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英検1級 二次 予想トピック 14 ・ 💼 働き方・経済 ・ Agree or disagree

Agree or disagree: Companies should let employees work remotely whenever possible

賛成か反対か：企業は可能な限り社員のリモートワークを認めるべきだ

このトピックを選ぶべき人

在宅勤務の経験や、身近な人の働き方の例を出せる人向け。

骨組み理由3つ（どちらの立場でも話せる）

賛成（Yes）で話すなら

I agree, because remote work benefits employees, companies, and society as a whole.

  1. work-life balanceWithout long commutes, employees have more time for family, rest, and personal development. This is especially helpful for parents and people caring for elderly relatives.
  2. access to talentCompanies can hire skilled people regardless of where they live. Some Japanese firms now allow employees to live in rural areas while working for a Tokyo office.
  3. regional revitalizationRemote work can spread people and money beyond big cities. When workers move to the countryside, local shops and communities benefit.

反対（No）で話すなら

I disagree, because working in the same place is important for teamwork, training, and innovation.

  1. communicationCasual conversations in the office help people share ideas and solve problems quickly. Online meetings cannot fully replace these informal exchanges.
  2. training young workersNew employees learn a lot by watching experienced colleagues. Many young workers who started their careers online say they felt isolated and unsure of themselves.
  3. blurred boundariesWhen home becomes the workplace, it can be hard to stop working. Some remote workers end up working longer hours than before.

模範スピーチ賛成の立場で2分（259語）

序論Thank you. I'd like to talk about whether companies should let employees work remotely whenever possible. I agree with this idea, for three reasons: work-life balance, access to talent, and benefits for local communities. 理由1First, remote work greatly improves work-life balance. In big cities like Tokyo, many people spend two hours or more commuting on crowded trains every day. Without that commute, they have more time to rest, exercise, or be with their families. This is especially valuable for parents raising children and for people caring for elderly relatives. 理由2Second, remote work helps companies secure talented workers. As Japan's working-age population shrinks, firms are competing hard for skilled people. If a company allows remote work, it can hire someone who lives in Hokkaido or Okinawa, or even overseas. Several Japanese companies have already made remote work a standard option to attract young employees. 理由3Third, remote work can revitalize local communities. When people no longer need to live near the office, some choose to move to the countryside, where housing is cheaper and nature is closer. As a result, local shops and services gain new customers, and towns that were losing population can get a second chance. 譲歩Of course, face-to-face communication is still important, especially for training new employees. However, this can be solved by meeting in the office once or twice a week, instead of requiring everyone to come in every day. まとめIn conclusion, because remote work improves people's lives, helps companies find talent, and supports local areas, I agree that it should be allowed whenever possible. Thank you.

和訳

ありがとうございます。企業は可能な限り社員のリモートワークを認めるべきかについてお話しします。私はこの考えに賛成です。理由は3つ、仕事と生活の両立、人材の確保、そして地域への恩恵です。 第一に、リモートワークは仕事と生活の両立を大きく改善します。東京のような大都市では、毎日2時間以上も満員電車で通勤している人がたくさんいます。その通勤がなくなれば、休んだり、運動したり、家族と過ごしたりする時間が増えます。これは、子育て中の親や、高齢の家族を介護している人にとって特に貴重です。 第二に、リモートワークは企業が優秀な人材を確保する助けになります。日本の生産年齢人口が減る中、企業は優れた人材を激しく奪い合っています。リモートワークを認めれば、北海道や沖縄、さらには海外に住む人も雇えます。若い社員を呼び込むために、リモートワークを標準的な選択肢にした日本企業もすでにいくつかあります。 第三に、リモートワークは地域を活性化できます。会社の近くに住む必要がなくなれば、住まいが安く自然も身近な地方へ移る人も出てきます。その結果、地元の店やサービスに新しいお客さんが生まれ、人口が減っていた町が再び活気を取り戻すチャンスを得られます。 もちろん、特に新入社員の育成には、対面のコミュニケーションが今も大切です。しかしそれは、全員に毎日出社を求めなくても、週に1〜2回オフィスで顔を合わせれば解決できます。 結論として、リモートワークは人々の生活をよくし、企業の人材確保を助け、地域を支えるので、可能な限り認めるべきだという考えに賛成します。ありがとうございました。

想定質疑面接委員はこう突っ込んでくる

QSome companies are now asking employees to return to the office. Why do you think that is?

I think many managers feel that teamwork and creativity suffer when everyone works apart. That concern is understandable, especially for new employees. However, I believe the answer is a flexible hybrid system, not a complete return to the office. Forcing everyone back could make talented people leave.

Q：最近は社員に出社を求める企業もあります。なぜだと思いますか。
A：全員が離れて働くと、チームワークや創造性が損なわれると感じる管理職が多いのだと思います。特に新入社員については、その懸念は理解できます。しかし、答えは完全な出社への回帰ではなく、柔軟なハイブリッド勤務だと考えます。全員を無理に出社させれば、優秀な人が辞めてしまうかもしれません。

QHow can managers evaluate employees they cannot see?

That's an important question. I think companies need to shift from judging how long people work to judging what they achieve. Setting clear goals and checking progress regularly can make evaluation fairer, both online and in the office.

Q：姿の見えない社員を、管理職はどう評価すればよいのですか。
A：大切な質問です。企業は、どれだけ長く働いたかではなく、何を成し遂げたかで評価するように変わる必要があると思います。明確な目標を立てて進み具合を定期的に確認すれば、オンラインでもオフィスでも、評価はより公平になります。

QIs remote work fair to people who must work on site, like nurses and factory workers?

That's a fair point, and I agree that not every job can be done remotely. That is why I said "whenever possible." For on-site workers, companies can offer other kinds of flexibility, such as flexible shifts or more paid holidays.

Q：看護師や工場の作業員のように、現場で働くしかない人にとって、リモートワークは公平ですか。
A：もっともなご指摘で、すべての仕事がリモートでできるわけではないことには同意します。だからこそ「可能な限り」と言ったのです。現場で働く人には、柔軟なシフトや有給休暇の拡充など、別の形の柔軟さを提供できます。

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