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Список вопросов базы знаний

Английский язык. Бизнес курс (курс 1)

Вопрос id:1320079
Chose three possible answers: She left school at 16 to do a secretarial course, but she’s a very … young woman – she impressed me very much
?) intellectual
?) clever
?) smart
?) intelligent
Вопрос id:1320080
Chose three possible answers: She speaks fluent French and her German is … good too
?) rather
?) pretty
?) cute
?) quite
Вопрос id:1320081
Chose three possible answers: She’d be a real find and you should get in touch with her right …
?) here
?) now
?) up
?) away
Вопрос id:1320082
Chose three possible answers: She’d be able to … work in London more or less right away
?) begin
?) commence
?) quit
?) start
Вопрос id:1320083
Chose three possible answers: She’s 25, she’s married and has been working for Johnson Brothers, in Marketing since … school
?) finishing
?) quitting
?) accomplishing
?) graduating from
Вопрос id:1320084
Chose three possible answers: She’s got an MA and it’s in … languages
?) slavic
?) modern
?) strange
?) old
Вопрос id:1320085
Chose three possible answers: She’s … young, he’s only 21 and she’s a graduate of Edinburgh University
?) handsome
?) pretty
?) rather
?) quite
Вопрос id:1320086
Chose three possible answers: So, I’ve just finished a very … day interviewing people for you
?) upsetting
?) frustrating
?) fruitful
?) depressing
Вопрос id:1320087
Chose three possible answers: So, …of the people I’ve talked to today have been pretty hopeless
?) many
?) much
?) most
?) some
Вопрос id:1320088
Chose three possible answers: The address is 214 Gower Road (that’s G-O-W-E-R), Swansea (S-W-A-N-S-E-A), SA2 4PJ. Her … number is 0792 98762
?) telephone
?) phone
?) mobile phone
?) concentration camp
Вопрос id:1320089
Chose three possible answers: The only … I have to tell you about is Miss Emma Harris (that’s
E-M-M-A H-A-R-R-I-S)
?) lady
?) woman
?) man
?) person
Вопрос id:1320090
Chose three possible answers: We’ve spent this morning interviewing four candidates and the best one is a Mrs. Sylvia Sabbatini (that’s S-Y-L-V-I-A S-A-B-B-A-T-I-N-I)
?) applicants
?) players
?) candidates
?) competitors
Вопрос id:1320091
Chose three possible answers: It was taken over and she was made redundant … they decided to close her department
?) as
?) because
?) so
?) since
Вопрос id:1320092
Chose three possible answers: She’s worked in marketing for a small light engineering … and she had just become their Export Marketing Manager when the firm was taken over and she was made redundant because they decided to close her department
?) enterprise
?) firm
?) office
?) company
Вопрос id:1320093
Correspond the left and right parts
Левая частьПравая часть
Labour turnover declined by
fatter profits and happier shareholders
To slow its labour turnover, Marriott had to get a simple message accepted throughout its operating divisions: loyal, well motivated employees make customers happy and that, in turn, creates
to hire no fewer than 27,000 workers to fill 8,800 hourly-paid job slots
Hotel, shop and restaurant chains, which employ
thousands of people in low-paid, dead-end jobs, are discovering that high labour turnover rates resulting from the indiscriminate hiring of “cheap” workers can be extremely costly
In one year, it had
more than half; for full time sales assistants, it declined by about a third
Вопрос id:1320094
Correspond the left and right parts
Левая частьПравая часть
Employees replied they wanted better training, better communications with their supervisors and, above all, wanted their bosses
more than half; for full time sales assistants, it declined by about a third
Labour turnover declined by
decided to spend more money on retaining employees in the hope of spending less on finding and training new ones
Marriott Corporation, a hotels and restaurants group, has also
to “make me feel like I make a difference”
In one year, it had
to hire no fewer than 27,000 workers to fill 8,800 hourly-paid job slots
Вопрос id:1320095
Correspond the left and right parts
Левая частьПравая часть
In one year, it had
to recruit and keep better staff
Hotel, shop and restaurant chains, which employ
to hire no fewer than 27,000 workers to fill 8,800 hourly-paid job slots
Employees replied they wanted better training, better communications with their supervisors and, above all, wanted their bosses
thousands of people in low-paid, dead-end jobs, are discovering that high labour turnover rates resulting from the indiscriminate hiring of “cheap” workers can be extremely costly
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
to “make me feel like I make a difference”
Вопрос id:1320096
Correspond the left and right parts
Левая частьПравая часть
Hotel, shop and restaurant chains, which employ
thousands of people in low-paid, dead-end jobs, are discovering that high labour turnover rates resulting from the indiscriminate hiring of “cheap” workers can be extremely costly
Employees replied they wanted better training, better communications with their supervisors and, above all, wanted their bosses
to recruit and keep better staff
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
to “make me feel like I make a difference”
Вопрос id:1320097
Correspond the left and right parts
Левая частьПравая часть
Hotel, shop and restaurant chains, which employ
to hire no fewer than 27,000 workers to fill 8,800 hourly-paid job slots
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
fatter profits and happier shareholders
In one year, it had
to recruit and keep better staff
To slow its labour turnover, Marriott had to get a simple message accepted throughout its operating divisions: loyal, well motivated employees make customers happy and that, in turn, creates
thousands of people in low-paid, dead-end jobs, are discovering that high labour turnover rates resulting from the indiscriminate hiring of “cheap” workers can be extremely costly
Вопрос id:1320098
Correspond the left and right parts
Левая частьПравая часть
To slow its labour turnover, Marriott had to get a simple message accepted throughout its operating divisions: loyal, well motivated employees make customers happy and that, in turn, creates
to recruit and keep better staff
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
in its employee-attitude surveys that only about 20% of its workers at Roy Rogers restaurants and about 30% of its workers at Marriott hotels regarded pay as their primary reason for working there
Such people form a surprisingly small, though apparently disruptive, part of the service-industry workforce. Marriott found
fatter profits and happier shareholders
Hotel, shop and restaurant chains, which employ
thousands of people in low-paid, dead-end jobs, are discovering that high labour turnover rates resulting from the indiscriminate hiring of “cheap” workers can be extremely costly
Вопрос id:1320099
Correspond the left and right parts
Левая частьПравая часть
Improved training of middle
managers helped. So did a change in bonus arrangements
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
fatter profits and happier shareholders
Many middle managers in service industries are more comfortable coping with demands for more money than with demands for increased recognition and
to recruit and keep better staff
To slow its labour turnover, Marriott had to get a simple message accepted throughout its operating divisions: loyal, well motivated employees make customers happy and that, in turn, creates
better communications
Вопрос id:1320100
Correspond the left and right parts
Левая частьПравая часть
Many middle managers in service industries are more comfortable coping with demands for more money than with demands for increased recognition and
better communications
They will have to change their ways. Surveys say that when
pejoratively described as “pay first people”
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
13,000 employees in retail shops across America were asked to list in order the 18 reasons for working where they did, they ranked “good pay” third. In first place was “appreciation of work done”, with “respect for me as a person” second
At the same time, Marriott became more fussy about the people it recruited. It screened out job applicants motivated mainly by money: applicants which the company
to recruit and keep better staff
Вопрос id:1320101
Correspond the left and right parts
Левая частьПравая часть
The first high-flyer schemes were introduced in the 1960s and now many
to recruit and keep better staff
Such people form a surprisingly small, though apparently disruptive, part of the service-industry workforce. Marriott found
pejoratively described as “pay first people”
At the same time, Marriott became more fussy about the people it recruited. It screened out job applicants motivated mainly by money: applicants which the company
in its employee-attitude surveys that only about 20% of its workers at Roy Rogers restaurants and about 30% of its workers at Marriott hotels regarded pay as their primary reason for working there
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
sectors of commerce, industry and the civil service pick out their most promising younger managers as ‘high-flyers’
Вопрос id:1320102
Correspond the left and right parts
Левая частьПравая часть
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
the normal steps in the promotion ladder
The first high-flyer schemes were introduced in the 1960s and now many
sectors of commerce, industry and the civil service pick out their most promising younger managers as ‘high-flyers’
You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing
to recruit and keep better staff
Many middle managers in service industries are more comfortable coping with demands for more money than with demands for increased recognition and
better communications
Вопрос id:1320103
Correspond the left and right parts
Левая частьПравая часть
Many middle managers in service industries are more comfortable coping with demands for more money than with demands for increased recognition and
a top-level manager, if he or she joins them straight from university. Such people must obtain wide experience in different parts of the company and this can take up to 20 years
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
better communications
They will have to change their ways. Surveys say that when
13,000 employees in retail shops across America were asked to list in order the 18 reasons for working where they did, they ranked “good pay” third. In first place was “appreciation of work done”, with “respect for me as a person” second
It can take a company many years to develop
to recruit and keep better staff
Вопрос id:1320104
Correspond the left and right parts
Левая частьПравая часть
It can take a company many years to develop
sectors of commerce, industry and the civil service pick out their most promising younger managers as ‘high-flyers’
Cole National, a Cleveland-based firm which owns Child World, Things Remembered and other speciality shops, declared a “war for people” in an effort
to recruit and keep better staff
This means that someone who joins the firm from university
works for the company in different capacities, and is identified as a highflyer, can expect to reach top management at around the age of 40
The first high-flyer schemes were introduced in the 1960s and now many
a top-level manager, if he or she joins them straight from university. Such people must obtain wide experience in different parts of the company and this can take up to 20 years
Вопрос id:1320105
Correspond the left and right parts
Левая частьПравая часть
You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing
the normal steps in the promotion ladder
This means that someone who joins the firm from university
will compete for 180 senior positions in the group
It can take a company many years to develop
works for the company in different capacities, and is identified as a highflyer, can expect to reach top management at around the age of 40
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
a top-level manager, if he or she joins them straight from university. Such people must obtain wide experience in different parts of the company and this can take up to 20 years
Вопрос id:1320106
Correspond the left and right parts
Левая частьПравая часть
They don’t join the scheme until they are in their late 20s, by
a top-level manager, if he or she joins them straight from university. Such people must obtain wide experience in different parts of the company and this can take up to 20 years
You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing
the normal steps in the promotion ladder
It can take a company many years to develop
which time they will have established themselves in their special field, they will have built up their professional reputation and they will have a record of high performance
Вопрос id:1320107
Correspond the left and right parts
Левая частьПравая часть
While they’re on the scheme (and this lasts 5 to 10 years) their progress is supervised by a committee
of 15 senior managers
This means that someone who joins the firm from university
works for the company in different capacities, and is identified as a highflyer, can expect to reach top management at around the age of 40
It can take a company many years to develop
a top-level manager, if he or she joins them straight from university. Such people must obtain wide experience in different parts of the company and this can take up to 20 years
You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing
the normal steps in the promotion ladder
Вопрос id:1320108
Correspond the left and right parts
Левая частьПравая часть
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
of 15 senior managers
You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing
outside their own field – in finance, working in an overseas division, or experience in information technology
One of the main purposes of the scheme is to provide them with experience
will compete for 180 senior positions in the group
While they’re on the scheme (and this lasts 5 to 10 years) their progress is supervised by a committee
the normal steps in the promotion ladder
Вопрос id:1320109
Correspond the left and right parts
Левая частьПравая часть
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
drawbacks, according to Heather Stewart, a management consultant
But high-flyer schemes have their
which time they will have established themselves in their special field, they will have built up their professional reputation and they will have a record of high performance
They don’t join the scheme until they are in their late 20s, by
will compete for 180 senior positions in the group
You find schemes of this kind mostly in large companies or groups of companies, where the fairly rigid career structure can only be broken by by-passing
the normal steps in the promotion ladder
Вопрос id:1320110
Correspond the left and right parts
Левая частьПравая часть
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
will compete for 180 senior positions in the group
While they’re on the scheme (and this lasts 5 to 10 years) their progress is supervised by a committee
may not be able to meet the challenges
One weakness is that you may be creating a management team who think and act in the same ways. That means, if your business changes, they
of 15 senior managers
They don’t join the scheme until they are in their late 20s, by
which time they will have established themselves in their special field, they will have built up their professional reputation and they will have a record of high performance
Вопрос id:1320111
Correspond the left and right parts
Левая частьПравая часть
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
will compete for 180 senior positions in the group
One of the main purposes of the scheme is to provide them with experience
may not be able to meet the challenges
As outsiders tend to be excluded as senior recruits, the company
outside their own field – in finance, working in an overseas division, or experience in information technology
One weakness is that you may be creating a management team who think and act in the same ways. That means, if your business changes, they
may be cutting itself off from a pool of talent which their competitors can draw on
Вопрос id:1320112
Correspond the left and right parts
Левая частьПравая часть
One of the main purposes of the scheme is to provide them with experience
will compete for 180 senior positions in the group
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
as experience and in-depth knowledge may be undervalued
But high-flyer schemes have their
drawbacks, according to Heather Stewart, a management consultant
Another problem is that late-starters are also excluded – not everyone is at their peak in their 20s and such qualities
outside their own field – in finance, working in an overseas division, or experience in information technology
Вопрос id:1320113
Correspond the left and right parts
Левая частьПравая часть
One weakness is that you may be creating a management team who think and act in the same ways. That means, if your business changes, they
are forced to choose between career and family
Another problem is that late-starters are also excluded – not everyone is at their peak in their 20s and such qualities
will compete for 180 senior positions in the group
Another weakness is that women are often excluded from high-flyer schemes, since schemes identify high-flyers at the very time when women are most likely to have children: they
as experience and in-depth knowledge may be undervalued
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
may not be able to meet the challenges
Вопрос id:1320114
Correspond the left and right parts
Левая частьПравая часть
There have been
as experience and in-depth knowledge may be undervalued
Another problem is that late-starters are also excluded – not everyone is at their peak in their 20s and such qualities
companies, where high-flyer schemes seem to be particularly controversial and divisive
This is particularly noticeable in medium-sized
will compete for 180 senior positions in the group
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
... “various experiments”
Вопрос id:1320115
Correspond the left and right parts
Левая частьПравая часть
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
will compete for 180 senior positions in the group
Worst of all though is the resentment that
companies, where high-flyer schemes seem to be particularly controversial and divisive
This is particularly noticeable in medium-sized
decided to abandon job-hunting and got out my pen to scratch a living instead
I’m contemplating applying for my fifty-first job. It’s been a long time since I wasted stamp money this way. In fact, when I reached the fiftieth without success I
high-flyers create among other managers who aren’t chosen to be highflyers
Вопрос id:1320116
Correspond the left and right parts
Левая частьПравая часть
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
high-flyers create among other managers who aren’t chosen to be highflyers
Worst of all though is the resentment that
will compete for 180 senior positions in the group
Developing a sort of elite, a chosen few, within an organization is quite simply bad for company morale – it makes everyone else feel they are being undervalued and takes away their enthusiasm and
dedication – and clearly this is counter-productive
Вопрос id:1320117
Correspond the left and right parts
Левая частьПравая часть
But there’s another wildly exciting job in the paper today, “salary Ј12,500–16,250 according
which means I won’t get the job
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
to age and experience”
Worst of all though is the resentment that
will compete for 180 senior positions in the group
The good news is the pay, the bad news is that damning little phrase “according to age and experience”
high-flyers create among other managers who aren’t chosen to be highflyers
Вопрос id:1320118
Correspond the left and right parts
Левая частьПравая часть
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
to age and experience”
I’m contemplating applying for my fifty-first job. It’s been a long time since I wasted stamp money this way. In fact, when I reached the fiftieth without success I
will compete for 180 senior positions in the group
But there’s another wildly exciting job in the paper today, “salary Ј12,500–16,250 according
decided to abandon job-hunting and got out my pen to scratch a living instead
Вопрос id:1320119
Correspond the left and right parts
Левая частьПравая часть
But there’s another wildly exciting job in the paper today, “salary Ј12,500–16,250 according
will compete for 180 senior positions in the group
Journalist, temp, company director, wife and mother, market researcher, and now, at thirty-something, I’m trying to use my Cambridge
experience – I’ve led an incident-packed existence. Unfortunately it’s not all related to a single-strand career structure
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
degree in criminology
It’s not that I have more age than
to age and experience”
Вопрос id:1320120
Correspond the left and right parts
Левая частьПравая часть
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
will compete for 180 senior positions in the group
The good news is the pay, the bad news is that damning little phrase “according to age and experience”
which means I won’t get the job
It’s not that I have more age than
experience – I’ve led an incident-packed existence. Unfortunately it’s not all related to a single-strand career structure
Вопрос id:1320121
Correspond the left and right parts
Левая частьПравая часть
Ageism is everywhere. It’s much more prevalent than sexism in the job market, or that’s how
will compete for 180 senior positions in the group
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
it seems from where I’m standing. Even the BBC is a culprit
It’s not that I have more age than
can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment
I’m a victim of the sliding pay-scale. Employers
experience – I’ve led an incident-packed existence. Unfortunately it’s not all related to a single-strand career structure
Вопрос id:1320122
Correspond the left and right parts
Левая частьПравая часть
I’m a victim of the sliding pay-scale. Employers
will compete for 180 senior positions in the group
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment
Journalist, temp, company director, wife and mother, market researcher, and now, at thirty-something, I’m trying to use my Cambridge
degree in criminology
Вопрос id:1320123
Correspond the left and right parts
Левая частьПравая часть
BP is one of the largest multinational companies in the world. It employs 130,000 people. It has 260 managers involved in its own ‘individual development programme’ who
it seems from where I’m standing. Even the BBC is a culprit
Ageism is everywhere. It’s much more prevalent than sexism in the job market, or that’s how
can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment
I’m a victim of the sliding pay-scale. Employers
will compete for 180 senior positions in the group
Вопрос id:1320124
Correspond the left and right parts
Левая частьПравая часть
The public and private sectors are obsessed with attracting young high-flyers. Yet there are many
can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment
I’m a victim of the sliding pay-scale. Employers
it seems from where I’m standing. Even the BBC is a culprit
Ageism is everywhere. It’s much more prevalent than sexism in the job market, or that’s how
professions that would benefit from the maturity and stability the older entrant can bring. This is recognized by the Probation Service, for example, who welcome experienced adults looking for a second career
Вопрос id:1320125
Correspond the left and right parts
Левая частьПравая часть
Their appointments brochure says: “The BBC’s personnel policies are based on equal opportunities for all ... This applies to ... opportunity for training
it seems from where I’m standing. Even the BBC is a culprit
I’m a victim of the sliding pay-scale. Employers
and promotion, irrespective of sex, marital status, creed, colour, race or ethnic origin, and the BBC is committed to the development and promotion of such equality of opportunity
Ageism is everywhere. It’s much more prevalent than sexism in the job market, or that’s how
can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment
Вопрос id:1320126
Correspond the left and right parts
Левая частьПравая часть
The armed services and police, perhaps, could think about strenuous aptitude and fitness tests rather than imposing
disappearing, of their incomes falling, of their homes being repossessed or being impossible to sell, of their families breaking up, of their networks of friendships disintegrating, have not been higher since the war
I’m a victim of the sliding pay-scale. Employers
can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment
The British are increasingly at risk. The chances of their jobs
a blanket upper limit on entrants which is arbitrarily and variously fixed between 28 and 33. The administrative grade of the Civil Service assumes the rot sets in at 32.
Ageism is lagging behind
sexism, racism, and handicappism because even the oppressed seem to accept the discrimination
Вопрос id:1320127
Correspond the left and right parts
Левая частьПравая часть
I’m a victim of the sliding pay-scale. Employers
sexism, racism, and handicappism because even the oppressed seem to accept the discrimination
Ageism is lagging behind
professions that would benefit from the maturity and stability the older entrant can bring. This is recognized by the Probation Service, for example, who welcome experienced adults looking for a second career
The public and private sectors are obsessed with attracting young high-flyers. Yet there are many
can obtain a fresh 22-year-old graduate to train a lot cheaper than me. Yet I’m the ideal employee: stable, good-humoured, child-bearing behind me, looking for 25-plus years of steady pensionable employment
Вопрос id:1320128
Correspond the left and right parts
Левая частьПравая часть
On top of the long-standing concerns about the growing gap between rich and poor, there is an increasing awareness of a new range of risks that are bringing fresh
patterns of social distress and exclusion
The armed services and police, perhaps, could think about strenuous aptitude and fitness tests rather than imposing
a blanket upper limit on entrants which is arbitrarily and variously fixed between 28 and 33. The administrative grade of the Civil Service assumes the rot sets in at 32.
Unemployment and low pay are no longer the sole measures of inequality and lack of social well-being; with
the rise of new forms of casualized, temporary and contract forms of employment, even those on average incomes and above can become victims of pressures beyond their control
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