题目内容
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We can infer from this passage that ______.
A．Katzenberg will undoubtedly win the lawsuit and get all the money he claimed
B．Eisner will remain imperturbable all through the trial
C．Katzenberg will suffer great embarrassment
D．Disney will face more lawsuits from its employees
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更多“We can infer from this passage that ______.A．Katzenberg will undoubtedly win the lawsuit a”相关的问题
The search for intelligent life on other planets isn't new. It began almost 100 years ago. That's when scientists built a huge transmitter to send radio waves into space. Scientists thought smart beings on other planets might pick up the signals.
Scientists also have sent a message about humans and our solar system to a nearby constellation (星座 ). But because the constellation is 25,000 light years away, a return message wouldn't reach Earth for 50,000 years! So don't wait up for an answer.
So far, no extraterrestrial (地球外的 ) beings that we know of have returned our “ calls. ” But according to Dr. Jill Tarter, an HRMS scientist, we haven't exactly had our ears wide open. “ Now, however, ” says Dr. Tarter, “ we've built the tools we need to listen well.”
Last October, Dr. Tarter switched on the largest radio receiver in the world. It's an enormous metal bowl stretching 1,000 feet across a valley in Puerto Rico.
Meanwhile, another NASA scientist turned on a huge radio receiver in California's Mojave Desert. NASA hopes these big dishes-and others around the world-will pick up radio signals from new world.
Dr. Frank Drake has been searching for life in outer space for years. He explains the HRMS project this way: To listen to your radio, you move the tuner on the dial until the channels come in loud and clear: Now imagine radio receivers that scan our galaxy “listening” to 14 million channels every second. That's what NASA's radio receivers in Puerto Rico and California are doing.
But that's not all. Powerful computers hooked to the receivers examine every signal carefully. The computers try to match the signals to ones that scientists already recognize, such as human-made signals. If they can't, Drake and Tarter check on them. “It could prove there is radio technology elsewhere in the universe, ” says Dr. Tarter. “ And that would mean we're not alone. ” 26、NASA scientists started a new project in order to _______.
A、discover life in other galaxies
B、send human beings into space
C、find evidence of a new galaxy
D、confirm the number of galaxies
27、According to Dr.Jill Tarter ,the reason why we haven't received any return any return messages from outer space is that_______.
A、our ears are not sharp enough to hear them
B、our equipment hasn't been good enough
C、it takes millions of yuars for them to reach us
D、it takes quite a long time to send them
28、Dr.Jill Tarter compares the large receiver to _______.
A、the human ear
B、the universe
C、a metal bowl
D、a huge dish
29、According to Dr.Frank Drake ,NASA's radio receivers in Puerto Rico and California are _______.
A、trying to check on every channel carefully
B、moving the tuner on the dial for clear channels
C、scanning the universe for possible signals
D、picking up radio signals from new world
30、The best title of this passage is ________.
A、Signals from the Space
B、The Invention of New Radio Receivers
C、The Intelligent Life in Outer Space
D、NASA Listens for Space Neighbors
A．people's outlook on life
B．people's life styles
C．people's living standard
D．people's social values
The miserable fate of Enron's employees will be a landmark in business history, one of those awful events that everyone agrees must never be allowed to happen again. This urge is understandable and noble: thousands have lost virtually all their retirement savings with the demise of Enron stock. But making sure it never happens again may not be possible, because the sudden impoverishment of those Enron workers represents something even larger than it seems. It's the latest turn in the unwinding of one of the most audacious promise of the 20th century.
The promise was assured economic security—even comfort—for essentially everyone in the developed world. With the explosion of wealth, that began in the 19th century it became possible to think about a possibility no one had dared to dream before. The fear at the center of daily living since caveman days—lack of food, warmth, and shelter—would at last lose its power to terrify. That remarkable promise became reality in many ways. Governments created welfare systems for anyone in need and separate programs for the elderly (Social Security in the U. S.). Labor unions promised not only better pay for workers but also pensions for retirees. Giant corporations came into being and offered the possibility—in some cases the promise—of lifetime employment plus guaranteed pensions. The cumulative effect was a fundamental change in how millions of people approached life itself, a reversal of attitude that most rank as one of the largest in human history. For millennia the average person's stance toward providing for himself had been. Ultimately I'm on my own. Now it became, ultimately I'll be taken care of.
The early hints that this promise might be broken on a large scale came in the 1980s. U.S. business had become uncompetitive globally and began restructuring massively, with huge layoffs. The trend accelerated in the 1990s as the bastions of corporate welfare faced reality. IBM ended it's no-layoff policy. AT ＆ T fired thousands, many of whom found such a thing simply incomprehensible, and a few of whom killed themselves. The other supposed guarantors of our economic security were also in decline. Labor-union membership and power fell to their lowest levels in decades. President Clinton signed a historic bill scaling back welfare. Americans realized that Social Security won't provide social security for any of us.
A less visible but equally significant trend affected pensions. To make costs easier to control, companies moved away from defined-benefit pension plans, which obligate them to pay out specified amounts years in the future, to defined contribution plans, which specify only how much goes into the play today. The most common type of defined-contribution plan is the 401(k). The significance of the 401(k) is that it puts most of the responsibility for a person's economic fate back on the employee. Within limits the employee must decide how much goes into the plan each year and how it gets invested—the two factors that will determine how much it's worth when the employee retires.
Which brings us back to Enron？ Those billions of dollars in vaporized retirement savings went in employees' 401(k) accounts. That is, the employees chose how much money to put into those accounts and then chose how to invest it. Enron matched a certain proportion of each employees 401 (k) contribution with company stock, so everyone was going to end up with some Enron in his or her portfolio; but that could be regarded as a freebie, since nothing compels a company to match employee contributions at all. At least two special features complicate the Enron case. First, some shareholders charge top management with illegally covering up the company's problems, prompting investors to hang on when they should have sold. Second, Enron's 401(k) accounts were locked while the company changed plan administrators in October, when the stock was falling, so emp
A．Because the company has gone bankrupt.
B．Because such events would never happen again.
C．Because many Enron workers lost their retirement savings.
D．Because it signifies a turning point in economic security.
A．the shift of the focus of study on to the recognition of the shapes of objects
B．the belief that human intelligence cannot be duplicated with logical, step-by-step programs
C．the aspirations of scientists to duplicate the intelligence of a ten-month-old child
D．the efforts made by scientists in the study of the similarities between transistors and brain cells
A．such artifacts frequently exceed in quality those already catalogued in museum collections
B．such artifacts seldom have scientific value
C．there is likely to be a continuing supply of such artifacts
D．museums are well supplied with examples of such artifacts
The United States, it was believed, had no status quo ante. Our only "station" was the turning of a stationary wheel, spinning faster and faster. We did not base our system on property but opportunity—which meant we based it not on stability but on mobility. The more things changed, that is, the more rapidly the wheel turned, the steadier we would be. The conventional picture of class politics is composed of the Haves, who want a stability to keep what they have, and the Have-Nots, who want a touch of instability and change in which to scramble for the things they have not. But Americans imagined a condition in which speculators, self-makers, runners are always using the new opportunities given by our land. These economic leaders (front-runners) would thus be mainly agents of change. The nonstarters were considered the ones who wanted stability, a strong referee to give them some position in the race, a regulative hand to calm manic speculation; an authority that can call things to a halt, begin things again from compensatorily staggered "starting lines."
"Reform" in America has been sterile because it can imagine no change except through the extension of this metaphor of a race, wider inclusion of competitors, "a piece of the action," as it were, for the disenfranchised. There is no attempt to call off the race. Since our only stability is change, America seems not to honor the quiet work that achieves social interdependence and stability. There is, in our legends, no heroism of the office clerk, no stable industrial work force of the people who actually make the system work. There is no pride in being an employee (Wilson asked for a return to the time when everyone was an employer). There has been no boasting about our social workers--they are merely signs of the system's failure, of opportunity denied or not taken, of things to be eliminated. We have no pride in our growing interdependence, in the fact that our system can serve others, that we are able to help those in need; empty boasts from the past make us ashamed of our present achievements, make us try to forget or deny them, move away from them. There is no honor but in the Wonderland race we must all run, all trying to win, none winning in the end (for there is no end).
Which of the following best expresses the author's main point?
A．The absence of a status quo ante has undermined United States economic structure.
B．The free enterprise system has been only a useless concept in the United States.
C．The myth of the American free enterprise system is seriously flawed.
D．Fascination with the ideal of "openness" has made Americans a progressive people.
And there is no end to the problem in sight. A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking. Employers are chasing experienced staff in ever-decreasing circles, and, according to a recent government report, 250,000 new IT jobs will be created over the next decade.
Most employers are confining themselves to dealing with the immediate problems. There is little evidence, for example, that they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions. This is the course of action recommended by the Computer Software Services Association, but research shows its members are adopting the short-term measure of bringing in more and more consultants on a contract basis.
With IT professionals increasingly attracted to the financial rewards and flexibility of consultancy work, average staff turnover rates are estimated to be around 15%. While many companies in the financial services sector are managing to contain their losses by offering skilled IT staff "golden handcuffs" — deferred loyalty bonuses that tie them in until a certain date — other organizations, like local governments, are unable to match the competitive salaries and perks on offer in the private sector and contractor market, and are suffering turnover rates of up to 60% a year.
But while loyalty bonuses have grabbed the headlines, there are other means of holding on to staff. Some companies are doing additional IT pay reviews in the year and paying market premiums. But such measures can create serious employee relations problems among those excluded, both within and outside IT departments. Many industry experts advise employers to link bonuses to performance wherever possible. However, employers are realising that bonuses will only succeed if they are accompanied by other incentives such as attractive career prospects, training, and challenging work that meets the individual's long-term ambitions.
According to the passage, the success of IT departments will depend on ______.
A．their success at retaining their skilled staff
B．the extent to which they invest in new technology
C．their attempts to recruit staff with the necessary skills
D．the ability of employees to keep up with the latest developments
A．dress
B．work
C．accent
D．meal
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