[外语类试卷]大学英语四级模拟试卷982及答案与解析.doc
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1、大学英语四级模拟试卷 982及答案与解析 一、 Part I Writing (30 minutes) 1 For this part, you are allowed 30 minutes to write a short essay entitled Post-90s Generations Network Life. You should write at least 120 words following the outline given below. 1 90后是伴随互联网成长的一代 2在网上的自我表达形式多种多样,如:社交网站、微博、火星文 (Martian language)等
2、 3我的看法 Post-90s Generations Network Life 二、 Part II Reading Comprehension (Skimming and Scanning) (15 minutes) Directions: In this part, you will have 15 minutes to go over the passage quickly and answer the questions attached to the passage. For questions 1-7, mark: Y (for YES) if the statement agr
3、ees with the information given in the passage; N (for NO) if the statement contradicts the information given in the passage; NG (for NOT GIVEN) if the information is not given in the passage. 1 Work-life Balance: Flex Appeal Georgina Blizzard and Nicky Imrie decided they needed to find a more flexib
4、le working pattern when they became mothers. Having had jobs in public relations, which involved long hours and a lot of pressure, they felt their old style of working would not suit their new responsibilities and decided to find a way to make the work they enjoyed fit in with their changed lives. T
5、hey launched the PR Network in 2005, when Blizzards eldest daughter, Isabella was just three months old. Both women work a three-day week, and built the running of the company around the sort of flexibility they needed. They offer the same level of flexibility to the freelance(自由职业的 )associates, mat
6、ching companies of all sizes looking for freelance support with workers with the right skill set who are happy to take on contracts that fit in with their preferred pattern of hours. While technology now enables many workers to do their thing from anywhere, at any time, recently developed forms of “
7、extremely flexible“ working are providing a way into the workplace for more people with lifestyles that cant easily accommodate a regular working pattern. Shaking up the workplace does not just help individuals. Wingham Rowan, founder of Slivers-of-Time, a social enterprise that has devised a system
8、 allowing people to sell their available working time through an online marketplace, believes extremely flexible working could hold the key to a brighter future for employment in the UK. “We have to start thinking in terms of work, not jobs,“ says Rowan. Slivers-of-Time developed a web-based system
9、to allow people to sell their time online to employers in tiny blocks of two hours or more, on days that suit them. More geared up for in-house staff than home workers, Slivers workers post their CV and their availability and employers can book them to cover busy periods or do a temporary piece of w
10、ork. Ideal for carers, parents and anyone who wanted to use a few spare hours to earn money but found it difficult to hold down a regular job with one employer because of personal commitments, it was awarded government funding as a means to tackle worklessness. “The system has been particularly embr
11、aced by smaller companies,“ says Rowan. Smaller firms erjoy the opportunity to take on workers to cover small bits of time, minimising costs and enabling them to cover busy periods. “There is an office supplies company that knows the best time to call potential buyers is between certain times on a T
12、uesday and Wednesday, so it books staff to cover those times. Then theres a T-shirt printing company that books extra staff if they have a big order to fulfil. And the City of London has found that library inquiries are busier during the school holidays, so it takes on staff to cover those periods.“
13、 The model works well for small companies, but Slivers now has a number of large household names using its system. Helen Turner, recruitment and development manager for John Lewis in Cambridge, used Slivers-of-Time to cover the extremely busy Christmas period. “Slivers-of-Time meant we could cover g
14、aps as small as two hours,“ Turner says. “Once they were hired they worked various hours across the week, depending on their circumstances. We were able to call on extra resources quickly and they supported our partners.“ She says many of the staff were students, while some were carers, and the flex
15、ible model suited both the store and the staff well. Flexible hiring also works well for another household name, Adobe, which uses PR Networks associates to support its existing analyst relations team. Timothy Brook, senior manager of analyst relations at Adobe, says: “We were looking for skilled, k
16、nowledgeable and motivated individuals who could work without the day-to-day management or direction often required by an agency model, and who could work directly with senior management within Adobe in the UK on a number of projects.“ PR Network is in the enviable position of having grown during a
17、recession, but although the downturn has pushed a higher number of people into self-employment, organisations involved in flexible working practices say it cant take all the credit. Xenios Thrasyvoulou, founder of PeoplePerHour(PPH), an online service that allows freelance workers to bid for contrac
18、ts offered by businesses, says the movement towards extremely flexible working for all skill levels was already under way when the recession took hold. PPH was launched in 2007, and now has 35,000 freelancers registered on its books, and 43,000 businesses, mostly small. Thrasyvoulou says the changes
19、 in working practice are “not just a recessionary effect“. “What is happening is a longer-term trend which has been accelerated by the recession, and one that is led by small businesses which are always more creative.“ Both the public sector and small businesses in the private sector are moving towa
20、rds flexible styles of working, according to Andy Lake, editor of the online journal flexibility.co.uk. “In the public sector, more and more contractors are being taken on,“ Lake says. “Theres evidence that things are working in different ways. In the private sector, the biggest growth area is small
21、 businesses, which are keen to grow turnover but not personnel.“ Even larger firms echo this opinion. As Adobes Brook says: “Due to the uncertain economy, we wanted the ability to dial up and dial down our commitment based on available budgets and levels of work.“ This “flexing up and down“ of the w
22、orkforce may be key to the future of industry, opening doors for more people to pursue extremely flexible styles of working. According to the Confederation of British Businesss Shape of Business report, published last November, organisations will increasingly “move to a new employment model where th
23、e core of permanent staff is smaller and a greater number of freelancers, consultants and temporary workers are used“. All in all, its good news for people hoping for greater control of their work-life balance. “More organisations have adopted flexible working practices as a way of saving jobs durin
24、g the recession,“ says Gillian Nissim, founder of Workingmums.co.uk. “We hope this will not just be a stop-gap measure to save money but will bring lasting changes to the UKs working culture, making it easier for women and men to balance work and family life and giving employers the diverse and comm
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