题目内容
Passage One Questions 52 to 56 are based on the following passage. Each year Universum, a Swedish consulting firm, asks American MBA students where they would most like to work. The 2007 survey showed a few surprises in its top 50 companies named: Hewlett-Packard and Cisco Systems had fell, while old reliables such as General Electronic, Coca-Cola and General Mills had jumped up the list. But the most desired industry remains consulting, despite the beating it has taken since the end of the dotcom boom, and the top firm remains McKinsey. Perhaps the reason is: in recent years McKinsey has done as much as any company to provide MBA graduates with increasingly better and more profitable positions. The reason for this was the firm’s popularization of a concept known as "war for talent". It advocated finding the best and brightest and rewarding their innovations (创新) in proportion to "talent" instead of their performance or seniority (资格). But what is talent And how does a company measure its employees’ talent, especially when assigning them to new projects The "war for talent" recommends a careful assessment of the inner skills and characteristics ready for success but gives few clues as to what those inner skills might be, which might make the war standardless. For a company focused on quick growth, one shortcut could be young hires who had already been rewarded for their talent by receiving MBAs from well-respected schools. Thus as the idea of finding talented employees who could quickly learn the skills took off, so did the asking price of the star MBA graduates. Unfortunately, now the "war for talent" seems less of a brilliant idea. The economic downturn, bringing with it less competition for the available talent, also did its part to control in indulgent (纵容的) employers. Similarly, Professor Jeffrey Pfeffer emphasized that cultivating a talent means not just hiring the most effective performers, but being able to deal quickly and firmly with the least effective C performers. But he adds that the C refers not to the person but to the individual’s performance in a given job. Some low-performing managers were A or B performers earlier in their careers — and may attain that level of performance again. MBA programs will remain attractive recruiting areas, but the MBA model itself has come under increasing criticism. Prof. Pfeffer, in a 2007 article found little evidence that an MBA had much effect on future salary or career. Future MBA students might need to provide more evidence of their talent to impress potential employers. What is Professor Pfeffer’s attitude towards cultivating a talent
查看答案
搜索结果不匹配？点我反馈
更多问题
Questions 47 to 51 are based on the following passage. Child maltreatment (虐待) is a global problem with serious life-long consequences. There are no reliable global estimates for the common existing of child maltreatment. Data for many countries, especially low- and middle-income countries, are lacking. Child maltreatment is complex and difficult to study. Current estimates vary widely depending on the country and the method of research used. Nonetheless, international studies reveal that approximately 20% of women and 5-10% of men report being sexually abused as children, while 25-50% of all children report being physically abused. Additionally, many children are subject to emotional abuse (sometimes referred to as psychological abuse) and to neglect. Every year, there are an estimated 31,000 homicide (他杀) deaths in children under 15. This number underestimates the true extent of the problem, as a significant proportion of deaths due to child maltreatment are incorrectly attributed to falls, bums and drowning and other causes. Child maltreatment causes suffering to children and families and can have long-term consequences. Maltreatment causes stress that is associated with disruption in early brain development. Extreme stress can impair the development of the nervous and immune systems. Consequently, as adults, maltreated children are at increased risk for behavioral, physical and mental health problems such as depression, smoking, unintended pregnancy, alcohol and drug misuse, etc. Via the behavioral and mental health consequences, maltreatment can contribute to heart disease, cancer, suicide and sexually transmitted infections. Beyond the health consequences of child maltreatment, there is an economic impact, including costs of hospitalization, mental health treatment, child welfare, and longer-term health costs. A number of risk factors for child maltreatment have been identified. These risk factors are not present in all social and cultural contexts, but provide an overview when attempting to understand the causes of child maltreatment. It is important to emphasize that children are the victims and are never to blame for maltreatment. A number of characteristics of an individual child may increase the likelihood of being maltreated: being either under four years old or an adolescent; being unwanted, or failing to fulfill the exceptions of parents; and having special needs, crying persistently or having abnormal physical features. One reason for the difficult situation in the global estimates of child maltreatment is that different ______ are used.
Passage Two Questions 57 to 61 are based on the following passage. While still catching up to men in some spheres of modem life, women appear to be way ahead in at least one undesirable category. "Women are particularly susceptible to developing depression and anxiety disorders in response to stress compared to men," according to Dr. Yehuda, chief psychiatrist at New York’s Veteran’s Administration Hospital. Studies of both animals and humans have shown that sex hormones somehow affect the stress response, causing females under stress to produce more of the trigger chemicals than do males under the same conditions. In several of the studies, when stressed-out female rats had their ovaries (the female reproductive organs) removed, their chemical responses became equal to those of the males. Adding to a woman’s increased dose of stress chemicals, are her increased "opportunities" for stress. "It’s not necessarily that women don’t cope as well. It’s just that they have so much more to cope with," says Dr. Yehuda. "Their capacity for tolerating stress may even be greater than men’s," she observes. "It’s just that they’re dealing with so many more things that they become worn out from it more visibly and sooner." Dr. Yehuda notes another difference between the sexes. "I think that the kinds of things that women are exposed to tend to be in more of a chronic or repeated nature. Men go to war and are exposed to combat stress. Men are exposed to more acts of random physical violence. The kinds of interpersonal violence that Women are exposed to tend to be in domestic situations, by, unfortunately, parents or other family members, and they tend not to be one-shot deals. The wear-and-tear that comes from these longer relationships can be quite devastating." Adeline Alvarez married at 18 and gave birth to a son, but was determined to finish college. "I struggled a lot to get the college degree. I was living in so much frustration that that was my escape, to go to school, and get ahead and do better." Later, her marriage ended and she became a single mother. "It’s the hardest thing to take care of a teenager, have a job, pay the rent, pay the car payment, and pay the debt. I lived from paycheck to paycheck." Not everyone experiences the kinds of severe chronic stresses, Alvarez describes. But most women today are coping with a lot of obligations, with few breaks, and feeling the strain. Alvarez’s experience demonstrates the importance of finding ways to diffuse stress before it threatens your health and your ability to function. What does Alvarez mean by "I lived from paycheck to paycheck" (Lines 5-6, Para. 5)
Directions: Complete the sentences by translating into English the Chinese given inbrackets. Please write your translation on Answer Sheet 2. The police ______(用酷刑逼迫他承认犯了罪).
Passage One Questions 52 to 56 are based on the following passage. Each year Universum, a Swedish consulting firm, asks American MBA students where they would most like to work. The 2007 survey showed a few surprises in its top 50 companies named: Hewlett-Packard and Cisco Systems had fell, while old reliables such as General Electronic, Coca-Cola and General Mills had jumped up the list. But the most desired industry remains consulting, despite the beating it has taken since the end of the dotcom boom, and the top firm remains McKinsey. Perhaps the reason is: in recent years McKinsey has done as much as any company to provide MBA graduates with increasingly better and more profitable positions. The reason for this was the firm’s popularization of a concept known as "war for talent". It advocated finding the best and brightest and rewarding their innovations (创新) in proportion to "talent" instead of their performance or seniority (资格). But what is talent And how does a company measure its employees’ talent, especially when assigning them to new projects The "war for talent" recommends a careful assessment of the inner skills and characteristics ready for success but gives few clues as to what those inner skills might be, which might make the war standardless. For a company focused on quick growth, one shortcut could be young hires who had already been rewarded for their talent by receiving MBAs from well-respected schools. Thus as the idea of finding talented employees who could quickly learn the skills took off, so did the asking price of the star MBA graduates. Unfortunately, now the "war for talent" seems less of a brilliant idea. The economic downturn, bringing with it less competition for the available talent, also did its part to control in indulgent (纵容的) employers. Similarly, Professor Jeffrey Pfeffer emphasized that cultivating a talent means not just hiring the most effective performers, but being able to deal quickly and firmly with the least effective C performers. But he adds that the C refers not to the person but to the individual’s performance in a given job. Some low-performing managers were A or B performers earlier in their careers — and may attain that level of performance again. MBA programs will remain attractive recruiting areas, but the MBA model itself has come under increasing criticism. Prof. Pfeffer, in a 2007 article found little evidence that an MBA had much effect on future salary or career. Future MBA students might need to provide more evidence of their talent to impress potential employers. What is a weak point of "war of talent" plan
微信支付 
支付宝支付