Name : Hisna Agisni

Student ID : 225508006
Subject : Listening 3
Topic : 7 Corporate Culture, the Stupidity Paradox

1. What factors make a job a good job / a bad job?

2. Would you prefer a job you love with a lower salary or a job you dislike with a higher salary?
3. What sort of benefits or perks can a company offer its employees to keep them happy?
Answer:
1. A job is good if it pays a fair salary. In addition, a good job also provides opportunities for
self-development. Support from coworkers and recognition of contributions are also
important.
Conversely, a bad job is one that does not provide a fair salary, does not provide opportunities
for employees to develop themselves, and there is no good cooperation with coworkers.

2. I would prefer a job that I like even with a small salary, because it is better, there will be no
compulsion in doing it and I will enjoy it.

3. The company can make employees happy by providing various benefits such as health
insurance, welfare programs, social security, and pension funds. Flexibility in working hours
and leave, performance bonuses, and support for education and development are also very
important. Rewards for employee performance and comfortable work facilities can also
increase their satisfaction.

A. Add the words to these sentences

a. The new IT expert finds it very difficult to interact with other staff.
b. The change in employment contracts for staff resulted in many upheaval employees.
c. The disgruntled of the politician in his private life meant he could never be considered for
Prime Minister
d. Moving house can cause a lot of policy
e. The child's artwork showed a high level of creativity
f. The new manager asked us to justification the use of the new technology.
g. Many low skill jobs are quite mundane
h. There is no respected for his terrible behaviour.
i. What is the company's embrace on employing interns?
j. Her fair treatment of all staff meant she was a very well behaviour manager.

B. As you listen, take a notes

 Introduction
defining corporate culture and organizational behavior.

 Definitions
corporate culture is the the values the beliefs and the attitudes that characterize a company
and guide its working practices more simply put it basically describes the way we work
around here the way we do things and the way we like to get things done

 Research findings
the books by Steven Robbins
 research by Spitzer and aalverson

 Problems & solutions

that the employee is effectively hiding their heads in the sand to avoid the problems and some
problems must be dealt with or the company risks losing business and even going out of
business.

 Inspectors and auditors

Inspector is person has left having done their job of checking and advising the company
reverts to exactly what they were doing.
Auditors are professionals responsible for conducting audits of the financial records of a
company, organization, entity, or individual. Their main task is to examine and evaluate the
reliability, accuracy, and compliance of financial records with applicable accounting
standards, as well as applicable regulations.

 Branding
branding is a something of a buzzword at the moment, branding is more important than the
products quite a big claim, branding at the heart of every business success everyone seems to
want to rebrand their product nowadays.

C. Questions
1. What does the speaker say about the authors of the article he read? At which universities do they
work?
Answer:
 about how companies through their corporate culture and organizational behavior are killing
the intelligence and creativity of their employees
 the University of London
2. Complete the definitions:
Corporate culture is the the values the beliefs and the attitudes that characterize a company and guide
its working practices more simply put it basically describes the way we work around here the way we
do things and the way we like to get things done.
3. Describe the two brief examples of 'the way we do things around here' might work in practice.
Some companies won't make any decisions even a small decision unless it goes through a formal
process such as a meeting and minutes are typed up and distributed and then it's formalized in in some
way other companies may agree things informally say in the kitchen and then over time once the new
idea has better then they will formalize it in some kind of procedure policy if a new employee doesn't
follow the culture of the organization they work for.
4. What is the aim of studying organisational behaviour?
to try to find the best way of working if you're interested in.
5. Which author does the speaker recommend for information on organizational behaviour? Why?
the books by Steven Robbins very easy to read a very interesting you can pick them up actually quite
cheaply on Amazon nowadays.
6. What problem do fresh graduates often face in their first job?
The company actually give the graduates the boring the mundane and the routine tasks seemingly with
a view to breaking their spirit so that within a short space of time the new recruits become just
corporate drones.
7. Describe the example of the graduate who had studied corporate governance.
An example of one graduate employee who had studied corporate governance and went on to for a
consulting company his role did not really embrace his his speciality and when dealing with clients of
consulting men about their issues and problems he wasn't really no more of an expert in their issues.
8. Consultants: What do they actually do according to the author and in the speaker's experience?
 the company what it wants to hear so that the company can do what it wanted to do in the first
place
 the consultant in this instance suggested something that we had already been discussing and
that was pretty much the extent of his proposal by the end of the consultancy they were a few
comments along the lines of crikey I wouldn't mind his job in the office afterwards

9. According to the article, what sort of people tend to do well in large companies? Why? What do
they do?

People who get ahead who get promoted within companies are those who mindlessly toe the
line they keep the company moving slowly in the same direction they avoid asking the
questions that might result in some upheaval. but in the end positive changes is these people
who tend to get promoted and who are valued more by the company.
10. What is the problem with managers who demand solutions not problems from their employees?
where managers preach this fairly ridiculous phrase they found that employees stop thinking about
problems and they talk only about the good things. now the problem with this is that the employee is
effectively hiding their heads in the sand to avoid the problems and some problems must be dealt with
or the company risks losing business and even going out of business.
11. What problems can be created by auditors or internal compliance officers?
if the auditor can't find anything to advise on the order to can't be doing it a very good job and the
problem with this is that it creates extra work for those who are already fairly busy it deflects them
from doing what they need to do and that's a bit of a shame.
12. Describe the example of rebranding.
British Airways in the 1990s you can google that one other examples are Tropicana fruit juices
13. Which other companies are mentioned as having failed rebranding exercises?
The credit card provider MasterCard the UK Postal Service Royal Mail and the clothing giant gap
they've all rebranded at some point and then reverted back to their original logos.