【考研类试卷】考研英语（阅读）模拟试卷474及答案解析.doc

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1、考研英语（阅读）模拟试卷 474 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）_AI just dont know how to motivate them to do a better job. Were in a budget crunch and I have absolutely no financial rewards at my disposal. In fact, we 1

2、1 probably have to lay some people off in the near future. Its hard for me to make the job interesting and challenging because it isntits boring, routine paperwork, and there isn t much you can do about it. BFinally, I can t say to them that their promotions will hinge on the excellence of their pap

3、erwork. 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 our

4、 forms. All through their career it is the arrests and interventions that get noticed. CI 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 publ

5、ic, the action involved in crime prevention, and the apprehension of criminals. They also like helping people out at fires, accidents, and other emergencies. DSome people have suggested a number of things like using conviction records as a performance criterion. However, we know thats not fairtoo ma

6、ny other things are involved. Bad paperwork increases the chance that you lose in court, but good paperwork doesnt necessarily mean youll 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 type of r

7、eward for winning the competition, and they figured why should they labor when there was no payoff. EThe 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 hurts us l

8、ater 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. FSo I jus

9、t 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 ex

10、ecutives 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:_填空项 1:_填空项 1:

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

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

13、iversity 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 operation, its e

14、ssential 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 feedback, innova

15、tion 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 business mission. How

16、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 your head right in b

17、eneath 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: Dont forget that the people who work for you are looking to you to help them navigate and advance their c

18、areers. As I said, its 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 effective leader is, in fact

19、, 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 effective leadership

20、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 should point out mistake

21、s 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“People can definitely d

22、evelop 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 business someday, nurt

23、ure 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 products improve customer

24、s 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 we re not going to k

25、ill 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. 1 swam just as fast when I imagined I was in the Olympics. Its 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 1:_填空项 1:_Today, some 3

26、0% of small business owners dont 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 become reality. (1)Build your

27、 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 a large volume of targeted

28、 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 monthly spending through product b

29、undling: 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: Your site may be live, but ho

30、w 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 $100 or more and advertising to

31、 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 had a well-designed physical

32、storefront, solid prices, and quality offerings. However, he wasnt 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 advertiser pays whenever som

33、eone 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 todays technology, your return can be easily measured. If you

34、rely on your Web site as a sales tool, you cant 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 equation, you dont have the ti

35、me 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 secure, user-friendly ordering syst

36、em, 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 new customers and increased sales.

37、 Find a trusted partner who can help you navigate today s(and tomorrows)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 up a “last minute deals“ distributio

38、n 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 revenue significantly.（分数：10.00）填空项

39、1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_考研英语（阅读）模拟试卷 474 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：AI just dont know how to motivate them to do a better job. Were in a budget crunch and I have absolutely no financial r

40、ewards at my disposal. In fact, we 11 probably have to lay some people off in the near future. Its hard for me to make the job interesting and challenging because it isntits boring, routine paperwork, and there isn t much you can do about it. BFinally, I can t say to them that their promotions will

41、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 were trained to do the job they do out

42、 in the streets, not to fill out our forms. All through their career it is the arrests and interventions that get noticed. CI 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

43、 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. DSome people have suggested a number of things like using conviction records as a performance criterion. H

44、owever, we know thats not fairtoo many other things are involved. Bad paperwork increases the chance that you lose in court, but good paperwork doesnt necessarily mean youll win. We tried setting up team competitions based on the excellence of the reports, but the guys caught on to that pretty quick

45、ly. No one was getting any type of reward for winning the competition, and they figured why should they labor when there was no payoff. EThe 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 inadequatel

46、y. 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 reporting probably causes us to lose more ca

47、ses than any other factor. FSo 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