英語四級閱讀，作為大學(xué)英語能力的重要評估指標(biāo)，不僅檢驗了學(xué)生對詞匯、語法的掌握，更考察了其閱讀理解和信息篩選的能力。在全球化背景下，提升這一能力對于拓寬視野、增進(jìn)跨文化交流至關(guān)重要。今天，小編將分享2023年12月大學(xué)英語四級閱讀真題以及答案（卷二），希望能為大家提供幫助！
Section A
Directions:In this section,there is a passage with ten blanks.You are required to select one word for each blank from a list of choices given in awond bank following the passage.Read the passage through carefully before making your choices.Each choice inthe bank is identified by a leter Please mark the corresponding letter for each item on AnswerShet 2 with a single line through the centre.You may not wse any ofthe wordsin the bank more than once.
A number of studies have looked at how family life can affect productivity and satisfaction in the workplace.However,there has been 26 little researchon the influence of leisure activities.So Ciara Kelly and colleagues recruited 129 hobbyists to look at how the time spent on their hobbies 27 their work life.
The researchers found that when participants spent longer than 28 on their leisure activity,their belief in their ability to perform their job was strengthened.But this was only the 29 when they had a serious hobby that was dissimilar to their job,or when their hobby was similar totheir work but they only did it 30 .When their hobby was both serious and similar to their job,then spending more time on it actually decreased their work 31 .
Why might that be?To maintain a serious hobby,people need to invest significant psychological resources,say the authors—so if the activity has the same kinds of demands as their work,they may be left 32 and unableto perform well attheir job.But if their hobby is quite different from their career, it may not 33 in the same way but instead help them develop other knowledge and skills that can 34 their confidence at work.“Consider a scientist who is a keen rock climber,"says Kely.“Since climbing is so far 35 from their day-to-day work activities,they can still recover from the demands of their job with plenty of resources.”
A)boost
B)case
C)casually
D)efliciency
E)estate
F)exhausted
G)faculty
H)interfere
I)normal
J)prevalent
K)relative
L)removed
M)scratch
N)shaped
O)surprisingly
Section B
Directions: In this section,you are going to read a passage with ten statements attached to it.Each statement contains information given in one of the paragraphs.Identify the paragraph from which the information is derived.You may choose a paragraph more than once.Each paragraph is marked with a letter.Answer the questions by marking the corresponding letter on AnswerSheet 2.
More fathers are takingpaternity leave,but mothers are still doing all the work
A)Attitudes towards paternity leave(陪產(chǎn)假)have drastically changed in America in the last fiveyears as more fathers feel comfortable taking extended timeoff,but gender bias persists when it comes to career prospects and the home,accordingto anew study of working parents.
B)Research by the Boston College Center for Work &Family,which surveyed new parents at four large US companies who were qualified for taking at least sixweeks paid parental leave,found that 81%of the 1,240 employees surveyed said thenotion of fathers taking leave has become more acceptable.
C)Of those surveyed,62%of fathers took the maximum amount of time off compared to 93%of mothers,and around three-quarters of workers said their employer was equally supportive of mothers and fathers taking parental leave and over half saidleave policies had made workplace culture better.
D)The US is one of only three countries in the world not to offer statutory(法定的)paid leave,but increasingly states and companies arestarting to take up the issue.So far,eight states and the District of Columbia have their own paid family leavelaws.
E)Brad Harrington,executive director of the center and lead author of the study,estimates only 20%to 30% of companiesin the US offer paid parental leave.He feels the research findings rellect an obvious change in corporate atitudes to new fathers taking timeoff.
F)“We did a study on paternity leave five years ago.Compared with those findings,these numbers were shocking tome.I did not expect 80%ofpeople to saythe organisationfinds dads taking this leave acceptable and three-quarters to say it's equally supportive of women and men takingleave,"Harrington said.
G)The previous studyfound thatnearly three-quartersof fathers saw two to four weeks as an appropriate duration for paternity leave and 76%said they would prefer not to take all their time offat once.
H)Since then,there have been a number of legal casesagainst companies involving paternity leave-including cases against JPMorgan Chase and Estée Lauder—which have helped put pressure on companiesto make their parental leave policies gender neutral.
I)However,the study also shows how traditional gender roles endure both at work,where more women than men reportedchanges in their perceived career potential,and athome—even among workers who claim to have a strong desire for equality.
J)The vast majority of men,97%,said one of the top reasons to take leave was to share caregiving with their partner.But when they were asked about how caregiving and house hold tasks were divided,their answers painted adifferent picture.While about 75% of employes said both genders should give the same amount of care,the majority of men and nearly half of women admitted that in reality the female actually did most of it A tiny fraction,2%,of men saidthey did more of the childcare.
K)Men and women's experiences of the return to work following parental leave were also considerably different.Of the women surveyed,32% reported a downturn in their job satisfaction,while 14% said it increased.In comparison,17% of men said their job satisfaction went down and 20% said it went up. Meanwhile,more women reported an increase in their responsibilities and manager expectations after childbirth.Half of the women said they used flexible work arrangements after becoming a parent,while just 27% of mendid.Similar percentages of men and women said they enjoyed their careers and that it gave them a sense of achievement,while around half of women and 44% of men saiditwas akey part of theiridentity.
L)On the subject of careeradvancement,59% of women and 49% of men said leave could be limiting and both genders said they feared it would have an impact on their progress long-term.But on opportunity for promotion,more than double the number of women,30% compared with 15% of men,believed their chances tobe lower after becoming aparent.Despite progress,the struggle for women toreach the highest positions of power is demonstrated in this year's Fortune 500 list,which featured a record 33 female CEOs,but this still represents a tiny fraction of the total.
M)Harington said culture change depends on companies puting more focus on menand their responsibilities“By that I mean companies ned togive men paternity leave and encourage men to take time off to bewith theirkids earlyon in the kids'life.They also need to recognisethat men have to make significant adjustments when they become parents.Companies cannot do allthese things to enhance women's advancementand then turn around and say,'Oh,but we don't expect the men to take over for the women at home.”
N)In May,the American Civil Liberties Union(ACLU)and Outten&GoldenLLP announced a historicclass-action $5m settlement with JPMorgan Chase on behalf of male employees who claim they were illegally denied access to paidparental leave.Derek Rotondo,35,filed the discrimination charge against his company after he was allegedly told by his HR department that mothers were considered primary caregivers.Thus they were allowed to take 16 weeks of paid parental leave.Fathers,however,could take just two weeks.
O)The father of two from Columbus,Ohio,who still works at the company as an associate and investigator,said he haswitnessed a“dominoefect(多米諾效應(yīng)) ”across companies since the settlement,but that there is still substantial progress to be made towardschanging attitudes towards paternity leave.
P)“I do think there's still some way to go..there's still going to be sort of the unstated expectation for newdads to essentially come right back to work,but I think the research is showing that's starting to change."He said equal parental leave is an essential component to creatinggender equality inthe workplace.“The old standard of womenstaying home,having babiesand cooking doesn't apply and hasn't applied for a long time.
36.In theabsence of Federal legislation,some statesin the US have passed laws concerning paid family leave.
37.Most fathers admitted that even during their paternity leave they actually did much less childcare than the mother.
38.According to one father,equal parental leave is indispensable to achieving genderequality in the workplace.
39.0ne survey indicated there is now less objection to paternity leave.
40.Compared to fiveyears ago,according to one researcher,many more people said their organisation gave the same support to men and women taking parental leave.
41.One study finds that even workers who claim to desire gender equality stick to traditional gender roles both at work and at home.
42.The majority of workers surveyed saidparental leavepolicies had improved workplace culture.
43.In spite of progress,the number of women in top positions of big companies remains extremely small.
44.According to one estimate,less than one third of companies in the US provide paid parental leave.
45.A number of lawsuits have pressured companies to formulate gender neutral policies on parental leave.
Section C
Directions:There are 2 passages in this section.Each passage is followed by some questions or unfinished statements.For each of them there are four choices marked A),B),C)and D).You should decide on thebest choice and markthe corresponding letter on Answer Sheet 2 with a single line through the centre.
Passage One
Questions 46 to 50 are based on the following passage.
Having a rival can keepyou committed to achievingyour goals and enhance your overall performance.But before you go out and find an entrepreneur to outcompete,it's important to understand and avoid the traps that often come with rivalry.After all,competitive rivalry can also hinder effective decision-making and increase your willingness to take risks,behaviors that can ultimately hurt your venture's success.
Finding someone you're committed to outcompeting canbe a great way to stay focused on your goals and push your venture to the next level.But when you're intently focused on outperforming yourrivals,you may begin to develop a "win-at-all-costs"mentality that causes you to ignore how you achieve success.One group of researchers,for example,examined the link between rivalry and unethical behavior.They found that when people compete against their rivals,they are more willing to behave unethically to win.Bu such behavior may stainyour reputation and strain relationships important to your success.One way to avoid this trap is to stop and reflect on what's important.While outperforming your rivals may provide short-term benefits,the loss of your integrity will have long-term consequences.
One reason having a rival can enhance your venture'sperformance isthat it creates a level of excitement that drives you to work harder.But this eagermness to win may also hurt your venture's success,particularly when it causes you to make impulsive,insensibledecisions.But it's possible to avoid such costly mistakes by making a habit of engaging in critical thinking,such as considering opposing viewpoints and conducting cost-benefit analyses,especially for those decisions that are complex and can determine the future of your venture.
The sense of eagerness that comes with having a rival can not only cause you to make poorer decisions,but it can alsolead you totake greater risks that put your venture in peril.One way you canovercome the risk- inducing effects of rivalrythat stand to endanger your venture'ssucces is to remain attentive to your emotional state and actively monitor how such feelings are affecting your decision-making.
46.How cancompetitive rivalry benefit entrepreneurs according to thepassage?
A)By enabling them to outcompete otherentrepreneurs.
B)Byenabling them to make their venture a success.
C)By helping them to reach long-term goals.
D)By helping them to stay goal-oriented.
47.What is one of thetrapsentrepreneurs may often fall into when competing with rivals?
A)They may adopt strategies that are bound to ruin their venture.
B)They mayresort to unethical means to outperform their rivals.
C)They may be too cagcr to succcedwhileignoring the huge laborcost.
D)They may be intently focused onwinning at the current market level.
48.What areentrepreneurs advised to do to avoid traps thatoften accompany rivalry?
A)Deliberate on what reallymatters.
B)Prioritize reaping immediate benefits.
C)Estimate the long-term consequences.
D)Reflect on what successes are achievable.
49.How can entrepreneurs avoid making impulsive and insensible decisions?
A)By engaging themselves in critical reasoning.
B)By developing a habit of keeping their integrity.
C)By criticizing themselves forprevious poor performances.
D)Byrefraining from being too excited about their successes.
50.How can entrepreneurs overcome the risk-inducing effects ofrivalry?
A)By paying close attention to their current performance.
B)By taking steps that stand to endanger their rivals'success.
C)By monitoring how their decision-making impacts their mentality.
D)By keeping theiremotions in check to avoid makingpoor decisions.
Passage Two
Questions 51 to 55 are based on the followingpassage.
A multitasker is one who can perform two or more tasks effectively at the same time,which—apart from the obvious differences—is similar to what a computer does.The concept does indeed come from the realms of technology,where it is used to refer to an operating system that can execute multiple tasks at the same time. However,the question is:can a person really be a multitasker?
For most scientists,the answeris no.So much so that,according to experts in newroscience(神經(jīng)系統(tǒng)科學(xué)),our brains do not handlemultitasking situations well.As soon as two tasks require our attention,productivity suffers.What we call multitasking,therefore,is in reality the ability to movemoreor less quickly fromone task to another.This requires two essential conditions:that oneof the tasks needs to be automatic,like walking or eating,andthat they both ned different mental processes.Answering the phone and writing at the sametime,for example.
However,onthe other side of the coin there are people whomaintain that it is possible to be,or at least seem tobe,multitasking.A recent study concluded that regardless of whether people are actually handling several tasks or not,themere fact that they perceive this activityas multitasking hasa positive effect on theirperformance.
The business perspective offers a different view:multitasking is understood as the ability to adapt to all types of environment within acompany and effectively undertake different activitieswithin a set time frame. Indeed,many companies look for people who are skilled in multitasking to improve their productivity.From this differentperspective,you can not only be multitaskingbut this ability can also be taught:something that is easier in fluid organisations,which favour flexibility in theirworking practices.
The benefitsof multitasking are clear.Being quicker and more efficient increases our performance and the number oftasks completed.But having to pay attention to several things at once means that thepowers of concentration are reduced and that can lead to more mistakes.
51.What doesa'"multitasker"originally refer to?
A)An operating system capable of doing several tasks at once.
B)A skilled worker executing more than one task at the same time.
C)Asophisticatedtechnology doingseveral tasks effectively at once.
D)An efficient person able to perform multiple tasks at the same time.
52.Why can't people really be multitaskers accordingto neuroscientists?
A)They are not sufficiently exposed to multitasking situations.
B)They arenot comparable to mechanical operating systems.
C)Their brains do not allow them to multitask.
D)Their attention span cannot be expanded.
53.What do we learn from the conclusion of a recent study on multitasking?
A)People make greater achievements by maintaining whatever they aredoing is multitasking.
B)People's performance benefits from the perception of what theyare doing as multitasking.
C)People's active mental processes exert apositive efect on their multitasking.
D)People can improve their capabilities by handling multitasking situations.
54.How does the business world view multitasking?
A)It is a rare skill often found in fluid organisations.
B)It is an adaptable capability required of all workers.
C)It isan essential quality many employees lack.
D)It is a desirable ability that can be developed.
55.What does theauthor imply weshoulddo if we have to focus on some task and do it well?
A)Work in aflexible way.
B)Learn from mistakes.
C)Avoid multitasking.
D)Increase efficiency.
26.O)surprisingly (adv.令人驚訝地；驚人地；出乎意料地)
語義判斷 首句提到“許多研究著眼于家庭生活如何影響工作場所的生產(chǎn)力和滿意度”,空格所在句意為“然而，_____關(guān)于休閑活動影響的研究卻很少”。前后句語義轉(zhuǎn)折，代入選項可知，surprsingly符合此處句意。
27.N)shaped (v.影響；塑造)
語義判斷 該句句意為“因此，西婭拉·凱利及其同事招募了129名有某項業(yè)余愛好的人，研究他們花在業(yè)余愛好上的時間如何_____他們的工作生活”。代入選項可知，shaped符合此處句意。
28.I)normal(n.常態(tài)；一般水平adj平常的；正常的)
語義判斷 該句句意為“研究人員發(fā)現(xiàn)，當(dāng)參與者在休閑活動上花的時間比_____多時，他們便更加相信自己有能力完成工作”。代入選項可知，normal符合此處句意?？梢詫onger than normal視為固定搭配，意為“比正常時間更長”。
29.B)case(n.情況；狀況)
語義判斷該句句意為“但只有當(dāng)他們有一個與工作不同的認(rèn)真對待的愛好，或者當(dāng)他們的愛好與工作相似，但只是_____做做時，才會出現(xiàn)這種_____”。代入選項可知，case符合此處句意。
30.C)casually(adv.隨便地；隨意地)
語義判斷 該句句意為“但只有當(dāng)他們有一個與工作不同的認(rèn)真對待的愛好，或者當(dāng)他們的愛好與工作相似，但只是_____做做時，才會出現(xiàn)這種情況”。前面說是認(rèn)真對待的愛好，后面應(yīng)該說的是不太認(rèn)真對待的、隨便做做的，故casually符合此處句意。
31.D)efficiency(n.效率；效能)
語義判斷 該句句意為“如果他們既認(rèn)真對待自己的愛好，這個愛好又與工作相似，那么花更多的時間在愛好上面實際上會降低他們的工作_____”。workefficiency意為“工作效率”,符合此處句意，故答案為 efficiency。
32.F)exhausted (adj.筋疲力盡的，疲憊不堪的)
語義判斷 此段解釋上一段提出的研究結(jié)果。該句句意為“作者說，為了保持一個認(rèn)真對待的愛好。人們需要投入大量的心理資源，所以如果這項活動與他們的工作有同樣的要求，那么他們可能會_____,無法很好地完成工作”。代人選項可知，exhausted符合此處句意。
33.H)interfere(v.干涉；干擾)
語義判斷該句句意為“但是，如果他們的愛好與職業(yè)完全不同，那么這可能不會以同樣的方式_____, 反 而幫助他們拓展其他知識和技能……”。代入選項可知，interfere符合此處句意。
34.A)boost(v.增強(qiáng)；促進(jìn)；使增長)
語義判斷 該句句意為“但是，如果他們的愛好與職業(yè)完全不同，那么這一愛好可能不會以同樣的方式于擾他們，反而會幫助他們拓展其他知識和技能，從而_____他們在工作中的信心”。代入選項可知，boost符合此處句意。
35.L)removed(v.去除；移走；使消失)
語義判斷 該句句意為“由于攀巖遠(yuǎn)遠(yuǎn)_____他們的日常工作活動，所以他們?nèi)匀豢梢杂么罅康?心理)資源從工作需求中恢復(fù)過來”。be far removed from sth.意為“與某事物迥然不同”,符合此處句意，故答案為removed。
36. 題干譯文 在沒有聯(lián)邦立法的情況下，美國的一些州已經(jīng)通過了有關(guān)帶薪家庭休假的法律。
答案解析D。由題干關(guān)鍵信息the absence of Federal legislation、some states inthe US和Iaws concerning paid family leave定位到D段。該段提到，美國是世界上僅有的三個不提供法定帶薪休假的國家之一，但越來越 多的州和公司正在開始關(guān)注這一問題，到目前為止，八個州和哥倫比亞特區(qū)都有自己的帶薪家庭休假法。即在沒有聯(lián)邦立法的情況下，美國的一些州已經(jīng)通過了有關(guān)帶薪家庭休假的法律。由此可見，題干是對該段的 同義轉(zhuǎn)述，其中In the absence of Federal legislation對應(yīng)原文中的The US is one of nly thee countriesin the world not to offer statutory paid leave,some states in the US對應(yīng)原文中的eight states and the District of Columbia,而have passed laws concerning paid family leave對應(yīng)原文中的have their own paid family leave laws。
37. 題干譯文 大多數(shù)父親承認(rèn)，即使在陪產(chǎn)假期間，他們實際上照顧孩子的時間也比母親少得多。
答案解析J。由題干關(guān)鍵信息Most fathers、during theirpaternityleave和didmuchless childcare than the mother定位到J段。該段倒數(shù)第二句提到，盡管75%的員工表示，男性和女性都應(yīng)該給予(孩子)同樣的看護(hù)，但大多數(shù)男性和近一半的女性承認(rèn)，在現(xiàn)實生活中，女性實際上做了大部分的看護(hù)工作。由此可知，題干是對該句內(nèi)容的同義轉(zhuǎn)述。其中Most athers對應(yīng)原文中的the majority of men,而admitted that even during their patenityleavethey actually did much less childcare than the mother對應(yīng)原文中的admitted that in reality the female actually did most of it。
38. 題干譯文 根據(jù)一位父親的說法，平等的育兒假對于實現(xiàn)職場中的性別平等是必不可少的。
答案解析 P。由題干關(guān)鍵信息one father、parental leave、an essential component和achieving genderequality in the workplace定位到P段。該段進(jìn)一步論述了D段中那位父親的觀點，第二句提到：他說，平等的育兒假是 創(chuàng)造職場性別平等的必要組成部分。由此可知，題于是對該句內(nèi)容的同義轉(zhuǎn)述。題干中的one father對應(yīng)原文中的He(即前文中提到的Derek Rotondo),而equal parental leave is indispensable to achieving gender equality in the workplace對應(yīng)原文中的equal parentaleaveis an essential component to creating gender equality in the workplace。
39.題干譯文 一項調(diào)查顯示，現(xiàn)在反對陪產(chǎn)假的人變少了。
答案解析 B。由題干關(guān)鍵信息One survey和less objection to paternity leavc定位到B段。該段提到，波士頓學(xué)院工作與家庭中心對美國四家大公司中有資格休至少六周帶薪育兒假的新手父母進(jìn)行了調(diào)查，結(jié)果發(fā)現(xiàn)，在接受調(diào)查的1,240名員工中，有81%的人表示，父親休陪產(chǎn)假的觀念已經(jīng)變得更容易接受了。換言之，現(xiàn)在反對陪產(chǎn)假的人變少了。由此可見，題干是對該句的同義轉(zhuǎn)述，其中One survey indicated對應(yīng)原文中的 Research..found,而there is now les objetion to paternity leave對應(yīng)原文中的the notion ofatherstaking leave has become more accptable。
40. 題干譯文 一位研究人員表示，和五年前相比，更多的人稱他們公司對休育兒假的男性和女性給予了同樣的支持。
答案解析 F。由題干關(guān)健信息five years ago、one researcher和their organisation gavethe same support to men and women taking parental leave定位到F段。該段引用哈林頓的話：“我們五年前做了一項關(guān)于陪產(chǎn)假的研 究。與那些研究結(jié)果相比，這些數(shù)字令我感到震驚。我沒想到80%的人會說公司認(rèn)為父親休陪產(chǎn)假是可以 接受的，四分之三的人認(rèn)為公司對男女休假持同樣的支持態(tài)度?！庇纱丝芍?，題干是對原文內(nèi)容的概括總 結(jié)。題干中的Compared to對應(yīng)原文中的Compared with,five years ago屬于原詞重現(xiàn)，oneresearcher對應(yīng)原文中的Harington,many more people對應(yīng)原文中的80% of people,而their organistion gave the same supportto men and women taking parental leave是對原文theorganisation finds dads takingthisleave aceptable and three quarters to sayit's equallysupportive of women and men taking leave的概括總結(jié)。
41.題干譯文 一項研究發(fā)現(xiàn)，即使是那些聲稱渴望性別平等的員工，也還是堅持傳統(tǒng)的性別角色。不管是在工作中還是家庭中。
答案解析 I。由題干關(guān)健信息One study、workerswho claim to desire gender equality和traditional genderroles both at work and athome定位到I段。該段承接上文提到，然而，這項研究也顯示了傳統(tǒng)的性別角色在工作和家庭中是如何持續(xù)存在的，這一點甚至在那些聲稱強(qiáng)烈渴望平等的員工中也是如此。由此可知，題干是 對原文內(nèi)容的同義轉(zhuǎn)述。題干中的One study finds對應(yīng)原文中的the study alsoshows,workers who claim to desire gender equality對應(yīng)原文中的workers who claim to have a strong desire for equality,stick to對應(yīng)原文中 的endure,而traditional gender roles both at work and at home屬于原詞重現(xiàn)。
42.題干譯文 大多數(shù)接受調(diào)查的員工表示，育兒假政策改善了職場文化。
答密解析 C。由題干關(guān)健信息The majority of workers、parental leave policies和workplace culture定位到C 段。 該段提到，在接受調(diào)查的人當(dāng)中……超過一半的人表示，休育兒假的政策使得職場文化得到了改善。由 此可知，題干是對該段內(nèi)容的同義轉(zhuǎn)述。其中The majority of workers surveyed said對應(yīng)原文中的Ofthose surveyed.over half said,而parental leave policieshad improved workplace cultre對應(yīng)原文中的leave policies had made workplace culture better。
43. 題干譯文 盡管取得了進(jìn)步，但是在大公司擔(dān)任高層職位的女性數(shù)量仍然非常少。
答案解析 L。由題干關(guān)鍵信息In spite of progress、women in top positionsof big companies和remains extremely small 定位到L段。該段最后一句提到，盡管取得了進(jìn)步，但在今年的《財富》500強(qiáng)榜單上，女性爭取獲得最高權(quán)力職位的努力才得以彰顯，該榜單創(chuàng)下了33位女性首席執(zhí)行官的紀(jì)錄，但這仍然只占名單總?cè)藬?shù) 的一小部分。由此可知，題干是對原文內(nèi)容的概括總結(jié)。題干中的In spite of progress對應(yīng)原文中的Despite progresg,women 對應(yīng)原文中的female,top positions of big companies對應(yīng)原文中的the highest positions of power, 而 remains extremely small對應(yīng)原文中的stillrepresents a tiny faction ofthe total。
44. 題干譯文 據(jù)估計，美國只有不到三分之一的公司提供帶薪育兒假。
答案解析 E。由題干關(guān)鍵信息one estimate、less than one third of companies in the US和paid parental leave定位到E段。該段首句提到，該中心的執(zhí)行主任、該研究的主要作者布拉德·哈林頓估計，在美國只有20%到 30%的公司提供帶薪育兒假。換言之，美國只有不到三分之一的公司提供帶薪育兒假。由此可知，題干是對原文內(nèi)容的同義轉(zhuǎn)述。其中estimate對應(yīng)原文中的estimates,面les than one third of companies in the US provide paid parental leave對應(yīng)原文中的only 20%to 30%of companies in the US offer paid parental leave。
45. 題干譯文 一些訴訟已經(jīng)迫使公司制定性別中立的育兒假政策。
答案解析 H。由題干關(guān)鍵信息A number of lawsuits、pressured companies、genderneutral policies和parental leave定位到H段。該段提到，從那以后，出現(xiàn)了多起針對涉及陪產(chǎn)假的公司的法律案件包括針對摩根大通和雅詩蘭黛的案件——這有助于對公司施加壓力，要求它們制定性別中立的陪產(chǎn)假政策。由此可 知，題干是對原文內(nèi)容的同義轉(zhuǎn)述，其中A number o lawsuits對應(yīng)原文中的anumber oflegal cases,而 have pressured companies t formulate gender neutral policies onparentalave對應(yīng)原文中的have helpedput presre on companies tomake their parental leave policiesgender neutral。
46.根據(jù)這篇文章，競爭性的較量如何使企業(yè)家受益?
A) 通過讓他們能夠超越其他企業(yè)家。
B) 通過讓他們的企業(yè)取得成功。
C) 通過幫助他們實現(xiàn)長期目標(biāo)。
D) 通過幫助他們保持以目標(biāo)為導(dǎo)向。
根據(jù)題干關(guān)鍵詞competitive rivalry benefit entrepreneurs可以將答案定位到第一段第一句。
第一段第一句指出，擁有一個競爭對手可以讓你致力于實現(xiàn)自己的目標(biāo)并提升你的整體表現(xiàn)。由此可知，通過幫助企業(yè)家保持以日標(biāo)為導(dǎo)向并提升表現(xiàn)，競爭性的較量可以讓企業(yè)家受益，故本題選D。其他三項 的內(nèi)容都與原文不符，均排除。
47.企業(yè)家在與竟?fàn)帉κ指偁帟r可能經(jīng)常掉進(jìn)什么陷阱當(dāng)中?
A) 他們可能會采取必然會毀掉他們企業(yè)的策略
B) 他們可能會訴諸不道德的手段來超越他們的競爭對手。
C) 他們可能過于渴望成功，而忽略了巨大的人力成本。
D) 他們可能非常專注于在當(dāng)前的市場水平獲勝。
根據(jù)題干關(guān)鍵詞traps entrepreneurs may often fll into可以將答案定位到第二段。第六句說到避免掉進(jìn)這個 陷阱的方法，而題目問的是陷阱是什么,需要從上文去尋找。
第二段第四句指出，當(dāng)與競爭對手競爭時，人們更愿意為了贏得勝利而做出不道德的行為。第五句指出這 種做法的弊端，然后第六句給出了避免掉進(jìn)這個陷阱的方法。由此可知，陷阱就是第四句提到的，人們?yōu)榱顺礁偁帉κ侄龀鲆恍┎坏赖碌男袨?，故本題選B。選項A過于絕對，原文只是說他們可能會做出不 道德的行為，玷污企業(yè)的聲譽(yù)，并沒有說這必然會毀掉整個企業(yè)，故排除。選項C和D的內(nèi)容原文均沒有 提及，可以排除。
48.作者建議企業(yè)家做什么來避免那些往往伴隨競爭面而來的陷阱?
A) 慎重考慮什么才是真正重要的事。
B) 優(yōu)先獲取眼前的利益。
C) 估計長期的后果。
D) 反思哪些成功是可以實現(xiàn)的。
根據(jù)題干關(guān)鍵詞avoid traps以及上一題的定位分析可以將答案定位到第二段倒數(shù)第二句。
第二段倒數(shù)第二句指出，避免掉進(jìn)這個陷阱的一個方法是停下來，反思一下什么才是重要的。由此可知作者建議企業(yè)家慎重考慮什么才是真正重要的，故本題選A。選項中的deliberate意為“慎重考慮，仔細(xì)思考”,與原文中的reflect on屬于同義替換。其余三個選項雖然使用了原文詞匯，但是表達(dá)的意思與原文均不一致，可以排除。
49.企業(yè)家如何才能避免做出沖動和不明智的決定?
A) 通過進(jìn)行批判性論證。
B) 養(yǎng)成保持正直的習(xí)慣。
C) 批評自己以前的糟糕表現(xiàn)。
D) 不要對自己的成功過于興奮。
根據(jù)題干關(guān)鍵詞avoid making impulsive and insensible decisions可以將答案定位到第三段第二句、第三句。
第三段第二句指出，這種對勝利的渴望也可能有損于你的企業(yè)的成功，特別是當(dāng)它導(dǎo)致你做出了沖動、不 明智的決策時。接著第三句給出了避免這種錯誤的方法養(yǎng)成進(jìn)行批判性思考的習(xí)慣，并舉例說明。由此可知，企業(yè)家通過進(jìn)行批判性論證，可以避免做出沖動和不明智的決定，故本題選A。選項中的critical reasoning與原文中的critical thinking屬于同義替換。其余三個選項原文均沒有提及，可以排除。
50.企業(yè)家如何克服竟?fàn)幍娘L(fēng)險誘發(fā)效應(yīng)?
A) 通過密切關(guān)注他們目前的表現(xiàn)。
B) 通過采取措施來危及對手的成功
C) 通過監(jiān)控他們的決策是如何影響他們的心態(tài)的。
D) 通過約束自己的情緒，以避免做出錯誤的決策。
根據(jù)題干關(guān)鍵詞risk-inducing effects of rivalry可以將答案定位到最后一段最后一句。
最后一段最后一句指出，競爭有風(fēng)險誘發(fā)效應(yīng)，這會危及企業(yè)的成功，能克服這種效應(yīng)的一種方法是密切 關(guān)注你的情緒狀態(tài)，并積極地監(jiān)控這樣的情緒是如何影響你的決策的。換句話說，想要克服競爭帶來的風(fēng)險，就要約束自己的情緒，不要讓情緒影響你做出錯誤的決策，故本題選D。選項中的keep.in check意為“約束；控制”與原文中的remain attentive to..and actively monitor(密切關(guān)注并積極監(jiān)控)屬于同義替 換。選項A錯在密切關(guān)注的對象不正確，原文說的是密切關(guān)注自己的情緒，而不是表現(xiàn)，可以排除。選項 B原文未提及，而且明顯屬于不道德的行為，比較容易排除。原文是說監(jiān)控情緒如何影響決策，而不是監(jiān) 控決策如何影響心態(tài)，故也排除選項C。
51.“多重任務(wù)處理者”最初指的是什么?
A)一個能夠同時進(jìn)行多項任務(wù)的操作系統(tǒng)。
B)一個同時執(zhí)行多項任務(wù)的技術(shù)工人。
C) 一項可以同時有效完成多項任務(wù)的復(fù)雜技術(shù)。
D)一個能夠同時進(jìn)行多項任務(wù)的高效人士。
根據(jù)題干關(guān)鍵詞“multitasker”originally refer to可以將答案定位到第一段前兩句。題干中的originally refer to 與原文中的come from屬于同義替換。
第一段第一句指出，多重任務(wù)處理者是可以同時有效地處理兩項或多項任務(wù)的人。但是這并沒有說這個概念最初指什么,我們繼續(xù)往下看，可以發(fā)現(xiàn)，第二句給出了答案：這個概念確實源自技術(shù)領(lǐng)域，它用來 指代可以同時執(zhí)行多項任務(wù)的操作系統(tǒng)。由此可知，選項A正確。其他三項的內(nèi)容都與原文不符，均可以排除。
52.根據(jù)神經(jīng)科學(xué)家的說法，人們?yōu)槭裁床荒艹蔀檎嬲亩嘀厝蝿?wù)處理者?
A) 他們沒有充分接觸多重任務(wù)處理的情況。
B) 他們無法與機(jī)械的操作系統(tǒng)相比。
C) 他們的大腦不允許他們同時處理多項任務(wù)。
D) 他們的注意力范圍無法擴(kuò)大。
根據(jù)題干關(guān)鍵詞neuroscientists可以將答案定位到第二段第二句。
第二段第二句指出，根據(jù)神經(jīng)系統(tǒng)科學(xué)專家的說法，我們的大腦無法很好地處理多重任務(wù)的情況。由此可知，人們不能真正地進(jìn)行多重任務(wù)處理是因為大腦不允許，故選項C正確。其他三項的內(nèi)容原文均沒有提及，可以排除。
53.從最近一項關(guān)于多重任務(wù)處理的研究結(jié)論中，我們能了解到什么?
A)通過堅稱他們所做的任何事情都是多重任務(wù)處理，人們?nèi)〉酶蟮某删汀?/span>
B)人們認(rèn)為自己正在進(jìn)行的工作是多重任務(wù)處理，這種想法對他們的表現(xiàn)有益處。
C)人們活躍的心理過程對他們的多重任務(wù)處理產(chǎn)生了積極的影響
D)人們可以通過處理多重任務(wù)的情況來提升自己的能力。
根據(jù)題干關(guān)鍵詞the conclusion of a recent study可以將答案定位到第三段第二句。
第三段第二句指出，最近的一項研究得出結(jié)論，無論人們是否真的在同時處理幾項任務(wù)，只要他們認(rèn)為這項活動是多重任務(wù)處理，就會對他們的表現(xiàn)起到積極的作用。由此可知，只要人們認(rèn)為自己在處理多重任務(wù)，他們就能從這種想法中受益，故選項B正確。選項中的perception與原文中的perceive屬于同義替換。 其他三項的內(nèi)容均與原文不符，可以排除。
54.商界如何看待多重任務(wù)處理?
A)它是一種罕見的技能，常出現(xiàn)在流動性強(qiáng)的組織中。
B)它是一種所有員工都需要擁有的適應(yīng)能力
C) 它是許多員工都缺乏的一項必備特質(zhì)。
D)它是一種可以培養(yǎng)的理想能力。
根據(jù)題干關(guān)鍵詞business world view multitasking可以將答案定位到倒數(shù)第二段。
倒數(shù)第二段開頭指出，從商業(yè)角度來看，多重任務(wù)處理被認(rèn)為是適應(yīng)公司的所有環(huán)境類型，并在設(shè)定的時間范圍內(nèi)有效地開展不同活動的能力。事實上，許多公司都在尋找擅長多重任務(wù)處理的人來提高其生產(chǎn)力。由此可知，多重任務(wù)處理是一種值得擁有的理想能力。本段第三句話指出，你不僅可以同時處理多項任務(wù)，而且這種能力也可以被教授。既然它是能被教授的，那么就說明，這種能力是能通過學(xué)習(xí)而培養(yǎng)的，故選項D正確。選項A錯在原文并沒有說這是一種罕見的技能。選項B錯在原文沒有說所有員工都需要擁有這種能力。選項C原文并未提及，可排除。
55.如果我們必須專注于某項任務(wù)并把它做好，作者暗示我們應(yīng)該怎么做?
A)以靈活的方式工作。
B)從錯誤中吸取教訓(xùn)。
C)避免進(jìn)行多重任務(wù)處理。
D)提高效率。
根據(jù)題干關(guān)鍵詞have to focus on some task可以將答案定位到最后一段最后一句。
最后一段開頭先指出多重任務(wù)處理的好處，最后一句以but轉(zhuǎn)折指出多重任務(wù)處理的弊端，即不得不同時 關(guān)注幾件事就意味著注意力會減弱，從而可能會導(dǎo)致更多的錯誤。從這句話可以分析得知，作者在暗示我們，如果我們想專注于一項任務(wù)，并且把它做好，我們最好不要采用多重任務(wù)處理的方式，故選項C正確。其他三項的內(nèi)容均與原文不符，可以排除。
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