英語六級(jí)真題的聽力部分，作為衡量學(xué)生英語實(shí)際應(yīng)用能力的重要標(biāo)尺，涵蓋了短對話、長對話及短文理解三大板塊，這些題型著重考察考生捕捉關(guān)鍵信息并深入理解語境的能力。因此，深入掌握并熟練運(yùn)用真題聽力材料，對于提升六級(jí)考試成績具有舉足輕重的意義。此次，我們精心整理了2021年6月大學(xué)英語六級(jí)真題聽力部分（卷二）的詳細(xì)內(nèi)容及答案解析，旨在為廣大考生提供寶貴的備考資源與參考！

Section A

Directions:In this section,you will hear too long conversations.At the end ofeach conversation,you will hear four questions.Both the conversation and the questions will bespoken only once.After you hear a question,you must choose the best answer from the four choices marked A),B),C)and D).Then mark the corresponding letter on Answer Sheet 1 with a single line through the centre.

Questions 1 to 4 are based on the conversation you have just heard.

1.A)Weird.

B)Efficient.

C)Tolerant.

D)Toxic.

2.A)They are arrogant.

B)They are ignorant.

C)They are ambiious.

D)They are accommodating.

3.A)They can think big.

B)They can air their views.

C)They can break conventions.

D)They can work flexible hours.

4.A)It can alter people's mindsets.

B)It can lead to new discoveries.

C)It enables people to learn and grow.

D)It is conducive to critical thinking.

Questions 5 to 8 are based the conversation you have just heard.

5.A)He kept looking for the best place to stay.

B)He met many tourists from other countries.

C)He had a great time sightseeing and relaxing.  

D)He managed to visit a different city each day.

6.A)Prioritize what is essential to their best advantage.

B)Stretch outthe process in search of the optimal

C)Deliberate the consequences that may occur. 

D)Take all relevant factors into consideration.

7.A)Time pressure.

B)Tight budget.

C)Modern technology. 

D)Fierce competition.

8.A)Research as many different options as possible. 

B)Avoid going over the same options repeatedly    

C)Focus on what is practical.

D)Trust their gut instinct.

Section B

Directions: In this section,you will hear two passages.Atthe end of each passage,you will hear three or four questions.Both the passage and the questions woill bespoken onlyonce.After you hear a question,you must choose the best answer from the four choices marked A),B), C)and D).Then mark the corresponding letter on Answer Sheet 1 with a single line through the centre.

Questions 9 to 11 are based on the passage you have just heard.

9.A)It is beneficial to poor as well as rich communities.

B)It is conducive to children's future development.

C)It is welcome to parents but not to children

D)It is not of much help to younger children.

10.A)It may put some students in remote areas at a disadvantage.

B)It gives the majority of students ready access to their teachers

C)It effectively improves the learning quality of students in ruralareas.  

D)It can bridge the learning gap between kids of different backgrounds.

11.A)Diligent students tend to do their homework independently.

B)The focus of homework should always be on school subjects.

C)Doing homework exertsa positive effect on kids'personality development.   

D)The benefits of doing homework vary widely from individual to individual.

Questions 12 to 15 are based on the passage you have just heard.

12.A)It was something heapologized for later. 

B)It was ridiculed by The New York Times.   

C)It was a forty-nine-year plan.

D)It was considered visionary.

13.A)It was of great significance to rocket science.  

B)It was completed in the state of New Mexico. 

C)It was somehow delayed about 12 minutes.

D)It failed due to a sudden change of weather.

14.A)A laboratory and test range was already set up there.

B)Its climate was ideal for year-roundrocket launching.

C)A weather expert invited him to go there for his mission. 

D)Its remote valleys were appealing to him and his family.

15.A)He won an award from the US government for his work. 

B)He gained recognition from rocket scientists worldwide.

C)He was granted over 200 patents in rocket technology. 

D)He boosted the military strength of the United States.

Section C

Directions:In this section,you will hear three recordings of lectures or talks followed by three or four questions.The recordings will be played only once.After you hear a question,you must choose the best answer from the four choices marked A),B),C)and D).Then mark the corresponding letter on Answer Sheet 1 with a single line through the centre.

Questions 16 to 18 are based on the recording you havejust heard.

16.A)It requires entrepreneurial experience. 

B)It is usually financially rewarding

C)It can be quite frustrating

D)It can be rather risky.

17.A)It contributes to rapid business expansion. 

B)It inspires willingness to make sacrifices.   

C)It reduces conflict among team members.   

D)It encourages creation and innovation.

18.A)They have unrealistic expectations. 

B)They often work without any pay.   

C)Few can find willing investors.

D)Many are idealistic dreamers.

Questions 19 and 21 are based on the recording you have just heard.

19.A)They have betterdietary habits.

B)They bear fewer social responsibilities.

C)They are born with a stronger ability to socialize. 

D)They are better able to survive or handle disease.

20.A)They have a limited reproductive ability.   

B)They depend on adequate sleep to thrive.  

C)They keep dividing throughout one's life. 

D)They strengthen with regular exercise.

21.A)The process of ageing can ultimately be brought under control.

B)Improved health care for the elderly will contribute to longevity.

C)Prevention of heart discase and stroke will increase life expectancy.

D)The resolution of age-related diseases will solve the mystery of ageing.

Questions 22 to 25 are based on the recording you havejust heard.

22.A)They are reluctant to follow instructions. 

B)They fail to answer emails promptly.

C)They cannot understand directives. 

D)They do not show due respect.

23.A)They have not been trained to follow the rules. 

B)They are not satisfied with the management.

C)They want to avoid unnecessary losses. 

D)They find their voice go unheeded.

24.A)When they are on good terms with their managers. 

B)When they find their job goals easilyattainable.

C)When they find their supervisors helpful. 

D)When they are financially motivated.

25.A)They are a useless tool for managers to change employee behavior. 

B)They prove to be a good means for managers to give instructions.    

C)They should be reserved for urgent communication.

D)They are seldom used for sharing confidential data.

Section A

Conversation One

1-M:How are you enjoying your new job?

2-W:So far,so good.I don't miss having managers who deliver blunt,harsh feedback in the name of efficiency.

3-M:From the way you described your last company,no wonder they had a problern with high staff turnover.

4-W:Yeah.I couldn't wait to getout of there once my contract expired.The problem with a companyculture that prizes directness above all else is that it creates a toxic culture of brilliant jerks thatdrives people out and erodes itself from within.

5-M:My company's managers tend to be accommodating and kind,overlooking mistakes or issues soas not to hurt feelings.Issues often get ignored there until they build up and reach a crisis point.

6-W:That's not surprising.My new company seems toemploy a feedback policy that combinescompassion and directness,Employees have the power to speak up,give feedback,disagree anddiscuss problems in real time.It seems to help us tocourse correct,improve and meet challengeswhile also building teams that collaborate and care for one another.

7-M:But that would be based on an atmosphere of mutual trust,wouldn't it?Otherwise,people mightinterpret feedback as some kind of personal attack.

8-W:True.Without an atmosphere of trust,feedback can create stress and self-doubt.But I think whenwe get fedback from someone we trust,we understand that the feedback isn't some kind ofpersonal attack.It's actually a kind of support because it's offered in the spirit of helping usimprove.I think sometimes people need to shift their mindsets around how they receive feedback.

9-M:Yes.Constructive feedback,after all,is how we learn and grow.It's the basis for healthyparenting,lasting friendships,career development,and so much more.If we shelter our children,friends,and colleagues from information that might enrich and enhance their lives,we're not beingcaring.We're actually doing harm to them.

10-W:That's exactly right.

Q1:How does the woman describe her previous company's culture?

Q2:What does the man say about his company's managers?

Q3:What does the woman say the employees in her new company can do?

Q4:What does the man say about constructive feedback?

Conversation Two

1-W:How was your holiday?Not toomany other tourists around,were there?

2-M:No,very few relatively.But I found myself moving from one accommodation to another,tryingto find the perfect place.It made me realize that indecision is a big problem for me.Instead ofrelaxing,I was looking for the best spot.

3-W:It seems you suffer from“Fear of Better Options,”I've read about it.It describes this loop ofindecision as part of our programming.Essentially,we have this tendency to keep stretching outthe decision-making process.Because as human beings,we are hard-wired to optimize.We havealways looked to get the best things we can as a sort of survival of the fittest.Optimizing isn't theproblem,but rather the process that we go through.

4-M:Well,that makes me feel better.But I think thanks to technology,we can make comparisonsmore easily and have more access to choice and customization.We can now see what we couldhave,how we might get it,and what others have that we might want.We keep looking over andreturn to the same options again and again.

5-W:Yes.“Fear of Better Options”offers little benefit.It's an ailment of abundance.You must havechoices to have that fear of missing out on better options.

6-M:Yes,I need to note when I'm worrying about inconsequential things,Iguess.If I'm spending toomuch time worrying over what to have for lunch,I'm robbing myself of the energy to focus on thethings that matter.

7-W:Exactly.But for more important matters,I think gutinstinct might be overrated.When youhave 30 odd options,trusting your gut is not practical.What you need to do is research—haveaprocess,invest time exploring your options,and eliminate as many things as you can.The most toxic part of decision making is going over the same options time and time again.

Q5:What does the man say about his holiday?

Q6:What does the woman say people tend to do when making decisions?

Q7:What has made decision making increasingly difficult?

Q8:Acording to the woman,what should people do when making important decisions?

Section B

Passage One

I The roleof homework in classrooms is not a new debate.Many parents and teachers are ardentsupporers of homework.But do all students benefit from homework?A 2006 research papersuggested some correlation between the amount of homework done by a student and future academicachievement for middle and high school students—but not so much for younger kids.

Ⅱ A Stanford study in 2014 suggested the same was true for students in California's affluentcommunities.The findings challenged the idea that homework was “inherently good.”The researchersconcluded that there was an upper limit to the correlation between homework and achievement,suggesting that high school students shouldn't be doing more than two hours of homework a night,Andthe most valuable kind of homework for elementary-level children was simply assignedfree reading.

Ⅲ The topic gets more complicated when we talk about the divide between rural and urbancommunities.Studies found that in remote areas,the poor quality or lack of internet access can putstudents at a disadvantage because 70%of teachers in these areas assign homework that requires internetaccess.But one in three households doesn't have internet.Experts assert homework requiring thenternet isn't fair.

IV While the debate continues about the effect of homework on academic achievements,there arestudiesfocusing on other benefits of homework.A study in Germany found that homework could havean effect on students'personalities,suggesting that doing homework might help kids to become moreconscientious and independent learners.

Q9:What did the 2006 research find about homework?

Q10:What do experts think of homework requiring internet access?

Q11:What conclusion could be drawn from the study in Germany?

Passage Two

I Robert Goddard,an American born in 1882,is widely regarded as the world's first rocket scientist.

Ⅱ At age 27,Goddard published hisfirstbook in which he hypothesized that a rocket launched from Earthcouldreach the Moon.Like many visionaries,the young scientist encountered numerous skeptics.InJanuary 1920,The New York Times ridiculed Goddard's theory that rockets could be utilized for spaceexploration.Forty-nine years later,Apollo ll reached the Moon and the famed newspaperpublished an apologyto Goddard.

Ⅲ Goddard launched his first rocket from an aunt's farm in his native Massachusetts in March,1926.His maiden rocketvoyage lasted a mere 3 seconds.Itscaled an altitude of only 12 meters.Nonetheless.it was a milestone in rocket science.

IV Goddard later consulted with a weather expert and determined that the climate of New Mexicowas ideal for yearound rocket launches.In 1930,Goddard and his family relocated there,to a remotevalley in the southwest of the country.There he established a laboratory and test range.

V However,the ambitious scientist received negligible support from the government.For fouryears,wealthy businessman Daniel Guggenheim providedGoddard with an annual 25.000 dollars grant topursue his dreams,Other rocket enthusiasts also raised funds for him.Over time,Goddard's rocketgrew more sophisticated and included the installation of instruments.

VI In spite of his many successes,Goddard was never able to interest the US military inrocket-propelled weapons. He was granted over 200 patents and continued to pioneer rockettechnology until his death in 1945.

Q12:What do we learn about Goddard's idea ofusing rockets for space exploration?

Q13:What does the passage say about Goddard's first rocket voyage?

Q14:Why did Goddard move to New Mexico?

Q15:What does the passage say about Goddard's achievements?

Section C

Recording One

I Working for a new venture comes with a lot of risks.There's instability,unclearresponsibilities,and the need to be a master of all trades.But the primary benefit is usually the passionand excitement asociated with playing a role in a promising new company.The person to thankforthatpassion and excitement is almost always the entrepreneur.

Ⅱ There's somethingabout the founder's energy and enthusiasm that infects the rest of the team.The willingness to take risks may inspire others to be more courageous.The optimism and positivity maymotivate people to focus less on trivial and unimportant matters.The celebration of milestones mayprompt staff to be more grateful about their own accomplishments and privileges.

Ⅲ What becomes set in the firm's culture is acontagious collection of affirmative and positiveemotions which are usually shared among the team.Science has already done a good job of proving theresults that follow.These include better processes,greater team cohesion,reduced conflict andsharper alertness.

IV But what is yet to be demonstrated is whether the founder's passion leads to increased teamperformance.This was recently tested in research,which analyzed the teams of 73 new companies acrossa range ofindustries such as IT,medicine and energy.The CEOs were consulted once again,years afterthe initial analysis.And most shared their firm's performance reports,so that their success could bemore objectively measured.

V Entrepreneurial teams generally progress through three phases.The first is inventing a productor service,the second isfounding the venture to sell that product or service,and the third is developingthe firm so it continues to grow.

VI The researchers discovered that when the team is passionate about the third phase—developingthe firm—there's a clear link to performance.But the first phase—a passion for invention—is not areliable indicator that the firm will still be open for business a few years later.Likewise,the second—apassion for founding the venture—doesn'tnecessarily translate into great success.

VII The solution to great team performance stems from a willingness to recruit others who coulddirect their passion towards the third phase of entrepreneurialism:developing the business.Employingmore staff can in itself be a risk for an entrepreneur,as is paying them big dollars to attract them.On many occasions,the entrepreneurs reported not paying themselves a wage at all initially,in order tocover salaries and expenses.

Q16:What does the speaker say about working for a new venture?

Q17:What has science demonstrated regarding the positive culture of a new venture?

Q18:What does the speaker say about entrepreneurs at the initial stage of a new venture?

Recording Two

I Ageing is a curious thing and people's desire to beat it—and death—has become an industryworth hundreds of billions of dollars.

Ⅱ Despite the huge investment into research,ageing remains somewhat obscure,although there arecertain things researchers do understand.They know that women tend to have longer lifespans,living onaverage six years longer than men.No one is really certain of the reason for this,although thespeculation centers around the idea that women are more capable of surviving or handling disease than men.For virtually every disease,the effects aregreater on men than they are on women.

Ⅲ Some suggest thatwomen's immune systems benefit from theirtendeney to prioritize and nurturesocial connections.But for me,this explanation is hardly convincing.

IV Researchers also know,to an extent,what causes ageing.For 60 years,it was believed that cellswould continue to divide forever.It was only uncovered in relatively recent times that older people's cellsdivide a smaller number of times than younger people's.Only cancer cells,in fact,are capable of dividingforever.Human cells have a limited reproductive ability.To an extent,we can postpone the eventualstop of cells'dividing through nutrition,exercise,good sleep,and even relaxation techniques.But wecannot stop the ageing process.

V And researchers are yet to answer the ultimate question of ageing.Why does the body ultimatelyfall to pieces?

VI In the opinion of some of the world's best scientific minds on the subject,part of the reason wedon't yethave an answer is because many researchers are looking in the wrong direction.Many publiehealth policy makers believe that the resolution of age-associated disease will tell us somethingfundamental about the ageing process,but say some top scientists,that's completely erroneous.Theypoint to when the diseases of childhood were eliminated,but this did not provide any insight intochildhood development.In the same way,the idea that the resolution of age-associated disease like heartdisease and stroke will inform us about ageing is not based on sound science or logic.

VII At best,if the major causes of death in developed countries were eliminated,this would only adda decade to average life expectancy.But while there is money available to be spent on it,the search tounderstand the secrets of ageing will be ongoing.

Q19:What do we learn about the possible reason why women tend to live longer?

Q20:What is the recent discovery about human cells?

Q21:What do many public health policy makers believe?

Recording Three

I Good afternoon.In today's talk,we'll discuss how managers can get their staff to do what theyare asked.

Ⅱ Much to their frustration,managers often struggle to get their staff to comply with even simpleinstructions.Often they blame their employees:“They don't read emails,they don't listen,they don'tcare”—that kind of thing.But according to recent research conducted in Australia,it looks like it's notthe employees'fault but the managers'.

Ⅲ It's easy to understand why people sometimes disobey procedures intentionally.Oecasionally,it'sbecause they're pressured to finish in a short time.At other times,they may disagree with the spirit ofthe procedure—the effort demanded,the time consumed,the lack of potential effectiveness.And everynow and then,they just don't wantto,maybe deliberately or out of stubbornness.

IV So apart from that,what else gets in the way of procedural compliance?The research scholarssurveyed 152 blue-collar workers from two separate sites in the mining industry.They asked the workersa range of procedurerelated questions,such as whether they found the procedures useful,how confidenttheyfelt intheir job,how comfortable they were to speak up in the workplace,and how closely theyfollowed any new procedures set by their managers.They were also asked to rate the extent to whichthey perceived their supervisors to be helpful.

V That last statement was the most instructive because,as the researchers found,there was aremarkably strong correlation between how helpful supervisors were perceived to be and how likely theiremployees were to follow their directives.Supervisors'helping behavior was found to be motivational innature.It increased employees'perception of thelikelihoodof success in the attainment of job goals,andtherefore fostered a willingness to dedicate their effort and ability to their work.

VI In short,managers should be ongoing role models for the change.As the saying goes:“Do as I do,notas I say".To affect behavioral change,what's most required is interaction and involvement—the humanouch—and,naturally,processes that add value.Although procedures are designed to guide and supportemployees'work,employees,it seems,can't always be expected to comply with procedures that are not seen asuseful.And of course,managers shouldn't keep resending emails.They're an effective tool for the sharing ofdata and reports,but they're a hopeless tool if what a manager is desiring is a change in behavior.

Q22:Why are managers often frustrated with their employees?

Q23:Why do employees sometimes disobey procedures intentionally?

Q24:When are employees more likely to follow instructions,according to the researchers?

Q25:What does the speaker say about emails?

1.[答案精析]D。第4段③句女士就前東家的公司文化(即崇尚“直接至上”的公司文化)發(fā)表觀點(diǎn)，指出它創(chuàng)造了一種縱容“出色混蛋”的有害文化，并進(jìn)一步解釋這種文化的有害之處——導(dǎo)致人員出走，公司從內(nèi)部被侵蝕。D項(xiàng)復(fù)現(xiàn)原文關(guān)鍵詞，是對女士前東家公司文化特點(diǎn)的有力概括。A項(xiàng)內(nèi)容未在對話中體現(xiàn)。B項(xiàng)利用第2段②句efficiency干擾，但這實(shí)為女士之前所在公司的經(jīng)理給出嚴(yán)苛反饋意見的借口，而非該公司的文化特征。C項(xiàng)利用第5段①句accommodating and kind干擾，但該處描述的對象為“男士所在公司的文化”,與題干“女士所在的上一家公司的文化”不符。

2.[答案精析]D。第5段①句男士評(píng)價(jià)自己所在公司的經(jīng)理的特點(diǎn)是“隨和親切”,D項(xiàng)直接對應(yīng)該評(píng)價(jià)。A項(xiàng)利用第4段③句brilliant jerks干擾，但該處的評(píng)價(jià)對象為“女士所在的上一家公司的經(jīng)理”,而非題干中的“男士所在公司的經(jīng)理”。B項(xiàng)利用第5段②句ignored干擾，但原文指出男士所在公司的經(jīng)理忽視員工的問題，實(shí)乃故意為之(以免傷害感情),而非由于“愚昧無知”。C項(xiàng)內(nèi)容未在對話中提及，且與男士公司經(jīng)理的舉止“忽視問題、不去解決”明顯不符。

3.[答案精析]B。第6段②句女士介紹其所在新公司的反饋政策，③句進(jìn)一步說明在該政策規(guī)定下，員工可以自由發(fā)言，提出意見和異議，實(shí)時(shí)討論問題，B項(xiàng)是對此的合理概括。A項(xiàng)對第6段末句course correct,mprove and meet challenges的含義“糾正方向并提高應(yīng)對挑戰(zhàn)的能力”過度推導(dǎo)。C項(xiàng)將第6段③句disagree的含義“提出異議”曲解為“打破常規(guī)”。D項(xiàng)內(nèi)容未在對話中提及。

4.[答案精析]C。第9段②句男士指出，我們是通過建設(shè)性反饋意見學(xué)習(xí)和成長的，C項(xiàng)是對此的同義改寫。A項(xiàng)利用第8段末句shift their mindsets干擾，但這是女士的觀點(diǎn)：人們需要轉(zhuǎn)變他們接受反饋意見的心態(tài)。B、D兩項(xiàng)均利用常識(shí)干擾，但男士并未提及相關(guān)內(nèi)容。

5.[答案精析]A。第2段男士針對1段女士提問“假期過得如何”作答：一直從一個(gè)住處搬到另一個(gè)，總想試著找到最佳的住宿地點(diǎn)，最后覺著自己并沒有在旅游放松，反倒是一直在勞于尋找最佳的住宿地。故A項(xiàng)正確，同時(shí)排除C項(xiàng)。B項(xiàng)利用第1段女士所述too many other tourists設(shè)置反向干擾，卻忽略其前否定詞Not及第2段男士本人的回答No。D項(xiàng)利用第2段男士所述moving from one accommodation to another設(shè)置干擾，但它指的是“住所換來換去”,而非“城市換來換去(一天游覽一個(gè)城市)”

6.[答案精析]B。第3段女士針對第2段男士所述旅途中的選擇困難問題提出一個(gè)新概念“更好選擇恐懼癥”,并指出人在做決定時(shí)，往往會(huì)為了獲得最優(yōu)選擇而將選擇過程延長，B項(xiàng)符合原意。A項(xiàng)將第3段中高頻詞optimize、Optimizing誤聽為prioritize,并將其與段中個(gè)別詞匯Esentially雜糅捏造而來。C項(xiàng)利用第6段男士所述worrying about inconsequential things設(shè)置干擾，誤將inconsequential聽為consequential,從而將“為無關(guān)緊要的事情煩擾”偷換為“考慮可能出現(xiàn)的后果”。D項(xiàng)利用常識(shí)“做決策應(yīng)將相關(guān)因素納入考慮”設(shè)置干擾，但對話中并未涉及。

7.[答案精析]C。第4段男士承接第3段女士所言“更好選擇恐懼癥”分析原因：當(dāng)前科技讓我們有了更多選擇，使得我們反復(fù)查看并回到相同選擇，故C項(xiàng)正確。A項(xiàng)利用第6段too much time、第7段time and time again設(shè)置干擾，而材料實(shí)指“對非重要事情做抉擇的時(shí)間太長”“反復(fù)進(jìn)行相同的抉擇”,并非說明“做抉擇越來越難的原因是時(shí)間緊張”。B項(xiàng)利用第6段robbing...of...設(shè)置干擾，誤將其理解為“資金不足”,而材料中實(shí)際指向“精力不足”,且并非指向抉擇越來越難的原因。D項(xiàng)competition是對第4段中comparisons的誤聽。

8.[答案精析]B。女士在對話末尾處指出，在應(yīng)對重要問題時(shí)應(yīng)花時(shí)間研究選項(xiàng)，而不是相信自己的直覺，可先排除D項(xiàng)，最后一句(The most toxic part of decision making...)總結(jié)建議，意在說明反復(fù)琢磨同一選項(xiàng)不可取，B項(xiàng)契合女士最終的建議。A項(xiàng)“盡可能研究不同的選項(xiàng)”偏離原意，原文提出“當(dāng)有30多個(gè)選項(xiàng)時(shí)，需要做的是研究——花時(shí)間探究已有的選項(xiàng)然后盡可能排除”,因此應(yīng)是盡可能排除更多選項(xiàng)，而不是再研究不同選項(xiàng)。C項(xiàng)利用第7段中practical一詞干擾，但原文實(shí)指“相信直覺不切實(shí)際”,而非建議“注重實(shí)際”。

9.[答案精析]D。首段末句指出，完成的作業(yè)量與未來的學(xué)術(shù)成就之間存在一定相關(guān)性(結(jié)合語境可知二者為正相關(guān)),但對更小的孩子來說則未必如此，D項(xiàng)是對but not so much for younger kids的同義改寫，正確。A項(xiàng)利用Ⅱ段①句的affluent communities設(shè)置干擾，但該句只談及富裕社區(qū)，并未涉及貧窮社區(qū)，且該句屬于斯坦福大學(xué)2014年的研究發(fā)現(xiàn)，而非題目所問的2006年的研究。B項(xiàng)由首段末句中的futureacademic achievement過度推斷而來，文中實(shí)際并未提及。C項(xiàng)由首段②句“許多家長和老師都是家庭作業(yè)的熱切支持者”和常識(shí)捏造出家庭作業(yè)不受孩子們的歡迎這一結(jié)論。

10.[答案精析]A。Ⅲ段指出，偏遠(yuǎn)地區(qū)那些網(wǎng)絡(luò)質(zhì)量差或無法上網(wǎng)的學(xué)生會(huì)處于劣勢，因?yàn)?0%的老師都會(huì)布置需要上網(wǎng)完成的作業(yè)，而專家認(rèn)為這種作業(yè)是不公平的(isn't fair),A項(xiàng)正確。B項(xiàng)將②句信息“70%的老師布置需要上網(wǎng)完成的作業(yè)”竄改為“大多數(shù)學(xué)生可以隨時(shí)聯(lián)系到老師”。C、D兩項(xiàng)均由Ⅲ段①句thedivide between rural and urban communities捏造而來，但文中并無論據(jù)支撐。

11.[答案精析]C。末段②句指出，德國的一項(xiàng)研究發(fā)現(xiàn)，作業(yè)可能對學(xué)生的性格產(chǎn)生影響，由“幫助孩子成為更加勤勉認(rèn)真、獨(dú)立自主的學(xué)習(xí)者”可知該影響是積極正面的，故C項(xiàng)正確。A項(xiàng)將②句中的研究發(fā)現(xiàn)“做作業(yè)能幫助孩子成為更加勤勉認(rèn)真、獨(dú)立自主的學(xué)習(xí)者”竄改為“勤勉的學(xué)生的特點(diǎn)是往往獨(dú)立完成作業(yè)”。B項(xiàng)由首句中的academic achievements和focusing on雜糅編造而來，但文中并未提及家庭作業(yè)的重心。D項(xiàng)由末段中的other benefits of homework和students'personalities雜糅捏造而來，但文中并未討論個(gè)體差異。

12.[答案精析]B。Ⅱ段③句指出，1920年1月，《紐約時(shí)報(bào)》嘲笑戈達(dá)德“火箭可以用于太空探索”的理論，B項(xiàng)準(zhǔn)確概括此句，故正確。A項(xiàng)利用Ⅱ段④句的“致歉(apology)”設(shè)置干擾，但原文道歉行為的發(fā)出者是《紐約時(shí)報(bào)》,而非戈達(dá)德。C項(xiàng)同樣利用Ⅱ段④句的“49年后(Forty-nine years later)”設(shè)置干擾，但原文的“49年”意在強(qiáng)調(diào)從戈達(dá)德提出火箭登月假想到阿波羅11號(hào)成功登月這一過程歷時(shí)49年，用這一時(shí)長凸顯戈達(dá)德面臨的質(zhì)疑之久，而非戈達(dá)德個(gè)人的太空探索計(jì)劃歷時(shí)49年，且原文并未提及戈達(dá)德的火箭最終是否成功登月。D項(xiàng)利用Ⅱ段②句的“有遠(yuǎn)見卓識(shí)的人(visionaries)”混淆視線，原文指戈達(dá)德和許多有遠(yuǎn)見卓識(shí)的人一樣，遭到了質(zhì)疑，而非夸贊其太空探索的想法是有遠(yuǎn)見的。

13.[答案精析]A。Ⅲ段④句指出，這(戈達(dá)德的火箭首飛)是火箭科學(xué)的一座里程碑，A項(xiàng)是對該句的同義概括，故正確。B項(xiàng)源于IV段①句的“新墨西哥州(New Mexico)”,但根據(jù)該句的時(shí)間副詞“隨后(later)”可知，戈達(dá)德搬去新墨西哥州發(fā)生在火箭首飛之后，且Ⅲ段①句已經(jīng)指出，戈達(dá)德的首枚火箭發(fā)射于馬薩諸塞州。C項(xiàng)利用Ⅲ段③句的“12”設(shè)置干擾，但原文的“12”指火箭初次爬升的高度是12米，并非被延遲了12分鐘。D項(xiàng)利用IV段①句的weather、climate設(shè)置干擾，但原文指向戈達(dá)德搬往新墨西哥州的原因“氣象專家說那里的氣候全年都適合火箭發(fā)射”,而非戈達(dá)德首飛失敗的原因(文章并未提及)。

14.[答案精析]B。IV段①句指出，戈達(dá)德咨詢氣象專家后，確定新墨西哥州的氣候全年都非常適合火箭發(fā)射，故而舉家搬遷至新墨西哥州，B項(xiàng)正確概括此原因，故正確。A項(xiàng)的“實(shí)驗(yàn)室和試驗(yàn)場(a laboratory andtest range)”復(fù)現(xiàn)于IV段③句，但原文的實(shí)驗(yàn)室和試驗(yàn)場是在戈達(dá)德搬去新墨西哥州后修建的，并非在其搬去新墨西哥州之前就已經(jīng)修建好。C項(xiàng)利用IV段①句的“氣象專家(climate expert)”設(shè)置干擾，但原文僅指出戈達(dá)德咨詢氣象專家后決定搬去新墨西哥州，并未有信息提及他受邀于氣象專家。D項(xiàng)的“偏遠(yuǎn)山谷(remotevalley)”源于IV段②句，但原文僅指出戈達(dá)德一家搬去了偏遠(yuǎn)的山谷，并無信息支撐“偏遠(yuǎn)的山谷對他和家人有吸引力”這一說法。

15.[答案精析]C。VI段②句指出，他獲取了200多項(xiàng)專利，繼續(xù)開拓火箭技術(shù)，直到1945年去世，C項(xiàng)正確概括此句信息，故正確。A、D項(xiàng)分別與V段①句“然而，這位雄心勃勃的科學(xué)家?guī)缀鯖]有得到政府的支持”和VI段①句“盡管取得了許多成就，戈達(dá)德卻始終無法引起美國軍方對火箭推進(jìn)武器的興趣”相悖。B項(xiàng)源自I段①句“被普遍認(rèn)為是世界上第一位火箭科學(xué)家(is widely regarded as the world's first rocket scientist)”,但原文僅指出戈達(dá)德被普遍認(rèn)為是全球首位火箭科學(xué)家，并未提及其被“全球火箭科學(xué)家”認(rèn)可。

16.[答案精析]D。首段①句提到“為一家新創(chuàng)公司工作伴隨著諸多風(fēng)險(xiǎn)”,②句列舉具體的風(fēng)險(xiǎn)，D項(xiàng)準(zhǔn)確概括這一信息，故正確。A項(xiàng)利用④句entrepreneur和常識(shí)“新創(chuàng)公司青睞有創(chuàng)業(yè)經(jīng)驗(yàn)的人才”干擾，錄音并未提及這一信息。B項(xiàng)利用③句benefit干擾，但由該句可知，為新創(chuàng)公司工作的主要好處是“帶來激情與興奮”,而非“經(jīng)濟(jì)回報(bào)”。C項(xiàng)由首段所述風(fēng)險(xiǎn)過度推斷而來，說話人隨后并未下結(jié)論指出“為新創(chuàng)公司工作可能招致令人沮喪的失敗”,而是轉(zhuǎn)而介紹這樣做的好處。

17.[答案精析]C。Ⅲ段先指出“樂觀積極情緒在公司文化中固定了下來”,隨后引出并列舉這一現(xiàn)象的積極影響，C項(xiàng)契合③句所述的第三點(diǎn)影響reduced conflict,故正確。A項(xiàng)利用后文的碎片信息developing thefirm、continues to grow干擾，與題干所問“積極文化”無關(guān)。B項(xiàng)將③句所述的第二點(diǎn)影響greater teamcohesion的側(cè)重點(diǎn)“團(tuán)隊(duì)成員間的緊密合作”竄改為“個(gè)人為整個(gè)團(tuán)隊(duì)獻(xiàn)身/做出犧牲”。D項(xiàng)由常識(shí)“創(chuàng)業(yè)成功有賴于創(chuàng)造力”臆斷出“新創(chuàng)公司以積極情緒為主的文化有助于提升團(tuán)隊(duì)創(chuàng)造力”,錄音并未提及。

18.[答案精析]B。題干+B項(xiàng)契合末段末句信息“創(chuàng)業(yè)者為了有足夠的錢支付薪酬和開銷，最初完全不給自己發(fā)工資”。A、D項(xiàng)由末段末兩句信息臆斷出“創(chuàng)業(yè)者的想法不切實(shí)際、過于理想(以為將自己的工資用于開高薪招人和公司運(yùn)作就能創(chuàng)業(yè)成功)”,結(jié)合前文可知，說話人意在指出招聘志同道合(能把激情用于發(fā)展公司)的人對于創(chuàng)業(yè)成功的重要性，而非批判創(chuàng)業(yè)者不切實(shí)際。C項(xiàng)利用常識(shí)“創(chuàng)業(yè)者需要找到并說服投資者為其創(chuàng)業(yè)項(xiàng)目投資”干擾，錄音并未提及。

19.[答案精析]D。Ⅱ段介紹研究人員已經(jīng)了解的關(guān)于衰老的信息：女性壽命比男性更長。其中③句指出，雖然不確定其原因，但科學(xué)家的推測集中于“女性挺過或應(yīng)對疾病的能力比男性更強(qiáng)”,D項(xiàng)正確。A項(xiàng)dietary habits與IV段⑥句nutrition相關(guān)，但原文指“通過加強(qiáng)營養(yǎng)推遲細(xì)胞分裂的終止”,并未對比兩性飲食習(xí)慣對壽命的影響。B項(xiàng)將Ⅲ段首句social connections曲解為social responsibilities,原文并未提及“社會(huì)責(zé)任”。C項(xiàng)socialize源自Ⅲ段首句prioritize and nurture social connections,但該原因作者并不認(rèn)可(hardlyconvincing),且將原文“女性的社交傾向”偷換為“女性社交能力的強(qiáng)弱”。

20.[答案精析]A。IV段③④⑤句介紹最近的發(fā)現(xiàn)，其中⑤向指出，人類細(xì)胞的增殖能力有限。由此可知，A項(xiàng)正確。B、D兩項(xiàng)中sleep、exercise源自IV段⑥句信息“通過鍛煉身體、保證良好的睡眠等方法來推遲細(xì)胞分裂的終止”,但選項(xiàng)均將文中的討論對象“細(xì)胞分裂”泛化為“細(xì)胞一般的生命活動(dòng)”。C項(xiàng)源自IV段②句，但此處為生物學(xué)界此前的共識(shí)，已被新近發(fā)現(xiàn)推翻。

21.[答案精析]D。VI段②句引出許多公共衛(wèi)生政策制定者的觀點(diǎn)：解決與年齡相關(guān)的疾病能使我們了解有關(guān)衰老的基礎(chǔ)性的信息。D項(xiàng)正確。其余三項(xiàng)均非公共衛(wèi)生政策制定者的觀點(diǎn)，且竄改原文信息甚至編造內(nèi)容。IV段末句指出，我們無法阻止/控制衰老的進(jìn)程，A項(xiàng)與此相恃。B、C兩項(xiàng)中contribute to longevity.increase life expectancy均源自末段首句add a decade to average life expectancy,但B項(xiàng)Improved health carefor the elderly由VI段②句health和IV段③句older people's雜糅而來，原文并未提及，C項(xiàng)將原文預(yù)期壽命延長的條件“消除發(fā)達(dá)國家中導(dǎo)致死亡的主要因素”窄化為“預(yù)防心臟病和中風(fēng)”。

22.[答案精析]A。Ⅱ段①句指出，讓管理者們感到非常沮喪的是，他們常常難以讓員工遵循甚至可以說非常簡單的指示，A項(xiàng)與之相符。C項(xiàng)將“難以讓員工遵循指示”曲解為“員工不能理解指示”。B項(xiàng)將②句管理者的抱怨“不讀電子郵件”(They don't read emails)竄改為“沒能及時(shí)回復(fù)電子郵件”,D項(xiàng)將“他們不讀電子郵件，不注意聽，毫不在乎”曲解為“沒有展現(xiàn)出應(yīng)有的尊重”;B、D兩項(xiàng)均源自管理者單方面歸結(jié)的“員工不遵循指示”的原因，而非題干所問“對員工感到沮喪”的原因。

23.[答案精析]B。Ⅲ段指出員工故意違反規(guī)程的多個(gè)原因(時(shí)間短、不贊同規(guī)程、不想遵守),B項(xiàng)“對管理者不滿”是對其中“不贊同規(guī)程的實(shí)質(zhì)——既費(fèi)力耗時(shí)，又沒有潛在效果”的正確提煉。A項(xiàng)由“(員工被迫)在短時(shí)間內(nèi)完成工作(finish in a short time)”臆測出“員工未受過培訓(xùn)”。C項(xiàng)由“缺乏潛在效果(the lack of potentialeffectiveness)”臆測出“員工想避免不必要的損失”,但這是對“不贊同規(guī)程的實(shí)質(zhì)”的進(jìn)一步解釋，文中并未提及“避免損失”。D項(xiàng)利用IV段③句how comfortable they were to speak up in the workplace設(shè)置干擾，但首先，這是研究者們提出的問題，而非員工違反規(guī)程的原因；其次，文中并未提及“他們的意見被無視”。

24.[答案精析]C。V段首句指出，“主管被認(rèn)為有多大幫助”和“員工有多大可能遵循他們的指示”存在極強(qiáng)的相關(guān)性，言下之意即主管被認(rèn)為越有幫助，員工就越可能遵循指示，C項(xiàng)正確。A項(xiàng)由VI段③句的interaction and involvement和the human touch過度推斷出“關(guān)系好”,但該句是指管理者應(yīng)當(dāng)以身作則、積極幫助員工。B項(xiàng)將“主管的幫助行為使員工感到更有可能成功實(shí)現(xiàn)工作目標(biāo)”曲解為“工作目標(biāo)容易實(shí)現(xiàn)時(shí)員工更有可能遵循指示”。D項(xiàng)由motivational捏造出“金錢激勵(lì)”,但文中并未提及“金錢”。

25.[答案精析]A。VI段末句指出，如果管理者想要的是行為改變，那么電子郵件便絕無幫助，A項(xiàng)是對此的同義改寫，正確。同時(shí)結(jié)合文章主題可知此處“行為改變”實(shí)際指代“讓員工遵循指示”,可推知B項(xiàng)錯(cuò)誤。C項(xiàng)由VI段⑤句“管理者們不應(yīng)不斷重發(fā)電子郵件”過度推斷而來，但文中并未提及“應(yīng)當(dāng)留作緊急通訊用途”。D項(xiàng)與“電子郵件是分享數(shù)據(jù)和報(bào)告的有效工具”相悖。