The teacher will provide a context and while the class is practicing, the teacher should m
A.Y
B.N
C.NG
A.Y
B.N
C.NG
A youngster"s social development has a profound effect on his academic progress.Kids who have trouble getting along with their classmates can end up behind academically as well and have a higher chance of dropping out(退学).In the early grades especially,experts say,youngsters should be encouraged to work in groups rather than individually so that teachers can spot children who may be having problems making friends.“When children work on a pro-ject,”says Lillian Kate,an educational professor at the University of Illinois,“they learn to work together,to disagree,to think to take turns and lighten tensions.These skims can’t be learned through lecture.We all know people who have wonderful technical skills but don’t have any social skills.Relationships should be the first R.”At a certain age,children are also learning to judge themselves in relation to others.For most children,school marks the first time that their goals are not set by an internal clock but by the outside world.Just as the l-year-old struggling to walk the 6-year-old is struggling to meet adult expectations.“Young kids don’t know how to distinguish early-childhood education for the state of New Jersey,if they try hard to do something and fail,they may conclude that they will never be able to accomplish a particular task.The effects is serious,”says Hills,“a child who has had his confidence really damaged needs a rescue operation.”
The author seems to think that a kid’S poor relationship with his classmates would__________ .
A.have negative effects on his study
B.develop his individualism but limit his intelligence
C.eventually lead to his leaving school
D.have nothing to do with his achievements in a course
3.Read the following passage and choose the best answer to each question. Interview: for or against? It often happens that a number of applicants with almost identical qualifications and experience all apply for the same position. In their educational background, special skills and work experience, there is little, if anything, to choose between half a dozen candidates. How then does the employer make a choice? Usually on the basis of an interview? There are many arguments for and against the interview as a selection procedure. The main argument against it is that it results in a wholly subjective decision. As often as not, employers do not choose the best candidate, they choose the candidate who makes a good first impression on them. Some employers, of course, reply to this argument by saying that they have become so experienced in interviewing staff that they are able to make a sound assessment of each candidate’s likely performance. The main argument in favor of the interview—and it is, perhaps, a good argument—is that an employer is concerned not only with a candidate’s ability, but with the suitability of his or her personality for the particular work situation. Many employers, for example, will overlook occasional inefficiencies from their secretary provided she has a pleasant personality. It is perhaps true to say, therefore, that the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the more intangible things, such as personality, character and social ability. Unfortunately, both for the employers and applicants for jobs, there are many people of great ability who simply do not interview well. There are also, of course, people who interview extremely well, but are later found to be very unsatisfactory employees. Candidates who interview well tend to be quietly confident, but never boastful; direct and straightforward in their questions and answers; cheerful and friendly, but never over-familiar; and sincerely enthusiastic and optimistic. Candidates who interview badly tend to be at either end of the spectrum of human behavior. They are either very shy or over-confident. They show either a lack of enthusiasm or an excess of it. They either talk too little or never stop talking. They are either over-polite or rudely abrupt. 1 We can infer from the passage that an employer might tolerate the secretary’s occasional mistakes, if the latter is ____ . A. direct B. cheerful C. shy D. capable 2 What is the author’s attitude toward the interview as a selection procedure? A. Unclear. B. Negative. C. Objective. D. Indifferent. 3 According to the passage, people argue over the interview as a selection procedure mainly because they have A. different selection procedures B. different purposes in interviews C. different standards for competence D. different experiences 4 The purpose of the last paragraph is to indicate ____ in interviews. A. a link between success in interview and personality B. connections between work abilities and personality C. differences in interview experience D. differences in personal behavior 5 A well-performed candidate shows the following qualities EXCEPT ___. A. friendly B. over-optimistic C. straightforward D. confident
A、when entry is limited.
B、when firms' cost functions differ
C、when input prices vary with output
D、when consumers have satiation points.
A、social distance
B、relative power
C、ranking of imposition
D、ethnicity
A、micro planning
B、macro planning
C、lesson planning
D、classroom management
A、micro planning
B、macro planning
C、lesson planning
D、classroom management
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