GMAT考试已于2012年5月4日更换题库，这是旧的GMAT考试最后一次换库了，这也是GMAT作文AI部分的最后一次换库了。新的GMAT考试将于6月份于大家见面，而AI作文将被删除。因此，希望参加最后一次旧GMAT的考生好好努力，争取旗开得胜！以下是2012年5月的GMAT作文AI部分机经更新，更新日期从12年5月7日开始！想要获得更多咨询服务点击进入 >>>>有问题?找免费的澳际专家咨询!

　　31.(2次)

　　原始寂静：

　　V1(BY: clevertianxie) AI：People should be paid according to their profession&aposs contribution to the society.大概是这样。。

　　考古：

　　V1. people should paid by their benicial to the society

　　V2 . people should be paid according to how much his/her profession benit the society.

　　V3. 一个人的PAY取决于How benicial his profession is to the society

　　V4. People should be paid by their profession benicial on society.关键词应该没错，麻烦再找找

　　V5. 人们应该按照对社会贡献的大小来获得报酬

　　参考思路：

　　1. [反驳]重点放在professional上，专业知识固然重要，但一个人的工作能力不是仅凭专业技术能评定的，还有处理问题的能力、创新能力、和上下级沟通的能力等等

　　2. [同意]工资依能力而定，能带给社会更大的贡献，理应获得更高的收入

　　Peddy自己的思路，仅供参考。。。。

　　1.首先，工资依能力而定，能带给社会更大的贡献，理应获得更高的收入。例如在公司中不能的职位有不同的工资，因为其付出的努力给公司带来的收益是不一样的，因而理应获得不同的报酬。同时报酬也是一个人努力提高自己能力的目标，人们为了更高的收入更有动力去提高自己的能力。

　　2.但是也不能完全按照能力来衡量。专业知识固然重要，但一个人的工作能力不是仅凭专业技术能评定的，还有处理问题的能力、创新能力、和上下级沟通的能力等等。在有些行业经验更为重要，比如医药业。书本上都有记载但是临床时会有很多突发情况。

　　3. 一个人就算有很高的profession，但是不知道怎么去运用，无法给公司带来profit，又怎么能有high paid 呢?

　　4. 专业知识或专业能力没法量化，与收入之间的函数关系也无从确定，故方法不现实。

　　如教师工作是以什么标准来判定，学生成绩?上课质量?论文水准?

　　32.(2次)

　　原始寂静：

　　V1(BY: gaoyitian) employer有没有权力(right)在未得到employee的permission的情况下，获得employee的健康以及其他个人生活的information

　　原题：

　　Employers should have no right to obtain information about their employees’ health or other aspects of their personal lives without the employees’ permission.

　　雇主不应该在没有得到员工允许的情况下私自获取员工的私人信息，包括健康和其他方面

　　参考思路：

　　1. 员工的私人生活状况，很可能影响工作效率。productivity and turnover，所以雇主有理由关心。比如，健康问题，良好的健康状况显然是保障正常稳定生产的基础，雇主付出相同的钱，expect to get certain productivity. 而员工隐瞒健康状况，造成的低效率高成本，会使公司suffer。在雇佣时拥有对称的信息，很重要。

　　2. 同时，员工的私人状况，如果会危害到其他员工，那么应该有权得这知。比如，健康状况，犯罪的历史等等重大事件。健康，会infect other employee/ 暴力 history of crimes violence 很可能会对其他的员工造成伤害。这些都是必须要知道的。

　　3. 但有一些其他的私人生活，与工作效率无关，而且不是threat to others。employer 没有权力获取。比如，婚姻状况marital status, religion, race…这些都应该是员工自愿提供的with permission，而不能强制获得force。

　　View1: as human resources is one of the most important fortunes to a company, companies should know the health conditions of their employees. Decide whether a worker is competent for a job, decide cost on medical cares, ensure productivity

　　View2: other aspects of employees’ personal life, if not directly related to work performance, are not need to expose to employers.

　　参考范文：

　　Determining whether employers should have access to personal information about employees requires that the interests of businesses in ensuring productivity and stability be weighed against concerns about equity and privacy interests. On balance (adv. 总而言之), my view is that employers should not have the right to obtain personal information about current employees without their consent.

　　A business’ interest in maintaining a stable, productive workforce clearly justifies right of access to certain personal information about prospective employees. Job applicants can easily conceal personal information that might adversely affect job performance, thereby damaging the employer in terms of low productivity and high turnover. During employment, however, the employee’s interests are far more compelling than those of the employer, for three reasons.

　　First, the employer has every opportunity to monitor ongoing job performance and to replace workers who fail to meet standards, regardless of the reason for that failure. Second, allowing free access to personal information about employees might open the floodgates to discriminatory promotions and salary adjustments. Current federal laws—which protect employees from unfair treatment based on gender, race, and marital status, may not adequately guard against an employer’s searching for an excuse to treat certain employees unfairly. Third, access to personal information without consent raises serious privacy concerns, especially where multiple individuals have access to the information. Heightening this concern is the ease of access to information which our burgeoning electronic Intranets make possible.

　　In sum, ready access to certain personal information about prospective employees is necessary to protect businesses; however, once hired, an employee’s interest in equitable treatment and privacy far outweighs the employer’s interest in ensuring a productive and stable workforce.

相关链接：

1.GMAT考试作文机经AI部分 5月7日更新（二十）

2.GMAT考试730分怎么拿：TIP总结

3.GMAT作文精品模板推荐(3)

更多出国留学最新动态，敬请关注澳际教育手机端网站，并可拨打咨询热线：400-601-0022