PTE写作SWT题型怎么答题

各位正在准备PTE考试的同学们，今天羊驼带来了老师讲解的PTE写作SWT题型的例题和答题技巧：The Myth of the Overqualified Worker，我们拿到这道题，先读一下这篇文章，尝试着去划一些你觉得重要的关键句子。

一、PTE写作SWT题型的原文：

If your recruiting efforts attract job applicants with too much experience-a near certainty in this weak labor market-you should consider a response that runs counter to most hiring managers’ MO: Don’t reject those applicants out of hand. Instead, take a closer look. New research shows that overqualified workers tend to perform better than other employees, and they don’t quit any sooner. Furthermore, a simple managerial tactic-empowerment-can mitigate any dissatisfaction they may feel.The prejudice against too-good employees is pervasive. Companies tend to prefer an applicant who is a "perfect fit" over someone who brings more intelligence, education, or experience than needed. On the surface, this bias makes sense: Studies have consistently shown that employees who consider themselves overqualified exhibit higher levels of discontent. For example, overqualification correlated well with job dissatisfaction in a 2008 study of 156 call-center reps by Israeli researchers Saul Fine and Baruch Nevo. And unlike discrimination based on age or gender, declining to hire overqualified workers is perfectly legal.But even before the economic downturn, a surplus of overqualified candidates was a global problem, particularly in developing economies, where rising education levels are giving workers more skills than are needed to supply the growing service sectors. If managers can get beyond the conventional wisdom, the growing pool of too-good applicants is a great opportunity. Berrin Erdogan and Talya N. Bauer of Portland State University in Oregon found that overqualified workers’ feelings of dissatisfaction can be dissipated by giving them autonomy in decision making. At stores where employees didn’t feel empowered, “overeducated" workers expressed greater dissatisfaction than their colleagues did and were more likely to state an intention to quit. But that difference vanished where self-reported autonomy was high.

二、PTE写作SWT题型的答案：

Overqualified workers tend to perform better than other employees, and they don't quit any sooner, and a simple managerial tactic, empowerment, can mitigate any dissatisfaction they may feel, and the prejudice against too-good employees are pervasive, but a surplus of overqualified candidates was a global problem, and overqualified workers' feelings of dissatisfaction can be dissipated by giving them autonomy in decision making.(64 words)

三、PTE写作SWT题型的翻译：

如果你的招聘工作吸引了经验丰富的求职者——在当前疲软的劳动力市场上，这几乎是必然的——你应该考虑一个与大多数招聘经理的原则背道而驰的回应:不要马上拒绝这些求职者。

If your recruiting efforts attract job applicants with too much experience-a near certainty in this weak labor market-you should consider a response that runs counter to most hiring managers’ MO: Don’t reject those applicants out of hand. 

相反，仔细看看。 

Instead, take a closer look. 

新的研究表明，大材小用的员工往往比其他员工表现得更好，而且他们不会很快辞职。 

New research shows that overqualified workers tend to perform better than other employees, and they don’t quit any sooner. 

此外，一个简单的管理策略——授权——可以减轻他们可能感到的任何不满。

Furthermore, a simple managerial tactic-empowerment-can mitigate any dissatisfaction they may feel.

对过于优秀的员工的偏见是普遍存在的。

The prejudice against too-good employees is pervasive. 

公司倾向于选择“完美契合”的求职者，而不是那些比公司需要的更聪明、更有教育背景或经验的人。 

Companies tend to prefer an applicant who is a "perfect fit" over someone who brings more intelligence, education, or experience than needed. 

从表面上看，这种偏见是有道理的:研究一直表明，那些认为自己资历过高的员工会表现出更高程度的不满。 

On the surface, this bias makes sense: Studies have consistently shown that employees who consider themselves overqualified exhibit higher levels of discontent. 

例如，以色列研究人员Saul Fine和Baruch Nevo在2008年对156名呼叫中心代表进行的一项研究表明，资历过高与工作不满意度密切相关。 

For example, overqualification correlated well with job dissatisfaction in a 2008 study of 156 call-center reps by Israeli researchers Saul Fine and Baruch Nevo. 

与基于年龄或性别的歧视不同，拒绝雇佣资历过高的员工是完全合法的。

 And unlike discrimination based on age or gender, declining to hire overqualified workers is perfectly legal.

但即使在经济衰退之前，大师级人才过剩就已经是一个全球性问题，尤其是在发展中经济体。在这些经济体，教育水平的提高使工人掌握的技能超过了不断增长的服务业所需的技能。

But even before the economic downturn, a surplus of overqualified candidates was a global problem, particularly in developing economies, where rising education levels are giving workers more skills than are needed to supply the growing service sectors. 

如果管理者能够超越传统观念，那么越来越多的优秀申请者将是一个绝佳的机会。 

If managers can get beyond the conventional wisdom, the growing pool of too-good applicants is a great opportunity. 

俄勒冈州波特兰州立大学(Portland State University)的贝林·埃尔多安(Berrin Erdogan)和塔利亚·n·鲍尔(Talya N. Bauer)发现，给予大材小用员工决策自主权，可以消除他们的不满情绪。 

Berrin Erdogan and Talya N. Bauer of Portland State University in Oregon found that overqualified workers’ feelings of dissatisfaction can be dissipated by giving them autonomy in decision making. 

在员工感觉没有权力的商店里，“受教育程度过高”的员工比他们的同事表达了更大的不满，更有可能表达辞职的意愿。 

At stores where employees didn’t feel empowered, “overeducated" workers expressed greater dissatisfaction than their colleagues did and were more likely to state an intention to quit. 

但在自我报告自主性高的地方，这种差异消失了。 

But that difference vanished where self-reported autonomy was high.

四、PTE写作SWT题型的解析：

1、从题目中，能知道这篇文章的大致方向是关于over qualified workers. 具体是怎么引出的呢？首先我们来看一下这篇文章的开头部分，一般来说if条件句引出的东西，都是没有那么重要的，一般来说可能是引出这样的一个现象，开头部分就是引出现在常见的一个问题，很多雇人的时候，不会选择那些资质过高的人，don't reject those applicants out of hand, 不要拒绝那些资质过高的求职者。相反，可能更需要更好的观察他们、关注他们。over qualified workers tend to perform better than other employees. And they don't quit any so，其实这种资质过高的员工啊，常常会比普通的员工，表现更好一些，以及他们不会马上就辞职。他们其实就是这些over qualified的workers。

2、具体来说这样一些偏见，对好员工的偏见，其实是普遍存在的，具体来说一些公司会选择正好合适的，而不会选能力、智商、教育程度，或者经验更高的。还有一些偏见，关于年龄跟性别上的偏见。不去录用这种资质过高的员工，其实是合法的。但是在这样一个经济衰退前期，是一个全球化的问题，特别是在发展中国家，Over qualified people over qualified workers feelings of thissatisfaction. 他们对于这样一些不满的情绪，可以被解决掉。通过给他们这种高度自主的autonomy，自主权。所以开头的部分，这几句都是很重要的，在具体的阐明解释中，有一些如果在字数不超的情况下是可以要的句子。