1 . Virtual (虚拟) Teams
Virtual teams are a great way to enable teamwork in situations where people are not sitting in the same office at the same time. Such teams are now widely used by companies and organizations to cut business costs. This is particularly so for businesses that use virtual teams to build global presence, or need less common skills or knowledge from people who are unwilling to travel.
Virtual teams are governed by the same basic principles as traditional teams.
Not everyone can perform well in a virtual team environment.
Managers of virtual teams need to pay much more attention to having clear goals, performance standards, and communication rules. People have various assumptions on what to expect from each other.
One of the biggest challenges of virtual teams is building trust between the team members. Trust is important for unblocking communication between members and increasing motivation of each person in the team. The issue of trust needs special attention at any stage of team existence.
| A．Yet, there is one significant difference. |
| B．Not every type of project is suitable for a virtual team. |
| C．A virtual team can choose whatever project they like to work on. |
| D．The members must be self-motivated and able to work independently. |
| E．Members of virtual teams communicate quite well although they never meet face-to-face. |
| F．To avoid misunderstanding, clear rules that everyone understands and agrees on are necessary. |
2 . When I stepped out the plane from Miami into Charlotte, North Carolina, airport for a connecting flight home, I immediately knew something was wrong. Lots of desperate people crowded the terminal. I quickly learned that flights headed to the Northeast were called off because of a storm. The earliest they could get us out of Charlotte was Tuesday. It was Friday. A gate agent stood on the counter and shouted, “Don’t ask us for help! We cannot help you!”
I joined a crowd that ran from terminal to terminal in search of a flight out. Eventually, I found six strangers willing to rent a van with me. We drove through the night to Washington, where I took a train the rest of the way to Providence.
The real problem, of course, is that incidents like this happen every day, to everyone who flies, more and more often. It really gets to me, though, because for eight years I was on the other side, as a flight attendant for Trans-World Airlines(TWA).
I know the days are gone when attendants could be written up if we did not put the lines napkins with the TWA logo in the lower right-hand corner of the first-class diners’ trays. As are the days when there were three dinner options on flights from Boston to Los Angeles in economy class. When, once, stuck on a tarmac (机场停机坪) in Newark for four hours, a planeload of passengers got McDonald’s hamburgers and fries by thoughtfulness of the airline.
I have experienced the decline of service along with the rest of the flying public. But I believe everything will change little by little, because I remember the days when to fly was to soar (翱翔). The airlines, and their employees, took pride in how their passengers were treated. And I think the days are sure to come back one day in the near future.
1. Many people crowded the terminal because ________.| A．they were ready to board on the planes |
| B．something was wrong with the terminal |
| C．the flights to the Northeast were canceled |
| D．the gate agent wouldn’t help the passengers |
| A．by air | B．by van | C．by train | D．by underground |
| A．The writer lived in Charlotte, North Carolina. |
| B．The writer thought the service was not as good as it used to be. |
| C．The writer with other passengers waited to be picked up patiently. |
| D．Passengers would feel proud of how they were treated on the plane. |
3 . Young Africans are logging in and clocking on
His home is Bungoma, a small town in western Kenya, but his workplace is the world. Kevin, who asks that his real name be masked to protect his credibility, has written about offices in China without ever going there. He has reviewed home-security systems he has never seen.
Some are attracted to the work by the flexibility and pay; others because they cannot find a traditional job. There are advocates for freelancing.
Freelances, like the wider outsourcing (外包) industry, “are fighting against a reputation of Africa as somewhere where you would not expect digital work to take place,” says Mohammad Amir Anwar of the University of Edinburgh, who co-wrote a book about Africa’s digital workforce. Some African freelances use virtual private networks and fake names to pretend they are somewhere else.
The available data suggest that it will take time for Africa to become a continent of digital freelances. In 2019, Mr. Anwar and colleagues estimated that there were 120,000 African workers on Upwork, the continent’s most popular platform—fewer than in the Philippines. Most did not seem to be making any money.
Outsourcing practices have also sparked moral questions. Al Astra (a live-streaming company) content-moderation center in Kenya run by Sama (an outsourcing firm), workers told journalists that they were mistreated and misled about the nature of their work.
Technological change bounces in unpredictable directions. Could Al tools, previously trained by Kenyan workers, one day make these freelances such as Kevin unnecessary?
| A．Africa’s digital workers are re-mapping the old geographies of labor. |
| B．The internet creates new kinds of work, without any patterns of inequality. |
| C．A former employee has taken both companies to court, accusing them of forced labor. |
| D．Typical tasks include data entry, online marketing, or even writing essays for lazy students. |
| E．Baraka Mafole, a student in Tanzania, organizes training events for navigating online platforms. |
| F．Power cuts and competition for part-time jobs from cheaper workers in Asia and beyond create other challenges. |
4 . Many questions can be expected in advance and it’s wise to have some well-constructed answers that you can tailor more closely on the day. It’s sensible to have a number of key phrases to use. Remember to always try and make your answers positive.
Q1: Tell me about yourself. (The interviewer is really saying “I want to hear you talk.”)
A1: This is just to get things started, but it is a very common question. Write a script, and practice it so that it sounds natural. Spend a maximum of four minutes describing your qualifications, career history and your range of skills. Emphasize those skills that are relevant to the job on offer.
Q2: What have been your achievements to date? (The interviewer is saying “Are you an achiever?”)
A2: Again, this is a common question, so be prepared. Select an achievement that is experience-related and fairly recent. Identify skills you used in this achievement and say what the results were.
Q3: What do you like about your present job? (The interviewer is really trying to find out whether you will enjoy the things the new job has to offer.)
A3: This is a straightforward question. All you have to make sure is that your ‘likes’ correspond to the skills etc. required for the job on offer. Be positive, describe your job as interesting and diverse, but do not overdo it. After all, you are leaving?
Q4: What are your strengths? (The interviewer simply wants a straightforward answer as to what you are good at.)
A4: This is the one question that you are definitely going to get, so there is no excuse for being unprepared. Concentrate on discussing your main strengths. List three or four explanations of how they could benefit the employer. Strengths to consider include technical proficiency; ability to learn quickly; determination to succeed; positive attitude; your ability to relate to people and achieve a common goal. You may be asked to give examples of the above, so be prepared.
Q5: Tell me about the most difficult situation you’ve had to face and how you handled it.
(The interview is really trying to find out your definition of “difficult” and whether you can show a logical approach to problem solving using your initiative.)
A5: This can be a trap! To avoid it, select a difficult work situation that was not caused by you and which can be quickly explained in a few sentences. Explain how you defined the problem, what the options were, why you selected the one you did and what the outcome was. Always end on a positive note.
1. The passage is mainly intended to ________.| A．highlight the importance of looking positive in an interview |
| B．give suggestions on how to answer interview questions |
| C．provide some sample answers to interview questions |
| D．illustrate how to look confident in an interview |
| A．talk about what you dislike about it |
| B．comment positively on your colleagues |
| C．relates it to the job you are applying for |
| D．describe how interesting it is as far as possible |
| A．Tell me about yourself? |
| B．Tell me about your strengths? |
| C．What have been your achievements to date? |
| D．How did you handle the most difficult situation? |
5 . In the fog of uncertainty about how new technology will change the way we work, policymakers around the world have flocked to the same idea. No matter what the future brings, they say confidently, we will need to upskill the workforce in order to cope.
The view sounds reassuringly sensible. If computers are growing smarter, humans will need to learn to use them to humans’ advantage. Otherwise, they may run the risk of being replaced by computers.
Research published by the Social Mobility Commission shows that workers with degrees are over three times more likely to participate in training as adults than workers with no qualifications. That creates a virtuous circle for those who did well at school, and vicious circle for those who did not. If the robots are coming for both the accountants and the taxi drivers, you can bet the bean counters will be more able to retrain themselves out of danger.
It is no good criticizing employers for directing investments at their highly skilled workers. They are simply aiming for the highest return they can get. And, for some types of lower-paid work, it is not always true that technological progress requires more skills. The UK’s latest Employment and Skills Survey, which is performed every five years, suggests the use of literacy and numeracy skills at work has fallen since 2012, even as the use of computers has increased. The trouble is, when the computer makes your job easier one day, it might make it unnecessary the next. Many of those affected by automation will need to switch occupations, or even industries.
It is time to revisit older ideas. The UK once had an energetic culture of night schools, for adults to attend after their day jobs. These institutions have been disappearing due to funding cuts. But a revival of night schools could be exactly what the 21st century needs.
It is still not clear whether the impact of new technology on the labour market will come in a trickle or aflood. But in an already unequal world, continuing to reserve all the lifeboats for the better-off would be a dangerous mistake.
| A．Employers also invest more in better educated workers by launching employer-sponsored cmployee education programs. |
| B．According to an Oxford University study, nowadays employers are more likely to hire the first-year apprentices. |
| C．Rather than just “upskilling” in a narrow way, people could choose to learn an entirely new skill or trade. |
| D．But the truth is, the people who are being “upskilled” in today’s economy are the ones who need it the least. |
| E．People can effectively train or upskill themselves to meet their specific professional needs. |
| F．But a retailer or warehouse company is not going to retrain its staff to help them move to a different sector. |
6 . Teaching is widely recognized to be a stressful occupation, characterized by numerous and varied challenges: administrative burdens, long hours, classroom management difficulties, to name but a few.
But if it’s clear that teacher stress is widespread, it’s not always clear how teacher stress should be defined. Traditionally, educational policy research has focused on working conditions (i.e., school administration) as the main driver of occupational health. That is, teacher stress tends to be viewed as a result of working in a stressful environment, often characterized as lacking sufficient funding or effective leadership.
Chris Kyriacou and others have argued that teacher stress is better understood as resulting from a mismatch between the pressures and demands made on educators and their ability to cope with those demands. Workforce conditions alone are not sufficient to explain why some teachers are highly stressed. Rather, what matters most is how each teacher sees the demands they face in relation to the resources they have available to meet those demands.
| A．These demands take a toll, resulting in job dissatisfaction, workplace fatigue, burnout, and reduced occupational commitment. |
| B．Just as beauty is said to be in the eye of the beholder, stress depends on the teacher’s unique view of their classroom. |
| C．For example, this holds true for 25% of teachers in Great Britain and Italy; 20-22% in Malaysia and Germany; and 25-26% in Australia and the U.S. |
| D．However, if only 20-25% of teachers report high levels of stress, then that would suggest that the working environment itself is only part of the issue. |
| E．Teachers are isolated from colleagues for much of the day, spending less than 5% of their work time collaborating with peers. |
| F．Clearly, then, there must be more to the story. |
7 . Today’s workplace is unique in history. Never before have we seen people working together who represent such different backgrounds and experiences. This difference of age, race, gender, and work style makes it very difficult to organize and run a company.
This has been an important realization. The management difficulties and challenges have led some experts to study intergenerational differences for an understanding of problems in the workplace. What they have discovered is interesting and may provide ways of improving working conditions in companies that employ individuals from different generations.
The first thing to realize, they say, is that differences of opinion about the importance of work and how to get work done are not a coincidence.
Resentment between members of different generations, if not attended to, can lead to extreme anger and unhappiness and even lasting enmity if people are not careful.
If you were raised in a time of plenty, when products were readily available and relatively inexpensive, you would believe that prosperity is natural and expectable. If, on the other hand, you were raised in a time of scarcity, you would always be careful not to waste things for fear you would not have enough. You would make angry people who seem to believe that problems will always solve themselves.
| A．That is, it is not an accident that young employees will be different from older employees. |
| B．The weaknesses of human nature cause the disharmony among employees. |
| C．As a result, companies are looking for individuals who can manage a wide range of employees effectively. |
| D．Such optimism in the face of difficulties would be a source of unhappiness between you and them. |
| E．Therefore, employers should pay attention to the different ways of expressing anger in the company. |
| F．That individuals from different generations should come to view each other as if they were from different sides of warring countries should not be surprising. |
8 . Life is like a roller coaster; every point has ups and downs. The truly victorious people stay committed to their broad goals even in unplanned circumstances. One true example of such people comes from a woman passionate about spreading happiness and helping others. Nicole Thornes is a mother, a former police officer, and now serving society as a death doula.
Believing small efforts could comfort individuals and unite society, Nicole thought a police officer had the opportunity to prevent crime, bring justice and create a better society for everyone. She was determined to become a police officer to protect life and bring prosperity. All her passion and motivation drove her to pursue a Criminal Justice degree to become a police officer.
Although she became a mother during her studies, she didn’t give up on her passion. Nicole could have called off her studies, but her passion for serving society didn’t let her step down. She took a break from her studies when her kids needed more attention but later came back to continue her study and completed her degree. Nicole finally became a police officer and everything went according to her plans.
But uncertainty put her in a challenging situation. Nicole suffered from an injury. The sudden medical retirement called off her journey as a police officer, but her dreams and passion did not let her stop. So, she became a death doula, allowing her to be there for people whenever needed and provide comfort to the dying and their families during difficult times. She chose this field after her grandfather’s death. She couldn’t bear the pain of losing him; therefore, she decided to become a death doula and contribute her services to help those suffering from the pain of losing their loved ones.
Nicole Thornes has written her book, Daddy’s Home, covering true events of losing someone and inspiring readers to cope with the feelings of emptiness and recover from mental illness after losing someone close. Daddy’s Home inspires readers and tells them the importance of a new beginning, helping people lighten the burden from their chest after the grief of losing someone.
1. What can be learned about Nicole Thornes?| A．Nicole Thornes dreamed of becoming a police officer since she was born. |
| B．Nicole Thornes pursued a Criminal Justice degree, but she gave up halfway. |
| C．Nicole Thornes took up a writing career immediately after getting physically hurt. |
| D．Nicole Thornes wrote a book, impressing on readers the significance of a new start. |
| A．The unbearable pain brought by her grandfather’s death. |
| B．Her break from academic studies to take care of her kids. |
| C．Her sudden medical retirement due to her incurable injury. |
| D．Her determination to finish writing her book, Daddy’s Home. |
| A．a death fighter | B．a special trainer |
| C．a support giver | D．a creative police officer |
| A．Nicole Thornes and her dream |
| B．The ups and downs of Nicole Thornes |
| C．Nicole Thornes: The writer of Daddy’s Home |
| D．Nicole Thornes: The journey from a police officer to a death doula |
9 . The local education department is looking to hire an additional two part-time employees to support its ongoing mobile library van project. The projected working hours shall be an average 23 hours per week spread out over 5 or 6 days from Tuesday to Sunday.
PAY RATESPay rates are competitive and are split into three pays bands: Weekdays 9am-6pm paid at $5.50 per hour, weekdays 6pm-9pm paid at $7.50 per hour, and work on weekends anytime 8:00am-8:00pm will be paid at $10 per hour.
QUALIFICATIONSQualifications for the position are minimal in that there are no specific qualifications required. However, regarding experience, previous library experience is preferred but not absolutely necessary. What is considered to be beneficial for the applicant is having good people skills and a strong desire to help people. A good knowledge of software programs and computers is required, so this position would favor an applicant with excellent computer skill. A valid driving license is essential.
BENEFITSThe employee will also be eligible for certain other benefits, such as full health insurance, whilst pension contributions and paid annual leave will be calculated on a pro rata basis. Free access to all library materials both physical and digital will be offered to the employee with certain limits depending on customer demand.
WORKING DAYSThese could be scheduled anytime from 9am-9pm midweek and 8am-8pm over the weekend Breaks (per day) will be calculated as follows: 0-3 hours = no break, 3-5 hours = 20 minutes, 5-7 hours = 40 minutes, 7-9 hours=60 minutes (taken as 2x 30 minutes), and working 9-11 hours =80 minutes (taken as 2x40 minutes). These breaks are mandatory by law.
SPECIAL REQUIREMENTS & NOTIFICATIONSFirstly and most importantly is that the employee must be completely flexible to work any shifts as needed, and that work schedules will be planned monthly in advance. On Mondays the mobile library van is closed for regular maintenance and cleaning. The employee will never be asked to work over 30 hours per week unless agreed upon in advance with the employee.
1. If Simon works 4 hours a day from Wednesday to Saturday, how much will he be paid at most per week?| A．$106. | B．$120. | C．$124. | D．$130. |
| A．Adequate computer skills. | B．Previous working experience. |
| C．Good communication skills. | D．An interest in literature. |
| A．Health & Diet section. |
| B．Job Hunting section. |
| C．Education section. |
| D．Book Review section. |
8: 45 AM.
Hi ladies. We have a new client that just called this morning. Are either of you free to take the job?
Athena
8: 46 AM.
What's the location of the job? And what is the client expecting?
Paula
8: 47 AM.
Mrs. Hunter lives at the intersection of Maple Street and Givers Rd. She has a fairly large 3500 square foot house, and would like someone to come for 5— 6 hours each week, preferably on a Monday, to clean it.
Athena
8: 48 AM.
Sorry, that's too far for me to go. And I already have a regular client in the afternoons on Mondays.
Julie
8: 49 AM.
I can probably do it. I don't have any clients on Mondays at the moment.
Athena
8: 50 AM.
Make sure you negotiate the hours with her. Or let her know how much you can physically clean in 5. 6 hours.
Julie
8: 51 AM
I think it'd be fine. I'm sure she's not expecting one person to clean the entire house in those hours.
Paula
8: 52 AM
I can call her back to get some more details. It's always better to make sure both parties have the same expectations.
Julie
8: 53 AM
OK. Both of you have way more experience than me so I'll definitely listen to your advice.
Paula
8: 54 AM
Julie, I'll let you know when I've talked to her. You might have to call her yourself later, too.
1. What could the name of this company be?
| A．Drivers for Hire | B．Maid Service Plus | C．Accountants R Us | D．Toys Toys Toys |
| A．Let the client know her age. | B．Clarify workload and working hours. |
| C．Give the client a piece of her mind. | D．Have an honest conversation with the client. |
| A．She's the organizer. | B．She's the new hire. |
| C．She's in the marketing department. | D．She's in the technology department. |
