Pratica di Shadowing: Where Did All The Good Jobs Go? - Impara a parlare inglese con i video
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It's getting harder to find work in the United States.
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In August, businesses added just 22,000 new jobs.
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That's actually quite a weak number.
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Looking at that in isolation, that would actually be a lot more consistent with the start of a recession, you know, historically.
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Gone are the days of 200,000 jobs every month.
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We're likely to be in an environment where job growth is hovering around zero, essentially.
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The U.S labor market is worse than previously thought.
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Less than half of the people polled by the New York Fed
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say they could find a new job if they lost their current one.
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The three main reasons younger Americans will likely have to work longer than baby boomers are 1.
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People are living longer and healthier lives.
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2. Social Security benefits won't cover the full cost of living in retirement. And 3.
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Many Americans don't save enough throughout their lifetimes.
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If they do save, unexpected expenses can wipe out what they have.
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For decades, retirement relied on a multi-pillared system economists call the three-legged stool.
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Social Security, pensions, and personal savings.
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But for most Americans, employer-funded pensions are gone.
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We're in a situation where that economic uncertainty is manifesting itself in fewer people quitting, as well as fewer organizations hiring.
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There's kind of less movement in the market right now.
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I think wage growth has cooled, job switching premiums have shrunk, And a lot of workers worry that their pay won't keep up with rising costs.
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So I think they're clinging to stability in a time of uncertainty.
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64% of Americans surveyed are more worried about running out of money in retirement than they are about dying.
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And one in four Americans surveyed believe they won't ever be able to retire.
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The average life expectancy in OECD countries is about 80 years old.
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That's around a 13 year increase since 1960.
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As a result, retirement ages are rising in more than half of OECD countries.
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I think the key thing that drives that is an improvement in longevity and honestly in health.
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We have more options for extended work lives today than we've ever had before, and Americans are taking advantage of them.
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But wanting to work longer and being able to are not the same.
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Over half of people who retire, retire sooner than they ever plan to.
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The data in the U.S shows that pretty much everybody relies on social security benefits,
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which is why it's so critical to restore the system to solvency.
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Here's why younger Americans may end up working longer than their parents
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and whether planning to work longer will actually help people in retirement.
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Roughly eight in 10 Gen X, Millennial
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and Gen Z workers believe it will be harder for their generation to achieve financial security than it was for their parents.
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Gen Z Americans are often very pessimistic about retirement.
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They look at Social Security, they see it's underfunded.
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They realize they have to save a lot of money on their own.
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And so some of them are on the verge of giving up up.
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At the same time, the data show a much more positive story that at this stage in their lives,
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Gen Z has actually saved more for retirement than the generations who came before them.
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Younger workers today often have more in retirement accounts by age 30 than boomers did.
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Gen Z have been faced with having to do it themselves
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and they have savings in something called a 401k that older people didn't have because they didn't need it.
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But it doesn't mean that Gen Z is better off.
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The three main reasons younger Americans will likely have to work longer than baby boomers are one, people are living longer and healthier lives.
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Two, Social Security benefits won't cover the full cost of living in retirement.
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And three, many Americans don't save enough throughout their lifetimes.
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If they do save, unexpected expenses can wipe out what they have.
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For decades, retirement relied on a multi-pillared system economists call the three-legged stool.
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Social Security, pensions and personal savings.
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But for most Americans, employer-funded pensions are gone.
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In 1989, 63% of full-time workers at companies with more than 100 employees had a pension.
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Today, only about 15% of private industry workers do.
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Social Security was supposed to provide the foundation, private pensions on top of that, and then additional individual saving above that.
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At the beginning of their careers, baby boomers relied on a system built around Social Security and employer sponsored pensions, not personal investing.
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For most of the 1970s, when baby boomers were entering the workforce, 401ks didn't exist yet.
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And even in the early 80s, they weren't widely available to workers.
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They started being marketed to employers for their high income people right around 1981.
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And then the employer said, whoa, I can actually get rid of my real pension plan
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and just kind of slowly move my workforce to a voluntary 401k plan.
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And it's great for me because I get credit for offering a retirement plan, but I don't have to put a cent in it.
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The other issue is a lot of boomer retirement savings is nested in the equity of their homes, which younger people today may not be able to replicate.
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I know Gen Z is not better off because we know
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that home equity is probably not going to accrue like it did in the last 10 years.
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It's just not possible.
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Baby boomers do enter retirement wealthier than previous generations, but that picture is uneven.
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Roughly half of boomers did not buy a home in their 20s and 30s and thirties.
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The poorest boomers are worse off than their predecessors and racial and educational gaps remain wide.
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That wealth disparity repeats itself throughout generations.
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While the average millennial has less wealth at the age of 35 than previous generations,
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the top 10 percent of millennials have 20 percent more wealth than the top baby boomers at the same age.
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The other complication for Gen X, millennial and Gen Z workers is student loan debt.
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Younger cohorts are way more likely to carry student loans.
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39% of Gen Z, 36% of millennials and 24% of Gen X have them compared with about 7% of boomers.
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All the stories that you get about Easy Street is really not a generational story.
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It's a class story.
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So the system has worked well for people with high incomes, steady jobs and basically steady lives.
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They didn't have a divorce here or there or tragedy with their children or their own medical problems.
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The shift from traditional defined benefit pensions to defined contribution retirement accounts like 401Ks,
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they don't penalize delayed retirement the way traditional pensions do.
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With a 401K, the longer you work, the higher your benefit.
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With a traditional pension, there's often a point where you top out.
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But a majority of U.S retirees rely heavily on Social Security.
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Fifty-eight percent say it's one of their major income sources, but only 35 percent of non-retirees expect to depend on it.
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That expectation gap has persisted every year since 2002.
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The public pension systems are suffering rising fiscal stress,
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and the U.S is a good example where our Social Security system is facing insolvency within seven years.
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So working a little bit longer reduces the period of time you need to support yourself in old age
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and obviously contributes to a bigger nest egg to live on in retirement.
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Social Security is financed on what's called a pay-as-you-go basis,
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which means that the taxes paid in by today's workers immediately go out the door to pay benefits for today's retirees.
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That means that Social Security is very subject to demographic changes, to the number of workers per retiree.
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If you go back to the 1960s, we had five or six workers paying in for a retiree collecting benefits from the system.
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Today we have about three going forward will only have around two workers per beneficiary.
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That means the cost burden on each worker goes up.
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But the work longer solution could run into real world limitations.
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We saw unprecedented numbers of older people, and I mean like in their 50s, being pushed out of their job.
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So you can't work longer because of age discrimination and
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because the labor market may not want the skills
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that you've acquired over 40 years because the labor market
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and the skills required have moved forward is the main myths behind this idea.
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Well, we don't have to solve Social Security.
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We don't have to solve tensions because people just work more.
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In a perfect world, what I would like to see is a reform of Social Security
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that remains solvent so that people working today can predict with confidence
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that when they get to be 65 or 75 or 85, that the system would be there for them because that's what we need.
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70% of U.S workers surveyed who have not retired yet considered pushing back their retirement date,
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with nearly half of those surveyed citing fears that they wouldn't have enough money and 44% saying they're worried about inflation.
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Younger Americans are pessimistic about retirement, but many of them are saving.
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A lot of that anxiety seems to be about the future of Social Security.
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Millennials are saving at a higher rate at this age than Gen Xers or Boomers.
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So I guess I would say if they're nervous and it's making them save, that's not necessarily a bad thing.
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I like to tell my students, many of whom are Gen Z, Social Security will not disappear.
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You will not get zero benefits.
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You will get something.
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So this is a major issue that Congress should have handled decades ago.
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When we first became aware that Social Security faced this long-run funding crisis,
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unfortunately, it's always easier for politicians to kick the can down the road, to leave the decisions for a future Congress.
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But that only makes those decisions harder.
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So I don't fear that we're going to see a 20% benefit cut from Social Security in the near future.
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Congress will step in to address that.
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President Donald Trump signed an executive order in August 2025
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that clears a path for alternative assets such as cryptocurrencies and private equity to be added to 401ks.
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That's not a solution.
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You know, we actually need a universal pension system and a robust security system.
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Gilarducci says these market-based tweaks distract from what she sees as a sustainable solution, which is an overhaul of federal retirement policy.
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I have a pathway.
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It's called the Gray New Deal.
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It's a recognition that more of us are going to be aging as the share of the population than ever before.
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And that's a good thing.
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Part of the Gray New Deal is to have the value that every adult who wants to work should have a job.
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So we should make the labor market as welcoming and as protective for older people that is for younger people.
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So we need actually more health and safety requirements, more, actually more workforce development and more enforcement of age discrimination.
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So I'm not saying everybody has to retire.
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If we want to work, we should be able to work.
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That's a value for society.
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Whatever age, government can be the employer of last resort.
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Full employment guaranteed for every worker.
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The idea that everyone is going to have to work to age 70 or something like that, I think think is just an exaggeration.
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In the past, you often had mandatory retirement ages where employers would require people to retire at a given age of 60 or 62.
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That's mostly been ruled illegal.
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And so people can work longer if they want.
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On top of that, there's greater demand for older workers.
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They can be valuable to employers.
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Research does not support the idea that working longer generally takes away jobs from younger generations.
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However, in certain industries with rigid hierarchies or low turnover in senior roles, younger workers may see slower career progression.
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In most places, older workers and younger workers are complementary.
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Younger workers need to be trained.
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They need the wisdom.
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But that's an older worker who wants to be there
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and an older worker who knows that they can have a dignified way to leave.
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That dynamic is very, very complementary and healthy.
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It takes two sides, two groups of people to decide if you work longer longer, the employer group and the worker group.
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And just because the worker group needs to work longer because they don't have enough money, doesn't mean the employer group wants you.
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The labor market always doesn't want you when you want the labor market.
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That employers have the biggest role in the decision about whether
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or not you work and what the quality of your work is.
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It's getting harder to find work in the United States.
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In August, businesses added just 22,000 new jobs.
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That's actually quite a weak number.
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Looking at that in isolation, that would actually be a lot more consistent with the start of a recession historically.
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Gone are the days of 200,000 jobs every month.
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We're likely to be in an environment where job growth is hovering around zero, essentially.
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The U.S labor market is worse than previously thought.
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Less than half of the people polled by the New York Fed say they could find a new job
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if they lost their current one.
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Downside risks to employment are rising.
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And if those risks materialize, they can do so quickly in the form of sharply higher layoffs and rising unemployment.
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The Federal Reserve can give businesses more confidence to hire workers by adjusting the federal funds rate.
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The Fed is lowering this key interest rate as companies navigate changes on trade, immigration and inflation.
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are holding back because they're both trying to see what the tariffs will be, what the effect of the tariffs will be.
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And inside of that is what happens to their profit margins.
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They're willing to deal with the uncertainty, but they need to react to that.
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And so part of that is just being very prudent in how they're hiring.
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Why are jobs disappearing?
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And can the Fed do anything to bring them back?
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The slowdown in hiring is most potent for younger workers.
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We're seeing a lot of pressure on the younger generation when it comes to this labor market.
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We're seeing many firms facing higher imported costs
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and they are in many cases struggling with the cost of talent in a high interest rate environment.
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The tech space, the finance space, the professional and business services space are sectors that are under more pressure
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and they are are the ones that generally are big hirers of younger cohorts.
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Recent college graduates typically have better job prospects than the overall labor force.
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Historically, they have lower unemployment levels, too.
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That trend reversed starting in 2022.
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The United States has been suffering from a series of rolling recessions, pockets of industries or industries themselves that have gone through their own downturns,
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whether it was manufacturing or consumer goods, just hasn't bubbled up to the broader economy.
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I would put the youth employment situation squarely in that category right now.
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The high paying information sector is flashing warning signs to software
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developer roles for workers in their 20s are down sharply since 2022.
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Young marketing and sales managers are having trouble getting hired as well.
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That said, younger workers are finding jobs in the health and retail sectors at a relatively fast pace.
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We know that companies are turning to technology and AI to figure out
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if they can maybe stomach some of those costs or bring some of those costs down without having to hire somebody, at least initially.
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AI is very new.
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The capabilities of it are not very well known.
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Well, to the extent that it can replace jobs, the first jobs it should be replacing are those new entry-level simpler jobs.
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A small collection of industries are still adding workers.
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You're still seeing resilience in the healthcare space and in the leisure and hospitality space.
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Those two sectors are upholding the labor market, but there is increased evidence that over the next six months,
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there might be more weakness out of these two sectors as well.
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less than half of the private sector is adding jobs.
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And manufacturing would be one of the key industries.
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But we're also seeing increased softness in construction activity, a telltale sign that housing activity is experiencing a slowdown.
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We're seeing businesses being more cautious with who they hire, how much they hire, and also in some cases proceeding with strategic layoffs.
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The Fed's interest rate policies also contribute to today's labor market slowdown.
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These interest rates influence Americans' job prospects and the pace of price increases.
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Lowering them can mean more jobs and more inflation.
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Raising them may mean less inflation and slower economic growth.
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The Fed took interest rates into restrictive territory in the first quarter of 2023.
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Since then, they've held the target for the federal funds rate high relative to the so-called neutral interest rate of around 3%.
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In other words, the Fed's past decisions are restricting today's economic growth.
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Nonetheless, with policy in restrictive territory, the baseline outlook and the shifting balance of risks may warrant adjusting our policy stance.
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Historically, it's the case that as the Fed tightens
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and starts to contain inflationary pressures that eventually puts downward pressure on the labor market, it was the case that June actually saw negative payrolls,
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which is the first time that's happened since December of 2020.
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I think the Fed is cutting from a place where it believes it has room to be wrong.
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Fed policy is best designed to address cyclical issues.
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If it's cyclical, the Fed over time should be able to nudge us back onto the path, but it can't change the path.
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Businesses that see lower interest rates could be motivated to hire more workers.
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A lot of it boils down to confidence.
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If I'm going to be facing relatively less restrictive interest rate policy, I can plan for that in the future and say, well, my burden here on the debt side is going to go down a little bit,
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but my business is still relatively strong.
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I can take that extra risk and make that investment in an individual or in some kind of technology.
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Lower interest rates have many other effects, too.
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For example, saving rates on bank deposits may fall.
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Financing costs for a mortgage or car loans could move lower as well, but only if treasury bond yields follow the Fed.
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Long term rates are incorporating a wider array of factors, which include a large budget deficit,
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which include trade policy uncertainty and tariffs, which include higher inflation.
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And as a result, they're not moving as low as the Fed funds rate is likely to move over the course of the next year.
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It's a highly political situation.
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It's totally rigged.
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Smart people know it.
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The slow pace of hiring is political trouble for the president.
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Experts say his policies could be contributing.
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Manufacturing or construction or trade and transportation, those industries have been under the most pressure with hiring.
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Facts like that definitely point to the policy environment having a pretty serious and direct impact on labor.
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So it's not as much a monetary policy issue, but you could also argue that some monetary policy easing and accommodation could help at the margin for sure.
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Then there's immigration.
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Reduced immigration is curbing labor supply and reducing the so-called break-even rate,
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the rate at which the unemployment rate starts to increase.
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You could think that over time, domestic unemployed or native-born unemployed people could take the jobs of immigrants.
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Some of these jobs that are taken by immigrants are jobs
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that historically employers have found are not ones that are taken by native-born people.
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As the labor market deteriorates, prices are still increasing at a faster pace than the Fed's target rate.
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That makes an interest rate cut somewhat risky.
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Despite this, President Trump is pressuring the Fed to prop up the economy with lower interest rates.
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I really worry about the financial integrity of the Fed, much more than the integrity of the BLS.
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If we lose the institutional integrity of the Fed, we're going to step back in a major way in terms of good economic outcomes.
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And let's not forget, we're coming off of an environment where inflation has been very high post pandemic
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and many people are still struggling to make ends meet.
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We also have to look at this in the context of an economy that is more supply shock driven.
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And when you have a more supply shock driven environment, you are just definitionally the Federal Reserve
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or any central bank just has less power in being able to combat inflation
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and also being able to help the labor market.
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If the Fed is wrong here and it's cutting interest rates into an inflationary environment, then the impact could be negative for many people in the sense
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that you would have higher inflation and that would really hurt a lot of people.
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The U.S job market is very dynamic.
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The trouble right now is that tax policy, immigration policy, tariff policy are all in flux and so it makes it very difficult for businesses to adjust.
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Once things settle down, if the government backs out
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and gets out of the way of the free market, U.S companies should create the jobs for those who need them.
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The U.S economy has lost 1.2 million jobs since April 2024, and Americans are feeling the economic downturn.
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The quits rate, a measure of how often workers voluntarily leave their jobs, is now down to about 2% after fluctuating in the years since the pandemic.
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And employers are hiring at the slowest pace since 2013, excluding the pandemic dip and rise.
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I think people just want to stay with what is known and not take any risks right now.
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We use the term job clinging or job hugging to denote that they're staying put rather than moving on.
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I think for workers, that means more stress and less mobility.
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For companies, it looks like retention, but I think it hides disengagement.
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And then for the economy, it slows innovation just because people aren't moving and growing.
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Four out of five employees surveyed said they're not thriving at work.
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Another 58% of U.S professionals surveyed believe they have a wide range of skills that are being underutilized in their current roles.
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This all makes for a labor market that doesn't have a lot of churn in it.
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There's been a lot of anxiety about the direction of both the economy and the labor market.
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That is part of what's keeping people in jobs, and that could be a contributing factor to this, at least, perception of disengagement that is rising.
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Here's why so many Americans feel stuck in their jobs and what it means for the economy.
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Almost one in five job seekers surveyed said they're not confident that they will find a great job that they like.
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We're in a situation where that economic uncertainty is manifesting itself in fewer people quitting as well as fewer organizations hiring.
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There's kind of less movement in the market right now.
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I think wage growth has cooled.
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Job switching premiums have shrunk.
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And a lot of workers worry that their pay won't keep up with rising costs.
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So I think they're clinging to stability in a time of uncertainty.
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A lot of this does have to do with sentiment because companies are unsure about what's going to happen in the future.
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They see economic policies like tariffs.
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They're not quite sure how that's going to impact their bottom line.
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So they're nervous to hire people when they're not sure
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if they're going to have to turn around and then let people go in the near future.
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While layoffs have been steady since the pandemic, many companies are choosing alternatives, such as hiring freezes or letting attrition thin their workforce.
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What we did, though, is a bit different.
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We don't do layoffs.
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We just don't hire.
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And because you have a natural attrition of 20% in a company like ours, it means that every year 20% leaves.
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And if you don't recruit, you just shrink, right?
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But what we've done is we promised all our employees some of those savings we are going to accelerate their compensation with.
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So they have seen an increasing acceleration in their compensation due to all of the AI that we've done.
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The organizations are a little bit flatter now.
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So I think there's a kind of middle management layer that's going away.
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And so employees stay put, but they're a little bit disconnected from senior leadership sometimes so they feel a little more directionless.
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I think that creates stress.
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Staying put may feel like the safer option, but it can come with risks for both workers and employers.
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If you cling to your job and you get a little bit too complacent, that's not good either
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because then your employer can look at you as sort of low-hanging fruit for layoffs in the event
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that they eventually need to do that.
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Career coaches recommend that you focus on career growth.
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Even if you're not able to find a new job, You focus on opportunities to improve your skills,
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do things within your organization to boost your career growth
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and your opportunities in the event that a new job comes along later.
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There's some data also that points to wage growth for job hoppers has slowed down quite a bit.
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Economists still say that job hopping is probably the best way to raise your wages.
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A February 2025 study estimated that for a typical 1,000 person company,
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employee disengagement adds up to about $5 million a year in lost productivity.
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The average disengaged worker could cost the company $4,000 over the course of a year, while an executive could cost $20,000.
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If they are less engaged, there's a risk to the overall productivity of that employee.
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So that's kind of that individual risk.
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But I think in many ways, the bigger risk is the network effect that that will have, is that if you have someone who is disengaged,
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not putting forth the same amount of effort, but is putting forth enough just to stay under the radar, that work still needs to get done.
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And so that ends up falling on teammates and other people across the organization.
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So it can cause some additional stress, even if people are engaged and people are putting forth their extra effort.
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They might have to go even above and beyond to make up for some of the teammates who are disengaged.
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Low turnover looks like stability for employers, but it can mask what I would describe as quiet quitting.
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40% of workers in a recent survey feel directionless with fewer managers in place.
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Therefore, they maybe spin their will.
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So I think that has impact on productivity.
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I think it has impact on employee satisfaction.
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ultimately can have impact on a company's ability to grow,
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innovate, and that translates into a cautious workforce, slows labor mobility.
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And labor mobility historically has been a sign of productivity and innovation.
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A disengaged workforce that's clinging to their job can have implications for the broader economy and labor market.
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Globally, low employee engagement is estimated to cost $9.6 trillion annually, or around 9% of global GDP.
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Labor mobility historically has been a sign of productivity and innovation.
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With fewer workers chasing new roles, wage growth flattens, and it just kind of reinforces a cycle of caution.
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And this can dampen consumer confidence.
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It can dampen the agility of organizations and their ability to innovate and be productive.
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Career coaches, economists, they all say that the labor market is very frozen right now.
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If you have a frozen labor market, there's not a lot of new opportunity being created.
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That ends up hurting people who would otherwise be finding new opportunity in the market.
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Where you might start to see those types of dips is
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if we have a prolonged period where the labor market is challenging,
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a prolonged period where organizations aren't taking advantage of internal labor market movement to re-engage their employees,
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that's when you may expect to see a bigger hit to productivity as well.
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This trend of workers staying put has also degraded job seekers' bargaining power, which can lead to flattened wages.
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Employers have more power in the labor market.
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We've had labor standards erode in this country for decades.
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Things like the minimum wage has been sitting at the same level since 2009.
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Unionization rates in this country have declined dramatically over the last few decades.
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So when you think about the levers that workers have, it's pretty limited.
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Workers have lost a bit of their bargaining power in the current environment.
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They, just a couple of years ago, were able to quit their jobs easily and find a much higher paying gig.
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Now hiring has slowed down, job openings have come way down, workers aren't quitting their jobs nearly as readily,
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and we see that wage growth has come down too in this environment.
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So workers can't command raises like they used to.
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In the three decades following World War II, we actually saw wages and productivity move in tandem.
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When you think about compensation for typical workers, they moved as productivity increased.
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What we've seen largely for the last three to four decades or so is that has diverged.
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And so as productivity has continued to increase, albeit at a little bit slower pace, I would say overall, workers' wages have not kept up with those kinds of gains.
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New graduates and early career workers may struggle to find entry-level jobs in the current market.
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Think about recent college graduates, for example.
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They're not finding that it's as easy to get a new job straight out of college,
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an entry-level role, especially because these are roles in which there's fear that AI is disrupting those jobs especially.
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Think about these are entry-level jobs, kind of a stepping stone to more skilled positions down the road road,
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it's also low hanging fruit for AI to come in and disrupt and take those jobs away from entry level workers.
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But this could also be an opportunity for innovative companies to pivot.
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If you think about the Gen Z workforce or entry level workforce, they're much more moldable, teachable.
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You know, you can reorient their skill sets.
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They're bright, they're sharp.
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I think they're street smart.
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They know how to use technology.
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That gives me a lot of hope.
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And so I think it isn't all doom and gloom.
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I think it's leaders need to think about how do I repurpose the workforce?
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And then how do I get new entry or newer professionals?
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How do I retool their skill sets?
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How do I help them use AI to make better decisions, to be more productive, to do more at an earlier time in their careers?
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And so I think those who see it as an opportunity, if you can get the right leadership in place, the right lean workforce, leveraging technology and innovation,
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you can certainly grow and scale faster.
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And so I think there are a lot of opportunities, no doubt.
📺 Stesso Canale
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Vocabolario e note di pronuncia per questa lezione
Questa lezione di conversazione di livello B2 si basa sul video “Where Did All The Good Jobs Go?”. Le parole che ritornano più spesso: worker, labor, rate. Questo video contiene 378 frasi e 5243 parole da ripetere con lo shadowing. Il parlato dura 31:39. Chi parla ha un ritmo naturale di circa 166 parole al minuto, vicino a una conversazione quotidiana. Il 83% delle parole rientra nelle 3.000 più comuni dell’inglese; conviene studiare le altre prima di iniziare.
Vocaboli chiave di questo video
Le 15 parole più avanzate del video, con pronuncia e significato:
| Parola | Pronuncia | Significato |
|---|---|---|
| workforce sostantivo | /ˈwɝk.foɹs/ | forza lavoro, manodopera |
| productivity sostantivo | /ˌpɹɒdʌkˈtɪvəti/ | produttività |
| inflation sostantivo | /ɪnˈfleɪ.ʃən/ | inflazione |
| historically avverbio | /hɪˈstɔɹɪkli/ | storicamente |
| millennial aggettivo | /mɪˈlɛn.ɪ.əl/ | millenario |
| uncertainty sostantivo | /ʌnˈsɜːtənti/ | incertezza |
| retire verbo | /ɹəˈtaɪɹ/ | ritirarsi |
| layoff sostantivo | esubero | |
| retiree sostantivo | /ɹəˈtaɪ.ə(ɹ)ˌiː/ | pensionato |
| cling verbo | /ˈklɪŋ/ | aggrapparsi, abbarbicarsi |
| tariff sostantivo | /ˈtæɹəf/ | dazio |
| economist sostantivo | /iˈkɑ.nə.mɪst/ | economista |
| mobility sostantivo | /mə(ʊ)ˈbɪlɪti/ | mobilità |
| slowdown sostantivo | /ˈsloʊˌdaʊn/ | rallentamento |
| restrictive aggettivo | /ɹɪˈstɹɪktɪv/ | restrittivo |
I phrasal verb che sentirai
| Parola | Significato |
|---|---|
| end up verbo | andare a finire, finire |
| keep up with verbo | tenere dietro a |
| slow down verbo | rallentare, decelerare |
| wipe out verbo | obliterare, spazzare via |
| back out verbo | fare retromarcia, fare marcia indietro |
| figure out verbo | scoprire, rendersi conto |
| go away verbo | partire, andarsene |
| go out verbo | uscire, andare fuori |
La grammatica di questo video
Le strutture che chi parla usa di più, con le parole esatte del video:
| Struttura | Nel video |
|---|---|
| Present perfect continuous have/has been + -ing — un’azione iniziata prima e ancora in corso | has been suffering · has been sitting |
| Present perfect have/has + participio passato — un’azione passata che conta ancora adesso | has cooled · has actually saved · have been faced |
| Forma passiva be + participio passato — conta ciò che accade, non chi lo fa | have been faced · being marketed · is nested |
| Frasi relative who / which + frase — un’informazione in più su una persona o una cosa | people who retire · solution, which is · those who need |
Pronuncia a cui fare attenzione
Chi parla usa 77 contrazioni e forme ridotte, come they're, don't, we're. Pronunciale nella forma breve, così come le senti.
- I suoni “sh” e “zh”: inflation /ɪnˈfleɪ.ʃən/, attrition /əˈtɹɪʃən/, cautious /ˈkɔːʃəs/, recession /ɹɪˈsɛʃn̩/, sharply /ˈʃɑɹpli/
- Parole lunghe — attenzione all’accento: productivity /ˌpɹɒdʌkˈtɪvəti/, historically /hɪˈstɔɹɪkli/, millennial /mɪˈlɛn.ɪ.əl/, uncertainty /ʌnˈsɜːtənti/, retiree /ɹəˈtaɪ.ə(ɹ)ˌiː/
Come esercitarsi con questo video
- Ascolta tutto il video una volta senza parlare e annota le parole che non conosci.
- Inizia a velocità 0,75×, fai shadowing frase per frase e torna alla velocità normale quando diventa facile.
- Registrati e confronta con l’originale, facendo attenzione a parole come workforce, productivity, inflation.
Cos'è la tecnica dello Shadowing?
Shadowing è una tecnica di apprendimento delle lingue supportata da studi scientifici, originariamente sviluppata per la formazione dei traduttori professionisti e resa popolare dal poliglotta Dr. Alexander Arguelles. Il metodo è semplice ma potente: ascolti un audio in inglese di madrelingua e lo ripeti immediatamente ad alta voce — come un'ombra che segue il parlante con un ritardo di solo 1–2 secondi. A differenza dell'ascolto passivo o degli esercizi di grammatica, lo shadowing costringe il tuo cervello e i muscoli della bocca a elaborare e riprodurre simultaneamente i modelli di discorso reale. La ricerca dimostra che migliora significativamente la precisione della pronuncia, l'intonazione, il ritmo, il discorso connesso, la comprensione dell'ascolto e la fluidità del parlato — rendendolo uno dei metodi più efficaci per la preparazione alla prova di speaking dell'IELTS e per la comunicazione reale in inglese.