1 . The music industry is highly competitive. It requires you to improve your musical skills continuously for a higher level of artistry.
Music marketing strategies involve one or more marketing techniques. Examples include giving free promotional (促销的) singles, putting advertisements on different media, and getting email addresses at concerts so audience members can get updates about the artist.
In many cases, music marketing strategies are limited by the artist’s funds. Many beginning artists don’t have the money to promote their work heavily and have to rely on techniques that are free or low-cost.
| A．The artist already has a product ready to go |
| B．Music marketing strategies differ from regular ones |
| C．Musical talent alone, however, is not necessarily enough |
| D．No two musicians have to use the same techniques when marketing |
| E．An artist doesn’t need to promote all of his/her songs at the same time |
| F．That’s why most beginning artists dream of being “discovered” by an agency |
| G．Technology makes it cheaper and easier for artists to promote their work themselves |
2 . Some documents have been making the rounds lately — where people who work various positions in different industries share how much they’re paid.
Bravo! It’s about time we blew up that old belief that salaries have to stay secret. This is not just a matter of curiosity. Having information about salaries can help narrow the gender wage gap, which has barely changed for more than a decade. Recently released date from the US Census Bureau shows that, on average, women working full time still are paid only 82 cents for every dollar paid to a man. And the gap is even wider for many women of color: Black women make 62 cents, and Latinas just 54 cents. What’s more, the pay gap even extends into her retirement. Because she earned less and therefore paid less to the social security system, she receives less in social security benefits.
Having greater access to salary information is helping to speed things up. A new research report by the American Association of University Women shows that the wage gap tends to be smaller in job sectors where pay transparency (透明) is a must. For example, among federal government workers, there’s just a 13 percent pay difference between men and women, and in state government, the gap is about 17 percent. But in private, for-profit companies, where salaries are generally kept under wraps, the gender wage gap jumps to 29 percent.
Fortunately, salary information is increasingly available on some websites. Certain companies and many human resources departments are pushing ahead with this practice. Of course, it’s going to take more than salary transparency to equalize earnings between women and men. But sharing salaries can and must be part of the solution. The more information women have about how jobs are valued — and what different people earn — the better they will understand their value in the labor market and be able to push for the pay they deserve.
1. Why are the figures mentioned in paragraph 2?| A．To reveal the severity of gender wage gap. |
| B．To confirm the previous belief about salaries. |
| C．To satisfy readers’ curiosity about others’ salaries. |
| D．To appeal to readers to share their salary information. |
| A．The inequality between men and women. |
| B．The need to keep salary information a secret. |
| C．The advantage of working for the government. |
| D．The benefit of making salary information public. |
| A．Critical. | B．Favourable. |
| C．Unclean | D．Negative. |
| A．Why It Pays to Share How Much You Make |
| B．Where Salary Information Difference Lies |
| C．What It Takes to Realize Gender Equality |
| D．How Woman’s Value Improves at Work. |
