Debate Timeline - Business English | Trường Đại học Hùng Vương

● Intro For: Trung/ Phan Cao Intro Against: Phan Cao/Trung
● Reason 1 (For): Thảo: Gender diversity at the management level enhances a company’s performance
Response+Reason 1 (Against): Uyên: Women tend to have perception through feeling.
● Response+Reason 2 (For): Hà: By listening to women more closely, organizations can build
momentum toward getting the best out of everyone
Response+Reason 2 (Against): P.Thảo: Women don't want to reach a higher level.
● Response+Reason 3 (For): Quốc: The fact that women are very flexible nowadays. They can manage
not only the household but also the social affairs
Response+Reason 3 (Against): Hương: Women have to deal with more pressure.
● Response+Reason 4 (For): Phúc: In today’s world, women may not always realise their potential, and
once unleashed, they have a direct route to success. When they find themselves in a leadership
role, their capability and abilities are undeniable.
Response+Reason 4 (Against): Nhi: Women have a high turnover rate.
● Response+Reason 5 (For): Khanh: Women who reached high management positions can act as role
models for the female workforce
Response+Reason 5 (Against): Thy: The best individual should get the job, independent of gender. ● Outro For: Ngân Outro Against: Thắng ★ Intro FOR
: Hello, we are group 3 and 4. Nowadays, it is undeniable that men are taking up the
majority of the highest management level. As awareness of gender inequality has been widely
recognized and conceived, an equal distribution among genders in top manager employment
should be taken into account seriously, starting off with showing encouragement to potential future
female leaders. However, the controversy around this statement has yet to have ended and
therefore, we will be looking into both sides of the arguments to see whether we should promote
this notion further or keep the current gender ratio. ★ Intro
AGAINST : Hello everyone, I’m … from _ group... As you may know, there’s a huge gap
between men’s and women’s presentations in higher management levels such as Top-Level
Manager, CEO, COO,... Women through time have proven themselves to have some advantages
over men, but they don’t tend to have a high interest in higher levels. Should we encourage more
women to reach that kind of position? Recent study shows that encouraging women to reach higher
levels is a great idea. We’ll be looking more deeply about this topic as my teammates will represent our ideas to you. FOR WHY? REASON 1 REASON 2 Topic Sentence RESPONSE (theo ý mình) Q.Thảo-Uyên According to the Peterson Gender equality at the top Gender diversity at the (reason 1) Institute, having female can translate to higher management level enhances leaders creates less gender profits in the bottom line. a company’s performance
discrimination in recruitment, More diverse companies, promotion and retention. which draw from a broader => That gives a company a range of information when better chance of hiring and they make decisions, have keeping the most qualified better long-term people. performance. Research has shown that having women in the C-suite increases net margins. Hà - PThảo In regards to that, According to McKinsey, Some common Our second reason for this (reason 2) due to their women are willing to take challenges that leaders topic is by listening to strongest feeling, corrective measures and felt may believe they have women more closely, women are great that highlighting systemic already handled but no organizations can build communicators as institutional problems helped The organization also momentum toward getting they respond more employees.. receives a better the best out of everyone. effectively. With understanding of how strong frequently concerns go communication and unspoken, allowing it to networking skills, foster an environment in they can encourage which employees feel any collaborative or comfortable in dissenting. group work efforts. (https://www.mckinsey.co m/featured- insights/leadership/when- women-lead-workplaces- should-listen) Quốc- Basically, female With the result from the Additionally, based on According to Richard E. Hương workers do have report conducted by the Pew Research Center Boyatzis, Ph.D, one of the (reason 3) the duty for their McKinsey & Company, Social and Demographic study's developers and co- family. However, throughout the UK, greater Trends survey, half of owners, "... If more men in some cases if gender diversity on the the respondents ranked acted like women in their husband has senior executive team women as more honest employing their emotional accidents, the corresponded to the highest than men, with 20% and social competencies, female is the one performance uplift in their saying that men are more they would be who stands out data set. honest than women. In substantially and distinctly into the society. For every 10% increase in terms of intelligence, more effective in their gender diversity, earnings 38% said they viewed work." before interest and taxes women as smarter, with -> it normally means that rose by a glaring 3.5%. only 14% indicating men women have some talents are smarter. and potentials to apply the (https://www.naturalhr.com/ necessary ability to join 2021/03/23/10-reasons- the workforce. Men can why-the-world-needs-more- use these advantages to women-in-leadership-roles/) develop themselves, which may influence their career. Phúc - Nhi In today’s world, When women become Competence stereotypes Women with the role of a (reason 4) women may not leaders, they provide a changed dramatically leader, their talents are always realise different set of skills, and, over time. For example, undeniable. their potential, and importantly, structural and in one 1946 poll, only once unleashed, cultural differences that 35% of those surveyed they have a direct drive effective solutions. In thought men and women route to success. bringing a creative were equally intelligent, When they find standpoint, a new sense of However, in one 2018 themselves in a awareness will also follow poll, this percentage was leadership role, to unplug the finer details 86%. /According their capability that may go unmissed from American Psychological and abilities are the naked eye. Association undeniable. Khanh - Thy In response to that To be more specific, there are A research conducted by Our last reason for this topic (reason 5) there are some 3 core advantages of role
Rockefeller Foundation has is that women who reached policies that support models shown by shown that ⅔ (two-thirds) high management positions parental leave so researchers, including of Americans believe that can act as role models for that both male and
showing how to think and act having women in senior the female workforce
female workers will in order to succeed, inspiring positions as role models is be responsible for to set higher goals and especially important for child care. representing what is possible women just starting their (According to We
(https://journals.sagepub.com careers. Forum Org). For
/doi/abs/10.1037/gpr0000059 example, Finland ) will increase the duration of paid paternity leave to seven months so that fathers can have more time in taking care of his newborn baby and share the burden with his wife AGAINST WHY? REASON 1 REASON 2 Topic Sentence RESPONSE (theo ý mình) Uyên Generally, women are more According to a survey Women tend to (reason 1) - In response to that, we sensitive than men. They conducted by have the Q.Thảo would argue that easily feel in touch with MEASURE-BiH. In a perception women are more likely almost all the events that country-wide through feeling to perceive things happen around so they are representative sample through feeling. usually influenced by those of over 3,000 unimportant or worthless households, almost Therefore, as the time 40% of citizens think feelings so it may impact the gender diversity that men make better way they make decisions as increases in the top leaders than women a leader or manager. because they believe management level, women are not assertive and more complexity in dominant enough. decision-making is generated,which will imply potential conflicts and a lower degree of cohesion. P.Thảo → (In regards to), + They think that's their Women don’t tend to Women don't (reason 2) - When we focus too husbands' job and there is have ambitions like Hà want to much on the difficulties no need for them to get a men and they lack reach a higher position in the confidence so it may of employees, like the workplace. impact their decision- higher level way women care for making ability at a them, being reliable higher level. sisters of them. It not According to my only causes a significant reading, Collaboration could be a double- cost of time needed to edged sword in terms focus on achieving the of being perceived as goal but also makes powerful which might employees passive, not appear as Indecisive trying to solve or Deferential. problems on their own, and lose motivation to complete work by always being helped. Hương → Women’s capabilities
There is still a gender gap so They have to play Women have to (reason 3) - are undeniable when women must constantly many roles: good deal with more Quốc they play a role as strive to be recognized. boss, brave partner, pressure Generally, they are not only reliable sister of their leaders. However, their under pressure from work employee, wife, leadership progress but also under pressure to mother,... in a limited could be interrupted by
always be perfect. Gradually, time. Life, family, and many irresistible they will lose themselves, work priorities clash reasons (such as getting
forget the real mission. They fiercely so they need
tend to be conservative, over to balance among pregnant, etc.) (lead to control of their employee's those factors. against viewpoint) work in order to avoid mistakes. They are afraid to invest in innovative projects because they don't dare to take risks and are scared of doing wrong. They forget the key point to success in business is innovation. Nhi → Women may not
Women tend to leave the job Women leave their Women have a (reason 4) - always realize their to care for their families. jobs when they get high turnover rate Phúc potential, so what thing
Ad to Pew Research Center., pregnant and this time Women most often are the is quite long (about 9 will unleash them? ones who make months)Ad to the When will they be compromises when the 2018 report, turnover unleashed? While needs of family members at the senior, achieving a high collide with work, executive level for position is a severe women was nearly four times that of their competition affects the male peers. Therefore, profits of the entire If women are organization. responsible for a high -> Moreover, their level of management, leadership progress the company could could be interrupted by bear the loss many irresistible reasons Thy to respond to your CJ Bedford says that setting Men might think that (reason 5) - opinion If women try to quotas and penalising gender quotas help Our last argument Khanh be like their model, In companies for failing to women to work in for this topic is the long process, they comply with them is not the high positions but not may forget the core way to enhance business because of their high The best value in their life. For
diversity. Because If women qualification level. individual should example, when role are employed and promoted
and the company will get the job, models think their through quotas, they will be lack cooperation independent of the husbands, who have seen as “tokens”. between female gender lower wages, have to do managers and household chores and employees. take care of their children, women follow them. In this case, women forget their sacred role. ★ Conclusion FOR:
To summarize, my group has demonstrated that women should be
promoted in higher management positions with an equal participation these days.
Firstly, gender diversity at the management level enhances a company’s performance
that allows a business to have a greater opportunity of taking on and retaining talented
employees. Secondly, organizations can build energy to make use of everyone’s
strength by listening to women's advice. Thirdly, women are flexible in both
household chores and their own occupation. Fourth, women with the role of a leader,
their talents are undeniable . Last but not least, women who are on higher executive
levels are considered as an ideal role model among the female workforce, which is the
key motivation to boost the career path of women. ★ Conclusion
AGAINST: In conclusion, as shown by our previous argument,
encouraging women to reach higher levels opposes a deal for the following reasons:
Firstly, women tend to have perception through feeling. Secondly, sometimes women
don’t want to reach a higher level. Thirdly, women have to deal with more pressure.
Fourth, women have a high turnover rate and last but not least, the best individual
should get the job, excluding gender . These ideas may suggest that although women
in recent days have proven that they have some advantages over men, they may cause
a negative impact on a whole organization system. “When a woman says “ What?”,
it’s not because she didn’t hear you. She’s giving you a chance to change what you
said”. So which one will you choose ? That’s all of my team, group 3, presentation.
Thank you group 4 for your presentation. Thanks everyone for your attention. Have a
nice day, stay healthy, stay safe, peace !