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1、2022年四川省泸州市考研外语学校:_ 班级:_ 姓名:_ 考号:_一、单选题(3题)1.AtemptedBattractedCappealedDtransferred2.AalternateBdifferentCvariedDseveral3.AuseBturnCgiveDback二、阅读理解(5题)4.5.6.One possible response, when the program “Dr. Phil” was first presented on TV, that people were afraid of was _.AsuspicionBsatisfactionCindiffe
2、renceDindignation7.8.A.是 B.否三、1.Use of English(20题)9.(10)A.consists B.comprises C.constitutes D.composes10.(15)A.paid B.gave C.turned D.received11.(2)A.open B.covered C.secret D.improved12.(18)A.Newspapers B.Books C.Media D.Periodicals13. 【C2】A.denied B.reproduced C.replaced D.ridiculed14.(13)A.liab
3、le B.loyal C.legal D.logical15.(17)A.resist B.perform C.insist D.restrain16.(7)A.weapon B.investigation C.wisdom D.irritation17.(9)A.else B.more C.particular D.special18. 【C11】A.less than B.more than C.as much as D.as little as19.(6)A.consulted B.commented C.remarked D.stated20.(20)A.ineligible B.un
4、holy C.mistaken D.disloyal21.(5)A.step B.aspect C.state D.phase22.(16)A.invented B.discovered C.investigated D.designed23.(3)A.preserve B.conserve C.resume D.assume24.(8)A.comprehensible B.understandable C.responsible D.reliable25.(12)A.classified B.thought C.believed D.labeled26. 【C10】A.converted B
5、.developed C.exposed D.evolved27.(14)A.were B.exists C.is D.came28.(19)A.as a result B.in the end C.in the way D.above all things四、2.Reading Comprehension(30题)29.(49)30.The selection implies that, more often, the value of an educational test rests with _.A.the interpretation of test results.B.the an
6、alysis of the students tested.C.the skill and wisdom of the test itself.D.the accuracy of the information provided.31.An analysis of workplace trends shows that employee perks, a reliable indicator of job market strength, are beginning to make a comeback. While not as Extravagant as those offered in
7、 the late 1990s, companies clearly are shifting their focus from workforce reduction to workforce retention. Firms realize that they require a foundation of experienced, trained, and motivated workers. These employers are improving and/ or adding perks to prevent an exodus of workers that could occu
8、r as the economy continues improving. They also may be looking further down the road when severe labor shortages are expected to return.An analysis of perks offered in todays workplace shows that many of the 1990s-style. benefits, such as game rooms and luxury car leases, have been abandoned. The pe
9、rks that remain popular with employers and employees are those that help workers stay healthy, career focused, and financially stable. Perhaps the most appreciated are those that help individuals maintain work-life balance.Work-life balance is just one part of the growing concern companies have abou
10、t the overall emotional and physical health of their workers. Employees who are stressed out or depressed because they do not feel as if they are giving enough attention to the nonwork aspects of their lives ultimately are unproductive. More and more companies also are learning that workers desire t
11、he opportunity to grow professionally in the workplace. HewlettPackard, for instance, has boosted its employee education and development budget by 20%.Nationwide Insurance, based in Columbus, Ohio, established a career-planning website in 2003. The site provides information on company job opportunit
12、ies, career development, and an in-house mentoring program. Nationwide also is helping to educate its employees in financial matters, acknowledging that workers distracted by such issues on the job are not giving their full attention to the companys priorities. It is adding classes and seminars on p
13、ersonal finance issues and 401(k) investments.Sometimes perks simply are about keeping employee morale elevated. Knowing that an improving economy might prompt valued employees to seek new opportunities, the owner of Ticketcity. com has lavished his best performers with tickets to the Masters golf t
14、ournament(锦标赛), access to country clubs, and invitations to a management retreat in Sedona, Ariz.Moreover, even companies that cannot afford to institute costly perks can find ways to make sure current employees are happy. Doug Dorman, vice president of human resources for the Greenville (S.C.) Hosp
15、ital System explains that there is a definite sense of urgency when it comes to employee retention, knowing that labor shortages are returning. Dorman notes, however, that they have not focused on perks, but rather on creating a culture of recognition and appreciation. Employees stay when they have good two-way communication with management and are truly appreciated and recognized for their contributions.The word
