Presented by: José Fernando Dueñas León.

Intensive English I.

Universidad Nacional de Colombia.

The graph allows us to observe that for the year 1990, the percentage of British people who gave
money to charity is directly proportional to the age group, that is, as the age of these groups
increases the percentage is higher. However, it only occurs up to the third group, since with the
fourth and fifth a brief decrease is observed. The same happens in 2010; nevertheless, the
decrease in the percentage of British is only observed with the last age group.

On the other hand, it is evidenced, by a small difference, that the percentage of Britons who gave
money to charity was higher in 1990, compared to 2010. It is also concluded that the greater
difference in the percentage of British people who gave money to charity is observed for the first
age group (18-25), while the smallest difference is found in the last group (> 65).

Finally, it must be concluded that the age groups with the highest percentage of British people
who give money to charity are those over 36 years of age.
Both scenarios have their advantages and disadvantages. The first, where a person works in the
same organisation throughout his life allows the employee to enjoy advantages, for example,
having job security, through which he knows that from time to time he receives his salary and can
manage it from one planned and schematized form that has been constituted over time; develop
strategies in the short, medium and long term, which will improve his workplace thinking, first,
always in himself, because he knows that he will continue in the organisation for a long time, and
second, in others and in the mission of the same organization. Instead, the disadvantages of this
scenario would include that, depending on the person and the organisation, an environment that
can be monotonous and at some point, boring; which, in turn, can lead to problems such as lack of
motivation, stress and even depression due to an environment that does not generate changes or
higher expectations in the employee.

For its part, the scenario where the employee constantly changes organisation, allows him, first, to
enjoy a work environment that will always present new challenges, rethink objectives and goals,
and meet new people. Likewise, learning will also be significant, since constant change will also
allow the development of new skills according to the organization in which the employee works.
However, within the disadvantages of this scenario, it can be found that, precisely this constant
change of organization with all that it implies (meeting new people, adapting again, etc.), can lead
to developing emotional and mental discomfort in the employer. Similarly, this scenario could also
mean some economic instability.

An example of the second scenario is my dad. He is a teacher, but from time to time he has
changed his organization, he started as a school teacher and was like that for approximately 10
years; however, during that time there were at least four school changes. After those 10 years, he
began his work in a totally different field, although related to education, since he worked with the
ICBF (Colombian Institute of Family Welfare), where he also changed organization at least 6 times.
The advantages and disadvantages of these changes I described in previous paragraphs.