Vocabulary notes

suggestion – предложение

offer – предлагать

keep sth. in mind – иметь ввиду

encourage – ободрять, поощрять

path – путь

forsee – представлять себе, предвидеть

share standards – соответствовать стандартам

insist – настаивать

contribute to – сделать вклад

respond – отвечать

shuffle feet – шаркать ногами

avert eyes – отводить глаза

mumble – бормотать

make choice – делать выбор

coach – тренер

follow up the result – следить за результатами

further – дальнейший

put forth the effort – прилагать усилия

change sb’s behaviour, habits – изменить чье-либо поведение, привычки

notice – замечать

resolve – решать

appreciate – ценить

keep up the good work – продолжать хорошо работать

quantum leap – количественный скачок

get used to sth – привыкнуть к чему-либо

operate differently – действовать иначе

recognize – узнавать, признавать

Ex. 1. Translate the sentences into Russian:

1. What’s your attitude towards the employees’ suggestions concerning this problem?

2. She has been keeping it in her mind all the time.

3. The manager has encourages us today.

4. His shuffling feet and averted eyes showed that something was wrong.

5. Did you make a choice yesterday?

6. He followed up the results achieved by us.

7. Why did he change his behaviour towards you?

8. The manager appreciated the employees’ efforts.

Ex. 2. Make up sentences with the words and word combinations:

1. to offer, an offer, offering sth;

2. to encourage, courageous, courage, to discourage;

3. to share standards, a share, to share a room, sharing sb’s grief;

4. to consider, consideration;

5. to get used to sth, to use sth, to be useful, use;

6. to recognize, recognition.

Ex. 3. What would you say if you took part in these dialogues? Dramatize them.

1. I think that it’s not necessary for employees to take part in problem solving process. It’s Manager’s responsibility. Do you agree with me?

2. I think that……………………………………………………………………….

1. What’s your reaction if the employees don’t want to solve the problems and make suggestions themselves? How can you encourage them to offer something useful?

2. You should………………………………………………………………………

1. Why do you insist that employees contribute their suggestion? Isn’t it simple if you do it yourself?

2. You are not right because………………………………………………………

1. Who elaborates the plans for future actions at your company?

2. I can tell you that ……………………………………………………………….

1. Do you follow up the result after taking decision?

2. Yes, I do, because……………………………………………………………….

1. Our Manager has never noticed the employees’ efforts in solving different problems, and never appreciated them. I don’t like it, and what about you?

2. …………………………………………………………………………………..

Text II. Situational leadership as the key to effectively managing people

For over 25 years, major corporations and organizations throughout the world have used the concepts of Situational Leadership to improve the effectiveness of their managers. One of the most outstanding leadership models was developed by Dr. Hersey and Dr. Blanshard at Ohio State University to provide managers with a practical and simple approach to achieve the best results from their people.

There are many ways you can be an effective leader – there is no single “school solution” to the management process.

Leadership is defined as any attempt to influence the behaviour of an individual or the group. Accomplishing a task or reaching a goal through the efforts of other people means a person is engaged in leadership. Real leadership means managing people fairly for mutually rewarding and productive purposes and has nothing to do with manipulation – taking unfair advantage of or influencing others for self-interest, or making people feel uncomfortable.

Motivating and controlling people toward accomplishment of planned objectives requires 3 important skills: understanding past behaviour – predicting future behaviour – directing, changing and controlling behaviour.

Research studies indicate that effective leaders can be engaged in different types of behaviour: task behaviour and relationship behaviour.

Task behaviour provides guidance and direction – the leader clearly spells out duties and responsibilities to an individual or group about everything.

Relationship behaviour emphasizes two-way communication with followers and exchanging information with them. This type tends to be more nonverbal than task behaviour. Synonyms for relationship behaviour are supporting, facilitating and encouraging.

Some good leaders manage to combine both types of behaviour in their work, though all of them have different leadership styles.

Leadership style is defined as the leader’s patterns of behaviour – including both words and actions as perceived by others.

There are 4 leadership style:

• High task, low relationship behaviour (The leader provides specific instructions and supervises followers closely, sometimes it’s called “telling”);

• High task, high relationship behaviour (The leader explains decisions and provides followers with opportunities for clarification – “selling”);

• High relationship, low task behaviour (The leader shares ideas with followers and facilitates decision making – “participating”);

• Low relationship, high task behaviour (The leader turns over responsibility for decisions and implementation to followers – “delegating”).