2009年6月英语四级真题

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2009 年6月英语四级考试真题与答案

Part I Writing (30 minutes)

Directions: For this part, you are allowed 30 minute to write a short essay on the

topic of students selecting their lectures. You should write at least 120

words following the outline given bellow:

1. 越来越多的博物馆免费对外开放的目的是什么？

2. 也会带来一些问题

3. 你的看法？

Free admission to museums

Part II Reading Comprehension (Skimming and Scanning) (15 minutes)

Direcons: In this part, you will have 15 minutes to go over the passage quickly and

answer the quesons on Answer Sheet 1. For quesons 1-7, choose the

best answer from the four choices marked A),B),C) and D). For quesons 8-

10, complete the sentences with the informaon 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 that the candidate’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 ye contact; not realizing 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 under-standing 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( 偏爱 ) 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 Mindsets 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 market began to change, it was because we had a diverse agent pool that

we were able to stay 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 sessions ,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 my department ;and the two finalists were

a man and a woman . Had 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 be 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 allow them to make an informed decision .” Dale credits the

workshop , “because it helped me make decisions based on fairness .”

Year of the Know-It-All

Doug is another supervisor who attended one of my workshops .He recalls a

major lesson learned from his own employee.

“One of my most embarrassing moments was when I had a Chinese-American

employee put in a request to take time off to celebrate Chinese New Year . In my

ignorance , I assumed he had his dates wrong , as the first of January had just passed .

When I advised him of this , I gave him a long talking-to about turning in requests

early with the proper dates .

“He patiently waited , then when I was done , he said he would like Chinese New

Year did not begin January first , and that Chinese New Year ,which is tied to the

lunar cycle ,is one of the most celebrated holidays on the Chinese calendar . Needless

to say , I felt very embarrassed in assuming he had his dates mixed up . But I learned

a great deal about assumptions , and that the timing of holidays varies considerably

from culture to culture .

“Attending the diversity workshop helped me realize how much I could learn by

simply asking questions and creating dialogues with my employees , rather than

making assumptions and trying to be a know-it-all ,” Doug admits . “The biggest

thing I took away from the workshop is learning how to be more ‘inclusive’ to

differences.”

A better Bottom Line

An open mind about diversity not only improves organizations internally , it is

profitable as well . These comments from a customer service representative show how

an inclusive attitude can improve sales .”Most of my customers speak English as a

second language . One of the best things my company has done is to contract with a

language service that offers translations over the phone . It wasn’t until my boss

received Mindsets’ training that she was able to understand how important

inclusiveness was to customer service . As result , our customer base has increased .”

Once we start to see people as individuals . and discard the stereotypes , we can

move positively toward inclusiveness for everyone . Diversity is about coming

together and taking advantage of our differences and similarities . It is about building

better communities and organizations that enhance us as individuals and reinforce our

shared humanity .

When we begin to question our assumptions and challenge what we think we

have learned from our past , from the media, peers , family , friends , etc , we begin to

realize that some of our conclusions are flawed(有缺陷的) or contrary to our

fundamental values . We need to train our-selves to think differently , shift our

mindsets and realize that diversity opens doors for all of us ,creating opportunities in

organizations and communities that benefit everyone .

1. What bothered Tiffany during an interview with her candidate?

A) He just wouldn’t look her in the eye.

B) He was slow in answering her questions.

C) His answers to some of her questions were irrelevant.

D) His answers to some of her questions were irrelevant .

2. Tiffany’s misjudgment about the candidate stemmed from .

A) Racial stereotypes. C) Racial stereotypes.

B) Invalid personal bias . 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. C) A cultural exchange organization.

B) A personnel training company. 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. C)He flatly turned it down

B) He demanded an explanation. 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.

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摘要：

2009年6月英语四级考试真题与答案PartIWriting(30minutes)Directions:Forthispart,youareallowed30minutetowriteashortessayonthetopicofstudentsselectingtheirlectures.Youshouldwriteatleast120wordsfollowingtheoutlinegivenbellow:1.越来越多的博物馆免费对外开放的目的是什么？2.也会带来一些问题3.你的看法？FreeadmissiontomuseumsPartIIReadingComprehension(Skimm...

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