GMAT考试写作指导：Issue写作范文十九

　　19. Sample Essay 1:

　　Whether an employer should emphasize specialization in business courses or a

　　more varied academic preparation is a controversial one. On the one hand, the

　　increasing diversification of business activities requires employees to have specialized

　　knowledge. On the other hand, the capricious nature of the market needs employees to

　　have a more varied academic preparation so that he could handle unexpected situations.

　　However, in the final analysis, I believe that an employer should emphasize specialized

　　knowledge in business courses.

　　One reason for my belief is that there are special requirements for each position of

　　a company and only those who have adequate knowledge for the position can take the

　　position. If everyone does his job well, the whole company will prosper.

　　Another reason for my belief lies in the fact that entry-level employees do not

　　need a varied academic preparation, for they do not have to handle complicated

　　situations. Unlike those of a senior staff member, their responsibilities are clearly

　　defined in the job description.

　　Perhaps the best reason for my belief is that ones energy is limited. If the

　　employer expects their employees to have a more varied academic preparation, college

　　graduates will spend less time on their own special field of study. As a result, they may

　　not have adequate special knowledge for their future positions.

　　For the reasons above I therefore believe that an employer should emphasize

　　specialization in business courses in the application process. Although general

　　knowledge is also important in many respects, a specialist is more useful for a company.

　　Sample Essay 2:

　　In recruiting for entry-level jobs, should employers stress a broad liberal arts

　　education, a technical business background, or should employers favor neither one over

　　the other? In my view, while the ideal job candidate has significant academic experience

　　in both realms, whether employers should favor one type of background over the other

　　depends on the nature of the particular job and the anticipated length of employment.

　　First, a strong business background is more critical for some entry-level jobs than

　　for others. Fledgling accountants, financial analysts, and loan officers cannot perform

　　optimally without a solid academic background in accounting, finance, and banking.

　　Even in sales of financial products and services, new employees need extensive

　　technical knowledge to educate the customer and to be effective salespeople. However,

　　in other entry-level positions―such as personnel, advertising and marketing―technical

　　business knowledge may not be as critical as a broad experience with various types of

　　people and an enlightened view of different cultures.

　　Second, the employers hiring decision should also depend on the anticipated

　　length of employment. In recruiting short-term workers, especially for positions that are

　　labor intensive and where judgment and experience are not of paramount importance,

　　the applicant who is strongly business-oriented may be the better choice. On the job,

　　this applicant will probably be more pragmatic, and spend less time pondering the job

　　and more time doing it. However, an employer looking for a long-term employee may

　　be better served by hiring an applicant with a strong liberal arts background. By way of

　　their more general education, these applicants have acquired a variety of general,

　　transferable skills. They may be more adept than their colleagues with business-only

　　backgrounds at recognizing and solving management problems, dealing with business

　　associates from different cultures, and viewing-issues from a variety of perspectives. All

　　of these skills contribute to a persons lifelong ability to adapt to and even anticipate

　　changes that affect the company, and to move easily into new positions as such changes

　　demand.

　　In sum, recruiters for entry-level jobs should avoid preferring one type of

　　applicant over another in all cases. Instead, recruiters should consider the immediate

　　technical demands of the job as well as the prospect of advancement and long-term

　　employment within the company.