You should spend about 20 minutes on this task.
The bar chart below shows the results of a survey conducted by a personnel department at a major company.
The survey was carried out on two groups of workers: those aged from 18-30 and those aged 45-60, and shows factors affecting their work performance.
Write a report for a university lecturer describing the information shown below.
Write at least 150 words.
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Model Answer 1 (Band 9)
The bar chart encapsulates the results of a survey conducted by a personnel department at a major company, delineating the various influences on job performance across two age brackets: individuals aged between 18-30 and those from 45-60.
An overview of the chart reveals that opportunities for personal development vastly outstrip other factors for the younger cohort, while financial considerations take precedence for the older group. Both demographics show a moderate valuation for competent leadership and job satisfaction.
Examining the younger segment, the drive for personal advancement is paramount, with an impressive 90% citing it as their leading performance motivator. Other significant factors for this age group include a relaxed work environment and prospects for promotion, both scoring above 60%. Monetary incentives, though substantial, are less of a driver, attracting the attention of around 65% of this demographic.
Turning to the 45-60 age group, the lure of monetary gain stands at the forefront, with nearly 70% indicating it as a key factor. Close behind, the sense of team spirit and having a competent boss are significant, each influencing over 60% and 55% respectively. It is noteworthy that job security and the physical work environment are deemed less influential by this older cohort. The data strikingly reveals a convergence of values across age groups with regards to team spirit, competent leadership, and job satisfaction, each scoring an identical 60%, 50%, and 50% in both demographics, underscoring a universal appreciation for these factors irrespective of age.
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Model Answer 2 (Band 9)
The provided bar graph illustrates the outcomes of an inquiry executed by a personnel department within a distinguished corporation, evaluating various elements that influence job performance among two distinct cohorts: individuals aged 18-30 and those between 45-60.
The overarching trend delineates that younger workers prioritize personal growth and a serene work atmosphere as pivotal for their professional efficacy. Conversely, their senior counterparts place a premium on financial remuneration and the essence of collective endeavour.
Analyzing the details, an overwhelming majority of the junior group, exceeding 90%, identified personal development opportunities as paramount to their occupational prowess. This demographic also holds a congenial work setting, promotional opportunities, and monetary incentives in high regard when considering their job performance. In contrast, aspects such as the working environment, job stability, and collegial respect were deemed less influential.
In juxtaposition, for the more mature employees, monetary gain and a robust team spirit are deemed critical to their workplace output. These individuals show less concern for factors like a relaxed work milieu or the physical work setting. Notably, both age brackets share a common ground, valuing team spirit, leadership proficiency, and job satisfaction equally, evidenced by a uniform agreement of 60%, 50%, and 50% respectively within each category.
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Model Answer 3 (Band 8.5)
The bar chart elucidates the findings from an evaluation spearheaded by the personnel department of a prominent firm, detailing the various factors that influence the occupational performance of two age groups within the workforce: those aged 18 to 30 and their counterparts aged 45 to 60.
Overall, the graph highlights a stark contrast in motivational factors between the younger and older employees. The former group rates personal development as the foremost influencer of their work performance, while the latter considers monetary compensation and camaraderie as prime drivers.
Delving into the intricacies, the survey reveals that a significant 90% of the younger demographic place the highest importance on the potential for personal advancement at work, which clearly surpasses other factors such as a relaxed work environment and prospects for promotion. However, they seem to accord less weight to the influence of work environment, job security, and respect from colleagues on their performance.
On the opposite end of the age spectrum, individuals in the 45-60 age bracket are shown to prioritize financial remuneration and a strong sense of team spirit above all. Unlike the younger group, a relaxed working atmosphere, job security, and the overall work environment appear to have a minimal impact on their job performance. Intriguingly, there is a consensus across both age groups when it comes to the value of team spirit, having a competent boss, and overall job satisfaction, with an equal proportion from each age group recognizing these as influential factors.
Model Answer 4 (Band 8)
The bar chart presents the results of a survey conducted by a personnel department at a major company, comparing how different factors affect the work performance of employees in two age brackets: those aged 18-30 and those 45-60.
The overview of the data indicates that for the younger employees, the chance for personal development is the most critical factor, with over 90% rating it as such. For the older workforce, financial compensation emerges as the paramount factor, with nearly 70% considering it crucial to their performance.
In detail, the graph illustrates that the younger cohort places a high emphasis on a relaxed working environment and promotion prospects, with both factors scoring just slightly lower than personal development. Interestingly, 'money', although significant, is not as dominant a factor for this age group, with around 65% citing it. Conversely, for those aged 45-60, while 'money' ranks highest, 'team spirit' and 'a competent boss' follow closely behind, each garnering about 60% and 55% respectively.
Further scrutiny reveals that 'respect from colleagues' and 'job security' seem to be moderate influencers across both groups, whereas 'promotion prospects' and 'job satisfaction' have a balanced impact on work performance. Notably, 'team spirit', 'competent boss', and 'job satisfaction' stand out as common denominators, each equally valued by half of the respondents across both age ranges, indicating a shared appreciation for these elements in workplace dynamics.
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