2021年澳洲留学申请书写作指南

你需要写一份去澳大利亚留学的简历、个人陈述和推荐信，不同类型文献的写作内容和写作技巧是不同的。接下来，我们来看看2021澳大利亚留学申请写作指南。

基本内容。

项目1：简历

简历A4纸张1-2佩奇就可以了，言简意赅。一般内容包括：个人信息，全名，性别，出生日期，联系电话等；目标是：哪一个所大学，什么专业和学位，个人目标等；学历：学校名称，学习时间，专业，学历，排名等；工作实践：实习单位，实习时间，实践内容等；以及所获奖，英语与综合能力。

第二项：个人陈述

个人陈述，你喜欢这个吗专业、你有多喜欢它和一些关于未来的想法；如果是即将获得研究生或博士学位，我想谈谈我对那个地区的看法，说你喜欢。声明的长度应该适中，关于600—800英语单词。内容要紧密联系专业，主线是明确的，避免盲目个性化。论语言表达，英语应该是地道的、符合英语思维习惯和风格，避免“中式英语”。让别人知道你的选择专业强烈的动机，同时认为你有能力完成专业学习的条件。

第三项：推荐

这是从熟悉申请人的第三方角度对申请人的意见，至少三封推荐信中的两封是学术推荐。就这样是应该有两位教授或老师推荐，以及推荐内容是你的学术能力和研究能力，课外活动和社会活动。推荐人对推荐人的基本评价，专注于专业基础、人格、特征、澳大利亚的工作态度与学术评价、研究能力。这是对被推荐人的适当评价，推荐信更有说服力。

当你选择推荐人时，一定要熟悉专业原则。不要夸大你的能力，这些会降低可信度，这是正确的offer快点，再往前走一步。

写作技巧。

1、符合西方思维习惯

什么东西方文化差异造成的是美德与优点和缺点是不一样的。在过去的经验中发现的，一些申请者表达了这一点“优势”事实上，在西方是缺点，这表明申请人对学术问题没有意见；有些申请者认为不好的事情也一样是西方人所欣赏，相信这些都能说明申请人个性十足。所申请人应该知道如何用西方的思维方式选择和拒绝你的申请材料，有选择地挑出好的亮点，在适当的地方展示。

2、突出重点，主线是明确的

清楚有力地表达你的动机，学习学术能力。中国有一个错误的观点，个人陈述“耸人听闻的”产生影响。有些申请者会通过描述不相关的活动来表现出来“独特的”的特征，或是在学术上没有什么可写的，我在考试中克服了许多困难，如何取得好成绩。这是牵强的写作方式，你将无法发现自己的特点。你知道的，个人陈述是在很短的时间内，用几百个字清楚地告诉招生教授是非常适合录取的候选人，失明的“耸人听闻的”一点也不。

不要描述你是怎么活下来的，不要妄下结论，你不能因为愤怒和痛苦而脱颖而出。

3、结构简单，紧密连接

留学文件是你的个人广告。重点要突出，生动形象。想想看，这不是一个令人印象深刻的广告是简洁、有创意？许多申请者常常想把自己的优点都写给教授，我想这能充分展示我自己。但是是想想看，招生教授每天都要做大量的教学工作，还要花时间阅读大量留学申请材料，只有那种简单有力的文章才能给人留下深刻印象。

不要为失败找借口，解释一下为什么没用。最重要的是写下你为克服挫折所做的一切，然而，除了不可预见的疾病，不要为成绩不好或学期不好找借口。如果可能的话，请关注个人挫败感如何给你一种新的态度，让你坚定地走向成功。不要夸大你的个人才华，只要我们专注于写作中的因果关系揭示个人情感。

参考模型。

Applied Program：Organizational Behavior

I am interested in the field of study of Organizational Behavior. In the past， I have had the experience of working in settings where the people and the corporate cultures of the companies were all different. I have found that there is a great difference in the both the behaviors of people and of their organizations， depending on whether they are state-owned enterprises (SOEs)， large multinational firms， or small to medium sized foreign enterprises. One simple example is that of the ability of an employee to act independently without direct instructions from his or her boss. In many Chinese organizations， acting without direct instructions is considered a form of disrespect towards the supervisor， who is generally offended by such behavior. In my experience and research， such organizations tend to have low operating efficiency with the employees losing their innate ability to take the initiative.

In contrast， foreign enterprises tend to welcome employees who have the ability to make decisions on their own， though the extent to which this is true depends on whether the supervisor is a local Chinese or an expatriate. These organizat Applied Program：Organizational Behavior

The purpose behind this personal statement is to not only gain admission to your well-established and highly respected Ph.D. program， but to impress upon you my passion for learning and my tremendous desire to succeed in both scholastic research and in teaching on the professional level. I have based my decision to pursue an academic career not on purely practical reasons， but rather on my own natural interests and aptitude. My personal philosophy is that money and social status should not be pursued as life-consuming objectives and that in actuality they are the by-products of goals originating from one"s inner needs. I understand that my intellectual capacity is a gift， and I intend to use this gift to the very best of my substantial capabilities.

I am interested in the field of study of Organizational Behavior. In the past， I have had the experience of working in settings where the people and the corporate cultures of the companies were all different. I have found that there is a great difference in the both the behaviors of people and of their organizations， depending on whether they are state-owned enterprises (SOEs)， large multinational firms， or small to medium sized foreign enterprises. One simple example is that of the ability of an employee to act independently without direct instructions from his or her boss. In many Chinese organizations， acting without direct instructions is considered a form of disrespect towards the supervisor， who is generally offended by such behavior. In my experience and research， such organizations tend to have low operating efficiency with the employees losing their innate ability to take the initiative.