题目内容
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What does the author imply about the use of wallpaper before 1730？
A．Wallpaper samples appeared in the architectural manuals.
B．Wallpaper was the same color as the wall paints used.
C．Wallpaper was not used in stone houses.
D．Patterned wallpaper was not widely used.
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更多“What does the author imply about the use of wallpaper before 1730？A．Wallpaper samples appe”相关的问题
A、time
B、dependability
C、convenience
D、communication
A．We need to take some measures to protect .space.
B．We must preserve good living conditions for both birds and rand animals.
C．Our living space should be measured in cubic volume.
D．Our living space on the earth is getting smaller and smaller.
Passage One Questions 11to 15 are based on the following passage. What impact can mobile phones have on their users’ health? Many people worry about the supposed ill effects caused by radiation from handsets and base stations, despite the lack of credible evidence of any harm. But evidence for the beneficial effects of mobile phones on health is rather more abundant. Indeed, a systematic review carried out by Rifat Atun and his colleagues at Imperial College, London, rounds up 150 examples of the use of text-messaging in the delivery of health care. These users fall into three categories: efficiency gains; public-health gains; and direct benefits to patients by incorporating text-messaging into treatment regimes. The study, funded by Vodafone, the world’s largest mobile operator, was published this week. Using texting to boost efficiency is not rocket science, but big savings can be achieved. Several trials carried out in England have found that the use of text-messaging reminders reduces the number of missed appointments with family doctors by 26%-39%, for example, and the number of missed hospital appointments by 33%-50%. If such schemes were rolled out nationally, this would translate into annual savings of 256 million to 364 million pounds. Text message are also being used to remind patients about blood tests, clinics, scans and dental appointments. Similar schemes in America, Norway and Sweden have had equally satisfying results—though the use of text-message reminders in the Netherlands, where non-attendance rates are low, at 4%, had no effect other than to annoy patients. Text message can also be a good way to disseminate（广泛传播） public-health information, particularly to groups who are hard to reach by other means, such as teenagers, or in developing countries where other means of communication are unavailable. Text messages have been used in India to inform people about the World Health Organization’s strategy to control tuberculosis, for example, and in Kenya, Nigeria and Mali to provide information about HIV and malaria. In Iraq, text messages were used to support a campaign to vaccinate nearly 5 million children against polio（小儿麻痹症）. Finally, there are the uses of text-messaging as part of a treatment regime. These involve sending reminders to patients to take their medicine at the right time, or to encourage compliance(遵守) with exercise regimes or efforts to stop smoking. The evidence for the effectiveness of such schemes is generally anecdotal, however, notes Dr. Rifat. More quantitative research is needed—which is why his team published three papers this week looking at the use of mobile phones in health care in more detail. One of these papers, written in conjunction with Victoria Franklin and Stephen Greene of the University of Dundee, in Scotland, reports the results of a trial in which diabetic teenagers’ treatment was backed up with text-messaging. Q：We can infer from the study by Rifat Atun and his colleagues that____.
A、mobile phones have profound ill effects on people’s health
B、the relation between mobile phones and health is not proved
C、evidence for the beneficial effects of mobile phones on health is abundant
D、Vodafone is the world’s largest mobile operator
A、carrying out more quantitative research
B、sending messages to remind patients
C、publishing at least three papers
D、observing the effects of mobile phones
A、Text messages may help to spread information about public health.
B、Text messages are easily available in countries like India and Kenya.
C、These countries are suffering from terrible infectious disease.
D、The technology of sending text messages is advanced in these countries.
Questions 11 to 15 are based on the following passage. Plato, an ancient Greek philosopher, believed that men are divided into three classes: gold, silver and bronze. Vilfredo Pareto, an Italian economist, argued that “the vital few” account for most progress. In the private sector, best companies struggle relentlessly to find and keep the vital few. They offer them fat pay packets, extra training, powerful mentors and more challenging assignments. As the economy begins to recover, companies are trying harder to nurture raw talent, or to poach it from their rivals. Private-equity firms rely heavily on a few stars. High-tech firms, for all their egalitarianism, are ruthless about recruiting the brightest. Firms in emerging markets are desperate to find young high-flyers to cope with rapid growth and fast-changing environments. Bill Conaty and Ram Charan’s recent book The Talent Masters provides a nice mix of portraits of well-known talent factories along with sketches of more recent converts to the cause. “Talent masters” are proud of their elitism. GE divides its employees into three groups based on their promise. Hibdustan Unilever compiles a list of people who show innate leadership qualities. “Talent masters” all seem to agree on the importance of two things: measurement and differentiation. The best companies routinely subject employees to various “reviews” and “assessments”. But when it comes to high-flyers they make more effort to build up a three-dimensional pictures of their personalities and to provide lots of feedback. A powerful motivator is single out high-flyers for special training. GE spends $ 1 billion a year on it. Novartis sends high-flyers to regular off-site training sessions. Many companies also embrace on-job training, speaking of “stretch” assignment or “baptisms by fire”. The most coveted (令人垂涎的)are foreign postings: these can help young managers understand what it is like to run an entire company with a wide range of problems. Successful companies make sure that senior managers are involved with “talent development”. Bosses of P&G spent 40% of their time on personnel. Intel obliged senior managers to spend at least a week in a year teaching high-flyers. Involving the company’s top brass（高级职员） in the process prevents lower-level managers from monopolizing high-flyers and creates dialogues between established and future leaders. Successful companies also integrate talent development with their broader strategy to ensure that companies are more than the sum of their parts. P&G likes its managers to be both innovative and worldly. Goodyear replaced 23 of its 24 senior managers in two years as it shifted its target-consumers from carmakers to motorists. Meanwhile, in their rush to classify people, companies can miss potential stars. Those who are singled out for special treatment can become too full of themselves. But the first problem can be fixed by flexibility: people who are average in one job can become stars in another. And people who become too smug can be discarded. Question:The author mentions the needs for talent of different firms in the second paragraph to show that____.
A、the need for talent is universal
B、there is a cut-throat competition among them
C、the economy is more prosperous than before
D、the need for talent is confined to high-tech firms
A、How the well-known talent factories classify their staff.
B、How the talent factories and recent converts to the cause are like.
C、How to identify and recruit talent.
D、How to keep and foster elite employees.
A、making sure that its senior managers spend enough time on personnel
B、changing the company’s strategy according to the status quo of talent
C、replacing most of the senior managers regularly to avoid monopoly
D、grooming future leaders from high-flyers rather than from lower-level managers
A、checking and evaluating them frequently
B、compelling the senior managers to instruct the high-flyers
C、moving them into the positions that display their strengths
D、providing them with training or special mentoring classes
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