Text 4. DISTANCE TEACHING AT UNIVERSITY LEVEL

1. University authorities put emphasis on distance education

2. I work on the problem of choosing distance teaching methods

3. Nobody doubts that a lot of problems exist in the nineteen sixties

4. Vocationally-oriented courses finish around 3.30

5. Vocationally-oriented courses are directly responsible to the parents

6. University authorities may confer a degree for remarkable achievement in the sphere of distance education

7. Our institution tries to tackle problems of vocationally-oriented courses

8. The government removed this restriction

9. Less than 3% of children pass the Matriculation Examination

10. Younger children do not pay the entrance fee to this institution

11. Less than 3% of children pave the way to a proper basic education

12. I am interested in the process of correspondence studies

13. Less than 3% of postgraduate students study independently for the degree

14. Younger children do not pay the entrance fee for the tuition

15. Less than 3% of postgraduate students present themselves for a degree

16. Vyatka state university of humanities began to review its policies in the sphere of distance education

17. More than 90% of postgraduate students attend full-time courses

18. Not less than 3% of postgraduate students study privately towards degrees.

Text 4. DISTANCE TEACHING AT UNIVERSITY LEVEL

1. Реферируемая статья озаглавлена «Дистанционное обучение на университетском уровне»

2. Статья посвящена описанию дистанционного обучения в Лондонском университете.

3. В соответствии с автором дистанционное обучение в Англии имеет длинную историю.

4. Если быть точнее, методы дистанционного обучения существовали ещё 130 лет назад.

5. Дело в том, что Лондонский университет существует с 1836 г.

6. Автор указывает, что это было первое учреждение с дистанционным обучением.

7. Подчёркивается, что университет проводил экзамены и присуждал степени, но не учил.

8. Автор касается того факта, что власти сняли это ограничение в 1858 г.

9. В действительности, студенты сдавали экзамен на аттестат зрелости и платили за поступление.

10. В конце автор статьи подчёркивает, что проблема выбора методов дистанционного обучения актуальная и новая.

Text 9. HAVE A NICE DAY

EmployeeLoyalty in Service Firms

Hotel, shops and restaurant chains, which employ thousands of people in low-paid, dead-end jobs, are discovering that high labour turnover rates resulting from the indiscriminatehiring of “cheap” workers can be extremely [Iks'tri:mlI] costly.

Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other specialty shops, declared a “war of people” in an effort to recruit and keep better staff.

Employees were asked: What do you enjoy about working here? In the past year, have you thought about leaving? If so, why? How can we improve our company and create an even better place to work? Employees replied they wanted better training, better communications with their supervisors and, above all, wanted their bosses to “make me feel like I make a difference.” Labour turnover declined by more than half; for the full time sales assistants, it declined by about a third.

Marriott Corporation, a hotels and restaurants group, has also decided to spend more money on retaining employees in the hope of spending less on funding and training new ones. In one year, it had to hire no fewer than 27,000 workers to fill 8,800 hourly-paid job slots.

To slow its labour turnover, Marriott had to get a simple message accepted throughout its operating divisions: loyal, well-motivated employees make customers happy and that, in turn, creates fatter profits and happier shareholders. Improved training of middle managers helped. So did a change in bonus arrangements.

At the same time, Marriott became more fussy about the people it recruited. It screened out jobapplicants motivated mainly by money: applicants which the company pejoratively described as “payfirst people”. Such people form a surprisingly small, though apparently disruptive, part of the service-industry workforce. Marroitt found in its employee-attitude surveys that only about 20 % of its workers at Roy Rogers restaurants and about 30% of its workers at Marriott hotels regarded pay as their primary reason for working there.

Many middle managers in service industries are more comfortablecoping with demands for more money than with demands for increased recognition and better communications. They will have to change their ways.

Surveys say that when 13,000 employees in retail shops across America were asked to list in order the 18 reasons for working where they did, they ranked “good pay” third. In first place was “appreciation of work done”, with “respect for me as a person” second.

Text 9. HAVE A NICE DAY

1. I work on the problem of choosing a low-paid trade

2. I am interested in the process of labour turnover

3. The aim of my investigation is to study connections between labour turnover and low-paid jobs

4. There is no integral picture. The picture is indiscriminate.

5. I am extremely [Iks'tri:mlI] obliged to my advisor

6. I am much obliged to my employees

7. I am much obliged to my employees for their loyalty

8. This problem is extremely [Iks'tri:mlI] costly

9. The author ['O:Tq] employs cheap workers

10. The author ['O:Tq] declares that he employs cheap workers

11. The author ['O:Tq] declares that he employs extremely [Iks'tri:mlI] cheap workers

12. The author ['O:Tq] declares that he employs costlyworkforce

13. The author ['O:Tq] declares that he employs extremely [Iks'tri:mlI] costlyworkforce.

14. The author ['O:Tq] declares it is not the time to speak about the results.

15. The reason of that lies in the lack of effort.

16. I was interested in the problems of keeping better staff.

17. I try to enjoy my work using the principles of…

18. Extremely [Iks'tri:mlI] costly employees leave this job.

19. Some chapters are devoted to full time sales assistants.

20. Surprisingly some chapters are devoted to full time sales assistants.

21. I am interested in well-motivated employees.

22. I am interested in well-motivatedworkforce.

23. I am interested in hourly-paid jobs.

24. Let me introduce new shareholders.

25. At the same time I am interested in profits.

26. At the same time I am interested in bonus.

27. At the same time I am interested in bonus and profits.

28. Our supervisor is fussy about loyal employees.

29. Apparently our supervisors retainloyal employees.

30. Apparently our supervisors retainwell-motivated employees.

31. Apparently our supervisors retainloyalwell-motivated employees.

32. Apparently our supervisors paycostlyworkforce first.

33. My workforce cope with my demands.

34. Well-motivatedworkforce cope with my demands.

35. Let me list my demands in order.

36. Our supervisors respect loyalwell-motivated employees.

37. Hourly-paid employees work in retail shops.

38. Hourly-paid employees rankthird.

39. Costly employees ranksecond.

40. Extremely [Iks'tri:mlI] costly employees rank first.