2019澳洲留學申請書如何準備

　　澳洲留學需要寫作的申請文書有個人簡歷、個人陳述和推薦信，不同類型文書的寫作內(nèi)容及技巧都不相同。接下來和澳際小編一起來看看澳洲留學文書如何準備。

　　基本內(nèi)容。

　　第一項：個人簡歷

　　個人簡歷大概A4紙1-2頁就可以了，要簡明扼要。一般內(nèi)容包括有：個人信息，姓名，性別，出生年月日，聯(lián)系電話等；目標有：哪所大學，什么專業(yè)及學位，個人目標等；教育背景有：學校名稱，就讀時間，專業(yè)，學歷學位，排名等；工作實習有：實習單位，實習時間，實習內(nèi)容等；以及所獲得的獎項，英語及綜合能力等。

　　第二項：個人陳述

　　個人陳述，要你說明到底有多喜歡這個專業(yè)、喜歡到什么程度以及對未來的一些想法；如果是去讀研究生或博士的，還要談對那個領域的看法，說出對它的熱愛。陳述的長度要適中，大概600—800英文單詞。內(nèi)容要緊扣專業(yè)，主線明確，避免盲目個性化。語言表達上，英語要地道、符合英語的思維習慣和文風，避免“中式英語”。讓別人了解到你選擇該專業(yè)的強烈動機，同時認為你具備完成該專業(yè)學習的條件。

　　第三項：推薦信

　　這是從熟悉申請者的第三者的角度對申請者進行的評論，并且三封推薦信中至少要有兩封是學術推薦的。也就是要有兩個教授或老師推薦，并且推薦的內(nèi)容是你的學術能力和研究能力，以及課外活動和社會活動。推薦人對被推薦人的基本評價，側(cè)重于專業(yè)基礎、個性、特點、工作態(tài)度和在學術上的澳際估計、研究能力。這樣恰如其分地評價被推薦人，推薦信才更令人信服。

　　大家在選擇推薦人時，一定要遵循熟悉專業(yè)的原則。不要亂夸大自己本事，這些會降低可信度，以至于對拿到offer來說，又遠了一步。

　　寫作技巧。

　　1、符合西方思維習慣

　　文化的差異導致東西方在什么是美德和優(yōu)缺點的看法上不盡相同。在以往的經(jīng)歷中發(fā)現(xiàn)，有些留學申請人表達出來的“優(yōu)點”實際上在西方看來是缺點，反映申請人對學術問題毫無主見；而有些申請人認為不好的東西恰恰是西方人所欣賞的，認為這些能表現(xiàn)出申請人充滿個性。所以申請人要了解如何以西方的思維方式取舍你的申請素材，把有益的亮點有選擇性地挑選出來，在適當?shù)仄镎故境鰜怼?/p>

　　2、突出重點，主線明確

　　清楚有力地表達您的求學動機，和學習學術能力。在國內(nèi)有一種錯誤的觀點，個人陳述要“煽情”才能有效果。有的留學申請人就通過描述不相干活動展示“獨特”的性格，或是學術上感覺沒有什么可寫的，就寫自己考試時克服了重重困難，如何考取了好成績。這是根本不著邊際的寫法，會讓錄取者發(fā)掘不到你的特點。要知道，個人陳述是要在很短的時間內(nèi)，清楚地用幾百字告訴招生教授你是入學非常合格的人選，盲目“煽情”完全不需要。

　　千萬別描述你如何地歷盡劫難，別亂下結論，你不可能因為憤怒和苦難而脫穎而出。

　　3、結構簡單，銜接緊密

　　留學文書其實是你個人的廣告。要重點突出，形象鮮明。仔細想想，留下深刻印象的廣告哪個不是簡明而富有創(chuàng)意的？許多申請人往往想把自己的全部優(yōu)點都寫出來告訴教授，覺得這樣才能全面的展現(xiàn)自己。但是試想一下，招生教授天天都要做大量的教學工作，還要抽出時間閱讀數(shù)量可觀的留學申請資料，只有那種簡單有力的文章才能讓人印象深刻。

　　千萬別對失敗找借口，解釋為什么沒有成功。最重要的是寫出你做了些什么來捱過挫敗，然而，除了疾病的不可預見狀況外，別為成績不好或糟糕的學期找借口。如果可能，請著重解釋個人挫敗怎樣賦予你新的態(tài)度，使得你堅定地走向成功。不要大肆渲染你的個人閃光點，只要著重在這種個人心跡揭示中寫出前因后果即可。

　　參考范文。

　　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.

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