GIẢI ĐỀ THI IELTS WRITING NGÀY 27/07/2024

The chart below shows the number of different types of vehicles registered in European use from 1996 to 2006. Summarise the information by selecting and reporting the main features and make comparisons where relevant.

The bar chart illustrates the registration figures for various categories of vehicles in Europe over a decade, specifically from 1996 to 2006.

Overall, private cars had the highest number of registrations in both years, showing a significant increase over the decade. In contrast, the registrations for lorries and motorcycles declined, while the number of buses remained unchanged. The category of other types of vehicles also experienced notable growth.

In 1996, private cars dominated the vehicle registration landscape with 19 million units, which significantly rose to 24 million by 2006, indicating a growth of 5 million or a 26.3% increase. Similarly, the category of other types of vehicles also experienced an increase, climbing from 1.2 million in 1996 to 1.9 million in 2006, which corresponds to a rise of 0.7 million or approximately 58.3%.

Conversely, the registration figures for lorries and motorcycles demonstrated a different trajectory. Lorries, which had 0.5 million registrations in 1996, saw a minor decline to 0.4 million in 2006. This drop of 0.1 million constitutes a reduction of 20%. Motorcycles also fell significantly, recording a decrease from 1 million in 1996 to 0.6 million in 2006, representing a decline of 0.4 million or 40%. Interestingly, the number of buses remained static at 0.1 million throughout the decade.

Từ vựng

Nghĩa

In contrast                
/ɪn ˈkɒntræst/

(transition phrase). trái lại, ngược lại

E.g.: In contrast, the sales of the new model increased significantly.

(Trái lại, doanh số của mẫu mới đã tăng đáng kể.)

Similarly          
/ˈsɪmɪlərli/

(adverb). tương tự

E.g.: Similarly, the profits of the company grew by 15%.

(Tương tự, lợi nhuận của công ty đã tăng 15%.)

Trajectory    
/trəˈdʒektəri/

(noun). quỹ đạo, đường đi

E.g.: The company’s growth

trajectory has been impressive over the past five years.

(Quỹ đạo tăng trưởng của công ty đã rất ấn tượng trong suốt năm năm qua.)

Interestingly             
/ˈɪntrəstɪŋli/

(adverb). thật thú vị

E.g.: Interestingly, the smaller towns had better internet connectivity than the large cities.

(Thật thú vị, các thị trấn nhỏ lại có kết nối internet tốt hơn so với các thành phố lớn.)

Remain static  
/rɪˈmeɪn ˈstætɪk/

(verb phrase). giữ nguyên, không thay đổi
E.g.: The population of the town remained static over the last decade.

(Dân số của thị trấn giữ nguyên không thay đổi trong thập kỷ qua.)

Large companies should pay much higher salaries to CEO or company presidents than to their employees. To what extent do you agree or disagree?

The disparity in remuneration between company presidents and their employees has been a contentious issue, often provoking debate regarding its fairness and justification. While proponents may argue that higher salaries for CEOs are warranted due to their crucial roles in steering companies towards success, I contend that such inequitable compensation scales can have detrimental effects on employee morale, question the merit of individual executives, and potentially strain a company’s financial resources.

Primarily, substantial compensation packages for CEOs can lead to a palpable sense of discontent among employees. When workers juxtapose their salaries with those of their higher-ups, the stark contrast can foster feelings of undervaluation and resentment. For instance, if a CEO earns several million dollars while the average employee struggles to make ends meet, it may create a demoralizing atmosphere that diminishes overall workplace productivity and loyalty. Employees are more likely to feel engaged and motivated when they perceive equitable treatment within an organization, and excessively high CEO salaries can undermine this foundational element of a healthy work culture.

Additionally, while some executives may possess exceptional skills and drive, not all CEOs merit exorbitant salaries. The notion that a single individual alone is responsible for a company’s prosperity is often an oversimplification. Many factors, including the collective efforts of employees and market conditions, contribute significantly to a company’s success. Consequently, awarding inflated salaries can perpetuate a culture that rewards individuals based on title rather than merit, leading to a lack of accountability and performance-driven assessment. This perspective serves to challenge the rationale behind such remuneration disparities.

Moreover, the potential financial repercussions of high CEO salaries cannot be disregarded. Allocating excessive funds towards executive pay may divert necessary resources from crucial areas such as research, development, and employee benefits. This misallocation could stymie innovation and hinder opportunities for growth, ultimately affecting a company’s long-term sustainability. For instance, companies that prioritize lavish executive pay may find themselves compromising on workforce development, leading to decreased competitive advantage in an increasingly dynamic market.

In conclusion, while the argument for higher salaries for CEOs often hinges on their perceived value to a corporation, the broader implications of such compensation practices warrant critical examination. The detrimental effects on employee morale, the questionable meritocratic basis of these salaries, and the potential financial strain on companies are compelling reasons to reassess the justification for these disparities. Therefore, I maintain that large companies should not endorse disproportionate salary ratios between executives and their employees.

Từ vựng

Nghĩa

Remuneration             
/rɪˌmjuːnəˈreɪʃən/ 

(noun). thù lao, tiền công

E.g.: The company offered competitive remuneration to attract top talent.

(Công ty đưa ra mức thù lao cạnh tranh để thu hút nhân tài hàng đầu.)

Contend         
/kənˈtend/

(verb). tranh luận, cho rằng

E.g.: They contend that the new policy will harm small businesses.

(Họ cho rằng chính sách mới sẽ gây hại cho các doanh nghiệp nhỏ.)

Discontent           
/ˌdɪskənˈtent/

(noun). sự bất mãn, không hài long

E.g.: The workers expressed their discontent with the low wages.

(Công nhân bày tỏ sự bất mãn với mức lương thấp.)

Juxtapose
/ˌdʒʌkstəˈpəʊz/

(verb). đặt cạnh nhau để so sánh

E.g.: The documentary juxtaposes images of poverty and wealth.

(Bộ phim tài liệu đặt cạnh nhau những hình ảnh về nghèo đói và giàu có để so sánh.)

Diminish
/dɪˈmɪnɪʃ/  

(verb). giảm bớt, thu nhỏ

E.g.: The new law is likely to diminish the power of the unions.

(Luật mới có thể sẽ giảm bớt quyền lực của các công đoàn.)

Undermine     
/ˌʌndəˈmaɪn/

(verb). làm suy yếu, phá hoại

E.g.: Criticizing her in front of others will only undermine her confidence.

(Chỉ trích cô ấy trước mặt người khác sẽ chỉ làm suy yếu sự tự tin của cô ấy.)

Exorbitant
/ɪɡˈzɔːbɪtənt/

(adjective). quá cao, cắt cổ (giá cả)
E.g.: The hotel charges an exorbitant rate for their rooms.
(Khách sạn tính phí phòng với giá cắt cổ.)

Perpetuate
/pəˈpetʃueɪt/

(verb). duy trì, làm cho lâu dài

E.g.: The media often perpetuates stereotypes about certain groups.

(Truyền thông thường duy trì các khuôn mẫu về một số nhóm nhất định.)

Misallocation   
/ˌmɪsˌæləˈkeɪʃən/

(noun). sự phân bổ sai

E.g.: Misallocation of resources can lead to inefficiency in the economy.

(Phân bổ sai nguồn lực có thể dẫn đến sự kém hiệu quả trong nền kinh tế.)

Lavish           
/ˈlævɪʃ/

(adjective). xa hoa, phung phí

E.g.: The wedding was a lavish affair with hundreds of guests.

(Đám cưới là một sự kiện xa hoa với hàng trăm khách mời.)

Disproportionate
/ˌdɪsprəˈpɔːʃənət/

(adjective). không cân xứng

E.g.: There is a disproportionate number of men to women in the tech industry.

(Có sự không cân xứng về số lượng nam giới so với nữ giới trong ngành công nghệ.)