Question

Помогите с английским, плииз! В каждой из следующих ситуаций решите, дадите ли вы соискателю работу или нет. Будьте готовы обосновать свое решение в каждом конкретном случае. Systems Analyst. The applicant is a 36-year-old woman returning to work after giving up her previous job to start a family three years ago. She is well qualified for the post and much more experienced than any of the other applicants. She is, however, a little out of touch with the latest developments in the industry you work in and would require some retraining. Most of the other applicants are younger men. Marketing Director. The applicant is a 29-year-old woman. On paper she looks impressive and at interview she came across very well indeed. In terms of experience and expertise, she is clearly the best person, for the post. There’s only one problem: the job is in a country where women do not have equal status with men and where very few women hold management positions at all, let alone senior ones such as this. Production Manager. The applicant is a 44-year-old woman. You have recently interviewed twenty people for a very responsible post within your company and she is one of the two on your final shortlist. The other most promising candidate is a 29-year-old man. On balance, you think the man would probably be the better choice but, at present, your company has only appointed three female managers out of a total of thirty-two and you are under a lot of pressure from the personnel department to exercise ‘positive discrimination’ in favour of women. Management Trainer. The applicant is a 31-year-old man. The company you represent runs assertiveness training courses for women in management and at the moment you have an all-female staff. Whilst the applicant has an excellent track record in management training with mixed groups, you have some doubts about his credibility running seminars exclusively for women, some of whom tend to see male managers more as an obstacle than an aid to their progress. You’re also concerned about how the rest of the staff will react to him.

Answer 1

Ответ:

Systems Analyst

Well, I will definitely give her a job. She is well qualified for the post and much more experienced than any of the other applicants. As for retraining, I think I will be very useful. And such a woman will try much harder to prove her competence.

Marketing Director

I will give her a job. If she is really the best person for the post, I can take all other risks. It's business, so I should take rational decisions. As for status of men and women, I think it will change soon, because of globalisation and feminism.

Production Manager

I won't give her a job. I will hire the most promising candidate (29-year-old man). Women want equal rights, so I judge equally men and women. And I think the man is the better option in this case.

Management Trainer

I will give him the job and will see how he will communicate with women. Maybe he will find the right note in training them.

Объяснение:

Answer 2

1. Systems Analyst: In this case, I would hire the 36-year-old woman returning to work after giving up her previous job to start a family three years ago. She is well-qualified for the post and has more experience than any of the other applicants. While she may require some retraining to catch up with the latest developments in the industry, her qualifications and experience make her a strong candidate. Age or gender should not be the sole determining factors for hiring, and her qualifications and experience outweigh any concerns about being out of touch with the industry.

2. Marketing Director: I would hire the 29-year-old woman for the Marketing Director position. She is clearly the best person for the job based on her qualifications and expertise. While there may be concerns about gender inequality in the country where the job is located, it's important to prioritize qualifications and skills when making hiring decisions. Discriminating against a highly qualified candidate based on gender would not be fair or ethical. It would be more appropriate to address gender inequality issues within the company separately, such as through diversity and inclusion initiatives.

3. Production Manager: In this case, I would choose the candidate who is the better fit for the role, regardless of gender. If, after a balanced assessment, the 29-year-old man is the better choice for the Production Manager position, he should be selected. While there may be pressure to promote gender diversity, making a hiring decision solely based on gender rather than qualifications and suitability for the role would not be fair to the company or the candidates. Companies should aim for diversity but not at the expense of hiring the most qualified individuals.

4. Management Trainer: I would consider the 31-year-old man for the Management Trainer position, but I would also address the concerns about his credibility running seminars exclusively for women. It's important to ensure that the trainer can effectively communicate and connect with the participants. If the doubts about his credibility can be addressed through training or other means, he could be a suitable candidate. However, the concerns of the staff and participants should be taken into account, and efforts should be made to create an inclusive and comfortable learning environment for all participants.