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2019年5月4日雅思写作范文:The increasing use of technology in the workplace has made it easier for young people to get work

来源:原创作品 | 2020-04-16573

2019年5月4日雅思写作范文:Theincreaseuseoftechnologyinworkplace.Somepeoplefindthatitisgoodforyoungpeople'sprotectsofgainingjobandmoreharderforoldpeople.Towhatextentdoyouagreeordisa...

2019年5月4日雅思写作范文:The increase use of technology in workplace. Some people find that it is good for young people's protects of gaining job and more harder for old people. To what extent do you agree or disagree?

雅思写作范文:

These days, young people seem to find it easier to get employed than the older ones. One possible reason why this happens is that young workers are mostly “tech-smarter” than their older counterparts. This notion does make sense because sometimes the older persons just cannot “do” technology: not being able to figure out how to use a smart-phone or send email, for example. Since the age factor matters in the workplace that particularly stresses the use of technology, job applicants in their 20s are preferred for being “digital natives” and those in their 30s are acceptable for being “tech-savvy.” Nevertheless, those in their 40s are seldom tolerated, not to mention those in their 50s or older who are likely to have trouble adapting to new tricks.

However, it does not necessarily mean that the young are always in the better position to find a job simply because they better at new technologies. Many older people can actually get used to using technology skills if they are given the opportunity to do so. Moreover, according to a survey, workers aged 40 and up are among the most engaged members of the workforce, even though most of them would learn less, remember less, and take longer to master technology skills than do most younger workers. The same survey has also revealed that many employed older people are able to combine what they have learned in technology with seasoned communication skills in real life. Therefore, it should come as no surprise that the average age of an outstanding entrepreneur is 45, not 25, and there are more top-ranking managers over 50 than 35.

To sum up, conventional thinking assumes that older job-seekers are relatively not as “tech-savvy” as younger ones. To my mind, however, “tech” and “old” are not opposites, and there are far more factors than technology skills to consider in the decision of the employers.

参考范文二:

Reforms and improvements in diversified domains of life have been massively witnessed since the beginning of scientific and technological revolution in 1860s. The introduction of technological devices into workplace, furthermore, has resulted in fiercer competitions among job seekers, especially among people of different age groups. Some people argue the prevailing application of technology in workplace can pave easier access to employment for the young while constitute tough obstacles for old people, which I hardly agree with.

It is highly possible, indeed, for the young people to demonstrate swifter and higher learning capabilities in using technological devices. Compared to the old, a majority of young people have received at least fundamental cultivation about the use of technological equipment, hence it is relatively easier for them to further their understanding and deal with potential related problems. When modern business organizations and departments in various areas have already been facilitated with countless technological equipment, possessing the ability of handling modern technology will unquestionably serve as a crucial advantage in employment competition.

Work competence, however, is not singly determined by the capacity of technology application. A qualified working performance is composed of multi-dimensional aspects, among which experiences and psychological resistibility to compression are undoubtedly assessed by employers. It takes certain periods of time for job seekers to grasp skills in technological usage, while it takes years for employees to accumulate experiences in certain careers. Considering from this aspect, the old job seekers enjoy more preponderance when competing for jobs that set clear standards for relevant experiences and it is highly possible that those elder employees will be prioritized by organization leaders.

What is more, one can never look down upon the learning capability of middle-aged and aged people. In contrast to people’s stereotyped image about old people, who used to be quite stubborn about traditional methods and knowledge, an increasing number of people have realized the importance of lifelong learning and many of them would spare no efforts on the acquisition of abilities. The old people are no exception. As long as the aged keep improving themselves, the once obvious technological gap between different age groups will be gradually erased. Hence it is quite hasty to assume that young adults will get the bulge on employment market.

In conclusion, although contemporarily young people may enjoy certain superiorities when seeking for jobs in highly technological-equipped domains, it is too early to claim a bleak future for old employees.


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