1 . My husband jokes with me that my midlife crisis was having my now 11-year-old daughter in my 40s.

I started my career as Associate Editor at Woman’s World magazine in the late 1990s. Then I was a magazine editor-in-chief for five national consumer publications and also contributed to magazines like Longevity and New Woman.

Four years after getting married in 2005, I eventually gave birth to my daughter, Crystal. As I wrote on Parenting.com: “As the doctor checked her vital organs and my husband counted her 10 perfect fingers and toes, I realized that my body had produced a wonder.”

While my peers were dealing with the stresses of kids in school, I focused my creative energy on carving out my new identity. I was excited when I was offered a “Mom’s Talk” column where I wrote about toys, breastfeeding, and my ongoing(追求) for “baby-free” time.

When Crystal was 3 years old, I wrote an essay about watching her dance at a toddler(学步的小孩) reading group at the library, instead of sitting down with the other children. I expected her performance to annoy people, but her joyful dancing attracted them and made me consider my own possibilities.

“Had I ever been that way, I wondered. If so, could I be like that again? Could I become as free as a child with her whole life ahead of her, ready and willing to be the star of her own production?”

As my daughter transformed from a toddler into a young girl, she continued to be my inspiration. I wrote about the new rules for babysitting and shared research showing that fathers who participated in housework had a positive impact on their daughter’s future success on The Washington Post.

I focused on providing Crystal with resilience-building(韧性) when she neared her teens. I wrote about powerful phrases for The Week, like “no one is the judge of your self-worth”.

As my daughter continues to grow during this messy time, there is one certainty: I will continue to tell my stories, through the eyes of my midlife wisdom. I can’t wait to see her next chapter----and for you to read mine.

1. How did the author feel when giving birth to her daughter?

A．Frightened.	B．Pleased.
C．Puzzled.	D．Disappointed.

2. In terms of being a parent, the author differed from her peers in that _______.

A．she had to deal with more stress from being a mom

B．she left all the babysitting work to her husband

C．she combined the new identity with her career

D．she adopted a creative method of raising her baby

3. What did Crystal’s performance in the library make the author think about?

A．Living the same free life as her daughter’s.

B．Giving performance in front of a crowd

C．Her previous life before having the baby.

D．Pure pleasure during “baby-free” time.

4. Why does the author consider Crystal as her inspiration?

A．Crystal has inspired her to take a writing career.

B．She has started writing in the tone of Crystal.

C．Her writing keeps developing as Crystal grows.

D．Many of her stories are centered on her daughter.

2 . Tips for Writing a Cover Letter

If you are applying for an internship, you will likely have to submit a cover letter as part of your application. Read below for tips on writing an internship cover letter.

Use Business Letter Format

Use proper business letter format when sending a cover letter by mail. Include your contact information at the top, the date, and the contact information for the employer. Be sure to provide a proper salutation, and sign your name at the bottom.

Individualize Your Cover Letter

Make sure to write a unique cover letter for each internship for which you apply. Highlight skills and abilities you have that relate to the specific internship listing. The main emphasis of your cover letter should be convincing the reader that you will be a qualified intern.

Emphasize Your Academic Experience

In the letter, you can mention academic experience, if applicable. Especially if you have limited work experience, you might use examples from school to demonstrate that you have particular skills. For example, if the internship requires you to work as part of a team, provide an example of an assistant at the library or a successful team project you worked on during one of your college courses.

Include Extra Classroom Experiences

You can also include details about your relevant experience form extra classroom activities or volunteer work. For example, a reporter for a college newspaper can point to interviewing and writing skills; a history of volunteering at a shelter can provide an example of strong interpersonal and organizational skills.

Proofread and Edit

Be sure to thoroughly proofread your cover letter for spelling and grammar errors. Many internships are very competitive, and any error can hurt your chances of getting an interview. Also, avoid using too many words to convey your information and intention.

1. What can you do to personalize your internship cover letter?

A．Use proper business letter format.

B．Employ more convincing expressions.

C．Promise a good performance in the internship.

D．Stress my own abilities related to the requirements.

2. Academic experience included in the cover letter can ________.

A．make up for the lack of work experience	B．prove you’ll be an outstanding organizer
C．show you have a good academic performance	D．multiply the chance of working on a team project

3. According to the text, a cover letter should be _____________.

A．emotional and simplified	B．informal and detailed
C．brief and targeted	D．academic and qualified

3 . Your success as a manager can be determined by how you interact with people. The role of a manager as a leader is an important part of these interactions. Leadership involves influencing colleagues so that they follow a given direction or goal.    1    

The first is the “people function”. Here leadership helps to hold a group together and maintain the motivation of the group.    2    In this role the leader will ensure the group has sufficient funds to carry out its tasks. So a leader should be seen to have influence both outside the group and within the group.

Next comes the “task function”. Here leadership involves deciding what the tasks of the group of employees are and then making sure that they are carried out successfully.

The third is the “strategic function.”     3    A group of workers that knows what they are trying to achieve will be more efficient and better motivated than a group that doesn’t know what it’s supposed to be doing.

    4    For example, how much power the manager has over the group, how well the manager knows the systems present in an organization and how many personal contacts the manager has within the organization.

Good communication is another crucial element to successful leadership. A good leader is aware both of the message to be communicated and of the importance of effective communication to influence members of the group.     5    It is essential to be a role model for the policies you advocate. And remember, always accept responsibility for your mistakes and don’t blame colleagues for things that you do badly. No one is perfect. Just remember this when you interact with colleagues.

A．A leader should act as an ambassador for the group.

B．Leadership here helps with the development of a sense of purpose and direction for the group.

C．It is often stated that leadership has three main functions within groups.

D．A manager’s ability to influence people depends on a range of factors.

E．Networking includes the ability to make and maintain useful contacts.

F．This shows that you are aware of the effort colleagues are putting into their work.

G．A manager’s behavior is a vital component of the message they communicate to colleagues.

4 . Ajarn Recruitment, a new and successful educational organization, mainly provides teaching jobs for people with teaching experience as well as exam preparation courses for teenagers and adults.

We are now looking for:

• 2 English speakers for part-time conversational teaching from Tuesday to Thursday at a primary school, which is only 5 minutes’ walk away from the Downtown Square. Teaching is from 3 pm to 5 pm. The hourly fee is 400 Thailand baths.

• 2 full-time English speakers for a conversational English program at a governmental school near Sao Ching Cha in Phra Nakhon district. The monthly pay starts at 28,000 Thailand baths and up depending on your performance in your work.

You must:

• have the ability to lead and encourage your students

• have at least 1 year of teaching experience for the full-time position

• have the ability to adapt yourself to the new living environment in a developing country

• be a native speaker of English, holding a passport from Australia, New Zealand or America

If interested, please send the following required information to ajarn@ ajarnexpress. Com

• your resume

• your teaching certificates

• your own photo and the photo of your passport

We will get in touch with you through e-mails only. Since we have a great number of candidates, we don’t have much time to go through your resume carefully. So we only offer chance of an interview to those candidates with a short and brief list.

TEL: 02-108-7217.

1. The passage is mainly written to     .

A．advertise four job offers	B．provide exam preparation courses
C．encourage students to study abroad	D．introduce an educational organization

2. Who is most likely to get the full-time position?

A．A local English teacher in Thailand

B．A university English teacher from England

C．A graduate of an American teachers’ college

D．An experienced English teacher from Australia

3. If you want to get the chance of an interview, you’d better     .

A．leave your phone number	B．introduce yourself in detail
C．make a brief self-introduction	D．call 02-108-7217 as soon as possible

5 . 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 into retirement, seem to be actively postponing 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 subsequently regretted.

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 craves but his colleagues come to rely on his experience and different perspective. It’s a plot we can increasingly expect to play out 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 prioritise 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 often 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 for good for both employees and businesses.

1. What do the underlined words “down tools” in Paragraph 2 mean?

A．stop working	B．undertake part-time jobs
C．learn a new skill	D．imagine the future life

2. The following may account for the ending of the three phases of working life EXCEPT _________.

A．a longer life	B．financial needs
C．a meaningful life	D．delayed retirement policy

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．illustrate that retirees desire to live meaningfully

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

4. What trend will the next generation face?

A．Their life expectancy will be longer.

B．They will be richer than their parents.

C．They can live within their means.

D．They will fail to pay off their mortgage.

5. The main reason for young people postponing retirement is ___________.

A．longing for a more purposeful life

B．inability to make their ends meet

C．a shorter term of mortgages

D．eagerness for experience from old employees

6. What does the passage mainly talk about?

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

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

C．Age being no bar in the modern world of work.

D．The new standards of the workplace.

6 . 请认真阅读下面短文，并根据所读内容在文章后表格中的空格里填入一个最恰当的单词。
注意：每个空格只填一个单词。

Measurement done right can transform your organization. It can not only show you where you are now, but can get you to wherever you want to go. Measurement is important to high performance, improvement, and, ultimately, success in business, or in any other area of human effort. Measuring what matters is more important than most things we do. Here are 5 ideas for how to become more conscious of what you can stop doing, in order to make the time for performance measurement.

1. Stop reporting measures that no one uses. Be daring—stop reporting what you know isn’t being used, and if anyone notices, use it as an opportunity to start a conversation about how to decide what is worth measuring and reporting.

2. Reduce your time in meetings and the number of meetings you attend. Meetings always take longer than they need to. The big time wasters are tangents, people arriving late and violent agreements that mistakenly sound like useful debates. Start on time, finish early and diplomatically manage the discussion. Reduce and Agree only to meetings that have a clear purpose that is aligned to your role and responsibilities. Don’t go to meetings out of obligation or interest alone.

3. Rank your main concerns and drop the bottom 10. List your tasks, both what you are doing and what you should be doing, and rank them in order of importance. Simply stop doing the bottom 10—they are likely to have consequences far less than failing to measure what matters. Design your weekly schedule to make time for measurement. Set a regular time in your diary that you block out for measurement related activities, and then put the remainder of your tasks around that. Put the big rocks (the important stuff) in first and you’ll fit more of the smaller rocks in anyway.

4.Bring up measurement in conversations and existing meetings. Don’t wait for measurement time. Use natural conversations that have even minor importance to performance and results as an opportunity to talk about measures that matter. Set yourself progress goals for choosing, creating and using measures, and reward yourself when you achieve them. You can get others to hold you accountable. Agree progress goals with your manager or colleagues or customers for choosing, creating and using measures. Set regular check in time with them to pat you on the back or face the music.

5.Save time by stopping when it’s good enough. Stop over processing whatever you do, and get clear about the point at which you’ve done what will work, and don’t waste time.

Title: The key to success is MEASUREMENT
Paragraph main idea	Supporting details
Functions of measurement	·Change     1     now and build a bright future.
	·Important to high performance, improvement, and, ultimately, success in business and other fields.
Be daring or brave	Report measurements     2     by others
Reduction	3	It may waste your time.
	number of meetings	Reason	A waste of time
		Way	Attend those having     4
List	Way	·List your tasks and drop     5
		·Rank them in order of importance
		·Design your weekly schedule
		·Set a regular time     6
	Aim	Make useful time for reasonable
		measurement
Discussion	Way	·Make use of natural conversations or     7    .
		·Set clear aim you can achieve and     8     when yousucceed.
		·Agree     9     with your boss or colleagues or customers.
		·Ensure time to check in the progress.
10	Way	·Stop when it’s good enough.
		·Know your situation well and your next plan.

7 . 请认真阅读下列短文，并根据所读内容在文章后表格中的空格里填入一个最恰当的单词。
注意:每个空格只填一个单词。请将答案写在答题卡上相应题号的横线上。

To keep the creative juices flowing, employees should be receptive to criticism

Researchers have been curious about whether negative feedback really makes people perform better, particularly when it comes to completing creative tasks. The literature has been mixed about this. In a recent investigation, Kim, who in May will join the Cambridge Judge Business School as an assistant professor, observed –– through a field experiment and a lab experiment –– and reported on how receiving negative feedback might impact the creativity of the recipients(接受者).

In both studies, Kim found that negative feedback can inspire or prevent creative thinking. What is most important is where the criticism comes from. When creative professionals or participants received criticism from a boss or a peer, they tended to be less creative in their subsequent work. Interestingly, if an individual received negative feedback from an employee of lower rank, they benefited from it and became more creative.

Some aspects of these findings seem intuitive(凭直觉的). “It makes sense that employees might feel threatened by criticism from their managers,” says Kim. “Supervisors have a lot of influence in deciding promotions or pay raises. So negative feedback from a boss might cause career anxieties.” It also stands to reason that feedback from a co-worker might also be received as threatening because we often compete with our peers for the same promotions and opportunities.

When we feel that pressure from above or from our peers, we tend to fixate on the stressful aspects of it and end up being less creative in our future work, says Kim.

What Kim found most surprising was how negative feedback from their followers (employees that they manage) made supervisors more creative.

“It’s a bit counterintuitive(反直觉的) because we tend to believe we shouldn’t criticize the boss,” says Kim. “In reality, most supervisors are willing to receive negative feedback and learn from it. It’s not that they enjoy criticism –– rather, they are in a natural power position and can cope with the discomfort of negative feedback better.”

The key takeaways: bosses and coworkers need to be more careful when they offer negative feedback to someone they manage or to their peers. And feedback recipients need to worry less when it comes to receiving criticism, says Kim.

“The tough part of being a manager is pointing out a follower’s poor performance or weak points. But it’s a necessary part of the job,” says Kim. “If you’re a supervisor, just be aware that your negative feedback can hurt your followers’ creativity. Followers tend to receive negative feedback personally. Therefore, keep your feedback specific to tasks. Explain how the point you’re discussing relates to only their task behavior, not to aspects of the person.”

In short, anyone who wants to offer negative feedback on the job should do so attentively and sensitively and to promote creativity at work, we should all be receptive to criticism from supervisors, peers and followers.

To keep the creative juices flowing, employees should be receptive to criticism
Introduction to the topic	Experiments are conducted to find out whether negative feedback    1    people’s performance or not.
	Negative feedback can inspire or hold back creativity,    2    on where the criticism comes from.
3    of the study	Criticism from a boss or a peer    4    creativity, while negative feedback from lower rank employees will be    5    .
	Our work is greatly influenced by our supervisors, so their criticism might bring about anxieties.
6    for the phenomena	We compete with our peers for the same opportunities, thus feeling    7    by their negative feedback.
	Supervisors are in a favourable    8    and can learn from their followers’ negative feedback.
Enlightenment from the study	When offering criticism to followers or peers, bosses and coworkers need to keep it    9    to their tasks.
	Recipients should adopt a positive    10    towards others’ criticism.

8 . 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.

2. Which of the following works’ location was not mentioned?

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.

3. Why did the author mention her parents when she was a child?

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.

4. Which of the following best describes the author as a designer?

A．Ambitious	B．Dedicated
C．Caring	D．Demanding

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.

2. Paragraphs 3 and 4 are meant to explore ______.

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

3. Which of the following could best describe the character of Boomers?

A．Gentle but reserved.	B．Stubborn and jealous.
C．Strict but generous.	D．Ambitious and confident.

4. What do Gen Y workers expect in the workplace?

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.

5. How do Gen Y workers probably want feedback provided?

A．Occasionally by post.	B．Instantly and carefully weighed.
C．Regularly by means of praise.	D．Directly and casually informed.

6. Gen Y workers pay special attention to work-and-life balance because ______.

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 . 请认真阅读下列短文，并根据所读内容在文章后表格中的空格里填入一个最恰当的单词。注意：请将答案写在答题卡上相应题号的横线上。每个空格只填1个单词。

Imagine that work had taken over the world.It would be the centre around which the rest of life turned.Then all else would come to be subservient(服从于）to work.Then slowly,almost unconsciously,anything else-the games once played,the songs sung now,the loves fulfilled,the festivals celebrated-would come to resemble and finally become work.

And how,in this world of total work,would people think and sound and act?Everywhere they looked,they would see the pre- employed,employed,post-employed,underemployed and unemployed,and there would be no one uncounted in this census(人口普查）。Everywhere they would praise and love work wishing each other the very best for a productive day,opening their eyes to tasks and closing them only to sleep.Everywhere virtue of hard work would be championed as the means by which success is to be achieved,laziness being considered as the gravest sin(罪孽）。 Everywhere among content-providers,knowledge-brokers,collaboration architects and heads of new divisions would be heard endless chatter about workflows,about plans and benchmarks(基准）。

In this world,eating,resting,exercising,meditating and commuting(act of travelling back and forth between home and work)would all be beneficial to good health,which would,in turn,be put in the service of being more and more productive.No one would drink too much,and some would just take a little of psychedelics(迷幻剂）to enhance their work performance.

What is so disturbing about total work is not just that it causes needless human suffering but also that it removes the forms of playful contemplation(沉思）concerned with our asking,thinking and answering the most basic questions of existence.There is,to begin with,constant tension,an dominant sense of pressure associated with the thought that there's something that needs to be done, always something I'm supposed to be doing right now.Secondly,one feels guilt whenever he is not as productive as possible

The burden character of total work,then,is defined by ceaseless,restless,upsetting activity, anxiety about the future,a sense of life being overwhelming,thoughts_about missed opportunities, and guilt connected to the possibility of laziness.In short,total work necessarily causes dukkha,a Buddhist term referring to the unsatisfactory nature of a life filled with suffering.

In addition to causing dukkha,total work blocks access to higher levels of reality.For what is lost in the world of total work is art's disclosure of the beautiful,religion's glimpse of eternity(永恒）， love's pure joy,and philosophy's sense of wonderment(a feeling of pleasant surprise or admiration). All of these require silence,stillness,a wholehearted willingness to simply understand.

Passage outline	Supporting details
Imagination	If work occupied the world,human life would     1    around nothing else and there would also be an     2    change from anything to work.
Possible occurrences	◇Human life would be a work-sleep pattern. ◇Efforts to make you     3    at work would be praised and laziness     4     ◇People of different    5    would talk endlessly about work,like workflows,plans and so on.
Consequences	◇Total work not only brings about suffering but also     6    people from having playful contemplation. ◇Total work tends to put people under pressure,making them feel tense and     7    when they are not productive. ◇Total work causes people to always feel     8    about their life. ◇Total work leaves people little     9    to explore art,religion,love and philosophy,blocking people's access to higher levels of     10    .