argument169 0906G 用不言弃互改小组 by MYcolting 2#

MYcoltingUID: 2563080

The argument makes the recommendation that Pierce University should offer employment to the spouse of each new faculty member they hire in order to attract more gifted teachers and researchers. To support the argument the author cites some studies conducted by Bronston College which reveal that professors are happier with their spouses in the same geographic area. However, there are several untenable assumptions in the argument.

The threshold problem with the argument is that the result of the studies conducted by Bronston College is statistically unreliable. The studies provide no more information about the sample size and the representative of the overall professors. The professors whose spouses are also employed in the same geographic area are not representative of the entire faculty member. In addition, the number of the respondents maybe quiet small sample size, the small the sample the less reliable the studies. Combine the two factors mentioned above, the argument could persuade me that   the result of studies are convincing.

Another problem with the studies is that the situation is Bronston College maybe quiet different from the Pierce University. It is possible that professors choose to work in Bronston College because the beautiful environment and comfortable climate in the small town there, so they would be happier when their spouses are also employed in the same geographic area. But, the environment and climate maybe not so attracting to the faculty in Pierce University located town. In short, the cases in the Bronston College will not sufficiently ensure the Pierce University to attain the interest of attracting new faculty.

Finally, the argument make an unreasonable assumption that the money invested in the effort of offering their spouses a chance of employment will be well spent and the new professors will be more likely to accept the offers. Common senses tell us that the professors put more emphasis on the matched research program, the sophisticated facilities and up-to-state laboratory, rather than the employment of their spouses. Without ruling other factors which may attract the new faculty, we could not make a hasty conclusion that the employ of their spouse will attract the new professors and the investment is successful.

In sum, the recommendation of offering their spouses a chance of employment to attract the most gifted teachers and researchers to Pierce University is wholly unpersuasive. To bolster the argument, the author should provide more information about the studies in sample size and representative and the more strategy of attracting new faculty.