【考研类试卷】考研英语（阅读）-试卷51及答案解析.doc

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1、考研英语（阅读）-试卷 51及答案解析(总分：50.00，做题时间：90 分钟)一、Reading Comprehensio(总题数：5，分数：50.00)1.Section II Reading Comprehension（分数：10.00）_2.Part B（分数：10.00）_A“I just don“t know how to motivate them to do a better job.We“re in a budget crunch and I have absolutely no financial rewards at my disposal. In fact, we“ll

2、 probably have to lay some people off in the near future. It“s hard for me to make the job interesting and challenging because it isn“tit“s boring, routine paperwork, and there isn“ t much you can do about it. B“Finally, I can“t say to them that their promotions will hinge on the excellence of their

3、 paperwork. First of all, they know it“s not true. If their performance is adequate, most are more likely to get promoted just by staying on the force a certain number of years than for some specific outstanding act. Second, they were trained to do the job they do out in the streets, not to fill out

4、 our forms. All through their career it is the arrests and interventions that get noticed. C“I“ve got a real problem with my officers. They come on the force as young, inexperienced men, and we send them out on the street, either in cars or on a beat. They seem to like the contact they have with the

5、 public, the action involved in crime prevention, and the apprehension of criminals. They also like helping people out at fires, accidents, and other emergencies. D“Some people have suggested a number of things like using conviction records as a performance criterion. However, we know that“s not fai

6、rtoo many other things are involved. Bad paperwork increases the chance that you lose in court, but good paperwork doesn“t necessarily mean you“ll win. We tried setting up team competitions based on the excellence of the reports, but the guys caught on to that pretty quickly. No one was getting any

7、type of reward for winning the competition, and they figured why should they labor when there was no payoff. E“The problem occurs when they get back to the station. They hate to do the paperwork, and because they dislike it, the job is frequently put off or done inadequately. This lack of attention

8、hurts us later on when we get to court. We need clear, factual reports. They must be highly detailed and unambiguous. As soon as one part of a report is shown to be inadequate or incorrect, the rest of the report is suspect. Poor reporting probably causes us to lose more cases than any other factor.

9、 F“So I just don“t know what to do. I“ve been groping in the dark in a number of years. And I hope that this seminar will shed some light on this problem of mine and help me out in my future work.“ GA large metropolitan city government was putting on a number of seminars for administrators, managers

10、 and / or executives of various departments throughout the city. At one of these sessions the topic to be discussed was motivationhow we can get public servants motivated to do a good job. The difficulty of a police captain became the central focus of the discussion. Order: （分数：10.00）填空项 1:_填空项 1:_填

11、空项 1:_填空项 1:_填空项 1:_Have you ever considered what makes a good boss good? The answer to that question is admittedly mercurial, as one person“s view of a top-notch employer will differ from somebody else“s. However, there are a number of traits, attitudes and abilities that are common to all good bos

12、ses. Moreover, the need for solid leadership skills is especially telling with smaller businesses. “Being a good boss is important in any organization, but it“s particularly important for small business,“ says Rob Sheehan, director of executive education at the James MacGregor Burns Academy of Leade

13、rship at the University of Maryland. “With smaller businesses, you really have the opportunity to set the tone for the entire company.“ Bearing in mind the importance of good leadership to business, consider the following lineup of skills, strategies and attributes: (1)Be inclusive: With a smaller o

14、peration, it“ s essential that everyone feels like an equal and involved part of the team. A good employer is certain to treat each employee fairly, not only in terms of salary and other forms of compensation, but also in how that employee is involved in the daily function of the business. Encourage

15、 feedback, innovation and creativity so employees feel genuinely engaged. (2)Mission, not just money: Very few businesses operate out of sheer altruism, but that“ s not to say that turning a profit is the primary philosophical and practical focus. Rather, an effective boss establishes a genuine busi

16、ness mission. How that takes shape depends both on the business and on the overriding focus the boss wants to set. (3)Nothing to fear but fear itself: Many of us have had bosses who would be right at home with a knife next to their desk calendars. Make one mistake on the job and feel free to slip yo

17、ur head right in beneath the blade. Conversely, an effective boss encourages his or her employees not to be gun shy about occasional chaos along the road toward better job performance. (4)It“ s their careers, too: Don“t forget that the people who work for you are looking to you to help them navigate

18、 and advance their careers. As I said, it“s not all about money. But it is all about making your employees see how to improve and create meaningful careers for themselves. (5)Made, not necessarily born: One final aspect of being a good boss is recognizing that much of what goes into being an effecti

19、ve leader is, in fact, learned behavior. Of course, there always have been and will be bosses who seem to have a flawless touch in leading and motivating. But for every natural, there are just as many top -flight bosses who got that way by attending management classes and seminars, reading books on

20、effective leadership and, just as important, understanding that a good employer naturally attracts first -rate employees. A“It“s important to use that different perspective to educate and encourage. But it“s also important, like a good coach, to lead your team by example. For instance, while you sho

21、uld point out mistakes by your employees, be sure to admit when you yourself make a mistake,“ says Sheehan. B“You need to create an environment of integrity, trust and respect to make absolutely certain that everyone is treated fairly, regardless of the differences they may have,“ says Sheehan. C“Pe

22、ople can definitely develop good leadership capabilities,“ says Sheehan. “To a certain degree, we all have innate traits that make us good bosses. All you really have to do is work to develop those traits to their utmost.“ DIf an employee has a goal of becoming a manager or running his or her own bu

23、siness someday, nurture that goal. Tell them the traits they need to work on to achieve their ultimate plans. EFor instance, a restaurant owner may push speedy lunchtime service as a way of serving the time-strapped business community. By contrast, a medical supply outfit may emphasize how its produ

24、cts improve customers“ health. Not only can a clear mission(responsibility)serve to motivate employees, it can also infuse a sense of importance in their jobs. F“This requires a mentality that encourages learning rather than being afraid of making a mistake. Try something new and different, but know

25、 we“re not going to kill each other if things don“t work out,“ says Sheehan. “I was a swimmer in college and I swam fast when I imagined a shark was after me. I swam just as fast when I imagined I was in the Olympics. It“ s a question of what you want to focus on.“（分数：10.00）填空项 1:_填空项 1:_填空项 1:_填空项

26、1:_填空项 1:_Today, some 30% of small business owners don“t have a Web presence at all, while the vast majority who do are watching their sites sit stale, waiting and wanting for business. Where did things go wrong? There are common principles followed by those whose dreams of online success have becom

27、e reality. (1)Build your site around your customer: Thinking of your site as your online storefront, built around delivering the highest-quality customer experience from the moment your customer steps through the “door“. (2)Just because you built it doesn“ t mean they“ 11 come: If you aren “t seeing

28、 a large volume of targeted traffic to your site, it“ s time to up the ante. (3)Integrate customer loyalty programs and promotions: Methods contain discounts, news, or friendly service reminders. Use discount promotional offers to stay in touch with past visitors to your site. (4)Justify your monthl

29、y spending through product bundling: While pay-per-click Internet advertising is much more cost-effective than traditional media channels, bundling products together will not only increase your sales revenue, but also enable you to get more out of your per-click ad rates. (5)Measure your progress: Y

30、our site may be live, but how is it performing? Armed with these simple lessons, vow to make your business realize the true promise of the Internet. AA manufacturing company selling $50 items was having trouble justifying the cost of online keyword ads. By bundling products to create packages of $10

31、0 or more and advertising to wholesale customers looking to buy in bulk, the manufacturer dropped its sales representative agencies and focused on large-volume buyers, such as Wal-Mart and Target. Needless to say, the company had no trouble exceeding its yearly sales quota. BOne of my past clients h

32、ad a well-designed physical storefront, solid prices, and quality offerings. However, he wasn“t able to drive enough store traffic despite targeted advertising efforts in print publications and other offline venues. We decided to shift those ad dollars to an online pay-per-click campaignin which the

33、 advertiser pays whenever someone clicks on its entry posted during the course of a site search based on keywords relevant to his business. The immediate impact was staggering. Online revenue soared tenfold to $1 million from $100,000 within only a few months. CWith today“s technology, your return c

34、an be easily measured. If you rely on your Web site as a sales tool, you can“t afford not to invest in site analytics. Make sure your Web solution includes an easy-to-use reporting tool that presents this information in a clear, concise format. After all, while metrics are a critical part of the Web

35、 equation, you don“t have the time to spend hours digging through reams of data. DYears ago, I worked with a woman who sold purses online through a home-built site that lacked critical e -commerce components. After a simple redesign including product descriptions, comprehensive navigation, and a sec

36、ure, user-friendly ordering system, her revenue increased fivefold. And she began receiving rave reviews from customers impressed with the ease and convenience of the online shopping experience. EOnline success demands more than simple presence. Your Internet investment should pay for itself with ne

37、w customers and increased sales. Find a trusted partner who can help you navigate today“ s(and tomorrow“ s)technology and who understands the bottom-line realities of your business. FOne villa rental company had a Web site that generated very few calls and online bookings. I helped the company set u

38、p a “last minute deals“ distribution list. By subscribing, site visitors would receive weekly e-mails offering 11th-hour discounts on villa rentals. As a result, the company captured contact information for thousands of possible customers, reduced its unused inventory to almost zero, and increased r

39、evenue significantly.（分数：10.00）填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_考研英语（阅读）-试卷 51答案解析(总分：50.00，做题时间：90 分钟)一、Reading Comprehensio(总题数：5，分数：50.00)1.Section II Reading Comprehension（分数：10.00）_解析：2.Part B（分数：10.00）_解析：A“I just don“t know how to motivate them to do a better job.We“re in a budget crunch an

40、d I have absolutely no financial rewards at my disposal. In fact, we“ll probably have to lay some people off in the near future. It“s hard for me to make the job interesting and challenging because it isn“tit“s boring, routine paperwork, and there isn“ t much you can do about it. B“Finally, I can“t

41、say to them that their promotions will hinge on the excellence of their paperwork. First of all, they know it“s not true. If their performance is adequate, most are more likely to get promoted just by staying on the force a certain number of years than for some specific outstanding act. Second, they

42、 were trained to do the job they do out in the streets, not to fill out our forms. All through their career it is the arrests and interventions that get noticed. C“I“ve got a real problem with my officers. They come on the force as young, inexperienced men, and we send them out on the street, either

43、 in cars or on a beat. They seem to like the contact they have with the public, the action involved in crime prevention, and the apprehension of criminals. They also like helping people out at fires, accidents, and other emergencies. D“Some people have suggested a number of things like using convict

44、ion records as a performance criterion. However, we know that“s not fairtoo many other things are involved. Bad paperwork increases the chance that you lose in court, but good paperwork doesn“t necessarily mean you“ll win. We tried setting up team competitions based on the excellence of the reports,

45、 but the guys caught on to that pretty quickly. No one was getting any type of reward for winning the competition, and they figured why should they labor when there was no payoff. E“The problem occurs when they get back to the station. They hate to do the paperwork, and because they dislike it, the

46、job is frequently put off or done inadequately. This lack of attention hurts us later on when we get to court. We need clear, factual reports. They must be highly detailed and unambiguous. As soon as one part of a report is shown to be inadequate or incorrect, the rest of the report is suspect. Poor

47、 reporting probably causes us to lose more cases than any other factor. F“So I just don“t know what to do. I“ve been groping in the dark in a number of years. And I hope that this seminar will shed some light on this problem of mine and help me out in my future work.“ GA large metropolitan city government was putting on a number of seminars for administrators, managers and / or executives of various departments throughout the city. At one of these sessions the topic to be discussed was motivationhow we can get public servant