GMAT ISSUE类作文范文-106

Topic:

The most effective way for managers to assign work is to divide complex tasks into their simpler component parts. This way each worker completes a small portion of the task but contributes to the whole.

Instructions:

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.

Sample Essay

The stated opinion is that the most effective way for managers to assign work is to divide complex tasks into their simpler component parts. This strategy is probably cost-effective in many situations. However, I think that it works against important organizational values over time.

Distinct divisions of labor are efficient for a number of reasons. First of all, workers with few highly specific skills are usually cheaper to hire than those with broader education and experience. Secondly, it is less expensive to train employees in narrow areas. Finally, strict compartmentalization of tasks makes it easier for managers to control employees, and, therefore, to control and increase productivity. But however profitable this strategy might be in the short run, it can ultimately work against the organization.

To begin with, fragmenting work into small units leads to employee alienation. Those responsible for only a detailed component of a project can easily lose sight of larger organizational goals and their own importance in achieving them. Research indicates that they then become less committed to their work, and less productive. Of course, unproductive employees can be replaced. But replacement is costly; and high employee turnover is bad for organizational morale.

In addition, compartmentalizing tasks can stifle creativity, as well as undermine self-motivation and pride in one’s work. With little collaboration or even communication between discrete work units, larger creative insights are lost. And, cooperative efforts usually foster a series of common purpose and pride in accomplishment.

Of course, diversifying jobs and increasing worker participation in larger projects could lead to lower productivity. But the experience of large manufacturing corporations like General Motors shows just the opposite. When GM facilities implemented these and other strategies to improve work-place quality, they reported that productivity increased.

In conclusion, I believe that organizing work into discrete tasks will compromise important organizational values like creativity, self-motivation, commitment and pride in accomplishment. So, although there are times when small divisions of labor will be necessary, generally work should be diversified, and workers should have greater involvement in projects overall.

 

GMAT ISSUE类作文范文-107

Topic:

People are overwhelmed by the increasing amount of information available on the computer. Therefore the immediate goal of the information technology industry should be to help people learn how to obtain the information they need efficiently and wisely.

Instructions:

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.

Sample Essay

The speaker asserts that because of the vast amount of information available on the Internet and its accessibility to anyone with a computer and internet connection, it is increasingly important that people be able to access their target information efficiently, without confronting great amounts of irrelevant information along the way. I agree with this view. Additionally, individuals need to be able to separate the wheat from the chaff on the Internet, since with increasing information comes increasing misinformation.

It is possible today to sit down at one’s computer with a specific question in mind, one that be safely down at one’s computer with a specific question in mind, one that can be safely presumed to have an answer somewhere in cyberspace. But there is no guarantee that the questioner will have an easy time of finding that answer, and there are several reasons for this unhappy fact. For one thing, there is no comprehensive “directory” or “index” to the information stored on the net. Another problem is that people do not always describe a subject the same way. So if one person searches for information under a certain label, only if whoever provides the desired information used the same label will the first person find the information easily.

A different kind of problem is the fact that as commercial enterprises, the proprietors of commercial search engines are subject to financial pressures and thus tend to favor some candidates for search result lists over others. What this means is that if you do a search on a particular topic, the company that owns the search engine is likely to display most prominently those company that owns the search engine is likely to display most prominently those items whose producers pay the most for such display.

Finally, we must remember that anyone with modest equipment and expertise can establish a Web site. The result is that unless one knows from whom one is obtaining information, one must be circumspect about the integrity of the information as well as the motives of the information provider.

 

GMAT ISSUE类作文范文-108

Topic:

Employees should not have full access to their own personnel files. If, for example, employees were allowed to see certain confidential materials, the people supplying that information would not be likely to express their opinions candidly.

Instructions:

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.

Sample Essay

The issue is whether employees should have full access to their own personnel files. The speaker claims that they should not, pointing out that such access could diminish the condor of those supplying information. To some extent, I agree with this viewpoint. Although employees are entitled to be accurately informed about the substance of performance reviews or complaints in their files, at times there will be good reason not to identify information sources.

First of all, employers have a right to control some information pertinent to their business success. Unproductive or uncooperative workers can seriously harm an organization; for this reason, employers need to have accurate information about employee performance. But when employees have full access to their own personnel files, co-workers and even supervisors will often find it difficult to give frank criticism of underachievers or to report troublemakers. So although employees have legitimate claims to know what has been said about them, they are not always entitled to know who said it.

Secondly, employers are obligated to control some information when their employees are accursed of unlawful conduct. Since employers are responsible for wrongdoing at the workplace, they must investigate charges of, for example, drug activity, possession of firearms, or harassment. But again, without assurances of anonymity, accusers may be less forthright. Furthermore, they may be in jeopardy of retaliation by the accused. So while workers under investigation may be generally informed about complaints or reports,they should not know who filed them.

Even so, employers do not enjoy an unlimited right to gather and keep confidential information about employees. For example, it would be unjust to investigate an employee’s political viewpoints, religious preference, or sexual orientation. Such invasions of privacy are not warranted by an employer’s right to performance-related information, or duty to protect the workplace from criminal wrongdoing.

In conclusion, limiting employee access to personnel files is sometimes warranted to encourage candor and prevent retaliation against information sources. At the same time, employers have no right to solicit or secure information about the private lives of their workers.

 

GMAT ISSUE类作文范文-109

Topic:

All personnel evaluations at a company should be multi-directional - that is, people at every level of the organization should review not only those working under them but also those working over them.

Instructions:

Discuss them 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.

Sample Essay

The speaker asserts that employees at all levels in an organization should review one another, including those working “over” them as well as “under” them. I agree in part. Often companies will conduct two different kinds of periodic review, one to justify decisions regarding promotion and pay, and another to increase overall efficiency by assessing employee performance. Multi-directional evaluation should never be part of the first kind of review; however, it can be valuable in the second kind and, therefore, should be used there.

On the one hand, lower-level employees have too much organizational power if their evaluations are used in decisions about the pay or promotions of their superiors. Employees can intimidate superiors with the threat of bad review. Also employees can use the review process to retaliate against those at higher levels. In either case, the authority of a manager or an executive can be seriously compromised, and productivity is lost in the process.

On the other hand, the most revealing criticisms of a superior’s style often come from those subject to it. In a process of review that isn’t connected to promotion or pay, employees at all levels can be more comfortable and forthright about sharing concerns. In turn, every employee is more likely to get accurate feedback, including constructive criticism, that will help each nurture strengths and improve areas of weakness. In this way, multi-directional evaluation can greatly enhance organizational efficiency.

Furthermore, multi-directional evaluation in this context helps prevent worker alienation and subsequent lowered productivity. Widening the performance review process will very likely foster a greater sense of personal involvement in one’s work, especially among lower-level employees. Recent studies have shown that people who feel more invested in their jobs tend to work more cooperatively and productively.

In conclusion, there is an important role for multi-directional personnel evaluation in the workplace. While it should be clearly separate from issues of promotion and pay, as part of the performance review process it can encourage better employee relations and higher productivity.

 

GMAT ISSUE类作文范文-110

Topic:

“The most effective business leaders are those who maintain the highest ethical standards.”

Instructions:

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.

Sample Essay

The assertion at issue is that business people who uphold the highest ethical standards are the most effective leader. I strongly agree with this statement. For a while, unethical behavior might seem effective. But a few examples from the investment banking industry keenly illustrate how dishonesty and corruption in leadership can bring a business to its knees, shattering the trust of its employees and ruining its reputation with clients.

Consider the cases of Michael Milken, former head of junk bond trading at Drexel Burnham Lambert, and Paul Mozer, formerly in charge of Salomon Brothers’ government bonds trading. Each of these men engaged in double-dealing and other illegal acts, reaping tremendous profits for their companies, and winning the admiration of subordinates and superiors alike. However, their successes were relatively short-lived. Securities Exchange Commission (SEC) investigations in each case revealed massive wrongdoing. As a result, Drexel went out of business. And Salomon Brothers barely recovered, after suffering the forced resignations of its top executives, a financially devastating loss of reputation, and the exodus of many valued employees.

Moreover, Salomon’s survival is probably owing entirely to its subsequent leadership under Warren Buffett. Buffett, who was on the Salomon Brother board of directors at the time of the scandal, was brought in to save the beleaguered company. His success in keeping it afloat at all can be directly tied to his sterling ethical reputation in the international business community at the time. Buffett’s reputation restored at least some lost confidence among clients and investors, and probably prompted some employees to reconsider their decisions to leave the company.

While not every case of unethical leadership is quite so public or devastating as these, they do illustrate an important point. In any business, once corruption at the top becomes known, the predictable outcome will be damaged reputation, lower worker morale, and, along with them, lost productivity.

In conclusion, unethical conduct at the leadership level in a company might go unnoticed and serve one’s interests in the short-term. However, in the long run it will work against one’s effectiveness and may even prove ruinous.

嘉文博译郑重声明:

(1)

本网站所有案例及留学文书作品(包括“个人陈述”Personal Statement,“目的陈述”Statement of Purpose, “动机函”Motivation Letter,“推荐信”Recommendations / Referemces “, (小)短文”Essays,“学习计划”Study Plan,“研究计划”(Research Proposal),“签证文书”Visa Application Documents 及“签证申诉信”Appeal Letter等等),版权均为嘉文博译所拥有。未经许可,不得私自转载,违者自负法律责任。

(2)

本网站所有案例及留学文书作品(包括“个人陈述”Personal Statement,“目的陈述”Statement of Purpose, “动机函”Motivation Letter,“推荐信”Recommendations / Referemces “, (小)短文”Essays,“学习计划”Study Plan,“研究计划”(Research Proposal),“签证文书”Visa Application Documents 及“签证申诉信”Appeal Letter等等),版权均为嘉文博译所拥有。未经许可,不得私自转载,违者自负法律责任。仅供留学申请者在学习参考,不作其他任何用途。任何整句整段的抄袭,均有可能与其他访问本网站者当年递交的申请材料构成雷同,而遭到国外院校录取委员会“雷同探测器”软件的检测。一经发现,后果严重,导致申请失败。本网站对此概不负责。

北京市海淀区上地三街9号金隅嘉华大厦A座808B

电话:(010)-62968808 / (010)-13910795348

钱老师咨询邮箱:qian@proftrans.com   24小时工作热线:13910795348

版权所有 北京嘉文博译教育科技有限责任公司 嘉文博译翻译分公司 备案序号:京ICP备05038804号