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今天，新航道小航给大家带来的是12月9日雅思写作真题范文，跟着小航一起来学习一下吧。

本次雅思写作考试大小作文题目都很常规，当天考试的同学们应该都有内容可写。这次小作文是动态图，这个月较后2场考试的同学要重视流程图和地图了；大作文题目在过去的10年已经考了3次，频率非常高。

同学们很容易能想到“年轻人精力充沛，老人守旧，所以年轻人当领导更好”，这样的思路可以，但为免有点一厢情愿。

对于这道题，我会选择写倾向于不同意。我的思路是：不同意年轻人做领导，但支持干部年轻化。

对于前者，我给的理由是：

1. 年轻人经验不足，不能解决复杂问题；
2. 一些国家的办公室文化讲究论资排辈，年轻干部不能获得同事的支持。

对于同意干部年轻化，我给出的理由是：

年轻化的干部更容易打破常规，接受改变，不会因循守旧牺牲效率。

此次原创范文以积累素材为主。范文中标记成橙色的词组非常重要，要求务必掌握，文章末尾详细列出了重点词汇/语料的中英文对照。

雅思写作大作文题目

Writing Task 2

Directors and managers of organizations are often older people. Some peoplesay that it is better for younger people to be leaders. To what extent do youagree or disagree?

参考范文

Department heads are usually experienced senior people in a majority of institutions; however, some claim that providing opportunities for younger people to direct organizations is essential. Although I do not agree with nominating unpractised novices to be leaders, I support the rejuvenation of the current structure of leadership in societies.

It is understandable why appointing young people as directors is impractical. Firstly, it is usually difficult for the young to compete with the old in terms of experience. Not only commercial institutions but also government sectors undergo complicated social problems such as fierce market competition and environmental crises caused by scientific and technological progress; without sophisticated managerial experience, young leaders cannot effectively manage to an organization to resolve complicated challenges and problematic situations. Secondly, in some countries, especially in Northeast Asia, workplaces have a culture where employees being promoted according to status obstruct young directors from discharging their duties, which causes young leaders to experience the work environment as stressful and lacking in organizational support. As a result, young leaders report higher levels of burnout and lower rates of vigour compared to older colleagues, and they seem to struggle with the leader role, seeing it as unclear and conflicting.

However, knowledgeable and energetic younger people in managerial positions benefits departments through their introductions of improvements for productivity. This is because millennials lack corporate loyalty and change jobs more than their predecessors; thus, the young may be more pragmatic when it comes to hiring, placing a higher importance on talent than on loyalty. In comparison, their older counterparts place less emphasis on “human capital for long-term competitive advantage,” and they may sacrifice competence as a result. In respecting the power of transient workers and the need for constant disruption through new hires, young managers are likely to break up entrenched and unproductive teams and propel a company forward by choosing the best people to make this happen. Their appreciation of talent, as well as their ability to embrace change and harness innovative technology, rather than tenure and invariableness, are indicative of a perspective promoting team efficiency among younger managers that older subordinates may find difficult to adapt to.

In conclusion, the lack of experienceand an old-fashioned workplace culture are the reasons for not promoting young managers, but having young professional staff members in critical positions of authority is beneficial for the enhancement of overall working efficiency within an organization.

重点词汇 / 语料

01

department heads

部门负责人

experienced senior people

经验丰富的长者

providing opportunities for younger people

给年轻人提供机会

direct organizations

管理机构

nominating unpractised novices

任命没有经验的新手

the rejuvenation of the current structure of leadership

当前领导结构的年轻化

appointing young people

任命年轻人

compete with

与*竞争

commercial institutions

商业机构

government sectors

政府部门

complicated social problems

复杂的社会问题

fierce market competition

激烈的市场竞争

02

environmental crises

环境危机

scientific and technological progress

科技进步

sophisticated managerial experience

老练的管理经验

resolve complicated challenges

解决复杂的挑战

problematic situations

问题情境

being promoted according to status

按资排辈

obstruct young directors from discharging their duties

阻碍年轻领导履行职责

experience the work environment as stressful

经历工作环境压力

lacking in organizational support

缺乏组织支持

higher levels of burnout

高度精力疲惫

lower rates of vigour

低活力

older colleagues

老同事

03

struggle with the leader role

挣扎与领导角色

knowledgeable and energetic younger people

富有知识和精力的年轻人

managerial positions

管理岗位

improvement for productivity

提高生产效率

millennials lack corporate loyalty

千禧一代缺乏企业忠诚度

change jobs

换工作

be more pragmatic

更加务实

placing a higher importance on talent than on loyalty

将才能而不是忠诚置于更高地位

older counterparts

年长的同类人

place less emphasis on

少强调

human capital

人力资本

04

long-term competitive advantage

长期竞争优势

sacrifice competence

牺牲能力

the power of transient worker

临时工的力量

constant disruption

持续的干扰

young managers

年轻管理者

break up entrenched and unproductive teams

打破根深蒂固的低效团队

propel a company forward

推动公司前进

appreciation of talen

欣赏人才

ability to embrace change

拥抱改变的能力

harness innovative technology

利用创新技术

tenure and invariableness

终身制和一成不变

05

be indicative of a perspective

表明观点

promoting team efficiency

提升团队效率

older subordinates

老下属

find difficult to adapt to

很难适应

the lack of experience

缺乏经验

an old-fashioned workplace culture

老套的办公室文化

promoting young managers

提升年轻管理者职务

young professional staff members

年轻的专业成员

critical positions of authority

机构的关键职位

be beneficial for

对*有好处

the enhancement of overall working efficiency

提升总体效率