代写BEX2500 – Critical Thinking: Effective Analysis, Reasoning and Argument Essay帮做R编程

BEX2500 – Critical Thinking: Effective Analysis, Reasoning and Argument Essay

(30% of the total marks, Individual Assessment, 2000 words total)

Sunday, 14 December 2025, 11:55 PM Melbourne time.

Learning Outcomes Assessed: 2, 4

Introduction:

All the information in the world is no substitute for critical thinking.

This assessment aims to test your critical thinking (reasoning and argument) skills. Critical thinking is a crucial Monash University graduate attribute (https://www.monash.edu/students/handbooks/outcomes). Critical thinking is best understood as the ability of thinkers to take control of their own thinking. It is expressed in open-minded, clear, logical, reasoned thought. Critical thinking is the art of analysing and assessing your thinking to improve it. In today’s knowledge-driven workplace, critical thinking is an increasingly sought-after employability skill among employers.

The Essay Topic

You must select one (1) only of the following topics to base your critical thinking, analysis, reasoning, and argument essay on.

Topic 1: Hiring Top Talent.

There is a shortage of quality talent today, which remains one of the most prominent hiring challenges organisations must overcome. In 2025, 76% of employers reported difficulty filling roles due to a lack of skilled talent, a slight improvement from 80% in 2024 (ManpowerGroup, 2025a). Globally, around 75% of companies reported talent shortages in 2024, with the most acute gaps in IT and data, healthcare, and life sciences (ManpowerGroup, 2024). Qualified candidates remain highly selective, often fielding multiple offers, while many are already employed and hesitant to change roles. Despite low unemployment rates in many advanced economies—for example, OECD countries averaged 4.9% unemployment in July 2025 (OECD, 2025)—the supply of job-ready specialists remains limited. Recruitment challenges are particularly acute for high-skill roles, where delays or inefficient hiring processes increase the likelihood of losing candidates. In contrast, shortages are less severe for high-supply, lower-skill positions. Consequently, power dynamics vary, such as in shortage occupations, skilled job seekers hold more leverage, whereas in other sectors, employers retain greater control. Evidence suggests solutions such as skills-based hiring, investment in upskilling and reskilling programs, transparent pay practices, stronger employer branding, and streamlined hiring processes can mitigate these issues (World Economic Forum, 2025).

How can these recruitment issues be resolved? Do the problems apply to all positions/jobs? Does the employer/recruiter hold the power in this situation, or the job seeker?

Topic 2: Customer Engagement Challenges.

Reaching customers via traditional television is becoming increasingly complex in Australia. Recent data from ThinkTV indicates that Total TV advertising revenue declined by 8.1% in the year to June 2024, highlighting advertisers’ gradual shift away from linear broadcast investments (ThinkTV, 2024). At the same time, the Australian Communications and Media Authority (ACMA) reports that fewer Australians are watching live broadcast television, with significant growth in streaming video and audio consumption replacing traditional viewing habits (ACMA, 2024). On the digital side, social media use is near universal: around 77.9% of the population hold social media user IDs, with Australians spending an average of 1 hour and 51 minutes per day on these platforms (Meltwater, 2024). Platforms such as Facebook, Instagram, TikTok, and YouTube continue to dominate both user attention and advertising budgets. Yet, experts warn that the online advertising space is becoming saturated, with creative fatigue, high costs, and intense competition limiting effectiveness (Sprout Social, 2024).

Given that organisations rely on attracting and retaining customers to remain viable, what comes next for Australian businesses trying to reach their audiences? Does traditional television programming still have a meaningful role to play in engaging consumers with brands? If so, how might it be adapted to contemporary viewing habits? If not, what alternative strategies should organisations prioritise?

Topic 3: Creating a Strong Workplace Culture.

Many organisations face a management challenge arising from having a mixture of generations (e.g. Generation X, Generation Y / Millennials, Generation Z) in the workplace. In Australia, research by Griffith University’s Centre of Work, Organisation & Wellbeing (DEWR) shows that successful age-diverse workplaces emphasise collaboration, inclusion, flexible working, age diversity training, mentoring across generations, and communication methods that reach all age groups (Department of Employment and Workplace Relations [DEWR], 2023). Another recent Australian survey of Gen Z and Millennials found that these younger generations place high priority on career progression, learning opportunities, meaningful work and well-being, rather than merely climbing the corporate ladder or accumulating status (Deloitte Australia, 2025). Organisations may find it difficult to integrate these values, especially in large firms where many managers are themselves from Gen X, with career priorities and management styles rooted in earlier generations (HRD Australia, 2025). Some experts argue that acknowledgment of individual contributions can reduce generational gaps: the DEWR report suggests that when each employee—regardless of age—is recognised and supported, many of the differences in expectations are mitigated (DEWR, 2023). Others counter that strong teamwork, shared values, and coherent organisational culture are essential for prosperity and cannot be replaced by piecemeal recognition alone.

So, who is correct?

problem:1.generation gap causing issue, 2.generation gap is not a problem but individual are that’s