老司機(jī)帶帶你 教你如何拿下新西蘭留學(xué)文書(shū)

新西蘭留學(xué)文書(shū)，是很重要，可要是不會(huì)寫(xiě)，一樣白瞎！因此，為了避免令眾位申請(qǐng)者陷入這樣的窘境，本篇文章，小編決定與童鞋們分享新西蘭留學(xué)申請(qǐng)文書(shū)寫(xiě)作三大重點(diǎn)及留學(xué)申請(qǐng)文書(shū)范文，希望能夠給各位帶來(lái)啟發(fā)！下面，就讓我們走進(jìn)今天的內(nèi)容！

清楚有力地表達(dá)你的求學(xué)動(dòng)機(jī)，和學(xué)習(xí)學(xué)術(shù)能力。在國(guó)內(nèi)有一種錯(cuò)誤的觀(guān)點(diǎn)，PS要“煽情”才能有效果。有的留學(xué)申請(qǐng)人就通過(guò)描述不相干活動(dòng)展示“獨(dú)特”的性格，或是學(xué)術(shù)上感覺(jué)沒(méi)有什么可寫(xiě)的，就寫(xiě)自己考試時(shí)克服了重重困難，如何考取了好成績(jī)!這是根本不著邊際的寫(xiě)法，會(huì)讓錄取者發(fā)掘不到你的特點(diǎn)。要知道，PS是要在很短的時(shí)間內(nèi)，清楚地用幾百字告訴招生教授你是入學(xué)(獎(jiǎng)學(xué)金)非常合格的人選，盲目“煽情”完全不需要。

新西蘭留學(xué)文書(shū)其實(shí)是你個(gè)人的廣告!要重點(diǎn)突出，形象鮮明。仔細(xì)想想，留下深刻印象的廣告哪個(gè)不是簡(jiǎn)明而富有創(chuàng)意的?許多申請(qǐng)人往往想把自己的全部?jī)?yōu)點(diǎn)都寫(xiě)出來(lái)告訴教授，覺(jué)得這樣才能全面的展現(xiàn)自己。但是：“Simple is the best”，試想一下，招生教授天天都要做大量的教學(xué)工作，還要抽出時(shí)間閱讀數(shù)量可觀(guān)的留學(xué)申請(qǐng)資料，只有那種簡(jiǎn)單有力的文章才能HIT THE TARGET，讓人印象深刻!我們的理念是簡(jiǎn)明而富有創(chuàng)意的!

文化的差異導(dǎo)致東西方在什么是美德和優(yōu)缺點(diǎn)的看法上不盡相同。在以往的經(jīng)歷中發(fā)現(xiàn)，有些留學(xué)申請(qǐng)人表達(dá)出來(lái)的“優(yōu)點(diǎn)”實(shí)際上在西方看來(lái)是缺點(diǎn)，反映申請(qǐng)人對(duì)學(xué)術(shù)問(wèn)題毫無(wú)主見(jiàn);而有些申請(qǐng)人認(rèn)為不好的東西恰恰是西方人所欣賞的，認(rèn)為這些能表現(xiàn)出申請(qǐng)人布滿(mǎn)個(gè)性。所以申請(qǐng)人要了解如何以西方的思維方式取舍你的申請(qǐng)素材，把有益的亮點(diǎn)有選擇性地挑選出來(lái)，在適當(dāng)?shù)仄镎故境鰜?lái)。

Applied Program：Organizational Behavior

I am interested in the field of study of Organizational Behavior. In the past， I have had the experience of working in settings where the people and the corporate cultures of the companies were all different. I have found that there is a great difference in the both the behaviors of people and of their organizations， depending on whether they are state-owned enterprises (SOEs)， large multinational firms， or small to medium sized foreign enterprises. One simple example is that of the ability of an employee to act independently without direct instructions from his or her boss. In many Chinese organizations， acting without direct instructions is considered a form of disrespect towards the supervisor， who is generally offended by such behavior. In my experience and research， such organizations tend to have low operating efficiency with the employees losing their innate ability to take the initiative.

In contrast， foreign enterprises tend to welcome employees who have the ability to make decisions on their own， though the extent to which this is true depends on whether the supervisor is a local Chinese or an expatriate. These organizat 　　Applied Program：Organizational Behavior

The purpose behind this personal statement is to not only gain admission to your well-established and highly respected Ph.D. program， but to impress upon you my passion for learning and my tremendous desire to succeed in both scholastic research and in teaching on the professional level. I have based my decision to pursue an academic career not on purely practical reasons， but rather on my own natural interests and aptitude. My personal philosophy is that money and social status should not be pursued as life-consuming objectives and that in actuality they are the by-products of goals originating from one's inner needs. I understand that my intellectual capacity is a gift， and I intend to use this gift to the very best of my substantial capabilities.

I am interested in the field of study of Organizational Behavior. In the past， I have had the experience of working in settings where the people and the corporate cultures of the companies were all different. I have found that there is a great difference in the both the behaviors of people and of their organizations， depending on whether they are state-owned enterprises (SOEs)， large multinational firms， or small to medium sized foreign enterprises. One simple example is that of the ability of an employee to act independently without direct instructions from his or her boss. In many Chinese organizations， acting without direct instructions is considered a form of disrespect towards the supervisor， who is generally offended by such behavior. In my experience and research， such organizations tend to have low operating efficiency with the employees losing their innate ability to take the initiative.