Injuries and deaths caused by driving after drinking are preventable. Sadly, actions by the police can only catch a small number of drunk drivers on the roads. It is up to each person to make the decisions.{#blank#}1{#/blank#}So we should help guide our friends and persuade them to avoid driving after drinking. Here are some tips.Start talking to the person early. With every drink, judgment becomes increasingly uncontrolled.{#blank#}2{#/blank#}So as soon as your friend starts drinking, you should try to persuade him to make a plan to get home safely. Remember, after he gets drunk, he may not listen to you.Help the person realize he is drunk. Talk to him and show him that he is increasingly clumsy.{#blank#}3{#/blank#}For example, ask who you can call to pick him up, or what public transport he would like to use. If he knows he is drunk, he may follow your advice.Make last efforts. If all else fails and a drunk person wants to drive home, threaten to call the police or take his keys.{#blank#}4{#/blank#}When he is not concentrated, take his keys. This may make it easier to convince him to take a cab home. Remember, don't give him the keys even if he's angry.{#blank#}5{#/blank#}If you once drove home after you got drunk, your friend may not listen to you. So in order to succeed in persuading your friend to avoid driving after drinking, you should behave yourself first.

A. Ask him where his keys are.

B. Set a good role model.

C. Give him an alternative way to get home.

D. But it isn't easy to make the right decisions.

E. Make him realize drinking makes him look like a fool.

F. The police will come to help you out once you call them.

G. It means the more one drinks, the less likely that he will listen to you.

    Perhaps at one point in time, it was acceptable to start any letter or e-mail with “To Whom It May Concern.”{#blank#}1{#/blank#} Starting your cover letter or e-mail for a job this way might give off the impression that you didn't do your research on who you're writing to{#blank#}2{#/blank#}After all, people who address other people by their names when writing and speaking to them tend to be more pleasant.

    {#blank#}3{#/blank#}It can be used in letters of recommendation or reference, formal complaints（抱怨）made to a company, letters of introduction, and letters of interest.

    Grammarly uses the example of needing to write a letter of recommendation, for a colleague who will have to make several copies to distribute to interviewers{#blank#}4{#/blank#}“In most cases, though, try to narrow your focus rather than cast a broad net,” notes Grammarly.”Ask yourself. Who does this e-mail concern? If you can honestly answer 'Anyone, 'then feel free to use “To Whom It May Concern.” （These are the things you should never say in your cover letter.）

    If you do happen to find that using “To Whom It May Concern” is appropriate, don't make grammar mistakes, for example, letters or punctuation.{#blank#}5{#/blank#}

A. However, it maybe interesting.

B. Those times have changed, though.

C. Making mistakes in writing will surely get you low scores.

D. It's also very impersonal, which some employers might not appreciate.

E. In that circumstance, sending and receiving letters is more of a formal greeting.

F. You might want to take note of other common errors you might be committing, too.

G. But according to Grammarly, there are four times when it's OK to use this greeting.

    All company leaders will face major business decisions throughout their time as the heads of their organizations. Difficult decisions related to activities such as M&A, leadership changes, restructuring, and massive growth plans will directly impact the company's employees.

    If you've already established trust with your workforce, you can significantly minimize potential negative impacts and make sure your employees will buy into your decisions, even if they don't necessarily agree with them. But earning their faith takes time. As a leader, you are trusted only to the degree that people believe in your ability, consistency, and commitment to deliver. The good news is that there do exist some strategies to help you earn confidence.

    Instill trust through an employee engagement program

    By encouraging consistent feedback and establishing an honest environment, employees will trust the direction and information you give them. Create a highly engaged culture by prioritizing real-time recognition, continuous feedback, and ongoing goal-setting.

    Change and react with meaningful conversations. You've likely had to adjust your business plan in the middle of the year. Real-time, continuous communication helps you keep employees in the loop and adjust to expectations as your organization's needs change.

    Giving timely feedback is the most effective way to communicate expectations. Not only that, but saving your big praise until the end of the year isn't just ineffective—it makes it more difficult to deliver.

    Ongoing goal-setting can help people understand where their contributions fit within the organization and where they need to aim. Better yet, these can be transparent across the organization so everyone is held accountable for the outcomes and behaviors that drive your business and cultural success.

    Gather and measure sentiment (情感) during times of change

    Part of the difficulty in making tough business decisions is that leaders don't want to surprise or disappoint employees. Think about the last time you made a major company-wide announcement. Did you know if employees were happy? Were they shocked? Or even worse, did you have no insight into their reactions at all? If you regularly measure employee sentiment through real-time pulse surveys—especially during times of change—you can more accurately pinpoint reactions and cope with issues immediately. The results of these pulse surveys empower your leadership team to be more forthcoming, moving forward, earning the trust of employees and strengthening a transparent company culture.

    If there is a strong link between employees and managers to the goals of the organization, the vision and values of the company will be embraced by all.

    At the end of the day, the mindset shouldn't be about how you can make tough decisions easier, but how you can make those decisions in a way that won't negatively impact your employees or your organization's objectives. Create a cooperative feedback culture, and when the time comes to make difficult decisions, you know that with your team's insights in mind and trust in the leadership, the decision will be accepted willingly.

Observational Learning: To See Is to Know

    A group of psychologists, led by Albert Bandura, developed social learning theory, which emphasizes the fact that much learning occurs in a social context. This kind of learning, which results simply from observing and imitating the behavior of others, is called observational learning. Observational learning helps people acquire proper behavior in their families and cultures. By watching others, we learn how to greet people, eat, laugh and tell jokes. Do you still remember your first few days in senior grade one? By watching others, you learned how people talked to each other, what clothes were "fashionable," and how to interact with instructors.

    With modeling, you observe others' behaviors, and then none, some, or all of these behaviors may be learned and repeated, or modified. In one of Bandura's classic studies, children were divided into three groups: One group watched an adult beating up a Bobo doll, one group watched an adult ignoring the Bobo doll, and the third didn't see an adult at all. After being mildly frustrated by being placed in a room with toys, but not being allowed to play with some of them, all of the children were then placed in another room with a variety of toys, including a Bobo doll. Children in the first group tended to imitate what they had seen, mistreating the doll (and inventing new ways to abuse it).

    Researchers have discovered that several characteristics of models can make learning through observation more effective. Not surprisingly, the more you pay attention to the model, the more you learn. You are more likely to pay attention if the model is an expert, is good looking, has high status, or is socially powerful. Second, by watching others, we learn about what behaviors are appropriate for people like ourselves, so models who are seen as similar are more readily imitated. All students need to see successful, capable models who look and sound like them.

    Then, as teachers, how can you apply observational learning? Here are a few guidelines. Above all, model the behaviors and attitudes you desire your students to learn. For example, show enthusiasm for the subject you teach. Be willing to demonstrate both the mental and the physical tasks you expect the students to perform. Second, use peers, especially class leaders, as models. For example, in group work, pair students who do well with those who are having difficulties. Third, you may seek the help of class leaders in modeling behaviors. Examples include letting high­status students lead an activity when you need class cooperation or when students are likely to be reluctant at first.

Are You Treated Too Nicely?

    A new study found that when trying to build high self-esteem in children, parents may unconsciously be creating little narcissists (自恋狂). {#blank#}1{#/blank#}

    Parents who are always praising their children may be trying to develop high self-esteem. {#blank#}2{#/blank#} In fact, too much special treatment can lead to narcissistic behavior.

    "{#blank#}3{#/blank#} That may not be good for them or for society." Brad Bushman, co-author of the study and professor of communication and psychology at the Ohio State University, said in a press release. "People with high self-esteem think they're as good as others, whereas narcissists think they're better than others."

    This study, as well as previous studies about parent-child relationships Bushman has worked on, caused him to alter his own parenting style. When he began his research, he thought that children should be treated like they are special by their parents. {#blank#}4{#/blank#} He said that interventions (干预) can help parents learn how to better support their children.

    "Parent training interventions can, for example, teach parents to express affection and appreciation toward children without telling children that they are superior to others," Bushman said. "Future studies should test whether this can work."

A. Now he is careful not to follow that model.

B. Children whose parents tell them they are special are more likely to become narcissists.

C. But actually, they have realized that they are running their children.

D. Children believe it when their parents tell them that they are more special than others.

E. And he carefully carries out the principle.

F. However, the study showed that loving and emotionally warm parents are more likely to have confident kids.

Today, technological advances are rapidly making it possible to automate much of the work currently carried out by humans. This applies to both blue-collar jobs through robotics and the Internet of things, and white-collar work through artificial intelligence, the wide applicability of these technologies has led to broad concern about the destruction of jobs. Indeed, according to a 2014 Oxford study, 47% of jobs in the US could be replaced. By automated processes in the next two decades.  

Of course. As many have noted, while technology has always removed the need for some types of jobs, it also creates new ones. Technology is a set of tools that we use in different ways to increase efficiency. The Industrial Revolution destroyed some jobs but created many more. It also increased the total wealth of society and began to create a middle class who could enjoy health, education and other benefits that previously had been available only to the wealthiest. It can be challenging to predict the kinds of jobs that this new revolution will create and in what quantities, which makes the situation seem worse than it actually is. But nine of the top ten most in-demand jobs of 2012 didn't exist in 2003, suggesting that this latest revolution is creating new employment opportunities.

For many, this picture is overly optimistic. The new jobs require a completely different skills set —you can't turn an assembly plant worker into a data scientist overnight. Others are concerned that we are facing a permanent reduction in the need for human labor. Science fiction has long imagined a future where we no longer have to work and can spend our time on more noble pursuits. Could it be that we are reaching that inflection point in human history, if we are? Neither our social norms nor our economic systems are ready for it. Today, self-worth is inherently tied up with jobs，professions，careers and trades.