Vocabulary

1. 2. 3. 4. 5. ". #. $. '. 1(. 11. 12. 13. 14. 15. 1". 1#. 1$. 1'. 2(. 21. 22. 23. 24. 25. 2". 2#. 2$. 2'. 3(. 31. 32. 33. 34. 35. 3". 3#. Brand loyalty- the tendency to always buy a particular brand Brand image- the ideas and beliefs people have about a brand Brand stretching- using an existing name on another type of product Brand awareness- how familiar people are with a brand roduct launch- the introduction of a product to the mar!et roduct lifecycle- the lengh of time people continue to buy a product roduct range- the set of products made by a company roduct placement- when products are used in films or %& programmes roduct endorsement- the use of a well-!nown person to advertise products rice-boom- when prices are rising )uic!ly *id-priced- not cheap and not expensive +iche- a small group of buyers with special needs, which may be profitable to sell to *id-range- goods between basic and sophisticated %rade up- buy a better model than one you have *ar!et shrin!ing-ow-priced- charge low prices all the time .t cost- what you pay for them .t a loss- even less /heap- goods are poor )uality -oss leaders- cheap items to atract customers in -ist price- recommended retail price 0iscounting- selling at a discount to the list price 1ndercuttingrice boom- a good period for sellers, when prices are rising )uic!ly rice controls- government efforts to limit price increases rice cut- a reduction in price rice hi!e- an increase in price rice war- when competing companies reduce prices in response to each other rice leader- a company that is first to reduce or increase prices rice tag- label attached to goods, showing the price2 also means 3price3 -ow-end or bottom-end- the cheapest products 4igh-end or top-end- products designed for experienced users5 with money6 7ntry-level- cheapest product for consumers who have never bought it before %rade down- buy cheaper product after buying more expensive one 0ownmar!et- show disapproval *ass mar!et- describes goods that sell in large )uantities and the people who buy them Buffer- apparatus for deadening concussion on impact at the end of a railway trac!, but may also refer to a reserve of stoc!s 3$. atent- since it is the grant of a sole right to ma!e or sale it is, in effect, the granting of a monopoly 3'. rototype- a moc!-up of the original design showing the expected final appearance of the

4(. 41. 42. 43. 44. 45. 4". 4#. 4$. 4'. 5(. 51. 52. 53. 54. 55. 5". 5#. 5$. 5'. "(. "1. "2. "3. "4. "5. "". "#. "$. "'. #(. #1. #2. #3. #4. #5. #". ##. #$. #'. $(.

proposed machine. .vailability- the extent to which something can be used, for ex. 8n the production process 9esources- human and financial assets which can be used in the business :verheads- costs such as the factory buildings which do not vary with output Batches- comparatively small numbers of goods being processed at the same time :b;ective- what we are hoping to reach *aintenance- the servicing of machinery and e)uipment ollution-the result of an industrial activity which has an adverse effect on the environment 0epot- a place for storing goods, especially vehicles 9e;ects- goods or materials which have been inspected and found to be of an unacceptable standard Budget- an accounting device which aims to ensure that managers do not spend too much -ayout- a plan showing how the machines and e)uipment are arranged <chedules- documents showing how the wor! is being organised <e)uence- one thing following another without a brea! =or!-flow- the movement of paper or other materials from wor!station to wor!station >lexibility- versatility and adaptability 9elocation- the movement of the factory5or plant6 to a new site 9ationalisation- the elimination of time-wasting and unnecessary expenses Boss /areers /ontracts /ourse 0egree 7mployees 7mployers 7mploys rofession ?ualifications 9ecruit <!ills .bsenteeism Bonus scheme -ong hours *otivated :ff sic! roductivity <taff retention <taff turnover =or!-life =or!aholic high flier erfectionist

$1. roblem solver $2. <tar performer $3. %eam player $4. %rouble ma!er $5. 9esume- a 1< word for 3cv3 $". -ay off- ma!e redundant $#. ersonnel- people who wor! in a company or organi@ation $$. romote $'. <hort-list '(. 0ismiss '1. 9eferee- the person who gives you a reference '2. 9eference '3. +otice '4. .ppraisal- a report on an employee which gives details about their performance '5. %urn down- re;ect someone '". 9etire- stop wor! because of old age '#. =or! force- another word for staff '$. %eam players- people who wor! well with other people ''. %alented- naturally very good at what they do 1((. *otivated- very !een to do well in their ;ob 1(1. +umerate- good with numbers 1(2. /omputer-literate- good with computers 1(3. *ethodical, systematic and organi@ed- can wor! in a planned, orderly way 1(4. <elf-starters,proactive,self-motivated, or self-driven- good at wor!ing on their own 1(5. Araduates-people who have ;ust left university 1(". 9ecruitment- the process of finding people for particular ;obs5hiring6 1(#. 9ecruit- someone who has been recruited5hire6 1($. 4eadhunters- outside specialists 5outside recruiters, recruitment agencies, employment agencies6 1('. 4eadhunting- the process of finding people for very important ;obs, persuading them to leave the organi@ations they already wor! for 11(. /overing letter- letter explaining why the person wanted the ;ob and why he waa the right person for it 111.<election process- the methods that the company uses to recruit people 112. -oan- a sum of money which you borrow from a ban! or person for a period of time 113. *ortgage- a sum of extra money which you pay when you pay bac! a sum that you borrowed 114. 8nterest- a sum of money you borrow from the ban! si that you can buy a house 115. :verdraft- an agreement with the ban! which allows you to spend more money than you have in your account 11". Aet ahead- ma!e progress 11#. /ome up- arrive 11$. Boil over- discuss thoroughly 11'. <tart up with- produce ideasBsolutions

12(. <tic! out- begin 121. %al! to- followBobey 122. %urn down to- is essentially 123. presenteeism-being at wor! when you don3t need to be 124. /ulture- the Cway we do things hereC 125. /ompany or corporate culture- way a particular company wor!s, and the things it believes are important 12". /anteen culture- the ways that people in a organi@ation such as tbe police thin! and tal!, not approved by the leaders of the organi@ation 12#. -ong-hours culture- where people are expected to wor! for a long time each day 12$. *acho culture- ideas typically associated with menDphysical strength, aggressiveness 12'. %o log- to record factsBevents in writing 13(. %o afford- give someone the duty to act on your behalf, ta!ing decisions 131. %o delegate- to have enough of something for a purpose 132. 0eadline- timeBdata before which a specified ;ob must be finished 133. <ettling 134. /ommunicate- to convey an idea or feeling to people 135. *otivate- giveBoffer a stimulus to do something 13". *anagement by ob;ectives- method of chec!ing the performance of an employee by setting the results against the targets 13#. %rade unions- labor unions, organi@ations defending the interests of wor!ers 13$. 8ndustrial action- when wor!ers aren3t happy with pay or conditions 13'. <tri!e, stoppage or wal!-out- wor!ers stop wor!ing for a time 14(. Ao-slow- wor!ers continue to wor!, but more slowly than usual 141. :vertime ban- wor!ers refuse to wor! more than the normal number of hours 142. 4uman resources department E personnel department- department that deals with pay, recruitment, etc. 143. 4uman resources E human resource management- area that deals with pay, recruitment, etc. 144. <ubordinates- the people wor!ing below managers and army officers 145. -eadership s!ills-managers3 ability to lead 14". >lair-talent for leadership 14#. /harisma- an attractive )uality that ma!es other people admire them and want to follow them 14$. &isionary- someone with the power to see clearly how things are going to be in the future 14'. 0istant and remote- not easy to get to !now or communicate with 15(. :pen and approachable- you can tal! to them easily 151. /onsensus- as!ing employees to contribute in a process of consultation 152. initiative- ta!e decisions on their own without as!ing managers firstEFempowerment 153. Bureaucratic- depend on managers and system 154. 0elegate- to give other people responsibility for wor! rather than doing it all themselves 155. participative leadership- leadership style in which all members of a team are involved in identifying essential goals and developing strategies to reach those goals

15". 7ntrepreneurial leadership- personality-based leadership style in which the manager see!s to inspire wor!ers with a vision of what can be accomplished to benefit all sta!eholders 15#. /ommunication s!ills- the ability to spea!, listen and write effectively 15$. -eadership - the ability to influence others 15'. .utocratic leadership- tas!-oriented leadership style in which wor!ers are told what to do and how to accomplish it2 wor!ers have no say in the decision-ma!ing process 1"(. 8nterpersonal s!ills- the ability to deal effectively with other people 1"1. %echnical s!ills- specific s!ills needed to accomplish a speciali@ed activity 1"2. analytic s!ills- the ability to indentify problems correctly, generate reasonable alternatives, and select the CbestC alternatives to solve problems 1"3. /onceptual s!ills- the ability to thin! in abstract terms 1"4. .dministrative manager- a manager who isn3t associated with any specific functional area but who provides overall administrative guidance and leadership 1"5. 4uman resources manager- a person charged with managing an organi@ation3s human resources programs 1"". *ar!eting manager-manager who is responsible for facilitating the exchange of products between an organi@ation and its customers or clients 1"#. *iddle manager- manager who impliments the strategy and ma;or policies developed by top management 1"$. >irst-line manager- manager who coordinates and supervises the activities of operating employees 1"'. >inancial manager-manager who is primarily responsible for an organi@ation3s financial resources 1#(. :perations manager- manager who manages the system that convert resources into goods and services 1#1. %op manager-an upper-level executive who guides and controls the overall fortunes of an organi@ation 1#2. controlling- the process of evaluating and regulating ongoing activities to ensure that goals are achieved 1#3. Boss- the head of an activity, a department or an organi@ation 1#4. +on-executive directors- outsiders, often directors of other companies who have particular !nowledge of the industry or of particular areas 1#5. -imited liability- this means that no shareholders of such a type of company can be as!ed to pay more than the nominal value of his shares or the amount of guarantee if the company goes ban!rupt 1#". <leeping partner- person who has capital in a partnership but ta!es no part in its commercial and managerial activities 1##. Board of directors- the effective management committee of a limited liability company 1#$. >inancial statement- any presentation of the accounts of a company showing its financial position at a particular moment 1#'. /hairman- highest position on a company3s board of directors 1$(. <ole trade- person who is the only owner of a business whose manager he alse is 1$1. <oftware-computer programs

1$2. 7ffort- wor!, time and energy 1$3. 4ardware- computers5 and other machines6 1$4. %rainees-young wor!ers still learning their ;obs 1$5. 7xpertise- !nowledge and s!ill 1$". -ayers- levels or strata 1$#. &erify- to ma!e certain that something is true 1$$. .mended- corrected or slightly changed 1$'. 0ownfall- collapse or failure 1'(. .llocate-give a share of a total amount 1'1. Aain ground on- become more popular or accepted than 5a competitor6 1'2. Boost- increase 1'3. /apitalise on- use a situation advantageously 1'4. >luctuations - changes or variations 1'5. <helf life- length of time that a product can be !ept in a shop before it becomes too old 1'". er capita- per person 1'#. enetration- amount a company sells as a percentage of the total possible sales in a mar!et 1'$. Burgeon- develop or grow )uic!ly 1''. .ffluence- having a lot of money 2((. <pending power- amount of money available for people to buy things 2(1. Bargaining ployBtactic- a particular techni)ue used by a negotiator 2(2. Bargaining chipBtool- an issue that a negotiator uses in order to gain an advantage 2(3. Bargaining pointBpower- a particular issue that a negotiator discusses the degree to which one side is strong enought to obtain what it wants 2(4. Bargaining process- the way that negotiations develop 2(5. BargainBnegotiate- they tal! in order to reac! an agreement which is to their mutual advantage 2(". *anagement- the process of coordinating people and other resources to achieve the goals of an organi@ation 2(#. planning- establishing organi@ational goal and deciding how to accomplish them 2($. *ission- statemestatement of the basic purpose that ma!es an organi@ation different from others 2('. Aoal- an end result that an organi@ation is expected to achieve over a one-to ten-year period 21(. :b;ective-specific statement detailing what an organi@ation intends to accomplish over a shorter period of time 211. /ore competencies- approaches and processes that a company performs well that may give it an advantage over its competitors 212. <ubcontractors- any company that provides goods or services for another one 213. /omponent- any of the pieces or parts that ma!e up a product, machine 214. :utsourcing Bcontracting out- buying products or processed materials from other companies rather than manufacturing them 215. /apacity- the 5max6 rate of output that can be achieved from a production process 21". 8nventory- the buildings, machines, e)uipment and other facilities used in the production

process 21#. -ocation- the geographical situation of a factory or other facility 21$. lant- the stoc! of any item or resource used inin an organi@ation 21'. -ead time- the time needed to perform an activity