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更多“This number differs from that one by more than 1 part in ten million.”相关的问题
A、The number of states in its sequences 序列中的状态个数
B、The method of clocking 时钟触发的方式
C、The type of flip-flops used 使用触发器的类型
D、The value of the modulus 进制数
A．the former lacks the accelerated velocity of the latter
B．the former is easier to observe than the latter
C．the former has higher photon density than the latter
D．the former contains a greater number of positrons than the latter
E．the former is in a state of expansion while the latter is in a state of contraction
A．Corporate boards are under less pressure because they have such a small number of openings.
B．Corporate boards have received less pressure from stockholders, consumers, and workers within companies to include women on their boards.
C．Corporate boards have received less pressure from the media and the public to include women on their boards.
D．Corporations have only recently been pressured to include women on their boards.
E．Corporations are not subject to statutory penalty for failing to include women on their boards.
The strength of causal connections between two phenomena differs with the modals (e.g. may) or adverbs (possibly) they co-occur. Here are some sentences from the passage. Compare the following words in bold italicized type and decide which one has the greatest causal strength (in other words, the most likely to happen)？ 1. When these activities cause problems, they A) can result in significant financial loss and B) possibly even have macro-economic effects in fragile situations. 2. Software engineering is a difficult task and errors C) may occur due to any number of causes. 3. Computer software and hardware is responsible for making decisions which D) affect people’s lives.
A、A
B、B
C、C
D、D
The selection of workers for particular jobs is essentially a problem of discovering the special aptitudes and techniques, and personality characteristics needed for the job and of devising tests to determine whether candidates have such aptitudes and characteristics. The development of tests of this kind has long been a field of psychological research. Once the worker is on the job and has been trained, the fundamental aim of the industrial psycholo-gist is to find ways in which a particular job can best be accomplished with a minimum of effort and a maximum of individual satisfaction. The psychologist's function, therefore, differs from that of the so-called efficiency expert, who places primary emphasis on in-creased production. Psychological techniques used to lessen the effort involved in a given job include a detailed study of the motion required to do the job, the equipment used, and the conditions under which the job is performed. After making such a study, the in-dustrial psychologist often determines that the job in question may be accomplished with less effort by changing the routine motions of the work itself, changing or moving the tools, improving the working conditions, or a combination of several of these methods.
Industrial psychologists have also studied the effects of fatigue on workers to de-termine the length of working time that yields the greatest productivity. In some cases such studies have proven that total production on particular jobs could be increased by re-ducing the number of working hours or by increasing the number of rest periods, or "breaks", during the day. Industrial psychologists may also suggest less direct require-ments for general improvement of job performance, such as establishing a better line of communication between employees and management.
From the first sentence of the passage, we learn that the primary objective of in-dustrial psychology is to study______.
A．working efficiency that leads to the highest output
B．the working skills and the working environment
C．the techniques leading to the highest productivity
D．the use of workers to get the greatest profit
Job sharing differs from conventional part-time work in that it occurs mainly in the more highly skilled and professional areas, which require higher levels of responsibility and employee commitment.
Job sharing should not be confused with the term work sharing, which refers to increasing the number of jobs by reducing the number of hours of each existing job, thus offering more positions to the growing number of unemployed people. Job sharing, by contrast, is not designed to address unemployment problems; its focus, rather, is to provide well-paid work for skilled workers and professionals who want more free time for other activities.
As would be expected, women constitute the bulk of job sharers. A survey carried out in 1988 by Britain's Equal Opportunities Commission revealed that 78 per cent of sharers were female, the majority of whom were between 20 and 40 years of age. Subsequent studies have come up with similar results. Many of these women were re-entering the job market after having had children, but they chose not to seek part-time work because it would have meant lower status. Job sharing also offered an acceptable shift back into full-time work after a long absence.
The necessity of close cooperation when sharing a job with another person makes the actual work quite different from conventional one-position jobs. However, to ensure a greater chance that the partnership will succeed, each person needs to know the strengths, weaknesses and preferences of his or her partner before applying for a position. Moreover, there must be a fair division of both routine tasks and interesting ones. In sum, for a position to be job-shared well, the two individuals must be well matched and must treat each other as equals.
"Employee commitment" in Paragraph 2 refers to the employee's______.
A．qualification
B．loyalty
C．experience
D．achievement
The selection of workers for particular jobs is essentially a problem of discovering the special intelligence and personality characteristics needed for the job and of devising tests to determine whether candidates have such intelligence and characteristcs. The development of tests of this kind has long been a field of psychological research.
Once the worker is on the job and has been trained, the fundamental aim of the industrial psychologist is to find ways in which a particular job can best be accomplished with a minimum of effort and a maximum of individual satisfaction. The psychologist's function, therefore, differs born that of the so-called efficiency expert, who places primary emphasis on increased production. Psychological techniques used to lessen the effort involved in a given job include a detailed study of the motions required to do the job, the equipment used, and the conditions under which the job is performed. These conditions include ventilation, heating, lighting, noise, and anything else affecting the comfort or morale of the worker. After making such a study, the industrial psychologist often determines that the job in question may be accomplished with less effort by changing the routine motions of the work itself, changing or moving the tools, improving the working conditions, or a combination of several of these methods.
Industrial psychologists have also studied the effects of fatigue on workers to determine the length of working time that yields the greatest productivity. In some cases such studies have proven that total production on particular jobs could be increased by reducing the number of working hours or by increasing the number of rest periods, or "breaks", during the day. Industrial psychologists may also suggest less direct requirements for general improvement of job performance, such as establishing a better line of communication between employees and management.
One aim of psychological research is to ______.
A．study worker candidates' intelligence and characteristics
B．discover the special intelligence and personality characteristics of worker candidates'
C．solve the specific problem
D．help choose the right or suitable workers for particular jobs
Job sharing differs from conventional part-time work in that it occurs mainly in the more highly skilled and professional areas, which require higher levels of responsibility and employee commitment.
Job sharing should not be confused with the term work sharing, which refers to increasing the number of jobs by reducing the number of hours of each existing job, thus offering more positions to the growing number of unemployed people. Job sharing, by contrast, is not designed to address unemployment problems; its focus, rather, is to provide well-paid work for skilled workers and professionals who want more free time for other activities.
As would be expected, women constitute the bulk of job sharers. A survey carried out in 1988 by Britain's Equal Opportunities Commission revealed that 78 per cent of sharers were female, the majority of whom were between 20 and 40 years of age. Subsequent studies have come up with similar results. Many of these women were re-entering the job market after having had children, but they chose not to seek part-time work because it would have meant lower status. Job sharing also offered an acceptable shift back into full-time work after a long absence.
The necessity of close cooperation when sharing a job with another person makes the actual work quite different from conventional one-position jobs. However, to ensure a greater chance that the partnership will succeed, each person needs to know the strengths, weaknesses and preferences of his or her partner before applying for a position. Moreover, there must be a fair division of both routine tasks and interesting ones. In sum, for a position to be job-shared well, the two individuals must be well matched and must treat each other as equals.
"Employee commitment" in Paragraph 2 refers to the employee's______.
A．qualification
B．loyalty
C．experience
D．achievement
The selection of workers for particular jobs is essentially a problem of discovering the special intelligenc and personality characteristics needed for the job and of devising tests to determine whether candidates have such intelligence and characteristics. The development of tests of this kind has long been a field of psychological research.
Once the worker is on the job and has been trained, the fundamental aim of the industrial psychologist is to find ways in which a particular job can best be accomplished with a minimum of effort and a maximum of individual satisfaction. The psychologist's function, therefore, differs from that of the so-called efficiency expert, who places primary emphasis on increased production. Psychological techniques used to lessen the effort involved in a given job include a detailed study of the motions required to do the job, the equipment used, and the conditions under which the job is performed. These conditions include ventilation, heating, lighting, noise, and anything else affecting the comfort or morale of the worker. After making such a study, the industrial psychologist often determines that the job in question may be accomplished with less effort by changing the routine motions of the work itself, changing or moving the tools, improving the working conditions, or a combination of several of these methods. Industrial psychologists have also studied the effects of fatigue on workers to determine the length of working time that yields the greatest productivity. In some cases such studies have proven that total production on particular jobs could be increased by reducing the number of working hours or by increasing the number of rest periods, or "breaks," during the day. Industrial psychologists may also suggest less direct requirements for general improvement of job performance, such as establishing a better line of communication between employees and management.
One aim of psychological research is to_____.
A．study worker candidates' intelligence and characteristics
B．discover the special intelligence and personality characteristics of worker candidates'
C．solve the specific problem
D．help choose the right or suitable workers for particular jobs
The European Parliament had 626 members in 1995. The representatives are elected by citizens of member nations. The number of representatives differs according to the size of each country. Germany for example, has 99 representatives, while Luxembourg has six. When the Parliament meets, the representatives sit in political groups, not by nation. Some of the political groups are: the Socialists, the European People's party (or Christian Democrats), the Liberal Democratic and Reform. Group, the European Democrats, and the Greens (an environmental group).
Other EU institutions are the Court of Justice, the Court of Auditors, the Economic and Social Committee, and the European Investment Bank. The Court of Justice, founded in 1958, reviews the legality of acts of the Commission and Council. The Court of Auditors, founded in 1977, monitors the revenues and expenditures of the EU. Since 1958 the Economic and Social Committee has revised the Commission and the Council on general economic policy. The Committee has 189 members representing employers, labor unions, farmers, professions, consumers, and small businesses. The European Investment Bank, founded in 1958, is an independent public institution that oversees long-term investment.
Whose interests does the Council of Ministers represent？
A．The community interests.
B．The interests of the foreign ministers from the member nations.
C．The interests of the Council members.
D．The national interests of the members.
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