题目内容
（请给出正确答案）
In some cases, job swapping can make employees
A．unsure about applying for promotion.
B．dissatisfied with their present situation.
C．aware they might be unsuitable for a colleague's job.
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更多“In some cases, job swapping can make employeesA．unsure about applying for promotion.B．diss”相关的问题
In some cases, job swapping can make employees
A.unsure about applying for promotio
B.B dissatisfied with their present situatio
C.C aware they might be unsuitable for a colleague's jo
Protect Your Privacy When Job-hunting Online
Identity theft and identity fraud are terms used to refer to all types of crime in which someone wrongfully obtains and uses another person's personal data in some way that involves fraud or deception, typically for economic gain.
The numbers associated with identity theft are beginning to add up fast these days. A recent General Accounting Office report estimates that as many as 750,000 Americans are victims of identity theft every year. And that number may be low, as many people choose not to report the crime even if they know they have been victimized.
Identity theft is "an absolute epidemic," states Robert Ellis Smith, a respected author and advocate of privacy. "It's certainly picked up in the last four or five years. It's worldwide. It affects everybody, and there's very little you can do to prevent it and, worst of all, you can't detect it until it's probably too late."
Unlike your fingerprints, which are unique to you and cannot be given to someone else for their use, your personal data, especially your social security number, your bank account or credit card number, your telephone calling card number, and other valuable identifying data, can be used, if they fall into the wrong hands, to personally profit at your expense. In the United States and Canada, for example, many people have reported that unauthorized persons have taken funds out of their bank or financial accounts, or, in the worst cases, taken over their identities altogether, running up vast debts and committing crimes while using the victims' names. In many cases, a victim's losses may include not only out-of-pocket financial losses, but substantial additional financial costs associated with trying to restore his reputation in the community and correcting erroneous information for which the criminal is responsible.
According to the FBI, identity theft is the number one fraud committed on the Internet. So how do job seekers protect themselves while continuing to circulate their resumes online？ The key to a successful online job search is learning to manage the risks. Here are some tips for staying safe while conducting a job search on the Internet.
1. Check for a privacy policy.
If you are considering posting your resume online, make sure the job search site you are considering has a privacy policy, like CareerBuilder.com. The policy should spell out how your information will be used, stored and whether or not it will be shared. You may want to think twice about posting your resume on a site that automatically shares your information with others. You could be opening yourself up to unwanted calls from solicitors(推销员).
When reviewing the site's privacy policy, you'll be able to delete your resume just as easily as you posted it. You won't necessarily want your resume to remain out there on the Internet once you land a job. Remember, the longer your resume remains posted on a job board, the more exposure, both positive and not-so-positive, it will receive.
2. Take advantage of site features.
Lawful job search sites offer levels of privacy protection. Before posting your resume, carefully consider your job search objectives and the level of risk you are willing to assume.
CareerBuilder.com, for example, offers three levels of privacy from which job seekers can choose. The first is standard posting. This option gives job seekers who post their resumes the most visibility to the broadest employer audience possible.
The second is anonymous (匿名的) posting. This allows job seekers the same visibility as those in the standard posting category without any of their contact information being displayed. Job seekers who wish to remain anonymous but want to share some other information may choose which pieces of contact information to dis
A．Y
B．N
C．NG
Protect Your Privacy When Job-hunting Online
Identity theft and identity fraud are terms used to refer to all types of crime in which someone wrongfully obtains and uses another person's personal data in some way that involves fraud or deception, typically for economic gain.
The numbers associated with identity theft are beginning to add up fast these days. A recent General Accounting Office report estimates that as many as 750,000 Americans are victims of identity theft every year. And that number may be low, as many people choose not to report the crime even if they know they have been victimized.
Identity theft is "an absolute epidemic," states Robert Ellis Smith, a respected author and advocate of privacy. "It's certainly picked up in the last four or five years. It's worldwide. It affects everybody, and there's very little you can do to prevent it and, worst of all, you can't detect it until it's probably too late."
Unlike your fingerprints, which are unique to you and cannot be given to someone else for their use, your personal data, especially your social security number, your bank account or credit card number, your telephone calling card number, and other valuable identifying data, can be used, if they fall into the wrong hands, to personally profit at your expense. In the United States and Canada, for example, many people have reported that unauthorized persons have taken funds out of their bank or financial accounts, or, in the worst cases, taken over their identities altogether, running up vast debts and committing crimes while using the victims' names. In many cases, a victim's losses may include not only out-of-pocket financial losses, but substantial additional financial costs associated with trying to restore his reputation in the community and correcting erroneous information for which the criminal is responsible.
According to the FBI, identity theft is the number one fraud committed on the Internet. So how do job seekers protect themselves while continuing to circulate their resumes online？ The key to a successful online job search is learning to manage the risks. Here are some tips for staying safe while conducting a job search on the Internet.
1. Check for a privacy policy.
If you are considering posting your resume online, make sure the job search site you are considering has a privacy policy, like CareerBuilder.com. The policy should spell out how your information will be used, stored and whether or not it will be shared. You may want to think twice about posting your resume on a site that automatically shares your information with others. You could be opening yourself up to unwanted calls from solicitors(推销员).
When reviewing the site's privacy policy, you'll be able to delete your resume just as easily as you posted it. You won't necessarily want your resume to remain out there on the Internet once you land a job. Remember, the longer your resume remains posted on a job board, the more exposure, both positive and not-so-positive, it will receive.
2. Take advantage of site features.
Lawful job search sites offer levels of privacy protection. Before posting your resume, carefully consider your job search objectives add the level of risk you are willing to assume.
CareerBuilder.com, for example, offers three levels of privacy from which job seekers can choose. The first is standard posting. This option gives job seekers who post their resumes the most visibility to the broadest employer audience possible.
The second is anonymous(匿名的) posting. This allows job seekers the same visibility as those in the standard posting category without any of their contact information being displayed. Job seekers who wish to remain anonymous but want to share some other information may choose which pieces of contact information to display.
The third is priv
A．Y
B．N
C．NG
？Read the text below about writing a resume.
？In most of the lines 41—52 there is one extra word. It is either grammatically incorrect or does not fit in with the meaning of the text. Some lines, however, are correct.
？If a line is correct, write CORRECT on your Answer Sheet.
？If there is an extra word in the line, write the extra word in CAPITAL LETTERS on your Answer Sheet.
Writing A Resume
0 A resume is a one or two more page summary of your education, skills,
00 accomplishments, and experience. Your resume’s purpose is to get
41 your foot into the door. A resume does its job successfully if it does
42 not exclude you from consideration. Please you remember that a resume
43 is a self-promotional document that presents you in the most best possible
44 light, for the purpose of getting being invited to a job interview.
45 To prepare a successful resume, you need to know that how to review,
46 summarize, and present your experiences and achievements on one
47 page. Unless you have no considerable experience, you don’t need two pages.
48 There are so many important aspects to a resume. Everyone has a different
40 way of putting one together and in most cases, there is no "right way" or
50 no "wrong way". However, there are some common characteristics that appear
51 to be most successful in getting people for job interviews and jobs, such as
52 Personal Data, Objective or Summary, Education, and Work Experience, etc. What's more, whenever you send a resume to a prospective employer, you also should include a cover letter. All of these will be helpful for your application.
(41)
A、More practice on the C-E interpreting because there are few cases of anticipation in E-C interpreting.
B、More practice on the translation of some conventional phrases so as to form a high level of automation.
C、More practice on the E-C interpreting because comprehension is the prerequisite for a successful job in interpreting.
D、Do more practice of interpreting to get a better sense of SI.
听力原文： In Britain, arrangements for inviting and entertaining guests at a wedding are usually the responsibility of the bride's family. In most cases it is mainly friends and relations of both families who are invited. But when the bride's father is a businessman of some kind, the wedding reception may provide a useful occasion for establishing social connections with clients or customers and other people whose goodwill may be of advantage to him. It is however the bride's mother who has the job of sending out the formal printed invitation cards.
In the case of a church wedding, the priest of each neighborhood in which the bride and bridegroom live is formally informed about a month in advance of the ceremony. Thus an announcement of the coming wedding can be made in church on each of three Sundays before it takes place. Often up to a hundred or more people attend the religious service and the bride usually wears the traditional long white dress and veil, while her bridesmaids wear long dresses in attractive colors.
This may also happen in the case of a civil wedding in a register office but is probably less usual. The reception which follows may be held in a restaurant, a local hall or, when there are few guests, in the bride's home. Refreshments are provided, a special iced wedding-cake is cut and distributed to the guests, toasts are drunk and dancing may follow. At some point in the celebrations the bride goes off to change into everyday clothes and then leaves the party with her husband to go on their honeymoon, the journey they will make together, often in romantic surroundings abroad.
(33)
A．They make all the arrangements for the wedding.
B．They provide hospitality for the people attending.
C．They decide who shall be invited.
D．They pay all the expenses involved.
Problems with appraisals can fall into two main areas—those arising from the scheme itself and those arising from the implementation and understanding of that scheme. Naturally it is easier to tackle those in the former category; indeed, some companies have developed schemes following legal guidelines. These guidelines suggest that a successful scheme should have a clear appeal process, that any negative feedback should be accompanied by "evidence" such as dates, times and outcomes and that, most importantly, ratings should reflect specific measurable elements of the job requirements.
It is not always necessary to resort to legal advice however. Some changes to current schemes are simply a matter of logic. For instance, if employees are constantly encouraged to work in teams and to assume joint responsibility for their successes and failures, it makes little sense for the appraisals to focus on individuals, as this may lead to resentments and create divisions within the group. It is possible, and in some cases more suitable, to arrange appraisals where performance is rated for the group.
Staff also need to be educated about the best way to approach appraisals. Managers often find that they are uncomfortable being asked to take on a more supportive role than they are used to without having had any training. Those being appraised may see it as a chance to air their grievances and highlight the company's failings rather than consider their own role. Both parties view the process as a necessary evil, to be gone through once or twice a year, and then forgotten about. The importance given to the appraisal stems from the fact that, despite all the talk of the interview being a chance for management and employees to come together and exchange ideas, set joint targets and improve the way decisions are reached, the reality is that they are often nothing more than the pretext on which pay rises are given, or not given. Pay is, of course, a subject that always leads to problems.
Given the problems associated with staff appraisals, why is it that, with no legal requirement, companies continue to run them？ The answer is simple, it is impossible to manage something you know nothing about. As any Human Resources manager can tell you, the best way to learn about someone is to talk to them. Effective people management relies on knowledge and appraisals are still the best way to build up that bank of knowledge.
Why are there so many problems with appraisals？
A．People think that there are too many categories.
B．People are not sure how the system works.
C．People think that the feedback is too negative.
D．People are not happy with the legal aspects.
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
听力原文： You may be all these things at the office, and more. But when it comes to getting ahead, experts say, the ABCs of business should include a P, for polities, as in office polities.
Hard work alone doesn't ensure career advancement. You have to be able to sell yourself and your ideas, both publicly and behind the scenes. Yet, despite the obvious rewards of engaging in office polities—a better job, a raise, praise— many people are still unable or unwilling to "play the game."
People assume that office polities involve some tactful behaviors, but polities derive from the word "polite". It can mean communication and forming associations. It can mean being kind and helpful, or even trying to please your superior, and then expecting something in return.
In fact, today, experts define office polities as proper behavior. used to pursue one's own self-interest in the workplace. In many cases, this involves some form. of socializing within the office environment—not just in large companies, but in small workplaces as well.
The first thing people are usually judged on is their ability, but if two or three candidates are up for a promotion, each of whom has reasonably similar ability, a manager is going to promote the person he or she likes best. It's simple human nature. Yet, psychologists say, many employees and employers have trouble with the concept of polities in the office. Some people, they say, have an idealistic vision of work and what it takes to succeed. Still others associate polities with flattery, fearful that, if they speak up for themselves, they may appear to be flattering their boss for favors. Experts suggest altering this negative picture by recognizing the need for some self-promotion.
(30)
A．The political views and beliefs of office workers.
B．The interpersonal relationships within a company.
C．The various qualities required for a successful career.
D．The code of behavior. for company staff.
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