Контрольная работа № 2. Для слушателей заочной формы обучения

Для слушателей заочной формы обучения

по специальностям 080504.65 «Государственное и муниципальное управление»,

080507.65 «Менеджмент организаций»,

080505.65 «Управление персоналом»

Вариант № 3

1. Перепишите следующие предложения, подчеркните в каждом из них глагол-сказуемое и определите его видо-временную форму и залог. Переведите предложения на русский язык.

1.1 Research has shown that some management practices work better than others.

1.2 A manger diagnoses the characteristics of the individuals and groups involved, the organizational structure, and his own leadership style.

1.3 Top managers are always trying to establish effective communication with subordinates.

1.4 Several types of tests are commonly used by the organizational psychologists.

1. Перепишите следующие предложения, подчеркните причастия 1 и 2 и установите функцию каждого из них, то есть укажите, является ли оно определением, обстоятельством или частью сказуемого:

2.1 To find out about the range of goods offered by the firm the customers study leaflets and catalogues.

2.2 If you agree to the terms and selling prices, you start negotiations with your partner.

2.3 Those who supply and distribute goods are called suppliers and distributors.

1. Перепишите следующие предложения и переведите их на русский язык, обращая внимание на перевод зависимых и независимых причастных оборотов:

3.1 The sides negotiate prices for goods, the latter being too high.

3.2 Being very busy, he had to delay an appointment.

3.3 The department manager faced the audience, his hand raised for silence.

1. Перепишите следующие предложения и переведите их на русский язык, обращая внимание на функции инфинитива:

4.1 This delivery problem needs to be solved.

4.2 He used to be the first to come to the office.

4.3 The secretary was very sorry to have forgotten to delay the meeting.

4.4 He was very glad to get this position.

1. Перепишите следующие предложения и переведите их на русский язык. Помните, что объектный и субъектный инфинитивные обороты соответствуют придаточным предложениям:

5.1 He was said to be one of the most promising specialists in this branch of management.

5.2 Many new books on management are expected to be published soon.

5.3 The boss expected his subordinates to behave quite differently.

1. Перепишите и письменно переведите текст:

CORPORATE CULTURE

Organizational culture, or corporate culture, comprises the attitudes, experiences, beliefs and values of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. Organizational values are beliefs and ideas about what kinds of goals members of an organization should pursue and ideas about the appropriate kinds or standards of behavior organizational members should use to achieve these goals. From organizational values develop organizational norms, guidelines or expectations that prescribe appropriate kinds of behavior by employees in particular situations and control the behavior of organizational members towards one another"

Senior management may try to determine a corporate culture. They may wish to impose corporate values and standards of behavior that specifically reflect the objectives of the organization. In addition, there will also be an extant internal culture within the workforce. Work-groups within the organization have their own behavioral quirks and interactions which, to an extent, affect the whole system. Task culture can be imported. For example, computer technicians will have expertise, language and behaviors gained independently of the organization, but their presence can influence the culture of the organization as a whole.

Strong culture is said to exist where staff respond to stimulus because of their alignment to organizational values.

Conversely, there is weak culture where there is little alignment with organizational values and control must be exercised through extensive procedures and bureaucracy.

Where culture is strong—people do things because they believe it is the right thing to do—there is a risk of another phenomenon, Groupthink. "Groupthink" was described by Irving L. Janis. He defined it as "...a quick and easy way to refer to a mode of thinking that people engage when they are deeply involved in a cohesive ingroup, when members' strivings for unanimity override their motivation to realistically appraise alternatives of action." This is a state where people, even if they have different ideas, do not challenge organizational thinking, and therefore there is a reduced capacity for innovative thoughts. This could occur, for example, where there is heavy reliance on a central charismatic figure in the organization, or where there is an evangelical belief in the organization’s values, or also in groups where a friendly climate is at the base of their identity (avoidance of conflict). In fact groupthink is very common, it happens all the time, in almost every group. Members that are defiant are often turned down or seen as a negative influence by the rest of the group, because they bring conflict.

Innovative organizations need individuals who are prepared to challenge the status quo—be it groupthink or bureaucracy, and also need procedures to implement new ideas effectively