失業比有工作但不喜歡強嗎?
人們換職業的原因和評價
該爲僱員們放每年至少4周的假期嗎?
爲什麼年輕人換工作及對其評價
人們常換工作和住址好嗎?
青年畢業即失業的影響和解決
除了這些近期的寫作題目以外，口語與之相關的Part 3的題目有：
Do you know others whoalso do this job?
What should school teachto help students find jobs?
In your opinion, whatkind of employees do employers hope?
Do you think it is easyor difficult to find jobs?
What is the difficultyin finding jobs?
What should employeeshave to find jobs?
Do you think high salaryis important?
What are the otherbenefits except salary?
What about theChinese working condition?
What is your ideal job?
Do you thinkyou will change your job if you were given the chance someday?
Do you thinkit is easy to find a job recently?
Do you thinkit is easy for newly graduates to hunt for a job?
Experience,certificates, which is important in job hunting?
What jobsmost of the people would like to engage in?
可以看出，寫作偏重於職業穩定性，口語偏重於職業選擇。
首先談職業目標，我們要會的高分詞彙有這些：
職業穩定性： jobsecurity, career stability,
就業能力：employability
從業者：practitioners
專業人士：professionals
根據時代週刊的調查(真的，不是編的)，人們喜歡做下面表格裏爽的那一部分的工作
易 Most in-demand jobs (work with numbers) | 爽 Most satisfying jobs (work with people) |
software developer accountant | teachers doctors counselors |
爽的.這一欄通常都比較吸引人，因爲它們和人打交道：
原因：
Peopleget the most job-related satisfaction out of interacting with other people.
通過和其他人交往，人們可以得到最高的工作滿足感。
深入解釋：
Whilestudents, patients and clients can drive practitioners crazy, they can also saythanks or make the latter know how these professionals made a difference intheir lives.
在學生、病人和顧客讓從業者煩到崩潰的同時，他們也能表達感謝或者讓後者體會到，他們這些專業人士如何令其生活變得不同。
注意，這種positivefeedback and the internal sense of being needed也是人們換行業追求更多的源動力之一。
然後就該談談錢了，千萬別用earn more money
記住下面的詞：
satisfied financial return, reasonablepayment, stable receipts
90年代觀點：a good paying career is the path to adult-lifestability
很對，但是現在然並卵了(itdoes not necessarily work any longer)。
現在強調的是：personalgrowth (strongerskills, larger social circles and an open mind)，缺乏這些人們也就很難找到工作。
原因肯定是物質生產水平提高、人們不再需要過多的擔心吃飯問題。所以，當穩定的薪水不再是工作的核心時，人們的要求自然upgrade to a new level。
好，最後讓我們的論述昇華一下，談談啓示：
This issomething employers may want to address. Offering higher salary might attracttop candidates, but getting them to stay is going to take a strategy thatfocuses more on the intangible rewards.
這就是僱主們需要去關注的。提供更多的工資可能會吸引來最好的人員，但留住他們卻需要一套策略來確保無形的回報。
