2019年5月18日雅思写作Employers should give their stuff at least four-week holiday a year to make their employees better at their jobs. To what extent do you agree or disagree?
Some people take the view that workers perform better if they are compensated with an annual vacation of one month. I totally agree with this view and will explain below.
Firstly, a four-week holiday will motivate the workers when they are back at work. This is because employees will work better for an employer who supports them and provides good working conditions. For example, research done at a company concluded that providing a long leave from work boosted the employee’s satisfaction with their employer. In contrast, workers reported if they felt undervalued and were not compensated with a good vacation they would feel dissatisfied and not do their best at work.
Secondly, an important benefit of a long holiday is the psychological value of reducing stress. Often employees face tremendous pressure to meet targets at work. Many will work overtime and weekends. Consequently, it becomes hard to balance work-life and home-life. For instance, if a worker is under pressure to hit a tight deadline, they might work all day and night, often neglecting families and friends. This pressure can impact upon their health too. However, if an employee is given the four-week vacation, as proposed, she/he will have enough time to to relax. Taking a break from work can provide much needed relief and a release from the unremitting tension. Subsequently, the employee will re-discover their mojo and come back to work in a happy frame of mind.
In conclusion, considering the benefits offered by a long holiday, I strongly agree with the view of providing a four-week annual leave to all employees.
How to increase employees’ performance has long been the main focuses of the modern human resource. Although paid leaves could be an effective incentive widely used by many companies worldwide, I do not believe the 4-week annual holidays can absolutely promote employees’ performance and hence should be a must.
Firstly, there is no doubt that work performance is influenced by a variety of internal and external factors. It is one-sided to assume that it can be boosted as long as employees have long break. Admittedly, sufficient rest and time from work could be helpful to release work pressure. For example, having been fully recharged from a stress-free vacation, employees might feel energetic to concentrate their daily work. None of these, however, could result in improvement related to job abilities, including social skills and expertise accumulated from relevant experience and training. Meanwhile, paid-leaves could be a useful inventive but not a determined factor. Staffs are also highly motivated by other factors ranging from a high salary to recognition from their supervisors and peers.
In addition, it must stress that, even for the human resource function of paid leaves, there is no direct correlation between their length of holiday and ultimate performance. In other words, there is no guarantee that the longer holiday, the better work attitudes. This also could influence an employee’s work continuity in terms of the close collaboration. At the same time, with adequate time at their own disposal and distraction from planning the journey could also be a impact on their focus and productivity.
In conclusion, job performance may be affected by diverse factors. Providing long paid leaves is one option but not a short-cut that a company could rely on for ensuring the workers’ better performance.