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Secondly, even if the comparatively low incidence of complaints by Terland's workshop
attendees is attributable to the workshop, the memo's conclusion rests on the additional
assumption that the incidence of formal complaints is an accurate indicator of the level of
workplace conflict. Yet the incidence of formal complaints might be a function of some other
factor instead---such as an employee's tenure. New employees might be less prone than other
workers to file formal complaints--possibly for fear of losing their jobs during a probation period.
For that matter, perhaps most serious workplace conflicts calling for formal complaint come to
a head only after many years of tension between workers; if so, this would provide an equally
convincing explanation for the lower incidence of complaints among newer workers.
Thirdly, even if Terland's workshop volunteers did learn from the workshop to get along
better with coworkers, the author unfairly assumes that similar workshops WIU carry a similar
result at Rifco. Terland is an entirely different business than Rifco; accordingly, perhaps the
ways in which workers at Terland interrelate are unlike those at Rifco. Or perhaps people who
work in publishing are generally more irascible or mercurial than computer-industry workers.
For that matter, perhaps Rifco employees are insufficiently motivated to benefit from the
workshop--for whatever reason. In short, lacking evidence that Rifco employees match the
profile of the volunteers at Terland in terms of the likelihood that they will respond similarly to
similar workshops--the author's claim that the proposed workshops will prevent workplace
conflict at Rifco is dubious at best.
In sum, the recommendation depends on a series of poor assumptions and is therefore
unpersuasive. To strengthen it the author must consider and rule out all other possible reasons
for the relatively low incidence of complaints by Terland's workshop attendees. The author
must also show that the incidence of formal complaints is a fair measure of worker conflict.
Finally, the author must show that workers at Rifco are similar to the volunteers at Terland in
245
terms of their willingness and ability to respond favorably to the proposed workshops.
Argument 95
The following recommendation was made by the Human Resources Manager to the board of
directors of the Fancy Toy Company. "In the last three quarters of this year, under the
leadership of our president, Pat Salvo, our profits have fallen considerably. Thus, we should
ask for her resignation in return for a generous severance package. In Pat's place, we should
appoint Rosa Winnings. Rosa is currently president of Starlight Jewelry, a company whose
profits have increased dramatically over the past several years. Although we will have to pay
Rosa twice the salary that Pat has been receiving, it will be well worth it because we can soon
expect our profits to increase considerably." 感谢您阅读《GRE作文范文大全（139） 》一文，出国留学网(liuxue86.com)编辑部希望本文能帮助到您。