It will come as no surprise to those working in the UK’s higher education (HE) sector that universities are currently suffused with anxiety. The University and College Union (UCU) has recently been in dispute with employers over proposed changes to the USS pension scheme, and the most sustained period of industrial action in the sector’s history has highlighted the fears staff have for the security of their futures post-retirement. Such unprecedented strike action needs to be situated within the wider context of a public sector undergoing transformation: while the concept remains contested, the influence of “neoliberal” ideas on universities can most clearly be seen in Success as a Knowledge Economy – the government white paper that preceded the 2017 Higher Education and Research Act – which states: “Competition between providers in any market incentivises them to raise their game, offering consumers a greater choice of more innovative and better quality products and services at lower cost. Higher education is no exception.” Yet what might “raising our game” mean for academic staff? The university has been described as an “anxiety machine”: the creeping marketisation of the sector along with pressure to recruit students (now “consumers”), increasing managerialism, and the implementation of processes of audit – such as the REF and TEF – to evaluate performance have arguably contributed to a progressively anxious landscape in which to labour. In 2016/17, 34% of academic staff were employed on fixed-term contracts – a figure likely to be disputed by the UCU, since in 2016 it estimated the extent of casualisation in the sector to be closer to 54% once atypical contracts had been taken into consideration. In addition to pressures facing many staff in universities – such as time-management, meeting growing employer expectations, and the evaluation of performance – “casualised” contracts present particular challenges for those facing employment uncertainty: in a material sense, this can be a case of keeping up with... According to the above context, answer the following question. After the strike ends, education workers are probably
OPTIONS:
- not enough information
- less overworked than before the stroke
- paid more than they were before
- less anxious than they were before

Answer: less anxious than they were before


Hello I have been chased by a couple of angry dogs. I was visiting one of my clients, when, suddenly, out of the bushes, two snarling dogs attacked me. They weren’t necessarily mad, as in crazy, but they were very angry. They were large dogs, and they attacked my legs, knocking me down. I knew it was very dangerous to be down on the ground, as I was most vulnerable. I covered my genitalia, my neck and my face, as I struggled to regain my feet. Fortunately, during my fall, I saw a large tree branch on the ground near me. I grabbed it, and starting beating the dogs with it. I managed to land a few good hits. As I was hitting the dogs, their owner (my client) came outside, stood on her porch and laughed at me. When she saw me hitting her dogs with a stick, she called the dogs off of me. I asked her why her dogs attacked me, and why she laughed at me. She said that she had just given her dogs a big steak bone and they were upset when I came near and attacked me. I asked her why she would set me up in this way when she knew I was on the way over. She admitted that she wanted to see what happened, and she said that when she saw what happened she thought that it was funny. I did not keep the appointment with her. My trousers were torn, and my ankles, legs, and hands were bleeding. I told her that I would not be back, and left. Later that night, her husband called to apologize on her behalf. I told him that I appreciated the call, but he wasn’t the one who needed to apologize. Peace According to the above context, answer the following question. Who did the dogs belong to?
OPTIONS:
- not enough information
- The husband of the woman the writer was visiting.
- A woman the writer did not know.
- The letter writer's client.

Answer: The letter writer's client.


It will come as no surprise to those working in the UK’s higher education (HE) sector that universities are currently suffused with anxiety. The University and College Union (UCU) has recently been in dispute with employers over proposed changes to the USS pension scheme, and the most sustained period of industrial action in the sector’s history has highlighted the fears staff have for the security of their futures post-retirement. Such unprecedented strike action needs to be situated within the wider context of a public sector undergoing transformation: while the concept remains contested, the influence of “neoliberal” ideas on universities can most clearly be seen in Success as a Knowledge Economy – the government white paper that preceded the 2017 Higher Education and Research Act – which states: “Competition between providers in any market incentivises them to raise their game, offering consumers a greater choice of more innovative and better quality products and services at lower cost. Higher education is no exception.” Yet what might “raising our game” mean for academic staff? The university has been described as an “anxiety machine”: the creeping marketisation of the sector along with pressure to recruit students (now “consumers”), increasing managerialism, and the implementation of processes of audit – such as the REF and TEF – to evaluate performance have arguably contributed to a progressively anxious landscape in which to labour. In 2016/17, 34% of academic staff were employed on fixed-term contracts – a figure likely to be disputed by the UCU, since in 2016 it estimated the extent of casualisation in the sector to be closer to 54% once atypical contracts had been taken into consideration. In addition to pressures facing many staff in universities – such as time-management, meeting growing employer expectations, and the evaluation of performance – “casualised” contracts present particular challenges for those facing employment uncertainty: in a material sense, this can be a case of keeping up with... According to the above context, answer the following question. Who has been in dispute recently over proposed changes to the USS pension scheme?
OPTIONS:
- The UCA
- The Universal Health Team
- The University and College Union (UCU)
- not enough information

Answer:
The University and College Union (UCU)