小伙伴們，GMAT考試大家復(fù)習(xí)的怎么樣了呢？下面是幫考網(wǎng)分享的一些GMAT考試作文部分的相關(guān)資料，一起來看看吧！

The following appeared in a memorandum from the Director of Human Resources to the executive officers of Company X.

“Last year, we surveyed our employees on improvements needed at Company X by having them rank, in order of importance, the issues presented in a list of possible improvements. Improved communications between employees and management was consistently ranked as the issue of highest importance by the employees who responded to the survey. As you know, we have since instituted regular communications sessions conducted by high-level management, which the employees can attend on a voluntary basis. Therefore, it is likely that most employees at Company X now feel that the improvement most needed at the company has been made.”

人力資源經(jīng)理給X公司的經(jīng)營主管的備忘錄：

去年，我們向員工調(diào)查他們認為X公司應(yīng)該進行的改進，讓他們把改進按重要性排列。結(jié)果列印為一張可能的改進的表格。根據(jù)調(diào)查中員工的反應(yīng)，“加強員工和管理層的溝通”最具重要性，穩(wěn)居調(diào)查表之首。如你所知，那以后我們建立了由高層管理人員組織，雇員可以自愿參加的常規(guī)交流會。因此，看來X的多數(shù)員工認為最應(yīng)該進行的改進已經(jīng)完成了。

(下文思路單一，兩段都是談?wù){(diào)查方法的問題，還可以談后半部分，“采取了措施就一定能達到目的嗎?”)

1. The result of a last year\'s survey does not necessarily represent the improvement most needed of this year.

2. How was the survey held has not been illustrated by the author, thus making the conclusion groundless.

3. Whether the implement of the mentioned resolution is right or wrong is still unkonwn, it is still too early to say the improvement has been made.

1， 調(diào)查的可信性：是否anonymous，如果要named，很可能并不是他們最想要的改進。

2， 改進方法是否充分?是否交流會有很好交流，并且采納accept意見

The Director of Human Resources concludes that most employees at Company X feel that the improvement most needed at the company has been satisfactorily addressed. Two reasons are offered in support of this conclusion. First, a survey of employees showed that the issue respondents were most concerned about was employee-management communication. Second, the company has since instituted regular voluntary sessions for employees and management designed to improve communication. The director’s argument is questionable for two reasons.

To begin with, the validity of the survey is doubtful. Lacking information about the number of employees surveyed and the number of respondents, it is impossible to assess the validity of the results. For example, if 200 employees were surveyed but only two responded, the conclusion that most of the employees ranked employee-management communication as the most pressing issue would be highly suspect. Because the argument offers no evidence that would rule out interpretations such as this, the survey results are insufficient to support the author’s conclusion.

Furthermore, even if the survey accurately ranks certain issues according to level of employee concern, the highest-ranked issue in the survey might not be the issue about which employees are most concerned. Why? The improvement most needed from the point of view of the employees might not have appeared as one of the choices on the survey. For example, if the list of improvements presented on the survey was created by management rather than by the employees, then the issues of greatest concern to the employees might not be included on the list. Lacking information about how the survey was prepared, it is impossible to assess its reliability. Consequently, any conclusion based on it is highly questionable.

In conclusion, the director’s conclusion is not well-founded. To strengthen the argument, additional information regarding the way in which the employee survey was prepared and conducted is required.

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