Prática de Shadowing: The 40 Year Career Is Dead... And That's a Good Thing - Aprenda a falar inglês com vídeo
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you were born you are nurtured up to whatever you're six then you get sent in the kindergarten and school and by the time you're 18 you come out and you go to college by the time you get
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out of college you get job and then you retire with whatever 65 or so and then you enjoy your retirement somewhere at a hot place right that that's been the model of the past is that's not
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working that is absolutely not working anymore and in every respect go to school get your grades get into college become a professional and work your way up the corporate ladder until you can retire with your savings or a pension that's the plan for a lot of people and despite what a lot of hustle
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Bros on the internet might tell you now that's fuing insane it's a good plan if you can stick to it 9 to-5 jobs are picked on a lot usually by people that need a way to sell a get-rich
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quick scheme the standard 40-year professional career has let millions of people enjoy very comfortable lives free from the stress that comes with being in business for themselves but that is all coming to an end in just the last 24 months we have experienced quiet quitting quiet hiring
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work shortages and labor shortages what a lot of people aren't talking about though is how this is just the result of companies still trying to make outdated business models work in an age where workers can demand more from their employers the establishment of the
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40-year career is crumbling and there are some employers and employees that are doing a great job taking advantage of it and there are others that are suffering the first trend is that despite pervasive stories about hustle culture and people making partner before the age of 30 while also
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building an outside business that that drop ships physical nfts through the Myspace storefront the average worker is not grinding they are getting less ambitious a Wall Street Journal article surveyed a range of businesses in demanding fields that are usually staffed by ambitious
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workers like law business Consulting and marketing the company's all reported challenges with getting their employees to go above and beyond which is really corporate speak for working late and coming in on the weekends a law firm told the Wall Street Journal reporters that typically they
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would have no problem getting Junior Associates to do extra hours to make sure time sensitive work was completed for their demanding clients but now new Associates have started saying no to
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working weekends and late nights which is forcing the partners to bring on more staff and do the extra hours themselves which let me say this as a former Investment Banking associate that has put in my fair share of weekends to suck up to a partner this is one of the most beautiful things
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I have ever heard it's wonderful it's marvelous I'm sque this kind of thing would never usually happen at places like this because Elite legal and financial firms have an upper out policy with new
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Associates which means that within their first 2 years they get promoted to senior associate or they get asked kindly but firmly to leave the firm unfortunately for the partners they can't afford to get rid of new graduates because of worker shortages so they have lost the threat
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of termination and the reward of promotion isn't as appealing as it once was either in the same article an insurance firm told the Wall Street Journal of the difficulties they had been having with getting people to accept promotions managers often had to coax their staff into accepting more
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senior positions because the staff were preferring to stay in their current roles where they could manage their work life balance when workers are more afraid of being promoted than being fired it's a clear sign that things are changing so it's time to learn how money works to see why
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the 40-year career is dead and why that might be a good thing in 2020 millions of people who were never allowed to before started working from home by avoiding the distractions of the modern office
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a lot of people realized that the tasks that they were completing as a part of their jobs were that of what the Anthropologist David Graber would consider complete most of the office jobs had workers performing tasks that fell into one of the following categories outlined
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in the book by the same name flunkies who only serve to make their superiors feel important I.E receptionists administrative assistant and doormen you don't need someone to hold the door
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for you when everybody is working from home and a sales platform switching board to do most of the day-to-day work of a receptionist box tickers who only exist to create the appearance something useful is being done like reading company newsletters or organizing company culture
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events and taskmasters who exist to make themselves look busy by standing over the subordinates to keep them on task but only ever end up distracting those workers or slowing them down because they themselves don't want to look like they have nothing left to do most jobs in the
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modern office involve doing some of these tasks but by working from home there's less need for them to exist a lot of employees very quickly found out that they did not need 40 hours or more in the office every week to get their work done they could just finish it in half the time
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and all the other hours were wasted on pointless meetings that could have been an email and any of the other tasks that modern workers partake in work from home did not get rid rid of the goons who are people like corporate lawyers who only exist to protect the company from other goons
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or the duct tapers who are the people that spend all of their time fixing the problems of everybody else so if you want job security try and make yourself one of these for the employees that found a whole lot of extra hours in their day they now had to decide what to do with it
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an internal survey of 3,000 workers conducted by the software firm qualtrix has shown what it was that people decided to do 40% said that work had become less important to them in the past 3 years
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and that they would prefer to spend the extra hours exercising cleaning their home going for a walk or sleeping when they had the opportunity to 25% said that work had become more important to them and that they would look for additional responsibilities to take on in the spare hours
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most of all 36% said that their career Ambitions had waned and that the typical progression of climbing the corporate ladder had become less important to them over the past 3 years those
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are some pretty smart workers and it was creating the same problem that the prestigious legal firms and investment Banks were complaining about too most people are no longer willing to work extra hours and accept additional stress to chase a promotion and a lot of workers won't even accept
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a promotion if they are offered one because climbing the corporate ladder is not as appe appealing as it once was there are four reasons that business analysts have identified as the leading causes of this trend the most damaging to traditional corporate culture is that people
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no longer see the financial benefits of moving up the corporate ladder typically managers and Senior Executives earn more than their subordinates but modern salespeople Tech workers And Trades people are bucking that Trend especially in high demand Industries a lot of workers are preferring to Res
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skill into an in demand role where they can earn variable compensation based on the overtime hours they put in and the performance they achieve people with experience in Tech Pharmaceuticals or Finance could become managers or they could cross skill into sales and become salaried plus
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commission reps they will get a lower base wage but even average performers can earn $250 to $500,000 a year in commissions putting them well ahead of any midlevel manager in the same industry
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doing a role where they are not responsible for the performance of any subordinates also means that that they are free from the stress of dealing with workers who don't want to put in any overtime or work towards getting a promotion instead they are only responsible for themselves and
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their work if they want to make a lot more money one month they can hustle like crazy and work on closing more sales or doing more overtime if they want more work life balance they won't be letting down a team beneath them skilled non-managerial roles in certain fields and sales rules are also
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safer during Financial slowdowns as compared to midal managers a company can operate without team leaders but it can operate if nobody is selling product for young workers who have lived through two big downturns during their careers a job that is safe during bad times is more valuable
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than a job that pays a little bit more some really cunning workers have made Junior jobs significantly more lucrative than managerial jobs by simply working two of them working from home has kicked off a new trend that is particularly popular with tech workers who work two full-time
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jobs with two companies simultaneously and take home two salaries entire online forums have sprung up in the past 2 years for workers to discuss this practice and share tips and tricks on how to to find jobs that can be done in parallel and keep up with the workload once they've secured the roles
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some people on these forms claim to be working as many as five jobs simultaneously by committing 60 to 70 hours a week in their home offices just one job can be a lot of work but highly experienced
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employees have claimed that the workload in stress of working two or three Junior development roles is still less than working one senior development or team lead role for Motivated workers that want to put in the hours the multiple job route is more financially rewarding and it provides them
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additional job security because because if they get laid off from one job they still have one or two salaries to fall back on ever since Co started what we've seen is that candidates are really only taking remote or hybrid jobs to be competitive in this market companies really do
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have to be either hybrid at the minimum or provide remote work opportunities reason number two is that modern workers have more entrepreneurial Ambitions than the generations that came before
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them the biggest selling point for young workers in the most prestigious firms in the country are not career advancements but instead the exit opportunities from my own experience at two different investment Banks most Junior Bankers do not want a career in Investment Banking no matter
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how wellc compensated some senior Bankers can be most banking analysts only want to work in the industry for 2 to 5 years and use that job experience to qualify as a role as a financial executive like a CFO for a medium-sized company or work in private Equity or hedge funds or they want
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to start their own company armed with the detailed industry knowledge on how to raise capital from investors and structure a business for growth the entrepreneurial spirit is not only alive and well well amongst Finance Bros the rate at which people report wanting to start their own business
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has shot up to its highest level ever there were a record 5.4 million business ID numbers created in 2021 with 2022 expected to have broken that record further sometimes entrepreneurship is
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not all that it's cracked up to be and I would encourage caution to anybody thinking of giving up a stable 9 to-5 job to start their own business but smart decision or not people are doing it caution be damned the third reason people are unwilling to chase promotions is because it
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ironically makes it harder for them to progress their career this is a tricky one so follow along here the best way for someone who only wants to work the 9 to-5 job to increase their salary is to change companies every 2 years employees that stick with their companies for longer than that
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end up earning a mind-blowing 50% less than their peers who were less loyal and were're constantly shopping around for better offers from different employers the real trick is to do this while maintaining a good relationship with the companies and managers they move between getting a promotion
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in a company resets the clock on when a smart employee can switch companies without leaving a impression with their current employer if someone is planning to make the scheduled job hop but they are only a month into their new role after receiving a promotion they are unlikely to get a
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good reference from their outgoing company because now that company has to find a new employee for a job that was only just filled a bad reference from a frustrated X manager will make it harder to land the new job and negotiate a competitive salary if the employee just stays in
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their current role and passes up any promotions they can rely on a good reference from the same manager that they worked under the entire time the fourth reason that people are no longer willing to work for a promotion is simply because they don't want them more people are choosing mental health
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and free time over money and opportunity because being removed from the corporate bubble has made them realize that there is much more to life than making as much money as they possibly can a lot of young workers have become disenfranchised because they realize no matter how hard they
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work they are going to struggle to achieve traditional financial goals like buying a house and having a normal retirement so they are seeking out easy work in pursuing alternative Lifestyles like video gaming or lowbudget travel by living in a converted van as more work learn
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of these four reasons to reject the traditional career promotions companies are going to have to face some big problems promotions are the biggest incentives that large companies have to motivate non-executive level employees to do more than the bare minimum to not get fired the promise of a
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promotion if targets are met is often cheaper than performance-based bonuses some companies pay their Executives extremely high salaries not because of the hard work they do but because they want all of their employees to work like crazy for the chance that they too one day could be a fat cat of
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digital marketing and you get offered a promotion that's in it because digital marketing has a lot of Technology skill technical skills then should I step out into it if my goal is to be the CMO and
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the answer is no right so if it's going to take you off your long-term path you don't want to do that if people don't want the promotions or see that they will never make it to the level where they make more money for Less work then the whole system stops working and it spells the end of the
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traditional career workers have also realized that hard work alone will never make make them a CEO and becoming a highly compensated chief executive requires a totally different strategy from what you might expect starting with an engineering degree instead of a business degree
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people would expect if you want to find out the other six steps that 80% of Fortune 500 CEOs took to land their multi-million dollar roles then go and watch my video on how to become a CEO a special thanks again to course careers who's Preparing People for this new type of career
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for making it possible for everybody to keep on learning how money Works did you hear me I said I quit Monty and since I quit I can do anything I want is that so oh I hope I haven't upset you bad
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Por que praticar a fala com esse vídeo?
Se você quer melhorar sua prática de conversação em inglês e aprender com conteúdos reais, esse vídeo é perfeito. Ele traz uma discussão atual sobre mudanças no mercado de trabalho, com linguagem coloquial, expressões idiomáticas e uma variedade de tons — desde o informal ("fuing insane") até o analítico. Usar o método de shadowing em inglês aqui ajuda a treinar a pronúncia, a fluência e a compreensão de contextos profissionais. Além disso, o tema é relatable, o que torna o aprendizado mais envolvente. É uma oportunidade de praticar shadowspeak (imitar a fala do locutor) e se adaptar a diferentes ritmos de fala.
Gramática e expressões no contexto
O vídeo usa estruturas interessantes que valem a pena notar:
- "the 40-year career is dead... and that's a good thing": A estrutura "X is dead" é usada para declarar o fim de algo, com um toque dramático. Útil para debates sobre tendências.
- "workers can demand more from their employers": A expressão "demand more from" mostra como pedir melhorias de forma assertiva. Importante para conversas sobre trabalho.
- "if you want job security, try and make yourself one of these": A estrutura "if you want..., try and make yourself..." é uma dica prática, com um tom colloquial. Perfeita para conselhos.
Armadilhas de pronúncia comuns
Algumas palavras no vídeo podem ser desafiadoras. Veja:
- "hustle": A pronúncia correta é /ˈhʌsəl/, mas muitos aprendizes confundem com "hostel". Ouça atentamente o "s" suave.
- "pension": A sílaba tônica está no primeiro "pen" (/ˈpenʃən/), não no final. Evite pronunciá-la como "pensão" em português.
- "entrepreneurial": É uma palavra longa (/ˌɒntrəprəˈnɜːriəl/), mas o segredo é dividi-la em sílabas: "en-tre-pre-neu-ri-al".
Praticar o shadowing em inglês com esses trechos ajuda a superar essas dificuldades e a falar com mais naturalidade. Lembre-se: o objetivo é imitar não só as palavras, mas também o intonação e o ritmo do locutor.
Gramática neste vídeo
As estruturas que o falante mais usa, com as palavras exatas do vídeo:
| Estrutura | No vídeo |
|---|---|
| Present perfect have/has + particípio passado — uma ação passada que ainda importa agora | that's been · has let · have started |
| Voz passiva be + particípio passado — o foco está no que acontece, não em quem faz | were born · are picked · are usually staffed |
| Orações relativas who / which + oração — informação extra sobre uma pessoa ou coisa | beyond which is · nights which is · Associates which means |
O que é a Técnica de Shadowing?
Shadowing é uma técnica de aprendizado de idiomas com base científica, originalmente desenvolvida para o treinamento de intérpretes profissionais. O método é simples, mas poderoso: você ouve áudio em inglês nativo e repete imediatamente em voz alta — como uma sombra seguindo o falante com 1-2 segundos de atraso. Pesquisas mostram melhora significativa na precisão da pronúncia, entonação, ritmo, sons conectados, compreensão auditiva e fluência na fala.