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In my opinion, promotions to high positions should mostly be given to employees already working in the company rather than hiring someone new from outside. I strongly agree with this because internal promotions can motivate and retain existing employees, create a sense of loyalty, and ensure a smooth transition into the new role.
Firstly, promoting from within the company can serve as a powerful motivator for employees. When they see their colleagues being recognized and rewarded for their hard work and dedication, it can inspire others to work harder and strive for similar opportunities. This can create a positive and competitive work environment, ultimately benefiting the company as a whole.
Furthermore, internal promotions can help in retaining experienced and knowledgeable employees. When employees see that there are opportunities for growth and advancement within the company, they are more likely to stay loyal and committed to their current employer. This reduces turnover and the costs associated with hiring and training new employees.
Moreover, promoting from within ensures a smoother transition into the new role. Existing employees are already familiar with the company's culture, policies, and procedures, which can lead to a quicker adaptation period. On the other hand, hiring externally may require more time for the new employee to get up to speed, causing potential disruptions in the workflow.
In conclusion, promoting employees from within the company can have numerous benefits, including motivation, retention, and a smoother transition. While there may be instances where hiring externally is necessary, the default practice should be to prioritize internal promotions in order to maintain a motivated and loyal workforce.
I believe that promotions to high positions should not be limited to internal employees, and there are valid reasons to consider external hires for such roles. While internal promotions can be beneficial in some cases, recruiting from outside the company can bring in fresh perspectives, diverse skill sets, and new ideas, ultimately contributing to the company's growth and innovation.
Firstly, hiring external candidates for high positions can inject new energy and perspectives into the company. External hires may bring in valuable experiences and best practices from other organizations, which can lead to the introduction of innovative strategies and solutions that may not have been considered by internal employees.
Furthermore, external hires can contribute to diversity within the company. Embracing diversity in the workplace can lead to a more inclusive and creative environment. Different backgrounds and perspectives can foster a culture of learning and understanding, ultimately benefiting the company's performance and competitiveness in the market.
Moreover, bringing in external talent can address any skill gaps that may exist within the company. While internal employees may excel in their current roles, they may not possess the specific skills or expertise required for higher positions. Recruiting externally can ensure that the company has access to the best talent available, meeting the evolving needs of the business.
In conclusion, while internal promotions have their merits, there are compelling reasons to consider external hires for high positions within a company. Embracing external recruitment can bring in fresh perspectives, diverse skill sets, and fill any existing skill gaps, ultimately contributing to the company's success and innovation.
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