2016年10月29日雅思寫作真題回憶

　　引言：還在為雅思考試熬夜奮戰(zhàn)的小伙伴們看過來!為了幫助你們更好進(jìn)行復(fù)習(xí)，小編特地整理了歷年考試結(jié)束后網(wǎng)友的真題回憶，希望大家通過自己的努力最終拿下滿意的成績!如想了解更多內(nèi)容歡迎關(guān)注應(yīng)屆畢業(yè)生網(wǎng)。

　　Task 1：

　　題目：

　　三個大餅，英國三個年份4種交通工具使用的比例。

　　作文圖片：

　　兩種車輛呈上升趨勢，一個先升后降,—個呈下降趨勢。(考生回憶有限，圖形有待補(bǔ)充)

　　參考建議：

　　該小作文可分四段。第一段改寫題目，不要花費(fèi)過長時間。主體段分為兩段，同是上升趨勢的兩種車輛為一段，可借鑒曲線圖寫法，先將兩種車做對比，再用年初年末數(shù)據(jù)法表達(dá), 其中，respectively位于句尾，表“分別地”。主體段第二段用On the contrary連接，描述呈下降趨勢的車在三年間的變化，表大幅度、小幅度、穩(wěn)定地程度副詞如considerably, slightly, stably等要熟記。再描述最后一種車輛,即先升后降，可用before連接兩種趨勢。

　　Task 2：

　　題目：

　　It is a good thing for those in the senior management position to have higher salaries than other workers in the same company or organization. To what extent do you agree or disagree?

　　題材：

　　社會類

　　提問方式：

　　觀點(diǎn)類

　　立場：

　　這道題目我選擇同意，即高級管理者的工資報酬，應(yīng)該高于普通員工。經(jīng)濟(jì)類題目是熱門話題，所以同學(xué)在考前，是需要對于商業(yè)，經(jīng)濟(jì)的一些詞匯有所了解的。

　　參考范文：

　　If Karl Marx was still alive in the world, chances are that he would frown upon the widening disparity between the well-paid senior staff, who are in charge of lifeblood of the company and other workers who are heavily exploited for their surplus value. In spite of the harshness in the distribution of payment, I am in favor of the view that the salary should be in line with the hierarchy of staff in their companies.

　　The staff who are in the relatively high level in companies assume more accountability of the operation of companies, which justifies the status quo that they are supposed to be better rewarded. The senior members' responsibilities do not only confine in the office trifles such as printing the files for the meeting, or work out a balance sheet for the financial quarter. Instead, they are under the massive pressure to be insightful policy makers who are seemingly at ease with daunting tasks，because one of their minor mistakes is likely to trigger a blunder, bringing inevitable financial loss to their companies.

　　On the other hand, the high salary of the senior staff can also serve as incentive to their subordinates. Monetary reward, materialistic as it might be，can stir more motivation of staff because it is a conspicuous fact that a decent salary is the foundation of the daily life. With the seductive payback, workers are more willing to fulfill their duties with higher quality and the talent of the able would be fully tapped to the benefit for companies and themselves.

　　Of course, the dark sides cannot be neglected due to its advantages the high salary brings. Certain senior members share the lion’s share of benefit and the rest of it is then allocated to majority of junior employees. This income gap is a dormant factor that can damage the rapport of the members and undermine the overall moral and collaboration of different levels.

　　In conclusion, the principle of “no pain no gain” still works as a maxim in the modem companies. Egalitarianism is only a utopian depiction, while utilitarianism has the final say.

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