英語(yǔ)期末題型及部分試題級(jí)七制

青島大學(xué)研究生（碩士）課青島大學(xué)研究生（碩士）課程考試試題A課程名稱英語(yǔ)精讀考試時(shí)間：201214PartA:ChooseoneanswerthatisclosetinmeanmingtotheunderlinedwordorphaseintheMarkthecorrespondingletterontheAnswer1.Thesemisconceptionsoftenleadtounrealisticexpectations,stereotypes,and【注：共10題，皆出自課后習(xí)題PartB:Choosethesentenceinwhichtheunderlinedwordhastheclosetmeaningtothesentencequotedfromthetext.Inherwildestdreams,shedidn'tthinkherHarryPotterbookswouldappealtomorethanahandfulofreaders.TheprospectofalongwaitintheraindidnotMaxappealedtohergoodsensetomakeherchangeherHesaidhewouldappealafterbeingfoundguiltyonfourcountsofmurder.【共5題，多為課后題PartⅡReadingComprehension(40Directions:Readthefollowingpassages,andchoosethebestansweraccordingtowhatyouhaveread.MarkthecorrespondingletterontheAnswerSheetwithasinglelinethroughthe【4篇，16—35題PartⅢTranslation(15Directions:TranslatethefollowingsentencesintoChineseandputdowntheansweronPaperTwo.36.Theprogramhaseliminatedmostofthehigh-risehellholesthatgavepublichousingabadnameandhasdrevivedsomeuranneighborhoods.Butithasrazedmoresubsidizedapartmentsthatithas【共5題，36-40，課文原句PartⅣParaphrase(15Directions:ParaphrasethefollowingsentencesandputdowntheansweronPaper41.TherealestateboomofthepastdecadehasproducedwindfallsforAmericanswhoownedbeforeitbegan,butaffordablehousingisnowaseriousproblemformorelow-andmoderate-incomeAmericansthattaxes,SocialSecurityandgasprices.【共5題，課文原句PartⅤSummary(20Directions:Directions:Writeasummaryforthefollowingarticleinabout250wordsonPaperTwo.Yoursummaryshouldincludetwoparts:thegeneralstatementandthemainpointsoftheLastmonththefirstbaby-boomersturned60.Thebulkygenerationbornbetween1946and1964isheadingtowardsretirement.Thelooming“demographiccliff”willseevastnumbersofskilledworkersdispatchedfromthelabourforce.Inaforthcomingbook(“WorkforceCrisis”byKenDychtwald,TamaraEricksonandRobertMorison)theauthorspaintagloomypictureofashortageofskillsandacutinthesupplyoflabourthatare“alreadythreateningtheperformanceofmanyTheworkforceisageingacrosstherichworld.WithintheEUthenumberofworkersagedbetween50and64willincreaseby25%overthenexttwodecades,whilethoseaged20-29willdecreaseby20%.InJapanalmost20%ofthepopulationisalreadyover65,thehighestshareintheworld.AndintheUnitedStatesthenumberofworkersaged55-64willhaveincreasedbymorethanhalfinthisdecade,atthesametimeasthe35-to44-year-oldsdeclineby10%.Giventhatmostsocietiesaregearedtoretirementataround65,companieshavealoomingproblemofknowledgemanagement,ofmakingsurethattheboomersdonotleavebeforetheyhavehandedovertheirexpertisealongwiththeofficekeysandtheire-mailaddress.Asurveyofhuman-resourcesdirectorsbyIBMlastyearconcluded:“Whenthebaby-boomergenerationretires,manycompanieswillfindouttoolatethatacareer'sworthofexperiencehaswalkedoutthedoor,leavinginsufficienttalenttofillthevoid.”Somealsofaceashortageofexpertise.Inaerospaceanddefence,forexample,asmuchas40%oftheworkforceinsomecompanieswillbeeligibletoretirewithinthenextfiveyears.Atthesametime,thenumberofengineeringgraduatesindevelopedcountriesisinsteepdecline.Afewcompaniesaresosqueezedthattheyarealreadytakingexceptionalmeasures.EarlierthisyeartheLosAngelesTimesinterviewedanenterprisingAustralianwhowasstayinginBeverlyHillswhilehetriedtopersuadelocalstoemigratetoToowoomba,Queensland,toworkforhisengineeringcompanythere.Toowoombatoday;therestofthedevelopedworldtomorrow?Ifyoulookhardenough,youcanfindcompaniesthathavebeguntoadapttheworkplacetoolderworkers.TheAARP,anAmericanassociationfortheover-50s,producesanannuallistofthebestemployersofitsmembers.Health-carefirmsinvariablycomenearthetopbecausetheyareoneoftheindustriesmostinneedofskilledlabour.Othersectorssimilarlyaffected,saystheConferenceBoard,includeoil,gas,energyandgovernment.NearthetopoftheAARP'slatestlistcomesDeere&Company,ano-nonsenseindustrial-equipmentmanufacturerbasedinMoline,Illinois;about35%ofDeere's46,000employeesareover50andanumberofthemareintheir70s.RickMcAnally,thecompany'sdirectorofhumanresources,saysthatDeerehasnooverallpolicyinfavourofolderworkers.Itdoes,however,trytorecruitpeoplewhowillstaywiththecompanyfortheirwholecareers,andanumberofitsemployeeshavemorethan40years'service.Thetoolsitusestoachievethat—flexibleworking,telecommuting,andsoforth—alsocoincidentallyhelpolderworkerstoextendtheirworkinglives.Thecompanyspends“alotoftime”ontheergonomicsofitsfactories,makingjobstherelesstiring,whichenablesolderworkerstostayatthemforlonger.Likewise,formorethanadecade,Toyota,arguablytheworld'smostadvancedmanufacturer,hasadapteditsworkstationstoolderworkers.Theshortageofskilledlabouravailabletotheautomotiveindustry(thoseengineersagain)hasmadeitunusuallykeentorecruitolderBMWrecentlyBMWrecentlysetupafactoryinLeipzigthatexpresslysetouttoemploypeopleovertheage45.NeedsmustwhenthedevilOtherfirmsarepolishingtheiralumninetworks.IBMusesitsnetworktorecruitretiredpeopleforparticularprojects.Ernst&Young,aprofessional-servicesfirm,hasabout30,000registeredalumni,andabout25%ofits“experienced”newrecruitsareboomerangs(formeremployeeswhoreturnafteranabsence).HelenWalsh,directorofthefirm'salumninetwork(andherselfaboomerang),saysitisparticularlyhelpfulinattractingwomenbackintotheworkforce.Butsuchexamplesareunusual.AsurveyinAmericalastmonthbyErnst&Youngfoundthat“althoughcorporateAmericaforeseesasignificantworkforceshortageasboomersretire,itisnotdealingwiththeissue.”Almostthree-quartersofthe1,400globalcompaniesquestionedbyDeloittelastyearsaidtheyexpectedashortageofsalariedstaffoverthenextthreetofiveyears.Yetfewofthemarelookingtoolderworkerstofillthatshortage;andevenfewerarelookingtothemtofillanothergapthathasalreadyappeared.ManyfirmsinEuropeandAmericacomplainthattheystruggletofindqualifieddirectorsfortheirboards—thiswhenthepoolofretiredtalentfromthoseverysamefirmsisgrowingbyleapsandbounds.Whyarefirmsnotworkinghardertokeepoldemployees?Partofthere