Luyện tập: Unpaid Time Off Work - Khóa học sinh viên Drive

Some employers are willing to give their workers a certain amount of unpaid sabbatical* time, believing this benefits the individual and the organisation. Other employers see no merit in this arrangement and discourage it. Consider the possible arguments for and against unpaid sabbatical leave, and reach a viewpoint of your own. (* unpaid sabbatical time or leave = extended, unpaid time off work, in which an employee can follow personal interests or studies, and then return to work)

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Topic statementThe idea of offering employees sabbatical timenghỉ phép has become quite fashionablexu hướng recently, with some major companies believing it has great benefits. Supporting statementHowever, there is also substantialđáng kể oppositionsự phản đối to the concept, and we will discuss the two views now.

Topic statementThose employers who support unpaid sabbaticals often highlight the motivatingtạo động lực effect which such leave can have on an employee. Supporting statementThey feel that, at a time when people are under pressuređặt dưới áp lực, a certain amount of extended leavenghỉ phép kéo dài can allow someone to return to work feeling refreshedsảng khoái and more committedtận tâm to the company. Topic statementA second point in favour is that such leave does not cost the company anything, as the employee stops drawing a salary. Supporting statementIndeed, it seems that such breaks might actually save money, as departmentsphòng ban can be downsizedcắt giảm without the need for redundanciessự giảm bớt số nhân công or compensationsự đền bù.

Topic statementOn the other hand, many other employers feel that this practice has a disruptivelàm gián đoạn effect which outweighs its possible benefit to the individual. ExampleFor example, if employees have a certain skill or responsibilitytrách nhiệm, they must be replaced by someone who is similarly qualifiedcó năng lực, probably involving a cost in training or hiringthuê a new worker. Supporting statementCompanies are also reluctantlưỡng lự to allow skilled employees to drift awayrời xa from their business, fearing, with some justificationsự biện minh, that the person might lose interest or even go to work for a competitorđối thủ. Supporting statementFinally, some employers feel that the whole idea of sabbaticalsngày nghỉ phép is more suited to an academic contexthoàn cảnh such as universities or research instituteshọc viện, where the employee will be working on personal interests which coincidetrùng với with their field of study, which is rarely the case among corporatethuộc đoàn thể employees.

SummaryTo sum up, it seems true that the problems caused by unpaid sabbaticals do indeed outweigh the potential advantages. SummaryAlthough the individual employee may be refreshed, the disruptionsự gián đoán and costs caused by this absencesự văng mặt are unreasonablevô lý for the company and for the colleaguesđồng nghiệp left behind at work.

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The idea of offering employees nghỉ phép has become quite xu hướng recently, with some major companies believing it has great benefits. However, there is also đáng kể sự phản đối to the concept, and we will discuss the two views now.

Those employers who support unpaid sabbaticals often highlight the tạo động lực effect which such leave can have on an employee. They feel that, at a time when people are đặt dưới áp lực, a certain amount of nghỉ phép kéo dài can allow someone to return to work feeling sảng khoái and more tận tâm to the company. A second point in favour is that such leave does not cost the company anything, as the employee stops drawing a salary. Indeed, it seems that such breaks might actually save money, as phòng ban can be cắt giảm without the need for sự giảm bớt số nhân công or sự đền bù.

On the other hand, many other employers feel that this practice has a làm gián đoạn effect which outweighs its possible benefit to the individual. For example, if employees have a certain skill or trách nhiệm, they must be replaced by someone who is similarly có năng lực, probably involving a cost in training or thuê a new worker. Companies are also lưỡng lự to allow skilled employees to rời xa from their business, fearing, with some sự biện minh, that the person might lose interest or even go to work for a đối thủ. Finally, some employers feel that the whole idea of ngày nghỉ phép is more suited to an academic hoàn cảnh such as universities or research học viện, where the employee will be working on personal interests which trùng với with their field of study, which is rarely the case among thuộc đoàn thể employees.

To sum up, it seems true that the problems caused by unpaid sabbaticals do indeed outweigh the potential advantages. Although the individual employee may be refreshed, the sự gián đoán and costs caused by this sự văng mặt are vô lý for the company and for the đồng nghiệp left behind at work.