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题型:阅读理解-阅读单选 难度:0.4 引用次数:722 题号:17579234

Women are still underrepresented in top academic positions. One of the possible explanations for this is the increasing importance of obtaining research funding. Women are often less successful in this than men. Psychology researchers Dr. Romy van der Lee and professor Naomi Ellemers investigated whether this difference also occurs at the Netherlands Organisation for Scientific Research (NWO) and examined potential explanations.

The researchers were assigned by NWO to carry out this study as part of the broader evaluation of NWO’s procedures and its gender diversity policy. The aim was to gain more insight into the causes of the differences in awarding rates for male and female applicants for research funding. The analysis addressed an important “talent programme” of NWO, the Veni grant. “Whoever receives this grant has a greater chance of obtaining an important appointment at a university, ” says Naomi Ellemers.

Van der Lee and Ellemers investigated all the applications submitted by male and female researchers over a period of three years: a total of 2823 applications. Under the direction of NWO these applications were assessed by scientific committees consisting of men and women. The results demonstrate that the awarding rates for female applicants (14.9%) are systematically lower than those for male applicants (17.7%). “If we compare the proportion of women among the applicants with the proportion of women among those awarded funding, we see a loss of 4%,” said Ellemers.

The study reveals that women are less positively evaluated for their qualities as researcher than men are, “Interestingly the research proposals of women and men are evaluated equally positively. In other words, the reviewers see no difference in the quality of the proposals that men and women submit,” says Romy van der Lee.

In search for a possible cause for the differences in awarding rates and evaluations, the researchers also investigated the language use in the instructions and forms used to assess the quality of applications. This clearly revealed the occurrence of gendered language. The words that are used to indicate quality are frequently words that were established in previous research as referring mainly to the male gender stereotype (such as challenging and excellent). Romy van der Lee explains: “As a result, it appears that men more easily satisfy the assessment criteria, because these better fit the characteristics stereoty-pically associated with men.”

In response to the results of this research, NWO will devote more attention to the gender awareness of reviewers in its methods and procedures. It will also be investigated which changes to the assessment procedures and criteria can most strongly contribute to more equal chances for men and women to obtain research funding. This will include an examination of the language used by NWO. NWO chair Jos Engelens said, “The research has yielded valuable results and insights. Based on the recommendations made by the researchers we will therefore focus in the coming period on the development of evidence-based measures to reduce the difference in awarding rates.”

1. Van der Lee and Ellemers carried out the research to find out whether _________.
A.women are less successful than men in top academic positions
B.female applicants are at a disadvantage in getting research funding
C.NOW’s procedures and gender diversity policy enhance fair play
D.there are equal chances for men and women to be admitted to a university
2. Van der Lee and Ellemers’ study shows that _________.
A.grant receivers were more likely to get appointments at universities
B.men applicants for research funding outnumbered women applicants
C.the research proposals of women are equally treated with those of men
D.the reviewers have narrow, prejudiced conceptions of women candidates
3. What might be the main cause for the differences in awarding rates and evaluations?
A.The words used in the instructions and forms.
B.The reviewers’ preference to applications.
C.The methods and procedures for evaluation.
D.The vague and unclear assessment criteria.
4. What will NWO probably do next in response to the results of this research?
A.Eliminate possibilities for difference in awarding rates.
B.Design a language examination for all the reviewers.
C.Emphasize the importance of gender awareness.
D.Improve the assessment procedures and criteria.

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【推荐1】Many managers believe that overworking is an evidence of devotion from their employees’ side. Still few others regard this custom as a threat to the workers’ work-life balance, which may negatively influence the level of productivity and efficiency.

Employees at Amsterdam design studio Heldergroen won’t be putting in much overtime. Not in the office, at any rate. That’s because every day at 6:00 pm, their desks, tables and other work surfaces, with their computers attached, are lifted to the ceiling by steel cables (绳索)normally used to move heavy props(道具)in theatrical productions. If you leave a half-eaten sandwich on your desk, you’re out of luck.

“Once the chairs and other workplace paraphernalia are cleared away, the space is free for evening and weekend use as a dance floor, yoga studio ... or anything else you can think of – the floor is actually yours, ” doctor Sander Veenendaal said.

In a way, the office space itself is working overtime for Heldergroen, bringing about lots of publicity and carrying an enlightened(有启发的)message of career-life balance far and wide.”We think that doing activities like this makes it easier for people to work here,” says Veenendaal. “You know when it is time to relax or do something else that inspires you.”

That sounds awesome. There’s just one catch. In the morning, the desks reappear and everybody has to go back to work.

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A.They are unwilling to work late
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2017-06-15更新 | 130次组卷
阅读理解-阅读单选(约290词) | 较难 (0.4)
文章大意:本文是说明文。讲述了15分钟的会议越来越受欢迎,因为它更高效并帮助员工减少工作时间。目前有60%的会议安排为15分钟,这表明人们对时间管理变得更加严格。短会议能够提高参与者的专注度和准备工作,从而提高会议效率。

【推荐2】If your next meeting can’t be an email, maybe it can just be 15 minutes. The 15-minute meeting is the fastest-growing block of time that workers and bosses are planning, according to an analysis of Microsoft Teams data, which also shows people are booking fewer hour-long meetings. Fifteen-minute meetings now make up 60 percent of gatherings, proving that executives and employees alike have grown stricter about their time.

Thirty minutes tends to be the common time for many meetings. Jayne Sandman, who runs a Washington, D.C., branding-and-marketing firm, generally gives people a tight 15. “The death of your day is too many ‘half-hours’,” she says. Sandman starts calls with something warm and exciting, such as “I can’t wait to hear about your weekend later!” Then she quickly turns to business, noting there are only 15 minutes on the docket (议程).

Over three-fourths of employees say shorter meetings are more efficient, according to a new poll of more than 2,000 U.S. workers conducted in September by market-research firm Civicscience. One-third of respondents said they stop paying attention after 15 minutes anyway. For an employee who makes $100 an hour, cutting down 4 of their meetings by 15 minutes is a $100 savings. Shorter meetings can also help employees work less hours. Companies that have gone to a four-day workweek say banishing meetings that serve mostly as progress reports is the first step to increase efficient hours out of the day.

Rahim Charania, managing partner of a real-estate investment firm, says the 15-minute block is the standard time, and meetings rarely run over. “It forces everyone to do the majority of their thinking before the meeting.”

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【推荐3】Martha had been working for Miller Laboratories for two years, but she was not happy there. Nothing significant had happened in the way of promotions or salary increases. Martha felt that her supervisor, a younger and less experienced person than she, did not like her. In fact, the supervisor often said unpleasant things to her.

One day, while talking with her friend Maria, she mentioned how discouraged she gave her the name of a cousin of hers who was director of Human Resources Department for a large chemical company. Martha called him the next day and set up an interview on her lunch hour.

During the interview, Mr. Petri said, “You’re just the kind of person we need here. You’re being wasted in your other job. Give me a call in a day or two. I’m sure we can find a place for you in our organization.” Martha was so happy she almost danced out of the building.

That afternoon, Ruth Kenny, her supervisor, saw that Martha had come in ten minutes late from her lunch hour and she said, “Oh, so you finally decided to come back to work today?”

This was the last straw. She could not take another insult. Besides, Mr. Petri was right: she was being wasted in this job.

“Look,” she said angrily, “if you don’t like the way I work, I don’t need to stay here, I’ll go where I’m appreciated! Good-bye!” She took up her things and stormed out of the office.

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Maria continued, “Will you be able to get a recommendation from Ms. .Kenny if you need one?”

“A recommendation? .. .from Ms. Kenny?” hesitated Martha, in a worried tone.

“Martha I hope you didn’t burn your bridges,” Maria said. “I think I would have handled it differently.”

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3. What does Maria think of Martha’s decision?
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C.Martha should have found a new job before leaving.
D.Martha shouldn’t have lost her temper with her supervisor.
2018-10-15更新 | 244次组卷
共计 平均难度:一般