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病例4：女性，69岁，退休工人，近3年来逐渐出现特别好忘事，做事经常丢三落四，近一年不会自己穿衣服，有时把裤子当衣服“穿”，有时对着镜子中的自己问“你是谁呀”，2周前一个人跑出家门，找不到回家的路，说不清地址，说不上自己的名字，幸被邻居碰上才未发生意外。 首选治疗( )
诊断试验效果评价从 、 和 三方面进行。
病例1：女性，30岁，工人，近2个月来出现情绪低落，对什么都没有兴趣，话少，感疲乏无力，不愿上班，在家多卧床，不思饮食，失眠，早醒，有时说自己得绝症了，活着没意思；有时又心烦，发脾气。 如患者需电休克治疗，治疗前护士应做的准备是( )
As a result of all these factors, when the recession eases and people find more confidence, there will be an explosion of employees seeking new opportunities to escape their current jobs. This will be led by younger, less-experienced employees and the hard-headed young graduates. ’Headhunters’ confirm that older staff are still cautious, having seen so many good companies ’go to the wall’ , and are reluctant to jeopardize their redundancy entitlements. Past experience, however, suggests that, once triggered, the expansion in recruitment will be very rapid.The problem which faces many organizations is one of strategic planning; of not knowing who will leave and who will stay. Often it is the best personnel who move on whilst the worst cling to the little security they have. This is clearly a problem for companies, who need a stable core on which to build strategies for future growth.Whilst this expansion in the recruitment market is likely to happen soon in Britain, most employers are simply not prepared. With the loss of middle management, in a static marketplace, personnel management and recruitment are often conducted by junior personnel. They have only known recession and lack the experience to plan ahead and to implement strategies for growth. This is true of many other functions, leaving companies without the skills, ability or vision to structure themselves for long-term growth. Without this ability to recruit competitively for strategic planning, and given the speed at which these changes are likely to occur, a real crisis seems imminent.SUMMARY:Taking all of these various factors into consideration, when the economy picks up and people (66) , there will be a very rapid expansion in recruitment. Younger employees and graduates will lead the search for new jobs, older staff being more (67) Not knowing who will leave creates a problem for companies ; they need a (68) of personnel to plan and build future strategies. This is a serious matter, as (68) are often conducted by inexperienced staff, owing to the loss of many middle management positions. This inability to recruit strategically will leave many companies without the skills and vision to plan ahead and (70) to achieve long-term growth. 70（）
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