Professional Documents
Culture Documents
Daftar Soal: Topik Pts Ganjil Bahasa Inggris Kelas 12
Daftar Soal: Topik Pts Ganjil Bahasa Inggris Kelas 12
LISTENING
Direction: Listen to the audio below and answer the question based on
the audio:
0:00 / 1:13
0:00 / 1:13
By cash
By instalment
Benar By card
By free
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LISTENING
Direction: Listen to the audio below and answer the question based on
the audio:
What does the man offer to the women?
3
0:00 / 1:19
0:00 / 1:19
Ben’s friend
Benar Ben’s sister
Alison’s friend
Charles’ sister
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LISTENING
Direction: Listen to the audio below and answer the question based on
the audio:
0:00 / 2:09
0:00 / 2:09
In the party
Benar In the cafetaria
In the lounge
In the feast
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LISTENING
Direction: Listen to the audio below and answer the question based on
the audio:
0:00 / 2:02
0:00 / 1:39
0:00 / 1:39
Background
Millennials (those born between the early 1980s and the early 1990s)
make up a huge part of our workforce but they seem to lack loyalty to the
companies and the leaders they work for. Multinational companies are
noticing larger turnover rates of millennials as employee retention rates
fall. This report looks at the findings of two large-scale surveys on the
mindset of the millennial generation and explores how organisations can
strive to address these needs, increase employee engagement and
encourage retention.
Research
In a global survey conducted by PricewaterhouseCoopers (PwC), more
than 40,000 millennial (born between 1983 and 1993) and non-millennial
responses were collected on the topics of workplace culture,
communication and working styles, pay structure, career development,
work–life balance, etc.
In a separate global survey conducted by Deloitte, more than 10,000
millennials participated in a study about their perceptions of the threats
and opportunities in the complex world of work.
Key findings
• Millennials are as committed to their work as their more senior
colleagues.
• Millennials value interesting work and a good work–life balance. They
do not believe that excessive work demands are worth sacrifices in their
personal lives.
• Millennials want flexibility in their working hours and are willing to
give up pay increases and promotions for a flexible working schedule.
They believe that success should be measured by productivity and not by
the number of hours they are seen in an office.
• Millennials want to feel supported and appreciated by their company
and their superiors.
• Millennials want more opportunities to develop their skills. These
include technological skills, teamwork and interpersonal skills.
• Millennials believe that businesses and business leaders should
contribute to the improvement of society and they are more likely to be
loyal to a company with strong ethics.
Recommendations
Organisations and managers wanting to retain millennials should
consider:
• monitoring their workload and satisfaction levels with their work–life
balance
• creating a flexible work culture where employees have more control
over their working hours and their work location
• providing meaningful work and interesting opportunities
• offering help and support in continuing professional development
• changing the organisation’s goals from being mainly about profit-
making to motives that address social concerns and solve wider societal
problems.
Background
Millennials (those born between the early 1980s and the early 1990s)
make up a huge part of our workforce but they seem to lack loyalty to the
companies and the leaders they work for. Multinational companies are
noticing larger turnover rates of millennials as employee retention rates
fall. This report looks at the findings of two large-scale surveys on the
mindset of the millennial generation and explores how organisations can
strive to address these needs, increase employee engagement and
encourage retention.
Research
In a global survey conducted by PricewaterhouseCoopers (PwC), more
than 40,000 millennial (born between 1983 and 1993) and non-millennial
responses were collected on the topics of workplace culture,
communication and working styles, pay structure, career development,
work–life balance, etc.
In a separate global survey conducted by Deloitte, more than 10,000
millennials participated in a study about their perceptions of the threats
and opportunities in the complex world of work.
Key findings
• Millennials are as committed to their work as their more senior
colleagues.
• Millennials value interesting work and a good work–life balance. They
do not believe that excessive work demands are worth sacrifices in their
personal lives.
• Millennials want flexibility in their working hours and are willing to
give up pay increases and promotions for a flexible working schedule.
They believe that success should be measured by productivity and not by
the number of hours they are seen in an office.
• Millennials want to feel supported and appreciated by their company
and their superiors.
• Millennials want more opportunities to develop their skills. These
include technological skills, teamwork and interpersonal skills.
• Millennials believe that businesses and business leaders should
contribute to the improvement of society and they are more likely to be
loyal to a company with strong ethics.
Recommendations
Organisations and managers wanting to retain millennials should
consider:
• monitoring their workload and satisfaction levels with their work–life
balance
• creating a flexible work culture where employees have more control
over their working hours and their work location
• providing meaningful work and interesting opportunities
• offering help and support in continuing professional development
• changing the organisation’s goals from being mainly about profit-
making to motives that address social concerns and solve wider societal
problems.
Background
Millennials (those born between the early 1980s and the early 1990s)
make up a huge part of our workforce but they seem to lack loyalty to the
companies and the leaders they work for. Multinational companies are
noticing larger turnover rates of millennials as employee retention rates
fall. This report looks at the findings of two large-scale surveys on the
mindset of the millennial generation and explores how organisations can
strive to address these needs, increase employee engagement and
encourage retention.
Research
In a global survey conducted by PricewaterhouseCoopers (PwC), more
than 40,000 millennial (born between 1983 and 1993) and non-millennial
responses were collected on the topics of workplace culture,
communication and working styles, pay structure, career development,
work–life balance, etc.
In a separate global survey conducted by Deloitte, more than 10,000
millennials participated in a study about their perceptions of the threats
and opportunities in the complex world of work.
Key findings
• Millennials are as committed to their work as their more senior
colleagues.
• Millennials value interesting work and a good work–life balance. They
do not believe that excessive work demands are worth sacrifices in their
personal lives.
• Millennials want flexibility in their working hours and are willing to
give up pay increases and promotions for a flexible working schedule.
They believe that success should be measured by productivity and not by
the number of hours they are seen in an office.
• Millennials want to feel supported and appreciated by their company
and their superiors.
• Millennials want more opportunities to develop their skills. These
include technological skills, teamwork and interpersonal skills.
• Millennials believe that businesses and business leaders should
contribute to the improvement of society and they are more likely to be
loyal to a company with strong ethics.
Recommendations
Organisations and managers wanting to retain millennials should
consider:
• monitoring their workload and satisfaction levels with their work–life
balance
• creating a flexible work culture where employees have more control
over their working hours and their work location
• providing meaningful work and interesting opportunities
• offering help and support in continuing professional development
• changing the organisation’s goals from being mainly about profit-
making to motives that address social concerns and solve wider societal
problems.
It is estimated that about 40 per cent of the world’s population use social
media, and many of these billions of social media users look up to
influencers to help them decide what to buy and what trends to follow.
It is estimated that about 40 per cent of the world’s population use social
media, and many of these billions of social media users look up to
influencers to help them decide what to buy and what trends to follow.
It is estimated that about 40 per cent of the world’s population use social
media, and many of these billions of social media users look up to
influencers to help them decide what to buy and what trends to follow.
It is estimated that about 40 per cent of the world’s population use social
media, and many of these billions of social media users look up to
influencers to help them decide what to buy and what trends to follow.
It is estimated that about 40 per cent of the world’s population use social
media, and many of these billions of social media users look up to
influencers to help them decide what to buy and what trends to follow.
It is estimated that about 40 per cent of the world’s population use social
media, and many of these billions of social media users look up to
influencers to help them decide what to buy and what trends to follow.
The plane with largest wingspan ever built was nicknamed the Spruce
Goose. The wingspan of the Spruce Goose was 320 feet (almost 100
meters), and the plane weighed 200 tons. It was so big that it needed
eight engines to power it.
The plane was so difficult to build that it was never really used. It was
flown one time only, by Hughes himself on November 2, 1947; during
that flight, it travelled a distance of less that one mile over the Los
Angeles Harbor, but it did fly. Today, the Spruce Goose is on exhibit for
the public to see in Long Beach, California.
According to the text, why did the plane need eight engines to power?
Benar It was very big and heavy and made of wood
It was very big and heavy and made of metal
It has the largest metal wingspan
It has the largest wooden wingspan
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Read the text below and choose the best answer A, B, C, or D to the
question.
The plane with largest wingspan ever built was nicknamed the Spruce
Goose. The wingspan of the Spruce Goose was 320 feet (almost 100
meters), and the plane weighed 200 tons. It was so big that it needed
eight engines to power it.
The plane was so difficult to build that it was never really used. It was
flown one time only, by Hughes himself on November 2, 1947; during
that flight, it travelled a distance of less that one mile over the Los
Angeles Harbor, but it did fly. Today, the Spruce Goose is on exhibit for
the public to see in Long Beach, California.
If you hear term “online shopping”, what comes into your mind? Are you
familiar with such a term? Now, I’d like to tell you about it.
Online shoppers comonly use their credit cards for making payment.
However, a few systems enable users to pay by alternative means. Once a
payment has been accepted, the goods or services can be delivered to
consumers via traditional means. (sumber: businessdictionary. com &
wordiq. com)
If you hear term “online shopping”, what comes into your mind? Are you
familiar with such a term? Now, I’d like to tell you about it.
Online shoppers comonly use their credit cards for making payment.
However, a few systems enable users to pay by alternative means. Once a
payment has been accepted, the goods or services can be delivered to
consumers via traditional means. (sumber: businessdictionary. com &
wordiq. com)