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Directions: There are 20 blanks in the following passage. For each blank there are four choices marked [A], [B], [C] and [D] on the right side of the paper. You should choose the ONE that best fits into the passage. Then mark the corresponding letter on Answer Sheet 2 with a single line through the centre. One of the greatest concerns parents have when facing an international move is, "What school will be (62) to my child Will my child be (63) academically as a result of this move" Although this fear is certainly strongest in families moving overseas for the first time, even those who may be more (64) often have concerns about their children’s education. Dr. Ernest Mannino spoke frankly about some of the common (65) parents have regarding the education of their children. Dr. Mannino cautions parents (66) making about their children’s education. To make a (n) educated (67) , parents need to think through schooling. (68) and to research post schools in advance of a move. Children who are internationally (69) have many choices of schools to attend. In most major cities, there are schools (70) on the US, French, German, and British systems. Some parents also choose to become their children’s teachers (71) home education. Which school is (72) for your child is an individual decision based on many factors. One of the primary factors that should be considered is what type of college or university your child will attend after high school. Some parents want a(n) (73) education instead of just an education within an American system school and (74) , they have the opportunity to go to these types of schools. (75) what parents must keep in mind is whether this school will best prepare your child for education beyond high school. Parents may be tempted to (76) their children’s school system in order to (77) cross-cultural understanding, but many experts suggest just the (78) . Mannino warns that differences in the order of curriculum exist in the high school grades; moving your child from one academic system to another during this time can (79) a child academically. At the (80) least, the parent should learn what the differences (81) curriculum are and try to keep the child in one system for all of the high school years.
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Directions: In this part, you will have 15 minutes to go over the passage quickly and answer the questions on Answer Sheet 1. For questions 1-7, choose the best answer from the four choices marked [A], [B], [C] and [D]. For questions 8-10, complete the sentences with the information given in the passage. Awkward! Nine sticky work situations and how to fix them Dealing with weirdness in the office is never easy, but it’s essential to running a successful company. As an entrepreneur, you’ll run into sticky situations among employees that get in the way of productivity. "Human resources problems that get ignored have a really nasty habit of not going away," says Margaret Hart Edwards, a shareholder at employment law firm Littler Mendelson. Never fear: The experts are here to offer their advice for handling nine sticky HR situations that might otherwise leave you floored and fumbling. 1. Two employees start dating or break up Forty-six percent of employees have been involved in an office romance, according to Vault’s 2008 Office Romance Survey. But office relationships can create all sorts of awkward moral problems for employers, as well as legal dangers, such as sexual harassment claims. Given the potential risks, "the employer does have to interfere," Ms. Edwards says. Meet privately with the employees and have them state that it’s a voluntary relationship to protect against a sexual harassment claim. They should keep things professional, meaning no visible public display of affection or sharing of company information in ways that could put their co-workers at a disadvantage. Also talk about the potential of a breakup and the professionalism you expect. If they’re at-will employees, they should know you could fire them for inappropriate behaviour. 2. An Employee Shares Too Much Personal Information with Co-workers This is the employee who talks in excruciating (极令人不愉快的) detail about his impending divorce, recent doctor’s visit or latest romantic relationship. There’s no topic that’s off limits - and for co-workers, there’s nowhere to hide. Tim Young, founder and CEO of multimillion-dollar software firm Socialcast, has dealt with "TMI" employees at the company’s Irvine, Calif., headquarters. He takes these employees to lunch and brings up the topic. Says Young, 27, "You can coach them on reducing the amount of information they’re providing to [other] employees and refocus them back on the company." 3. A laid-off employee turns vengeful (图谋报复的) An angry ex-employee can cause a lot of damages. If he takes things too far, file a property damage report with the police. Even if you’re working only on suspicion that an ex-employee is behind the damage, you can explain why you believe the ex-employee may be the bad guy. Plan ahead for ex-employees who could pose a problem. Research security companies and know how to file a restraining order, if necessary. Treat employees how you would like to be treated, too. Says Ms. Edwards, "[Lay] people off in the most respectful and humane way possible to try to minimize this sort of behaviour." 4. Employees wear politics or religion on their sleeve Religion and politics are topics best avoided, but some employees will work them into the conversation. There’s a big difference between the employee who simply says "God bless you" and the employee who tries to convert his co-workers. As the employer, you may ask an employee to refrain from religious conversation around fellow co-workers who find it troublesome and could file harassment or hostile work environment claims. Be careful, however, not to discriminate the employee because of her religious expression, says James M. Craig, an employment attorney with Thompson, Sizemore, Gonzalez & Hearing. Remind employees that politics can make people angry and distract from the work. Suggest they save these discussions for break times. 5. Employees think a co-worker got an undeserved promotion Meet with the employees who have a problem with the promotion, says Bob Nelson, author of 1,001 Ways to Reward Employees. Talk to them about what you’re hearing and let them offer their side. Tell them why this co-worker received the promotion, focusing on skill aspects instead of personality traits. "State that it’s inappropriate to complain about a co-worker and that you would like them to stop," he says. Feeling passed over or ignored is often at the heart of this issue. If an employee feels bitter that he wasn’t considered, work out a plan for developing his skills. Employees who feel heard, appreciated and upwardly mobile will be more likely to offer their congratulations. 6. An employee is planning a wedding and annoying co-workers Planning a wedding is a happy time in a person’s life, but not if you’re the planner’s co-worker picking up the slack for someone more interested in place settings than spreadsheets. This problem can fester (激起怨忿) until other employees want to throw more than rice at the engaged. You shouldn’t hold your peace as the employer. Pull this employee aside and offer your congratulations. Then say productivity is down and that her focus during work hours should be on the work. "It’s a performance problem and should be addressed that way," Ms. Edwards says. If you’re generous, you might offer some short-term scheduling flexibility. If the employee refuses and files for divorce from your company, maybe it’s for the best. 7. An employee’s substance-abuse problem is becoming obvious Mr. Young has had employees who developed substance abuse problems. He meets privately with them to discuss performance and behavioural problems, then he directs them toward the employee assistance program provided through Socialcast’s outside HR provider. "It’s important to try to dictate a plan of action," Mr. Young says. 8. There’s conflict between childless employees and working parents Employers who ignore this delicate issue end up with unhappy workplaces where childless workers are always being asked to fill in the gaps for working parents who leave early and say they can’t work weekends. "On occasion is one thing, but over time, [it] can become a habit of treating one class of employees differently from another," Mr. Nelson says. He suggests a rotation system for projects and overtime, and allowing equal access to time off without a reason. Ask employees what would work, too. Says Mr. Nelson, "Sometimes when a policy is created and monitored by the staff, it has the best chance of being viewed as fair by everyone." 9. An employee is taking advantage of company money or equipment Unfortunately, every employer will have employees who secretly take from the company. In fact, hidden employee fraud steals 7 per cent of a company’s revenue every year, according to the Association of Certified Fraud Examiners. "The dollars lost to fraud can grow quickly," says Tracy Coenen, a forensic accountant and the author of Essentials of Corporate Fraud. Employee stealing increases in tough times, when an employee might take home a roll of paper towels or buy unnecessary office supplies just to get a free $20 coffee card. Ms. Coenen suggests writing a clear fraud policy that educates employees about what’s unacceptable. For larger cases of fraud, Ms. Coenen advises small-business employers to contact a fraud investigator and an employment attorney for legal advice. "The worst thing a company can do," she says, "is ignore a fraud problem." A wedding-planning worker may be the source of his colleague’s anger because ______.
Directions: There are 2 passages in this section. Each passage is followed by some questions or unfinished statements. For each of them there are four choices marked [A], [B], [C] and [D]. You should decide on the best choice and mark the corresponding letter on Answer Sheet 2 with a single line through the centre.Passage One A globe-spanning U. N. digital library seeking to display and explain the wealth of all human cultures has gone into operation on the Internet, serving up mankind’s accumulated knowledge in seven languages for students around the world. James H. Billington, the librarian of Congress who launched the project four years ago, said the ambition was to make available on an easy-to-navigate site, free for scholars and other curious people anywhere, a collection of primary documents and authoritative explanations from the planet’s leading libraries. The site (www.wdl.org) has put up the Japanese work that is considered the first novel in history, for instance, along with the Aztecs’ first mention of the Christ child in the New World and the works of ancient Arab scholars piercing the mysteries of algebra(代数), each entry flanked by learned commentary. "There are many one-of-a-kind documents," Billington said in an interview. The World Digital Library, which officially will be inaugurated (落成典礼) recently at the Paris headquarters of UNESCO, the U. N. Educational, Scientific and Cultural Organization, has started small, with about 1,200 documents and their explanations from scholars in Arabic, Chinese, English, French, Portuguese, Spanish and Russian. But it is designed to accommodate an unlimited number of such texts, charts and illustrations from as many countries and libraries as want to contribute. The main target is children, building on the success among young people of the U. S. National Digital Library Program, which has been in operation at the Library of Congress since the mid-1990s. That program, at its American Memory site, has made available 15 million U.S. historical records, including recorded interviews with former slaves, the first moving pictures and the Declaration of Independence. Billington predicted that children around the world, like their U. S. counterparts, will turn naturally to the Internet for answers to questions, provided they have access to computers and high-speed connections. The site was developed by a team at the Library of Congress in Washington with technical assistance from the Bibliotheca Alexandrina in Egypt. The digital library’s main server is also in Washington, but officials said plans are underway for regional servers around the world. In addition to UNESCO and the Library of Congress, 26 other libraries and institutions in 19 countries have contributed to the project. Each is accompanied by a brief explanation of its content and significance. The documents have been scanned onto the site directly, in their original languages, but the explanations appear in all seven of the site’s official languages. Users can sort through the information in several ways. They can ask what was going on anywhere in the world in, say, science or literature during the 4th century B.C., for instance. They can look up the history of a certain topic over the centuries in China alone, or in China and North America. By cross-referencing, a user can see how one area of the world stood compared with another at any given time. What’s the main purpose of this passage
Directions: There are 20 blanks in the following passage. For each blank there are four choices marked [A], [B], [C] and [D] on the right side of the paper. You should choose the ONE that best fits into the passage. Then mark the corresponding letter on Answer Sheet 2 with a single line through the centre. One of the greatest concerns parents have when facing an international move is, "What school will be (62) to my child Will my child be (63) academically as a result of this move" Although this fear is certainly strongest in families moving overseas for the first time, even those who may be more (64) often have concerns about their children’s education. Dr. Ernest Mannino spoke frankly about some of the common (65) parents have regarding the education of their children. Dr. Mannino cautions parents (66) making about their children’s education. To make a (n) educated (67) , parents need to think through schooling. (68) and to research post schools in advance of a move. Children who are internationally (69) have many choices of schools to attend. In most major cities, there are schools (70) on the US, French, German, and British systems. Some parents also choose to become their children’s teachers (71) home education. Which school is (72) for your child is an individual decision based on many factors. One of the primary factors that should be considered is what type of college or university your child will attend after high school. Some parents want a(n) (73) education instead of just an education within an American system school and (74) , they have the opportunity to go to these types of schools. (75) what parents must keep in mind is whether this school will best prepare your child for education beyond high school. Parents may be tempted to (76) their children’s school system in order to (77) cross-cultural understanding, but many experts suggest just the (78) . Mannino warns that differences in the order of curriculum exist in the high school grades; moving your child from one academic system to another during this time can (79) a child academically. At the (80) least, the parent should learn what the differences (81) curriculum are and try to keep the child in one system for all of the high school years.
Directions: In this part, you will have 15 minutes to go over the passage quickly and answer the questions on Answer Sheet 1. For questions 1-7, choose the best answer from the four choices marked [A], [B], [C] and [D]. For questions 8-10, complete the sentences with the information given in the passage. Awkward! Nine sticky work situations and how to fix them Dealing with weirdness in the office is never easy, but it’s essential to running a successful company. As an entrepreneur, you’ll run into sticky situations among employees that get in the way of productivity. "Human resources problems that get ignored have a really nasty habit of not going away," says Margaret Hart Edwards, a shareholder at employment law firm Littler Mendelson. Never fear: The experts are here to offer their advice for handling nine sticky HR situations that might otherwise leave you floored and fumbling. 1. Two employees start dating or break up Forty-six percent of employees have been involved in an office romance, according to Vault’s 2008 Office Romance Survey. But office relationships can create all sorts of awkward moral problems for employers, as well as legal dangers, such as sexual harassment claims. Given the potential risks, "the employer does have to interfere," Ms. Edwards says. Meet privately with the employees and have them state that it’s a voluntary relationship to protect against a sexual harassment claim. They should keep things professional, meaning no visible public display of affection or sharing of company information in ways that could put their co-workers at a disadvantage. Also talk about the potential of a breakup and the professionalism you expect. If they’re at-will employees, they should know you could fire them for inappropriate behaviour. 2. An Employee Shares Too Much Personal Information with Co-workers This is the employee who talks in excruciating (极令人不愉快的) detail about his impending divorce, recent doctor’s visit or latest romantic relationship. There’s no topic that’s off limits - and for co-workers, there’s nowhere to hide. Tim Young, founder and CEO of multimillion-dollar software firm Socialcast, has dealt with "TMI" employees at the company’s Irvine, Calif., headquarters. He takes these employees to lunch and brings up the topic. Says Young, 27, "You can coach them on reducing the amount of information they’re providing to [other] employees and refocus them back on the company." 3. A laid-off employee turns vengeful (图谋报复的) An angry ex-employee can cause a lot of damages. If he takes things too far, file a property damage report with the police. Even if you’re working only on suspicion that an ex-employee is behind the damage, you can explain why you believe the ex-employee may be the bad guy. Plan ahead for ex-employees who could pose a problem. Research security companies and know how to file a restraining order, if necessary. Treat employees how you would like to be treated, too. Says Ms. Edwards, "[Lay] people off in the most respectful and humane way possible to try to minimize this sort of behaviour." 4. Employees wear politics or religion on their sleeve Religion and politics are topics best avoided, but some employees will work them into the conversation. There’s a big difference between the employee who simply says "God bless you" and the employee who tries to convert his co-workers. As the employer, you may ask an employee to refrain from religious conversation around fellow co-workers who find it troublesome and could file harassment or hostile work environment claims. Be careful, however, not to discriminate the employee because of her religious expression, says James M. Craig, an employment attorney with Thompson, Sizemore, Gonzalez & Hearing. Remind employees that politics can make people angry and distract from the work. Suggest they save these discussions for break times. 5. Employees think a co-worker got an undeserved promotion Meet with the employees who have a problem with the promotion, says Bob Nelson, author of 1,001 Ways to Reward Employees. Talk to them about what you’re hearing and let them offer their side. Tell them why this co-worker received the promotion, focusing on skill aspects instead of personality traits. "State that it’s inappropriate to complain about a co-worker and that you would like them to stop," he says. Feeling passed over or ignored is often at the heart of this issue. If an employee feels bitter that he wasn’t considered, work out a plan for developing his skills. Employees who feel heard, appreciated and upwardly mobile will be more likely to offer their congratulations. 6. An employee is planning a wedding and annoying co-workers Planning a wedding is a happy time in a person’s life, but not if you’re the planner’s co-worker picking up the slack for someone more interested in place settings than spreadsheets. This problem can fester (激起怨忿) until other employees want to throw more than rice at the engaged. You shouldn’t hold your peace as the employer. Pull this employee aside and offer your congratulations. Then say productivity is down and that her focus during work hours should be on the work. "It’s a performance problem and should be addressed that way," Ms. Edwards says. If you’re generous, you might offer some short-term scheduling flexibility. If the employee refuses and files for divorce from your company, maybe it’s for the best. 7. An employee’s substance-abuse problem is becoming obvious Mr. Young has had employees who developed substance abuse problems. He meets privately with them to discuss performance and behavioural problems, then he directs them toward the employee assistance program provided through Socialcast’s outside HR provider. "It’s important to try to dictate a plan of action," Mr. Young says. 8. There’s conflict between childless employees and working parents Employers who ignore this delicate issue end up with unhappy workplaces where childless workers are always being asked to fill in the gaps for working parents who leave early and say they can’t work weekends. "On occasion is one thing, but over time, [it] can become a habit of treating one class of employees differently from another," Mr. Nelson says. He suggests a rotation system for projects and overtime, and allowing equal access to time off without a reason. Ask employees what would work, too. Says Mr. Nelson, "Sometimes when a policy is created and monitored by the staff, it has the best chance of being viewed as fair by everyone." 9. An employee is taking advantage of company money or equipment Unfortunately, every employer will have employees who secretly take from the company. In fact, hidden employee fraud steals 7 per cent of a company’s revenue every year, according to the Association of Certified Fraud Examiners. "The dollars lost to fraud can grow quickly," says Tracy Coenen, a forensic accountant and the author of Essentials of Corporate Fraud. Employee stealing increases in tough times, when an employee might take home a roll of paper towels or buy unnecessary office supplies just to get a free $20 coffee card. Ms. Coenen suggests writing a clear fraud policy that educates employees about what’s unacceptable. For larger cases of fraud, Ms. Coenen advises small-business employers to contact a fraud investigator and an employment attorney for legal advice. "The worst thing a company can do," she says, "is ignore a fraud problem." According to Bob Nelson, to stop those rumoring about others’ promotions, it’s better for the entrepreneur to ______.
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