Unit 2. Carreers

Warm-up

1. What are the most popular professions today?

2. What do headhunters deal with?

Vocabulary

1. Read the text and find words/ expressions which mean the following:

1. a synonym to competitor r________

2. money which spends on producing c_______

3. a list of questions discussed at the meeting a________

4. giving people, especially employees, the freedom and authority to make their own decisions e__________________

5. in competition with r____________

6. a responsible, trustworthy and hardworking person h_________________

2. Translate the following sentences into English:

1. Исполнительный сотрудник – находка для работодателя.

2. На рынке занятости существует жесткая конкуренция.

3. Мотивированный персонал способствует развитию фирмы.

4. Чтобы удержать высококвалифицированного сотрудника каждая фирма создает свою собственную систему бонусов и стимулов.

5. Главной ошибкой любого успешного работника является восприятие своих успехов как должное.

6. Если соискатель на работу имеет впечатляющий список курсов повышения квалификации и блестящее образование, это еще не значит, что он будет отличным сотрудником.

Reading

Read the article and render it

Motivating high-calibre staff

by Michael Douglas

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

Grammar

Complex subject

Сложное подлежащее или субъектный инфинитивный оборот состоит из существительного в общем падеже или местоимения в именительном падеже (I, you, he, she, it, we, they) + инфинитив. Переводится на русский язык сложноподчиненным предложением. Перевод предложений со сложным подлежащим необходимо начинать с глагола-сказуемого, соответствующего обычно в русском языке неопределенно-личным оборотам: говорят, кажется, полагают и т.п.

Each company is believed to calculate its own budget.

Полагают, что каждая компания рассчитывает свой собственный бюджет.

Не is supposed to work for the international company.

Предполагают, что он работает на международную компанию.

а) Глагол-сказуемое в предложениях с субъектным инфинитивным оборотом «сложное подлежащее» обычно используется в пассивной форме и выражает отношение говорящего к высказыванию. К таким глаголам относятся: say сказать, see видеть, hear слышать, state утверждать, report сообщать, announce объявлять, believe считать, полагать, верить, suppose предполагать, знать, understand понимать, inform сообщать, admit допускать, assume полагать, считать, prove доказывать и др. Например:

The modern economist is considered to know accounting.

Считается, что современный экономист знает бухгалтерский учет.

б) Глаголы turn out оказываться, seem казаться, happen случаться, appear казаться используются в активном залоге.

Unemployment level seems to go up.

Кажется, (что) уровень безработицы растет.

в) Субъектный инфинитивный оборот также употребляется, когда сказуемое выражено прилагательными likely вероятный, unlikely маловероятный, certain/sure несомненный, обязательный, безусловный, следующими за глаголом-связкой.

Businesses are likely to lay off their staff because of the financial crisis.

Вероятно, что предприятия будут сокращать свой персонал из-за финансового кризиса.