快速导航
学历类
职业资格
公务员
医卫类
建筑工程
外语类
外贸类
计算机类
财会类
技能鉴定
Investing thousands of pounds in the recruitment and training of each new
graduate recruit may be just the beginning. Choosing the wrong candidate may
leave an organisation paying for years to come.
Few companies will have escaped all of the following failures: people who
panic at the first sight of stress; those with long impressive qualifications
who seem incapable of learning; hypochondriacs whose absentee record becomes
astonishing; and the unstable person later discovered to be a thief or
worse.
Less dramatic, but just as much a problem, is the person who simply does not
come up to expectations, who does not quite deliver; who never becomes a
high-flier or even a steady performer; the employee with a fine future behind
them.
The first point to bear in mind at the recruitment stage is that people don’t
change. Intelligence levels decline modestly, but change little over their
working life. The same is true of abilities, such as learning languages and
handling numbers.
Most people like to think that personality can change, particularly the more
negative features such as anxiety, low esteem, impulsiveness or a lack of
emotional warmth. But data collected over 50 years gives a clear message: still
stable after all these years. Extroverts become slightly less extroverted; the
acutely shy appear a little less so, but the fundamentals remain much the same.
Personal crises can affect the way we cope with things: we might take up or drop
drink, drugs, religion or relaxation techniques, which can be have pretty
dramatic effects. Skills can be improved, and new ones introduced, but at rather
different rates. People can be groomed for a job. Just as politicians are
carefully repackaged through dress, hairstyle and speech specialists, so people
can be sent on training courses, diplomas or experimental weekends. But there is
a cost to all this which may be more than the price of the course. Better to
select for what you actually see rather than attempt to change it.
( )1. The purpose of this passage is to give managers the advice that .
A. Employers should select candidates for their potential.
B. Employers should select candidates for what they are rather than for their
potential.
C. Employers should select the newly graduated and send them on training
courses, diplomas or experimental weekends.
D. Employers should select experienced candidates to avoid spending thousands
of pounds in training.
( )2. According to the passage, which of the following statements is true?
.
A. Absolutely, People don’t change during their working lives.
B. Generally, people change to a large extent during their working lives.
C. Fundamentally, people stay the same during their working lives.
D. Normally, people don’t change at all during their working lives.
( )3. What does a fine future behind them (line 3 of paragraph 3) means?
.
A. Some people will certainly have a promising future though they are not
very competent in their present work.
B. Some people don’t have any potential for their work though they are
employed.
C. Some people can have a bright future though they can’t do their work
well.
D. Some people have potential when they are employed, but never realize that
potential.
( )4. According to the passage, people’s basic abilities like language
learning and numeracy .
A. change little over their working life.
B. never change over their working life.
C. change fundamentally over their working life.
D. change profoundly over their working life.
( )5. The word deliver (line 2 of paragraph 3) means .
A. to take goods to the places or people they are addressed to
B. to give a speech
C. to do what you promised to do
D. to help a woman to give birth to a baby.
In the past, operations were difficult. Until the middle of the eighteen
fifties, surgery was very dangerous. Many patients died after even the smallest
operations. This was because bacteria entered the cuts in the patients
bodied’and started infection. In some countries, up to 90 percent of patients
died from inf ection after operations. In 1865, however, Joseph Lister, a
British surgeon, found an answer to the problem. He used an “antiseptic during”
and after operations. This killed the dangerous bacteria and most of his
patients lived. Since then, surgeons have used antiseptics in all
operations.Surgery has developed in many important ways since the day of Joseph
Lister. Today, when patients go to hospital for an operation, they can expect
thebest treatment, in clean and hygienic conditions.
33. Operations were difficult and dangerous until_______.
A.1850
B. the middle of 1850
C. the middle of the fifties of the eighteenth century
D. the middle of the fifties of the nineteenth century
34. In the passage, surgery means__________.
A. The performing of an operation
B. cure
C. treatment
D. medicine
35. In the past, up to 90 percent of patients died after operations mainly
b
ecause__________.
A. bacteria entered the cuts in the patients bodies’and infection took
place
B. the conditions in hospitals were bad
C. the skill of surgeons was not so good
D. there were no good medicine at that time
36. Which topic of the following best suits the passage?
A. Operations were difficult in the past
B. The devotion of Joseph Lister to medical science
C. Surgery has become safer
D. Developments in surgery
37. Joseph Lister was________.
A. a Frenchman
B. a German
C. an Englishman
D. an Americ
Passage 3
Questions 11 to 15 are based on the following passage:
Unlike their American or European counterparts, car salesmen in Japan work hard to get a buyer. Instead of lying lazily around showrooms waiting for customers to drop by, many Japanese car salesmen still go out to get them. They walk wearily along the streets cars door-to-door. New customers are hunted with
fruit and cakes on their birthdays. But life is getting tough, and not just because new-car sales are falling.
With more Japanese women (who often control the household budget) going out to work, the salesmen increasingly find nobody at home when they call. That means another visit in the evening or the weekend. Then they face an extra problem: more people, especially the young, prefer to choose a new car from a
showroom where they can compare different models.
Even as late as the mid-1980s some 90% of new cars were sold door-to-door. In some rural areas most new cars are still sold this way. But in the big cities more than half the new cars are now sold from showrooms.
Although investing in showrooms is expensive because of the high cost of Japanese land, dealers have little choice. A labor shortage and higher among Japan’s workforce are making it difficult to hire
door-to-door salesmen. Most of a Japanese car salesman’s working day is spent doing favors for customers, like arranging insurance or picking up vehicles for servicing, rather than actually selling.
Japan’s doorstep car salesmen are not about to vanish. The personal service they provide is so deep-rooted in Japan that they are likely to operate alongside the glittering new showrooms. The two systems even complement each other. What increasingly happens is that the showroom attracts the interest of a potential buyer, giving the footsore salesmen a firm lead to follow up with a home visit.
11. Japanese car sales usually do not wait at showrooms for customers to drop by; instead, .
A. they sell cars door-to-door
B. they buy presents for their customers
C. they enjoy themselves in recreation centers
D. they go out to do market researches
12. Implied but stated: the competition in car market is .
A. light B. moderate C. fierce D. unfair
13. Young people like to buy a new car .
A. at home B. from a showroom
C. made in the U.S.A. D. made in Japan
14. The squadron of Japanese car salesmen is reducing because of .
A. a labor shortage
B. higher expectations among Japan’s workforce
C. high cost land
D. both A and B
15. Japanese car salesmen to their customers many favors such as .
A. showing them around in an exhibition
B. arranging insurance
C. paying them a visit on weekends
D. selling ole cars for them
