2021年6月英語六級聽力真題(含音頻) 錄音(1)
英語六級聽力真題對備考六級的重要性不言而喻，聽力在六級考試中的占比不小，同學(xué)們還需努力，盡量少丟分。以下是小編整理的關(guān)于2021年6月英語六級聽力真題(含音頻) 錄音(1)的資料，希望對備考六級的同學(xué)們有所幫助！
Recording One
錄音1
Most people dislike their jobs.
大多數(shù)人不喜歡他們的工作。
It's an astonishing but statistical fact, a primary cause of employed dissatisfaction, according to fresh research, is that many believe they have terrible managers.
一項最新研究顯示，導(dǎo)致職場不滿的主要原因是很多人認為自己的上司很糟糕，這是一個令人震驚的統(tǒng)計事實。
Few describe their managers as malicious or manipulative, though, while those types certainly exist, they are minority.
很少有人把自己的經(jīng)理描述為惡毒的或操縱性的，盡管這種類型的經(jīng)理確實存在，他們占少數(shù)。
The majority of managers seemingly just don't know any better.
大多數(shù)管理者似乎并不知道怎么做得更好。
They're often emulating bad managers they've had in the past, is likely they've never read a management book or attended a management course.
他們經(jīng)常模仿過去那些遇到的那些糟糕的管理者，很可能他們從未讀過管理書籍或參加過管理課程。
They might not have even reflected on what good management looks like and how it would influence their own management style.
他們甚至可能沒有考慮過好的管理是什么樣子的，以及它將如何影響自己的管理風(fēng)格。
The researchers interviewed employees about their managers.
研究人員采訪了員工關(guān)于他們的經(jīng)理的情況。
Beginning with a question about the worst manager they had ever had.
第一個問題是他們遇到過的最糟糕的經(jīng)理。
From this, the researchers came up with four main causes of why some managers are perceived as being simply awful at their jobs.
據(jù)此，研究人員歸納出了一些管理者在工作中被認為很糟糕的四個主要原因。
The first cause was company culture, which was seen by employees as enabling poor management practices.
第一個原因是公司文化，員工認為這使糟糕的管理成為可能。
It was specifically stressful work environments, minimal training, and a lack of accountability that were found to be the most blame worthy.
壓力大的工作環(huán)境、極少的培訓(xùn)以及缺乏責(zé)任感被認為是最值得指責(zé)的。
Often a manager superiors can effectively encourage a manager's distasteful behavior when they fail to discipline the person's wrong doings.
通常情況下，當(dāng)一個管理者的上級不能懲罰他的錯誤行為時，他們就有效地助長管理者令人厭惡的行為。
Such workplaces are sometimes described as toxic.
這樣的工作環(huán)境有時被描述為有毒的。
The second cause was attributed to the managers characteristics:
第二個原因與經(jīng)理的性格有關(guān)：
those deemed to be most destructive were odd people, those without drive, those allow personal problems into the workplace, and those with an unpleasant temperament or personality in general.
古怪的人、沒有動力的人、將個人問題帶入工作場合的人，以及那些總的來說性情或性格不佳的人被認為是最具有破壞性的。
The third cause of poor management was associated with their deficiency of qualifications.
管理糟糕的第三個原因與他們?nèi)狈Y格有關(guān)。
Not so much the formal variety one obtains from a university.
不是指從大學(xué)中取得的那種正式資格。
But the informal variety that comes from credible work experience and professional accomplishments.
而是從可信的工作經(jīng)驗和專業(yè)成就中獲得的非正式的能力。
The fourth cause concerned managers who've been promoted for reasons other than potential.
第四個原因是，有些經(jīng)理不是因為潛力出眾而被提拔的。
One reason in particular why these people had been promoted was that they had been around the longest.
這些人獲得晉升的一個特別原因是他們工作的時間最長。
It wasn't their skill set, or other merits that got them the job, it was their tenure.
不是他們的技能或其他優(yōu)點讓他們得到了這份工作，而是他們的任期。
A point worth making is that the study was based only on the perspective of an employee's.
值得指出的一點是，這項研究只基于員工的觀點。
The researchers didn't ask senior leaders what they thought of their front-line managers.
研究人員并沒有詢問高層領(lǐng)導(dǎo)對一線管理者的看法。
It's quite possible they're content with how the individuals they promoted are now performing.
很有可能他們對自己提拔的人的現(xiàn)在的表現(xiàn)很滿意。
Merrily ignorant of the damage they're actually causing.
他們對自己造成的傷害忽略不在意。
Which might explain why, as the researchers conclude, those same middle managers are usually unaware that they are a bad manager.
這或許可以解釋為什么，正如研究人員得出的結(jié)論，這些中層管理者通常沒有意識到自己是一個糟糕的管理者。
Questions 16 to 18 are based on the recording you have just heard.
問題16-18基于你剛才聽到的短文。
Q16: What is a primary cause of employee dissatisfaction according to recent research?
問題16：最新的研究表明員工不滿的主要原因是什么?
Q17: What is one of the causes for poor management practices?
問題17：管理糟糕的其中一個原因是什么？
Q18: What do we learn about the study on job dissatisfaction?
問題18：關(guān)于對工作不滿的研究，我們了解到了什么?
