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2017托福寫(xiě)作結(jié)尾錦上添花竅門(mén)
導(dǎo)語(yǔ)：如何寫(xiě)好托福寫(xiě)作的開(kāi)頭是不少考生重視的，但是結(jié)尾段也同樣重要，一個(gè)好的作文結(jié)尾也會(huì)給文章增色不少，給人留下深刻的印象。今天我們就來(lái)看看托福寫(xiě)作結(jié)尾段如何寫(xiě)的簡(jiǎn)潔精彩，讓你的文章脫穎而出。
重申立場(chǎng)
重申立場(chǎng)+總結(jié)理由
讓步+重申立場(chǎng)
重申立場(chǎng)+引申擴(kuò)展
引申擴(kuò)展包括：
強(qiáng)調(diào)反對(duì)派立場(chǎng)會(huì)帶來(lái)的后果
展望未來(lái)問(wèn)題的前景
強(qiáng)調(diào)重要性
一、重申立場(chǎng)
“It is difficult for people to achieve professional success without sacrificing important aspects of a fulfilling personal life.”
In conclusion, given the growing demands of career on today’s professionals, a fulfilling personal life remains possible by working smarter, by setting priorities, and by making suitable career choices.
二、重申立場(chǎng)+總結(jié)理由
“Since science and technology are becoming more and more essential to modern society, schools should devote more time to teaching science and technology and less to teaching the arts and humanities.”
In conclusion, schools should not devote less time to the arts and humanities. These areas of study augment and enhance learning in mathematics and science, as well as helping to preserve the richness of our entire human legacy while inspiring us to further it. Moreover, disciplines within the humanities provide methods and contexts for evaluating the morality of our technology and for determining its proper direction.
三、讓步+重申立場(chǎng)
“Job security and salary should be based on employee performance, not on years of service. Rewarding employees primarily for years of service discourages people from maintaining consistently high levels of productivity.”
In the final analysis, the statement correctly identifies job performance as the single best criterion for salary and job security. However, the statement goes too far, it ignores the fact that a cost-of-living salary increase for tenured employees not only enhances loyalty and, in the end, productivity, but also is required by fairness.
四、重申立場(chǎng)+引申擴(kuò)展
How far should a supervisor go in criticizing the performance of a subordinate? Some highly successful managers have been known to rely on verbal abuse and intimidation. Do you think that this is an effective means of communicating expectations? If not, what alternative should a manager use in dealing with someone whose work is less than satisfactory?
In conclusion, supervisors should avoid using verbal abuse and threats. These methods degrade subordinates, and they are unlikely to produce the best results in the long run. It is more respectful, and probably more effective overall, to handle cases of substandard work performance with clear, honest and supportive feedback.
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