1. Who is the woman?
| A．A captain. | B．A passenger. | C．A hostess. |
| A．Having enough flying experience. |
| B．Mastering several languages. |
| C．Being younger than 45. |
| A．Follow the checklists. |
| B．Warm up all the engines. |
| C．Make sure there are no breaks in the wings. |
| A．Try to stop at once. |
| B．Land on a long runway. |
| C．Land after short flying around. |
| A．By ringing them. | B．By visiting them. | C．By writing to them. |
1. Which position is open?
| A．Editors. |
| B．Reporters. |
| C．Website designers. |
| A．Chances to travel around. |
| B．Lots of money. |
| C．Free movies. |
| A．Work experience. |
| B．Good writing skills. |
| C．Access to the Internet. |
| A．The deadline. |
| B．The age limit. |
| C．The website address. |
There’s no doubt that work deadlines can be stressful. When you have too many, you can feel overcome. And nearing deadlines encourages last-minute dashes for the finish line, like when students pull ‘all-nighters’ in an attempt to achieve weeks’ worth of essay writing in a handful of hours.
Yet there’s no question deadlines can serve a positive psychological function-after all, without them, many students might never even finish their work. You can see evidence for the power of deadlines in the ‘real world’, too. For instance, in 2015, when the US National Science Foundation dropped its usual twice-yearly deadlines for grant submissions in geoscience, as part of an attempt to help the overburdened system, the effect was dramatic. Annual submissions fell by 59% without the pressure of a deadline and it seems that many scientists lacked the urgency and motivation to deliver their applications.
As new research findings shed light on the psychology of deadlines, we can learn ways that deadlines can be used to increase focus and boost perseverance.
【写作内容】
1. 用约 30 个单词概括上文信息的主要内容；
2. 谈谈设置”截止日期”的重要性；
3. 就 如何确保在”截止日期”内完成任务提出你的建议( 不少于两点) 。
【写作要求】
1. 写作过程中不能直接引用原文语句；
2. 作文中不能出现真实姓名和学校名称；
3. 不必写标题。
【评分标准】
内容完整， 语言规范， 语篇连贯， 词数适当。
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| A．A policeman. | B．A gas station clerk. | C．A driving coach. |
6 . My whole career is about clothes – but I have no interest in fashion. What I love doing with clothes is using them to tell a story. That’s what costume design is all about. I wasn’t one of those little girls always dressing up dolls. My parents were musicians, so there was never any money, but our household was artistic.
As a child in the 1950s there was no TV, so we drew, painted and made things out of cardboard boxes. My parents encouraged me and my younger sister to be creative – making a mess was fine, and we were even allowed to draw on one of the walls at our home in Kensington, west London. After school I studied at Central Saint Martins School of Art, where I learned how to draw patterns and cut fabric. Back then it was set design, not costumes, that most interested me.
Thanks to a childhood friend, Nick Young, I was offered some unpaid work on early Merchant Ivory film productions. For a 1978 movie called Hullabaloo Over Georgie And Bonnie’s Pictures, I was asked to put together clothes for its star, Dame Peggy Ashcroft, to wear in India. After a meeting with her, Peggy took me aside. ‘My dear, we’re getting on quite well,’ she said. ‘They’ve given me a first-class ticket to India, now if I change it for two economy flights, will you come with me?’ Of course I said yes! No question.
It was before The Jewel In The Crown and A Passage To India, and Peggy had never been to India. At 70, she was a little nervous, but great fun. We shared a room and I looked after her in every possible way. At night we sat up in our little beds, having a brandy or whisky and discussing our day. After the shoot we went on holiday to Goa together. Peggy rode around on the back of my motorbike!
I became part of the Merchant Ivory team and went on to work on many other period films, including 1996’s Sense And Sensibility. I’ve known Emma Thompson for 30 years and she’s hilarious and wonderful.
I had won an Oscar before, in 1987 for A Room With A View, and have been nominated a further eight times. I keep my Oscars on a desk that belonged to my mother in my study, so they are very much on display but off the beaten track. Not in the living room and certainly not in the downstairs loo!
For a career I somehow fell into, it’s provided me with a wonderful life, really.
1. Why did Peggy and the author make friends with each other?| A．They were of the same age. | B．They worked in the same theater. |
| C．They were both good actors. | D．They got along very well. |
| A．The Jewel In The Crown. |
| B．A Room With A View. |
| C．Hullabaloo Over Georgie And Bonnie’s Pictures. |
| D．A Passage To India. |
| A．To show she was not talented in designing clothes. |
| B．To amuse the readers with a funny story. |
| C．To show her parents inspired her creativity. |
| D．To share a precious memory in her childhood. |
| A．Ambitious | B．Dedicated |
| C．Caring | D．Demanding |
1. Why is the man nervous?
| A．He doesn’t like job interviews. |
| B．He doesn’t want to lose his job. |
| C．He doesn’t have many employment options. |
| A．Three months. | B．Six months. | C．Two years. |
| A．With money from his brother. |
| B．With money from his parents. |
| C．With money from his savings. |
| A．He has finished his research. |
| B．He has been promoted to manager. |
| C．He is going to work in the research center. |
9 . Expectations can be tricky and this is no different in the workplace! As I listen to some Baby Boomer managers relate their frustrations about working with Generation Y( Gen Y/millennials千禧一代) workers, their two main complaints center on their perceptions of the younger generation’s work ethic and sense of entitlement. These managers express that Gen Y workers want the honors of the workplace without putting in the sacrifices to earn them .
The Baby Boomer/Generation Y Conflict is a good title that I often use to describe this new millennium divide between Boomers and Gen Y workers. This conflict comes from different life experiences and generational expectations. Can Baby Boomers and Gen Y just get along? The answer is yes! As managers understand and account for the generational differences, they can move workplace dynamics from frustration and conflict to productivity and mutual understanding. To do so, we have to first understand Boomers and Gen Y.
Born between 1943 and 1960, Boomers, grew up in an environment of social unrest where challenging authority was the norm. As noted in Generations at Work significant events of the Boomer generation include the civil rights movement, the Vietnam War, the women liberation movement and the Cold War. Boomers reflect that time in many ways: they tend to think they can change the world and they want to fulfill their own individual goals and potential. They come to the workplace confident, prepared to work hard, and expecting to be rewarded for their efforts.
Born between 1980 and 2000, Gen Y workers grew up in an environment of adult attention where monitoring, recognition, and support were the norm. Significant events of their generation include technology, protective parenting, school yard violence and multiculturalism. Gen Y workers reflect this time in many ways: they are the most technically talented generation and they are the most spoiled generation. Gen Y workers come to the workplace with confidence and a continuing expectation of recognition and support independent of results.
With the understanding that Generation Y workers have significantly different life experiences and expectations, Boomer manager can adjust their own interaction style and move from frustration and conflict to mutual understanding and productivity.
Gen Y workers are used to immediate feedback on how they are doing. It comes from their digital world where information is shared frequently and quickly. Give them ongoing feedback. Be sure to balance the feedback: tell them what they did well as well as how they can improve.
Many Gen Y workers are used to multiple supportive adults in their lives who spoiled and praised them. They respond better to coaching that focuses on outcomes than a direct management style.
Boomer managers sometimes make the assumption that Gen Y workers are rude or disrespectful of authority. More often, however, Gen Y workers do not understand normal standards of workplace behavior. For example, Gen Y workers often expect immediate responses from their bosses on whatever they communicate to them. This comes from their life experiences. They have had cell phones at a young age and are masters at communicating through text messages, social media, etc. Further, they are used to calling the adults in their lives and getting immediate attention. They bring these expectations to the workplace.
Boomers are partly responsible for launching some work-and-life balance programs for Gen Y workers. These younger generations have seen the negative effects that work has produced on some Boomers and decided that they want some balance in their lives. Many do not want to work like what Boomers have done. Boomer managers can engage Gen Y workers by supporting workplace flexibility and work-and-life balance. For these younger generations, work-and-life balance is among their top working priorities.
Expectations are hard to manage and different generations have different workplace expectations！Boomer and Gen Y conflict, however, does not have to continue. When Boomer managers understand these differences, they can both adapt their own interaction style and educate others to promote organizational productivity. These generations do not have to continue to collide in the workplace!
1. What can we infer from Paragraph 1?| A．Gen Y workers always dismiss the honors as useless. |
| B．Boomers complain about the job attitude held by Gen Y. |
| C．Boomers tend to show little respect for Gen Y’s entitlement. |
| D．Gen Y workers don’t care about Boomers’ misunderstandings. |
| A．different attitudes towards accepted social norms. |
| B．the reasons for the frustrations and conflicts at work |
| C．the shared beliefs that united the two separate generations |
| D．the outcomes of different parenting on each generation |
| A．Gentle but reserved. | B．Stubborn and jealous. |
| C．Strict but generous. | D．Ambitious and confident. |
| A．Continual appreciation and assistance unaffected by results. |
| B．Good results as well as acknowledgement from bosses. |
| C．Independent advice on how to gain wide recognition. |
| D．Constant monitoring at work to boost their results. |
| A．Occasionally by post. | B．Instantly and carefully weighed. |
| C．Regularly by means of praise. | D．Directly and casually informed. |
| A．They are accustomed to the comfort of modern life |
| B．Their parents have been paying the same attention to it. |
| C．They don’t want to follow in the footsteps of Boomers. |
| D．Many sacrifices for honors have been made in the workplace. |
10 . I moved to a new city and took a job in marketing. I didn't really understand whether it
A job advertisement for a(n)
I felt a
The biggest change the job brought,
| A．messed with | B．applied to | C．relied on | D．waited for |
| A．purpose | B．convenience | C．restriction | D．entertainment |
| A．reporter | B．lawyer | C．editor | D．typist |
| A．independent | B．intelligent | C．successful | D．ambitious |
| A．courses | B．references | C．software | D．content |
| A．replacement | B．mixture | C．innovation | D．symbol |
| A．amused | B．embarrassed | C．touched | D．surprised |
| A．Naturally | B．Generally | C．Frequently | D．Finally |
| A．contrast | B．shock | C．change | D．shame |
| A．reading | B．translating | C．spelling | D．copying |
| A．Trapped | B．Hidden | C．Invested | D．Imagined |
| A．gaming | B．marketing | C．writing | D．communicating |
| A．hits | B．pages | C．profits | D．advertisements |
| A．monitors | B．sponsors | C．colleagues | D．audiences |
| A．distinction | B．understanding | C．expectation | D．recording |
| A．though | B．instead | C．otherwise | D．therefore |
| A．go into | B．leave behind | C．refer to | D．set aside |
| A．troublesome | B．creative | C．tough | D．conservative |
| A．transfer | B．rescue | C．discipline | D．further |
| A．lucky | B．popular | C．energetic | D．honest |
