making things

5. internal training that involves using a company's own expertise and resources

3. Word Search.

Look at paragraphs F-I (page 25-HR_Market Leader) and find the words/phrases to

match the definitions below.

1. to make progress in development

2. a plan for people who work for an employer for an agreed period of time to learn a new skill 3. a form of training provided at the workplace

4. an employee, customer, or citizen who is involved with an organization, society 5. instructional programs or courses that focus on the skills required for a particular

job function or trade.

II. TEXT COMPLETION. Text 1. Multiple Choice

Read the text and choose the best answers for each gap.

GO ANYWHERE YOU WANT TO GO

We believe in giving you a lot of responsibility from day one - but that doesn't mean throwing you in at the deep end. One of our major priorities is to (1)_____you get the training and support you need to gain the skills which will allow you to succeed personally and professionally. The training starts as soon as you (2)_____and it never stops. The initial

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programme is (3)_____partly at your office and partly in our dedicated Learning Centre. For the first 12 months, you'll have a regular programme of training (4)_____topics as diverse as Advanced Sales, Goal Setting and Time Management, as well as Airfares and Packages.

After that, you can develop in any direction you choose by (5)_____a range of courses and events in four key development areas: Sales and Service, Product and Airfares, Systems, and Personal Development. All this is provided at no (6)______to you -which is exactly the way it should be. We have a consistent (7)_____of promoting from within; currently about 90 percent of our Team Leaders have come through the ranks, and we want to keep it that way

We're also keen to train the leaders of the future with our Leadership Development programme. It's an intensive set of training courses backed up by specialist project work. After all, becoming a high flier in any company shouldn't be about just waiting to shuffle up the ladder. Here, the best people develop as far as they like, as fast as they like. We hope you'll be one of them. And it's a measure of the success of our philosophy on cultivating personal and (8)_____development, as well as promoting from within, that earned us the Training and Development award for excellence, as voted by our employees, in the latest Sunday Times' 100 Best Companies to Work For '2004 UK survey.

Text 2. Gap-Filling.

Read the advertisement from apprenticeships.gov.uk, fill in the numbered blanks with

the correct words/ phrases given in the box. There are FOUR extra words.

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• study for at least 20% of your working hours - usually at a college, university or with a training provider

• complete (2)_____during and at the end of your apprenticeship • be on a (3)_____with lots of future potential

Levels of an apprenticeship

Each apprenticeship has a level and an equivalent education level. You can start an apprenticeship at any level. Depending on the level, some apprenticeships may:

• require previous (4)_____such as an English or maths GCSE

• give extra training in the English or maths skills needed so you’re at the right level At the end of your apprenticeship, you’ll achieve the equivalent education level. For example, if you complete a level 3 apprenticeship, you’ll achieve the equivalent of an A level. If you think you need more skills and work experience before starting an apprenticeship,

you can find a (5)_____instead.

What are the benefits of an apprenticeship?

Apprenticeships are an exciting option - you get hands-on training and also the chance to put your skills into practice.

What you'll earn

What you earn will depend on the industry, location and type of apprenticeship you choose. • If you're aged 16 to 18 or in the first year of your apprenticeship, you’re entitled to the apprentice rate.

• If you're 19 or over and have completed the first year of your apprenticeship, you’re entitled to the National Minimum Wage.

This is the minimum you’ll earn - many employers pay a lot more and offer their apprentices a (6)_____salary.

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How to choose the right apprenticeship training

There are hundreds of apprenticeships to choose from. They offer flexible, but structured training, that meet your needs as an employer.

Apprenticeships are designed by groups of employers so they reflect the knowledge, skills and behaviors an apprentice needs for a specific occupation.

Training your apprentice

During their apprenticeship, your apprentice will receive two different types of training. • ‘Off-the-job’ training is delivered by a training provider during your apprentice's normal working hours. This training will teach your apprentice the knowledge, skills and behaviors set out in the (7)_____so they can achieve occupational competence.

• ‘On-the-job’ training will be delivered by you, as the employer. You'll need to give your apprentice training and supervision to help them (8)_____the job you've hired them for.

III. READING COMPREHENSION Text 1. True/False

Read the passage and decide whether the statements are TRUE or FALSE.

1. The writer was looking for a company which could offer her high-paid job as fast as possible.

2. Deloitte expected professional qualifications from candidates. 3. Training method was imposed on every trainee at Deloitte,

4. At Deloitte, the sooner you pass exams, the sooner you can start work. 5. She was going to work for a very long time at Deloitte.

A GREAT START TO A PROMISING CAREER

Sally Shoesmith, aged 23, reports on how she's getting a flying start as a management consultant.

I've been with for Deloitte for nearly two years now. I was originally attracted to this company in my final year at Cambridge. I was looking for a company which would put me in the fast lane to promotion and I realized that, in my case, this meant an organisation with a policy of on-the-job training and development. On their website, Deloitte talked about job satisfaction and giving employees the chance to grow and develop throughout their careers, so

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they also place a lot of emphasis on getting professional qualifications, which really impressed me.

Deloitte actually helps employees to reduce the conflict between work and study. In my case, this means I've always been allowed to give exam preparation priority over my client work. Right from the beginning, my boss, Neil has gone out of his way to help and encourage me. He monitors my progress formally, but apart from that, we usually have lunch together once or twice a week. I find it's a good moment to discuss solutions to any problems I have with him.

Apart From professional qualifications, we're also given plenty of internal training. This includes courses intended to help develop one's organizational, delivery and leadership qualities. It is pretty tough, as I have to fit the academic work in around my daily workload.

This gave me a really confident and practical start to my work with the firm, as so much of my work involves using exactly these skills.

Another thing which attracted me to Deloitte was that you can choose your training method to suit your individual learning patterns. This is because they want us to pass our exams at the first attempt. Naturally enough, much of what I've learnt has been taught me informally by the

people I work with. Also, I think, when you've got your professional qualifications, you're treated with much more respect by both your colleagues and your clients.

When I arrived at Deloitte, we went through an initial three-day programme to develop our core skills and introduce us to the firm and our new colleagues. At Deloitte, there's a national 'first time, every time' culture, which makes sense because the sooner you pass exams, the sooner you get down to real work.

In the near future, I expect to be passing on the knowledge I have acquired to next year's intake of graduate trainees. We are given formal six-monthly appraisals and, what is more, we are given plenty of advice by peers, managers and partners, fully funded study towards professional qualifications is a vital part of many careers in Deloitte, and at the moment I'm starting on a Masters degree in Business Management with the London School of Economics.

For example, there is a course I did quite early on in the job called Introduction to Client Services, which concentrated on presentation, interview, teamwork and writing skills.

On the other hand, we are provided with very generous study leave, and the firm has a great track record of success. I can see myself working here for many years to come, as they're providing me with all the opportunities I need.

(From Guy Brook-Hart (2007), Business Benchmark-Upper-Intermediate, Cambridge University Press, Unit 1)

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5. What should you ask your friends or colleagues for?

HOW TO BE YOUR OWN CAREER COACH Become your own guru

Having a facilitator to help you reach your goals sounds great, but perhaps you’re not in a position to hire a professional coach? Here are five steps that will help you to help yourself-to get to where you want to be.

Define your objectives

First, have a talk to yourself about the coming months or years, depending whether you’re thinking about long-term issues like transitioning to a new role, or just having day-to-day issues, conflicts or personality clashes. Talking to yourself out loud (in private!) will help you clarify your goals.

Identify your needs

Next, interview yourself the classic questions about your strengths and weaknesses-and give honest answers! Ask what inspires you at work, which soft skills you’d like to use more often, or what leadership or team motivation skills you need to develop.

Look for solutions

By now you’ve identified specific obstacles to success. Next, pretend to ask a friend for advice. As yourself, describe the current situation and give examples of present challenges, then, as the friend, discuss alternatives and offer your best suggestions

Ask for feedback

Finally, get your network of colleagues and friends to give you marks out of ten on your progress. They’ll also be happy to make suggestions and pass on their experience

(From Simon Clarke (2020), In company 3.0-Upper-Intermediate-Online Workbook,

Macmillan,Unit 7)

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IV. TRANSLATION.

Translate the following sentences into Vietnamese.

1. Some of Britain's biggest companies have announced that they will maintain recruitment of apprentices, and in some cases increase it, because of fears that skills shortages could worsen.

2. Indeed, according to a survey of large German companies in the UK, Britain would benefit from introducing a German-style vocational training system, centered on a long-term commitment to apprenticeships sponsored by the government and business.

3. The employers reported that the educational level of youngsters was at best only satisfactory and that most of them had 'to do a considerable amount of in-house training to get new recruits up to a satisfactory standard'.

4. The German vocational training system, which involves a close partnership between powerful trade associations, individual employers, education providers and regional government, is recognised internationally as being effective in producing many skilled engineers and technicians for industry and business.

5. The German vocational training system, like traditional apprenticeships in the UK, combines on-the-job training provided by the employer with the provision of technical knowledge and general education in vocational schools and colleges.

V. SENTENCE COMPLETION.

Complete the following incomplete sentences between 6 and 12 words USING YOUR OWN WORDS.

1. Traditional craftsmanship in wood and leather work' as well as ...

2. The majority of employers said it was 'essential' that Britain should ...

3. German industrialists, however, ...

4. In recent years demand for apprenticeship places has exceeded ...

5. While some companies think that apprenticeships are a thing of the past, the majority of them have found ...

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MODULE 3 - BONUSES AND INCENTIVES

(Finish all the following Vocabulary exercises before doing Reading Exercises in the course book.)

I. VOCABULARY 1. Multiple Choice.

Look at the main point and detailed questions (page 36-HR_Market Leader) then

choose the best definitions for the following phrases. 1. incentive scheme

A. an arrangement under which additional payments are made to employees as a means of increasing production

B. a plan for doing something

C. something that encourages a person to do something

B. a part of someone's pay that is based on how well they do their job

C. something that makes you feel better when you have suffered something bad

5. non-cash perk

A. the salary and other benefits

B. extra things, such as money or goods that you are given because of your job C. any benefit that an employer pays for an employee that is of a private nature

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2. Matching.

Look at paragraphs A-E (page 37-HR_Market Leader). Match the words/phrases in

the box with their definitions. There are FIVE extra words.

1. senior-level executives of an organization

2. to completely change something so that it is much better 3. in a way that is easy to see or by a large amount

4. something of great importance that everything else depends on

5. benefits such as health insurance, medical expense reimbursements, dental insurance, education assistance, and day care assistance

3. Word Search.

Look at paragraphs F-K (page 37-HR_Market Leader) and find the words/phrases to

match the definitions below.

1. the salary and other benefits 2. performance-related pay

3. economic area using or involving advanced methods and the most modern equipment 4. portion of sales compensation determined by employee performance

5. a promise for someone to purchase shares at some future time

II. TEXT COMPLETION Text 1. Multiple Choice.

Read the text and choose the best answers for each gap. Performance-related pay

The pros and cons are well-known:

Pros: It provides a strong (1)_____to work well; colleagues know who isn't pulling their weight and (2)_____it if these people are paid the same.

Cons: It creates (3)_____between colleagues; performance may be difficult to measure; employees stop (4)_____on quality of work and instead just focus on those factors that affect pay.

It is of course possible to give a bonus to everyone at the end of the year if certain targets

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Laws that affect pay

From the human resources point of view, another important issue is (5)_____with the laws that affect pay. There may be laws about:

The (6)_____wage (an hourly rate for low-paid workers).

(7)_____('time-and-a-half' may be mandatory for some workers).

Equal pay for equal work (to combat (8)_____based on gender, age, race, etc).

Text 2. Gap-Filling.

Read the passage, fill in the numbered blanks with the correct words/ phrases given

in the box. There are FOUR extra words.

Pay and benefits

Pay is often referred to as 'salary' in (1)_____jobs and “wages' in blue-collar jobs. A company offers a (2)_____(= pay + benefits) to employees, and this is the main way to attract and retain them.

Levels of pay

How do you decide what level of pay is (3)_____You can start by finding out what other employers are paying. The best way to get this information is probably (4)_____ask existing staff, counterparts from other companies, people already doing that job, etc. You could also

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look at the job advertisements in local newspapers and agencies, or perhaps (5)_____with your chamber of commerce.

Sometimes the salary for a job is fixed; at other times it may be open to discussion, for example at interview or when a job offer is made. A student looking for their first job probably won't have much bargaining power over pay, but other people might. In particular, you have a position of strength if you have (6)_____skills, an existing job, and you can see that the company needs you.

Besides deciding how much to pay new hires, the other major (7)_____of employers is how

much of a rise (AmE raise) to give existing employees. The three basic approaches, which are

often mixed, are:

Give everyone the same percentage rise.

Offer annual (8)_____based on length of service.

Have an incentive scheme where part of the rise is a bonus based on performance, results or profits.

III. READING COMPREHENSION Text 1. True/False

Read the passage and decide whether the statements are TRUE or FALSE.

1. Herzberg argued that 'hygiene factors' motivate workers.

2. Challenging jobs and responsibility are hygiene factors.

3. Workers might be motivated by having responsibilities as part of a team. 4. Job rotation can make a day's work more interesting.

5. You can always motivate workers by telling them that they work for the best company in the field.

'Satisfiers' and 'Motivators'

It is logical to suppose that things like good labour relations, good working conditions, job security, good wages, and benefits such as sick pay, paid holidays and a pension are incentives

that motivate workers. But in The Motivation to Work, Frederick Herzberg argued that such

conditions- or 'hygiene factors'- do not in fact motivate workers. They are merely or, more importantly, 'dissatisfiers' where they do not exist. Workers who have them take them for granted. As Herzberg put it, 'A reward once given becomes a right.' 'Motivators', on the

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'satisfiers'-responsibility, promotion, and so on. Unless people are motivated, and want to do a good job, they will not perform well.

However, there are and always will be plenty of boring, repetitive and mechanical jobs, and

lots of unskilled workers who have to do them. How can managers motivate people in such

jobs? One solution is to give them some responsibilities, not as individuals but as part of a team. For example, some supermarkets combine office staff, the people who fill the shelves, and the people who work on the checkout tills into a team and let them decide what product lines to stock, how to display them, and so on. Other employers encourage job rotation, as doing four different repetitive jobs a day is better than doing only one. Many people now talk about the importance of a company’s shared values or corporate culture, with which all the staff can identify: for example being the best hotel chain, or hamburger restaurant chain, or airline, or making the best, safest, most user-friendly, most ecological or most reliable products

in a particular field.

Unfortunately, not all the competing companies in an industry can seriously claim to be the best.

(From Ian Mackenzie (2010). English For Business Studies, 3rd ed, Cambridge

University Press, Unit 2, Page 17)

Text 2. Questions/Answers.

Read the passage and answer the questions below. Questions

1. What is the purpose of the new reward system?

2. Who can get additional benefits such as healthcare or sports club membership? 3. How will BelleBank Poland make sure that the new reward system is fair? 4. How might an employer discriminate against part of its workforce through its

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The aim of the strategy is to set out the aims and objectives of the pay and rewards system, the criteria upon which it has been developed, and how the system administered. The company

will be taking a total reward approach, which incorporates all aspects of reward.

Basic pay criteria

Basic pay levels have been established through research and reference to industry norms. BelleBank will seek to improve its position in the wages benchmarking table through increased profitability.

Grading

Over the next year, the current grading system will be simplified. The number of grades will be reduced, as will the number of spinal points between grades. The company will operate a single spinal column system, with all rates being published on the intranet.

Additional payments

Additional payments will be made to employees who work on national holidays in order to accommodate international clients. Overtime, shift working and special duties will also attract additional pay.

Additional benefits

All employees will receive additional benefits in form of healthcare and sports club membership. Additionally, some staff will be entitled to a company car, laptop and mobile phone.

Non-financial elements

BelleBank will also seek to develop non-financial rewards in the form of options for home working, flexible benefits and preferred office space.

Attraction and retention additions

BelleBank reserves the right to offer additional incentives to attract hard-to-recruit workers or retain employees in areas where there is a skill shortage. This will be in the form of a lump sum or loyalty bonus.

Performance pay and incentives

The company has decided to discontinue the current performance pay system and is currently investigating an alternative with an employee share option and profit share scheme.

Equality statement

The company will make every effort to ensure that the reward system does not discriminate any group of employees, and will carry out annual equality audits.

Human Resources, Cambridge University Press, Unit 9, page 74)

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IV. TRANSLATION.

Translate the following sentences into Vietnamese.

1. Hundreds of Taiwanese firms, especially in the technology sector, are adjusting the structure of compensation packages, following a series of changes to the accounting and tax treatment of stock bonuses.

2. The biggest change can be seen at the general staff level, where the base pay will have to increase considerably.

3. Traditionally, profit-sharing, mostly in the form of stock bonuses, accounted for up to 50 per cent of total compensation in the high-tech sector.

4. For general staff, the proportion of cash bonuses in relation to total compensation is now almost the same in Taiwanese as foreign high-tech companies - between 13 and 15 per cent.

5. Under the new structure, the total guaranteed cash portion will increase, and the remaining part of compensation will be made up of variable performance bonuses and a much smaller segment of profit-sharing in the form of cash bonuses.

4. At the middle management level, so there has been an increase in ...

5. For managers at the top, stock bonuses ...

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MODULE 4 - HIRING LOCALLY AND ABROAD

(Finish all the following Vocabulary exercises before doing Reading Exercises in the course book.)

I. VOCABULARY 1. Multiple Choice.

Look at main point and detailed questions (page 48-HR_Market Leader) then choose

the best definitions for the following phrases. 1. hit a set of managers

A. touch them with sudden force

B. have an unpleasant or negative effect on them C. think of them suddenly

2. economic downturn

A. general slowdown in economic activity over a sustained period of time B. an extremely dangerous or difficult situation

C. great time of business activities in a period of time

3. come into force

A. deregulate B. amend

A. the amount of business that a company does in a period of time

B. the percentage of employees leaving a company and are replaced by new people C. a piece of pastry that is folded to contain fruit within it

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2. Matching.

Look at paragraphs A-D (page 49-HR_Market Leader). Match the words/phrases

in the box with their definitions. There are FIVE extra words.

3. plentiful pay

4. A sign of hope in a negative situation 5. a small part of a much larger problem

3. Word Search.

Look at paragraphs E-I (page 49-HR_Market Leader) and find the words/phrases to

match the definitions below.

1. happens at a faster rate

2. the total value of goods and services produced by a country in one year (not including its income from investment)

3. to change the direction, order, position, result, etc. of something to its opposite 4. the amount a family is expected to pay for electricity, water and/or gas each month 5. very noticeable

II. TEXT COMPLETION Text 1. Multiple Choice

Read the text and choose the best answers for each gap. Should you hire a full-time employee on a permanent contract?

A full-time employee is likely to have a better (1)_____, more experience, more loyalty,

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your commitment to this individual, and you will have extra costs (eg paid vacation) to consider. Other options might include:

What job will the new employee do?

There will be certain job skills that the organization needs. If you're replacing an existing employee, then an (4)_____could help to clarify some of the issues. After some analysis you may produce:

A job description that gives the job title, a summary of the job and a list of the main tasks or duties.

A person specification that lists the knowledge, experience, qualifications and skills that you would like a candidate to have. These are often divided into 'essential' and (5)_____specifications'.

How will you attract applicants?

Once you have a job opening, your first thoughts are likely to be internal applicants. If you

don't offer opportunities to existing employees, they're likely to become (6)_____and start looking elsewhere. But if you do need to recruit (7)_____, then you can use a variety of electronic and print media such as an online posting on a jobs website, or a classified ad (or a display ad) in a newspaper. You can also use the services of a specialist employment agency, including head hunting firms for senior managers.

Another source of new recruits is referrals, ie suggestions made by colleagues, existing employees, etc. But beware: a workplace with too many friends results in a group that resists supervision, covers up for its members, socializes too much, ignores those not in the group, and causes problems if (8)_____arise.

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6. A motivated B encouraged C dismissed D demotivated

Text 2. Gap-Filling.

Read the text below, fill in the numbered blanks with the correct words/ phrases

given in the box. There are FOUR extra words.

If an employer (1)_____an employee, they make them leave their job. This is most likely because the employee has done something wrong. In many countries, employers have to go through a set of (2)_____before firing someone: for example first warning, second warning, final warning, then dismissal. On the other hand, if an employee is made (3)_____,their employer make them leave their job because the role is no longer necessary or because the employer cannot (4)_____to keep paying the employee. (5)_____are the conditions of redundancy, for example, the payment of a (6)_____of money or keeping a pension.

If an employee claims (7)_____, they begin a legal action against their employer in which they claim that they were forced to leave their job because of the behaviour of their employer. If an employee claims (8)_____, they begin legal action against their employer in which they claim that they were dismissed from their job unfairly.

III. READING COMPREHENSION Text 1. True/False

Read the passage and decide whether the statements are TRUE or FALSE.

1. Business consultants think that flat organizations are a bad idea. 2. Flat organizations are good for small companies.

3. When Silicon Valley companies were small, only the founders were involved in making decisions.

4. Investors only wanted to have meetings with the finance manager.

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Flat Organizations

A fashion that appears regularly in the business world is the idea of the flat organization. 'Flatten the pyramid,' business consultants tell us. This will make your company faster and more effective. Managers should give up some of the influence they have over their employees. Without this top-down control, workers will find better ways of achieving results. They will establish their own networks of communication that are blocked by traditional hierarchies.' It is true that this is a good system for small companies. Many of the Silicon Valley giants such as Microsoft® and Apple® started with a group of idealistic people sharing a single, open-plan office. There were no managers or reporting lines. Everyone's idea was listened to and considered. These were fast-moving, innovative companies, and those that survived, grew rapidly. This growth brought change. With more employees, the companies needed a structure. A few people became team leaders and then managers. Those people built glass-walled offices that allowed them to watch and control what everyone in the open-plan office was doing. These bigger companies needed more investors. The investors needed to be confident that someone was in charge of their investment, so they wanted to talk to the boss. They wanted the boss to show them the plan and the strategy. So, little by little, the pyramid grew and the traditional hierarchy was the result. And that is what happens, until the fashion for flat organizations comes round again.

(From Simon Clarke (2020), In company 3.0, Intermediate-Online Workbook, Macmillan,

5. Why did Maslow criticize Theory Y?

Theory X and Theory Y

In The Human Side of Enterprise, Douglas McGregor outlined two opposing theories of

work and motivation. What he calls Theory X is the rather pessimistic approach to workers and working which assumes that people are lazy and will avoid work and responsibility if they can.

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Consequently, workers have to be closely supervised and controlled, and told what to do. They have to be both threatened, for example with losing their job, and rewarded with incentives, probably monetary ones such as a pay rise or bonuses. Theory X assumes that most people are incapable of taking responsibility for themselves and have to be looked after. It has traditionally been applied, for example, by managers of factory workers in large-scale manufacturing.

Theory Y, on the contrary, assumes that most people have a psychological need to work, and given the right conditions-job security, financial rewards-they will be creative, ambitious and self-motivated by the satisfaction of doing a good job. Theory Y is probably more applicable to skilled professionals and what Peter Drucker called *knowledge workers'-managers, specialists, programmers, scientists, engineers-than people in unskilled jobs.

McGregor's two theories are based on Abraham Maslow's famous 'hierarchy of needs'. Theory X relates to the basic, 'lower order' needs at the bottom of the hierarchy, such as financial security, while Theory Y relates to 'higher order' needs such as esteem (achievement, status and responsibility) and self-actualization (personal growth and fulfilment) that can be pursued if basic needs are satisfied.

McGregor is widely considered to have laid the foundations for the modern people-centred view of management. However, Maslow spent a year studying a Californian company that used Theory Y, and concluded that there are many people who are not looking for responsibility and achievement at work. There will always be people with little self-discipline, who need security and certainty and protection against the burden of responsibility, so it is impossible to simply replace the “authoritarian Theory X with the 'progressive' Theory Y.

(From Ian Mackenzie (2010), English For Business Studies, 3rd ed, Cambridge

University Press, Unit 2, page 16)

IV. TRANSLATION.

Translate the following sentences into Vietnamese.

1. The greater demand for qualified personnel in many areas had created an employment bonanza for the relatively few Vietnamese who had the specialist skills, as well as thousands of expatriate workers, not just from the developed world, but also from places such as the Philippines, India and Pakistan.

2. The competition for skilled labour was fierce, with new arrivals in the employer market using generous salary offers to attract qualified staff.

3. A survey by Smart HR, a human resources consultancy based in Ho Chi Minh City,

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4. The main reason for this heavy demand for executives and managers had been the large wave of foreign direct investment in Vietnam's manufacturing sector over the previous few years: in 2007 alone, foreign direct investment had accounted for some $l1bn, or more than 12 per cent of gross domestic product.

5. Tax benefits soon speeded up the localisation process: the previous expatriation trend reversed as companies started to reduce the number of foreigners they employed.

manager and you hadn't moved in three years, ...

5. As more international companies invested in Vietnam, they ...

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MODULE 5 - JOB ADVERTISEMENT

(Finish all the following Vocabulary exercises before doing Reading Exercises in the course book.)

I. VOCABULARY 1. Multiple Choice.

Look at main point and detailed questions (page 60-HR_Market Leader) then choose

the best definitions for the following phrases. 1. in relation to

A. the way in which two people or groups of people feel and behave towards each other

B. similarity between two things: C. in connection with

A. part of a company's business year, rather than the whole year

B. temporary and intended to be used or accepted until something permanent exists C. in the time between two particular periods or events

5. stand for

A. circa means Approximate

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2. Matching.

Look at paragraph A-B (page 61-HR_Market Leader). Match the words/phrases

in the box with their definitions. There are FIVE extra words.

1. problems or disputes between employees and management

2. someone in a particular organization who has been elected to represent employees who belong to a particular trade union

3. the process of introducing newly hired employees to their new workplace

4. the process of finding suitable people and preparing them to replace important executives in an organization when these executives leave or retire

5. to watch and check a situation carefully for a period of time in order to discover something about it

3. Word Search.

Look at paragraphs C-D (page 61-HR_Market Leader) and find the words/phrases to

match the definitions below.

1. the process of moving employees to a different job, or of sending them to work in a different place

2. the act of organizing a company, business, or system in a new way to make it operate more effectively

3. demonstrated or proved skills or knowledge

4. much greater than usual, especially in skill, intelligence, quality,

5. a person such as an employee, customer, or citizen who is involved with an organization, society, etc. and therefore has responsibilities towards it and an interest in its success

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II. TEXT COMPLETION Text 1. Multiple Choice

Read the person specification and choose the best answers for each gap. PERSON SPECIFICATION

Job title Cable TV project manager

qualification

Check certificates

Interview

Skills and competence

- Project management - (4)_____

- (6)_____

Psychometric characteristics

- Mental toughness` - Good judgement

- (7)______ - imagination

(8)_____ testing

Other Languages: fluent English

Languages: fluent Russian

- interview - presentation

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Read the template below, fill in the numbered blanks with the phrases on Dmitri’s

notepad. There are FOUR extra phrases that do not match the post. DMITRI’S NOTEPAD

• 20% market share first year

• 95% on-time delivery of all stock items • Regional Director

• Autonomous marketing budget-to be arranged • Create brand identity

• To introduce and develop Mascotel’s cable TV provision • Make sales calls and demonstrate products

• Create business and implementation plans • Occasional business travel to New York office • All staff in new cable division

• Negotiate client contracts

• Carry out building inspections to ensure they meet with legal regulations

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Job title Cable TV project manager Date created/updated May 2021

Location Moscow

III. READING COMPREHENSION Text 1. True/False

Read the text and decide whether the statements are TRUE or FALSE.

1. Job Advertising is the only way for companies to target the right people.

2. Advertisements offer potential candidates more information why they should join this team and if they can meet the requirements or not.

3. It is not necessary for job advertisements to give accurate information about posts. 4. The main purpose of a job advertisement is to improve sales.

5. Job advertisements can also help companies promote their company names to the general public.

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WHY JOB ADVERTISEMENTS ARE IMPORTANT

Employment advertising is as important in the Bay area as it is anywhere in the working industry, no matter the position. Advertisements are how word spreads that you are looking for a new recruit to join your company. Advertisements are your way of giving potential employees more information on why they should join your team and not that of your competitors’. Therefore, in order to reach out to the best workers to join your workforce, it is important for any hiring manager to be able to write compelling job advertisements that provide accurate information about the role you want them to apply for. This article will break down reasons why job ads are important for anyone thinking of expanding their business:

Get the word out

The main purpose of a job advertisement is, obviously, to get the word out that you want to hire someone. These ads can take many forms, such as newspaper ads, billboards, or posts on channels like LinkedIn and Indeed. The idea is that the wider you cast your net, the more talented and skillful your potential employees will be.

Let people know about your company

In addition to marketing towards new recruits, you can also multitask and promote your company name to the general public, those who are not currently looking for an employment. In this way you are letting people in on the kind of work your company does. Job descriptions can also let people know about the company culture in a sense. For instance, people can pay attention and figure out if the language used in your ad is formal or casual. If you were a company specializing in comedy, your job ad would likely have a more casual tone.

Telling the general public in the Bay area that help is wanted in your company also doubles as advertising, because it lets them know that your company is still in business and is looking to expand its growth. Often when people don’t hear any news about a company for a while, it’s easy to forget that they are still around. Being a business that is able to stick around longer than others is sure to stick in people’s minds and make people consider consuming your products or using your services.

Target the right people

By making job advertisements, you are able to set the tone for your candidates’ applications. You can clearly state the required skills and experiences to be considered for an interview, and exclude the people who don’t meet these requirements. This way you can be sure that the ones who do apply are people who have what it takes to go to the next round of the recruitment process.

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Text 2. Questions/Answers.

Read the five job adverts. Answer the questions below. Choose A-E or None. Questions

Which job(s):

1. gives employees the opportunity to earn more by making sales?

2. gives employees the opportunity to earn more by working extra hours? 3. requires experience in the building trade?

4. does not require applicants to have IT skills? 5. requires the employee to make presentations?

A. IT Recruitment Officer

We are looking for recent graduates who would like to work with some of the most important companies in the digital industry. This post is based in Dubai. Once you have received training on our computer system, you will be responsible for:

- liaising with recruiters to create job descriptions - advertising jobs

- sourcing possible candidates - updating the database

We are looking for someone with passion, drive and commitment. Recruitment Resourcers must be able to work under pressure and be self-motivated and people-focused. These qualities will help you progress within the company. Recruitment Resourcers who are willing to learn can train to become Account Managers and Account Directors.

- Competitive basic salary plus commission

B. Logistics Associate

Our company is looking for someone to work in the sales and customer service department to ensure that customers have a professional service from the moment they place an order until they receive their shipment. The job is for 27 hours per week. Hours are negotiable. Opportunities for overtime are likely.

Your responsibilities will include: - placing and processing orders - keeping accurate records - processing returns and refunds The successful candidate will:

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Tài liệu tham khảo: Tài liệu bổ trợ môn tiếng anh chuyên ngành quản trị kinh doanh - Nguyễn Thị Thanh Trúc

PREFACE

This book is designed to provide a supplementary practice material for undergraduate students at Banking University Ho Chi Minh City majoring in Business Administration at the intermediate level of English proficiency.

The book consists of 2 main sections:

<b>Section 1 includes in-class practices covering nine particular modules of business </b>

administration, as required in the course syllabus. Each module provides abundant exercises such as multiple choices of word definitions, vocabulary matching, passage completion, reading comprehension, translation practice, and sentence building.

<b>Section 2 covers further exercises so that the students could use the terminology </b>

It also provides Suggested answers, Glossary and References.

Table of Contents

<b>SECTION 1 – IN-CLASS PRACTICE </b>

<b>MODULE 1- E-RECRUITMENT </b>

<b>MODULE 2 – APPRENTICESHIP</b>

<b>MODULE 3 - BONUSES AND INCENTIVES </b>

<b>MODULE 4 - HIRING LOCALLY AND ABROAD </b>

<b>MODULE 5 - JOB ADVERTISEMENT </b>

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