argument169 球拍球拍

panpancxUID: 2762057

TOPIC: ARGUMENT169 - The following appeared in a letter from a department chairperson to the president of Pierce University.

"Some studies conducted by Bronston College, which is also located in a small town, reveal that both male and female professors are happier living in small towns when their spouses are also employed in the same geographic area. Therefore, in the interest of attracting the most gifted teachers and researchers to our faculty and improving the morale of our entire staff, we at Pierce University should offer employment to the spouse of each new faculty member we hire. Although we cannot expect all offers to be accepted or to be viewed as an ideal job offer, the money invested in this effort will clearly be well spent because, if their spouses have a chance of employment, new professors will be more likely to accept our offers."

提纲：
1.
作者假设现有招聘状况不好的原因是没有给他们的配偶提供工作
2.
作者假设因为配偶在一起工作使员工更开心会增长员工斗志
3.
作者武断的认为这是个好的投资，没有提供相关依据

Grounding on the study showing professors are happier living in small towns with their spouses also working in the same geographic area, supposing Pierce University's (PU) offers to new professors are rejected because of not providing these positions for their spouses, the author proposes PU should offer employment to the spouse of every new faculty members, in order to attract talented faculties and improving the morale. However, I find the reasoning unconvincing to draw the proposition in three points stated below.

Firstly, the author falsely assumes that PU's rejection of the job offers are caused by not providing employment to spouses, and by application of the study result, PU could attract more gifted staffs. Actually, there may be many factors influencing a potential faculty's decisions, such as the salary, the reputation of PU, the location of PU or even the academic environment of PU. Take the first one as an example, if PU cannot provide enough salary to meet a professor's demand, even if his/her spouse could find a job in PU, it is entirely possible that he/she would turn down the job offer. The writer fails to provide further details about the current employment situation. Without ruling out such factors, it is groundless to state the action of offering employment for spouses would contribute to attract more faculties, let along attract the most gifted ones.

Secondly, the arguer mistakenly makes a correlation between professors’ higher level of happiness brought by their spouses work in PU and enhancement of their morale. In fact, faculties with their spouses working in the same location may be happier in their daily lives, but it hardly has significance influence on their morale in working. Because their working morale may be determined chiefly by their own achievements, such as researchers would have higher level of morale if they succeed in exploring in their research domains and a professor may be inspired by the accomplishment of cultivate myriad of masters in his field. And also, the morale is often due to faculties’ own personality. Commonly, an ambitious one would have higher morale than others who do not expect excellence in career. With so many factors influencing faculties’ morale, the arguer does not provide sufficient evidence to support higher morale is due to happier mood of spouses working in PU.

Finally, the author arbitrarily states the money invested would be well spent of providing a chance additional work for spouses, aiming at promote the possibility of new professors’ acceptation. However, the author ignores to take the potential cost into consideration. Providing such almost doubled number of jobs, which may not be necessary for PU, it could sharply increase the operational fee for PU. Do the potential new professors deserve these bonuses? Possibly they do not. And there are perhaps many approaches to attract more professors besides the way of offering additional positions, like enhancing the salary. Without comparison to these measures, we cannot believe the money would be well spent.

In sum, to bolster the proposition, the department chairperson should provide further information of PU’s current hiring condition and factors influencing the morale, and take a cost and benefit analysis. Without such information, he/she cannot conceive us it is a feasible way to attract faculties by offering additional positions for their spouses.

panpancxUID: 2762057

第三点很牵强...