Speaking: Role-play

Serious concerns can, of course, arise in any workplace. The following role-play will involve two people: an employee with a serious concern who is trying to convince a higher administrator (top manager, supervisor or boss) to do something about the problem. But this higher administrator, who is for some reason not aware of the problem, doesn't want to admit there is a big problem, or doesn't want to deal with it.

You will work in pairs: Student 1 – the employee; Student 2 – the administrator. You will both read some details about the situation that you can use during the role-play. Students first choose one of the 5 workplace problems below. Student 1 should try to use some of the sentence structures/expressions found in the categorization exercise you completed above. Student 2 will respond to what Student 1 says.  Depending on the situation and what Student 1 says, Student 2 will respond at first with surprise, doubt, disbelief and/or reluctance to act. Maybe Student 2 thinks Student 1 is exaggerating. Student 1 will keep trying to convince Student 2 about the seriousness of the situation and the fact that something must be done. Student 2 will finally agree or disagree with Student 1.

Notes: The person expressing concern (Student 1) must be assertive, but also respectful. Student 1 should make some effort to understand Student 2's position, why they might be reluctant to act, and what limits they might have to consider (financial constraints, etc.). Student 1 can use any or all of the points given in the scenario. They can add other details or complaints that they think are relevant and important when making their case to the administrator they are trying to convince. In other words, both students can be a bit creative.

Record your dialogue, for example, by using some teleconferencing SW, and upload the recording below. Your mp3 recording should not be longer than three minutes or exceed 10 MB.

WORKPLACE PROBLEM 1

One employee is causing serious workplace tension because of their behaviour:

–        not doing their share of the work when working in a team

–        not doing things on time, thus causing other team members stress and making them angry

–        treating other employees with disrespect

–        insulting other employees, acting arrogant, being hostile, being unfriendly

–        incompetent work practices

–        staff members who have to work with this person are getting more and more unhappy

WORKPLACE PROBLEM 2

A newly installed instrument/device is not functioning properly, though it sometimes works OK:

–        several instances, unpredictable

–        it is driving staff who have to use it crazy

–        people working with it can't rely on getting accurate results

–        this is slowing down work output

–        there is a problem getting support from the supplier, including repair and maintenance

–        no one seems to understand how frustrating and angering this is for employees

–        the instrument/device was very expensive and staff expected a lot better results with it

–        a replacement is needed urgently

WORKPLACE PROBLEM 3

This workplace requires good communication among workers in order to function well, but the workplace communication network and/or reporting system is definitely not working well.

–        some people (or one key worker) is not communicating well, including not passing on vital information to other people who need it

–        some people are not responding to emails, text messages, etc. in a timely manner

–        important reports are not being done on time, so other workers are inconvenienced

–        diligent/conscientious workers are angry, frustrated and unhappy

–        the atmosphere in the workplace is getting worse and worse

–        the front-line manager does not seem to be aware of this problem or seems not to care

WORKPLACE PROBLEM 4

In this situation, a relatively low-level worker complains to a higher administrator/boss about a bad manager who is really upsetting the whole workplace and many employees. (Because of the complainer's status in the workplace, this is a risky complaint.)

–        many feel unfairly treated; in fact, they really are unfairly treated by this manager

–        as a result, these employees are angry, and some are thinking of quitting

–        this manager has some favourites, who get more support, privileges, praise, etc.

–        the manager is, in fact, lazy, incompetent and arrogant; can't accept criticism; doesn't listen to suggestions from others; blames others for any problems that arise

–        the higher administrator seems to be completely unaware of this situation and how serious it is: people are going to quit if nothing is done about it!