Every child has a dream of what they want to be, right? When Renee Butts was little, her dream was to become a volunteer firefighter because her father was one. Sadly, when she was 14, her beloved father passed away and she was unable to do volunteer work with him. However, she was determined and never gave up, which makes for a good firefighter.
Now Renee is a member of the Carmel Fire Department, where she is required to be an Emergency Medical Technician. She should also be ready to deal with any emergency, like fighting a fire, dealing with a car accident or helping someone who’s sick. Sometimes she is in the driver’s seat or using the water pump. Renec works nine to eleven days a month on 24-hour shifts. She also has a family to care for, as her husband is also a busy firefighter. Dealing with housework and working so much can show her great determination.
When I asked Renee what the best part of her job is, she replied, “Helping people and the satisfaction of saving lives.” I think that shows signs of being a true hero. She’s always willing to do anything for anyone in need. Renee says that her job is frightening at times, but extremely exciting. “The worst part of my job is that I see death. Actually, sometimes, people die in the accident, for which I was very sorry,” said Renee.
I was inspired by this because I know I would be very scared to do her job and don’t know if I could handle seeing people die. With 140 people in her station, Renee is one of the only three women, but that doesn’t bother her. She says everyone gets a fair shot and they all do the same jobs.
We would never live without people like her who have the courage to risk their lives. Renee’s determination rubs off on me and helps me believe that I can do anything.
1. What’s Renee’s job in the Carmel Fire Department? (No more than 5 words)2. What makes Renee balance between doing housework and working so much? (No more than 5 words)
3. Why does the author-think Renee Butts is a true hero? (No more than 15 words)
4. How do you understand the underlined part in Paragraph 4?(No more than 5 words)
5. What do you think of Renee? Please give your reasons. (No more than 25 words)
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【推荐1】What if your next job is just a weak tie away? A recent study, conducted by a team from Stanford University and LinkedIn, revealed that weaker social connections have a greater beneficial effect on job mobility (流动性) than stronger ties. Stanford Professor Erik Bryson suggests a practical outcome of this study is to encourage job seekers to expand their reach beyond immediate friends and colleagues. Weak ties, he explains, often provide more unique, beneficial information and connections.
The advantage of weak ties theory is based on the idea that weak ties allow distant group of people to access novel information that can lead to new opportunities and innovation. Weak ties are more likely to introduce new job information to a wider social network.
The research team conducted a five-year experimental study with LinkedIn, involving 20 million global participants and 600,000 new jobs created. Using LinkedIn’s “People You May Know” (PYMK) algorithm (算法), the researchers tested the weak tie theory’s impact on the job market. The team randomly assigned LinkedIn users to receive either more weak or strong tie recommendations from the PYMK algorithm, then tracked the labor mobility of these groups over five years.
Their findings confirm that weaker ties enhance job mobility. Besides, the researchers looked at differences across industries and found that adding weak ties creates significantly more job opportunities in digital and high-tech industries. “This may reflect the fact that there is more rapid change and need for novel information and connections in those industries,” Bryson said.
He points out that the traditional methods used by policymakers to analyze labor markets are quickly becoming outdated. “They need to recognize that the labor market, like all aspects of the economy, is being digitized,” Bryson said. “It is important that we understand how the algorithms used by digital platforms like LinkedIn impact the labor market.”
1. According to paragraph 1, what should job seekers do?| A．Expand network to include weak ties. | B．Limit the search to their current industry. |
| C．Strengthen connections with close friends. | D．Rely on strong connections for opportunities. |
| A．By carrying out on line surveys. | B．By interviewing LinkedIn employers. |
| C．By tracking user data and job mobility. | D．By conducting a large-scale job fair. |
| A．They are fast-paced and value novelty. | B．They cause weak ties among employees. |
| C．Strong ties are the main source of mobility. | D．Weak ties do not contribute to job mobility. |
| A．Prioritize traditional methods only. | B．Ignore the impact of digital platforms. |
| C．Recognize the influence of digitization. | D．Understand the rules on digital platforms. |
【推荐2】Imagine that you’re looking at your company-issued smartphone and you notice an e-mail from Linkedln: “These companies are looking for candidates like you!” You aren’t necessarily searching for a job, but you’re always open to opportunities, so out of curiosity, you click on the link. A few minutes later your boss appears at your desk. “We’ve noticed that you’re spending more time on Linkedln lately, so I wanted to talk with you about your career and whether you’re happy here,” she says. Uh-oh.
It’s an awkward scene. Attrition (损耗）has always been expensive for companies, but in many industries the cost of losing good workers is rising, owing to tight labor markets. Thus companies are intensifying(增强）their efforts to predict which workers are at high risk of leaving so that managers can try to stop them. Tactics (策略）range from electronic monitor to sophisticated(复杂的）analyses of employees’ social media lives.
Some of this work may be a reason to let employees to quit. In general, people leave their jobs because they don’t like their boss, don’t see opportunities for promotion or growth, or are offered a higher pay; these reasons have held steady for years.
New research conducted by CEB, a Washington-based technology company, looks not just at why workers quit but also at when. “We’ve learned that what really affects people is their sense of how they’re doing compared with other people in their peer group, or with where they thought they would be at a certain point in life, says Brian Kropp, who heads CEB’s HR practice. “We’ve learned to focus on moments that allow people to make these comparisons.”
Technology also provides clues about which star employees might be eyeing the exit. Companies can tell whether employees using work computers or phones are spending time on (or even just opening e-mails from) career websites, and research shows that more firms are paying attention to these things. Large companies have also begun tracking badge swipes(浏览痕迹)---- employees’ use of an ID to enter and exit the building or the parking garage---to identify patterns that suggest a worker may be interviewing for a job.
1. From the first paragraph, we can infer Linkedln is___________.| A．an e-mail | B．a job from the Internet |
| C．a professional social network | D．a world-famous company |
| A．The cost of losing good workers is rising. |
| B．Companies are stricter with workers than before. |
| C．Measures have been taken to find the potential workers who want to quit. |
| D．Finding new jobs has been a trend for most workers. |
| A．They don’t like their bosses. | B．Workers are always doing comparisons. |
| C．Not seeing opportunities for promotion. | D．To find a higher-paid job. |
| A．To make a review on a phenomenon. | B．To tell us the leader’s concerns. |
| C．To show a new trend in the job market. | D．To stress the role of new technologies. |
【推荐3】Recent research reveals that the adoption of generative artificial intelligence (AI) by companies in the US has a disproportionate impact on women. According to a recent analysis, approximately 79% of the jobs lost to AI were held by women. This difference can be due to several factors.
Women are more likely to work in industries that are highly be influenced by automation, such as retail, hospitality, and administrative support. These sectors often involve repetitive tasks that can be easily automated by AI technologies. Consequently, women employed in these industries face a higher risk of job displacement.
Gender biases in AI algorithms (运算法则) can worsen the situation for women. AI systems are trained on historical data, which may reflect existing gender biases in hiring and promotion practices. This can result in biased decision-making during recruitment and performance evaluations, putting women at a disadvantage in the workplace.
The lack of diversity in the development of AI technologies contributes to the gender difference. The underrepresentation (代表名额不足) of women in the field of AI means that their perspectives and experiences are not adequately considered during the design and development process. As a result, AI systems may not fully understand or cater to the needs of women, continuously leading to gender inequalities.
To address these challenges, it is crucial to prioritize diversity and inclusion in the development and deployment of AI technologies. This involves increasing the representation of women in AI-related fields and ensuring diverse perspectives are considered during the design and testing phases. Additionally, companies should actively work towards eliminating gender biases in AI algorithms and regularly assess their impact on different demographic groups.
In conclusion, although men currently dominate the labor market, women bear a disproportionate burden due to the adoption of generative AI. The combination of industry composition, gender biases in algorithms, and lack of diversity in AI development contribute to this disparity. To relieve these effects, it is essential to prioritize diversity and inclusion in AI development and address gender biases in algorithms. Only through these efforts can we ensure that the benefits of AI are distributed equitably among all individuals, regardless of gender.
1. Why are women in the US workforce more influenced by the adoption of generative AI than men?| A．Women are less adaptable to technological changes. |
| B．Women have a lower level of education compared to men. |
| C．Women are generally less skilled in technology and AI-related fields. |
| D．Women are more likely to work in industries that are highly automatable. |
| A．Increasing gender proportion in AI development teams. |
| B．Providing targeted training and programs for women and giving them more chances in AI-related fields. |
| C．Encouraging women to pursue careers in non-automatable industries. |
| D．Offering financial supports to companies that prioritize gender diversity in AI programmes. |
| A．It ensures equal opportunities for women in the workforce. |
| B．It promotes innovation and creativity in AI solutions. |
| C．It reduces the risk of biased algorithms that perpetuate gender inequalities. |
| D．It improves the overall performance and effectiveness of AI systems. |
| A．The impact of AI on job losses in the US. |
| B．The role of women in AI-related fields. |
| C．Gender biases in AI algorithms and their effects on women. |
| D．Solutions to address challenges faced by women due to generative AI. |
