HW LINK WRDS PARAGRAPH

Writing paragraphs

Exercise 12

In the following article on Nuclear Hazards the signalling words and phrases are missing. Replace them and check your answers.

There are three separate sources of hazard related to the use of nuclear reactions to supply us with energy. Firstly, the radioactive material must travel from its place of manufacture to the power station. Although, the power stations themselves are solidly built, the containers used for the transport of the material are not. Moreover, there are normally only two methods of transport available, whether road or rail, and both of these involve close contact with the general public, while the routes are bound to pass near, or even through, heavily populated areas. Besides, there is the problem of waste. All nuclear power stations produce wastes which in most cases will remain radioactive for thousands of years. It is impossible to de-activate these wastes, and so that they must be stored in one of the ingenious but cumbersome ways that scientists have invented. Consequently they may be buried under the ground, dropped into disused mineshafts, or sunk in the sea. Nevertheless these methods do not solve the problem; they merely store it, then an earthquake could crack open the containers like nuts. Inevitably, there is the problem of accidental exposure due to a leak or an explosion at the power station. As with the other two hazards, this is extremely unlikely and also does not provide a serious objection to the nuclear programme, despite of the fact that it can happen, as the inhabitants of Harrisburg will tell you. Separately, and during short periods, these three types of risk are no great cause for concern. Taken together, in addition, and especially over much longer periods, the probability of a disaster is extremely high.

Millennials in the workplace

Summary:

The study is to determine the mindset of the millennial generation (those born between the early 1980s and the early 1990s) and to address their needs, increase employee engagement and encourage retention. The research based on 2 global surveys with the participation of 50000 workers in many countries totally . The results showed that millennials prefer workplace having a work-life balance, flexible working schedule, more opportunities to develop their skills, strong ethics and showing their value. It was recommended that the organizations and managers should consider changing the workplace policies to satisfy the mindsets of millennials as aforementioned issues to retain them.

Millennials in the workplace

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.