Xây dựng sự nghiệp bền vững là chủ đề xuất hiện thường xuyên trong IELTS Reading, phản ánh xu hướng thực tế của thị trường lao động hiện đại. Chủ đề này không chỉ liên quan đến việc làm mà còn đề cập đến kỹ năng mềm, học tập suốt đời, và khả năng thích nghi trong môi trường công việc thay đổi nhanh chóng. Theo thống kê, các bài đọc về phát triển nghề nghiệp xuất hiện trong khoảng 15-20% đề thi IELTS Academic, đặc biệt ở Passage 2 và 3.
Bài viết này cung cấp một bộ đề thi IELTS Reading hoàn chỉnh với 3 passages được thiết kế theo đúng cấu trúc thi thật, từ mức độ dễ đến khó. Bạn sẽ được luyện tập với 40 câu hỏi đa dạng bao gồm True/False/Not Given, Multiple Choice, Matching Headings, Summary Completion và nhiều dạng khác. Mỗi câu hỏi đều có đáp án chi tiết kèm giải thích, giúp bạn hiểu rõ cách paraphrase và xác định thông tin trong bài. Bên cạnh đó, bộ từ vựng quan trọng được tổng hợp theo từng passage sẽ giúp bạn mở rộng vốn từ học thuật.
Đề thi này phù hợp cho học viên từ band 5.0 trở lên, đặc biệt là những ai đang nhắm đến band 6.5-7.5. Hãy dành đủ 60 phút để hoàn thành bài thi trong điều kiện như thi thật để đánh giá chính xác trình độ của mình.
Hướng Dẫn Làm Bài IELTS Reading
Tổng Quan Về IELTS Reading Test
IELTS Reading Test kéo dài 60 phút với 3 passages và tổng cộng 40 câu hỏi. Mỗi câu trả lời đúng được tính 1 điểm, không có điểm âm. Độ khó tăng dần từ Passage 1 đến Passage 3, với độ dài mỗi bài từ 650-1000 từ.
Phân bổ thời gian khuyến nghị:
- Passage 1: 15-17 phút (13 câu hỏi) – Độ khó thấp, tập trung vào thông tin rõ ràng
- Passage 2: 18-20 phút (13 câu hỏi) – Độ khó trung bình, yêu cầu kỹ năng paraphrase tốt
- Passage 3: 23-25 phút (14 câu hỏi) – Độ khó cao, cần phân tích và suy luận sâu
- Chuyển đáp án: 2-3 phút cuối
Các Dạng Câu Hỏi Trong Đề Này
Đề thi mẫu này bao gồm 7 dạng câu hỏi phổ biến nhất:
- Multiple Choice – Chọn đáp án đúng từ các phương án cho sẵn
- True/False/Not Given – Xác định thông tin đúng, sai hay không được đề cập
- Matching Headings – Nối tiêu đề phù hợp với từng đoạn văn
- Sentence Completion – Hoàn thành câu với từ trong bài
- Summary Completion – Điền từ vào bản tóm tắt
- Matching Features – Nối thông tin với đặc điểm tương ứng
- Short-answer Questions – Trả lời ngắn gọn trong giới hạn từ
IELTS Reading Practice Test
PASSAGE 1 – The Foundations of Career Sustainability
Độ khó: Easy (Band 5.0-6.5)
Thời gian đề xuất: 15-17 phút
In today’s rapidly changing job market, building a sustainable career has become more important than ever. Unlike previous generations who could expect to work in the same company or industry for their entire professional lives, modern workers face a landscape characterized by technological disruption, economic volatility, and evolving employer expectations. A sustainable career is one that can withstand these changes and continue to provide both financial security and personal fulfillment over the long term.
The concept of career sustainability goes beyond simply maintaining employment. It involves developing a set of transferable skills that remain valuable across different roles and industries. These skills include critical thinking, problem-solving, communication, and adaptability. Research conducted by the World Economic Forum indicates that by 2025, approximately 50% of all employees will need reskilling due to the adoption of new technologies. This statistic underscores the importance of continuous learning as a cornerstone of career sustainability.
Building a strong foundation for a sustainable career begins with self-awareness. Professionals need to understand their core strengths, values, and interests. This self-knowledge helps individuals make informed decisions about which career paths align with their long-term goals. Career counselors frequently recommend conducting regular self-assessments to identify areas for development and to recognize when a career change might be necessary. Such introspection allows workers to be proactive rather than reactive in managing their professional lives.
Networking plays a crucial role in career sustainability. Establishing and maintaining professional relationships creates opportunities for mentorship, collaboration, and job referrals. A study by LinkedIn found that 85% of jobs are filled through networking, demonstrating its practical value. However, effective networking is not merely about collecting business cards or LinkedIn connections. It requires genuine engagement with colleagues, attendance at industry events, and a willingness to offer help to others without expecting immediate returns.
Financial planning is another essential component of a sustainable career. This includes not only saving for retirement but also creating an emergency fund that can provide a safety net during periods of unemployment or career transition. Financial experts recommend maintaining savings equivalent to three to six months of living expenses. Such financial cushioning allows professionals to make career decisions based on long-term benefits rather than immediate economic pressure.
Work-life balance has emerged as a critical factor in career sustainability. Burnout, caused by chronic workplace stress, affects an estimated 23% of workers regularly and 44% occasionally, according to Gallup research. Professionals who prioritize their well-being—through regular exercise, adequate sleep, and meaningful personal relationships—tend to have longer, more productive careers. Companies increasingly recognize this connection and offer flexible working arrangements, mental health resources, and wellness programs to support employee sustainability.
The modern approach to career sustainability also emphasizes personal branding. In an era where employers routinely research candidates online, maintaining a professional digital presence has become essential. This includes a well-crafted LinkedIn profile, a professional email address, and appropriate social media conduct. Some professionals also establish themselves as thought leaders by writing articles, speaking at conferences, or contributing to industry discussions. Such visibility can create opportunities and provide leverage in salary negotiations.
Finally, embracing change rather than resisting it is fundamental to career sustainability. Industries evolve, companies restructure, and job requirements transform. Workers who view these changes as opportunities for growth rather than threats to stability are more likely to thrive in the long term. This growth mindset, a concept popularized by psychologist Carol Dweck, enables individuals to see challenges as chances to develop new capabilities and expand their professional horizons.
Questions 1-6
Do the following statements agree with the information given in Passage 1?
Write:
- TRUE if the statement agrees with the information
- FALSE if the statement contradicts the information
- NOT GIVEN if there is no information on this
- Modern workers typically stay with one company throughout their entire career.
- The World Economic Forum predicts that half of employees will require new training by 2025.
- Career counselors suggest that professionals should assess themselves regularly.
- LinkedIn research shows that most job positions are filled through networking.
- Financial experts recommend saving enough money to cover nine months of expenses.
- Companies that offer wellness programs have lower employee turnover rates.
Questions 7-10
Complete the sentences below.
Choose NO MORE THAN TWO WORDS from the passage for each answer.
- A sustainable career provides both financial security and __ over time.
- Transferable skills include critical thinking, problem-solving, and __.
- Understanding your core strengths, values, and interests is called __.
- Chronic workplace stress leads to __, which affects many workers.
Questions 11-13
Choose the correct letter, A, B, C, or D.
-
According to the passage, effective networking involves:
A. Collecting as many business cards as possible
B. Only connecting with senior executives
C. Genuinely engaging with colleagues and offering help
D. Attending every industry event available -
The passage suggests that a growth mindset helps professionals to:
A. Resist all organizational changes
B. View challenges as development opportunities
C. Avoid taking career risks
D. Focus only on current job requirements -
Personal branding in the modern job market includes:
A. Having multiple social media accounts
B. Writing a personal blog daily
C. Maintaining a professional online presence
D. Avoiding all public speaking engagements
PASSAGE 2 – Adapting to the Future of Work
Độ khó: Medium (Band 6.0-7.5)
Thời gian đề xuất: 18-20 phút
The landscape of work is undergoing a profound transformation, driven by technological advancement, demographic shifts, and changing societal expectations. Understanding these dynamics and developing strategies to navigate them has become essential for anyone seeking to build a career that can endure and flourish in the coming decades. The concept of career sustainability must now encompass not only traditional elements like skill development and networking but also a sophisticated understanding of emerging work patterns and their implications.
Automation and artificial intelligence represent perhaps the most significant disruptive forces reshaping the employment landscape. While concerns about technology displacing human workers are not new—similar anxieties accompanied the Industrial Revolution—the pace and scope of current technological change are unprecedented. A 2020 report by McKinsey Global Institute estimated that between 400 and 800 million individuals worldwide could be displaced by automation by 2030. However, this dire prediction comes with an important caveat: the same technologies creating these disruptions are also generating entirely new categories of employment. Tương tự như How is blockchain technology transforming supply chain management?, sự thay đổi công nghệ này mở ra những cơ hội nghề nghiệp mới mà trước đây chưa từng tồn tại.
The key to thriving in this environment lies in understanding which skills remain distinctively human and therefore difficult to automate. These include complex problem-solving, emotional intelligence, creativity, and the ability to work collaboratively in diverse teams. Research by the World Economic Forum identifies these as “power skills” that will command premium value in the labor market. Professionals who consciously cultivate these capabilities position themselves in roles that complement rather than compete with technological systems. This represents a fundamental shift from the industrial-era focus on specialized technical knowledge to a more holistic skill set that emphasizes adaptability and interpersonal competence.
Portfolio careers are emerging as an increasingly common alternative to traditional single-employer trajectories. Rather than following a linear path within one organization or industry, professionals with portfolio careers simultaneously engage in multiple income-generating activities. This might involve combining part-time employment with freelance work, consulting, or entrepreneurial ventures. While such arrangements offer advantages in terms of flexibility and risk diversification, they also require exceptional organizational skills and self-discipline. The psychological adjustment from the structure of traditional employment to the autonomy of portfolio work can be challenging, necessitating strong self-motivation and time-management capabilities.
Phát triển sự nghiệp bền vững trong môi trường làm việc đa dạng và công nghệ hiện đại
Geographical flexibility has been dramatically accelerated by the COVID-19 pandemic, which normalized remote work on an unprecedented scale. Before 2020, approximately 7% of U.S. workers had the option to work from home; by mid-2020, this figure had surged to nearly 50%. While some reversion to office-based work has occurred, the fundamental recalibration of attitudes toward remote work appears permanent. This shift has profound implications for career sustainability. Professionals no longer need to relocate to major urban centers to access premium employment opportunities, potentially improving quality of life while reducing living costs. However, remote work also introduces new challenges, including the need for digital literacy, self-directed productivity, and strategies to prevent professional isolation.
Continuous learning has evolved from a desirable attribute to an absolute necessity. The concept of completing one’s education and then applying that knowledge throughout a career has become obsolete. Instead, professionals must engage in ongoing skill acquisition throughout their working lives. This has given rise to the popularity of micro-credentials, online certifications, and modular learning programs that allow workers to acquire specific skills efficiently without committing to lengthy degree programs. Organizations like Coursera, Udacity, and LinkedIn Learning have capitalized on this trend, offering courses designed by industry experts that can be completed while maintaining full-time employment. Điều này có điểm tương đồng với Role of education in fostering global citizenship khi nhấn mạnh tầm quan trọng của việc học tập liên tục trong thế giới toàn cầu hóa.
The importance of cultural competence in building sustainable careers cannot be overstated. As organizations become increasingly global and diverse, the ability to work effectively across different cultures, time zones, and communication styles has become essential. This goes beyond simple awareness of cultural differences to encompass genuine appreciation for diverse perspectives and the ability to adapt one’s behavior appropriately in varied contexts. Professionals who develop these capabilities access broader career opportunities and bring valuable perspectives to their organizations.
Ethical considerations are playing an increasingly prominent role in career decisions. A growing number of professionals, particularly younger workers, prioritize working for organizations whose values align with their own. This has led to the rise of purpose-driven careers where individuals seek not merely financial compensation but also meaningful contribution to society. Companies responding to this trend are articulating their corporate social responsibility initiatives and environmental commitments more clearly, recognizing that talent attraction and retention increasingly depend on demonstrating genuine commitment to these values.
Questions 14-19
Choose the correct heading for each section from the list of headings below.
Write the correct number, i-xi, in boxes 14-19 on your answer sheet.
List of Headings
i. The decline of traditional education systems
ii. Understanding automation’s dual impact on employment
iii. The rise of multiple simultaneous income sources
iv. Geographic constraints in modern careers
v. Financial planning for career transitions
vi. Skills that maintain human competitive advantage
vii. The permanence of remote work transformation
viii. Why ethics matter in contemporary career choices
ix. Learning as a lifelong professional requirement
x. Cultural awareness in global workplaces
xi. The challenges of self-employment
- Paragraph 2
- Paragraph 3
- Paragraph 4
- Paragraph 5
- Paragraph 6
- Paragraph 8
Questions 20-23
Complete the summary below.
Choose NO MORE THAN TWO WORDS from the passage for each answer.
The future of work requires professionals to develop skills that are uniquely human and difficult to automate. The World Economic Forum calls these 20. __ which include emotional intelligence and creativity. Many workers are now pursuing 21. __ instead of working for just one employer, which requires strong organizational abilities. The pandemic has made 22. __ much more common, allowing people to work without relocating. Additionally, workers must engage in 23. __ throughout their careers rather than relying solely on their initial education.
Questions 24-26
Do the following statements agree with the information given in Passage 2?
Write:
- YES if the statement agrees with the claims of the writer
- NO if the statement contradicts the claims of the writer
- NOT GIVEN if it is impossible to say what the writer thinks about this
- The McKinsey report suggests that technological change will only eliminate jobs without creating new ones.
- Portfolio careers offer more flexibility but require excellent self-discipline.
- Younger workers are more interested in company values than older workers.
PASSAGE 3 – Strategic Career Architecture: Building Resilience Through Intentional Design
Độ khó: Hard (Band 7.0-9.0)
Thời gian đề xuất: 23-25 phút
The imperative to construct a sustainable career has transcended conventional paradigms of employment security, evolving into a multifaceted challenge that demands strategic foresight, psychological resilience, and a nuanced understanding of macroeconomic forces. Contemporary career theorists increasingly conceptualize professional sustainability not as a static achievement but as a dynamic process of continuous adaptation and strategic positioning within volatile labor markets. This reconceptualization reflects broader shifts in how work itself is understood—moving from industrial-era notions of hierarchical progression within bounded organizational structures to more fluid models emphasizing portable expertise, entrepreneurial mindsets, and network-based professional identities.
Chiến lược toàn diện để xây dựng sự nghiệp bền vững trong thời đại công nghệ số
At the theoretical foundation of sustainable career development lies the concept of “protean career orientation”, first articulated by psychologist Douglas Hall in the 1970s but achieving particular salience in contemporary contexts. The protean career is one that is self-directed and values-driven, with individuals taking primary responsibility for their professional trajectories rather than deferring to organizational hierarchies or traditional career ladders. This orientation necessitates what Hall termed “meta-competencies“—specifically, identity awareness (understanding one’s values, interests, and abilities) and adaptability (capacity to respond to environmental changes). Empirical research validates the importance of these competencies; a longitudinal study published in the Journal of Vocational Behavior found that individuals scoring high on measures of protean career orientation reported significantly greater career satisfaction and perceived employability over a ten-year period, even when controlling for variables such as education level and industry sector. Để hiểu rõ hơn về How to develop leadership skills trong bối cảnh sự nghiệp hiện đại, việc phát triển các năng lực này trở nên vô cùng quan trọng.
The notion of career resilience represents another critical theoretical construct for understanding sustainability in professional contexts. Resilience, in this framework, refers not merely to recovery from setbacks but to the capacity for “antifragility”—a term coined by Nassim Nicholas Taleb to describe systems that actually gain strength from stressors and volatility. Applied to careers, antifragility suggests that sustainable professional development requires intentional exposure to manageable challenges that build capacity for navigating larger disruptions. This counterintuitive principle challenges the instinctive desire for stability and predictability, suggesting instead that calculated risk-taking and strategic experimentation with new roles, industries, or skill domains actually enhances long-term career security. Neuroscientific research supports this perspective, demonstrating that the neuroplasticity underlying skill acquisition and cognitive flexibility is enhanced through novelty and moderate stress, creating biological substrates for professional adaptability.
Organizational scholars have identified the concept of “boundaryless careers” as particularly germane to understanding contemporary professional sustainability. Introduced by Michael Arthur and Denise Rousseau, this framework describes careers that transcend the boundaries of single employers, occupations, or geographic locations. The boundaryless career demands what Arthur and colleagues term “knowing-why” (career motivation and identity), “knowing-how” (skills and expertise), and “knowing-whom” (professional networks) competencies. Significantly, research indicates that knowing-whom competencies—essentially, social capital—may be the most critical for career sustainability in knowledge economies. A comprehensive study by Stanford sociologist Mark Granovetter demonstrated the “strength of weak ties”—the principle that acquaintances and peripheral network members often provide more valuable career opportunities than close connections, as they connect individuals to novel information and non-redundant resources. This finding has profound implications for networking strategies, suggesting that career sustainability depends not on the depth of professional relationships but on the breadth and diversity of one’s network. Tương tự như The rise of remote working and its effect on office space demand, sự thay đổi trong cách thức làm việc đòi hỏi chiến lược networking hoàn toàn mới.
The intersection of career sustainability with psychological wellbeing has emerged as a critical area of scholarly inquiry. The concept of “career calling”—experiencing one’s work as a personally meaningful vocation rather than merely a job or career—has been linked to numerous positive outcomes including greater job satisfaction, organizational commitment, and resistance to burnout. However, recent research has nuanced this picture, identifying a “dark side” of career calling. Studies published in the Academy of Management Journal found that individuals with strong sense of calling may be more vulnerable to exploitation, accepting lower compensation or poorer working conditions in exchange for meaningful work. This suggests that sustainable careers require not only passion and purpose but also pragmatic attention to material conditions and boundary-setting to prevent exploitation of intrinsic motivation. Đối với những ai quan tâm đến How is the rise of eco-tourism influencing traditional tourism industries?, việc cân bằng giữa đam mê và tính thực tế trong sự nghiệp cũng tương tự quan trọng.
Human capital theory provides an economic lens for understanding career sustainability, positing that individuals’ skills, knowledge, and capabilities constitute a form of capital that can be invested in and generates returns over time. From this perspective, career sustainability depends on strategic human capital investments—particularly in skills that maintain or increase their market value over time. However, the accelerating pace of technological change has created what economists call “skills obsolescence“—the depreciation of human capital as specific competencies become less valuable. Research by the Organisation for Economic Co-operation and Development (OECD) suggests that the half-life of technical skills has decreased from approximately 30 years in the 1980s to less than five years in many technology-related fields today. This dramatic compression necessitates a shift from viewing education as front-loaded (completed early in life) to understanding it as a continuous investment throughout one’s career. The economic implications are significant: individuals must allocate time and resources to ongoing learning while simultaneously maintaining current productivity—a balancing act that requires sophisticated time management and often financial planning to support periods of skill acquisition.
The role of organizational ecosystems in enabling or constraining individual career sustainability deserves particular attention. While the protean career model emphasizes individual agency, contextual factors within organizations significantly influence the feasibility of sustainable career development. Organizations that provide developmental opportunities, mentoring systems, and transparent career pathways facilitate employee career sustainability, while those characterized by rigid hierarchies, limited growth opportunities, or toxic cultures may undermine even highly motivated individuals. This highlights an important systemic dimension: truly sustainable careers require not only individual competencies and strategies but also organizational environments that support ongoing development. The concept of “career ecosystems” has emerged to capture this interdependence, recognizing that individual career sustainability is embedded within and shaped by broader organizational, industry, and societal contexts.
Questions 27-31
Choose the correct letter, A, B, C, or D.
-
According to the passage, the protean career orientation is characterized by:
A. Dependence on organizational career ladders
B. Self-direction and values-based decision making
C. Focus on achieving traditional hierarchical success
D. Prioritizing job security over personal growth -
The concept of “antifragility” in career development suggests that professionals should:
A. Avoid all workplace challenges and stressors
B. Seek maximum stability and predictability
C. Gain strength from exposure to manageable challenges
D. Focus exclusively on their current job requirements -
Research on “strength of weak ties” indicates that:
A. Close friendships provide the most career opportunities
B. Professional networks should focus on depth rather than breadth
C. Peripheral contacts often offer more valuable career information
D. Strong relationships are unnecessary for career success -
The “dark side” of career calling refers to:
A. The difficulty of finding meaningful work
B. Potential vulnerability to workplace exploitation
C. Decreased job satisfaction over time
D. Conflicts with organizational goals -
Skills obsolescence is primarily caused by:
A. Poor educational systems
B. Lack of employee motivation
C. Rapid technological advancement
D. Economic recession
Questions 32-36
Complete the summary using the list of phrases, A-K, below.
A sustainable career in the modern era requires understanding several theoretical frameworks. The protean career emphasizes 32. __ and being values-driven. Career resilience involves developing 33. __ which actually improves from facing challenges. Boundaryless careers demand three types of competencies, with 34. __ being particularly important in knowledge economies. While career calling provides 35. __, it can also make workers vulnerable to accepting poor conditions. Human capital theory suggests that career sustainability requires 36. __ throughout one’s working life.
A. antifragility
B. organizational loyalty
C. social capital
D. technical expertise only
E. self-direction
F. job security
G. personal satisfaction and meaning
H. continuous learning investment
I. avoiding career changes
J. hierarchical advancement
K. financial compensation
Questions 37-40
Do the following statements agree with the claims of the writer in Passage 3?
Write:
- YES if the statement agrees with the claims of the writer
- NO if the statement contradicts the claims of the writer
- NOT GIVEN if it is impossible to say what the writer thinks about this
- Individuals with protean career orientation consistently earn higher salaries than those without it.
- Neuroscientific research supports the idea that exposure to novelty enhances professional adaptability.
- The half-life of technical skills has significantly decreased over the past few decades.
- All organizations equally support employee career sustainability regardless of their structure.
Answer Keys – Đáp Án
PASSAGE 1: Questions 1-13
- FALSE
- TRUE
- TRUE
- TRUE
- FALSE
- NOT GIVEN
- personal fulfillment
- adaptability
- self-awareness
- burnout
- C
- B
- C
PASSAGE 2: Questions 14-26
- ii
- vi
- iii
- vii
- ix
- viii
- power skills
- portfolio careers
- remote work
- continuous learning
- NO
- YES
- NOT GIVEN
PASSAGE 3: Questions 27-40
- B
- C
- C
- B
- C
- E
- A
- C
- G
- H
- NOT GIVEN
- YES
- YES
- NO
Giải Thích Đáp Án Chi Tiết
Passage 1 – Giải Thích
Câu 1: FALSE
- Dạng câu hỏi: True/False/Not Given
- Từ khóa: modern workers, one company, entire career
- Vị trí trong bài: Đoạn 1, dòng 2-4
- Giải thích: Bài đọc nói rõ “Unlike previous generations who could expect to work in the same company… modern workers face a landscape characterized by technological disruption”. Điều này mâu thuẫn trực tiếp với câu hỏi khẳng định công nhân hiện đại thường ở một công ty suốt sự nghiệp.
Câu 2: TRUE
- Dạng câu hỏi: True/False/Not Given
- Từ khóa: World Economic Forum, half of employees, training, 2025
- Vị trí trong bài: Đoạn 2, dòng 5-7
- Giải thích: Bài viết nêu rõ “Research conducted by the World Economic Forum indicates that by 2025, approximately 50% of all employees will need reskilling”. Câu hỏi paraphrase “reskilling” thành “require new training” và 50% là “half” – hoàn toàn khớp với thông tin.
Câu 3: TRUE
- Dạng câu hỏi: True/False/Not Given
- Từ khóa: career counselors, professionals, assess themselves, regularly
- Vị trí trong bài: Đoạn 3, dòng 4-6
- Giải thích: Bài đọc viết “Career counselors frequently recommend conducting regular self-assessments”. “Assess themselves” là paraphrase của “self-assessments”, và “regularly” xuất hiện trong cả hai.
Câu 5: FALSE
- Dạng câu hỏi: True/False/Not Given
- Từ khóa: financial experts, saving, nine months, expenses
- Vị trí trong bài: Đoạn 5, dòng 3-4
- Giải thích: Bài viết nêu “Financial experts recommend maintaining savings equivalent to three to six months of living expenses”, không phải chín tháng như câu hỏi khẳng định.
Câu 7: personal fulfillment
- Dạng câu hỏi: Sentence Completion
- Từ khóa: sustainable career, financial security
- Vị trí trong bài: Đoạn 1, dòng cuối
- Giải thích: Câu gốc là “continue to provide both financial security and personal fulfillment over the long term”. Câu hỏi giữ nguyên cấu trúc “financial security and ___”.
Câu 10: burnout
- Dạng câu hỏi: Sentence Completion
- Từ khóa: chronic workplace stress, leads to
- Vị trí trong bài: Đoạn 6, dòng 2-3
- Giải thích: Bài viết nói “Burnout, caused by chronic workplace stress”. Đây là quan hệ nguyên nhân-kết quả được paraphrase trong câu hỏi.
Câu 11: C
- Dạng câu hỏi: Multiple Choice
- Từ khóa: effective networking
- Vị trí trong bài: Đoạn 4, dòng 4-7
- Giải thích: Bài đọc nêu rõ “effective networking is not merely about collecting business cards… It requires genuine engagement with colleagues… and a willingness to offer help to others”. Đáp án C tóm tắt chính xác ý này.
Passage 2 – Giải Thích
Câu 14: ii (Understanding automation’s dual impact on employment)
- Dạng câu hỏi: Matching Headings
- Vị trí trong bài: Đoạn 2
- Giải thích: Đoạn văn thảo luận về cả tác động tiêu cực (displacing workers) và tích cực (creating new categories of employment) của automation. “Dual impact” phản ánh chính xác nội dung này.
Câu 15: vi (Skills that maintain human competitive advantage)
- Dạng câu hỏi: Matching Headings
- Vị trí trong bài: Đoạn 3
- Giải thích: Đoạn văn tập trung vào “which skills remain distinctively human and therefore difficult to automate”, bao gồm complex problem-solving, emotional intelligence, creativity.
Câu 16: iii (The rise of multiple simultaneous income sources)
- Dạng câu hỏi: Matching Headings
- Vị trí trong bài: Đoạn 4
- Giải thích: Đoạn văn giải thích về portfolio careers và “simultaneously engage in multiple income-generating activities”, khớp chính xác với heading này.
Câu 20: power skills
- Dạng câu hỏi: Summary Completion
- Từ khóa: World Economic Forum, emotional intelligence, creativity
- Vị trí trong bài: Đoạn 3, dòng 3-5
- Giải thích: Bài viết nêu “the World Economic Forum identifies these as ‘power skills'”. Đây là thuật ngữ chính xác cần điền.
Câu 24: NO
- Dạng câu hỏi: Yes/No/Not Given
- Vị trí trong bài: Đoạn 2, dòng 6-9
- Giải thích: Bài viết nói rõ “the same technologies creating these disruptions are also generating entirely new categories of employment”, mâu thuẫn trực tiếp với câu khẳng định công nghệ chỉ loại bỏ việc làm.
Câu 25: YES
- Dạng câu hỏi: Yes/No/Not Given
- Vị trí trong bài: Đoạn 4, dòng 5-7
- Giải thích: Bài đọc viết “such arrangements offer advantages in terms of flexibility… they also require exceptional organizational skills and self-discipline”, khớp chính xác với nhận định trong câu hỏi.
Passage 3 – Giải Thích
Câu 27: B
- Dạng câu hỏi: Multiple Choice
- Từ khóa: protean career orientation
- Vị trí trong bài: Đoạn 2, dòng 3-5
- Giải thích: Bài viết định nghĩa “The protean career is one that is self-directed and values-driven”, khớp chính xác với đáp án B.
Câu 28: C
- Dạng câu hỏi: Multiple Choice
- Từ khóa: antifragility, career development
- Vị trí trong bài: Đoạn 3, dòng 4-8
- Giải thích: Bài đọc giải thích antifragility là “systems that actually gain strength from stressors and volatility” và “sustainable professional development requires intentional exposure to manageable challenges”.
Câu 29: C
- Dạng câu hỏi: Multiple Choice
- Từ khóa: strength of weak ties
- Vị trí trong bài: Đoạn 4, dòng 7-10
- Giải thích: Nghiên cứu của Granovetter cho thấy “acquaintances and peripheral network members often provide more valuable career opportunities than close connections” – đúng với đáp án C.
Câu 32: E (self-direction)
- Dạng câu hỏi: Summary Completion
- Vị trí trong bài: Đoạn 2
- Giải thích: Protean career được mô tả là “self-directed and values-driven”, nên self-direction là đáp án chính xác.
Câu 38: YES
- Dạng câu hỏi: Yes/No/Not Given
- Vị trí trong bài: Đoạn 3, dòng cuối
- Giải thích: Bài viết nêu rõ “Neuroscientific research supports this perspective, demonstrating that the neuroplasticity… is enhanced through novelty and moderate stress”.
Câu 39: YES
- Dạng câu hỏi: Yes/No/Not Given
- Vị trí trong bài: Đoạn 6, dòng 5-8
- Giải thích: Bài đọc cung cấp dữ liệu cụ thể: “the half-life of technical skills has decreased from approximately 30 years in the 1980s to less than five years… today”.
Câu 40: NO
- Dạng câu hỏi: Yes/No/Not Given
- Vị trí trong bài: Đoạn 7, dòng 3-6
- Giải thích: Bài viết phân biệt rõ ràng giữa các loại tổ chức: một số “facilitate employee career sustainability” trong khi những tổ chức khác có thể “undermine even highly motivated individuals”.
Từ Vựng Quan Trọng Theo Passage
Passage 1 – Essential Vocabulary
| Từ vựng | Loại từ | Phiên âm | Nghĩa tiếng Việt | Ví dụ từ bài | Collocation |
|---|---|---|---|---|---|
| sustainable | adj | /səˈsteɪnəbl/ | bền vững, duy trì được | building a sustainable career | sustainable development, sustainable growth |
| disruption | n | /dɪsˈrʌpʃn/ | sự gián đoạn, phá vỡ | technological disruption | market disruption, digital disruption |
| transferable skills | n phrase | /trænsˈfɜːrəbl skɪlz/ | kỹ năng chuyển đổi được | developing transferable skills | highly transferable skills |
| reskilling | n | /riːˈskɪlɪŋ/ | đào tạo lại kỹ năng | need reskilling due to technology | reskilling programs, reskilling initiatives |
| self-awareness | n | /ˌself əˈweənəs/ | sự tự nhận thức | begins with self-awareness | develop self-awareness, lack of self-awareness |
| introspection | n | /ˌɪntrəˈspekʃn/ | sự tự xem xét, nội quan | such introspection allows workers | deep introspection, regular introspection |
| networking | n | /ˈnetwɜːkɪŋ/ | xây dựng mạng lưới | networking plays crucial role | professional networking, effective networking |
| mentorship | n | /ˈmentɔːʃɪp/ | sự cố vấn, hướng dẫn | opportunities for mentorship | mentorship program, mentorship relationship |
| burnout | n | /ˈbɜːnaʊt/ | kiệt sức, cháy sức | caused by chronic stress | job burnout, prevent burnout |
| leverage | n | /ˈlevərɪdʒ/ | đòn bẩy, lợi thế | provide leverage in negotiations | gain leverage, use leverage |
| growth mindset | n phrase | /ɡrəʊθ ˈmaɪndset/ | tư duy phát triển | embracing growth mindset | develop growth mindset, fixed vs growth mindset |
| thrive | v | /θraɪv/ | phát triển mạnh | more likely to thrive | thrive in environment, help employees thrive |
Passage 2 – Essential Vocabulary
| Từ vựng | Loại từ | Phiên âm | Nghĩa tiếng Việt | Ví dụ từ bài | Collocation |
|---|---|---|---|---|---|
| profound | adj | /prəˈfaʊnd/ | sâu sắc, triệt để | profound transformation | profound impact, profound effect |
| displace | v | /dɪsˈpleɪs/ | thay thế, dời chỗ | technology displacing workers | displace workers, displace jobs |
| unprecedented | adj | /ʌnˈpresɪdentɪd/ | chưa từng có | pace is unprecedented | unprecedented scale, unprecedented growth |
| caveat | n | /ˈkæviæt/ | lời cảnh báo, điều lưu ý | comes with caveat | important caveat, with the caveat that |
| cultivate | v | /ˈkʌltɪveɪt/ | trau dồi, nuôi dưỡng | consciously cultivate capabilities | cultivate skills, cultivate relationships |
| complement | v | /ˈkɒmplɪment/ | bổ sung cho | complement rather than compete | complement each other, complement technology |
| portfolio career | n phrase | /pɔːtˈfəʊliəʊ kəˈrɪə/ | nghề nghiệp đa dạng | portfolio careers emerging | build portfolio career, pursue portfolio career |
| autonomy | n | /ɔːˈtɒnəmi/ | quyền tự chủ | from structure to autonomy | workplace autonomy, personal autonomy |
| normalize | v | /ˈnɔːməlaɪz/ | trở thành bình thường | pandemic normalized remote work | normalize practice, normalize behavior |
| surge | v | /sɜːdʒ/ | tăng đột biến | figure surged to 50% | surge in demand, surge dramatically |
| micro-credentials | n | /ˈmaɪkrəʊ krɪˈdenʃlz/ | chứng chỉ ngắn hạn | popularity of micro-credentials | earn micro-credentials, online micro-credentials |
| capitalize on | v phrase | /ˈkæpɪtəlaɪz ɒn/ | tận dụng, lợi dụng | organizations capitalized on trend | capitalize on opportunity, capitalize on strengths |
| cultural competence | n phrase | /ˈkʌltʃərəl ˈkɒmpɪtəns/ | năng lực liên văn hóa | importance of cultural competence | develop cultural competence, demonstrate cultural competence |
| articulate | v | /ɑːˈtɪkjuleɪt/ | diễn đạt rõ ràng | companies articulating initiatives | articulate vision, articulate clearly |
| purpose-driven | adj | /ˈpɜːpəs ˈdrɪvn/ | hướng đến mục đích | rise of purpose-driven careers | purpose-driven organization, purpose-driven work |
Passage 3 – Essential Vocabulary
| Từ vựng | Loại từ | Phiên âm | Nghĩa tiếng Việt | Ví dụ từ bài | Collocation |
|---|---|---|---|---|---|
| imperative | n | /ɪmˈperətɪv/ | điều bắt buộc, cấp thiết | the imperative to construct | moral imperative, strategic imperative |
| transcend | v | /trænˈsend/ | vượt qua, vượt trội | has transcended conventional paradigms | transcend boundaries, transcend limitations |
| paradigm | n | /ˈpærədaɪm/ | mô hình, phạm mẫu | conventional paradigms of employment | paradigm shift, new paradigm |
| nuanced | adj | /ˈnjuːɑːnst/ | tinh tế, nhiều sắc thái | nuanced understanding required | nuanced approach, nuanced perspective |
| macroeconomic | adj | /ˌmækrəʊˌiːkəˈnɒmɪk/ | vĩ mô (kinh tế) | understanding macroeconomic forces | macroeconomic factors, macroeconomic trends |
| reconceptualization | n | /ˌriːkənˌseptʃuəlaɪˈzeɪʃn/ | sự tái khái niệm hóa | this reconceptualization reflects shifts | requires reconceptualization |
| protean | adj | /ˈprəʊtiən/ | dễ thay đổi, linh hoạt | protean career orientation | protean nature, protean career |
| salience | n | /ˈseɪliəns/ | tính nổi bật, đáng chú ý | achieving particular salience | gain salience, increasing salience |
| meta-competencies | n | /ˈmetə ˌkɒmpɪtənsiz/ | siêu năng lực | necessitates meta-competencies | develop meta-competencies |
| antifragility | n | /ˌæntifrəˈdʒɪləti/ | tính phản giòn (mạnh hơn khi gặp khó khăn) | capacity for antifragility | concept of antifragility, develop antifragility |
| neuroplasticity | n | /ˌnjʊərəʊplæˈstɪsəti/ | tính dẻo thần kinh | neuroplasticity underlying skill acquisition | brain neuroplasticity, enhance neuroplasticity |
| germane | adj | /dʒɜːˈmeɪn/ | liên quan mật thiết | particularly germane to understanding | germane to discussion, germane to topic |
| boundaryless career | n phrase | /ˈbaʊndriləs kəˈrɪə/ | sự nghiệp không giới hạn | concept of boundaryless careers | pursue boundaryless career |
| social capital | n phrase | /ˈsəʊʃl ˈkæpɪtl/ | vốn xã hội | knowing-whom competencies—social capital | build social capital, leverage social capital |
| exploitation | n | /ˌeksplɔɪˈteɪʃn/ | sự bóc lột, lợi dụng | vulnerable to exploitation | worker exploitation, prevent exploitation |
| obsolescence | n | /ˌɒbsəˈlesns/ | sự lỗi thời, cũ kỹ | skills obsolescence created | technological obsolescence, planned obsolescence |
| half-life | n | /ˈhɑːf laɪf/ | chu kỳ bán rã, thời gian hữu dụng | half-life of technical skills | skill half-life, knowledge half-life |
| ecosystem | n | /ˈiːkəʊˌsɪstəm/ | hệ sinh thái | organizational ecosystems enabling | business ecosystem, career ecosystem |
Kết Bài
Chủ đề “How To Build A Sustainable Career” không chỉ xuất hiện thường xuyên trong IELTS Reading mà còn phản ánh những thách thức thực tế mà người lao động hiện đại phải đối mặt. Qua bộ đề thi mẫu này, bạn đã được trải nghiệm đầy đủ cả ba mức độ khó từ dễ đến nâng cao, với tổng cộng 40 câu hỏi bao gồm đủ các dạng phổ biến nhất trong kỳ thi IELTS thực tế.
Ba passages đã cung cấp góc nhìn toàn diện về xây dựng sự nghiệp bền vững: từ những nền tảng cơ bản như tự nhận thức và networking (Passage 1), đến việc thích nghi với tương lai công việc thông qua portfolio careers và remote work (Passage 2), cho đến các khái niệm học thuật sâu như protean career orientation và antifragility (Passage 3). Mỗi passage không chỉ giúp bạn luyện kỹ năng đọc mà còn cung cấp kiến thức thực tế về phát triển nghề nghiệp.
Đáp án chi tiết kèm giải thích đã chỉ ra vị trí cụ thể trong bài và cách paraphrase giữa câu hỏi và đoạn văn, giúp bạn hiểu rõ phương pháp làm bài. Bộ từ vựng hơn 40 từ được phân loại theo từng passage sẽ giúp bạn mở rộng vốn từ học thuật, đặc biệt trong lĩnh vực nghề nghiệp và phát triển cá nhân – một chủ đề quan trọng cho cả phần thi Reading và Writing.
Hãy thực hành nhiều lần với bộ đề này, phân tích kỹ những câu trả lời sai để rút kinh nghiệm. Nhớ rằng, việc hiểu được cách IELTS đặt câu hỏi và paraphrase thông tin quan trọng hơn là chỉ biết đáp án. Chúc bạn đạt được band điểm mục tiêu trong kỳ thi IELTS sắp tới!
