SPEAKING PRACTICE - BUSINESS MATTERS

Part 1

1. What do you see yourself doing in a few years’ time?

2. What opportunities are there for working abroad?
3. Can you tell me something about your major?
4. Are there any disadvantages about being a student?
5. What kind of job would you most like to have?
6. What attracts you to buy particular products?
7. Are you ambitious?
8. Is it important to have ambitions?
9. What ambition have you held the longest?
10. Who is the most ambitious person you know?
11. Are you interested in the world of business?
12. Would you like to have your own business?
13. What kind of business would you like to start?
14. What would be your main business goal?
15. What motivates you personally to work/ study hard?
16. Do you think a high salary is important?
17. What kind of job will you be looking for in the future?
18. What skills do you consider as your greatest strength for a job?
19. What are your career goals in the next 5 years?
20. Do you think women should be able to do all the same jobs that men do?
21. What would be your ideal job?
22. Which jobs are the most respected in your country?
23. What are the most difficult jobs that people do?
24. How good are you at managing your money?
25. Do you think everyone should save money? Why/ Why not?
26. Do you have any tips for saving money?
27. Which banks do you bank with?
28. What kind of job will you be looking for in the future?
29. How does digital technology help you in your place of work/study?
30. Do you use an app in working/ learning?/ entertaining? Describe it and say how much you like it.
31. Why do people like to buy expensive device?
32. What sort of company would you like to work for?
33. Does working in a foreign country appeal to you?
34. What opportunities have you considered to increase your skills or qualifications?
35. How important is your (future) job to you?
36. Have you ever received negative feedback from someone? What was it?
37. How did you react to that?
38. Do you always focus on protecting yourself whenever receiving feedback?
39. Are you easy open to challenging feedback and criticism?
40. What job would you like to do in the future?
41. What do you like most about your work / studies?
42. What are the advantages of working in a large office?
43. Do advertisements make you buy a product?
44. Do you often tell people your true thoughts and feelings? Why/why not?
45. What made you decide to study this subject?
46. Do you share the negatives with people? Why/why not?
47. Are you honest and transparent all the time?
48. Is there a particular company you would like to be a part of? Why?
49. Is there a particular company you would definitely not want to be a part of? Why?
50. Would you prefer to work in a large international company or a small local company?
51. Which type of company do you think treats their staff better - small family companies or big
international ones?
52. What kind of job will you be looking for in the future?
53. What are your career goals?
54. What will motivate you to work hard?
55. Is salary more important than job satisfaction?
56. How good are you at managing your money?
57. Do you think it is important to save money?
58. Do you have any tips for saving money?
59. Do you think advertising influences you? How?
60. What are your favorite brands? Do these brands advertise?
61. Do you think you like these brands because of their advertising or because of the product?
62. Do you think children are affected by advertising more than adults?
63. Do you like to bring a high-end device in meeting?
64. Why do people like to buy expensive device?
65. Do you think learning online will help much in career?
66. Would you like to run your own business in the future?
67. How helpful will your studies be to your career?
68. What training would you most like to have in the future?
69. What do you expect to do after graduation?
70. What are your strengths as an employee?
71. What are your weaknesses as an employee?
72. When you choose a job, what is the most important for you?
73. Are you taking any courses apart from your English course?
74. When do you think that on-the-job training for a particular position is necessary?
75. When do you think that induction training is necessary?
76. What are some job-related skills in your opinion?
77. Do you think learning online will help much in your career?
78. Do you think giving and receiving feedback is necessary?
79. How difficult is it for a group leader/ manager to give feedback?
80. What should we consider when giving feedback?
81. What should we do when receiving negative feedback?
82. How should people be rewarded when they do something well?
83. How should people be punished when they do something wrong?
84. In some companies, promotion and pay rise are based on the time the employees work for the
company. Do you think it is fair?
85. Have you ever experienced being treated unfairly at the workplace or school? What was it? What
did you do?
86. Do you read the news every morning? How important is the news to you?
87. Do you think there are any disadvantages for a company of having a website? Why or why not?
88. Do you think there are any advantages for a company of having a website? Why or why not?
89. Do you like the idea of changing jobs often?
90. If you have a chance, would you like to change your job?
91. What are the common reasons why people tend to change jobs often?
92. Do you think that a pay rise is the best way to stop people from quitting jobs?
93. How important do you think presentation skill is ?
94. What difficulties do you often encounter when giving a presentation?
95. What do you consider most important when giving a presentation?
96. What can you learn from your presentation time?
97. Do you prefer to work alone or in a team?
98. What difficulties do you often face in team working?
99. What advantages do you often have in team working?
100.How important is the role of a leader when working in a team?
101.What do you think are good gifts for good performance at work?
102.When crisis situations occur in a team, do you tend to have clear conversations or avoid conflicts?
103.What do you think about Vietnamese habits of consuming?
104.What do you think “ workplace culture” means?
105.And what does it consist of?
106.What is your ideal job like?
107.What kind of working environment that you would like to work in?
108. When do you think that “on-the-job training” for a particular position is necessary?
109. Can you think of some jobs or positions that require “ on the job training”?
110. What do you think a mentee can learn from a more experienced staff member?
111. What is main function of a mentor?
112. What do you think is the most important when choosing a job?
113. What types of business are most successful in your home town?
114. What training would you most like to have in the future?
115. Do you think companies should improve training for all staff?
....................................................................................
Part 3: FOLLOW - ON QUESTIONS
1. What is employee retention?
2. Why is employee retention important?
3. When the best employees leave a company, what would be the losses?
4. Have you ever experienced being treated unfairly at the workplace or school? What was it?
What did you do?
1. How important is motivation in your daily activities? What are the effects lacking motivation?
2. What motivates you to do well on your job? Or on studying English?
3. What do you think is the difference between internal and external motivation?
4. Which of the two is more influential to you?
• Should employees be rewarded for their good performance at the workplace or is doing the job
well a part of what employees are expected to do?
• How should salaries be based on? Employees’ performance or the certificates they have got?
• Should a company raise salaries for employees as a reward for their long time employment?
• How important is being treated fairly and equally at the workplace?
• Is there a particular company you would like to be a part of? Why?
• What is a business hierarchy? Is it important for the company’s development?
• Would you prefer to work in a large international company or a small local company? Why?
• What would you do, or how would you react if your contributions to the company were not
recognized?
• Is it important for a company to treat all employees fairly and equally?
• What can be done to treat all employees fairly and equally?
• How important do you think building trust is at the workplace?
• How should promotion be decided, in your opinion?
• Do you think that development of general business skills benefits the employees, the company
or both?
• Is it better to have an external trainer for courses or can someone from the company take on
this role?
• What information do you think a new employee needs to know about the company he or she
intends to work for?
• What qualities do you think a mentor or a supervisor should have?
• Have you ever attended a team-building event? What was it?
• Do you think it is necessary for every company to have team-building events frequently?
• What are some benefits of team-building events?
• Which skills can people learn from these events?
1. What could be challenges working in a hotel?
2. Is communication skill important at the workplace generally? Why?
3. Are there any other skills necessary for your future work?
4. How have you prepared for these skills?
1. Which qualities do you think a tour guide should have?
2. What are the criteria for a successful tour, in your opinion?
3. Should a government try to improve domestic tourism or attract international tourists instead?
4. What’s the best way to travel when tourists visit your country? Train, car, bicycle, bus…?
1. Have you ever used English in real situations?
2. Why is it easy for children to learn languages and so difficult for adults?
3. What skills do you think an English teacher needs?
4. What do you think about the suggestion that all school children should learn English?
1. Do you think meetings are necessary for businesses and companies?
2. Which criteria are needed for successful meetings?
3. Have you ever attended a meeting? What was it about? Was it effective?
4. Which qualities does a meeting chairman need?
5. If you could choose, would you like to move away from your family for promotion?
6. What may be advantages of being transferred to working abroad?
7. What may be disadvantages of being transferred to working abroad?
8. What factors are important when choosing a location for a business, in your opinion?
9. When choosing a job, what is the most important for you: work-life balance, high salary, friendly
environment or quick promotion?
10. What makes an ideal workplace in your opinion?
11. What do you want to see yourself in the next 5 years in the company?
12. What do you do to prepare for your career goals?
13. How do you understand the 2 terms “economic growth” or “economic recession”?
14. How do you often react to bad news?
15. Was it often easy or hard for you to deliver bad news?
16. Have you ever had to deliver bad news to anyone? What was it about? How did you do it?
17. Do you think people need to be transparent, telling the truth and being honest all the time?
18. Have you ever been in situations when you feel hard to manage the news?
19. When crisis situations occur in a team, do you tend to have clear conversations or avoid
conflicts?
20. When choosing a lecture for your course, what are your criteria?
21. What criteria do you think a good boss needs?
22. What can a person or student learn from doing a part- time job?
23. How should a student choose an appropriate part-time job?
24. If you could choose a part-time job, what would it be?
25. How does digital technology help you in your place of work/ study?
26. Do you like to bring a high-end device to a meeting?
27. Why do people like to buy new expensive devices?
28. Are you a digital native, a digital immigrant or a digital nomad? Explain your answer.
29. Which digital devices are you interested in? Talk about a digital gadget or app that has just
appeared in the market.
30. Why do people like to buy high-end devices?
31. Which app do you use for your work or learning?
32. Why do you think companies and businesses continuously manufacture new gadgets such as
smartphones almost every year?
1. How do companies advertise their products and services today?
2. How do companies and businesses build brand loyalty today?
3. Are commercials important in business and our life?
4. Are you loyal to any brand? Which image does it have? How do you feel about the brand?
1. Do you think meetings are necessary for businesses and companies?
2. Which criteria are needed for successful meetings?
3. Have you ever attended a meeting? What was it about? Was it effective?
4. Which qualities does a meeting chairman need?
1. How important is motivation in your daily activities? What are the effects lacking motivation?
2. What motivates you to do well on your job? Or on studying English?
3. What do you think is the difference between internal and external motivation?
4. Which of the two is more influential to you?
1. Have you ever received negative feedback? What was it? How did you react to that?
2. Do you always focus on protecting yourself when receiving feedback or criticism? Or are you
open to challenging feedback and criticism?
3. In your opinion, what is bad feedback?
4. In your opinion, what is good feedback?
5. How important is giving and receiving feedback at the workplace and at school?
6. Have you ever received negative feedback? What was it about? How did you react?
7. Have you ever given feedback to anyone? What was it about? Was it easy or hard?
8. In what ways should we react when receiving bad feedback?
9. Do you always focus on protecting yourself whenever receiving feedback?
10. Are you easily open to challenging feedback and criticism?
11. In your opinion, what is constructive feedback?
12. Is giving and receiving feedback important at the workplace
13. What could be some challenges for employees working in restaurants and hotels?
14. Which skills are necessary for people working in restaurants and hotels?
15. Is job satisfaction more important than salary when choosing a job?
16. Some people say it’s better to work for yourself than to be employed by a company. What’s
your view?

Unit 1

1.

•Hi, Are you free?

•Yes, Is there anything wrong?

• Do you remember that our company was discussing some ideas to retain and motivate our staff ?

•Yes, In my opinion, I think the important things the company could do to retain and motivate their
employees is Ask for employee feedback. How about you? What’s your idea?

•I think sending out surveys to learn what our team members like and dislike the most about working
for our company is also a great way. Do you agree with me?

•Yes, of course. Moreover, I think Promotion opportunities and promoting wellness and kindness to
Create a better work culture are also perfect ways.

•Oh, that’s great. On the other hand, asking them what changes they would like to see in the work-
place is another way that can motivate them.

•I agree with you.

•Oh, I should go now, it’s getting late. Bye

•Yah, see you later.

2.

Employee A: Hey, have you heard about the plan to reward us for our performance this year?

Employee B: Yeah, I heard something about it. It's great that the company wants to recognize our hard
work.

Employee A: Definitely. So, what do you think would be the best way to be rewarded?
Employee B: Well, there are a few options on the table. I personally like the idea of holidays or free
tickets to events. It would be nice to have some time off to relax or attend a concert or sports event.

Employee A: Those sound nice, but I'm also considering bonuses or a party. Bonuses would provide
some extra cash, which is always useful, and a party would be a fun way to celebrate with the team.

Employee B: Yeah, bonuses would definitely be helpful, especially if we could use them for something
we've been wanting. And a party would be a great way to boost morale and bond with colleagues.

Employee A: True. What do you think about the other options like a wall clock with the company's logo
or free company transport?

Employee B: They're okay, but they don't seem as exciting or valuable as some of the other options.
The wall clock might be nice for decoration, but I'm not sure how much it would be appreciated by ev-
eryone. And free company transport, while convenient, might not be something everyone needs or
wants.

Employee A: Agreed. And what about the short training course abroad?

Employee B: That sounds interesting, especially for those looking to develop their skills and experience
new cultures. However, it might not be as universally appealing as some of the other options.

Employee A: Yeah, that's true. So, it seems like holidays, bonuses, and a party are the top contenders.
Which one do you think is the best?

Employee B: Personally, I think bonuses would be the most universally appreciated, followed by a party
to celebrate our achievements together. What do you think?

Employee A: I agree. Bonuses would provide tangible recognition for our hard work, and a party would
be a fun way to enjoy each other's company. Let's hope the management decides on something simi-
lar!

Employee B: Absolutely. Fingers crossed!

3.

Colleague 1: Hello, I've found that many workers are dissatisfied with the way they are treated by the
corporation: tập đoàn. We should talk about how we can improve things, in my opinion.

Colleague 2: I agree. It's essential that everyone be treated fairly by the business. Fair rules need to be
in place to make certain=make sure that nobody experiences discrimination=phân biệt đối xử.

Colleague 1: Absolutely. We have to think about recognizing each worker's achievements as well. Moti-
vation and morale may be greatly raised by showing appreciation and recognition.

Colleague 2: I believe it's important to support workers who deserve it. Seeing others promoted un-
fairly or on the basis of unfairness motivates others.

Colleague1: Let's remember the significance of giving our staff members our full attention. We need to
provide platforms where they may freely express their worries and opinions.

Colleague 2: Definitely. We can build a more positive and welcoming corporate culture for all employ-
ees by carrying out these suggestions and making sure that we deal with any other problems that may
come.

4.
 - How people should be treated

- Positive communication

- Welcoming and healthy workplace culture/ corporate environment/ coporate culture

Employee A: Hey, I've been thinking about the workplace culture here lately. Do you feel like there are
certain factors that affect it more than others?

Employee B: Absolutely. I think one big factor is how people feel about the hierarchy within the com-
pany. When there's a rigid hierarchy, it can create a sense of inequality and hinder collaboration.

Employee A: I agree. A more egalitarian approach where everyone's input is valued, regardless of their
position, could definitely improve the culture.

Employee B: Another important factor is the way people communicate. Effective communication fos-
ters transparency, trust, and teamwork.

Employee A: Definitely. Clear, open, and respectful communication is key to creating a positive work
environment.

Employee B: And how people are promoted also plays a significant role. If promotions are based solely
on tenure or favoritism rather than merit, it can lead to resentment and demotivation among employ-
ees.

Employee A: Absolutely. Promotions should be based on performance, skills, and potential rather than
personal relationships or seniority.
Employee B: Another aspect that affects workplace culture is how salaries are decided. Transparency in
salary structures and fair compensation for everyone's contributions can help build trust and morale.

Employee A: Agreed. When people feel they're being compensated fairly for their work, they're more
likely to feel satisfied and motivated.

Employee B: Lastly, how people work together is crucial. Collaboration, mutual respect, and a support-
ive environment can foster innovation and productivity.

Employee A: Absolutely. When colleagues work well together and support each other, it creates a posi-
tive and inclusive culture where everyone can thrive.

Employee B: Overall, I think the values and practices of the company should prioritize fairness, trans-
parency, communication, and collaboration to create a healthy and positive workplace culture.

Employee A: I couldn't agree more. Hopefully, the company will continue to strive for improvement in
these areas to create a better working environment for everyone.

5.

Policy: điều khoản, chính sách

Employee A: Hey, have you noticed that a lot of people seem unhappy with the company's corporate
culture lately?

Employee B: Yeah, I've been sensing that too. It seems like there's a lot of frustration and dissatisfac-
tion among the employees.
Employee A: Definitely. I think one of the main issues is that not everyone feels like they're being
treated fairly and equally.

Employee B: That's true. It's important for the company to ensure that everyone is treated with respect
and given equal opportunities.

Employee A: Exactly. One way to improve this could be by making sure that each employee is re-
warded for their accomplishments. Recognition shouldn't be reserved for just a few people; everyone
who contributes should be acknowledged.

Employee B: I completely agree. It's demotivating when you see certain individuals getting all the
praise and rewards while others who work just as hard go unnoticed.

Employee A: Another important aspect is promoting employees based on merit rather than favoritism
or politics. Promotions should be fair and transparent, given to those who truly deserve it.

Employee B: Absolutely. Promoting deserving employees not only boosts morale but also creates a
more positive and motivating work environment.

Employee A: And let's not forget the importance of listening to the employees. Their feedback and
concerns should be taken seriously and addressed by the management.

Employee B: Definitely. Open communication and a willingness to listen can go a long way in improv-
ing corporate culture and employee satisfaction.

Employee A: Overall, I think the key is to create a workplace where everyone feels valued, respected,
and treated fairly.

Employee B: I couldn't agree more. Hopefully, the company will take steps to address these issues and
create a more positive and inclusive environment for all employees.

Unit 2
6.

Employee A: Hey there! I heard you're starting in our department next week. I'm really excited to have
you join the team!

New Employee: Thank you! I'm looking forward to it too, but I'm a bit nervous about starting at a new
place.

Employee A: Don't worry, we'll make sure you feel right at home. I'm actually in charge of organizing
your induction day, so I wanted to talk to you about what we have planned.

New Employee: That sounds great. What do you have in mind?

Employee A: Well, first off, we'll give you a tour of the company building. It's always helpful to get fa-
miliar with your surroundings, know where everything is located, like the cafeteria, restrooms, and
meeting rooms.

New Employee: That sounds really helpful. It'll make navigating the place a lot easier.

Employee A: Exactly. After the tour, we'll arrange for you to have a meeting with the Managing Direc-
tor. It's a great opportunity for you to get to know them and learn more about the company's goals
and vision.

New Employee: Wow, that's impressive. I appreciate the chance to meet with them so early on.
Employee A: Of course. Next, we'll introduce you to your colleagues. Building relationships with your
team is important, so we'll make sure you get to meet everyone and understand their roles.

New Employee: That's really thoughtful. I'm glad I'll get to meet everyone right away.

Employee A: Lastly, we'll give you a demonstration of our office systems and equipment, like how to
use the photocopiers and any other tools you'll need for your role. We want to make sure you feel
comfortable and confident using everything.

New Employee: That's perfect. It'll definitely help me hit the ground running.

Employee A: Great! So, that's the plan for your induction day. We want to make sure you have every-
thing you need to start off on the right foot.

New Employee: Thank you so much for organizing all of this. I really appreciate it, and I'm feeling a lot
more excited and prepared now.

Employee A: No problem at all. We're here to support you every step of the way. If you have any ques-
tions or need anything, don't hesitate to reach out. We can't wait to have you on the team!

7.

Employee A: Hey, I heard we've been tasked with organizing a team-building event for our depart-
ment. Any ideas on what might work best?

Employee B: Yeah, I've been thinking about it. I think we should go for something that encourages
team bonding and is also fun and engaging for everyone.
Employee A: Agreed. One idea I had was organizing a weekend picnic with various activities like team
sports, board games, or even a scavenger hunt.

Employee B: That sounds like a great idea. A relaxed setting like a picnic would allow people to unwind
and bond in a more casual environment.

Employee A: Another option could be dinner with karaoke. It's a fun activity that can bring out peo-
ple's personalities and create some memorable moments.

Employee B: I like that idea too. Karaoke is always a hit, and it can help break the ice and bring the
team closer together.

Employee A: True. And we could also consider hiring a specialist to run a one-day team-building event
with competing activities. It could be a bit more structured and focused on building teamwork and
communication skills.

Employee B: That could be really beneficial, especially if we want to target specific areas for improve-
ment within the team.

Employee A: Definitely. Do you have any other ideas in mind?

Employee B: Well, we could also consider outdoor adventure activities like ropes courses or paintball.
They're great for promoting teamwork, trust, and problem-solving skills.

Employee A: That's a good point. Those activities can really challenge the team to work together and
overcome obstacles.

Employee B: Ultimately, I think the most successful event will be one that caters to everyone's interests
and preferences while also fostering team spirit and collaboration.

Employee A: Absolutely. Let's brainstorm a bit more and come up with a plan that everyone will enjoy
and benefit from.
8.

Emma (Head of Customer Care Department): Good morning, David. I hope you're doing well. I wanted
to discuss the performance of our new staff members in the customer care department.
David (Human Resources Manager): Good morning, Emma. Yes, let's talk about it. How are the new re-
cruits settling in?
Emma: They're showing potential, but it's become evident that they need some additional training to
perform efficiently. I believe a structured training program could greatly benefit them.
David: I agree. What specific areas do you think they need to improve on?
Emma: Well, they seem to struggle with providing consistent and exceptional customer service. Some
lack product knowledge and have difficulty handling guest inquiries confidently. Also, there's room for
improvement in conflict resolution and time management skills.
David: I see. Those are indeed crucial aspects of their role. How about cultural sensitivity and team-
work?
Emma: Cultural sensitivity is definitely important, especially considering our diverse clientele. And fos-
tering teamwork is essential for a collaborative work environment. Both areas could be addressed in
the training program as well.
David: Absolutely. Let's outline a comprehensive training plan that covers all these areas. We can incor-
porate sessions on customer service excellence, hotel policies, conflict resolution, time management,
cultural sensitivity, teamwork, and more. Additionally, we should provide opportunities for professional
development and ongoing learning.
Emma: That sounds like a solid plan. We could also include practical exercises, role-playing scenarios,
and guest interaction simulations to enhance their learning experience.
David: Great idea. We'll need to schedule the training sessions and assign trainers who are experienced
in each of these areas. We should also monitor their progress and provide feedback along the way.
Emma: Agreed. I'll start working on the training program outline and coordinate with the trainers. Let's
aim to have it implemented within the next few weeks.
David: Sounds like a plan. Thank you for bringing this to my attention, Emma. I appreciate your proac-
tive approach in ensuring our new staff members receive the support they need to succeed.
Emma: My pleasure, David. I believe investing in their training and development will ultimately benefit
both our team and our guests. Thank you for your support in this initiative.
David: Of course, Emma. Let's work together to make it happen.

- Real situation: thực trạng

**Employee (You)**: Hi there, Mr. Johnson. I've been looking into why our tour sales have taken a
nosedive lately, and I've got some thoughts on how we can fix it.

**Manager (Mr. Johnson)**: Hey, thanks for looking into it. What did you find out?

**Employee**: It seems like our tour packages aren't hitting the mark compared to what our competi-
tors are offering. We need to spice them up with more exciting destinations and experiences. Also, our
marketing efforts aren't reaching enough potential customers, especially online. Lastly, we've been
dropping the ball on customer service, leading to some unhappy customers who aren't coming back.

**Manager**: I see. So, what do you suggest we do to turn things around?

**Employee**: First off, we need to revamp our tour packages based on what's trending and what our
customers are asking for. We can gather feedback through surveys or reviews to get a better idea.
Then, we should invest more in digital marketing, like targeted ads on social media and optimizing our
website for search engines. And we definitely need to step up our customer service game, with better
training for our staff and quicker responses to any issues or complaints.

**Manager**: Got it. Those all sound like solid ideas. How do you propose we go about implementing
them?

**Employee**: I think we should start by forming a task force to work on updating our tour packages.
Then, we can allocate more of our budget towards digital marketing initiatives and maybe even hire a
dedicated social media manager. For customer service, we'll need to schedule regular training sessions
and set up a system for collecting and addressing feedback in a timely manner.
**Manager**: Sounds like a plan. Let's get those action items assigned and start making some changes.
We can't afford to keep losing customers to our competitors.

**Employee**: Absolutely, Mr. Johnson. I'll get right on it and keep you updated on our progress.

**Manager**: Thanks for taking charge on this, [Employee]. I have faith that you'll lead us in the right
direction.

**Employee**: No problem, Mr. Johnson. I'm determined to get us back on top.

[End of conversation]

STUDENT A – teacher of English STUDENT B – Primary school principal

- Greet B Greet A

- Ask A about English teaching situation

at the school

- Reply appropriately, and talk about - Ask if A has any ideas

the situation

- Propose an English program for the - Discuss appropriately

children

- Ask for help from other staff - Agree with the teacher that you will ask
other staff to help
 - Say that you will send the principal - Agree
the plan in details

- End the conversation - End the conversation

A: Good morning, Mr. …/ Ms.

B: Good morning. How are you? How are the classes?

A: I am ok these days. The classes are very fun, and the children are happy to learn more. I can see that
there are more children who want to learn English and their parents usually ask me about the informa-
tion.

B: The information about classes?

A: Yes, but more frequently, they ask me about the fee. There is a great demand for learning English
from young learners. However, their parents cannot afford high costs for their children’s extra learning.

B: I see. I also received some emails about the same thing. What do you think?

A: I think we should organize a program called “English ….” or something for young learners with
cheap cost.

B: How can we do that?

A: We have classrooms available in the evening, and we need some teachers who are eager to teach
the children. The problem is if there are anyone to help us.

B: I am going to ask for volunteers.

A: Yes, it is easier with your talk. I will send you a proposal in detail if you think it is a nice idea to help
our students and others to learn English with a cheap fee.

B: Yeah, sounds good. I will ask the staff of our school and wait for your proposal.

A: I am glad to do that. I’ve got to go to my class. Goodbye.

A: Bye.

Unit 3
Employee A: Hey there, I wanted to have a chat with you about the upcoming changes with our com-
pany's new branch opening in another town.

Employee B: Sure, what's up?

Employee A: Well, I know it might seem daunting, but I wanted to emphasize the opportunities that
this move presents for you.

Employee B: I admit I'm a bit nervous about it. Moving away from my family and all.

Employee A: I completely understand. But think of it this way – this move signifies a big step forward in
your career. You'll be given a significant role in the new place, with more responsibilities and opportu-
nities to showcase your skills.

Employee B: That does sound promising. But what about my family?

Employee A: We'll definitely take care of that aspect too. There are financial benefits available to sup-
port your move, including relocation assistance and possibly even housing allowances. Plus, we'll en-
sure that the new working environment is welcoming and conducive to both your personal and profes-
sional growth.

Employee B: That's reassuring to hear. I guess I hadn't considered all the potential positives that could
come out of this move.

Employee A: Absolutely. Change can be challenging, but it also brings new experiences, connections,
and opportunities for advancement. And remember, you won't be alone in this – our team will be there
to support you every step of the way.

Employee B: Thanks for talking to me about this. I'm still a bit apprehensive, but I feel a lot more opti-
mistic now.
Employee A: I'm glad to hear that. Just know that this move is not just about relocating physically, but
also about embracing new possibilities and shaping your future in a positive way. You've got what it
takes to thrive in this new chapter of your career.

Manager: Hello everyone, I wanted to have a chat with you about some changes happening in our of-
fice. As you may have noticed, we've had some employees leave recently, and instead of hiring new
staff, we've decided to redistribute the workload among our current team.

Employee A: What does that mean for us?

Manager: It means that each of you will be taking on some additional responsibilities to cover the
tasks left behind by our former colleagues. This may involve handling new projects, taking on more
clients, or managing additional tasks within your current roles.

Employee B: Will this also affect our working hours?

Manager: Yes, unfortunately, it will mean working longer hours at times to ensure that we meet our
deadlines and maintain the quality of our work. I know this might not be the most ideal situation, but I
want to assure you that your hard work and dedication will not go unnoticed.

Employee C: What about compensation for the extra workload?

Manager: That's a great question. To compensate you for the additional responsibilities and longer
hours, we'll be providing extra financial benefits. This will be in the form of bonuses or overtime pay,
depending on the nature of the work and the hours put in.

Employee A: While I appreciate the extra money, I'm concerned about the increased workload and its
impact on our work-life balance.
Manager: I completely understand your concerns, and I want to assure you that we'll do our best to
support you during this transition. We'll be monitoring the workload closely and making adjustments
as needed to ensure that it remains manageable for everyone.

Employee B: Can we expect any other support or resources to help us cope with the increased work-
load?

Manager: Absolutely. We'll provide additional training or resources if necessary to help you excel in
your new responsibilities. And if you ever feel overwhelmed or need assistance, my door is always
open for you to come and discuss any concerns or challenges you may be facing.

Employee C: Thank you for being transparent with us, Manager. While this news is a bit daunting, I ap-
preciate knowing that our hard work will be recognized and compensated appropriately.

Manager: Of course, I'm here to support you all through this transition. Together, I'm confident that we
can rise to the challenge and continue to achieve great things as a team. Thank you for your dedica-
tion and commitment to our success.

Manager: Hello everyone, I have an important announcement to make regarding the current state of
our company. As you may be aware, we've been facing some economic challenges lately, and it's cru-
cial that we take action to ensure the long-term sustainability of our business.

Employee A: What's going on?

Manager: In order to avoid redundancies and help the company start making profits again within a
short time frame, we've made the difficult decision to implement a company-wide pay cut. This means
that all staff members, including myself, will be taking a 10% reduction in our salaries.

Employee B: That's tough news to hear. How will this affect us?

Manager: I understand that this may be a difficult adjustment for everyone, and I want to assure you
that we're taking this step as a last resort to preserve jobs and keep the company afloat during these
challenging times.What are the positive effects of this decision?

Manager: Despite the immediate impact of the pay cut, there are some positive effects to consider.
Firstly, by avoiding redundancies, we're ensuring job security for all employees and maintaining the
strength of our team. Additionally, by taking proactive measures now, we're positioning the company
to recover more quickly and regain profitability in the near future.

Employee A: And what about the negative effects?

Manager: Of course, I understand that a pay cut can create financial strain for individuals and their
families. It may require some adjustments to personal budgets and lifestyles, and I want to acknowl-
edge the sacrifices that each of you will be making.

Employee B: Are there any other ways we can support the company during this time?

Manager: Your continued dedication, hard work, and commitment to the success of our company are
invaluable. Additionally, if you have any ideas or suggestions on how we can improve efficiency or cut
costs further, I encourage you to share them with me or your team leaders.

Employee B: Thank you for being transparent with us, Manager. While this news is tough to swallow, I
appreciate knowing that we're all in this together and working towards a common goal.

Manager: Thank you for your understanding and support during this challenging time. I have full confi-
dence in our ability to overcome these obstacles and emerge stronger as a company. Let's continue to
work together to navigate through this period of uncertainty and come out on top.
You: Hey, I wanted to talk to you about the Culture Course with Mr. John that I recommended to you.

Friend: Yeah, I'm considering registering for it. What's up?

You: Well, I recently found out some useful information about Mr. John's teaching style and the course
that I think you should know about.

Friend: Oh, what did you find out?

You: On the positive side, Mr. John is known for being very knowledgeable about the subject matter.
His lectures are informative and insightful, and many students have found his course content to be en-
riching.

Friend: That's good to hear. But why do I sense a "but" coming?

You: Yeah, unfortunately, Mr. John is also known for being very strict with his students. He has a repu-
tation for being tough in his grading, and it's been reported that he fails a significant portion of his
students in most of his classes.

Friend: Wow, that's concerning. I don't want to end up failing the course.

You: Exactly. That's one of my main concerns. While Mr. John knows what he's teaching, his strictness
and high failure rates could potentially impact your grade and overall experience in the course.

Friend: I see what you mean. I definitely don't want to take unnecessary risks.

You: Another consideration is your learning style and how well you think you can handle the pressure
of a strict instructor. It's important to weigh the potential challenges against the benefits of taking the
course.
Friend: Yeah, that's true. I'll have to think about it more carefully before making a decision.

You: Absolutely. I just wanted to make sure you had all the information so you can make an informed
decision. Ultimately, it's up to you to decide what's best for your academic and personal goals.

Friend: Thanks for letting me know. I'll take some time to think it over and weigh my options.

You: No problem at all. I'm here to support you whatever decision you make. Just make sure to con-
sider all the factors before making your final choice.

You: Hey, I wanted to talk to you about that part-time job at the coffee shop that I recommended to
you.

Friend: Yeah, I've been considering applying for it. What's up?

You: Well, I recently found out some useful information about the job that I think you should know
about before making a decision.

Friend: Oh, what did you find out?

You: On the positive side, the customers at the coffee shop are really nice, and the tips are good. Many
employees have mentioned that they enjoy interacting with the customers and that the tips can be
quite generous.

Friend: That sounds great! But why do I sense a "but" coming?

You: Yeah, unfortunately, there are some negative aspects to consider as well. Firstly, the boss is known
to pay salaries very late. Some employees have reported waiting weeks or even months to receive their
paychecks, which can be quite frustrating and financially challenging.

Friend: That's definitely concerning. I wouldn't want to have to wait that long to get paid.

You: Exactly. And on top of that, the boss has been known to require staff to do extra work outside of
their responsibilities without additional compensation. This can include tasks like cleaning, inventory
management, or even covering shifts at short notice.

Friend: That doesn't sound fair at all. I don't want to be taken advantage of like that.

You: I completely understand. It's important to consider these factors before making a decision. While
the job may offer some positive aspects like nice customers and good tips, the potential drawbacks,
such as late payment and extra unpaid work, are definitely something to take into account.

Friend: Yeah, you're right. I'll have to think about it more carefully before applying.

You: Absolutely. Just make sure to weigh the pros and cons and consider how these factors align with
your priorities and values. And remember, I'm here to support you no matter what decision you make.

Friend: Thanks for letting me know about this. I appreciate your honesty and looking out for me.

You: Of course, that's what friends are for. Just make sure to take your time and make the best deci-
sion for yourself.

Unit 4
**Teacher**: Good afternoon, Mrs. Smith. I'm glad we could meet today to discuss our concerns about
the amount of time our students spend on their digital devices.

**Mrs. Smith (Parent)**: Hello, Mrs. Johnson. Yes, it's become quite worrying how much time my son
spends on his phone instead of engaging in other activities.

**Teacher**: I completely understand. It's a common issue among teenagers nowadays. As educators
and parents, we need to work together to find solutions to encourage them to spend less time on their
devices and participate in more beneficial activities, like reading and physical exercise.

**Mrs. Smith**: Yes, I agree. Do you have any suggestions on how we can address this?

**Teacher**: One approach could be setting clear boundaries and limits on screen time at home. Es-
tablishing designated times for device usage and encouraging alternative activities that promote read-
ing and physical exercise can help create a healthier balance.

**Mrs. Smith**: That makes sense. We've tried implementing some rules, but it's been challenging to
enforce them consistently.

**Teacher**: Consistency is key. Leading by example and prioritizing reading and physical activity our-
selves can also influence our children's behavior positively.

**Mrs. Smith**: Thank you for these suggestions, Mrs. Johnson. I'll definitely give them a try at home.

**Teacher**: You're welcome, Mrs. Smith. I'm here to support you and our students in any way I can.

[End of conversation]
**You (Product Manager)**: Good morning, Sarah. I've been thinking about our new app project, and I
have an idea I'd like to discuss with you.

**Manager of Product Development (Sarah)**: Good morning, I'm all ears. What's your idea?

**You**: I think we should develop a digital personal assistant app. Let's call it "LifeEase". It would serve
as a one-stop solution to help users streamline their daily tasks and make life easier.

**Sarah**: That sounds intriguing. Can you elaborate on what tasks this digital personal assistant would
be able to handle?

**You**: Of course. "LifeEase" would be able to perform a variety of tasks, such as managing schedules
and appointments, setting reminders for important events or tasks, organizing to-do lists, providing
weather updates, sending out notifications for traffic alerts or delays, managing finances and budget-
ing, ordering groceries or other necessities online, making restaurant reservations, booking appoint-
ments for various services (like haircuts or doctor appointments), providing personalized recommenda-
tions for activities or entertainment based on user preferences, and even offering motivational quotes
or tips for self-improvement.

**Sarah**: Wow, that's quite an extensive list of capabilities. How do you envision this app making life
easier for our users?

**You**: By consolidating all these tasks into one convenient app, users would save time and effort
that would otherwise be spent juggling between multiple apps or manually organizing their schedules
and tasks. "LifeEase" would essentially serve as a digital assistant, helping users stay organized, on
track, and informed throughout their day.

**Sarah**: That sounds like a valuable tool indeed. Who do you envision as our target customers for
this app?

**You**: Our target customers would be busy professionals, working parents, students, and anyone
else who leads a hectic lifestyle and could benefit from having a personal assistant to help them man-
age their daily routines more efficiently. By understanding their daily routines and pain points, we can
tailor our marketing strategies to highlight how "LifeEase" can simplify their lives and alleviate stress.

**Sarah**: I see potential in this idea. Let's delve deeper into the specifics and start laying out a
roadmap for the development of "LifeEase". I'll get the team together to brainstorm and flesh out the
features and functionalities.
**You**: Great, I'm excited to see this project come to life. Thank you for your support, Sarah.

**Sarah**: My pleasure. Let's make "LifeEase" a game-changer in the world of digital personal assis-
tants.

[End of conversation]

**Co-owner 1**: Hey there, I've been thinking about our new restaurant concept, and I believe target-
ing young professionals with a focus on healthy, quick, and affordable meals could be a winning idea.

**Co-owner 2**: I like where you're going with this. A restaurant that caters to the busy lifestyles of
young professionals could definitely carve out a niche in the market. What specifically are you envi-
sioning for our menu?

**Co-owner 1**: I'm thinking of offering a variety of healthy and flavorful options that can be custom-
ized to fit different dietary preferences and restrictions. For example, we could have build-your-own
bowls with options like quinoa or brown rice, grilled chicken or tofu, and a selection of fresh veggies
and sauces. We could also offer salads, wraps, and smoothies for those looking for lighter fare.

**Co-owner 2**: That sounds great. It's important to offer options that appeal to a range of tastes and
dietary needs. What about the atmosphere and ambiance of our restaurant?

**Co-owner 1**: I envision a modern and vibrant space with plenty of natural light, comfortable seating
areas, and maybe even some greenery to create a welcoming and relaxed atmosphere. We could also
incorporate some tech-savvy features like mobile ordering and charging stations to cater to the tech-
savvy crowd.
**Co-owner 2**: I love the idea of creating a space that's not only inviting but also convenient for our
customers. What about marketing and promotions? How do we attract our target customer base?

**Co-owner 1**: We should definitely leverage social media platforms like Instagram and Twitter to
showcase our menu offerings, share behind-the-scenes glimpses of our kitchen, and engage with our
audience. We could also partner with local businesses and gyms to offer discounts or promotions to
their members. Additionally, hosting events like happy hours or networking mixers could help us at-
tract young professionals looking for a place to unwind after work or connect with others in their com-
munity.

**Co-owner 2**: Those are all great ideas. It's important to build buzz and create a sense of community
around our restaurant. Lastly, what about staffing and operations? How do we ensure smooth day-to-
day operations?

**Co-owner 1**: We'll need to hire a team of enthusiastic and customer-focused staff who are able to
work efficiently in a fast-paced environment. Training will be key to ensuring consistency in food qual-
ity, service, and cleanliness. We'll also need to invest in the right technology and systems to streamline
our ordering and payment processes and manage inventory effectively.

**Co-owner 2**: Agreed. Having a well-trained and motivated team will be crucial to the success of our
restaurant. Let's get started on putting together a detailed plan for our restaurant concept, covering
everything from menu development to marketing strategies to staffing and operations.

**Co-owner 1**: Absolutely. I'm excited to see our vision come to life and make a positive impact on
the dining experience of young professionals in our community.

[End of conversation]
**Marketing Team Member 1**: Hey, I've been thinking about our new household robot launch, and
I've narrowed down three crucial tasks we need to tackle beforehand.

**Marketing Team Member 2**: Alright, lay it on me. What's the game plan?

**Marketing Team Member 1**: First off, we need to dive deep into market research. We gotta figure
out who our target customers are, what they're into, and what problems they need solving with our ro-
bot. This means looking at demographics, trends, and competitors to understand the landscape.

**Marketing Team Member 2**: Got it. Understanding our customers' needs is key. What's next?

**Marketing Team Member 1**: Once we've got a handle on our audience, we need to craft a killer
marketing strategy. We'll need to decide how we're gonna reach our customers - whether it's through
social media, email campaigns, or traditional advertising. We also need to set our budget and timeline,
so we know what we're working with.

**Marketing Team Member 2**: Makes sense. A solid plan of attack is crucial for success. What's the
last task?

**Marketing Team Member 1**: Lastly, we need to create compelling marketing materials that'll grab
people's attention. This means writing catchy copy, designing eye-catching visuals, and maybe even
shooting some cool videos to show off our robot's features. We want to build hype and excitement
around our product before the launch.

**Marketing Team Member 2**: Alright, I'm on board. Let's get cracking on these three tasks and make
sure our household robot launch is a hit.

**Marketing Team Member 1**: Absolutely. Let's dive in and make it happen!

[End of conversation

Unit 5
**Employee 1**: Hey, have you heard about the plan to reward the staff for our company's great per-
formance this year?

**Employee 2**: Yeah, I heard about it. I'm excited to see what they have in store for us. What are you
hoping for as a reward?

**Employee 1**: Honestly, I'm torn between a few options. I'm thinking either a cash bonus, extra paid
time off, or a company-sponsored outing or event.

**Employee 2**: Those all sound like great options. Let's break them down. A cash bonus would defi-
nitely provide some immediate financial benefit, which could be really helpful. Extra paid time off
would be nice too, allowing us to recharge and spend more time with family and friends. And a com-
pany-sponsored outing or event would be a fun way to celebrate our success as a team.

**Employee 1**: Exactly. Each option has its own merits. A cash bonus would give us flexibility in how
we use it, whether it's saving, splurging on something special, or paying off bills. Extra paid time off
would provide much-needed rest and relaxation, promoting work-life balance. And a company-spon-
sored outing or event would boost morale and foster a sense of camaraderie among colleagues.

**Employee 2**: I agree. All three options have their appeal, but if I had to choose, I think I'd lean to-
wards the company-sponsored outing or event. It would be a great opportunity to bond with cowork-
ers outside of the office and celebrate our collective achievements.

**Employee 1**: That's a good point. Building strong relationships and team spirit is important too.
Plus, it would be a memorable way to mark the success of our hard work throughout the year.
**Employee 2**: Definitely. Let's see what the managers decide, but I'm keeping my fingers crossed for
a fun company outing!

**Employee 1**: Agreed. Whatever they choose, it'll be a nice way to show appreciation for our efforts
and keep us motivated for the year ahead.

[End of conversation]

**Head of Kitchen Staff**: Good morning, Mr. Anderson. I've been asked to explain the recent down-
turn in our restaurant and propose solutions for improvement.

**Manager (Mr. Anderson)**: Good morning. Thank you for bringing this to my attention. Can you tell
me more about what's been happening?

**Head of Kitchen Staff**: Well, we've been receiving a lot of complaints from customers about poor
food quality and slow service. Upon investigation, it seems that there are several factors contributing
to these issues. Firstly, our kitchen staff has been overwhelmed with orders, leading to rushed prepara-
tion and compromised quality. Secondly, there's been a lack of communication and coordination be-
tween the front-of-house and kitchen staff, resulting in delayed service and mixed-up orders. Lastly,
there may be inconsistencies in our ingredient sourcing and food preparation processes, leading to
variability in taste and quality.

**Manager**: I see. These are serious issues that need to be addressed promptly. What solutions do
you propose to improve the situation?

**Head of Kitchen Staff**: To address the issue of overwhelmed kitchen staff, we could consider hiring
additional personnel during peak hours or implementing more efficient workflow systems to stream-
line food preparation processes. This could involve reorganizing kitchen stations, optimizing ingredient
prep schedules, and providing additional training to ensure consistency and quality in food prepara-
tion.

**Manager**: That sounds like a solid plan. What about improving communication and coordination
between the front-of-house and kitchen staff?

**Head of Kitchen Staff**: We should implement regular meetings or briefings between the front-of-
house and kitchen staff to ensure everyone is on the same page regarding menu items, specials, and
customer feedback. Clear communication channels should be established to relay orders accurately
and efficiently, reducing the risk of errors and delays. Additionally, fostering a culture of teamwork and
mutual respect between the two teams can improve collaboration and enhance overall service delivery.

**Manager**: Excellent suggestions. And how do you propose we address the issue of ingredient
sourcing and food preparation inconsistencies?

**Head of Kitchen Staff**: We need to review our supplier relationships and ingredient sourcing prac-
tices to ensure we're consistently receiving high-quality ingredients. This may involve exploring new
suppliers, conducting quality checks on incoming ingredients, and standardizing recipes and cooking
techniques to ensure consistency in taste and presentation. Regular training sessions and refresher
courses for kitchen staff can also reinforce best practices and maintain quality standards over time.

**Manager**: These are all great ideas. I appreciate your proactive approach in addressing these issues.
Let's start implementing these solutions right away to improve the overall dining experience for our
customers and regain their trust.

**Head of Kitchen Staff**: Absolutely, Mr. Anderson. I'm committed to ensuring that our restaurant de-
livers exceptional food and service consistently. Thank you for your support in implementing these
changes.

[End of conversation]
**Manager**: Good morning, I wanted to discuss some feedback we've received regarding your English
class at the language center.

**English Teacher**: Good morning. Of course, I'm all ears. What feedback have you received?

**Manager**: It seems that some of the learners have expressed dissatisfaction with the class, mention-
ing that they feel the pace is too slow and the material isn't engaging enough. Can you explain what
might be contributing to this perception?

**English Teacher**: I understand. I believe there are a few factors that may be contributing to this
feedback. Firstly, I've been trying to accommodate learners of varying proficiency levels in the same
class, which has led to a slower pace to ensure everyone can keep up. However, this might be causing
frustration for those who are more advanced and feel like they're not being challenged enough.

**Manager**: I see. Balancing the needs of learners at different proficiency levels can be challenging.
What else do you think might be affecting the engagement level of the class?

**English Teacher**: Another factor could be the teaching materials and activities I've been using. I've
been relying heavily on traditional textbooks and worksheets, which may not be very engaging or rele-
vant to the learners' interests and goals. Additionally, I haven't incorporated enough interactive and
communicative activities that encourage active participation and real-life language use.

**Manager**: That makes sense. It's important to keep the class dynamic and engaging to maintain
learners' interest. How do you plan to address these issues moving forward?

**English Teacher**: I'm planning to implement a few changes to improve the class experience for the
learners. Firstly, I'll assess the proficiency levels of the learners more accurately and consider grouping
them accordingly, so each group can progress at a suitable pace. I'll also incorporate more diverse and
interactive teaching materials, such as multimedia resources, games, role-plays, and discussions, to
make the classes more engaging and relevant to their needs and interests.

**Manager**: Those sound like positive steps. It's important to adapt our teaching methods to meet
the needs of our learners and keep them motivated. Is there anything else you'd like to add?

**English Teacher**: Just that I'm committed to continuously improving and providing the best learn-
ing experience for our students. I appreciate the feedback and will do my best to address the concerns
raised.

**Manager**: Thank you for your openness and willingness to make changes. I'm confident that with
your dedication and proactive approach, we can turn things around and create a more positive learn-
ing environment for our students.

[End of conversation]

**You**: Hey, I think we need to talk about our presentation on "American working styles". It seems
like the feedback from our classmates and the lecturer wasn't very positive.

**Teammate**: Yeah, I noticed that too. Do you have any idea why it didn't go over well?

**You**: I think one of the reasons might be that our presentation lacked depth and specificity. We
talked in broad strokes about American working styles without providing concrete examples or anec-
dotes to illustrate our points. It came across as too general and vague.

**Teammate**: That's a good point. We should have included more specific examples or case studies
to make our points more relatable and interesting. Another issue might have been our delivery. I felt
like we rushed through some parts and didn't engage the audience enough.
**You**: I agree. Our pacing was off, and we didn't take enough time to pause and allow for questions
or discussions. It felt more like we were reading off slides than having a conversation with our audi-
ence. We also didn't make much eye contact or use body language effectively.

**Teammate**: Yeah, we definitely need to work on our presentation skills. Maybe we could practice
more beforehand and run through the material together to ensure we're both comfortable with it. And
we should focus on speaking slowly and clearly, making sure to engage the audience and invite their
participation.

**You**: Absolutely. We should also work on refining our content to make it more focused and com-
pelling. Instead of trying to cover too much ground, we should narrow down our topic and dive deeper
into specific aspects of American working styles. This will allow us to provide more detailed insights
and analysis.

**Teammate**: That's a good idea. We should also seek feedback from our classmates and the lecturer
beforehand to get a sense of what they're interested in and what they expect from our presentation.
Incorporating their input can help us tailor our content to better meet their needs and expectations.

**You**: Agreed. Getting feedback early on will help us identify any potential issues or areas for im-
provement and address them before the actual presentation. Overall, I think with some practice and
refinement, we can definitely improve our next presentation and make a more positive impression.

**Teammate**: Definitely. Let's take this feedback constructively and use it to make our next presenta-
tion even better.

[End of conversation]
**Manager**: Hi there, I wanted to chat with you about your performance lately. It seems like there
have been some issues.

**You**: Hi, thank you for taking the time to talk to me. I appreciate your feedback. Can you please tell
me more about what specific issues you've noticed?

**Manager**: Well, it seems like there have been some instances where orders have been mixed up or
delivered late, and there have been a few complaints from customers about the quality of service.

**You**: I see. I apologize for any inconvenience caused. I take full responsibility for my actions. I real-
ize that I've been struggling to keep up with the pace of the restaurant lately, especially during busy
times.

**Manager**: I understand that it can get hectic, but we need to ensure that our customers are receiv-
ing the best possible service. Do you have any ideas on how we can improve your performance?

**You**: Absolutely. I've been reflecting on my performance, and I think one of the issues is that I
haven't been managing my time effectively. I plan to work on prioritizing tasks and staying organized
to ensure that orders are processed accurately and delivered promptly. Additionally, I'll make sure to
communicate with the kitchen staff more effectively to avoid any mix-ups with orders.

**Manager**: That sounds like a good plan. It's important to communicate openly and address any
challenges you're facing. Is there anything else I can do to support you?

**You**: Thank you, I appreciate your support. I think regular check-ins and constructive feedback
would be helpful in keeping me on track. Also, if there are any training opportunities available that
could help me improve my skills, I'd be interested in participating.

**Manager**: Absolutely, I'll make sure to provide you with the support and resources you need to
succeed. I'm confident that with some effort and focus, you'll be able to improve your performance
and excel in your role.

**You**: Thank you, I'll do my best to make the necessary improvements. I appreciate your under-
standing and guidance.

**Manager**: Of course, we're all here to support each other. Let's work together to ensure that our
customers have a great experience every time they visit our restaurant.

[End of conversation]
**Teacher**: Good afternoon, parents. I appreciate you both joining me today. I'd like to discuss a con-
cern I have regarding our teenagers' excessive use of digital devices.

**Parent 1**: Hello, Teacher. Yes, it's a worry for us too. Our kids seem to be constantly glued to their
phones or tablets.

**Teacher**: Absolutely, Parent 1. I believe it's important for us to encourage them to engage in more
reading and physical exercise for their overall well-being. What do you think?

To engage s.o in sth: làm cho ai đó tham gia vào gì/ lôi kéo ai đó

**Parent 2**: I agree. But how can we make that happen? It seems like such a challenge to tear them
away from their screens.

**Teacher**: It won't be easy, but setting clear limits on screen time and offering alternatives could
help. For instance, encouraging them to read before bed or suggesting family activities like hiking can
make a difference.

**Parent 1**: That makes sense. But how do we get them interested in physical exercise?

**Teacher**: We could start by finding activities they enjoy, like sports or dance classes. And as parents,
leading by example can also motivate them to be more active.

**Parent 2**: I like that idea. Maybe we could also create some incentives for them to read more or be
more active.
**Teacher**: That's a great suggestion, Parent 2. Rewards can definitely make the transition more ap-
pealing.

**Parent 1**: Thank you for bringing up this topic, Teacher. We'll definitely try some of these strategies
at home.

**Teacher**: I'm glad to hear that, Parent 1. Let's work together to help our teenagers develop health-
ier habits

[End of conversation]