1 Перекладіть письмово текст з англійської на рідну мову

Pluralistic and unitary frames of reference

A frame of reference is the totality of all the attitudes, preassumptions and psychological influences that determine how a person perceives and interprets issues and events. In the industrial relations context, people with 'unitary' frames of reference regard both sides of industry (management and employees) as having identical interests and, in conseguence, believe that workers should naturally co-operate with management , should work together as a team, and actively seek to assist management achieve its objectives. Human resources management therefore, needs to involve the unification of effort, the implementation of measures designed to inspire and motivate the workforce, the communication to workers of details of the organization’s wider goals, and the construction of policies for securing employees' loyalty and commitment to the firm.

The problems with unitarism are that:

- it cannot comprehend the motives of individuals who do not regard everyone in the organisation as 'being in the same boat';

- arguably, it fails to recognise the inevitability of conflicts of interest in certain management/employee situations;

- it can impair the efficient resolution of disputes.

Hence, 'pluralism' has been suggested as a more effective approach. A pluralistic frame of reference is one which sees conflicts of interest , and disagreements between managers and workers over the distribution of the film's profits as the normal and inescapable state of affairs. Realistically, therefore, management should accept that conflicts will necessarily occur, and thus should seek to resolve them by establishing sound procedures for settling disputes. Pluralism assumes that the best way to achieve consensus and long-term stability in management/worker relations is for management to recognise conflicting interests, to negotiate compromises, and to balance the demands of various groups. This implies the need for grievance procedures, joint-negotiation committees, union-recognition committees, union-recognition agreements, arbitration arrangements, and so on, i.e. all the mundane, practical and utilitarian, devices traditionally associated with personnel management.

2 Read and translate these sentences.

1 In your place I’d try and get in touch with them right away.

2 How would you spend the week-end?

3 In his place I’d accept the job. It’s interesting.

4 In your place I’d get your younger son to start playing tennis.

3 Change conditional sentences of type I into sentences of type II

1 If you take this medicine it will do you good.

2 If she takes bus 27 she will get there in a quarter of an hour.

3 If you get to know them well you will grow fond of them.

4 If he goes out without his coat on he will catch a cold.

4 Choose the sentences in 1)Present Indefinite Passive; 2)Past Indefinite passive; 3)Future Indefinite Passive and translate them.

1 Their letter was received yesterday.

2 The offer will be discussed tomorrow

3 Where will the children be taken on Sunday?

4 Was the book translated into Russian last year?

5 The passengers were taken to the plane by a stewardess.

6 The price problem was settled by them yesterday.

7 By whom is the letter signed?

8 Their address must be found right away.

9 Are the goods to be shipped next week?

10 Can the goods be delivered next week?

11 The cable is to be sent to-day

5 Translate into Russian paying special attention to complex object.

1 I’ve never known him to talk with such authority.

2 He hated people argue like that.

3 I didn’t even try to make him change his mind.

4 Nobody noticed Michelle leave the house.

5 I want the matter to be settled quickly.

Модульна контрольна робота №3

з дисципліни „Англійська мова за професійним спрямуванням”

для студентів ІІ курсу факультету інноваційної економіки і кібернетики

напрям підготовки "Управління персоналом і економіка праці"

Варіант № 5