New Diploma Exam Practice Thread July 2007OK, meine Guten- hier der neue Thread. Wichtig: Die Rahmenbedingungen zur Diplomprüfung am 9. Juli, 10 Uhr sind identisch mit jenen der vorhergehenden (sowohl was Ablauf/Erwartungen als auch Inhalt/Struktur betrifft). Ich erstelle die Prüfung, beaufsichtige sie und werde auch alle korrigieren (d.h. unabhängig ob Ihr ursprünglich bei Sarah, Ted oder mir teilgenommen habt)
Zur besonders guten Vorbereitung auf die Free Writing Section (entweder Report oder Business Letter- wird von mir entschieden, d.h. kein Studentenwahlrecht bei der Prüfung) empfehle ich wieder, die Fragen SÄMTLICHER Diplomprüfungsthreads mit Aufsatz-/Report-/Letterfragen anzusehen ((1)dieser hier, (2) "Current Status Diploma Exam 2007", (3) "Practicing Report Phrases August 2006", (4) "Practicing Report Phrases June-July 2006", "(5)Practicing Report Phrases March-April 2006").
As an external consultant that specializes in labor relations, you have been contacted by Austrian goods manufacturer Produkt AG. It is having trouble due to a wildcat strike of its employees and the CEO has asked you for help.
You have been asked to prepare a short business report that should cover the following points:
• A definition of the term "wildcat strike"
• Brief explanation of a contingent worker
• A suggestion for how Produkt AG could best deal with its current employee unrest.
Please make sure not to use lists, bullets, tables, or diagrams in your report (i.e. write full sentences) and compose the report to a length of approximately 500 words
(+/-10%). You are free to invent any additional information that you wish.Bearbeitet von: GerhardFenkart am: 7/5/07 22:06
Re: New Diploma Exam Practice Thread July 2007
Significant experts agree that labor unions lose in value nowadays. This report is going to answer the question about current strike policies and how organizations can resolve problems with unmotivated employees.
To start with, the author wants to explain the term “wildcat strike”. In the next part, this report would like to give a brief explanation of contingent workers. Finally, the author will make a suggestion for the Product AG by highlighting ways to deal with the current employee unrest.
Although, the working environment is changing recent studies have shown that old-fashioned problems still exist at the workplace. Labor unions suffer from to little power nowadays but people are willing to put more pressure to firm’s management and do not deny to publicize difficulties at work.
Futhermore, the awareness of employee’s rights makes them strong and willing to stand up for their beliefs and wants.
According to Ebert/Griffin “wildcat strike” is a synonym for a strike that is unauthorized by the striker’s union. This definition leads us to the question why wildcat strikes are more difficult to solve than normal strikes.
First of all the author would like to point out what happens before a strike occurs. As a matter of fact collective bargaining –this is the process by which labor and management negotiate conditions by employment – sometimes fails. If the demands of units are not met they may bring a variety of tactics to the bargaining table. Doubtlessly most challenging in solving a wildcat strike are the facts that no rules or strike policy exists and that negotiations are more difficult.
Contingent workers are employees who are hired on something other than a full-time basis to supplement an organization’s permanent workforce. The number of contingent workers has increased dramatically during the last decade. If studies are to be believed the significant volume will rise steadily in the near future. The new way of managing the workforce offers obvious advantages to organizations such as cutbacks of payroll costs. On the other side of the coin human resource management need to understand the efficient planning of such employees and have to put more effort in the planning process.
In the last part, the author would like to make suggestions for the Product AG. Due to the circumstances that the wildcat strike is the answer of the firm’s employees to the compensation and benefits system of the organization there exist several ways out of the trouble.
To hire strikebreakers is one of the management tactics. Another possibility is the lockout where workers are denied access to the workplace. Altough these two management tactics are possible, experts highlight that the insert of strikebreakers and lockouts shift problems but do not solve them.
The author therefore would recommend for the Product AG to consider possible benefits for its workers. The “merit salary system” for example provides an opportunity of compensations to the performance in nonsales jobs. To adress another incentive plan “pay for performance” seems to be an eventual step to boost employee’s motivation by incentives for especially productive output.
Exercise 5
The European economy seems to reach a delicate peak these times, as material, production and all other costs are rising and markets are getting more competitive. Following, workers and employees are often the ones who gain first-hand experiences as they are laid-off or receive fewer benefits and incentives when a company is not able to perform well. These factors mainly cause uncertainty among people working in the private sector concerning their (un)safe workplaces.
This report will first give a brief definition of the term “wildcat strike”. Thereafter the author is going to explain what a contingent worker is and discuss specialities to be taken care when using them. And finally the report will give a recommendation how to improve the company’s situation concerning its not satisfied employees.
A “wildcat strike” is a strike performed by the workers/employees which is not authorized by the striker’s union. Therefore, strikers can be not longer seen as company’s employees as it is a breach of the working contract and thus they will also lose the protection of the national labor law.
Contingent workers are becoming increasingly important in context of current day business life. A contingent, or also called temporary worker is an employee who is not hired on a full-time basis but on any other to supplement a company’s permanent workforce. According to Ebert/Griffin contingent workers are for instance independent contractors, temporary employees, on-call or part-time workers. The author shares the conviction that for a HR manager it is from significant importance to understand how to use and manage contingent workers. Careful planning is an important tool, as well as understanding temporary workers and acknowledging their advantages and disadvantages. Another important issue is not to underestimate the costs of these workers, as their productivity is often less effective. Last but not least, the company should decide in advance when and how to use contingent workers.
To avoid uncertainty and a low moral among the workforce there are several steps that can be implemented in a company’s strategy. First, the top management of Produkt AG should figure out the main problem and reason why there is unrest among employees. It could be that they are not satisfied with the overall work environment (working condition) or with their compensations. In either situation the top management should first create a comprehensive strategy how to improve the current situation, namely strategies for enhancing job satisfaction and moral. This can be demonstrated by the means of the following examples: when introducing for instance management by objectives, participative management and empowerment, team management and modified work schedules employees will get the feeling that they are more than just workers for the company and they might feel more committed to reach organizational goals. Thereafter the company should call a meeting with the union to discuss the company’s suggestions. After that, the new and widely accepted strategy should be implemented carefully and a social audit should check the improvement on a regular basis.
To conclude, the author would recommend to pay more attention to and improve the environment of the company’s workforce and their environment. Admittedly, introducing job satisfying and motivating methods will bring huge costs to the company. However, not investing in a satisfied and high moral working climate could cause high damage in productivity and therefore in the overall business performance.
Report Ethics
As an ethics specialist, you have been contacted by the management board of the Austrian alcoholic beverage producer Prost AG. The Prost boar plans to implement a corporate social responsibility program in its company plans and wants to learn as much about ethical business practices as possible.
• explanation “insider trading” and “whistle blower”
• def. of “collusion”
• suggestion for what steps Prost AG could take to limit unethical behavior on all management levels.
The following report deals with the question how unethical behavior could be prohibited.
The report is divided into three steps. First, the author will focus on the terms “insider trading” and “whistle blower”. Thereafter, the report will give a definition of the term “collusion”. Finally, the author will make a suggestion for how unethical behavior could be limited.
To start with, the author wants to explain “insider trading”. According to Ebert/Griffin this example of unethical behavior is an illegal practice to use special knowledge of a firm for profit or gain. A “whistle blower” on the other handside is a person who detects and tries to put an end to an organization’s unethical, illegal or socially irresponsible actions by publicizing them.
Whereas insider traders use their knowledge for personal profit and harm other stakeholders by their efforts, whistle blowers try to protect the people in their business environment. Although whistle blowing is ethical correct, it comes along with troubles for the employee. After going public with an organization’s difficulties most whistle blower’s career chances in the detected company are over.
Another form of unethical behavior is collusion. By definition, “collusion” is an illegal agreement of two or more companies to commit a wrongful act such as price gauging.
The above mentioned examples of unethical behavior lead the author to the question of how unethical behavior could be banned.
Prost AG’s top management needs to develop clear ethical positions. Although, ethical norms differ from person to person, for applying ethical judgements 3 steps need to be made. First, gather relevant information. Second, analyse the facts to determine the moral values and third, make the judgement. The most efficient solution in regard to this issue is to set up codes of conduct. It is of significant importance to adopt written codes simply because avoiding a statement in black and white is not that easy than an oral one.
In addition, the set up of ethic programs is a further step for the management in dealing with ethics. Therefore, periodic trainings need to be implemented. As a matter of fact ethics can be learned through experience, but unethical behavior should never be ignored.
Due to the fact that Prost AG is implementing a social responsibility program, the author would like to point out that the management must take steps to foster the companywide sense of the responsibility. In order for social responsibility programs to succeed, the top management must be involved in their development and must act as role models. Further, a company executive must be given full responsibility for implementing the program. Finally, social audits must be carried out periodically to assess the success of the program.
Last of all, the author recommends to pay great attention to the manager’s behavior towards employees, clients, investors and other stakeholders of the company. Drawbacks should never be neglected and need to be punished promptly.
Exercise 1 - ethics
“How can we (e.g. board of directors) limit unethical behaviour among our employees?” This question is nowadays the mostly asked in the heads of European company leaders, as the differentiation between ethical and unethical behaviour gets more and more into the grey area. Due to this fact, employees and even (the) top management are having rising problems to distinguish ethical from unethical behaviour. Therefore, it is extremely important for companies to establish company-comprehensive strategies to implement a CSR program.
Hence, this report will inform the reader about the business ethics terms “insider trading” and “whistle blower”. Secondly, the author is going to give a brief explanation about the unethical behaviour between two or more companies which is called “collusion”. To round up, this report will outline methods and steps how to implement a CSR programm and therefore how Prost AG would be able to limit unethical behaviour within their company.
Within business ethics the author has to distinguish between behaviour which is ethical and unethical. Whereas “insider trading” is strongly unethical and even illegal, a “whistle blower” acts very ethically. “Insider trading” is the illegal use of confidential information by a person to gain from the purchase or sale of. As this practice is not only unethical but also illegal acting persons can be punished with high fines. An example for insider trading would be the use of highly confidential information of a top manager that the company will soon receive an important licence to produce a new product. Therefore, stock values are expected to rise strongly. The top manager acts unethically when he uses this information to buy a high amount of stocks at the lower price, and after the company receives the licence to sell them at a higher price. When now a person wants to stop this unethical behaviour and publishes it (or another) to various media or to the regulatory agency, it is acting as a “whistle blower” – an employee who tries to put an end to a company’s unethical or illegal actions by publicising them.
As the report mentioned before a “collusion” takes place when two or more companies act unethically together for mutual gain. Examples for this practice are “price fixing” and “price gouging”. With price fixing, companies are able to set high prices and thus reduce competition among each other, which results in a strong drawback for customers who have to pay incredibly high prices. “Price gouging” is the respond to a highly increased demand with price increases.
This leads us to the question of how this theoretical concept can be applied to Prost AG. In particular, there are four main steps to be considered while introducing the new CSR program. To start with, it is important that the top management strongly believes the new approaches. Without the top management’s support Prost AG won’t be able to gain by introducing this program. Secondly, the top management should establish a comprehensive plan how to introduce it. In addition the author recommends setting up a written code of ethics. The third step is to nominate one manager who is responsible to monitor the program and to spread the word within the company. Finally, the Prost AG should organise a social audit on a regular basis to analyse the program’s success or failure.
To conclude, introducing a CSR program will bring along high implementation costs, but as unethical behaviour could cost the firm a fortune, the introduction of such a program will be worth any spent cent.
Exercise 5 - Hopeless try from Nici ;-)
What problems could happen in huge companies when human resources strategy falls? This report will show a couple of examples and discussions of the situation of Proukt AG, wrong human resources politics and some possible solutions if a company is in trouble with them employees.
Firstly the author will describe and explain the definition of wild cat strike and contingent workers. Thereafter the author will stress out the complex situation and connection between these two factors. This report will also discuss a couple of examples which happens when companies have a wrong human resources strategy. Finally the writer will give some advices about possible solutions.
According to Ebert/ Griffin a wildcat strike is an unauthorized strike which is not supported by the striker’s union. The union is a group of individuals working together (against the management of companies) to achieve goals. Mostly we speak about economical goals in connection with wages or compensation systems. A strike means a lot of troubles for a company. Employees refuse going to work or sometimes slow down the work for a time. Fatal economical consequences are implicated by a strike.
Contingent workers are employees hired on something other than a full-time basis to supplement an organization’s permanent workforce. A contingent worker is not the same as a part-time worker but still not full integrated in the company. So contingent workers help the company if it’s needed but they are not part of motivation systems or team togetherness. In recent years, the number of contingent workers in the workforce has increased dramatically. Modern day experts are on the opinion that company’s hire contingent workers justified in dropping fix costs.
The author shares the conviction that is not wondering if a feeling of disaffection grows in the minds of employees when a company doesn’t commit with a full integrated business relation in a balanced quid pro quo system.
The complex connection of contingent workers and wild cat strikes is a plausible theory. This can be demonstrated by means of the following example: UPC for example suffers by the consequence of a strike when the union claim to open 10.000 new jobs. Specifically, the union wanted the firm to transform many of its temporary and part-time jobs into permanent and full-time jobs. Strikers returned to work only when UPS agreed to create these 10.000 new jobs.
Considering the theory of the connection between wild cat strike and contingent workers the author will stress out that it’s important to find a solution to create more loyalty and team togetherness between employees and management. The author would recommend for Produkt AG to arrange an agreement with support of a mediation. A mediation is a method of resolving a labour dispute in which a third party suggests, but does not impose a settlement. To conclude, the author would also advice to reorganize the workforce structure in transmitting part time jobs to full time jobs and to adopt positioning contingent workers. It’s a fact that the economical lost which is implicated by a strike is more dramatically than increase the fix costs of positioning full time workers. A positive consequence of restock the number of employees is to improve the daily business and have more success.
Re: New Diploma Exam Practice Thread July 2007
Dear Mr. Gusenbauer,
in response to your inquiry of 4 July 2007 I first want to thank you that you chose my agency to help you raising Austria’s economic growth. I’m glad to give you the following advice and recommendation.
First, this letter is going to explain to you what fiscal policy is, and what effects it has on economic growth. Thereafter, I will give you a short comparison between the two important economic indicators GDP and GNP. In the end of my letter, I will provide you a recommendation on how you can promote higher economic growth in Austria with the aid.
Fiscal policy is all decisions made by the government how it collects and spends its revenues. These decisions mostly include the tax policy and government spending. With this policy the government is able to set deflationary or reflationary measures. Consequently fiscal policy is an important instrument to (try to) control a country’s economic growth. Hence, if the government raise taxes and / or cut government spending, the country gets less attractive for FDIs, fewer companies tend to settle down in this country and companies will have less money to invest in R&D, workforce and production facilities. The other way round, the country will get more attractive and economy will grow if the government cut taxes and raise government spending.
(GDP). The GDP measures the value of all goods and services produced within a country and its factors of production within a given period of time. In contrast to the GDP, the Gross National Product estimates the value of all goods and services produced of a country around the world within a given period of time. To illustrate the difference more precisely I want to give you an example: an Austrian company produces goods in Austria and Slovakia. All goods and added value generated by the Austrian company in Slovakia will be part of Austria’s GNP and of Slovakia’s GDP.
But how can you as a chancellor now promote higher economic growth in Austria? I want to highlight now main steps that could be taken to improve the current situation. In general, economy grows when the aggregate output increases. Thus the first aim should be to increase the quantity and quality of goods and services produced. To reach this goal, the government could grant tax incentives and subsidies to weak industries. This will have an immediate impact to Austria’s economy. A decrease in tax, for instance, will reduce the costs of the production factors and therefore more people will be hired and are able to buy more products. Another important factor which should be highly considered to be successful in the long run would be to invest in the research and development as well as in the education sector. Thought, just a country with a high level of well trained and educated workforce, an adequate tax policy and government spending will be attractive for companies in the future and therefore promote economic growth.
We hope the above information proves useful to you. If you have any further questions, don’t hesitate to contact me and my agency again.
Yours sincerely,
Re: New Diploma Exam Practice Thread July 2007Original
Significant experts agree that labor unions lose in value nowadays. This report is going to answer the question about current strike policies and how organizations can resolve problems with unmotivated employees.
To start with, the author wants to explain the term “wildcat strike”. In the next part, this report would like to give a brief explanation of contingent workers. Finally, the author will make a suggestion for the Product AG by highlighting ways to deal with the current employee unrest.
Although, the working environment is changing recent studies have shown that old-fashioned problems still exist at the workplace. Labor unions suffer from to little power nowadays but people are willing to put more pressure to firm’s management and do not deny to publicize difficulties at work.
Futhermore, the awareness of employee’s rights makes them strong and willing to stand up for their beliefs and wants.
According to Ebert/Griffin “wildcat strike” is a synonym for a strike that is unauthorized by the striker’s union. This definition leads us to the question why wildcat strikes are more difficult to solve than normal strikes.
First of all the author would like to point out what happens before a strike occurs. As a matter of fact collective bargaining –this is the process by which labor and management negotiate conditions by employment – sometimes fails. If the demands of units are not met they may bring a variety of tactics to the bargaining table. Doubtlessly most challenging in solving a wildcat strike are the facts that no rules or strike policy exists and that negotiations are more difficult.
Contingent workers are employees who are hired on something other than a full-time basis to supplement an organization’s permanent workforce. The number of contingent workers has increased dramatically during the last decade. If studies are to be believed the significant volume will rise steadily in the near future. The new way of managing the workforce offers obvious advantages to organizations such as cutbacks of payroll costs. On the other side of the coin human resource management need to understand the efficient planning of such employees and have to put more effort in the planning process.
In the last part, the author would like to make suggestions for the Product AG. Due to the circumstances that the wildcat strike is the answer of the firm’s employees to the compensation and benefits system of the organization there exist several ways out of the trouble.
To hire strikebreakers is one of the management tactics. Another possibility is the lockout where workers are denied access to the workplace. Altough these two management tactics are possible, experts highlight that the insert of strikebreakers and lockouts shift problems but do not solve them.
The author therefore would recommend for the Product AG to consider possible benefits for its workers. The “merit salary system” for example provides an opportunity of compensations to the performance in nonsales jobs. To adress another incentive plan “pay for performance” seems to be an eventual step to boost employee’s motivation by incentives for especially productive output.
Korrektur
Significant experts agree that labor unions have declined in importance nowadays. This report is going to answer the question about how to deal with current strike policies and how organizations can resolve problems with unmotivated employees.
To start with, the author wants to explain the term “wildcat strike”. In the next part, this report would like to give a brief explanation of contingent workers. Finally, the author will make a suggestion for the Product AG by highlighting ways to deal with the current employee unrest.
Although_ the working environment is changing, recent studies have shown that old-fashioned problems still exist in the workplace. Labor unions suffer from too little power nowadays, but at the same time, people are willing to put more pressure on a firm’s management and do not hesitate to publicize difficulties encountered at work.
Futhermore, the awareness of employee’s rights makes them strong and willing to stand up for their beliefs and wants.
According to Ebert/Griffin, a “wildcat strike” is a synonym for a strike that is unauthorized by the striker’s union. This definition leads us to the question of why wildcat strikes are more difficult to resolve than normal strikes.
First of all the author would like to point out what happens before a strike occurs. As a matter of fact, collective bargaining –this is the process by which labor and management negotiate conditions by employment – sometimes fails. If the demands of unions are not met, they may bring a variety of tactics to the bargaining table. Doubtlessly most challenging in solving a wildcat strike is the fact that no rules or strike policy exist and that negotiations are more difficult.
Contingent workers are employees who are hired on something other than a full-time basis to supplement an organization’s permanent workforce. The number of contingent workers has increased dramatically during the last decade. If studies are to be believed, the significant volume will rise steadily in the near future. This new way of managing the workforce offers obvious advantages to organizations such as cutbacks of payroll costs. On the other side of the coin, human resource management needs to understand the efficient planning of such employees and has to put more effort into the planning process.
In the last part, the author would like to make suggestions for the Product AG. Due to the circumstance that the wildcat strike is the answer of the firm’s employees to the compensation and benefits system of the organization, there exist several approaches to ending the current dilemna.
To hire strikebreakers would be one possible management tactic. Another possibility would be the lockout, where workers are denied access to the workplace. Altough these two management tactics are possible, experts highlight that the insert of strikebreakers and lockouts shift problems but do not solve them.
The author therefore would recommend for the Product AG to consider possible benefits for its workers. The “merit salary system”, for example, provides an opportunity to provide compensation for performance in nonsales jobs. To address another incentive plan, “pay for performance” seems to be an eventual step to boostingan employee’s motivation by incentives for especially productive output.
Insgesamt gut. Puncto Inhalt ist die Theorie ausgezeichnet, bei der Praxisempfehlung musst Du Dich nicht unbedingt so stark an Ebert/Griffin halten dafür aber eine realistischere Lösung präsentieren.
1) "lose in value ": Bei Menschen/Organisationen nimmt man "decline in importance/relevance". Dadurch, dass sich diese Entwicklung seit einiger Zeit abspielt, "have declined" (wenn nur aktuell wäre es "are declining").
2) "This report is going to answer the question about current strike policies...": Hier muss "how to deal with" herein, weil es ja sonst keine Fragestellung ist.
3) "strikes are more difficult to solve": Knifflig: "problems" are "solved", aber Konfliket (z.B. "strikes") are "resolved".
4) "management": Achtung: auf Englisch ist "management" immer im Singular.
5) Bei Deinen Vorschlägen solltest Du immer im Conditional ("would", "could", etc.) bleiben, da es ja nicht sicher ist, dass diese Maßnahmen tatsächlich umgesetzt werden.
Re: New Diploma Exam Practice Thread July 2007
Hi Gerhard,
i wondered if you have a document (or thread) that discusses the main points to pay attention while writing a business letter.
thank you
sonja
I have a document with useful business letter phrases I'll send you (anyone else that wants it- contact Sonja :-)
In terms of structure, it's really quite similar to a report except for the intro and ending.
Intro (Dear X, background info on why you're writing)
Overview (first, I will...)
Theory paragraphs (1-2)
Practical solution paragraph
Exit (I hope the above information will prove useful to you... Yours sincerely,...)
One important thing to consider is that while it's more elegant to use the third person in report writing, you ALWAYS use the first person ("I") in letter writing.
Original
The European economy seems to reach a delicate peak these times, as material, production and all other costs are rising and markets are getting more competitive. Following, workers and employees are often the ones who gain first-hand experiences as they are laid-off or receive fewer benefits and incentives when a company is not able to perform well. These factors mainly cause uncertainty among people working in the private sector concerning their (un)safe workplaces.
This report will first give a brief definition of the term “wildcat strike”. Thereafter the author is going to explain what a contingent worker is and discuss specialities to be taken care when using them. And finally the report will give a recommendation how to improve the company’s situation concerning its not satisfied employees.
A “wildcat strike” is a strike performed by the workers/employees which is not authorized by the striker’s union. Therefore, strikers can be not longer seen as company’s employees as it is a breach of the working contract and thus they will also lose the protection of the national labor law.
Contingent workers are becoming increasingly important in context of current day business life. A contingent, or also called temporary worker is an employee who is not hired on a full-time basis but on any other to supplement a company’s permanent workforce. According to Ebert/Griffin contingent workers are for instance independent contractors, temporary employees, on-call or part-time workers. The author shares the conviction that for a HR manager it is from significant importance to understand how to use and manage contingent workers. Careful planning is an important tool, as well as understanding temporary workers and acknowledging their advantages and disadvantages. Another important issue is not to underestimate the costs of these workers, as their productivity is often less effective. Last but not least, the company should decide in advance when and how to use contingent workers.
To avoid uncertainty and a low moral among the workforce there are several steps that can be implemented in a company’s strategy. First, the top management of Produkt AG should figure out the main problem and reason why there is unrest among employees. It could be that they are not satisfied with the overall work environment (working condition) or with their compensations. In either situation the top management should first create a comprehensive strategy how to improve the current situation, namely strategies for enhancing job satisfaction and moral. This can be demonstrated by the means of the following examples: when introducing for instance management by objectives, participative management and empowerment, team management and modified work schedules employees will get the feeling that they are more than just workers for the company and they might feel more committed to reach organizational goals. Thereafter the company should call a meeting with the union to discuss the company’s suggestions. After that, the new and widely accepted strategy should be implemented carefully and a social audit should check the improvement on a regular basis.
To conclude, the author would recommend to pay more attention to and improve the environment of the company’s workforce and their environment. Admittedly, introducing job satisfying and motivating methods will bring huge costs to the company. However, not investing in a satisfied and high moral working climate could cause high damage in productivity and therefore in the overall business performance.
Korrektur
The European economy seems to have reached a delicate peak these days, as material, production and all other costs are rising and markets are getting more competitive. Following, workers and employees are often the ones who gain first-hand experience as they are laid-off or receive fewer benefits and incentives when a company is not able to perform well. These factors mainly cause uncertainty among people working in the private sector concerning their (un)safe workplaces.
This report will first give a brief definition of the term “wildcat strike”. Thereafter, the author is going to explain what a contingent worker is and discuss specialities to be considered when using them. And finally, the report will give a recommendation for how to improve the company’s situation concerning its unsatisfied employees.
A “wildcat strike” is a strike performed by the workers/employees which is not authorized by the striker’s union. Therefore, strikers can be no longer seen as company’s employees as a wildcat strike is a breach of the working contract and thus they will also lose the protection of the national labor law.
Contingent workers are becoming increasingly important in context of current day business life. A contingent, or ___ temporary, worker is an employee who is not hired on a full-time basis but on any other to supplement a company’s permanent workforce. According to Ebert/Griffin contingent workers are, for instance, independent contractors, temporary employees, on-call or part-time workers. The author shares the conviction that for a HR manager, it is of significant importance to understand how to use and manage contingent workers. Careful planning is an important tool, as well as understanding temporary workers and acknowledging their advantages and disadvantages. Another important issue is not to underestimate the costs of these workers, as their productivity is often lower. Last but not least, the company should decide in advance when and how to use contingent workers.
To avoid uncertainty and a low morale among the workforce, there are several steps that can be implemented in a company’s strategy. First, the top management of Produkt AG should figure out the main problem and reason why there is unrest among employees. It could be that they are not satisfied with the overall work environment (working conditions) or with their compensation. In either situation, the top management should first create a comprehensive strategy for how to improve the current situation, namely strategies for enhancing job satisfaction and morale. This can be demonstrated by the means of the following examples: when introducing, for instance, management by objectives, participative management and empowerment, team management and modified work schedules, employees will get the feeling that they are more than just workers for the company and they might feel more committed to reach organizational goals. Thereafter, the company should call a meeting with the union to discuss the company’s suggestions. After that, the new and widely accepted strategy should be implemented carefully and a social audit should check the improvement on a regular basis.
To conclude, the author would recommend paying more attention to and improve the environment of the company’s workforce and their environment. Admittedly, introducing satisfaction enhancing and motivating methods will incur huge costs for the company. However, not investing in a satisfied and high morale working climate could cause high damage in productivity and therefore in the overall business performance.
Inhalt perfekt. Hier für Euch als Gradmesser bei Eurer Praxisempfehlung: Die vorige Empfehlung von ABC wurde höchstwahrscheinlich ausführlicher recherchiert, diese gefällt mir aber trotzdem deshalb besser, weil ein durchgängiges Lösungskonzept präsentiert wird. Es geht mir bei der dritten Frage viel weniger darum, dass Ihr Theorieansätze aufzuzählt als um eine kreative Lösung Eurerseits, die wirklich funktionieren könnte.
1) "experiences": Es geht zwar in einigen Fällen, aber es ist fast immer geschickter, "experience" nur im Singular zu verwenden. (Nicht ganz so extrem wie "data", "information", usw., aber fast).
2) "recommendation how": Nach "recommendation" und vor Fragewort immer ein "for".
3) "it is from significant importance": Achtung: immer "of" "importance"
4) "moral"= "Moral (z.B. dieser Geschichte)". "morale" ="Grundstimmung"
5) Falls Zeitwort nach "recommend", dann immer im Gerund (außer wenn dazwischen Addressat. D.H. "I recommend swimming" aber "I recommend for you to swim.")
Re: Report Ethics Original
As an ethics specialist, you have been contacted by the management board of the Austrian alcoholic beverage producer Prost AG. The Prost boar plans to implement a corporate social responsibility program in its company plans and wants to learn as much about ethical business practices as possible.
• explanation “insider trading” and “whistle blower”
• def. of “collusion”
• suggestion for what steps Prost AG could take to limit unethical behavior on all management levels.
The following report deals with the question how unethical behavior could be prohibited.
The report is divided into three steps. First, the author will focus on the terms “insider trading” and “whistle blower”. Thereafter, the report will give a definition of the term “collusion”. Finally, the author will make a suggestion for how unethical behavior could be limited.
To start with, the author wants to explain “insider trading”. According to Ebert/Griffin this example of unethical behavior is an illegal practice to use special knowledge of a firm for profit or gain. A “whistle blower” on the other handside is a person who detects and tries to put an end to an organization’s unethical, illegal or socially irresponsible actions by publicizing them.
Whereas insider traders use their knowledge for personal profit and harm other stakeholders by their efforts, whistle blowers try to protect the people in their business environment. Although whistle blowing is ethical correct, it comes along with troubles for the employee. After going public with an organization’s difficulties most whistle blower’s career chances in the detected company are over.
Another form of unethical behavior is collusion. By definition, “collusion” is an illegal agreement of two or more companies to commit a wrongful act such as price gauging.
The above mentioned examples of unethical behavior lead the author to the question of how unethical behavior could be banned.
Prost AG’s top management needs to develop clear ethical positions. Although, ethical norms differ from person to person, for applying ethical judgements 3 steps need to be made. First, gather relevant information. Second, analyse the facts to determine the moral values and third, make the judgement. The most efficient solution in regard to this issue is to set up codes of conduct. It is of significant importance to adopt written codes simply because avoiding a statement in black and white is not that easy than an oral one.
In addition, the set up of ethic programs is a further step for the management in dealing with ethics. Therefore, periodic trainings need to be implemented. As a matter of fact ethics can be learned through experience, but unethical behavior should never be ignored.
Due to the fact that Prost AG is implementing a social responsibility program, the author would like to point out that the management must take steps to foster the companywide sense of the responsibility. In order for social responsibility programs to succeed, the top management must be involved in their development and must act as role models. Further, a company executive must be given full responsibility for implementing the program. Finally, social audits must be carried out periodically to assess the success of the program.
Last of all, the author recommends to pay great attention to the manager’s behavior towards employees, clients, investors and other stakeholders of the company. Drawbacks should never be neglected and need to be punished promptly.
Korrektur
The following report deals with the question of how unethical behavior could be prohibited.
The report is divided into three parts. First, the author will focus on the terms “insider trading” and “whistle blower”. Thereafter, the report will give a definition of the term “collusion”. Finally, the author will make a suggestion for how unethical behavior could be limited.
To start with, the author wants to explain “insider trading”. According to Ebert/Griffin, this example of unethical behavior is an illegal practice that involves using special knowledge of a firm for profit or gain. Specifically, this is speacial knowledge that is not available to the general public. A “whistle blower” on the other handside is a person who detects and tries to put an end to an organization’s unethical, illegal or socially irresponsible actions by publicizing them.
Whereas insider traders use their knowledge for personal profit and harm other stakeholders through their efforts, whistle blowers try to protect the people in their business environment. Although whistle blowing is ethically correct, it brings troubles with it for the employee. After going public with an organization’s difficulties, most whistle blower’s career opportunities in the detected company are over.
Another form of unethical behavior is collusion. By definition, “collusion” is an illegal agreement of two or more companies to commit a wrongful act such as price gauging.
The above mentioned examples of unethical behavior leads the author to the question of how unethical behavior could be banned.
Prost AG’s top management needs to develop clear ethical positions. Although_ ethical norms differ from person to person, to apply ethical judgements, 3 steps need to be taken. First, gather relevant information. Second, analyse the facts to determine the moral values and third, make the judgement. The most efficient solution in regard to this issue is to set up codes of conduct. It is of significant importance to adopt written codes simply because avoiding a statement in black and white is not as easy as avoiding an oral one.
In addition, the set up of ethic programs is a further step for the management towards effectively dealing with ethics. Therefore, periodic trainings need to be implemented. As a matter of fact, ethics can be learned through experience, but unethical behavior should never be ignored.
Due to the fact that Prost AG is implementing a social responsibility program, the author would like to point out that the management must take steps to foster the companywide sense of ___ responsibility. In order for social responsibility programs to succeed, the top management must be involved in their development and must act as role models. Further, a company executive must be given full responsibility for implementing the program. Finally, social audits must be carried out periodically to assess the success of the program.
Last of all, the author recommends paying great attention to the manager’s behavior towards employees, clients, investors and other stakeholders of the company. Drawbacks should never be neglected and need to be punished promptly.
Hervorragend- hier war auch die praktische Empfehlung spitze. Ein Satz mehr zu Collusion und es wäre für diese Länge inhaltlich nicht mehr verbesserungsfähig.
1) "deals with the question...": Hier sollte im Regelfall ein "of" folgen.
2) "Steps" are generally "taken", not "made" (nicht total falsch, weil es gibt SCHON "Making steps towards X", aber "taken" ist in einem Fall wie obigen immer besser)
3) "is not that easy than ": Die Phrase ist "not as X as..."
Re: Exercise 1 - ethicsOriginal
“How can we (e.g. board of directors) limit unethical behaviour among our employees?” This question is nowadays the mostly asked in the heads of European company leaders, as the differentiation between ethical and unethical behaviour gets more and more into the grey area. Due to this fact, employees and even (the) top management are having rising problems to distinguish ethical from unethical behaviour. Therefore, it is extremely important for companies to establish company-comprehensive strategies to implement a CSR program.
Hence, this report will inform the reader about the business ethics terms “insider trading” and “whistle blower”. Secondly, the author is going to give a brief explanation about the unethical behaviour between two or more companies which is called “collusion”. To round up, this report will outline methods and steps how to implement a CSR programm and therefore how Prost AG would be able to limit unethical behaviour within their company.
Within business ethics the author has to distinguish between behaviour which is ethical and unethical. Whereas “insider trading” is strongly unethical and even illegal, a “whistle blower” acts very ethically. “Insider trading” is the illegal use of confidential information by a person to gain from the purchase or sale of. As this practice is not only unethical but also illegal acting persons can be punished with high fines. An example for insider trading would be the use of highly confidential information of a top manager that the company will soon receive an important licence to produce a new product. Therefore, stock values are expected to rise strongly. The top manager acts unethically when he uses this information to buy a high amount of stocks at the lower price, and after the company receives the licence to sell them at a higher price. When now a person wants to stop this unethical behaviour and publishes it (or another) to various media or to the regulatory agency, it is acting as a “whistle blower” – an employee who tries to put an end to a company’s unethical or illegal actions by publicising them.
As the report mentioned before a “collusion” takes place when two or more companies act unethically together for mutual gain. Examples for this practice are “price fixing” and “price gouging”. With price fixing, companies are able to set high prices and thus reduce competition among each other, which results in a strong drawback for customers who have to pay incredibly high prices. “Price gouging” is the respond to a highly increased demand with price increases.
This leads us to the question of how this theoretical concept can be applied to Prost AG. In particular, there are four main steps to be considered while introducing the new CSR program. To start with, it is important that the top management strongly believes the new approaches. Without the top management’s support Prost AG won’t be able to gain by introducing this program. Secondly, the top management should establish a comprehensive plan how to introduce it. In addition the author recommends setting up a written code of ethics. The third step is to nominate one manager who is responsible to monitor the program and to spread the word within the company. Finally, the Prost AG should organise a social audit on a regular basis to analyse the program’s success or failure.
To conclude, introducing a CSR program will bring along high implementation costs, but as unethical behaviour could cost the firm a fortune, the introduction of such a program will be worth any spent cent.
Korrektur
“How can we (e.g. board of directors) limit unethical behaviour among our employees?” This question is nowadays one of the most commonly asked queries by the heads of European company leaders, as the differentiation between ethical and unethical behaviour requires managers to increasingly distinguish within a grey area. Due to this fact, employees and even (the) top management are having increasing problems to distinguish ethical from unethical behaviour. Therefore, it is extremely important for companies to establish company-comprehensive strategies to implement a CSR program.
Hence, this report will inform the reader about the business ethics terms “insider trading” and “whistle blower”. Secondly, the author is going to give a brief explanation of the unethical behaviour between two or more companies which is called “collusion”. To round up, this report will outline methods and steps for how to implement a CSR program and therefore for how Prost AG would be able to limit unethical behaviour within its company.
In the area of business ethics, the author has to distinguish between behaviour which is ethical and unethical. Whereas “insider trading” is strongly unethical and even illegal, a “whistle blower” acts very ethically. “Insider trading” is the illegal use of confidential information by a person to gain from the purchase or sale of company shares. As this practice is not only unethical but also illegal,involved parties can be punished with high fines. An example for insider trading would be the use of highly confidential information of a top manager that the company will soon receive an important licence to produce a new product. Therefore, stock values are expected to rise strongly. The top manager would act unethically if he were to use this information to buy a high amount of stocks at the lower price, and after the company receives the licence, to sell them at a higher price. Whenever a person wants to stop this type of unethical behaviour and discloses it ___ to various media or to the regulatory agency, he is acting as a “whistle blower” – an employee who tries to put an end to a company’s unethical or illegal actions by publicising them.
As the report mentioned before, a “collusion” takes place when two or more companies act unethically together for mutual gain. Examples for this practice are “price fixing” and “price gouging”. In the case of price fixing, companies are able to set high prices and thus reduce competition between each other, which results in a strong drawback for customers who have to pay incredibly high prices. “Price gouging” is the response to a highly increased demand with price increases.
This leads us to the question of how this theoretical concept can be applied to Prost AG. In particular, there are four main steps to be considered when introducing the new CSR program. To start with, it is important that the top management strongly believes in the new approach. Without the top management’s support, Prost AG won’t be able to benefit from introducing this program. Secondly, the top management should establish a comprehensive plan for how to introduce it. In addition, the author recommends setting up a written code of ethics. The third step is to nominate one manager who is responsible for monitoring the program and spreading the word within the company. Finally, the Prost AG should organise a social audit on a regular basis to analyse the program’s success or failure.
To conclude, introducing a CSR program will bring along with it high implementation costs, but as unethical behaviour could cost the firm a fortune, the introduction of such a program will be worth any spent cent.
Kleine Fehler aber insgesamt sehr gut geschrieben.
1) "publishes it to various media ": Entweder "publishes it" und aus oder "discloses it to various media". "Publishes it via various media" ginge grammatikalisch auch, würde aber eher andeuten, dass der Whistle Blower z.B. Anzeigen schaltet.
Ich programmiere gerade eine Website mittels Flash und verwende das erste Mal Action***** 3.0. Ich habe einigen Schaltflächen, die auf andere URLs weiterleiten, mit kurzen Audiotexten verbunden. Allerdings springt die Site immer schon zum nächsten URL, bevor der AudioClip zu Ende ist.
Falls sich einer von Euch Flash-mäßig auskennt: Gibt es im Action***** irgendeine Funktion (in Basic wäre es z.B. "For I=1 to 1000: Next"), die den Computer einfach 1-2 Sekunden nach einem Mausklick warten lässt, bevor er auf die nächste Site hupft?
kurze antwort zur kurzen zwischenfrage
... leider, leider, leider ... hab ich wirklich nicht mal den blassesten schimmer! ;-) ich kann aber einen bekannten kontaktieren - falls dir das weiterhelfen würde!?
Re: Exercise 5 - Hopeless try from Nici ;-)Original
What problems could happen in huge companies when human resources strategy falls? This report will show a couple of examples and discussions of the situation of Proukt AG, wrong human resources politics and some possible solutions if a company is in trouble with them employees.
Firstly the author will describe and explain the definition of wild cat strike and contingent workers. Thereafter the author will stress out the complex situation and connection between these two factors. This report will also discuss a couple of examples which happens when companies have a wrong human resources strategy. Finally the writer will give some advices about possible solutions.
According to Ebert/ Griffin a wildcat strike is an unauthorized strike which is not supported by the striker’s union. The union is a group of individuals working together (against the management of companies) to achieve goals. Mostly we speak about economical goals in connection with wages or compensation systems. A strike means a lot of troubles for a company. Employees refuse going to work or sometimes slow down the work for a time. Fatal economical consequences are implicated by a strike.
Contingent workers are employees hired on something other than a full-time basis to supplement an organization’s permanent workforce. A contingent worker is not the same as a part-time worker but still not full integrated in the company. So contingent workers help the company if it’s needed but they are not part of motivation systems or team togetherness. In recent years, the number of contingent workers in the workforce has increased dramatically. Modern day experts are on the opinion that company’s hire contingent workers justified in dropping fix costs.
The author shares the conviction that is not wondering if a feeling of disaffection grows in the minds of employees when a company doesn’t commit with a full integrated business relation in a balanced quid pro quo system.
The complex connection of contingent workers and wild cat strikes is a plausible theory. This can be demonstrated by means of the following example: UPC for example suffers by the consequence of a strike when the union claim to open 10.000 new jobs. Specifically, the union wanted the firm to transform many of its temporary and part-time jobs into permanent and full-time jobs. Strikers returned to work only when UPS agreed to create these 10.000 new jobs.
Considering the theory of the connection between wild cat strike and contingent workers the author will stress out that it’s important to find a solution to create more loyalty and team togetherness between employees and management. The author would recommend for Produkt AG to arrange an agreement with support of a mediation. A mediation is a method of resolving a labour dispute in which a third party suggests, but does not impose a settlement. To conclude, the author would also advice to reorganize the workforce structure in transmitting part time jobs to full time jobs and to adopt positioning contingent workers. It’s a fact that the economical lost which is implicated by a strike is more dramatically than increase the fix costs of positioning full time workers. A positive consequence of restock the number of employees is to improve the daily business and have more success.
Korrektur
What problems could happen in large companies when the human resources strategy fails? This report will show a few examples and discuss the situation of Proukt AG. It will address both inappropriate human resources policies and some possible solutions for when a company is having difficulties with its employees.
Firstly the author will providedefinitions for wild cat strike and contingent workers. Thereafter the author will stress ___ the complex situation and connection between these two factors. This report will also discuss a fewdevelopments which can take place when companies have an inappropriate human resources strategy. Finally, the writer will give some advice concerning possible solutions.
According to Ebert/ Griffin a wildcat strike is an unauthorized strike which is not supported by the striker’s union. The union is a group of individuals working together (often against the management of companies) to achieve goals. Mostly we speak about economical goals in connection with wages or compensation systems. A strike means a lot of troubles for a company. Employees refuse to go to work or sometimes slow down the work for a time. Fatal economical consequences are implicated by a strike.
Contingent workers are employees hired on something other than a full-time basis to supplement an organization’s permanent workforce. A contingent worker is not the same as a part-time worker but still not fully integrated in the company. __Contingent workers help the company if it’s needed but they are not part of motivation systems or team togetherness. In recent years, the number of contingent workers in the workforce has increased dramatically. Modern day experts are of the opinion that companies hire contingent workers in order to reduce fix costs.
The author shares the conviction that it is not surprising if a feeling of disaffection grows in the minds of employees when a company doesn’t commit to a balanced quid pro quo system.
The complex connection of contingent workers and wild cat strikes is __plausible __. This can be demonstrated by means of the following example: UPC, for example,suffered from a strike when the union demanded 10,000 new jobs. Specifically, the union wanted the firm to transform many of its temporary and part-time jobs into permanent and full-time jobs. Strikers returned to work only when UPS agreed to create these 10,000 new jobs.
Considering the __ connection between a wild cat strike and contingent workers, the author stresses__ that it’s important to find a solution to create more loyalty and team cohesion between employees and management. The author would recommend for Produkt AG to arrange an agreement with support of a mediation. A mediation is a method of resolving a labour dispute in which a third party suggests a solution, but does not impose a settlement. To conclude, the author would also advise reorganizing the workforce structure bytransforming part time jobs to full time jobs and to adopt positioning contingent workers. It’s a fact that the economical loss which is implicated by a strike is more dramatic than the increase in fix costs due to hiring full time workers. A positive consequence of increasing the number of employees is the improvement of the daily business and increased success.
Inhaltlich gut.
1) Achte bei der Prüfung unbedingt darauf, Deine Sätze so kurz als möglich zu formulieren und verzichte auf komplexe Phrasen. Mit genügend Übung bewältigst Du die zwar sicher auch, aber bis zur Diplomprüfung ist realistischerweise einfach nicht genug Zeit dafür.
2) "huge companies" ist zwar grammatikalisch bestens, aber stilistisch nicht der Idealfall (deutsches Pendant wäre "riesige Firmen")
3) "Firstly the author will describe and explain the definition of wild cat strike and contingent workers." Vorsicht hier: Du hast viele gute Begriffe, sie passen aber in Summe nicht zusammen. Für "Definition" nimmt man z.B. "give/provide" und für "describe" bzw. "explain" (nur eins von den beiden Varianten nehmen) würde man z.B. "describe/explain what a X is" (z.B. "what a wild cat strike is")
5) "some advices about": "advice" ist immer Singular und am besten folgt darauf "concerning"
6) "So contingent workers help the company if it’s needed but they are not part of motivation systems or team togetherness. ": Dieser Satz ist ohne "So" weitgehend richtig, mit "So" wird er aber zur Phrase: Schaue bei der Prüfung unbedingt, ob Du Sätze mit "So" begonnen hast- zu 99% sind das nämlich keine vollständigen Sätze.
Re: kurze antwort zur kurzen zwischenfrage
... leider, leider, leider ... hab ich wirklich nicht mal den blassesten schimmer! ;-) ich kann aber einen bekannten kontaktieren - falls dir das weiterhelfen würde!?
Nein, nein- vielen Dank! Ich habe eh eine Halblösung und habe ein paar Bekannte angemailt - daraus sollte sich schon etwas Nützliches ergeben.
Re: New Diploma Exam Practice Thread July 2007Original
Dear Mr. Gusenbauer,
in response to your inquiry of 4 July 2007 I first want to thank you that you chose my agency to help you raising Austria’s economic growth. I’m glad to give you the following advice and recommendation.
First, this letter is going to explain to you what fiscal policy is, and what effects it has on economic growth. Thereafter, I will give you a short comparison between the two important economic indicators GDP and GNP. In the end of my letter, I will provide you a recommendation on how you can promote higher economic growth in Austria with the aid.
Fiscal policy is all decisions made by the government how it collects and spends its revenues. These decisions mostly include the tax policy and government spending. With this policy the government is able to set deflationary or reflationary measures. Consequently fiscal policy is an important instrument to (try to) control a country’s economic growth. Hence, if the government raise taxes and / or cut government spending, the country gets less attractive for FDIs, fewer companies tend to settle down in this country and companies will have less money to invest in R&D, workforce and production facilities. The other way round, the country will get more attractive and economy will grow if the government cut taxes and raise government spending.
(GDP). The GDP measures the value of all goods and services produced within a country and its factors of production within a given period of time. In contrast to the GDP, the Gross National Product estimates the value of all goods and services produced of a country around the world within a given period of time. To illustrate the difference more precisely I want to give you an example: an Austrian company produces goods in Austria and Slovakia. All goods and added value generated by the Austrian company in Slovakia will be part of Austria’s GNP and of Slovakia’s GDP.
But how can you as a chancellor now promote higher economic growth in Austria? I want to highlight now main steps that could be taken to improve the current situation. In general, economy grows when the aggregate output increases. Thus the first aim should be to increase the quantity and quality of goods and services produced. To reach this goal, the government could grant tax incentives and subsidies to weak industries. This will have an immediate impact to Austria’s economy. A decrease in tax, for instance, will reduce the costs of the production factors and therefore more people will be hired and are able to buy more products. Another important factor which should be highly considered to be successful in the long run would be to invest in the research and development as well as in the education sector. Thought, just a country with a high level of well trained and educated workforce, an adequate tax policy and government spending will be attractive for companies in the future and therefore promote economic growth.
We hope the above information proves useful to you. If you have any further questions, don’t hesitate to contact me and my agency again.
Yours sincerely,
Korrektur
Dear Mr. Gusenbauer,
In response to your inquiry of 4 July 2007, I first want to thank you for choosing my agency to help you raise Austria’s economic growth. I’m glad to give you the following advice and recommendation.
First, this letter is going to explain to you what fiscal policy is, and what effects it has on economic growth. Thereafter, I will give you a short comparison between the two important economic indicators GDP and GNP. At the end of my letter, I will provide you with a recommendation for how you can promote higher economic growth in Austria with our advice.
Fiscal policy includes all decisions made by the government concerning how it collects and spends its revenues. These decisions mostly include the tax policy and government spending. With this policy, the government is able to set deflationary or reflationary measures. Consequently, fiscal policy is an important instrument through which to (try to) control a country’s economic growth. Hence, if the government raises taxes and / or cuts government spending, the country becomes less attractive for FDIs, fewer companies tend to settle down in this country and companies will have less money to invest in R&D, workforce and production facilities. Vice versa, the country will become more attractive and the economy will grow if the government cuts taxes and raises government spending.
(GDP). The GDP measures the value of all goods and services produced within a country and its factors of production within a given period of time. In contrast to the GDP, the Gross National Product estimates the value of all goods and services produced of a country around the world within a given period of time. To illustrate the difference more precisely, I want to give you an example: an Austrian company produces goods in Austria and Slovakia. All goods and added value generated by the Austrian company in Slovakia will be part of Austria’s GNP and of Slovakia’s GDP.
But how can you as a chancellor now promote higher economic growth in Austria? I now want to highlight __the main steps that could be taken to improve the current situation. In general, an economy grows when the aggregate output increases. Thus, the first aim should be to increase the quantity and quality of goods and services produced. To reach this goal, the government could grant tax incentives and subsidies to weak industries. This would have an immediate impact on Austria’s economy. A decrease in tax, for instance, would reduce the costs of the production factors and therefore more people would be hired and would be able to buy more products. Another important factor which should be strongly considered in order to be successful in the long run would be to invest in the research and development as well as in the education sector. Only a country with a __ well trained and educated workforce, an adequate tax policy and government spending will be attractive for companies in the future and therefore promote economic growth.
We hope the above information proves useful to you. If you have any further questions, don’t hesitate to contact me and my agency again.
Yours sincerely,
Gut gemacht!
1) Ich habe Dir bei Deiner Praxisempfehlung oft "will" in "would" ausgebessert. In 90% der Fälle wäre bei Dir "will" auch richtig gewesen. Ich mache das nur deshalb, weil es IMMER richtig ist, in solchen Vorschlagssituationen "would/could/might/should" zu verwenden, aber nicht immer richtig, "will" zu verwenden. D.h. meine Korrektur macht aus Deinem Text die sicherste Variante, der Ursprungstext wäre aber in dieser Hinsicht ebenfalls weitgehend grammatikalisch richtig gewesen.
:-)
Per Email an einen Freund
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