【推荐2】What is the difference between happy people and unhappy people?    1     Read the following list of things that HAPPY people do differently from UNHAPPY people and you will know.

Well, I can tell you for sure that those people who are really happy, FEAR less and LOVE a lot more. They see each moment, each challenge, each person as an opportunity to discover more about themselves and the world around them    2    

Happy people understand that you can’t really change a situation by resisting（反抗）it. But they can feel better by understanding that there might be a reason for its existence（存在）.     3     But rather, they ask themselves questions like: What can I learn from this? How can I make this better? They always seem to be pleasant and hopeful no matter what happens to them.

They do the things they do because of the meaning it brings into their lives and because they get a sense of purpose by doing so.

    4     They care more about living a life full of meaning rather than, what in our modern society we would call, living a successful life. The fact here is that most of the time they get both, success and meaning, just because they choose to focus on doing the things they love the most.

    5     They make sure that their actions bring meaning and happiness in the lives of many. They look for ways to give and to share the best of themselves with the world and to make other people happy.

A．They have an ideal living and a balanced life.

B．What are the things that these people do differently?

C．They are kind to themselves and others and they understand the power of love.

D．The things happy people do are not for themselves, but for the good of others.

E．They are ready to embrace whatever lies in front of them.

F．They understand that “Doing what you love is the most important for living a full life”.

G．When something unpleasant happens to them, they don’t try to fight it, knowing that this will make the situation even worse.

【推荐1】SAN FRANCISCO—Only 21 percent of workers worldwide are “engaged”—that's the word used to describe workers who are ready to expend some extra effort at work—while 38 percent are disengaged, according to a new survey.
“Engagement is not satisfaction or happiness, but the degree to which workers connect to the company emotionally, and the degree to which workers are aware of what they need to do to add value and are willing to take that action," said Julie Gebauer, a managing director of Towers Perrin, a consulting firm, which surveyed almost 90,000 workers in 19 countries.
“Happy employees don't necessarily create better financial results, but there is a definite link between engagement and a company's financial performance,” Gebauer said.
The survey found 21 percent of workers worldwide are engaged, and another 41 percent are “enrolled”, which means they're on the road to engagement.
More than 80 percent of the engaged employees say they contribute to the quality of company products, services and customer satisfaction, while only 40 percent of disengaged workers agree.
Engagement helps retention(留置) too. About 50 percent of engaged employees say they have no plans to leave their company versus 15 percent of the disengaged.
“The fact that almost 80 percent of workers are disengaged is likely costing companies money." Gebauer said.
“The conception of engagement is really a financial issue," said Gebauer. ‘Organizations that have employees that are highly engaged deliver better financial results than those that don't."
In a separate study, Towers Perrin assessed data on 40 global companies over a three-year period, measuring employee engagement at a certain point and then looking at the companies' financial results over the following three years.
Companies with highly motivated workers enjoyed a 3.7 percent increase in profits, while companies with a lower level of worker commitment saw a decrease in profits slightly.
What makes for an engaged employee? It's not necessarily pay. While the level of pay is important, it's not among the top 10 drivers of engagement. Rather than only using the pay, companies should survey their work force, much as they might study their customers, to assess what employees are seeking.
1. The underlined word “enrolled” in Paragraph 4 means ________.

A．engaged	B．disengaged
C．over-engaged	D．not yet but to be engaged

2. According to the text, among 500 disengaged employees, how many would probably have the intention of leaving their company?

A．50.

B．75.

C．250.

D．425.

3. What would probably be talked about following the last paragraph?

A．The top ten drivers of engagement.

B．The reason to encourage engagement.

C．The importance of the pay level in engagement.

D．The survey of work force in a company.

【推荐2】The three phases of life are increasingly a thing of the past. Where once working lives fitted neatly into the model of education, employment and then retirement, the simplicity of that division is being challenged by changing standards of the workforce.

Increasing numbers of workers, nearing their long-imagined transition(过渡)into retirement, seem to be actively putting off the moment at which they down tools. Newly released figures from the Office for National Statistics(ONS)have shown that there are over a million more over 50s in part-time work than a decade ago.And with nine out of 10 employers reporting difficulties hiring workers,there’s likely to be a growing market for their talents as bosses extend their searches to older people,including those who are willing to take on part-time responsibilities.

The ending of the three phases of working life isn’t simply down to people living longer or financial necessity-though those are certainly important factors-but also to an increasing desire to maintain a purposeful life. One survey of British retirees over 50 found that 85 per cent of them felt they’d retired too young—stopping working had left a void that they regretted afterwards.

The 2015 film The Intern conveyed this human need to have value. In it, Robert De Niro plays a 70-year-old widower who finds himself a fish out of water when he joins a trendy internet start-up.In the end, not only does he find the sense of belonging that he desires but his colleagues come to rely on his experience and different perspective.It’s a plot we can increasingly expect to happen in real-life offices over the decades to come as people live ever longer.

Already, we are seeing people in their 50s and 60s looking ahead to a retirement lasting 30 years, choosing instead to build second careers that they can maintain into their 70s or beyond. Freed from the financial burden of young children, they can prioritize flexibility, shorter working hours or more rewarding jobs in areas such as charity work or teaching. Many do it for no money at all, volunteering behind the till in charity shops or showing people round National Trust properties.

However, it’s the next generation where the effect of living longer will really be felt, and the financial necessity will start to bite. In the West, more than half of the children born in 2016 have a life expectancy of more than 100 years. In their book, The 100-Year Life, London Business School professors Lynda Gratton and Andrew Scott suggest that acquiring sufficient funds to see oneself through a 40-or 50-year retirement will likely be beyond all but the highest earners.

Then there’s the oft-repeated claim that young people today are the first generation to be poorer than their parents. Certainly property prices are changing the way they plan for the future. In the mid-Nineties, the average home cost less than three times the average wage; last year, ONS stats placed that ratio at eight times wages.

The overall effect of these trends is that young people recognize that they will likely have to postpone dreams of retirement and instead strap on(绑住)more debt spread over longer spans. It’s why 44 per cent of under 30s say they expect to be working well into their 70s and why data this year from the Bank of England show that 16 per cent of UK mortgages(按揭贷款)now have terms of 35 years or more-a figure that has tripled in the past decade.

All of these factors look set to contribute to a workforce that has a significantly wider range of ages in the future. In an era of work when we’ve all learned to be more inclusive, only eight per cent of firms with a diversity programme have adapted it to go beyond gender, race and sexuality and into age. Incorporating older employees into the workforce is set to be the next big thing at the office.

If Robert De Niro has anything to teach us, it’s that this can be an enormous force permanently for both employees and businesses.

1. What do the underlined words “is down to” in Paragraph 3 mean?

A．is caused by	B．results in
C．is responsible for	D．gives birth to

2. What trend will the next generation face?

A．They can live within their means.

B．Their life expectancy will be longer.

C．They will be richer than their parents.

D．They will fail to pay off their mortgage.

3. The author introduces the details of the film The Intern in order to_____.

A．tell us Robert De Niro is a helpful retiree

B．indicate that retirees can also benefit society

C．share Robert De Niro’s second career with us

D．illustrate that retirees desire to live meaningfully

4. What does the passage mainly talk about?

A．The new standards of the workplace.

B．Age being no hurdle in the modern world of work.

C．Financial issues facing both old people and young people.

D．Different attitudes to retirement between the young and old.

【推荐3】Who we are

The United Nations is an international organization founded in 1945 and committed to maintaining international peace and security; developing friendly relations among nations; promoting social progress, better living standards and human rights.

The issues on our agenda are complicated and diverse, as are the careers we offer.

Management and Administration Network

Education: Business or Public Administration, Finance, Economics, Sociology, Social Work, Psychology, Commerce, Law, or related fields.

Posting title: Executive office of the secretary-general

Duty station: New York

Posting period: 2 May 2021 - 30 June 2021

Political, Peace and Humanitarian Network

Education: Political Science, Law, International Relations, Public Administration, Business Administration, Economics, or related fields.

Posting title: Intern — political affairs

Duty station: Vienna

Posting period: 17 October 2020 - 30 June 2021

Legal Network

Education: Law, Business Administration, International Relations, Political Science, Public Administration, or related fields.

Posting title: Legal officer

Duty station: Montreal

Posting period: 14 December 2020 - 27 January 2021

Economic, Social and Development Network

Education: Economics, Statistics, Mathematics, Public Administration, Political Science, Business Administration, Law, Public Finance, or related fields.

Posting title: Intern — environment affairs

Duty station: Incheon

Posting period: 2 October 2020 - 30 December 2021

1. What department will you join as a student of psychology?

A．Management and Administration Network.

B．Political, Peace and Humanitarian Network.

C．Legal Network.

D．Economic, Social and Development Network.

2. Which position will you apply for if you want to work in Vienna?

A．Executive office of the secretary-general.

B．Intern 一 political affairs.

C．Legal officer.

D．Intern 一 environment affairs.

3. Which position has the longest application period?

A．Executive office of the secretary-general.

B．Intern — political affairs.

C．Legal officer.

D．Intern - environment affairs.