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  3. Task Sheet for Candidate ATask Sheet lA: Customer relations: how to defuse ang

Task Sheet for Candidate ATask Sheet lA: Customer relations: how to defuse ang

游客2025-06-03  4
问题 Task Sheet for Candidate A
Task Sheet l
A: Customer relations: how to defuse angry customers
B: Recruitment: how to hire a new manager
C: Employee relations: the reasons for having a company policy on Internet use
                                                    EC Higher-PART TWO
Task Sheet for Candidate B
Task Sheet 2
A: Payment: how to determine an employee’s salary.
B: Customer relations: how to keep your customer happy and coming back for more.
C: Leadership training: how to bridge the communication gap between women and men
                                                    BEC Higher-PART TWO
选项
答案 Interviewer: Now, I will give each of you three topics. You will have to choose one from them, prepare for it in one minute and talk about it for one minute. OK? Candidate A, here are your topics. And here are yours, Candidate B. You can make notes on the paper I gave you during your preparation.
(One minute later)
All right. Candidate A, which topic is you going to talk about?
Candidate A: I’d like to talk about C: Employee relations.
Interviewer: OK. You have one minute to talk. Candidate B and I will listen to you. Candidate B, after Candidate A’s talk, you have to ask her a question. Now, Candidate A, you may start. I’ll stop you at the end of one minute.
Candidate A: It’s important to make all employees sign our computing policy on their first day of work. This way, they know that we mean business and that the computers and Internet access lines are intended to further the company’s goals. We don’t have the time to look over everyone’s shoulder or check temporary Internet files to recreate their surfing activities. Employees’ surfing and chatting on internet waste their time on useless things rather than work which lead to their inefficiency on work. So maybe we should look into a "snooping" program. If we’re seriously concerned about employee surfing, these logging programs can display a warning at boot up that they are present. That way, the employees are on notice and are probably less likely to stray.
Interviewer: Thank you. It’s time. Now, Candidate B, what is the question you’d like to ask Candidate A?
Candidate B: Candidate A, what are you going to do if the employees resent the spying?
Candidate A: Well, we might be better off trying to pinpoint individual miscreants, rather than aggravating your entire staff.
Interviewer: OK. Now, Candidate B, it’s your turn. Which topic have you chosen, please?
Candidate B: Leadership training.
Interviewer: OK. You have one minute to talk. Candidate A and I will listen to you. Candidate A, after Candidate B’s talk, you have to ask him a question. Now, Candidate B, you may start. I’ll stop you at the end of one minute.
Candidate B: Women and men’s relationship is very important in a company because it’s closely related problems of team work. Sometimes, Women see men as ham-fisted or insecure when they come on so strong. Men think women lack of confidence or conviction because they work hard to get buy-in. Neither, of course, is accurate. To jump the divide, borrow a bit from the other’s style. They have their own strong points and weaknesses respectively. As leaders, we should try our best to let them see each other’s strong points and make them learn from each other. For example, men can try a more collaborative approach. Meanwhile, women need to take over more often. Men ought to explain their thinking and not simply jump to conclusions. Women need to get to the bottom line more quickly. Hence, each sex can benefit from the other’s behavior.
Interviewer: Thank you. Time is up. Now, Candidate A, what is the question you’d like to ask Candidate B?
Candidate A: You’ve mentioned that men and women have their own strong points and weaknesses, so if you want to promote a person, whom do you prefer: men or women?
Candidate B: I think I don’t promote some person according to their sex. I will see their performance.
Interviewer: Thank you.
解析
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