實(shí)例講解新托福寫作結(jié)尾寫法介紹
歡迎來到出國托福頻道，這里為大家提供了最新最全面全面的備考資料，包括聽力、閱讀、寫作和口語等，歡迎各位托�？加延^摩借鑒。出國托福頻道在此祝愿大家考試順利!
托福寫作中得高分具備怎樣的特點(diǎn)?今天我們說明下結(jié)尾段的寫作要領(lǐng)。一個段落必須有一個中心即主題思想，有若干推展句、論據(jù)。托福寫作中要申明立場，引申擴(kuò)展，總結(jié)理由，美國喜歡用先點(diǎn)名立場的形式，作為托福寫作我們最好沿用美國作文中的喜歡以取得更高的分?jǐn)?shù)。
托�？荚囎魑慕Y(jié)尾段的四大天王：重申立場;重申立場+總結(jié)理由;讓步+重申立場;重申立場+引申擴(kuò)展。
引申擴(kuò)展包括：強(qiáng)調(diào)反對派立場會帶來的.后果;展望未來問題的前景;強(qiáng)調(diào)重要性。
具體我們可以參看一下下面的實(shí)例：
1.重申立場
It is difficult for people to achieve professional success without sacrificing important aspects of a fulfilling personal life.
In conclusion, given the growing demands of career on today’s professionals, a fulfilling personal life remains possible by working smarter, by setting priorities, and by making suitable career choices.
2.重申立場+總結(jié)理由
Since science and technology are becoming more and more essential to modern society, schools should devote more time to teaching science and technology and less to teaching the arts and humanities.
In conclusion, schools should not devote less time to the arts and humanities. These areas of study augment and enhance learning in mathematics and science, as well as helping to preserve the richness of our entire human legacy while inspiring us to further it. Moreover, disciplines within the humanities provide methods and contexts for evaluating the morality of our technology and for determining its proper direction.
3.讓步+重申立場
Job security and salary should be based on employee performance, not on years of service. Rewarding employees primarily for years of service discourages people from maintaining consistently high levels of productivity.
In the final analysis, the statement correctly identifies job performance as the single best criterion for salary and job security. However, the statement goes too far, it ignores the fact that a cost-of-living salary increase for tenured employees not only enhances loyalty and, in the end, productivity, but also is required by fairness.
4.重申立場+引申擴(kuò)展
How far should a supervisor go in criticizing the performance of a subordinate? Some highly successful managers have been known to rely on verbal abuse and intimidation. Do you think that this is an effective means of communicating expectations? If not, what alternative should a manager use in dealing with someone whose work is less than satisfactory?
In conclusion, supervisors should avoid using verbal abuse and threats. These methods degrade subordinates, and they are unlikely to produce the best results in the long run. It is more respectful, and probably more effective overall, to handle cases of substandard work performance with clear, honest and supportive feedback.
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