How old is the woman now?
A. 18 years old. B. 20 years old. C. 38 years old.
What does the man ask the woman to do?
A. Solve a problem. B. Write a report. C. Send an e-mail.
Directions: Write an English composition in 120-150 words according to the instructions given below in Chinese.
假设你是明启中学学生王华，你校学生会将组织暑期志愿者活动，有三个项目供选择:1、到历史博物馆担任讲解员；2、到科创中心担任辅导员；3、到医院担任导医。学生可根据自己的志愿和特长优势，网上申请其中一项。你有意向提出申请。你递交的申请信需说明:
1. 所选择的具体工作；
2. 为什么选择这项工作；
3. 如何出色完成该工作。
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Directions: Translate the following sentences into English, using the words given in the brackets.
1.多亏了我们共同努力，最近项目有了进展。(progress)
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2.只有那些学业表现优秀且个人素质高的学生，才会被授予奖学金。(with)
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3.你眼下所面临的问题是，如何尽快克服每天服用安眠药才能入睡的习惯。(overcome)
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4.令人欣慰的是，尽管他年轻时遭受巨大不幸，他对生活仍然乐观，心存善意，追求美好。(optimistic)
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Directions: Read the following passage. Summarize the main idea and the main point(s) of the passage in no more than 60 words. Use your own words as far as possible.
An international team of researchers found employees who endure what is known as “abusive supervision” are more likely to behave poorly on purpose by messing up tasks, arriving late, taking long breaks and putting in minimal effort.
The authors of the study, published in the Journal of Management, sought to answer why horrible bosses make employees less willing to show what is known as organizational citizenship behavior (OCB), or commitment to the company outside of their contractual obligations. That could include helping colleagues or volunteering for unusual work hours. They also assessed its effect on a worker’s tendency to harm the organization, by displaying counterproductive (反作用的) work behavior (CWB).
To find out more, and uncover which negative outcome bullying (欺凌) behavior is more likely to cause, researchers from Southwestern University of Finance and Economics in China, Renmin University of China and Swinburne University of Technology in Australia cooperated and analyzed 427 existing studies. They found workers acted out either because they felt they were being treated unfairly in the workplace, or felt stressed and this affected their ability to perform as expected. An employee who felt they were a victim of injustice tended more towards reluctance to show OCB. Stressed workers, meanwhile, were more associated with CWB.
Employers who worried supervisors are affecting productivity can take steps to ease issues by regularly training managers, introducing policies which cope with workplace injustices and helping workers to deal with stress.
This is not the first study to suggest unkind practices can affect the well-being of workers. The paper follows a study published in the European Heart Journal last year, which showed employees who suffer bullying are more likely to develop heart diseases than those who aren’t. Bullying and violence are common at workplaces and those exposed to these stressors are at higher risk.
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Directions: Read the following passage. Fill in each blank with a proper sentence given in the box. Each sentence can be used only once. Note that there are two more sentences than you need.
Decades of research has demonstrated how junior employees benefit from being mentored (指导). Guidance from senior colleagues has also been shown to enhance mentees’ job performance and satisfaction. 1.
We were especially interested in understanding how mentoring might help mentors who work in stressful occupations. Mental health is a growing concern within occupations that play important social roles, such as medical professionals, firefighters, and police officers. And because policing is one of the most stressful occupations, with high levels of mental health and well-being difficulties, we conducted a study of a formal mentoring program in an English police force.
2. It was designed to support the development of junior officers by giving them a way to discuss concerns and receive guidance. Our study involved two parts. First, we conducted a field experiment: we compared the mental health of 17 mentor-mentee pairs to a control group of 18 pairs of senior and junior officers that did not participate in the program. Second, we interviewed both the mentees and their mentors separately.
Our experiment results showed that people who served as mentors experienced lower levels of anxiety, and described their job as more meaningful, than those who did not mentor. We learned from our interviews that mentoring afforded senior officers, as well as junior officers, a chance to discuss and reflect on concerns. 3.By acknowledging that these anxieties were common, both mentees and mentors grew more comfortable in discussing them and in sharing different coping mechanisms.
Why does mentoring have this impact on mentors? 4. Despite the pressures that comes with their roles — including abuse, difficult decision making, and the risk of death — police officers tend not to seek support from other officers, including more senior colleagues. This is to avoid negative stigma, a shameful reputation, associated with mental health disorders. Mentoring thereby offered a way to build trust within a relationship that laid a foundation for open and honest communication of sensitive topics.
A. We believe it offers a way to receive support that is often lacking.
B. The mentoring program was launched in 2013 in one of the police forces in England and Wales.
C. Formal mentoring programs provide an opportunity to encourage the discussion of difficult and sensitive topics.
D. However, what we are wondering is why mentoring has such great impact on mentors as well as mentees.
E. Mentors heard their mentees’ accounts of anxiety and realized these feelings — which they also shared — were common.
F. We know far less, however, about how mentoring might benefit mentors themselves.
