Unit 1 employment ut to read an artic

THE ECONOMIC PROBLEM UNIT 1 EMPLOYMENT GETTING READY 2 1 You are about to read an article about ‘high calible staff’ What does the phrase ‘high calible staff’ mean? What sort of people are they? 3 2 W.

UNIT 1 EMPLOYMENT

GETTING READY

1.You are about to read an article about calible staff’ What does the phrase calible staff’ mean? What sort of people are they?

‘high-2 What do you think motivates high-calible staff to stay with the same company?

- Finish the reading comprehension questions in

Microsoft Forms.

READING

MOTIVATING HIGH-CALIBRE STAFF

An organisation's capacity to identify, attract and retain high-quality, high-performing people who can develop winning strategies has become decisive in ensuring competitive advantage

High performers are easier to define than to find They are people with apparently limitless energy and enthusiasm, qualities that shine through even on their bad days They are full of ideas and get things done quickly and effectively They inspire others not just by pep talks but also through the sheer force of their example Such people can push their organisations to greater and greater heights

The problem is that people of this quality are very attractive to rival companies and are likely to be headhunted The financial impact of such people leaving is great and includes the costs of expensive training and lost productivity and inspiration

However, not all high performers are stolen, some are lost High performers generally leave because organisations do not know how to keep them Too many employers are blind or indifferent to the agenda of would be high performers, especially those who are young

Organisations should consider how such people are likely to regard important motivating factors

Money remains an important motivator but organisations should not imagine that it is the only one that matters In practice, high performers tend to take for granted that they will get a good financial package They seek motivation from other sources

Empowerment is a particularly important motivating force for new talent A high performer will seek to feel that he or she ‘owns’ a project in a creative sense Wise employers offer this opportunity

The challenge of the job is another essential motivator for high performers Such people easily become demotivated if they sense that their organisation has little or no real sense of where it is going

A platform for self- development should be provided High performers are very keen to develop their skills and their curriculum vitae Offering time for regeneration is another crucial way for organisations to retain high performers Work needs

to be varied and time should be available for creative thinking and mastering new skills The provision of a coach or mentor signals that the organisation has a commitment to fast- tracking an individual’s development

Individuals do well in an environment where they can depend on good administrative support They will not want to feel that the success they are winning for the organisation is lost because of the inefficiency of others or by weaknesses in support areas

Above all, high performers especially if they are young - want to feel that the organisation they work for regards them as special If they find that it is not interested in them as people but only as high- performing commodities, it will hardly be surprising if their loyalty is minimal On the other hand, if an organisation does invest in its people, it is much more likely to win loyalty from them and to create a community of talent and high performance that will worry competitors

From the Financial Times

1 What qualities of high school performers are mentioned in the articles?

They are people with apparently limitless energy and enthusiasm , qualities that shine through even on the bad days They are full of ideas and get thing done quickly and effectively They inspire others not just by pep talks but also through the sheer force of their example Such people can push their

organizations to greater and greater heights

(Paragraph 2)

A Answer the questions

2 What are the problems of losing high performers?

The finacial impacts of such people leaving is great and includes the costs of expensive training and lost productivity and inspiration.

(Paragraph 3)

Answer these questions

3 Which motivating factors are mentioned in the article?

Answer these questions

- Money

- Empowerment

- The challenge of the job

- A platform for self-development

- Time for generation

- Varied work

- Time for creative thinking and mastering new skills

- Provision of a coach or mentor

- Good administrative support

- Being regarded as special

B TRUE or FALSE

In order to stay competitive, it is essential for a company to change its top

personnel regularly

In order to stay competitive, it is essential for a company to change its top

personnel regularly

F

It is not easy for a firm to find high performers

T

Companies spend a lot taking on new staff and find it unprofitable to use the

people of talent

Companies spend a lot taking on new staff and find it unprofitable to use the

people of talent

F

In order to high performers to develop themselves, it is very important for

companies to provide them difficult work and short deadline

In order to high performers to develop themselves, it is very important for

companies to provide them difficult work and short deadline

F

High performers will leave the company or reduce their loyalty unless they find

their work challenging, reward attractive and themselves respected

High performers will leave the company or reduce their loyalty unless they find

their work challenging, reward attractive and themselves respected

T

Above all, high performers - especially if they are young - want to

115 feel that the organisation they work for regards them as special

If they find that it is not interested in them as people but only as

high-120 performing commodities, it will hardly be surprising if their loyalty is

minimal On the other hand, if an organisation does invest in

125 its people, it is much more likely to win loyalty from them and to

create a community of talent and high performers that will

130 worry competitors.

C VOCABULARY

Use these words or phrases from the article to answer the questions below.

Which word or phrase

1 is British for the American English resume?

…

2 refers to stealing employees from companies? ………

3 do you often find in job advertisements referring to money and

D CRITICAL THINKING

What are the advantages and disadvantages of:

2 having a mentor system?

3 fast-tracking certain employees?

4 frequent pep talks?

VOCABULARY EXTENSION

Exercise 1: Match the phrasal verbs in column A to the definitions in column B.

Exercise 2: Complete the following sentences with the phrasal verbs in Exercise 1 (Play a game)

1 count on 6 hand sth in

2 cut back on 7 look sth over

3 do sth over 8 turn down

4 figure sth out 9 call sth off

5 go against 10 think sth over

Exercise 3: Complete the story with the phrasal verbs given below.

I was really worried when I had to meet our new sales team in Tokyo as it was my first time there No one (1)……… at the airport to meet me Sachiko, the person meeting me, had been given the wrong information When we finally met, she (2)……… me really well The next day we (3)……… the retail outlets, and I actually (4)……… their sales meeting on the last day In the evening the sales team offered to (5)……… for dinner, but I had

to (6)……… because I was really tired However, I’m really (7)……… my next visit, and I’ll certainly (8)……… their offer of dinner next time.

2 A looked around B looked forward to C looked after

3 A looked around B looked forward to C looked after