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1、2009年6月大学英语四级考试真题及答案(绝对完整）Part I Writing (30 minutes)Directions: For this part, you are allowed 30 minute to write a short essay on the topic of students selecting their lectures. You should write at least 120 words following the outline given bellow:1. 越来越多的博物馆免费对外开放的目的是什么？2. 也会带来一些问题3. 你的看法？Part I
2、I 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 on Answer Sheet 1. For questions 1-7, choose the best answer from the four choices marked A),B),C) and D). For questions 8-10, comple
3、te the sentences with the information given in the passage. How Do You See Diversity? As a manager, Tiffany is responsible for interviewing applicants for some of the positions with her company .During one interview, she noticed that the candidate never made direct eye contact. She was puzzled and s
4、omewhat disappointed because she liked the individual otherwise. He had a perfect resume and gave good responses to her questions, but the fact that he never looked her in the eye said “untrustworthy,” so she decided to offer the job to her second choice. “It wasnt until I attended a diversity works
5、hop that I realized the person we passed over was the perfect person,” Tiffany confesses. What she hadnt known at the time of the interview was that the candidates “different” behavior was simply a cultural misunderstanding . He was an Asian-American raised in a household where respect for those in
6、authority was shown by averting(避开) your eyes. “I was just thrown off by the lack of ye contact; not realizing it was cultural,” Tiffany says. “I missed out ,but will not miss that opportunity again.” Many of us have had similar encounters with behaviors we perceive as different. As the world become
7、s smaller and our workplaces more diverse, it is becoming essential to expand our under-standing of others and to reexamine some of our false assumptions . Hire Advantage At a time when hiring qualified people is becoming more difficult ,employers who can eliminate invalid biases(偏爱) from the proces
8、s have a distinct advantage .My company, Mindsets LLC ,helps organizations and individuals see their own blind spots . A real estate recruiter we worked with illustrates the positive difference such training can make .“During my Mindsets coaching session ,I was taught how to recruit a diversified wo
9、rkforce. I recruited people from different cultures and skill sets .The agents were able to utilize their full potential and experiences to build up the company .When the real estate market began to change, it was because we had a diverse agent pool that we were able to stay in the real estate marke
10、t much longer than others in the same profession.” Blinded by GenderDale is an account executive who attended one of my workshops on supervising a diverse workforce . “Through one of the sessions ,I discovered my personal bias ,” he recalls . “I learned I had not been looking at a person as a whole
11、person , and being open to differences .” In his case , the blindness was not about culture but rather gender.“I had a management position open in my department ;and the two finalists were a man and a woman . Had I not attended this workshop , I would have automatically assumed the man was the best
12、candidate because the position required quite a bit of extensive travel . My reasoning would have been that even though both candidates were great and could have been successful in the position , I assumed the woman would have wanted to be home with her children and not travel .”Dales assumptions ar
13、e another example of the well-intentioned but incorrect thinking that limits an organizations ability to tap into the full potential of a diverse workforce.“I learned from the class that instead of imposing my gender biases into the situation , I needed to present the full range of duties, responsib
14、ilities and expectations to all candidates and allow them to make an informed decision .” Dale credits the workshop , “because it helped me make decisions based on fairness .” Year of the Know-It-AllDoug is another supervisor who attended one of my workshops .He recalls a major lesson learned from his own employee.“One of my most embarrassing moments was when I had a Chinese-American employee put in a request to take time off to celebrate Chinese New Year . In my ignorance , I assumed he had his dates wrong , as the first of January ha
