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One thing that distinguishes the online world from the real one is that it is very easy to find things. To find a copy of The Economist in print, one has to go to a news-stand, which may or may not carry it. Finding it online, though, is a different proposition. Just go to Google, type in "economist" and you will be instantly directed to economist.com. Though it is difficult to remember now, this was not always the case. Indeed, until Google, now the world’s most popular search engine, came on to the scene in September 1998, it was not the case at all. As in the physical world, searching online was a hit-or-miss affair. Google was vastly better than anything that had come before: so much better, in fact, that it changed the way many people use the web. Almost overnight, it made the web far more useful, particularly for nonspecialist users, many of whom now regard Google as the internet’s front door. The recent fuss over Google’s stock market flotation obscures its far wider social significance: few technologies, after all, are so influential that their names become used as verbs. Google began in 1998 as an academic research project by Sergey Brin and Lawrence Page, who were then graduate students at Stanford University in Palo Alto, California. It was not the first search engine, of course. Existing search engines were able to scan or "crawl" a large portion of the web, build an index, and then find pages that matched particular words. But they were less good at presenting those pages, which might number in the hundreds of thousands, in a useful way. Mr Brin’s and Mr Page’s accomplishment was to devise a way to sort the results by determining which pages were likely to be most relevant. They did so using a mathematical recipe, or algorithm, called PageRank. This algorithm is at the heart of Google’s success, distinguishing it from all previous search engines and accounting for its apparently magical ability to find the most useful web pages. Untangling the web PageRank works by analysing the structure of the web itself. Each of its billions of pages can link to other pages, and can also, in turn, be linked to. Mr Brin and Mr Page reasoned that if a page was linked to many other pages, it was likely to be important. Furthermore, if the pages that linked to a page were important, then that page was even more likely to be important. There is, of course, an inherent circularity to this formula--the importance of one page depends on the importance of pages that link to it, the importance of which depends in turn on the importance of pages that link to them. But using some mathematical tricks, this circularity can be resolved, and each page can be given a score that reflects its importance. The simplest way to calculate the score for each page is to perform a repeating or "iterative" calculation (see article). To start with, all pages are given the same score. Then each link from one page to another is counted as a "vote" for the destination page. Each page’s score is recalculated by adding up the contribution from each incoming link, which is simply the score of the linking page divided by the number of outgoing links on that page. (Each page’s score is thus shared out among the pages it links to.) Once all the scores have been recalculated, the process is repeated using the new scores, until the scores settle down and stop changing (in mathematical jargon, the calculation "converges"). The final scores can then be used to rank search results: pages that match a particular-set of search terms are displayed in order of descending score, so that the page deemed most important appears at the top of the list. Which of the following is NOT true
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美育的内容就是艺术教育和“美学”学习相结合。( )
物流公司的基本职业道德——急客户之所急 2003年11月19日，河北廊坊开发区某工厂全厂领导和工人都在焦急等待着某物流公司的一个快件，等待着一个重要配件来恢复生产。但大雾弥漫整个北京，首都机场很多航班晚点，飞机上的快件也迟迟不能落地。 急客户之所急，是某物流公司员工的共同想法，该物流公司的员工提货时，已是19:00，虽然早已过了下班时间，而且天气恶劣，京津塘高速已经封闭，但该物流公司的两位工作人员还是克服了所有困难，在晚上22:32将快件安全送达客户手中，尽最大努力保证了工厂及时恢复生产。某物流公司员工的这种工作态度，正是中国现代物流行业职业道德精神的具体表现，也是职业道德对从业人员的最起码的要求。 物流行业的性质决定了物流企业的员工必须承担相应的职业责任，履行相应的职业义务。该物流公司管理者认为：快递物流作为服务行业，其产品是无形的。客户只看到结果，无法直接感觉到服务的中间过程，因而公司的产品和形象是通过员工体现的，公司要求员工遵守相应的职业规则，认真负责地完成自己份内的工作。从这个意义上说，整个公司生存的根本和企业的价值观是通过员工实现的。 该物流公司目前具有国际实践经验的管理团队来自不同的文化背景，他们的工作经历能使其很快地适应不同文化的差异。该物流公司的服务网络分布广泛，面对的往往是背景各不相同的全球化客户；同时，该物流公司每天都与在其他国家的分公司进行业务协作，高层管理人员之间的联系很频繁，该物流公司的管理团队中的高级管理人员具有先进的管理理念、很强的适应能力和丰富的销售经验及专业操作能力，同时，具有较强的职业道德精神。因而，有些高级管理人员认为从公司的总体看，公司不需要进行专门的职业道德教育，因此将主要精力放在创造效益和增加职工收入上。另外，由于该物流公司的工作性质和信息化网络传输工具的广泛应用，员工与员工、管理者与被管理者之间交流得比较少。 作为该物流公司的普通递送人员，虽然他们的工作就是按指令将客户的物品，在准确的时间内送到客户手中，看似简单，其实要求很高。他们要以英语作为通用的工作语言，国际化的业务意味着递送员每天要面对来自世界各地的快件和大公司里众多的洋面孔，作为直接面对客户提供服务的工作人员，真诚自然的服务态度更是不可短缺的。该物流公司的普通递送人员文化素养、年龄、性别、国籍、肤色、语言、民族、嗜好、兴趣等差别很大，如何把这些人员的个人价值观与企业文化统一起来形成一种共识(认同)，这就需要引导员工认同自己的职业和岗位，认同职业所联系的“责、权、利”，认同和追求岗位的社会价值。该物流公司始终把推广企业文化与培养员工的职业素养结合在一起，以满足客户不断提高的个性化需求。 但是，也有一小部分员工在进入该物流公司后，递送物品时遇到一些较挑剔的客户，就耍态度或针锋相对地处理业务活动。面对市场竞争的压力、职业所面对的困难和挑战，这一小部分员工不能自然形成敬业爱岗精神，即使在这个阶段上敬业爱岗，但本质上不是自己真心实意的行为，而是在外界的压力和奖惩制度的保障下才表现出来敬业爱岗。这样一旦出现不良的环境，有的员工敬业爱岗精神就会出现波动。这种现象给该物流公司的管理人员带来了极大的困扰。 思考题 1．现代我国物流行业职业道德的基本精神具体表现在哪些方面 2．管理人员怎样使员工自己的要求与外部要求趋于一致 3．请你从从业人员职业道德角度帮助该物流公司的管理人员寻找形成缺乏职业道德的原因，解除管理人员的困扰，使这一小部分员工能够自愿地接受和履行职业道德。
提示：Bill对Alice说昨晚看电视一直到后半夜。Alice说她通常是感到无事做才看电视。她问 Bill是不是感到无聊才看到这么晚。Bill说他把书包忘在了出租车上，并说看电视时心情好一点，可关上电视机，心情反而更糟。Alice: What a great day, don’t you thinkBill: I guess so. I didn’t notice. I feel terrible because I watched television (51) .Alice: After midnight! (52) because you were bored I usually watch TV only (53) .Bill: Bored No, was unhappy (54) .Alice: So, did watching TV make you feel betterBill: Well, I felt a bit better while I was watching. You know, it took my, mind off my troubles. But (55) , I just felt even worse with myself for wasting so much time. 53()
It is a long time for a large mount of big corporations or international companies to pay much attention to an ever-important subject -- Industrial Psychology. For studying and using the subject, they can produce more profits than ever before. So, what is its definition It is an application of various psychological techniques to the selection and training of industrial workers and to the promotion of efficient working conditions and techniques, as well as individual job satisfaction. This field of applied psychology first became prominent during World War II, when it became necessary to recruit and train the large number of new workers who were needed to meet the expanding demands of industry. The selection of workers for particular jobs is essentially a problem of discovering the special intelligence and personality characteristics needed for the job and of devising tests to determine whether candidates have such intelligence and characteristcs. The development of tests of this kind has long been a field of psychological research. Once the worker is on the job and has been trained, the fundamental aim of the industrial psychologist is to find ways in which a particular job can best be accomplished with a minimum of effort and a maximum of individual satisfaction. The psychologist’s function, therefore, differs born that of the so-called efficiency expert, who places primary emphasis on increased production. Psychological techniques used to lessen the effort involved in a given job include a detailed study of the motions required to do the job, the equipment used, and the conditions under which the job is performed. These conditions include ventilation, heating, lighting, noise, and anything else affecting the comfort or morale of the worker. After making such a study, the industrial psychologist often determines that the job in question may be accomplished with less effort by changing the routine motions of the work itself, changing or moving the tools, improving the working conditions, or a combination of several of these methods. Industrial psychologists have also studied the effects of fatigue on workers to determine the length of working time that yields the greatest productivity. In some cases such studies have proven that total production on particular jobs could be increased by reducing the number of working hours or by increasing the number of rest periods, or "breaks", during the day. Industrial psychologists may also suggest less direct requirements for general improvement of job performance, such as establishing a better line of communication between employees and management. The other aim of psychological research is to ______.
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