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GMAT写作Argument系列范文整理(202)

2018-06-27 20:24:00来源:网络

  提高GMAT写作水平,并不是一朝一夕的事情,大家需要更多的时间来积累各种写作素材,其实在积累的过程中,写作范文是同学们必备内容之一。因此新东方在线GMAT频道也为大家整理了经典范文,供大家学习!

  【点击查看GMAT写作Argument系列范文完整版】

  文章正文

  93. “To be successful, companies should trust their workers and give them as much freedom as possible. Any company that tries to control employees’ behavior through a strict system of rewards and punishments will soon find that such controls have a negative effect on employee morale and, consequently, on the company’s success.”

  Discuss the extent to which you agree or disagree with the opinion stated above. Support your views with reasons and/or examples from your own experience, observations, or reading.

  The stated opinion is that success in business is promoted by giving employees the greatest possible freedom, and avoiding strict systems of punishment and reward. Although I agree with the speaker’s viewpoint, I would qualify (限制, 限定) it somewhat. Employee freedom must be balanced against sound systems of managerial control and accountability. And certain rewards are appropriate, and are effective incentives to work harder and better.

  First of all, current research suggests that employee freedom is good for business. For example, employees who are give the freedom to develop their own methods for completing tasks. In addition, employees with a larger role in company decision-making processes experience a sense of greater investment in their work and, in turn, become more productive. Even so, employee freedom cannot be unlimited. To keep projects successfully on track, some system of managerial control is needed.

  Secondly, employers who motivate worker with rigid systems of reward and punishment are finding that this method often backfires. For one thing, people resent and resist being driven by the whip, so to speak (adv. 可谓,可以这么说). For another, employees who focus on the promise of an external reward tend to be less personally committed to the task at hand. The reason is obvious: the reward becomes more important than the work. In both cases, quality and productivity are likely to suffer.

  Nonetheless, employees who hope to be retained or promoted should expect to be held accountable for their job performance. Furthermore, there should be special compensation for work done creatively, or especially well. For example, an unexpected bonus at the end of a successful project is a fitting reward that provides an incentive for future effort without risking the pitfalls of a stricter system.

  In sum, it is better for business to avoid controlling employees by harsh and inflexible methods, including strict punishments and reward. People work more creatively and productively when given a measure of freedom on the job. Still, this does not mean that organizations should abandon systems of accountability, or managerial control over projects.

   

  

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