0Jkqow2009年6月全国大学英语四级考试真题和答案
0Jkqow2009年6月全国大学英语四级考试真题和答案
生活需要游戏，但不能游戏人生；生活需要歌舞，但不需醉生梦死；生活需要艺术，但不能投机取巧；生活需要勇气，但不能鲁莽蛮干；生活需要重复，但不能重蹈覆辙。
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2009年6月全国大学英语四级考试真题和答案
Part I Writing (30 minutes)
注意：此部分试题在答题卡1上。
Directions: For this part, you are allowed 30 minutes to write a short essay on the topic of Free Admission to Museums. You should write at least 120 words following the outline given below:
1. 越来越多的博物馆免费开放的目的是什么？
四级考试需要带什么2. 也会带来一些问题
3. 你的看法
Part II Reading Comprehension (Skimming and Scanning) (15 minutes) Directions: In this part, you will have 15 minutes to go over the passage quickly and answer the questions on Answer Sheet 1. For questions 1-7, choose the best answer from the four choices marked A),B),C )and D). For questions 8-10, complete the sentences with the information given in the passage.
How Do You See Diversity
As a manager, Tiffany is responsible for interviewing applicants for some of the positions with her company. During one interview, she noticed that the candidate never made direct eye contact. She was puzzled and somewhat disappointed because she liked the individual otherwise.
He had a perfect resume and gave good responses to her questions, but the fact that he never looked her in the eye said “untrustworthy,” so she decided to offer the job to her second choice. “It wasn’t until I attended a diversity workshop that I realized the person we passed over was the perfect person,” Tiffany confesses. What she hadn’t known at
the time of the interview was Opt the c andidate’s “different” behavior was simply a cultural misunderstanding. He was an Asian-American raised in a household where respect for those in authority was shown by averting (避开) your eyes.
“I was just thrown off by the lack of eye contact; not realizi ng it was cultural,” Tiffany says. “I missed out, but will not miss that opportunity again.”
Many of us have had similar encounters with behaviors we perceive as different. As the world becomes smaller and our workplaces more diverse, it is becoming essential to expand our understanding of others and to reexamine some of our false assumptions.
Hire Advantage
At a time when hiring qualified people is becoming more difficult, employers who can eliminate invalid biases (偏见) from the process have a distinct advantage. My company, Mindsets LLC, helps organizations and individuals see their own blind spots. A real estate recruiter we worked with illustrates the positive difference such training can make. “During my Mindset s coaching session, I was taught how to recruit a diversified workforce. I recruited people from different cultures and skill sets. The agents were able to utilize their full potential and experiences to build up the company. When the real estate teethes began to change, it was because we had a diverse agent pool that we were able to say in the real estate market much longer than others in the same profession.”‘
Blinded by Gender
Dale is an account executive who attended one of my workshops on supervising a diverse workforce. “Through one of the se ssions, I discovered my personal bias,” he recalls. “I learned I had not been looking at a person as a whole person, and being open to differences.” In his case, the blindness was not about culture but rather gender. “I had a management position open in to y department; and the two finalists were a man and a woman. lied I not attended this workshop, I would have automatically assumed the man was the best candidate because the position required quite a bit of extensive travel. My reasoning would have been that even though both candidates were great and could have been successful in the position, I assumed the woman would have wanted to he home with her children and not travel.” Dale’s assumptions are another example of the well-Intentioned but incorrect thinking that limits an organization’s ability to tap into the full potential of a diverse workforce.
“I learned from the class that instead of imposing my gender biases into the situation. I needed to present the full range of duties, responsibilities and expectations to all candidates and allots them to make an informed decision.” Dale credits the workshop, “because it
1. What bothered Tiffany during an interview with her candidate’?
A) He just wouldn’t look her in t he eye.
B) He was slow in answering her questions.
C) His re sume didn’t provide the necessary information.
D) His answers to some of her questions were irrelevant.
2. Tiffany’s misjudgment about the candidate stemmed from
A) racial stereotypes
B) invalid personal bias
C) cultural ignorance
D) emphasis on physical appearance
3. What is becoming essential in the course of economic globalization according to the author?
A) Hiring qualified technical and management personnel.
B) Increasing understanding of people of other cultures.
C) Constantly updating knowledge and equipment.
D) Expanding domestic and international markets.
4. What kind of organization is Mindsets LLC?
A) A real estate agency.
B) A personnel training company.
C) A cultural exchange organization.
D) A hi-tech company.
5. After one of the workshops, account executive Dale realized that ____.
A) he had hired the wrong person
B) he could have done more for his company
C) he had not managed his workforce well
D) he must get rid of his gender bias
6. What did Dale think of Mindsets LLC’s workshop?
A) It was well-intentioned but poorly conducted.
B) It tapped into the executives’ full potential.
C) It helped him make fair decisions.
D) It met participants’ diverse needs.
7. How did Doug, a supervisor, respond to a Chinese-American employee’s request for leave?
A) He told him to get the dates right.
B) He demanded an explanation.
C) He flatly turned it down.
D) He readily approved it.
8. Doug felt ____ when he realized that his assumption was wrong.
9. After attending Mindsets’ workshops, the participants came to know the importance of ____ to their business.
10. When we view people as individuals and get rid of stereotypes, we can achieve diversity and benefit from the ____ between us.
Part III Listening Comprehension (35 minutes)

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