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It is common for enterprises to have seniors as top executives owadays. However, there is an argument that young people should also be offered the opportunities to be the leaders as the age should not be the glass ceiling that bars them from upper management in large corporations. From my perspective, I agree with this idea.
First of all, young leaders, especially those employed in high-technology companies, are easy to keep pace with the rapidly changing market. Admittedly, compared with senior employees, they do lack experience of the past, but facing this rapid shifting market, their inadequate experience can be in turn seen as an advantage, as being in the same age of the targeting customers,they can understand the current popular tendency and are less likely to be inhibited by self - consciousness. Therefore, they are able to absorb the latest information and use their lateral thinking to make adaptations to meet the demand,. Besides, young people have more abundant time and vigorous to be a leader. Being managers means catering to enormous tasks simultaneously, and as most young people have not been married and formed their families, they can devote themselves to their work and maximise their output, which is impossible for older people.
Undeniably, when facing an emergency or a dilemma, compared with the aged leaders, the young generation tend to be less responsible and considerable, resulting in impulsive decisions due to their immaturity. Consequently, organisations might be at risk. However, young candidates who have the potential to be the manager can be first recruited as the management trainee, and after having the professional training ranging from six months to five years, they are sure to have the capability to deal with diverse situations.
In conclusion, despite the defects of young managers, young people are eligible for leadership. Therefore, organisations should be encouraged to employ the young generation in top positions.
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