公共英語三級(jí)歷年考試真題及答案（閱讀理解）

　　2016下半年全國(guó)英語等級(jí)考試時(shí)間為9月10、11日，三級(jí)是中間級(jí)，通過該級(jí)考試的考生，其英語已達(dá)到高等教育自學(xué)考試非英語專業(yè)本科畢業(yè)水平或符合普通高校非英語專業(yè)本科畢業(yè)的要求，基本符合企事業(yè)單位行政秘書、經(jīng)理助理、初級(jí)科技人員、外企職員的工作，以及同層次其他工作在對(duì)外交往中的基本需要。

　　SECTION III Reading Comprehension Part A(40 minutes)　　Text 1

　　46、根據(jù)下列材料，請(qǐng)回答46-60題：

　　In 1997, 25 Japanese citizens, all older than 60, launched Jeeba (the name means "old man　and old woman") to make senior-friendly products. They knew they were making history when　they coined their company motto : "Of the elderly, by the elderly and for the elderly. " They do not hire young people, and the oldest of their workers is 75.

　　Firms run by senior citizens are still a rarity, in Japan and worldwide. But the elderly have　numbers on their side. Healthier and longer-living seniors, born immediately after World War II,are reaching retirement age in huge numbers all over the developed world. Extremely low birthrates in those same countries mean there are far fewer young workers to take their place. One likely con-sequence is now clear: shrinking work forces.

　　While the streamlining effects of international competition are focusing attention on the need to create and keep good jobs, those fears will eventually give way to worries about the growing short-age of young workers. One unavoidable solution: putting older people back to work, whether they like it or not. Indeed, advanced economies like those of Finland and 　　Denmark have already raised their retirement ages. Others are under severe pressure to follow suit, as both the European Com-mission and the Organization for Economic Cooperation and 　　Development have recently warned their members that their future prosperity depends on a growing contribution from the elderly.

　　Whether these changes are good or bad news to workers depends on whether they anticipate retirement with eagerness or dread. In the United States, half of working-age Americans now expect to work into their 70s, whether by financial necessity or by lifestyle choice, according to a new study by Putnam Investments.

　　Contrary to still widespread assumptions, there is very little hard evidence to suggest that com-panies cannot stay competitive with a rising share of older workers. At 13ritish hardware chain B&Q, its "elder worker" stores in Manchester and Exmouth were 18 percent more profitable than its regular outlets--due in part, the company says, to six times less employee turnover and 60 per-cent less shoplifting and breakage.

　　46、Jeeba' s difference from a conventional company mainly lies in

　　A.the age of its employees

　　B.the number of its owners

　　C.the quality of its products

　　D.the scope of its operations

　　47、 In the developed world, compared with young people, the elderly

　　A.are better at business

　　B.are greater in number

　　C.have healthier lifestyles

　　D.have more job opportunities

　　48、 According to the writer, in the current situation companies are faced with the tough task of

　　A.creating good positions

　　B.employing retired workers

　　C.filling vacant positions

　　D.replacing unskilled workers

　　49、 For future prosperity, many European countries will have to

　　A.increase the number of young workers

　　B.offer many senior-friendly jobs

　　C.improve services for seniors

　　D.raise their retirement ages

　　50、 B&Q' s "elder worker" stores are mentioned to show that the employment of older work-ers

　　A.does not reduce a company' s competitiveness

　　B.does not affect older workers' lifestyle Choices

　　C.is not a usual practice among competitive firms

　　D.is not good news to those who are eager to retire

　　Text 2

　　根據(jù)下列材料，請(qǐng)回答51-65題：

　　Here' s how I want to watch the 2014 Winter Olympics. I want to go to a Web site to see any event I want, whenever I want to watch it, on whatever screen I choose. I' 11 gladly pay.

　　The technology exists to make this happen today. Yet nearly two decades after the introduction of the World Wide Web, this remains a fantasy. NBC, which broadcasted the Vancouver Olympics in the United States, wouldn' t put videos on its Web site until they had been shown on prime-time TV. So Americans had the weird experience of learning from a news report during the day that something fantastic had just happened, and then having to wait until that night' s broadcast to see it.

　　Bloggers complained, but NBC wouldn' t give way. Its research shows that people like me, who want to watch the Olympics online, represent only 7 percent of the total audience. The other, bigger concern is: the Internet doesn' t deliver any money. Advertisers remain willing to pay big money to show their commercials on prime-time TV. But on the Internet? Not so much.

　　So NBC clings to the old way of doing things. As it sees it, the prime-time show is the most important. To make matters worse, NBC was already expecting to lose $ 250 million on the 2010 Vancouver Games. Good luck persuading it to invest in a risky Web project.

　　It's easy to blame the network executives. But the NBC guys and their like are only doing　what makes sense. They're going where the money is.

　　That needs to change. Yes, selling reporting of Olympic events over the Internet would drain away some of the prime-time audience, but my sense is many of the online subscribers would still watch the prime-time show. And over time, the subscription dollars could become a substantial rev- enue stream. Instead of viewing the Internet as a threat to prime time, the TV networks should see the Web as a way to sell even more of their product to a small but passionate subset of their audi-ence.

　　I' m hoping that by 2014, that will have changed.

　　51、 According to the writer, watching the Olympics online as one likes

　　A.is technologically impossible

　　B.is still denied to the audience

　　C.has been a dream for 20 years

　　D.will no longer be free in 2014

　　52、 We learn that what Americans saw about the Vancouver Olympics

　　A.was unavailable online

　　B.differed from the news

　　C.seemed weird to them

　　D.was first shown on TV

　　53、 Bloggers complained about NBC' s

　　A.neglect of those in the minority

　　B.excessive online advertisements

　　C.delay in providing videos online

　　D.limited reporting on sports news

　　54、 After the 2010 Vancouver Games, NBC is likely to

　　A.improve its prime-time show

　　B.continue its current practice

　　C.raise its price for advertising

　　D.try its luck in a web program

　　55、 The writer thinks the TV networks should view the Web as a potential to help them　to

　　A.make dramatic profits

　　B.develop new products

　　C.satisfy their subscribers

　　D.divide prime-time revenues

　　Text 3

　　根據(jù)下列材料，請(qǐng)回答56-70題：

　　One important thing during the pre-Christmas rush at our house was the arrival of my　daughter' s kindergarten report card. She got high praise for her reading, vocabulary and overall en-thusiasm. On the other hand, we learnt that she has work to do on her numbers and facility with the computer, though the detailed handwritten report her teachers prepared is absent of any words that might be interpreted as negative in describing her efforts. A number system indicates how she' s measuring up in each area without any mention of passing or failing.

　　All of which seems to make my daughter' s school neither fish nor fowl when it comes to the debate over the merits of giving formal grades to kids. At one level, the advantages and disadvanta-ges are obvious. A grade system provides a straightforward standard by which to measure how your child is progressing at school--and how he or she is getting on compared to other children. But as writer Sue Ferguson notes, "Grades can deceive. " The aim should be "to measure learning, not simply what a student can recall on a test. " The two aren' t the same--and if you doubt that as an adult, ask yourself whether you could sit down without any preparation and still pass those high-school-level examinations.

　　If you' re old enough, you' ve lived through this debate before. At one time, it was considered unfair to put children in direct competition with one another if it could be avoided. The inten-tion behind tha.t may have been good, but it ignored the fact that competition, and the will to come out on top, are essential components of the human condition.

　　This time around, educators working with a no-grades approach are emphasizing different rea-sons. The thing is, that approach is much more commonplace in the adult workplace than is the tra-ditional pass-fail system we place on our children. Many workplaces conduct regular employee eval-uations. There are usually fairly strict limits to what an employer can tell an employee in those eval-uations-and even then, negative evaluations can be challenged by the employee. No matter where you sit in the debate over the grade system, then, the real question is this: if it' s so good for kids, why isn't that also true for adults?

　　56、The school report indicates that the writer' s daughter

　　A.lacks interest in her school work

　　B.ranks among the best at language

　　C.has some trouble with her handwriting

　　D.needs to improve in math and computer skills

　　57、 We can learn that the girl' s school tries to deliver the report

　　A.in a positive way

　　B.in a scientific way

　　C.in an attractive way

　　D.in an enthusiastic way

　　58、 Sue Ferguson seems dissatisfied with the grade system for its focus on

　　A.the process of getting the knowledge

　　B.the capability of memorizing for the test

　　C.the procedure of measuring learning

　　D.the standard of comparing schools

　　59、 The writer would agree that cutting children off from competition is

　　A.fit for human development

　　B.fit for their age and experience

　　C.against a key part of human nature

　　D.out of consideration for children

　　60、 It can be learned that today's educators supporting the no-grades approach insist that

　　A.kids be allowed to challenge the negative evaluations

　　B.the traditional teacher-student relationship be changed

　　C.the evaluation system for kids be similar to that for adults

　　D.strict rules be set up in evaluating school children

　　SECTION III Reading Comprehension Part B(40 minutes)

　　61、根據(jù)下列材料，請(qǐng)回答61-65題：

　　Directions:

　　Read the texts from a magazine in which five people voice their different opinions in response to an article on the issue of praising. For questions 61 to 65, match the name of each person (61 to 65) to one of the statements ( A to G) given below. Mark your answers on ANSWER SHEET1.

　　Mike :

　　Praise often and sincerely--it' s as simple as that. Employees want to feel needed and appreci-ated. By offering sincere praise with examples about what they did right, you' ll go far in 　creating an energetic team. Meanwhile, I don't agree with the assertion that "to focus on what needs im-proving isn' t good management. " In fact, it' s the balance of praise along with constructive criti-cism that drives employees to work smarter and reach higher.

　　Frank:

　　This article makes a valid point that needs to be understood, especially for the new generation of workers, my generation. We don' t see ourselves as parts in the machine to be put in the dark to work. My generation needs respect in return from our employer, we need to feel appreciated beyond just a pay check, it' s the difference between being fulfilled at our career and being sad at our job.

　　Joyce :

　　One skill missing in today's workplace is the ability to build effective business relationships.At the core of that relationship is the need for consistent feedback. "How am I doing?" is a ques-tion that should be answered consistently. When you tell an employee once a year what is needed to improve, you have not done your job as a leader--build skills, provide feedback and help the em-ployee grow and develop.

　　Ellen:

　　I don' t see a problem with praising employees when it' s truly deserved ( insincere praise is an entirely different story). It' s a cost-free "benefit", if you will, in that it allows employees to see that their efforts are both noticed and valued. In the work world there are always people available to tell that you are doing something wrong and far too few occasions when employees are told that they've done something right!

　　Diana:

　　Praise what the employee did. Be specific about why it was helpful. An employee who contin-ually earns your praise also deserves your attention as to how else to reward their behavior. Mean-ingful praise encourages people beyond anything else. Written comments are available for later re-view. They give them confidence that they can "do it again. " I never regretted praising an employ-ee who deserved it but often kicked myself for missing an opportunity.

　　Now match the name of each person (61 to 65) to the appropriate statement

　　Note: there are two extra statements.

　　Statements

　　[A]Praise combined with criticism is helpful.

　　[B] Praise can bring about many kinds of desired behavior.

　　[C] Employees may feel it hard to accept.insincere praise.

　　[D] Let employees know exactly for what they are praised.

　　[E] In my opinion, we are not generous enough to give praise.

　　[F] Employees need helpful advice on a regular basis.

　　[G] Money alone cannot guarantee a sense of career fulfillment for me.

　　61、 Mike

　　62、 Frank

　　63、 Joyce

　　64、 Ellen

　　65、 Diana

　　參考答案及精析　　第三部分閱讀理解

　　Part A

　　Text 1

　　參考譯文：

　　1997年，年齡均超過60歲的25名日本市民發(fā)起了一場(chǎng)Jeeba運(yùn)動(dòng)(Jeeba意為老年男性與女性)，生產(chǎn)適合于老年人使用的產(chǎn)品。當(dāng)他們編撰出 公司的格言“老年人所有，老年人制造，為了老年人”時(shí)，他們知道自己正在創(chuàng)造歷史。他們不雇傭年輕人，公司里最年長(zhǎng)的員工年齡高達(dá)75歲。

　　不 管是在日本還是全世界，由高齡者經(jīng)營(yíng)的公司仍然為數(shù)不多。但是老年人口數(shù)量巨大。第二次世界大戰(zhàn)以后出生的人們，現(xiàn)在到了退休年齡，這些老年人更加健康、 長(zhǎng)壽，他們?nèi)藬?shù)眾多，遍布世界各地。在出生率極低的那些發(fā)達(dá)國(guó)家，接替老年人工作的年輕人更少了。一個(gè)可能出現(xiàn)的結(jié)果現(xiàn)在變得清楚了：勞動(dòng)力日益縮減。

　　國(guó)際競(jìng)爭(zhēng)的精簡(jiǎn)效應(yīng)正集中注意力于創(chuàng)造和維持好工作的需求上，這些擔(dān)心最終會(huì)轉(zhuǎn)變?yōu)閷?duì)日益缺少的年輕勞動(dòng)力的擔(dān)心。一個(gè)不可避免的解決方法是，讓老年人 回歸工作，不管他們喜不喜歡。確實(shí)如此，像芬蘭和丹麥這樣的經(jīng)濟(jì)發(fā)達(dá)國(guó)家，已經(jīng)延遲了退休年齡。其他一些國(guó)家正處在順應(yīng)潮流的高壓下，因?yàn)闅W盟委員會(huì)和經(jīng) 濟(jì)合作與發(fā)展組織最近告誡其成員，他們未來的繁榮依賴于老年人的不斷奉獻(xiàn)。這些改變是否是好消息取決于工人們?cè)谕诵莸臅r(shí)候是懷著急切的還是恐懼的心情。據(jù) 百能投資的一項(xiàng)新研究顯示，在美國(guó)，不論是由于經(jīng)濟(jì)需要還是生活方式的選擇，現(xiàn)在有一半處在工作年齡的美國(guó)人期待著能工作到70多歲。

　　與一直 廣泛傳播的想法相反，幾乎沒有確鑿的證據(jù)表明，公司里高齡工作者增多會(huì)導(dǎo)致公司不再有競(jìng)爭(zhēng)力。在英國(guó)硬件連鎖企業(yè)B&Q里，位于曼徹斯特和�？怂� 茅斯的“高齡者”商店比其一般商店多盈利18%，公司說部分原因是由于其少了6倍的員工流動(dòng)，少了60%的商店偷竊和商品損壞事件。

　　46.A細(xì)節(jié)題。根據(jù)文章第一段可知，Jeeba是由日本的老年市民發(fā)起的運(yùn)動(dòng)，其目的和公司格言主要體現(xiàn)的是老年人這個(gè)特點(diǎn)。由此可知，Jeeba與傳統(tǒng)公司的主要區(qū)別就體現(xiàn)在員工的年齡上，故選A。

　　47.B細(xì)節(jié)題。從文章第二段第四句話“Ex-tremely low birthrates in those same countries

　　mean there are far fewer young workers to take their place.”可以看出：在出生率極低的發(fā)達(dá)國(guó)家，接替退休老年人工作的年輕人的數(shù)量少得多。故選B。

　　48.B 推斷題。從文章第三段第一、二句話： “While the streamlining effects of international competition are focusing attention on the need to create and keep good jobs，those fears will even-tually give way to worries about the growing short-age of young workers.One unavoidable solution：puking older people back to work，whether they like it or not.”和最后一句話：“…their future prosperity depends on a growing contribution from the elderly.”可知，對(duì)創(chuàng)造和維持好工作需求的擔(dān)憂最終會(huì)轉(zhuǎn)變?yōu)閷?duì)日益缺少的年輕勞動(dòng)力的擔(dān)心，對(duì)此擔(dān)心的解決方法就是需要讓老年人回到工作崗位，公 司未來的發(fā)展繁榮依賴于老年人的不斷貢獻(xiàn)。由此可推測(cè)，在當(dāng)前形勢(shì)下，公司面臨的嚴(yán)峻任務(wù)就是雇傭退休的員工，故選B。

　　49.D細(xì)節(jié)題。文章第三段倒數(shù)第二句說像芬蘭和丹麥的發(fā)達(dá)經(jīng)濟(jì)國(guó)家，已經(jīng)延遲了退休年齡，最后一句繼而說公司的繁榮離不開老年人的貢獻(xiàn)，故選D。

　　5 　　0.A推斷題。從文章最后一段第二句話 “At British hardware chain B&Q.its‘elder worker’stores…were l8 percent more profitable than its regular outlets…”可知，B&Q的“高齡者”商店比其一般商店多盈利18%。由此可以推斷，公司雇傭高齡工作者并不會(huì)降低公司的競(jìng)爭(zhēng)力，故選A。

　　Text 2

　　參考譯文

　　下面就是我想要如何觀看2014年冬季奧運(yùn)會(huì)。我想進(jìn)入一個(gè)網(wǎng)站觀看任何我想看的賽事，隨時(shí)都能看，什么樣的屏幕都能看。我很樂意付費(fèi)。

　　現(xiàn)在的技術(shù)可以讓它變?yōu)楝F(xiàn)實(shí)。但是在引進(jìn)互聯(lián)網(wǎng)后將近20年的時(shí)間里，這仍是一個(gè)幻想。美國(guó)廣播公司在美國(guó)黃金時(shí)間播出了溫哥華奧運(yùn)會(huì)后，才會(huì)將視頻放 到其網(wǎng)站上。所以美國(guó)人會(huì)有這樣奇怪的經(jīng)歷，白天從新聞報(bào)道上　　得知一些新奇的事件剛剛發(fā)生，然后不得不等到晚上播出時(shí)才能看到。

　　寫博客的人抱怨起來，但美國(guó)廣播公司不會(huì)讓步。其調(diào)查顯示，像我這樣地想在線觀看奧運(yùn)會(huì)的人只代袁了觀眾總數(shù)的7%。另外一個(gè)更憂心的問題是：網(wǎng)絡(luò)不會(huì)收費(fèi)。廣告商仍然愿意斥巨資在電視的黃金時(shí)段播放他們的廣告。但是在網(wǎng)上播放?他們才不愿意付那么多錢。

　　因此美國(guó)廣播公司沿用過去的老辦法。正如其所看到的一樣，在黃金時(shí)段播出的電視節(jié)目才是最重要的。更糟糕的是，美國(guó)廣播公司已經(jīng)預(yù)計(jì)在2010年溫哥華冬奧會(huì)上將會(huì)損失2.5億美元。但愿這能夠勸服該公司在冒險(xiǎn)的網(wǎng)絡(luò)項(xiàng)目上投資。

　　網(wǎng)絡(luò)執(zhí)行者容易受到指責(zé)。但是美國(guó)廣播公司和與他們類似的公司只做有意義的事情。他們只是在向錢看。

　　這需要改變。是的，把奧運(yùn)會(huì)的報(bào)道放到網(wǎng)上去會(huì)讓一些黃金時(shí)段的觀眾流失，但我認(rèn)為，許多網(wǎng)上付費(fèi)的觀眾仍然會(huì)在黃金時(shí)段觀看電視節(jié)目。久而久之，網(wǎng)上 訂閱費(fèi)有可能會(huì)變成龐大的收入來源。不應(yīng)該把網(wǎng)絡(luò)看作對(duì)電視黃金時(shí)段的威脅，電視臺(tái)應(yīng)該把網(wǎng)絡(luò)當(dāng)作一種銷售方式，可以把自己的產(chǎn)品更多地賣給那一小撮充滿 激情的觀眾。

　　我希望到2014年，這一切都會(huì)改變。

　　51.B推斷題。由文章第二段第一、二句話 “The technology exists to make this happen to-day.Yet nearly two decades after the introduc-tion of the World Wide Web，this remains a fan-tasy.”可以看出，當(dāng)今的技術(shù)已經(jīng)發(fā)展到可以讓在線觀看奧運(yùn)會(huì)變?yōu)楝F(xiàn)實(shí)。然而，在引進(jìn)互聯(lián)網(wǎng)后將近二十年當(dāng)中，這仍然是幻想。由此可推斷，觀 眾不能在線觀看奧運(yùn)會(huì)的原因并不是技術(shù)方面的問題，而是不被允許，　　奧運(yùn)會(huì)仍然是幻想，be denied to意為“…得不到的”，故選B。

　　52.D細(xì)節(jié)題。由文章第二段最后兩句“NBC，which broadcasted the Vancouver Olympics in the United States，wouldn’t put videos on its Web site until they had been shown on prime-time TV.”可知，美國(guó)廣播公司會(huì)先在電視上播放溫哥華奧運(yùn)會(huì)，再把視頻放到網(wǎng)上去。由此可知，美國(guó)觀眾觀看溫哥華奧運(yùn)會(huì)最先是從電視上看到的，故選D。

　　53.C細(xì)節(jié)題。由文章第三段第一句話可知寫博客的人在抱怨，此段承接第二段，第二段說美國(guó)廣播公司會(huì)先在電視的黃金時(shí)段播放奧運(yùn)會(huì)，再把其放到網(wǎng)上去，故得知寫博客的人抱怨的是美國(guó)廣播公司推遲將奧運(yùn)會(huì)視頻放上網(wǎng)，故選C。

　　54.B推斷題。由第四段第一句“So NBC clings to the old way of doing things.”可知，美國(guó)廣播公司會(huì)堅(jiān)守過去的老辦法，這與B選項(xiàng)意義一致，故選B。

　　55.A作者意圖題。由第六段最后一句話 “…the TV networks should see the Web as a way to sell even more of their product to a small but passionate subset of their audience.”可知，作者認(rèn)為網(wǎng)絡(luò)可以幫助美國(guó)廣播公司更多地出售他們的產(chǎn)品，更多地盈利，故選A。

　　Text 3

　　參考譯文

　　在繁忙的圣誕節(jié)來臨前，我們家一件重要的事情是，收到了女兒 幼兒園的成績(jī)單。她在閱讀、詞匯和整體學(xué)習(xí)熱情方面得到高度評(píng)價(jià)。另一方面，我們了解到，她需要好好練習(xí)數(shù)字運(yùn)算和計(jì)算機(jī)操作，盡管女兒的老師準(zhǔn)備的這份 手寫的詳細(xì)成績(jī)單上沒有出現(xiàn)任何可能顯示女兒消極學(xué)習(xí)的話語。一項(xiàng)計(jì)數(shù)法暗示了女兒在每一個(gè)學(xué)科的成績(jī)情況，雖然沒有任何通過或不及格的說明。

　　當(dāng)談到給小學(xué)生正常評(píng)級(jí)的好處的爭(zhēng)論時(shí)，所有這些似乎表明女兒的學(xué)校不倫不類。在一個(gè)層面上，優(yōu)點(diǎn)和缺點(diǎn)不言而喻。評(píng)級(jí)系統(tǒng)提供了一個(gè)直接的標(biāo)準(zhǔn)，通過 這個(gè)標(biāo)準(zhǔn)可以衡量你的孩子在學(xué)校的進(jìn)步情況，以及相對(duì)于其他孩子來說，自家孩子的表現(xiàn)情況。但正如蘇·弗格森作家寫的那樣“成績(jī)是可以欺騙人的”。目的應(yīng) 該是“衡量學(xué)習(xí)情況，而不是簡(jiǎn)單地測(cè)試學(xué)生在考試時(shí)能記得多少東西。”這兩者并不一樣。如果作為一個(gè)成年人，你對(duì)此感到質(zhì)疑，那么你可以問問你自己，是否 可以在不做任何準(zhǔn)備的情況下仍然通過那些高中階段的考試。

　　如果你足夠大了，你以前就經(jīng)歷過了這樣的辯論。曾經(jīng)有人一度認(rèn)為，在可以避免的情況下，讓孩子們置于彼此之間直接競(jìng)爭(zhēng)的`環(huán)境中是不公平的。這個(gè)想法背后的意圖或許是好的，但它忽略了一個(gè)事實(shí)，競(jìng)爭(zhēng)和出類拔萃的愿望構(gòu)成了人類生存環(huán)境的核心部分。

　　現(xiàn)在，用不給成績(jī)的教育方法工作的教育家們?cè)趶?qiáng)調(diào)不同的原因。問題是，比起傳統(tǒng)的施加在孩子身上的“過或不過”體系，這個(gè)方法在我們成人工作中更普遍。 許多工作采用常規(guī)的員工測(cè)評(píng)方法。在這些測(cè)評(píng)中，通常有嚴(yán)格的規(guī)定限制雇主可以告知雇員的內(nèi)容，即便如此，員工還是可以質(zhì)疑消極的測(cè)評(píng)結(jié)果。不管你是處在 關(guān)于評(píng)級(jí)體系爭(zhēng)論的哪一方，真正的問題是：如果不給成績(jī)的方式對(duì)孩子來說有這么多好處，為什么對(duì)成年人來說卻并非如此呢?

　　56.D細(xì) 節(jié)題。由文章第一段第三句話“on the other hand，we learnt that she has work to do on her numbers and facility with the computer，though the detailed handwritten report her teach-ers prepared is absent of any words that might be interpreted as negative in describing her effort.”

　　可知，作者從成績(jī)單上面了解到女兒在數(shù) 字和計(jì)算機(jī)應(yīng)用能力方面仍有功課要做，言外之意便是女兒需要在這兩方面加強(qiáng)和提高，故D項(xiàng)符合文意。而根據(jù)第一段第二句話“She got high praise for her reading.vocabulary and over-all enthusiasm.”只能得知，作者從成績(jī)單上面了解到女兒在語言方面得到很高的評(píng)價(jià)，因此B選項(xiàng)表述與原文不符。其他兩項(xiàng)原文沒有涉及，故選D。

　　57.A推斷題。從文章的第一段來看，作者收到女兒學(xué)校的成績(jī)單，上面寫的全是表揚(yáng)的話，而作者自己知道，女兒在數(shù)字運(yùn)算等方面還需要學(xué)習(xí)，由此可推斷女兒學(xué)校只是努力從正面的角度贊揚(yáng)女兒在學(xué)校的表現(xiàn)，故選A。

　　58.B細(xì)節(jié)題。從文章第二段第五句“The aim should be‘to measure learning，not simply what a student can recall on a test’”可知蘇·弗格森對(duì)評(píng)級(jí)體系不滿意的原因是它強(qiáng)調(diào)測(cè)試學(xué)生的記憶能力，而非學(xué)習(xí)本身，故選B。

　　59.C細(xì)節(jié)題。文章第三段 最后一句話“…but it ignored the fact that competition，and the will to come out on top，are essential components of the human condition.”可知，作者認(rèn)為讓孩子們遠(yuǎn)離競(jìng)爭(zhēng)是違反了人類生存本質(zhì)的，故選C。

　　60.B推斷題。題干意為“可以知道，贊成 不給成績(jī)的教育方式的教育家堅(jiān)持認(rèn)為什么?”通過排除法，A項(xiàng)說允許孩子質(zhì)疑消極的測(cè)評(píng)結(jié)果，與原文不符，原文是作者拿成年人舉例，并提出疑問，為什么成 年人不能用不評(píng)級(jí)的體系，故排除A項(xiàng)和C項(xiàng)。D項(xiàng)說應(yīng)該建立嚴(yán)格的規(guī)章制度來測(cè)評(píng)學(xué)生，這個(gè)文章中更沒有提及，亦排除，故選B。

　　Part B

　　參考譯文

　　下面這段文字是5個(gè)人對(duì)一篇關(guān)于表揚(yáng)問題的文章的不同觀點(diǎn)。

　　麥克：

　　頻繁且真誠(chéng)地表揚(yáng)，就是這么簡(jiǎn)單。雇員希望感受到被需要和賞識(shí)。通過用員工做的實(shí)際工作舉例來真誠(chéng)地表揚(yáng)，你就離創(chuàng)造一個(gè)活力四射的團(tuán)隊(duì)不遠(yuǎn)了。同時(shí)， 我不同意這樣一種說法“密切關(guān)注需要改進(jìn)的方面不是好的管理方法”。事實(shí)上，正是表揚(yáng)和有建設(shè)性的批評(píng)之間的平衡促使員工工作更有效率，取得更多的進(jìn)步。

　　弗蘭克：

　　這篇文章指出一個(gè)需要理解的有效觀點(diǎn)，特別是對(duì)我這新一代的工作者。我們不把自己視為放在黑暗角落里工作的機(jī)器的一部分。我這一代人需要從雇主那兒得到尊重作為回報(bào)，除了一份工資單，我們需要被賞識(shí)。這就是在　事業(yè)中感到充實(shí)和為工作而痛苦的區(qū)別。

　　喬伊斯：

　　在當(dāng)今就業(yè)市場(chǎng)缺失的一項(xiàng)技能是建立有效商業(yè)關(guān)系的能力。這個(gè)關(guān)系的核心是需要持續(xù)不斷的反饋。“我做得怎么樣?”是一個(gè)應(yīng)該不斷得到回答的問題。當(dāng)你 一年之中僅有一次告訴一個(gè)員工應(yīng)該改進(jìn)的方面，你并沒有做　　好領(lǐng)導(dǎo)者的本職工作——技能培訓(xùn)，提供反饋，幫助員工成長(zhǎng)和發(fā)展。

　　艾倫：

　　我認(rèn)為，當(dāng)員工應(yīng)得表揚(yáng)時(shí)去表揚(yáng)他沒有什么問題(不真誠(chéng)的表揚(yáng)另當(dāng)別論)。這是個(gè)不用成本的“所得”，如果你表揚(yáng)了，員工便看到了自己的努力得到了關(guān)注和重視。在工作領(lǐng)域，總有人告訴你做錯(cuò)了什么事，但是幾乎沒人告訴你你做得很好!

　　戴安娜：

　　夸獎(jiǎng)員工所做的事。具體說明為什么其所做的事有幫助。經(jīng)常得到表揚(yáng)的員工同樣應(yīng)該受到關(guān)注，得到可以犒勞其所為的獎(jiǎng)勵(lì)。有意義的表揚(yáng)給人們的鼓勵(lì)超過任 何其他的東西。書面形式的評(píng)價(jià)可以用于將來的回顧。這些評(píng)價(jià)給了他們“就這么做”的信心。我從不后悔表揚(yáng)了應(yīng)受表揚(yáng)的員工，但經(jīng)常責(zé)怪自己錯(cuò)過了表揚(yáng)的機(jī) 會(huì)。

　　61.A主旨題。麥克認(rèn)為正是表揚(yáng)和有建設(shè)性的批評(píng)之間的平衡促進(jìn)了員工更有效率地工作，取得更多的進(jìn)步，故選A。

　　62.G主旨題。弗蘭克認(rèn)為，除了一份工資單，員工還需要被賞識(shí)，這是在事業(yè)中感到充實(shí)和為工作而痛苦的區(qū)別。意思與G項(xiàng)“對(duì)我來說，金錢本身不能保證事業(yè)充實(shí)的感覺”，故選G。

　　63.F主旨題。喬伊斯說，當(dāng)你一年之中僅有一次告訴一個(gè)員工應(yīng)該改進(jìn)的方面，你并沒有做好領(lǐng)導(dǎo)者的本職工作，意思是說一個(gè)公司的領(lǐng)導(dǎo)者應(yīng)該及時(shí)地向員工提供反饋，與F項(xiàng)“員工需要定期得到有用的建議”意思相符，故選F。

　　64.E主旨題。艾倫最后一句話“在工作領(lǐng)域，總有人告訴你做錯(cuò)了什么事，但是幾乎沒人告訴你你做得很好”與E項(xiàng)“我們表揚(yáng)他人時(shí)不夠慷慨”意思相符，故選E。

　　65.D細(xì)節(jié)題。戴安娜前面兩句話“夸獎(jiǎng)員工所做的事。具體說明為什么其所做的事有幫助”與D項(xiàng)“讓員工確切知道為什么他們受到表揚(yáng)”意思相符，故選D。