Glossary

| 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. |

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