TASK 1:
Written by: IELTS I-Ready, 8/5/2023
Marked by: Examiner
The line chart illustrates the three various reasons for foreign travellers to the United Kingdom from 1989 to 2009. Overall, all categories witnessed an upswing in which the most significant proportional growth was seen in those coming to see their loved ones.
Approximately 7.5 million people had a holiday in this nation in the first year, which was the most popular reason. Despite peaking at 12 million five years later, this number recorded a dramatic drop to a low of just over 7 million by 1999 before recovering quickly and consistently to the same high point as 1994 by the end.
Regarding the individuals having a business trip to the United Kingdom, this figure rose moderately from 4 million people in 1989 to roughly 5.5 million in 1994. Although it continued to surge to a peak of 9 million by 2004, which surpassed sightseeing, it plummeted by 1 million to the second position in the final year.
Finally, starting at the lowest result of approximately 3.5 million people, the number of those who had a journey to see their acquaintances documented a growth to the highest point of about 7.5 million in 2004. However, five years later, it dropped slightly to finish the period at about 7 million. (212 words)
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Task 2:
ESSAY INFORMATION:
Written by: IELTS I-Ready, 8/5/2023
Marked by: Examiner
(IELTS Academic – 6/5/2023)
Question: Directors of large organisations receive much higher salaries than ordinary workers. Some think it is necessary while others think it is unfair. Discuss both views and give your opinion.
ANSWER:
The issue of whether or not it is justifiable to pay the leadership team of substantial businesses a significantly higher income than their subordinates has received mixed reviews amongst the masses. Although the large discrepancy in pay may cause resentment and dishonest conducts from seniority, I will provide my advocacy for a more lucrative pay for top-level managers.
Proponents of a more profitable remuneration package for high-ranking executives support their opinion with two major reasons. One of which is that it can be a form of compensation for the significant responsibilities which the managerial team has in their role. The high pay serves as a way to recognize the amount of hard work and effort required to effectively manage the company and to compensate for the risks involved in making important decisions. Moreover, the high payments can incentivise lower-level employees to work more assiduously and effectively. For example, many financial firms such as Deloitte, have a clear career path with long-term monetary rewards to motivate their entry-level workers to work harder and aspire to earn a promotion and a higher income.
However, an opposing notion argues that it is more important to divide monetary resources equally. The primary factor is that a large disparity can instil a feeling of being belittled and provoke a sense of injustice amongst rank-and-file employees, which might eventually result in a disharmonious working environment. Furthermore, high executive pay can encourage certain unethical behaviours amongst managers. For instance, many construction contractors are charged for directing their employees to ignore safety standards in order to meet the tight deadlines in so they can receive large bonuses.
In conclusion, I am of the opinion that both views have their merits. On balance, however, I consider that an equivalent distribution of resources to all levels of employees is impossible due to the compensation for the directors’ devotion as well as a motivation for new-commers to work harder. (318 words)
Highlight Vocabulary:
| English | Vietnamese |
| Justifiable | Chính đáng |
| Leadership team | Đội ngũ lãnh đạo |
| Substantial | Đáng kể |
| Mixed reviews | Đánh giá trái chiều |
| The masses | Quần chúng |
| Large discrepancy | Sự chênh lệch lớn |
| Resentment | Phẫn nộ |
| Dishonest conducts | Hành vi không trung thực |
| Lucrative pay | Mức lương hấp dẫn |
| Top-level managers | Các nhà quản lý cấp cao |
| Profitable remuneration package | Gói thù lao lớn |
| High-ranking executives | Điều hành cấp cao |
| Compensation | Đền bù |
| Assiduously | Siêng năng |
| Career path | Con đường sự nghiệp |
| Monetary rewards | Tiền thưởng |
| Entry-level workers | Nhân viên mới vào nghề |
| Aspire | Khao khát |
| A large disparity | Sự chênh lệch lớn |
| Belittled | Coi thường |
| Provoke | Khiêu khích |
| Injustice | Sự bất công |
| Rank-and-file employees | Nhân viên bậc thấp |
| Disharmonious | Bất công |
| High executive pay | Mức lương điều hành cao |
| Unethical behaviours | Hành vi phi đạo đức |
| Contractors | Nhà thầu |
