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Teachers need to be aware of the emotional, intellectual, and physical changes that young adults experience. And they also need to give serious (21) to how they can be best (22) such changes. Growing bodies need movement and (23) , but not just in ways that emphasize competition. (24) they are adjusting to their new bodies and a whole host of new intellectual and emotional challenges, teenagers are especially self-conscious and need the (25) that comes from achieving success and knowing that their accomplishments are (26) by others. However, the typical teenage lifestyle is already filled with so much com petition that it would be (27) to plan activities in which there are more winners than losers, (28) , publishing newsletters with many student-written book reviews, (29) student artwork, and sponsoring book discussion clubs. A variety of small clubs can pro- vide (30) opportunities for leadership, as well as for practice in successful (31) dynamics. Making friends is extremely important to teenagers, and many shy students need the (32) of some kind of organization with a supportive adult (33) visible in the back-ground. In these activities, it is important to remember that the young teens have (34) attention spans. A variety of activities should be organized (35) participants can remain active as long as they want and then go on to something else without feeling guilty and with- out letting the other participants down.

A. improper
B. risky
C. fair
D. wise

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采用多元化经营控制风险的唯一前提是所经营的各种商品的利润率存在负相关关系。 ( )

A. 对
B. 错

在其他情况不变的前提下,若使利润上升35%,单位变动成本需下降17.5%;若使利润上升32%,销售量需上升14%。利润对销量的变动比对单位变动成本的变动敏感。 ( )

A. 对
B. 错

企业利用甲设备生产A产品,每月正常产量为5000件,固定制造费用年预算金额为120万元,A产品机器小时定额为10小时/件。 8月份计划生产5000件,实际生产4600件,机器实际运行43700小时,实际发生固定制造费用9.3万元(假设全部以银行存款支付)。 固定制造费用差异直接计入“本年利润”。 要求对8月份的固定制造费用进行如下处理: (1) 计算固定制造费用总差异; (2) 计算固定制造费用耗费差异; (3) 分别计算固定制造费用能量差异、闲置能量差异和效率差异; (4) 编制支付和分配固定制造费用的分录(差异采用三因素分析法分析); (5) 编制结转固定制造费用耗费差异、闲置能量差异和效率差异的分录。

The rise of "temp" work has further magnified the decreasing rights and alienation of the worker. It is common corporate Practice to phase out full-time employees and hire temporary workers to take on more workload in less time. When facing a pressing deadline, a corporation may pay $15~$20 per hour for a temp worker, but the temp worker will only see $ 7 or $ 8 of that money. The rest goes to temp agency, which is usually a corporate chain, such as Kelly Services, that blatantly makes its profits off other people’s labor. This increases profits of the corporations because they can increase a workload, get rid of the employee when they’re finished, and not worry about paying benefits or unemployment for that employee. I have had to work with temps a few times in my current position, and the workers only want one thing--a full-time job with benefits. We really wanted to hire one temp I was working with, but we could not offer her a full-time job because it would have been a breach in our contract with the temp agency that employed her. To hire a temp full-time, we would have had to pay the agency over a thousand dollars. Through this practice and policy, the temp agency locks its temporary workers into a horrible new form of servitude from which the workers cannot break free. Furthermore, corporate powers push workers to take on bigger workloads, work longer hours, and accept less benefits by instilling a paranoia in their workforce. The capitalist bosses assume dishonesty, disloyalty, and laziness amongst workers, and they breed a sense of guilt and fear through their assumptions. Where guilt doesn’t seep in, bitterness, anger, and depression take over, the highest priorities of Big Business are to increase profits and limit liabilities. Personal relations and human needs are last on their list of priorities. So what we see is a huge mass of people who are alienated, distempered, over- worked, mentally and physically iii and who spend the vast majority of their time and energy on their basic survival. They are denied a chance to really "love", because they are forced to make profits for the capitalists in power. Which of the following can NOT be listed as a reason for corporations’ hiring tern porary workers and phasing out full-time employees

A. Corporations intend to leave more workload to temporary workers.
B. Temp workers are generally well-trained and can achieve high efficiency.
Corporations can reduce their production cost by employing temp workers.
D. Corporations can benefit a great deal from keeping a small full-time work forc

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