雅思大作文7分範文及解析：男女適合不同工作

觀點類大作文，社會(hui) 類話題

Some people think that men and women have different qualities. Therefore, some certain jobs are suitable for men and some jobs are suitable for women. To what extent do you agree or disagree?

題目來源：2016年10月8日亞(ya) 太雅思大作文

1、題目大意

有觀點認為(wei) 男女品質不同。因此一些工作適合男性或女性。是否同意？

2、思路解析

這是一道觀點類大作文，聊的是男女工作的問題。審題時需要注意題目觀點中包含的因果邏輯關(guan) 係，及因為(wei) “男女品質不同”，所以“一些工作適合男性或女性”，遇到因果關(guan) 係的，我們(men) 可以分析“因”、“果”本身否有問題以及因果邏輯是否有漏洞來進行反駁。下麵，月半鴨和大家一起來看下具體(ti) 觀點。

首先來看這個(ge) 觀點的合理性。

男性和女性在體(ti) 能、性格等方麵確實存在差異，比如男性的體(ti) 力和耐力普遍比女性要更好，而女性則比男性更加細心和耐心。而不同的工作崗位由於(yu) 工作性質差別，對於(yu) 從(cong) 事的人也會(hui) 有不同要求，像建築工人需要足夠的力量和體(ti) 力來持續搬運重物，因此男性從(cong) 事的比例更高，而像幼教老師在接觸孩子時需要展現足夠的親(qin) 和力並且足夠細心以保證照看到每個(ge) 小孩，所以女性從(cong) 事的比例更高。考慮到不同工作崗位的需要以及男女特質的差異，確實會(hui) 出現，某個(ge) 崗位的從(cong) 業(ye) 者更偏向於(yu) 男性或女性。

然後來看觀點中不合理的部分。

最大的問題在於(yu) 因果之間不存在必然關(guan) 係，雖然有些職業(ye) 會(hui) 有專(zhuan) 門的要求，但在用工時並不會(hui) 隻參考性別，可能還會(hui) 有一些其他因素。並且，由於(yu) 科技發展等外部環境的變化，工作職能也在發生改變。比如自動化的普遍運用使得工人不再僅(jin) 僅(jin) 是從(cong) 事體(ti) 力勞動，而是需要操作器械及計算機，這一點上男女差異並不明顯。

此外，隨著男女平等的理念不斷推進，越來越多的人開始認為(wei) 一個(ge) 人是否勝任某項工作不應該取決(jue) 於(yu) 性別這樣的刻板印象，而是取決(jue) 於(yu) 其能力等更加實際的因素。

3、提綱

4、高分範文示例

The gender has long been referred to as a parameter to assume the quality between men and women, and therefore employers tend to take it as a criterion in recruitment of certain positions. Personally, while I don’t mean to deny some differences related to genders, I have to say it is simplistic to recklessly deny the justification of either gender in certain positions solely based on our conventional perception.

Some devotees of the prejudice in question might argue that there do exists a physical dichotomy between women and men, notably in features like strength or endurance (not to mention the possible maternal leave of females in their future careers), which makes it difficult for many sectors to overlook the factor, for example in some labor-based positions as construction workers or other jobs requiring patience like housemaids. I suppose it is such an apprehension that compel many self-proclaimed PR experts to incorporate gender as a standard for recruitment.

Plausible though it may seem, those who jump on this bandwagon of gender difference are oblivious to the fallacy behind their assumption – there is no inherently causality between the premise and the conclusion. In other words, whether or not a job is suitable for certain groups is not an either-or question to which we can jump to an answer solely based on the so-called common belief. Contrary to what it may appear, to evaluate the capability of candidates for any positions is a task of great complexity that incorporates a range of extrinsic determinants. For example, we should not lose sight of the trend of automation in many dangerous sectors, making the role of human in these positions no more than an operator behind consoles. In this respect, it doesn’t make any sense to focus on gender of applicants if what we need is someone to operate computers. Even for some tasks that cannot be accomplished by robots, it is imperative to recognize the individual quality regardless of their gender – compelling examples include, but are not limited to, male nurses and female pilots for fighters.

In conclusion, it is irrational to set a threshold of gender for job applicants simply based on our personal presupposition of the quality between men and women.

5、相關(guan) 詞匯和語法結構

Parameter  限定因素, 指標，規範

Criterion  標準

Recruitment  招聘

Prejudice  偏見

Dichotomy  差距

Plausible  看似合理

Fallacy  錯誤

Oblivious  忽視的

Evaluate  評估

Determinant  必要因素