Stuvia-8050107-business-english-woordenlijst-topic-1-leaders-and-entrepreneurs-1e-jaar-bedrijfsmanagement.pdf

# Understanding work and jobs This topic explores the fundamental vocabulary and concepts related to employment, including how to inquire about someone's profession, various employment arrangements, and common word combinations involving 'work'. ### 1.1 Asking about someone's job The most direct way to ask about someone's occupation is "What do you do?". In Dutch, this translates to "Wat doe je van werk?" [2](#page=2). ### 1.2 Describing your work There are several ways to describe your employment situation: * **I work for...** This phrase is used when indicating the company or entity you are employed by [2](#page=2). * **I work on...** This is used to describe spending time producing something [2](#page=2). * **I run...** This implies being the head of something [2](#page=2). * **I manage...** This means succeeding in doing or dealing with something [2](#page=2). * **Working under someone:** If someone is your boss, you "work under me" or "work under him/her" [2](#page=2). * **A responsibility + infinitive/-ing:** This signifies something that is your job or duty to deal with. For example, "I'm responsible for..." followed by a verb ending in -ing [3](#page=3). * **In charge of + noun:** This means having control over something or someone [3](#page=3). * **I deal with...** This indicates handling or managing a particular matter [3](#page=3). * **I work with...** This describes collaboration or interaction with others [3](#page=3). ### 1.3 Word combinations with 'work' Understanding common phrases involving 'work' is crucial for fluency: * **To work / to have work / to be in work:** This means you have a job [3](#page=3). * **To be out of work:** This means you do not have a job [3](#page=3). * **To leave for work:** Refers to the act of departing for your place of employment [3](#page=3). * **To go to work:** This describes the journey to work, which can be by various modes of transport such as car, bike, train, public transport, or on foot [3](#page=3). * **To get to work:** This is synonymous with arriving at work [3](#page=3). * **To be at work:** This means being at the location where you perform your job [3](#page=3). * **To take time off work:** This means being away from work, typically due to illness [3](#page=3). ### 1.4 Types of jobs and types of work Employment can be categorized in several ways: * **A full-time job / works full-time:** This refers to a job that occupies the entire normal working week [3](#page=3). * **A part-time job / works part-time:** This describes a job that involves less time than a normal working week [3](#page=3). * **A permanent job / permanent work:** This is a job that does not finish after a fixed period; it is not temporary [3](#page=3). * **A temporary job / temporary work:** This is a job that concludes after a predetermined period [4](#page=4). * **Freelancing / a freelancer / freelance (adj):** This describes independent individuals who work for multiple different companies on a contract basis [4](#page=4). ### 1.5 Older and newer ways of working The document also touches upon terminology related to different working environments and practices: * **An office worker:** Someone who performs their job in an office setting [4](#page=4). * **A nine-to-five job:** A job that typically starts at 9 a.m. and concludes at 5 p.m. [4](#page=4). * **Working hours:** The specific hours an individual is expected to work [4](#page=4). * **A swipe card:** A card that is used by sliding it through a machine to gain access to an office [4](#page=4). * **To clock on / to clock in:** To register the time of arrival at work [4](#page=4). * **To clock off / to clock out:** To register the time of departure from work [4](#page=4). * **Flexitime / flexible hours:** The ability to work when you choose, within certain defined limits [4](#page=4). * **A shift / working in shifts:** Working in turns, at different times and days, such as the day shift or night shift [4](#page=4). * **Overtime:** Working additional hours beyond the standard working day, typically for extra pay [4](#page=4). * **To commute:** To make the same journey regularly between one's home and place of work [4](#page=4). * **A commuter:** A person who travels to work on a daily basis [4](#page=4). * **Teleworking / telecommuting:** Working from home and using technology like computers and phones to maintain communication with colleagues and clients [4](#page=4). * **Rush hour:** The period of the day when traffic is at its densest [4](#page=4). * **Working in the city centre:** Employment located in the central business district of a city [4](#page=4). * **Working at an SME-zone (Small and medium-sized enterprises):** Employment situated in an area designated for small and medium-sized businesses [4](#page=4). > **Tip:** When describing your job, be precise. Use phrases like "I work for [company name]" or "I'm responsible for [task]" to convey clear information. > **Example:** Instead of saying "I work at a company," be more specific: "I work for a tech startup as a software developer," or "I'm responsible for managing client accounts at a marketing agency." --- # Recruitment, selection, and qualifications This section details the processes of finding and hiring employees, from recruitment agencies and applying for jobs to selection procedures like interviews and tests, as well as the necessary skills and qualifications for a role. ### 2.1 Recruitment Recruitment is the process of finding people for particular jobs. When a company accepts an individual as an employee, that person is said to be recruited. A recruit is a person who has been hired for a job. To employ or to hire someone means to have them work for you and pay them for it. Joining a company means becoming a member of it [6](#page=6). Recruiters or recruitment agencies are individuals or organizations that help companies find candidates for specific positions. Headhunters and headhunting involve outside specialists who are hired to find individuals for very important jobs and persuade them to leave their current employers. Key individuals recruited by headhunting are described as being headhunted [6](#page=6) [7](#page=7). > **Tip:** Understanding the terminology related to recruitment is crucial for comprehending the hiring process from both the employer's and the applicant's perspective. #### 2.1.1 Applying for a job Individuals apply for jobs by utilizing various channels and submitting specific documentation. Situations vacant pages in newspapers are traditional sources for job advertisements. Applying for a job, also known as making an application, is the act of requesting employment. An application form is a document that must be completed when applying for a job. Many companies also list job vacancies on dedicated jobs websites [7](#page=7). When applying, candidates typically submit a CV (curriculum vitae), which is a document detailing their education, qualifications, and previous work history. Alongside the CV, a covering letter, also known as an application letter, is often required. This letter explains the applicant's motivation for the role and their suitability for it [7](#page=7). > **Example:** A recent graduate might use a jobs website to find entry-level positions, submit their CV and a tailored covering letter to each application. ### 2.2 Selection procedures Selection procedures are the methods a company employs to hire people. The process begins with evaluating an applicant, who is a person competing for a job. This evaluation often involves reviewing their background, which is a summary of their work history and performance in previous roles. Experience, defined as knowledge or skill gained through doing things, is a key factor [7](#page=7). Qualifications are the required knowledge and skills necessary to begin a job. Candidates are assessed through various means, including group discussions, which involve exchanging views on a topic within a group setting. A job interview, also called an application interview, is a conversation where an interviewer asks questions about a candidate's skills, personality, and vision to determine their suitability for a role. Psychometric tests are used to evaluate a candidate's intelligence and personality [8](#page=8). Companies may "shortlist" candidates, meaning they select a few individuals for further consideration. References are crucial; these are written documents or statements from previous employers, teachers, or others who can attest to a candidate's work achievements, skills, and character. The individuals providing these statements are known as referees [8](#page=8). If a candidate is deemed suitable, the employer may offer them a job. A job offer is a proposal from an employer to grant employment. An applicant can then choose to accept a job or turn it down (reject it). The final stage is appointing someone, which means officially choosing them for a job or responsibility [8](#page=8). ### 2.3 Skills and qualifications #### 2.3.1 Education and training Education and training are fundamental to acquiring the necessary skills and qualifications for a profession. A graduate is someone who has recently completed university studies. Paper qualifications, such as degrees, certificates, or diplomas, serve as documentation proving an individual's skill to perform certain tasks. To "have qualifications in" a particular field means possessing the knowledge and skills needed to start a profession in that area [8](#page=8) [9](#page=9). Work experience refers to the practical experience a person has gained from employment. Training involves preparing oneself or others for a job by learning the required skills. To qualify as something, for instance, a doctor, involves successfully completing a training course that enables one to perform that job. Graduating from a university with a degree in a specific study signifies the successful completion of a course. In-house training refers to courses conducted within the company, while management development focuses on improving the skills of managers through training. Attending courses or going on courses involves taking lessons. Acquiring experience means gathering practical knowledge and skills through work. A skill is a specific ability to do something well [9](#page=9). > **Tip:** It is important to distinguish between formal qualifications (e.g., degrees) and practical work experience, as both are highly valued by employers. #### 2.3.2 Skilled and unskilled labour Labour can be categorized based on the level of skill required. Highly skilled roles, such as a car designer, demand extensive expertise. Skilled roles, like a car production manager, require significant knowledge and training. Semi-skilled positions, for example, a taxi driver, involve a moderate level of training and ability. Unskilled roles, such as a car cleaner, typically require minimal training and specialized knowledge [9](#page=9). #### 2.3.3 The right person for the job Companies look for individuals who possess a combination of relevant skills, experience, and personal attributes that align with the job requirements and company culture. This often involves assessing not just technical competencies but also soft skills such as communication, problem-solving, and teamwork [9](#page=9). --- # Compensation, benefits, and workplace structures This section explores the various ways employees are compensated, the benefits they receive, and the different structures and roles within organizations. ### 3.1 Compensation and benefits Compensation refers to the monetary and non-monetary rewards provided to employees in exchange for their work. This encompasses a range of payment structures and additional benefits designed to attract, retain, and motivate the workforce [11](#page=11). #### 3.1.1 Types of direct compensation * **Salary:** A fixed amount of money paid to an employee regularly, usually on a monthly or bi-weekly basis, regardless of the exact hours worked [10](#page=10). * **Basic salary:** The fundamental salary amount before any additional payments like bonuses or commissions are added [10](#page=10). * **Wage:** Compensation paid to employees based on the number of hours they have worked during a pay period [10](#page=10). * **Overtime:** Work performed beyond the standard working hours, often compensated at a higher rate [10](#page=10). * **Tip:** An additional sum of money given by customers to service workers beyond the bill amount [11](#page=11). * **Commission:** A payment calculated as a percentage of sales made by an employee [11](#page=11). * **Bonus:** An extra amount of money given as a reward for work or as encouragement, often tied to achieving specific company objectives. This can also be referred to as a performance bonus [11](#page=11). * **Minimum wage:** The lowest hourly wage that employers are legally permitted to pay their workers [10](#page=10). #### 3.1.2 Benefits packages and perks Benefits packages are comprehensive offerings that go beyond base pay, aiming to enhance employee well-being and security [10](#page=10). * **Perks (fringe benefits):** Additional non-wage items provided by a company to its workers, such as a company car, smartphone, or fuel card [10](#page=10). * **Benefits package:** Encompasses all advantages an employee may receive in addition to their salary, including bonuses, health insurance, and a company car [10](#page=10). * **Company car:** A vehicle owned by the company and used by an employee for work-related purposes [10](#page=10). * **Health plan:** Health insurance coverage designed to pay for medical treatment costs if an employee becomes ill [10](#page=10). * **Pension:** Funds received regularly by an individual after they have stopped working [10](#page=10). * **Share options (stock options):** The right granted to an employee to purchase company shares at a predetermined, often lower, price [11](#page=11). #### 3.1.3 Broader concepts of compensation * **Pay:** The general term for money received in return for work, encompassing both salary and wages [11](#page=11). * **Remuneration (Compensation 1):** Refers to pay and conditions, particularly relevant for senior management [11](#page=11). * **Remuneration package (Compensation package):** Includes all the pay and benefits employees receive [11](#page=11). * **Compensation / Severance payment (Compensation payment):** Money and benefits provided to an employee when they are forced to leave the organization [11](#page=11) [2](#page=2). * **Compensation package (severance package):** The money and benefits received upon forced departure from an organization [11](#page=11). > **Tip:** Understanding the distinction between salary and wages is crucial. Salary implies consistent pay, while wages are directly tied to hours worked. #### 3.1.4 Working conditions Working conditions refer to the environmental factors related to an employee's work, including hours, safety, and paid holidays [10](#page=10). ### 3.2 Workplace structures and roles Organizations are structured in various ways, with distinct roles and management hierarchies designed to facilitate operations and achieve business objectives [12](#page=12). #### 3.2.1 Management and employees * **Management:** The process of planning, organizing, and overseeing a business [12](#page=12). * **CEO (Chief Executive Officer):** The highest-ranking executive responsible for running a company [12](#page=12) [19](#page=19). * **Finance:** The department responsible for managing money and investments [12](#page=12). * **Marketing:** The process of promoting and selling products or services [12](#page=12). * **White-collar workers:** Employees typically working in office environments [12](#page=12). * **Manual workers (Blue-collar workers):** Workers who perform physical labor, often in factories or trades [12](#page=12). * **Supervisor:** A person who oversees and manages a team or individual employees [12](#page=12). * **Shop floor:** The area in a factory where production activities take place [12](#page=12). * **Labour:** The work performed by people to produce goods and services [12](#page=12). #### 3.2.2 Organizational locations and administration * **Sites:** Physical locations where a company conducts its business operations [12](#page=12). * **Head office (Headquarters HQ):** The primary location where the most senior managers work [13](#page=13). * **Offices:** Rooms or spaces where employees perform their tasks [13](#page=13). * **Open-plan offices:** Large, undivided areas where multiple employees work together [13](#page=13). * **Administration (admin):** The essential day-to-day work that supports a company's core activities [13](#page=13). * **Administrative staff (support staff):** Personnel who provide assistance, often with technical issues [13](#page=13). * **Technical support:** Individuals who provide technical assistance to customers or users of a company's products [13](#page=13). #### 3.2.3 Labour relations and unions * **Labour:** Refers to all individuals working for a company, excluding management, particularly in manufacturing sectors [13](#page=13). * **Costs (labour costs):** Expenses incurred by companies for their workforce [13](#page=13). * **Dispute:** A disagreement that arises between management and labour [13](#page=13). * **Leader:** An individual in charge of an organization that represents workers [13](#page=13). * **Relations:** The general relationship between management and employees [13](#page=13). * **Shortage:** A period where there is insufficient availability of workers [13](#page=13). * **Unrest:** A period characterized by disagreement between management and employees [13](#page=13). * **Labour unions (trade unions):** Organizations that defend the interests of workers [13](#page=13). * **Industrial action:** Measures taken by workers when they are dissatisfied with pay or working conditions [13](#page=13). * **Strike (stoppage, walk-out):** Workers cease working for a defined period [13](#page=13). * **Go-slow:** Workers continue working but at a significantly reduced pace [13](#page=13). * **Overtime ban:** Workers refuse to work any hours beyond their standard contractual obligations [13](#page=13). #### 3.2.4 Human Resources * **Human resources department (HRD) / Personnel department:** A department in larger organizations responsible for managing employee-related matters such as pay and recruitment [14](#page=14). * **Human resources (HR) / Human resource management:** Encompasses all decisions related to pay, recruitment, and other employee management aspects [14](#page=14). #### 3.2.5 Company structure and career paths * **Restructure (reorganise):** To alter a company's organizational framework to enhance its performance [14](#page=14). * **Flat(ter) structure:** A company organization with fewer hierarchical layers of management [14](#page=14). * **Lean(er) structure:** A company organization characterized by fewer, more productive employees [15](#page=15). * **Company hierarchy:** The arrangement of individuals within a company based on their level of authority [15](#page=15). * **Downsize:** To reduce the number of employees in a company to cut costs [15](#page=15). * **Delayer:** To reduce the number of management layers within an organization [15](#page=15). * **Efficiency:** The capability to achieve results with minimal waste of resources or effort [15](#page=15). * **Profits:** The financial gain a company achieves after deducting all expenses [15](#page=15). * **Career paths:** The sequence of jobs that constitute an individual's professional journey [14](#page=14). * **Work your way up the career ladder:** To advance one's career progression [14](#page=14). * **Promotion:** Moving to a job with greater seniority and responsibility [14](#page=14). * **Senior:** Indicating a higher position or greater responsibility [14](#page=14). * **Demote:** To move to a job with less seniority or responsibility [14](#page=14). * **Retirement:** The conclusion of an individual's working life [14](#page=14). * **Retire:** To end one's working career [14](#page=14). #### 3.2.6 In-house staff vs. freelancers * **Outsource:** To hire external companies or individuals to perform tasks previously handled internally [15](#page=15). * **In-house personnel:** Employees who are directly employed by the company [15](#page=15). * **Contractors:** Independent workers engaged for specific tasks [15](#page=15). * **Temporary contracts:** Employment agreements for a fixed duration [15](#page=15). * **Flexibility:** The capacity to adjust working hours, tasks, or conditions as needed [15](#page=15). * **Job insecurity:** The feeling of uncertainty about the longevity of one's employment [15](#page=15). * **Performance reviews:** Regular meetings with a manager to discuss an employee's job performance [15](#page=15). #### 3.2.7 Leaving a company * **Resign (hand in your notice):** To voluntarily leave a company [15](#page=15). * **Dismissed (terminated, fired, sacked, given the sack):** To be forced to leave a company due to wrongdoing [15](#page=15). #### 3.2.8 Management hierarchy and roles * **Management organigram:** A diagram illustrating the management structure of a company [18](#page=18). * **Chairman / Chairwoman / Chief executive / Managing director:** The most senior individual responsible for a company's overall operations [18](#page=18). * **Non-executive directors:** External advisors, often with specialized industry knowledge, who provide guidance [18](#page=18). * **Senior executives (Executive directors):** High-level managers involved in major decision-making and company strategy [18](#page=18). * **Middle managers:** Managers overseeing departments or teams, reporting to senior executives [18](#page=18). * **Line managers:** Managers who directly supervise employees and are responsible for the day-to-day operations of a specific department [18](#page=18). * **The board:** All company directors collectively [18](#page=18). * **Boardroom:** The location where company directors convene for meetings [18](#page=18). * **Head of... (Boss):** The individual in charge of a department or organization [19](#page=19). * **To head (up):** To lead a project or team [19](#page=19). * **Executive (exec):** A high-level manager [19](#page=19). > **Tip:** In the UK, directors are typically at the top of the corporate hierarchy, while managers are positioned in the middle. #### 3.2.9 US Management roles * **President:** Can be equivalent to Chairman or Chief Executive [19](#page=19). * **Chief Executive Officer (CEO):** The highest-ranking executive responsible for key corporate decisions [19](#page=19). * **Chief Operating Officer (COO):** Oversees the daily operations of the company [19](#page=19). * **Chief Financial Officer (CFO):** Holds financial authority within the company [19](#page=19). * **Vice Presidents (VPs):** Senior managers responsible for specific functional areas [19](#page=19). #### 3.2.10 Businesspeople and leaders * **Businessperson:** An individual who works in their own business or as a manager within an organization [20](#page=20). * **Entrepreneur (founder):** Someone who initiates and establishes their own company [20](#page=20). * **To found (establish):** To start a company [20](#page=20). * **Start-up:** A newly formed business in its initial stages of development [20](#page=20). * **Entrepreneurial / Entrepreneurship:** Traits and skills associated with entrepreneurs, such as innovation and risk-taking [20](#page=20). * **To grow your business:** To expand or develop a business by increasing revenue, customer base, or market share [20](#page=20). * **Establishment:** The act of founding an organization [20](#page=20). * **Business leaders (Captains of industry):** Successful business figures, particularly heads of large organizations, who drive significant change [20](#page=20). * **Leadership skills:** The abilities required to effectively guide, motivate, and manage a team or organization [20](#page=20). * **Magnates/moguls/tycoons:** Individuals in charge of very large business empires [20](#page=20). #### 3.2.11 Types of organizations * **Business (company, firm, concern, enterprise):** An organization engaged in producing, buying, and selling goods or services [21](#page=21). * **Big business:** Refers collectively to large companies [21](#page=21). * **Sizes of businesses:** * **Self-employed:** Individuals who work for themselves [21](#page=21). * **Small or medium enterprise (SME):** A business of small to medium size in terms of employees and revenue [21](#page=21). * **Multinational:** A large company operating in numerous countries [21](#page=21). * **Corporation:** A large business entity [21](#page=21). * **Corporate:** Pertaining to a large company [21](#page=21). * **Commercial:** Related to money-making business activities [22](#page=22). * **State-owned/government-owned company:** A company owned and operated by the government [22](#page=22). * **Nationalized companies:** Private companies that have been taken over by the government [22](#page=22). * **To nationalize:** The process where the government assumes control of a private company or industry [22](#page=22). * **To privatize (privatization):** The denationalization process, converting a state-owned company to private ownership [22](#page=22). * **Bureaucracy (bureaucratic):** A system for managing government departments characterized by rigid rules and slow decision-making [22](#page=22). * **Freelancer (sole trader, sole owner, sole proprietor):** Independent individuals working for multiple companies [22](#page=22). * **Partnership:** An agreement between two or more individuals to manage business activities and share profits and liabilities [23](#page=23). * **Partners:** Individuals or companies collaborating in a partnership [23](#page=23). * **Limited liability:** A legal structure where partners' personal assets are protected from business debts if the partnership goes bankrupt [23](#page=23). * **To go bankrupt:** To run out of money and be unable to meet financial obligations [23](#page=23). * **Assets:** Anything of material value owned by an individual or company [23](#page=23). * **LLP (Limited liability partnership):** A type of partnership offering limited liability [23](#page=23). * **Ltd (Limited company):** A company with limited liability [23](#page=23). * **Inc. (Incorporate):** Indicates a company is a corporation [23](#page=23). * **PLC (Public limited company):** A company whose shares are traded on a stock exchange [23](#page=23). * **Mutual:** An insurance company owned by its members, who share in profits, with no shareholders [23](#page=23). * **Member:** A person belonging to a group or organization, such as a mutual [23](#page=23). * **To demutualize (demutualization):** The process of transforming a mutual into a public limited company with shareholders [23](#page=23). * **Non-profit organization (not-for-profit organization, charity):** An organization with a social mission, such as aiding the sick or promoting the arts [24](#page=24). * **Voluntary sector:** All organizations focused on creating social impact rather than profit [24](#page=24). * **Volunteers:** Unpaid workers [24](#page=24). * **Fundraising:** The process of collecting money for a specific purpose, often for a charity [24](#page=24). * **To donate (donation):** To give money, goods, or time to support an organization [24](#page=24). --- # Workplace issues, stress, and cross-cultural business This topic examines common challenges faced in the workplace, the nature and management of stress, and the impact of cultural differences on international business interactions. ### 4.1 Workplace issues Workplace issues encompass a range of problems that can negatively affect employees and the work environment. #### 4.1.1 Employment termination When employment ends, various terms are used depending on the circumstances. * **Laid off / made redundant / offered early retirement**: These terms apply when an employee is forced to leave a company, typically due to a lack of work, rather than any wrongdoing on their part [16](#page=16). * **Outplacement**: This refers to advice provided to help individuals find new employment or retrain after leaving a company [16](#page=16). #### 4.1.2 Discrimination Discrimination involves treating individuals unfairly based on certain characteristics. * **Discrimination**: This occurs when people are treated differently from each other in an unfair manner [16](#page=16). * **Sex discrimination**: This is unfair treatment of a woman because she is a woman [16](#page=16). * **Glass ceiling**: This is an invisible barrier that prevents minorities and women from advancing beyond a certain level within an organization [16](#page=16). * **Racial discrimination (racism)**: This involves unfair treatment based on a person's race [16](#page=16). * **Racist (adj)**: Describes behavior showing prejudice or hatred towards people based on their race [16](#page=16). * **A racist**: A person who makes offensive remarks about someone's race [16](#page=16). * **Positive discrimination (Equal opportunities / Affirmative action)**: This involves providing assistance in education and employment to groups who have historically faced discrimination [16](#page=16). * **A dignity at work policy**: This type of policy addresses issues of discrimination, bullying, and harassment [16](#page=16). #### 4.1.3 Bullying and harassment These issues involve the misuse of power and unwelcome behavior in the workplace. * **To bully**: This is when a manager uses their position of power to harm or threaten an employee [17](#page=17). * **A bully**: The person who engages in bullying behavior [17](#page=17). * **Sexual harassment**: This occurs when an employee behaves sexually towards another in a way that is unwelcome and unacceptable [17](#page=17). * **To harass / Lastigvallen**: These terms relate to unwelcome and unacceptable behavior, often with a sexual connotation [17](#page=17). #### 4.1.4 Health and safety issues These relate to ensuring employee well-being and preventing harm in the workplace. * **Health and safety issues**: Problems concerning the protection of employees' well-being at work [17](#page=17). * **Bad working environment**: A workplace with poor conditions that can negatively impact employee health or mood [17](#page=17). * **Health and safety inspectors**: Officials who ensure that factories and offices are safe places to work [17](#page=17). * **Passive smoking**: The act of breathing in smoke from other people's cigarettes [17](#page=17). * **Repetitive strain injury (RSI)**: A physical injury resulting from performing the same movement repeatedly [17](#page=17). * **Dangerous machinery**: Equipment that poses a risk of harm if not used correctly [17](#page=17). * **Hazardous substances**: Chemicals or materials that can be harmful to health if not handled properly [17](#page=17). * **Fire hazards**: Conditions or items that increase the risk of fire in a workplace [17](#page=17). * **Heating and air-conditioning**: Systems designed to regulate indoor temperature for comfort [17](#page=17). * **First aid**: Emergency care provided immediately after an injury, before professional medical help is available [17](#page=17). * **Industrial accident**: An accident caused by dangerous machinery or hazardous substances [17](#page=17). * **Compensation**: Money or other benefits received by an individual after an injury resulting from a work accident [17](#page=17). ### 4.2 Stress and stress management Stress is a common workplace phenomenon, and understanding its causes and management is crucial for well-being. #### 4.2.1 When work is stimulating Stimulating work can be positive and lead to satisfaction. * **Rewarding (adj)**: Describes something that provides satisfaction [27](#page=27). * **To feel stretched**: This is the feeling that work is difficult yet stimulating [27](#page=27). * **Stimulating**: Describes something interesting and pleasant [28](#page=28). * **Challenging**: Refers to work that is difficult but in an enjoyable and interesting way [28](#page=28). #### 4.2.2 When stimulation turns to stress When the demands of work become excessive, stimulation can transform into stress. * **Pressure**: The feeling of needing to complete tasks quickly or to a high standard of perfection [28](#page=28). * **To feel overwhelmed**: The sensation of being unable to cope with demands [28](#page=28). * **A demand**: What someone requires or expects from another person or entity [28](#page=28). * **Stress**: A feeling of worry or tension caused by pressure [28](#page=28). * **Stress-induced**: Something that occurs as a result of stress [28](#page=28). * **To be under stress / To become stressed out**: To experience stress [28](#page=28). * **Overwork (noun)**: Engaging in excessive or overly demanding work [28](#page=28). * **Breakdown**: A state where stress leads to physical or emotional exhaustion [28](#page=28). * **Burned out**: Experiencing such extreme stress and fatigue from work that one can no longer function professionally [28](#page=28). #### 4.2.3 Downshifting Downshifting is a strategy to reduce stress by opting for a less demanding lifestyle. * **Rat race**: A stressful, competitive lifestyle characterized by a lack of leisure time [28](#page=28). * **Escape the rat race**: To intentionally move away from such a lifestyle [28](#page=28). * **Treadmill**: The feeling that work is excessively competitive [28](#page=28). * **A lifestyle**: The manner in which a person lives, encompassing their habits and activities [28](#page=28). * **Stressful  unstressful**: These terms describe the degree to which an environment or activity causes stress or its absence [28](#page=28). * **A better quality of life**: A more relaxed way of living, potentially in a rural setting [28](#page=28). * **Quality time with…**: Meaningful time spent with loved ones [28](#page=28). * **Work-life balance**: Achieving a state where the demands of one's job are harmonized with the need for relaxation and time with family and friends [28](#page=28). * **Downshifting (rebalancing)**: The conscious choice to work in less stressful ways [29](#page=29). * **A downshifter**: An individual who practices downshifting [29](#page=29). ### 4.3 Cross-cultural business Understanding cultural differences is essential for effective international business interactions. #### 4.3.1 Cultures and culture Culture broadly defines shared ways of thinking and behaving within a group. * **Culture**: The prevailing customs, values, and behaviors within a specific country, social class, or organization [30](#page=30). * **Values**: Principles that individuals consider important [30](#page=30). * **Beliefs**: Convictions that people hold to be true [30](#page=30). * **Stereotypes**: Fixed ideas about groups of people that may not be accurate [30](#page=30). * **Enterprise culture**: Refers to the culture within a specific business or organization [30](#page=30). #### 4.3.2 Power and distance Cultural dimensions related to power influence hierarchical structures and communication styles. * **Cultural differences**: Variations in the thinking and behavior patterns of people from different cultures [31](#page=31). * **Cultural dimensions**: Aspects of culture that shape behavior and values [31](#page=31). * **A team of equals**: A group where all opinions are given equal consideration [31](#page=31). * **Deference**: Showing respect towards others [31](#page=31). * **Power-distance**: The extent to which power is unequally distributed within a society or organization [31](#page=31). * **Low power-distance culture**: Characterized by accessible managers, employee involvement in decision-making, and a team of equals [31](#page=31). * **High power-distance culture**: Marked by distant managers and a requirement for employees to show significant deference [31](#page=31). * **Hierarchical**: A system where individuals are ranked based on importance or authority [31](#page=31). * **Management layers**: The various levels of management within an organization [31](#page=31). * **A form of address**: The manner in which one speaks or writes to someone [31](#page=31). * **Familiar**: Interacting with someone in a friendly and informal way [31](#page=31). #### 4.3.3 Individualism This dimension contrasts the emphasis placed on individual versus group needs. * **Individualism / Individualist**: The belief that each person is unique, self-reliant, and independent [31](#page=31). * **Collectivism / Collectivist**: The belief that group needs should be prioritized over individual needs [31](#page=31). * **A connection**: A relationship or link between people or things [31](#page=31). * **An autonomous / independent**: Not relying on others; self-governing [31](#page=31). * **Identity**: A person's sense of self [31](#page=31). * **Loyalty**: The commitment to not harm the group [31](#page=31). * **Trust**: Belief in the honesty and reliability of others [31](#page=31). * **Harmony**: A state of peaceful cooperation and agreement [31](#page=31). #### 4.3.4 Time Cultural perspectives on time influence work schedules and expectations. * **Working hours**: The specific hours an employee is expected to be at work daily [32](#page=32). * **Presenteeism**: Being physically present at work when one is not truly needed or productive [32](#page=32). * **Holiday(s) / Vacation**: Days when people are not required to work, often for rest or celebration [32](#page=32). * **Public holiday(s) / Bank holiday(s)**: Legally recognized days off work, often for national observance [32](#page=32). * **Meals**: Regularly scheduled times for eating, such as breakfast, lunch, and dinner [32](#page=32). * **Entertaining**: Offering enjoyment or amusement [32](#page=32). * **Lunch break**: A designated period during the workday for eating lunch [32](#page=32). * **Working breakfast**: A breakfast meeting held at work to discuss business matters [32](#page=32). * **Punctuality**: The habit of being on time for appointments and meetings [32](#page=32). * **Boundaries between work and private life**: The limits separating professional responsibilities from personal time [32](#page=32). * **To phone**: To make a telephone call [32](#page=32). #### 4.3.5 Cross-cultural communication Effective communication across cultures requires awareness of various non-verbal and verbal cues. * **Distance**: The physical space maintained between individuals during interaction [32](#page=32). * **Eye contact**: Looking directly into another person's eyes during conversation [32](#page=32). * **Gesture**: A movement of the body or hands that conveys a message [32](#page=32). * **Greetings, goodbyes**: The conventional ways of saying hello and farewell in a culture [33](#page=33). * **Humour**: The quality of being amusing or entertaining [33](#page=33). * **Physical contact**: Touching another person as a form of communication, such as a handshake or hug [33](#page=33). * **Presents**: Gifts given to others [33](#page=33). * **Rules of conversation**: Guidelines for polite and effective communication within a culture [33](#page=33). * **Role of silence**: The way pauses or silence are used and interpreted in communication [33](#page=33). --- ## Common mistakes to avoid - Review all topics thoroughly before exams - Pay attention to formulas and key definitions - Practice with examples provided in each section - Don't memorize without understanding the underlying concepts

| Term | Definition | |------|------------| | Business | The activity of producing, buying, and selling goods and services, involving commercial, industrial, or professional occupations. | | Outplacement | Professional advice and support provided to employees who have been made redundant, to assist them in finding new employment. | | What do you do? | A common question used to inquire about an individual's profession or occupation. | | I work for... | A phrase indicating employment with a specific company, organization, or entity. | | I work on... | This phrase refers to the act of spending time actively engaged in producing or developing something. | | I run... | To be in charge of or manage a business, organization, or operation. | | I manage... | To successfully handle, control, or direct something or someone. | | Responsibility | A duty or obligation to deal with or handle something, often implying a level of authority or accountability. | | I’m responsible for... | This phrase indicates that someone has control over or is in charge of a particular task, area, or person. | | I deal with... | To handle, manage, or interact with specific matters, situations, or people. | | To work | To have a job or be employed, engaged in paid labor or a specific occupation. | | To be out of work | To be unemployed and not currently have a job. | | To leave for work | The action of departing from home with the intention of going to one's place of employment. | | To go to work | The act of traveling to one's place of employment, often specifying the mode of transport used. | | To get to work | To successfully arrive at one's workplace. | | To be at work | To be present at the location where one performs their job duties. | | To take time off work | To be absent from one's job, typically due to illness or other approved reasons. | | Full-time job | Employment that requires working for the entire duration of the standard working week. | | Part-time job | Employment that involves working for fewer hours than a standard full-time working week. | | Permanent job | A position of employment that does not have a predetermined end date and continues indefinitely. | | Temporary job | A position of employment that is limited to a specific, fixed period. | | Freelancing | The practice of working as an independent individual, offering services to multiple different companies on a contract basis. | | Office worker | An individual whose occupation involves working within an office environment. | | Nine-to-five job | A job that typically starts at 9 a.m. and concludes at 5 p.m., representing standard business hours. | | Working hours | The specific hours during which an individual is expected to perform their job duties. | | Swipe card | A card that must be inserted into a machine to gain access to a building or specific area, commonly used in offices. | | To clock on / To clock in | The process of registering the time of arrival at work, often using a timekeeping system. | | To clock off / To clock out | The process of registering the time of departure from work, also typically using a timekeeping system. | | Flexitime / Flexible hours | A work arrangement that allows employees to choose their working hours within certain agreed-upon limits. | | Shift (working in shifts) | A scheduled period of work, where employees work in turns at different times and days, often in rotation. | | Overtime | Work performed in addition to the regular or standard working hours, usually compensated at a higher rate. | | To commute | To travel the same route regularly between one's home and place of work. | | Commuter | A person who travels regularly to and from their place of employment. | | Teleworking / Telecommuting | The practice of working from home and utilizing communication technologies like computers and phones to interact with colleagues and clients. | | Recruitment | The process of finding suitable individuals to fill specific job openings within an organization. | | Recruit | An individual who has been successfully hired and accepted as an employee by a company. | | To Employ | To engage someone to work for you in exchange for payment; synonymous with hiring or recruiting. | | Recruitment Agencies | Organizations or individuals specializing in assisting companies to identify and attract potential candidates for various positions. | | Headhunters | Specialized external recruiters who identify and persuade key individuals to leave their current employment for highly important roles. | | To Apply for a Job | The formal act of requesting consideration for a vacant position, typically by submitting an application. | | Situations Vacant Pages | Sections in newspapers dedicated to advertising job openings available in the market. | | Application Form | A standardized document that candidates must complete as part of the process of applying for a job. | | Jobs Website | An online platform that lists available job vacancies, allowing employers to post openings and job seekers to search for them. | | CV (Curriculum Vitae) | A comprehensive document detailing an individual's educational background, acquired skills, and prior work history, submitted to potential employers. | | Covering Letter | A document accompanying a CV or application form, explaining the applicant's motivation for the role and suitability for the position. | | Selection Process | The systematic set of methods and procedures employed by an organization to evaluate and choose candidates for employment. | | Background | A concise overview of an applicant's past work history, accomplishments, and performance in previous roles. | | Applicant (Candidate) | A person actively competing for a job or position within an organization. | | Experience | The knowledge and practical skills acquired by an individual through engaging in activities or work over a period of time. | | Qualifications | The specific knowledge, skills, and credentials an individual possesses that are deemed necessary to perform a particular job effectively. | | Group Discussion | A selection method involving multiple candidates exchanging views on a specific topic to assess their communication and teamwork abilities. | | Job Interview | A formal conversation where an employer asks questions to assess a candidate's suitability for a role based on their skills, personality, and outlook. | | Psychometric Test | A standardized assessment designed to measure an individual's intelligence, personality traits, and aptitudes relevant to job performance. | | To Shortlist | The act of selecting a smaller group of the most promising candidates from a larger pool for further consideration. | | Reference | A written or verbal statement from a previous employer or associate providing information about a candidate's work ethic, skills, and character. | | Referee | An individual, such as a former employer or teacher, named by a candidate who can attest to their work achievements, skills, and personal qualities. | | To Offer a Job | The formal proposal made by an employer to a candidate, inviting them to accept a specific position. | | Job Offer | A formal proposition from an employer to an individual, outlining the terms and conditions of employment for a particular role. | | To Turn a Job Down | To formally reject an offer of employment that has been extended by a prospective employer. | | To Accept a Job | To formally agree to take on a position offered by an employer. | | To Appoint | The act of officially selecting an individual for a job or a position of responsibility within an organization. | | Graduate | An individual who has successfully completed a course of study at a university or college. | | Paper Qualifications | Formal documents, such as degrees, certificates, or diplomas, that attest to an individual's acquired skills and knowledge for specific tasks. | | To Have Qualifications In | Possessing the requisite knowledge, skills, and credentials needed to commence and perform effectively in a particular profession. | | Work Experience | The practical knowledge and skills an individual has gained through previous employment or related work activities. | | To Train for (To train as, A training in) | The process of preparing oneself or another individual for a job by learning and developing necessary skills. | | To Qualify as | Successfully completing a training program or educational course, thereby obtaining the necessary credentials to practice in a specific profession. | | In-house Training | Educational or skill-development programs conducted within the premises of an organization for its employees. | | Management Development | A strategic process aimed at enhancing the skills and competencies of managers within a company, often through specialized training initiatives. | | A Skill | A specific, demonstrable ability to perform a task or activity proficiently. | | Salary | A fixed amount of money paid by an employer to an employee for work performed, typically on a regular basis, and it remains the same regardless of the hours worked. | | Basic Salary | The standard or normal salary of an employee, before any additional payments like bonuses or commissions are added. | | Wage | Compensation paid to employees calculated based on the number of hours they have worked within a specific pay period. | | Perks (Fringe Benefits) | Additional non-monetary items or advantages provided by a company to its workers, beyond their regular salary, such as a company car or smartphone. | | Benefits Package | The comprehensive collection of all advantages and benefits an employee may receive from their employer in addition to their salary. | | Company Car | A vehicle that is owned by the company and made available for an employee to use, primarily for work-related purposes. | | Health Plan | A form of insurance that covers the costs associated with medical treatment should an employee become ill. | | Pension | A regular sum of money that an individual receives after they have stopped working, typically accumulated over their working life. | | To Earn | The act of receiving payment for work performed; to be paid for services rendered. | | Minimum Wage | The lowest hourly wage rate that employers are legally permitted to pay their workers, as mandated by law. | | Tip | An extra amount of money given to service workers by customers, in addition to the standard bill, as a token of appreciation. | | Commission | A percentage of the revenue generated from sales that is paid to an employee as a form of compensation. | | Bonus (Performance-Related Bonus) | An extra sum of money given to an individual as a reward for their work performance or as an incentive for achieving specific company objectives. | | Working Conditions | The circumstances and environment in which employees perform their jobs, including aspects like working hours, safety regulations, and paid leave entitlements. | | Pay | The remuneration given to individuals in exchange for their labor, encompassing both salaries and wages. | | Remuneration (Compensation) | The total compensation and benefits provided to employees, particularly associated with senior management roles. | | Remuneration Package (Compensation Package) | Encompasses all forms of pay and benefits provided to employees in return for their work. | | Share Options (Stock Options) | The right granted to an individual to purchase shares in a company at a predetermined, often reduced, price. | | Compensation (Severance Payment) | Money and other benefits provided to an individual when they are required to leave an organization. | | Compensation Payment (Severance Payment) | The monetary sum an individual receives when they are forced to leave their employment. | | Compensation Package (Severance Package) | The combined monetary and non-monetary benefits an individual receives upon being forced to leave an organization. | | Boardroom Row | The designated space within a company where its board of directors convenes for meetings. | | Fat Cats | A colloquial term for executives who receive exceptionally high pay and benefits that are perceived as undeserved relative to their contributions. | | Management | The process of planning, organizing, directing, and overseeing the operations of a business to achieve its objectives. | | CEO (Chief Executive Officer) | The highest-ranking executive within a company, responsible for its overall direction and management. | | Finance | The branch of management concerned with the control and management of money, investments, and other financial assets. | | Marketing | The process of promoting and selling products or services, including market research and advertising. | | White-Collar Workers | Employees who typically perform office-based work, often involving administrative, managerial, or professional duties. | | Manual Workers (Blue-Collar Workers) | Workers who perform physical labor, commonly in industrial settings, construction, or trades. | | Supervisor | An individual responsible for overseeing and managing the work of a team or group of employees. | | Shop Floor | The specific area within a factory or plant where the production and manufacturing processes take place. | | Labour | The work performed by people in the creation of goods and services; the human effort involved in production. | | Sites | Specific physical locations where a company conducts its business operations or has a presence. | | Head Office (Headquarters - HQ) | The primary administrative center of a company, where the most senior management typically works. | | Offices | Rooms or spaces within a building designated for employees to carry out their work. | | Open-Plan Offices | Large, undivided work areas where many employees are situated together, often with minimal partitions. | | Administration (Admin) | The essential day-to-day work required to support and facilitate a company's overall activities and operations. | | Administrative Staff (Support Staff) | Personnel who provide assistance and support to users, particularly with technical issues or administrative tasks. | | Technical Support | Individuals or teams that provide technical assistance to customers or users of a company's products or services. | | Costs | The expenses that companies incur for labor, as distinct from expenditures on materials or other resources. | | Dispute | A formal disagreement or conflict arising between management and labor groups. | | Leader | An individual who holds a position of authority and represents the interests of workers within an organization. | | Relations | The general nature of the connection and interactions between management and employees within a company. | | Shortage | A period where there is insufficient availability of personnel to fill required positions. | | Unrest | A period characterized by significant disagreement or conflict between management and employees. | | Labour Unions (Trade Unions) | Organizations established to represent and defend the interests of workers in their dealings with employers. | | Industrial Action | Measures taken by workers when they are dissatisfied with their pay or working conditions, such as strikes. | | Strike (Stoppage, Walk-out) | A collective refusal by workers to work for a specified period as a form of protest or negotiation tactic. | | Go-Slow | A form of industrial action where workers deliberately reduce their pace of work to be slower than usual. | | Overtime Ban | A type of industrial action where workers refuse to work any hours beyond their standard contracted work time. | | Human Resources Department (HRD) | A department within larger organizations responsible for managing employee-related functions like pay and recruitment. | | Human Resources (HR) (Human Resource Management) | Encompasses all decisions and processes related to employee matters such as pay, recruitment, and training. | | Retirement | The cessation of an individual's working life. | | To Retire | The act of ending one's professional career and ceasing to work. | | Career Paths | The sequence of jobs and positions that constitute an individual's professional journey over time. | | To Work Your Way Up the Career Ladder | To progress and advance one's career by taking on increasingly senior roles and responsibilities. | | Getting Promotion | The act of being moved to a job that is of higher rank or status within an organization. | | Senior | Referring to a position of greater importance, authority, or responsibility within an organization. | | To Demote | The act of moving an employee to a job of lesser rank or status, often with reduced responsibilities. | | To Restructure (To Reorganise) | To change the internal organization or structure of a company with the aim of improving its performance. | | Flat(ter) | Describes a company structure characterized by having fewer hierarchical layers of management. | | Lean(er) | Refers to a company structure that employs fewer, but more productive, individuals. | | Company Hierarchy | The structured arrangement of individuals within a company based on their level of authority and reporting lines. | | To Downsize | The process of reducing the number of employees in a company, typically to cut operational costs. | | To Delayer | The act of reducing the number of management layers within an organizational structure. | | Efficiency | The capability to achieve desired results with minimal expenditure of resources, such as time, effort, or money. | | Profits | The financial gain a company makes after deducting all its expenses and costs. | | To Outsource | To contract external companies or individuals to perform tasks or services that were previously handled internally. | | In-house Personnel | Employees who are directly employed by the company and work as part of its regular staff, not externally contracted. | | Contractors | Independent workers who are hired by a company to complete specific tasks or projects for a defined period. | | Temporary Contracts | Employment agreements that are valid for a fixed duration, rather than being permanent positions. | | Flexibility | The capacity of an organization or individual to adapt working hours, tasks, or conditions as needed to meet varying demands. | | Job Insecurity | The feeling or state of uncertainty regarding the long-term stability and continuation of one's employment. | | Performance Reviews | Regular meetings between a manager and an employee to evaluate and discuss the employee's job performance and development. | | To Resign (To Hand In Your Notice) | The voluntary act of leaving one's employment with a company. | | Dismissed (Terminated, Fired, Sacked, Given the Sack) | The state of being forced to leave a company due to a serious misconduct or violation of rules. | | Chairman / Chairwoman | The highest-ranking individual responsible for overseeing and leading a company's board of directors. | | Chief Executive | The senior executive responsible for the overall management and operation of a company. | | Managing Director | The executive responsible for the day-to-day operations and management of a company, often equivalent to a CEO. | | Non-Executive Directors | Individuals who serve on a company's board but are not involved in its daily management, often providing external advice. | | Senior Executives | High-level managers within a company who are responsible for major strategic decisions and overall company direction. | | Executive Directors | High-level managers who hold directorships and are involved in the strategic leadership and decision-making of the company. | | Middle Managers | Managers who oversee specific departments or teams and report to senior executives, bridging the gap between top management and line staff. | | Line Managers | Managers who directly supervise employees and are accountable for the daily operations within their specific department or work unit. | | The Board | The collective group of directors who oversee the governance and strategic direction of a company. | | Boardroom | The room or chamber where a board of directors holds its meetings. | | The Head of... (A Boss) | The person in charge of a particular department, team, or organization. | | To Head (Up) | To lead, manage, or be in charge of a project, team, or department. | | An Executive (An Exec) | A high-level manager within an organization, typically involved in strategic decision-making. | | President (US) | In the United States, often the top position in a company, potentially equivalent to Chairman or CEO. | | Chief Executive Officer (CEO) (US) | The highest-ranking executive in a U.S. company, responsible for major corporate decisions and overall strategic direction. | | Chief Operating Officer (COO) (US) | The executive responsible for overseeing the day-to-day operational activities of a company. | | Chief Financial Officer (CFO) (US) | The executive responsible for managing a company's financial affairs and having financial authority. | | Vice Presidents (VPs) (US) | Senior managers in U.S. companies who are in charge of specific functional areas or divisions. | | Businessperson | An individual who is involved in business, either by running their own company or working as a manager in an organization. | | Entrepreneur | A person who starts and takes on the financial risks of a new business venture. | | Founder | The individual or individuals who establish and initiate a company or organization. | | To Found (To Establish) | The act of creating or starting a company or organization. | | Start-up | A newly established business, typically in its initial stages of development and growth. | | Entrepreneurial / Entrepreneurship | Pertaining to the qualities and characteristics associated with entrepreneurs, such as innovation, initiative, and risk-taking. | | To Grow Your Business | To expand or develop a business by increasing its revenue, customer base, or market presence. | | Establishment | The act or process of founding or setting up an organization or institution. | | Business Empire | A large conglomerate or group of companies that are owned and controlled by a single individual or family. | | Business Leaders (Captains of Industry) | Highly successful businesspeople, especially those at the helm of major organizations, who significantly influence their sectors. | | Leadership Skills | The abilities and competencies required to effectively guide, motivate, and manage a team or organization. | | Magnates / Moguls / Tycoons | Individuals who wield significant power and influence in large business enterprises, often controlling vast business empires. | | Business (Company, Firm, Concern, Enterprise) | An organization engaged in the production, buying, and selling of goods and services. | | Big Business | Refers collectively to large-scale companies and corporations. | | Sizes (Self-Employed, Small or Medium Enterprise (SME), Multinational) | Classifications of businesses based on their scale, including individuals working for themselves, businesses of intermediate size, and companies operating globally. | | Corporation | A large business entity that is legally separate from its owners and shareholders. | | Corporate | Pertaining to or characteristic of a large company or corporation. | | Commercial | Relating to or focused on business activities intended to generate profit. | | State-owned / Government-owned Company | A company that is owned and operated by the government. | | Nationalized Companies | Private companies that have been taken over and are now owned and controlled by the government. | | To Nationalize | The process by which a government takes ownership of a private company or industry. | | To Privatize / Privatization | The process of transferring ownership of a company or industry from the government to private entities. | | Bureaucracy / Bureaucratic | A system of administration, often in government departments, characterized by inflexible rules, complex procedures, and slow decision-making. | | Freelancer (Sole Trader, Sole Owner, Sole Proprietor) | An independent individual who works for multiple different companies or clients on a contract basis. | | Partnership | An agreement between two or more individuals or entities to jointly operate a business, sharing profits and liabilities. | | Partners | Individuals or companies who agree to work together in a partnership. | | Limited Liability | A legal structure where the personal assets of the owners are protected from business debts; they are only liable up to the amount of their investment. | | To Go Bankrupt | To become unable to pay debts; to run out of money and cease operations. | | Assets | All property and possessions of material value owned by a person or company. | | LLP (Limited Liability Partnership) | A partnership structure that provides limited liability to its partners. | | Ltd (Limited Company) | A company whose owners' liability is limited to the amount of capital they have invested. | | Inc. (Incorporate) | Indicates that a company is incorporated and is a separate legal entity. | | PLC (Public Limited Company) | A company whose shares are traded publicly on a stock exchange. | | Mutual | An organization, typically an insurance company, owned by its members rather than shareholders, with profits shared among members. | | Member | An individual who belongs to a group or organization, such as a mutual society. | | To Demutualize / Demutualization | The process of transforming a mutual organization into a public limited company with shareholders. | | Non-Profit Organization (Not-for-Profit Organization, Charity) | An organization established for social purposes, such as aiding the sick, poor, or promoting arts, rather than for financial gain. | | Voluntary Sector | The collective of organizations whose primary objective is to create social impact rather than to generate profit. | | Volunteers | Individuals who offer their services without receiving payment. | | Fundraising / Money Collection | The process of gathering money for a specific cause or organization, often for a charity. | | To Donate / A Donation | To give money, goods, or time voluntarily to support a cause or organization. | | Time | The duration or measurement of existence and events, quantified in hours, minutes, or seconds. | | Timescale (Timeframe) | The total period within which a particular task, project, or event is expected to occur or be completed. | | Schedule (Timetable) | A plan detailing the specific times or dates when particular activities or events are due to happen. | | Lead Time | The duration required to prepare, complete, or deliver a product or service from initiation to final delivery. | | On Schedule | Indicating that a project or task is being completed at the planned or expected time. | | Ahead of Schedule | Indicating that a project or task is being completed earlier than the planned or expected time. | | Behind Schedule | Indicating that a project or task is being completed later than the planned or expected time. | | Delayed / A Delay | Occurring later than originally planned or expected; a postponement of an event or process. | | Laid off | To be made redundant or offered early retirement; to be forced to leave a company through no fault of your own, usually because there is not enough work. | | Discrimination | Treating people differently from each other in an unfair way. | | Sex discrimination | Unfair treatment of a woman specifically because she is a woman. | | Glass ceiling | An invisible barrier that prevents minorities and women from advancing beyond a certain level in an organization. | | Racial discrimination | Treating someone unfairly because of their race, also known as racism. | | Racist (adj) | Exhibiting prejudice or hatred towards people based on their race. | | Positive discrimination | Actions taken to provide help and opportunities in education and employment to groups that have historically faced discrimination, also referred to as equal opportunities or affirmative action. | | Dignity at work policy | A policy designed to address and prevent issues such as discrimination, bullying, and harassment in the workplace. | | Bullying | When a manager uses their position of power to harm or threaten an employee. | | Bully | The person who engages in bullying behavior. | | Sexual harassment | Behavior of a sexual nature directed towards an employee that is unwelcome and unacceptable to them. | | Health and safety issues | Problems related to ensuring the well-being and protection of employees in the workplace. | | Bad working environment | A workplace characterized by poor conditions that can negatively impact employees' health or mood. | | Health and safety inspectors | Officials who ensure that factories and offices are safe environments for employees to work in. | | Passive smoking | The act of inhaling smoke from cigarettes being smoked by other people. | | Repetitive strain injury (RSI) | A physical injury that results from performing the same movement repeatedly over time. | | Dangerous machinery | Equipment that poses a risk of harm if not operated correctly. | | Hazardous substances | Chemicals or materials that can be detrimental to health if not handled properly. | | Fire hazards | Factors or conditions that increase the risk of fire occurring in a workplace. | | First aid | Immediate emergency care provided after an injury occurs, before formal medical treatment is available. | | Industrial accident | An accident that arises from the use of dangerous machinery or hazardous substances in an industrial setting. | | Compensation | Money or other benefits provided to an individual who has suffered an injury due to a work-related accident. | | Rewarding (adj) | Providing satisfaction or a sense of accomplishment. | | To feel stretched | Experiencing work as difficult but also stimulating and engaging. | | Stimulating | Engaging, interesting, and capable of making one feel good. | | Challenging | Difficult in a way that is both interesting and enjoyable. | | Pressure | A feeling of urgency or the need to perform a task quickly or to a high standard. | | To feel overwhelmed | Experiencing a sensation of being unable to cope or manage due to excessive demands. | | A demand | Something that is required or requested by someone. | | Stress | A state of worry or tension brought on by pressure. | | Stress-induced | Occurring as a result of stress. | | To be under stress | To experience the effects of stress, synonymous with becoming stressed out. | | Overwork (noun) | Engaging in excessive or overly demanding work. | | Breakdown | A state of physical or emotional exhaustion caused by prolonged stress. | | Burned out | Being so excessively stressed and fatigued by work that one feels unable to continue working. | | Rat race | A highly competitive and stressful lifestyle with little time for personal relaxation or enjoyment. | | Treadmill | The feeling of excessive competitiveness in one's work life. | | A lifestyle | The characteristic way in which a person lives, encompassing their habits and activities. | | Stressful | Causing or contributing to stress. | | Unstressful | Not causing or contributing to stress; relaxed. | | A better quality of life | A more relaxed and fulfilling way of living, possibly involving relocation to a less demanding environment. | | Quality time with… | Time spent meaningfully and intentionally with loved ones. | | Work-life balance | A state of equilibrium between the demands of one's job and the necessity for relaxation and personal time with family and friends. | | Downshifting | The act of choosing to work in less demanding or stressful ways, often involving a rebalancing of priorities. | | A downshifter | An individual who practices downshifting. | | Leadership | The capacity to guide and direct a group of individuals towards a common objective. | | Subordinates | Individuals who work under the direction and authority of a manager. | | A system of command and control | An organizational structure where leaders make decisions and subordinates are expected to follow them. | | Born leaders | Individuals who naturally possess leadership qualities and abilities. | | Charisma | An appealing quality that inspires admiration and a desire to follow an individual. | | Visionary | Possessing the ability to clearly perceive and anticipate future developments. | | A visionary (person) | Someone characterized by strong foresight and creativity, capable of envisioning future possibilities. | | A vision (thing) | An inspiring mental image of a future state or a specific goal. | | Drive | A strong internal motivation and determination to achieve a particular objective. | | Dynamism | The quality of being energetic, enthusiastic, and actively engaged. | | Energy | The capacity to be physically and mentally active and vigorous. | | Distant (= remote) | Not easily approachable or communicable with. | | Accessible (= approachable) | Easy to meet and talk to; readily available for interaction. | | Management style | The particular way in which a manager leads and directs their team. | | Consultation | The process of seeking advice or input from others before making a decision. | | Management by consensus | The practice of making decisions based on achieving agreement among group members. | | To impose decisions in a top-down approach | Forcing people to accept ideas or decisions that they have not agreed with, originating from higher levels of authority. | | Consensual | Able to build consensus and achieve agreement among parties. | | Authoritarian | A management style where one individual makes decisions without seeking input from others. | | Empowerment | The act of granting individuals more responsibility and authority to make decisions independently without needing prior approval from managers. | | Initiative | The ability to start tasks or projects independently without being directed to do so. | | Decision-making | The process of choosing between different options or determining a course of action. | | Decentralized | The distribution of power and authority to make decisions among more individuals at various levels within an organization. | | Bureaucratic | Characterized by numerous rules and complex procedures, often leading to rigidity. | | To delegate / Delegation | The act of entrusting responsibility for tasks or work to other people rather than performing all tasks oneself. | | Culture | The customary way of doing things within a particular country, social class, or organization. | | Values | Principles or standards that individuals consider important or desirable. | | Beliefs | Convictions or acceptances that certain things are true. | | Stereotypes | Fixed, often oversimplified, ideas or beliefs about particular groups of people that may not be accurate. | | Cultural differences | The variations in the ways people from different cultures think, behave, and interact. | | Cultural dimensions | Specific aspects of culture that significantly influence behavior, values, and attitudes. | | A team of equals | A group where every member’s opinion is given equal consideration and value. | | Deference | Respect shown towards someone, often due to their higher status or authority. | | Power-distance | The extent to which power is distributed unequally within a society or organization. | | Hierarchical | A system organized into levels based on rank, importance, or authority. | | Management layers | The distinct levels of managers within an organizational hierarchy. | | A form of address | The manner in which one speaks or writes to another person, often indicating respect or familiarity. | | Familiar | Interacting with someone in a friendly, informal, and relaxed manner. | | Individualism | The belief that each person is unique, independent, and responsible for their own well-being and success. | | Individualist | A person who embodies or adheres to the principles of individualism. | | Collectivism | The belief that people should prioritize the needs and goals of the group over their own individual desires. | | Collectivist | A person who embodies or adheres to the principles of collectivism. | | A connection | A relationship or link between individuals or entities. | | Autonomous | Independent and not reliant on others for decision-making or support. | | Independent identity | A sense of self that is not contingent upon or defined by external affiliations. | | Loyalty | The feeling of commitment and faithfulness, often demonstrated by a refusal to betray or harm a group. | | Trust | Belief in the honesty, integrity, and reliability of another person. | | Harmony | A state of peaceful cooperation, agreement, and concord among individuals or groups. | | Presenteeism | The act of being present at work when one is not truly needed or able to be productive. | | Holiday(s) (= vacation) | Designated days when people are not required to work, often for rest or celebration. | | Public holiday(s) (= Bank holiday(s)) | Legally recognized days on which employees are not required to work. | | Meals | Regularly scheduled times designated for eating, such as breakfast, lunch, and dinner. | | Entertaining | Providing enjoyment or amusement. | | Lunch break | A period during the workday when employees can take time off to eat. | | Working breakfast | A breakfast meal consumed at work where business matters are discussed. | | Punctuality | The quality of being on time for appointments and meetings. | | Boundaries between work and private life | The limits that separate professional responsibilities and work-related time from personal life and activities. | | To phone | To make a telephone call to someone. | | Distance | The physical space maintained between individuals during social interactions. | | Eye contact | The act of looking directly into another person's eyes while communicating. | | Gesture | A movement of the body or hands used to convey a message or meaning. | | Greetings, goodbyes | The conventional ways of saying hello and farewell to others. | | Humour | The quality of being amusing or entertaining; the ability to perceive or express what is funny. | | Physical contact | Touching another person as part of communication, such as a handshake or a hug. | | Presents | Gifts given to someone. | | Rules of conversation | Guidelines for engaging in polite and effective communication with others. | | Role of silence | The purposeful use of pauses or silence within the context of communication. |