Workbook audioscript

[Audio 1.01] [Audio 1.02]

D = Dominique K = Karl
I = Interviewer E = Expert
D: As I mentioned in our last call, Karl, I think
I: So Katherine, what motivates us at work?
quality is becoming a concern on this project. To
What are the factors that affect a young person
be honest, I feel a little worried about delivering
when they are deciding where they’d like to work?
a quality product to the customer.
E: Well, what motivates us can depend on many
K: Really? I can see you’re concerned about
things but the happiness of employees is something
quality but I thought you were happy that we had
that has been given more importance in recent
managed to reduce costs.
years. It isn’t just about the salary. The pay rate is
D: Yes, we both want to keep to budget, but
important but it isn’t the only motivational factor that
frankly I’m concerned that we’re losing quality and
concerns millennials, or the ‘Y’ generation. To give
our customers won’t buy the software. Could we
one example, a younger colleague recently
help you to test quality more effectively in some
complained to me that our company kitchen only
way?
had cow’s milk. She told me her previous employer
K: Well, until now we’ve only tested the software
had offered both soya and rice milk! Little things
using a small number of people. One way to solve
can make a difference and help to create a good
this is to test it using another group with very
working environment.
different needs, but we don’t have a budget for that.
I: Wow! Soya milk? But what about younger
D: I like your suggestion, Karl, and I realise
people’s attitude to corporate culture?
testing is expensive. Based on your experience,
E: When it comes to company culture,
how do you think we can test the software without
millennials often prefer a more casual dress code
increasing the budget too much? Could we reduce
compared to their older colleagues who will be
the number of people in the first group, and then
wearing a style that’s more business casual.
create a second group for testing?
Younger employees also really enjoy doing fun
K: I understand what you’re saying but it’s
team-building activities to get to know each other,
important to have at least 12 people in each group
both at work and outside work. On the other hand,
and currently we have one group of 18 testers.
those with young children, will appreciate having
D: Would it be useful for us to create another
flexibility in their work schedule and the chance of
group of 12 testers but reduce the first group from
working from home a couple of days a week. And
18 to 12? That would mean paying for only six more
they obviously won’t be socialising so much after
testers.
working hours.
K: Sure. That could work. But let’s wait until we
I: Are there any other key factors when a young
have the test results from this week and then
person is deciding which job to take?
decide together. And we need to make sure the
E: I’d say a company’s principles and beliefs is
second group have different software requirements.
a decisive factor when accepting a job offer. Most
D: Thanks Karl. I knew we could come up with
people want to work for a company where they
something.
share the same values as their colleagues. Another
key factor is having shared goals: for example,
wanting to reach your team’s monthly sales targets, [Audio 1.03]
or wanting to deliver a quality service to clients.
I: And is it a good idea to involve all staff in Hello. My name’s Lotte Smit and I’m based in the
strategy planning? Or should that be left to Tokyo office. I’ve been with this company for
management? around two years. We work on engineering
E: Asking employees what they think when projects. I’m a Key Account Manager. In the past
developing company strategy can make all I used to work in Europe, but since last year I’ve
employees feel more valued and motivated. It’s been working on projects in South-East Asia as
the best way to get staff members to care about I’m now responsible for key accounts in Japan and
the company’s future. This type of motivation helps Australia. What else? Well, I have to travel quite
to retain staff and encourages growth. Finally, a lot; half of my time is travelling around Japan,
whatever the organisational behaviour, any Australia and New Zealand. The job is quite
successful organisation needs a structure where stressful but I really enjoy it. And I have to say, it’s
there are opportunities for promotion and personal going to be great working with you on this project
development as well as a recruitment strategy for and I’m proud to be involved. Finally, if you need
attracting the right kind of employee who will work my help in any way, don’t hesitate to ask. I’m here
well with the rest of the staff and contribute to its to collaborate. Thank you.
continued success.

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 Workbook audioscript

[Audio 2.01] and manufacturing facilities. The businesses hope

to spread the costs of product development.
C = Carrie T = Thom V = Valeria Chief Executive Carlos Ghosn says that while
C: Good morning, everyone. Thank you for the company was more concerned with recovery
joining us on this call. What we’re looking to do here in previous quarters, they’re now focussing on
today is to choose the best digital learning platform. profitability.
First we’ll hear from Valeria from IT. Then, as we As part of its five-year plan, Renault is going to
discuss things, it’s important for everyone to launch eight new electric cars. This is likely to
contribute to the discussion. become increasingly important in the next few
T: Hi Carrie, Thom here in Berlin. Can we talk years, as it’s probable that petrol cars will be
about budget as I think this has a massive impact banned in many markets by 2040.
on the way we digitalise everything? In addition to promoting low-priced cars in Brazil
C: Oh sorry, Thom, I want to come to that later and India, the company plans to launch seven new
but can we just go around the table first and then cars in China. Renault also wants to increase
discuss budget? Valeria has been working on ideas growth in Iran and Russia, as well as North Africa.
for the digital learning platform with her team. Let’s Renault’s Spanish rival SEAT, which became
begin with you, Valeria. Can you kick us off? profitable last year after ten years of losses, is also
V: Thanks Carrie. First, I’d like to share my preparing for international expansion. The company
screen. As you can now see on your screens, the hopes to use its Spanish heritage to connect with
digital platform needs to offer different types of car buyers in Central and South America. Chief
training programmes, including blended learning, Executive Luca de Meo thinks the company, which
and practical courses for … currently sells ninety per cent of its cars in Europe,
T: Sorry, can I stop you there? Valeria, will probably make a third of its sales outside of
I can’t see the platform. Europe ten years from now. SEAT’s more
C: OK, Tom, bear with us. Can you share immediate goal is to attract young people to
the screen with Tom, please? its brand by offering inexpensive vehicles. The
V: Yeah, sure. Give me a minute … challenge of this approach, according to Mr de Meo,
C: That’s great, Valeria. So, just to recap is that while young people want cheap transport,
everything, we all agree to offer more online they don’t necessarily want to own a car. He has
courses, and some blended learning, and Thom suggested that the business may need to focus less
thinks that the digital platform will definitely reduce on selling cars to think more in terms of providing
trainings costs. I think we have made good transport services. However, JPMorgan analyst
progress here today. Perhaps the next step would José Asumendi says that SEAT is unlikely to
be to look at the risks when digitalising learning, succeed unless the company focuses on car sales,
especially for certain skills courses that we usually not on breaking into the service market.
do face-to-face. It is definitely important, but I’m In order to boost its appeal with younger drivers,
afraid time is pressing, so we’ll need to discuss SEAT is going to make its cars technologically
this in our next call. Valeria, you’ll send us some connected. The company is likely to launch an app,
screenshots of how it will work. And I’ll email round probably in the next few months, that drivers can
the summary of today’s meeting. Thanks everyone! use to check how much petrol the car has, and to
V & T: Bye / Speak soon / Thanks Carrie. unlock the doors or operate the air conditioning,
even when they’re not in the car.
SEAT’s most recent reported operating profit was
[Audio 3.01] €143.5 million, compared with a loss of €7.3 million
a year earlier.
French carmaker Renault has announced plans to
increase profitability and double sales outside of
Europe in the next five years. The company hopes [Audio 3.02]
to increase its market share in Africa, India and
Brazil, and also to reduce production costs by one 1 Analysts say it’s likely that the increase in
billion euros. As a result of the announcement, Renault’s share price will continue.
Renault shares are up by 1.48 percent. Analysts 2 Renault, Nissan and Mitsubishi say that their
say it’s likely that the trend will continue. partnership is certain to become more like a single
Renault and Japanese carmakers Nissan and company.
Mitsubishi have said that their strategic partnership 3 Renault is going to launch eight new electric cars.
alliance is certain to become more like a single 4 In many places, it’s probable that petrol cars will
company, with the aim of sharing more technology be banned by 2040.

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 Workbook audioscript

5 In addition to work in Brazil, India and China, things like that, although what we need most, in
Renault also plans to increase growth in Iran, my opinion, is to be part of a group with common
Russia and North Africa. interests and objectives.
6 Ten years from now, SEAT will probably make B: That’s right … Employees need a real
more than 30 percent of its sales outside Europe. connection with the workplace, not just an internet
7 One analyst said that if SEAT tries to break connection. We need to interact with other people
into the service market, it’s unlikely to succeed. face to face, not just on the phone. We need a
8 In the next few months, SEAT is likely to launch sense of mutual trust with our colleagues and with
an app. our managers … and also to feel that we all have
a common goal …
L: It’s a bit like football, isn’t it? Like football
[Audio 5.01] teams, companies compete with one another, but
inside the team, it’s all support and solidarity …
B = Boris L = Livia
To me, getting colleagues to compete with one
B: Livia, there’s something I want to ask you.
another is the most horrible form of management …
I was reading this article about motivating and
B: Yeah … It’s happening more and more,
rewarding employees, and it got me thinking about
though.
all sorts of things … We’ve been colleagues for
L: That’s right – the ‘gig economy’, they call
a few years, so I hope you don’t mind my asking.
it … You know, freelance work, employing people
Tell me, would you work harder if you got a pay
on very short-term contracts, things like that …
rise?
I was reading about this cycling food delivery
L: You mean, you think I don’t work hard
service app … The technology means that the
enough?
employer can monitor the workers almost at all
B: Ha ha ha … No, of course not. Let me put
times. One day the bosses tried to implement a new
it this way: you work hard, we all know that, and you
pay scale. The riders, of course, didn’t want to earn
get a fair wage … However, perhaps a pay rise or
less than the minimum wage, they didn’t want their
a bonus of some sort would motivate you to work
pay to be based only on the number of deliveries,
even harder …
so eventually they went on strike … They didn’t
L: Well, the thing is, I don’t think I could
feel treated like employees at all.
possibly work harder than I’ve been working over
B: I read that in some countries they’re even
the past three years. I consider myself lucky to have
thinking of linking teachers’ pay to the students’
a job that brings me more than a pay cheque at the
test and examination results …
end of the month. I simply do my best, I find
L: Noooooo?
satisfaction in what I do, and really, although not
B: Yes!!! Can you imagine? Instead of
all my projects are very successful, I can’t see how
education, you’d get exam preparation all year
I could possibly work better or more. And honestly,
round!
I believe that all our colleagues are basically like
L: … All the important aspects of children’s
that.
education would be ignored …
B: Yeah, so do I. … You know, the stuff I was
B: Yes … And in the meantime, so many chief
reading, sometimes it gave me the impression that
executives are rewarded with huge bonuses,
it had a rather pessimistic view of human nature …
despite the fact that their individual performance
You know, as if people were naturally lazy … Just
is so hard to measure.
trying to get away with doing the least possible
L: I think performance-based pay may be all
amount of work …
right for very routine jobs, you know, when people
L: I know what you mean. Some employers
repeat the same tasks all day long. However, just
unfortunately seem to think that money is the only
like you I believe that in most cases what
thing that motivates people …
employees need in order to get more motivated is
B: I know! Financial incentives are important,
recognition, they need to feel appreciated …
of course, but on the other hand it would be a very
sad world if we only worked to earn a better
salary … [Audio 5.02]
L: … or if money was the only thing a job had
to offer … 1 You work hard, we all know that, and you get
B: Exactly! You know, when I hear my parents a fair wage. However, perhaps a pay rise or
talk about their experience of work, there’s a word a bonus of some sort would motivate you to
they often use, it’s ‘solidarity’… work even harder ….
L: These days you hardly ever hear that word, 2 I simply do my best, I find satisfaction in what
do you? It’s all about productivity, competition, I do, and really, although not all my projects are

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 Workbook audioscript

very successful, I can’t see how I could possibly office – only a few days a month. I usually go to
work better or more. work at my clients’ offices for a period of two to
3 Financial incentives are important, of course, but three weeks. I try to identify ways they could
on the other hand, it would be a very sad world if improve efficiency and reduce time waste – that’s
we only worked to earn a better salary. usually the problem – low productivity. I try to lead
4 These days you hardly ever hear that word, do by example. When I’m working in-company,
you? It’s all about productivity, competition, things I always arrive on time at the start of the work day,
like that, although what we need most, in my I never skip lunch, and I leave the office on time at
opinion, is to be part of a group with common five o’clock on a daily basis. I love my work, but it’s
interests and objectives. incredibly important to me to have my weekends
5 Yeah … It’s happening more and more, though. and evenings free to do other things that I really
6 And in the meantime, so many chief executives enjoy.
are rewarded with huge bonuses, despite the fact
that their individual performance is so hard to Speaker 4
measure. Last week, I went out every evening after work for
a meal that was related to work. I almost never
spend more than forty hours per week in the office,
[Audio 7.01] but I often spend five or six hours a night after work
socialising with colleagues or entertaining clients.
Speaker 1
On the one hand, this can be enjoyable and
I work for a manufacturing company, in the
relaxing, but on the other hand, it’s exhausting.
accounting division. Officially, the work day is from
I can never completely relax when I’m with a client,
eight forty-five to five fifteen, but my colleagues and
because it’s all about business. I need to make sure
I almost always work until at least six, and often
that our clients feel completely happy with the work
until seven. We occasionally leave on time on
we’re doing together. And when I’m with
a Friday evening. Honestly, we aren’t that busy,
colleagues, it’s usually either people I manage,
but the boss normally works until seven, and so
or people who I report to, so I have to be careful
we feel we should, too. This may sound crazy, but
with my behaviour in both situations! But this is
if I worked efficiently, I could probably finish my
the nature of the field I work in, and so I guess I’ll
work at four o’clock every day. But we all want the
carry on doing it.
manager to think we’re busy and working hard, so
we stay late at work on a daily basis. This is just
working life where I live, and I don’t think it will
change.

Speaker 2
My work week has recently been cut from forty to
thirty-five hours, but with no cut in pay, amazingly.
A year ago, we started looking at efficiency. We
measured the time we were spending on different
tasks, and we discovered that we wasted many
hours each week on meetings. We started to be
very careful about who attended meetings and also
worked very hard to make the meetings short. Now,
meetings are usually about fifteen minutes at the
longest, and we have certain times in the day when
everyone turns off email. We occasionally work a bit
of overtime, but not often. And we almost always hit
our targets ahead of time. The business is doing
great, and everyone is happier doing more work
in fewer hours.

Speaker 3
I’m a freelance business consultant – I run my
own company, but it’s just me. I normally work on
contract for larger organisations, trying to help them
solve problems they’re having with their business.
This means I don’t spend much time in my own

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 Workbook audioscript

1.1 Stress in compound

nouns [Audio P1.04]
It is expected that the market will have recovered
[Audio P1.01] by close of business today.
They'll be hoping for a new investor who'll have
car loan the experience to turn the company around.
card payment By that time, I hope they will have accepted our bid.
credit card debt It'll be some time before all the markets will have
dress code recovered.
fund transfers
job application
pay structure
working atmosphere 2.1 Stressing key words in
company practices
customer support representative
sentences
minimum salary [Audio P2.01]
1
1.2 Auxiliary verbs in the a The mentor is there to act as a guide and offer
support.
Future Continuous and b The mentor is there to act as a guide and offer
support.
Future Perfect Simple 2
a Training and development is a critical function in
[Audio P1.02] a modern business.
1 By the middle of the next century, workplace b Training and development is a critical function in
culture will have changed drastically. a modern business.
2 We hope our employees care whether or not we 3
will be making a profit in the future as our success a Because the world is constantly changing, we all
depends on it. need to learn to adapt.
3 Within a few years, these new initiatives will have b Because the world is constantly changing, we all
made a real difference. need to learn to adapt.
4 My company just announced that next year they
will be changing the dress code to business casual.
5 There’s a lot of discussion about what companies 2.4 Linking between words
will be doing in the future to keep their employees
motivated. [Audio P2.02]
6 The Managing Board has announced that in Facilitation in a professional context is the art of
order to retain young staff members, they will have leading discussions and meetings.
implemented a scheme for swifter promotions It is a set of skills which guides people to discuss
by the beginning of next year. openly and productively.
In practice, it means confirming the objective of
a discussion, helping people feel confident to
[Audio P1.03] express their ideas, helping people to listen to
1 By the middle of the next century, workplace each other, ensuring all ideas are considered, and
culture will have changed drastically. supporting people to come to the best decision.
2 Within a few years, these new initiatives will have Without effective facilitation, meetings can become
made a real difference. a waste of time.
3 The Managing Board has announced that in Most meetings have a facilitator but are often more
order to retain young staff members, they will have effective if all the people at the meeting share
implemented a scheme for swifter promotions by responsibility and help facilitate the discussion.
the beginning of next year.

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 Workbook audioscript

3.3 The letter ‘t’ 7 anticipated

8 analytical
9 anticipation
[Audio P3.01]
1
a just a little issue 4.4 Stress in phrases
b the cheapest option
c confident and optimistic [Audio P4.02]
d invest in new technology
1 Let’s think about how to manage this.
2
2 How could you imagine this working?
a the next full project meeting
3 Tell me about how this situation affects you.
b we can’t run a project like this
4 What do you think of this?
c just like I predicted
5 I’ll let you know if I’m struggling.
d just to see what’s going on
6 We need to accept the fact that this isn't going
3
to work.
a I’m sure that we can turn this around
7 Think of some other options to present at
b but only if we act now
the meeting.
c think about it
8 Get some expert advice before making
d a lot of money
a decision.
4
9 Let’s try and look at this in the morning.
a not a bad result
10 Why don't we approach it from another
b under target
perspective?
c I’m going out there
11 How might we find a solution by the end of
d quite constructive
this week?
5
12 It's a great idea, but it's unsatisfactory.
a just try
b you don’t trust them
c the next full project meeting
d over budget a little 5.2 Intonation and linking
words
3.4 Strong and weak forms [Audio P5.01]
of that 1 On the one hand, employees have to work more
hours, but on the other hand, they receive overtime
[Audio P3.02] pay or extra time off.
2 In spite of launching a new and innovative product
1 That wasn’t what I meant.
line, they have lowered their profit expectations.
2 Could you say that again?
3 Even though no performance scheme will fit every
3 Do that again, and you’ll regret it!
occasion, the fuel-saving study does suggest an
4 Could you repeat that, please?
approach worth trying more broadly.
5 OK, so that means we won’t be finished before
4 Although salaries were not increased for captains,
11 a.m.
the fact that the company was taking an interest in
6 That gives us the average revenue for each
fuel saving, and acknowledging success, seemed
product in that category.
to delight them.
5 Executives are often those who receive
performance-related pay. Nevertheless, it is often
4.1 Stress in word-building difficult to evaluate how well they have performed.
6 Despite finding that rewards could lead to
[Audio P4.01] employee motivation, management decided to stop
1 convert the rewards system completely.
2 analyst 7 On the one hand, we keep getting more and more
3 conversion converted disruptive disruptor work to do. On the other hand, we were told by
prediction predictive management that we shouldn’t work overtime.
4 innovator innovative irritable irritated 8 Despite the fact that the targets were set in
5 anticipate discussion with department heads, they are proving
6 irritation to be unrealistic in some areas.

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 Workbook audioscript

9 In spite of the fact that several experiments 3

had shown that it was less effective than other A: How else could we have reduced our costs?
schemes, they continued to use performance- B: Well, it might have been a good idea to have
related pay. more virtual meetings.
10 We have looked into faster advancement for 4
young people. However, it is not always possible A: Did you consider how much we could have
to set a policy which is fair for all. reduced our tax bill if we’d given some of our profits
to charity?
B: Yes, it would certainly have been quite a lot.
5.3 Intonation when 5
A: They could have cut their carbon emissions
handling challenging considerably if they’d had a policy in favour of
sourcing materials locally.
feedback B: Yes, they certainly could’ve.
6
[Audio P5.02] A: They wouldn’t have had such problems with
1 stakeholders if they hadn’t been so secretive about
a Yes, but you’re not seeing the big picture here. their finances.
Most of the chat is work-related, actually. B: No, they certainly wouldn’t’ve.
b Yes, but you’re not seeing the big picture here.
Most of the chat is work-related, actually.
2 6.5 Chunking, pausing and
a There’s room for improvement, I agree but we’ve
talked about this before. You have to remember stress when reading aloud
that we predicted this might happen.
b There’s room for improvement, I agree but we've [Audio P6.02]
talked about this before. You have to remember We encourage all staff to participate in our
that we predicted this might happen. programme, so you could become a community
3 hero, too. We are currently establishing a project to
a Well, I’m not sure what you're saying is turn neglected public spaces into useful community
necessarily accurate. It’s true that a few employees gardens where local residents can grow both
park there because it's more convenient, but ‘full’ is vegetables and decorative plants. Therefore, if you
an exaggeration. are interested in gardening or just enjoy working
b Well, I’m not sure what you're saying is outside, please contact Human Resources
necessarily accurate. It’s true that a few employees immediately.
park there because it's more convenient, but ‘full’ is We are going to run a competition next month so
an exaggeration. staff can suggest ideas for other projects we can
be involved in. A fabulous holiday is the prize for
the winning idea.
6.2 Contractions and weak
forms in third conditionals 7.2 Stress and intonation
[Audio P6.01] in adverbials and time
1
A: If they’d donated even 1 percent of the money
expressions
they’d made to local projects, it would have [Audio P7.01]
generated really good publicity for them.
B: Really? Do you think 1 percent would have 1 rarely seldom
been enough? 2 normally
2 3 any day
A: Would you have taken the job if they’d offered it 4 almost never hardly ever
to you? 5 at the latest
B: Yes, I think I would have. 6 on a daily basis

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 Workbook audioscript

[Audio P7.02]
1 Sometimes she works over lunch.
2 Normally I don’t work on Fridays.
8.2 /s/, /z/, /ʃ/, /tʃ/ and /dʃ/
3 They almost never leave the office before 7 p.m. [Audio P8.01]
4 Many of us sit at our computers all day.
5 From time to time she does administrative work. 1 classes
6 Usually meetings last about three hours. 2 application sure technician
7 They put in many hours on a daily basis, but they 3 necessary process
rarely work at the weekend. 4 courageous graduating
8 You can come by to see me any day. 5 questions
6 clause closed colleagues figures
7 administration special
7.4 Intonation when 8 once personal
9 touch
negotiating
[Audio P7.03] [Audio P8.02]
1 I know we’re both on the same wavelength about 1 shares
their experience. 2 clause
2 So what you’re saying is you definitely won’t go? 3 advice
3 I understand your position, and reluctance, a bit 4 advise
more now. 5 passion
4 This is a good thing that we can all learn from. 6 mortgage
5 In other words, you don’t want to send either 7 subjects
of them? 8 colleagues
9 location
10 transition
[Audio P7.04] 11 courageous
12 technologies
1 How would you feel if we put you in charge of the
project?
2 In your opinion, it should take around a month of
local support. Right?
8.4 Voice range
3 We’re going to have to go the extra mile to meet
the deadline.
[Audio P8.03]
4 What that means exactly is that we need to make Brainstorming generates ideas which other
this a priority. methods do not, due to the freedom it gives people
5 I think we can both agree that we need to develop to think creatively. There are no ‘golden rules’ as
new workflows. such, but these eight stages can definitely help you
to have successful stages:
1 Define the goal or desired outcome and the
[Audio P7.05] amount of time available.
1 How would you feel if we put you in charge of the 2 Start with a question or selection of questions.
project? 3 Collect as many ideas as possible, without
2 In your opinion, it should take around a month of evaluating them or commenting other than to thank
local support. Right? each person for their ideas.
3 We’re going to have to go the extra mile to meet 4 Put all of the ideas somewhere everyone can see
the deadline. them, for example, on a board. Then you all decide,
4 What that means exactly is that we need to make how to group the ideas.
this a priority. 5 Ask people to give more details about their ideas
5 I think we can both agree that we need to develop before evaluating any of them.
new workflows. 6 Only at this point should you start to discuss,
evaluate and build on the ideas.
7 Always end with some clear decisions and action
points.
And finally,

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 Workbook audioscript

8 Thank everyone for participating. Even if some

individuals didn’t come up with the final idea, their
presence helped to create the atmosphere that led
to the outcome.

© 2018 Pearson