题型:阅读表达 题类:模拟题 难易度:困难
北京市房山区2021届高三英语一模试卷
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.
It is obviously optimistic to predict the types and quantities of jobs that this new revolution will create. .
The back-to-school season is upon us, and once again, parents across the country have loaded their kids' backpacks up with snack packs and school supplies. It's a good moment to reflect on what else we should be giving our kids as they head off to school.
American parents are feeling particularly anxious about that question this year. The educational process feels more than ever like a race, one that starts in pre-school and doesn't end until your child is admitted to the perfect college. Most parents are more worried than they need to be about their children's grades, test scores and IQ. And what we don't think about enough is how to help our children build their character—how to help them develop skills like perseverance, optimism, responsibility, and self-control, which together do more to determine success than S.A.T. scores or I.Q.
There is growing evidence that our anxiety about our children's school performance may actually be holding them back from learning some of these valuable skills. If you're concerned only with a child's G.P.A., then you will likely choose to minimize the challenges the child faces in school. With real challenge comes the risk of real failure. And in a competitive academic environment, the idea of failure can be very scary, to students and parents alike.
But experiencing failure is a critical part of building character.A recent research by a team of psychologists found that adults who had experienced little or no failure growing up were actually less happy and confident than those who had experienced a few significant setbacks in childhood. “Overcoming those obstacles,” the researchers assumed, “could teach effective coping skills, help engage social support networks, create a sense of mastery over past adversity, and foster beliefs in the ability to cope successfully in the future.”
By contrast, when we protect our children from every possible failure—when we call their teachers to get an extension on a paper; when we urge them to choose only those subjects they're good at—we are denying them those same character-building experiences. As the psychologists Madeline Levine and Dan Kindlon have written, that can lead to difficulties in adolescence and young adulthood, when overprotected young people finally confront real problems on their own and don't know how to overcome them.
In the classroom and outside of it, American parents need to encourage children to take chances, to challenge themselves, to risk failure. In the meantime, giving our kids room to fail may be one of the best ways we can help them succeed.
Back to School: Why Perseverance Is More Important than Good Grades? | |
Common phenomena | Parents throughout America {#blank#}1{#/blank#} their kids' backpacks up with snacks and school supplies. |
Many American parents don't {#blank#}2{#/blank#} enough importance to their kids' character building. | |
The writer's {#blank#}3{#/blank#} | Parents should pay more attention to their kids' character building. |
Evidence and {#blank#}4{#/blank#}findings | Parents' anxiety about their kids' performance may {#blank#}5{#/blank#}them from learning some valuable skills. |
Parents concerned only with a kid's G.P.A. have a {#blank#}6{#/blank#} to minimize the challenges the child faces. | |
Adults who have experienced a few significant setbacks in childhood are {#blank#}7{#/blank#} and more confident than those who haven't. | |
Denying kids character-building experiences can {#blank#}8{#/blank#} in difficulties in adolescence and young adulthood. | |
The writer's suggestions | {#blank#}9{#/blank#} kids to be risk-takers. |
Give kids room to experience {#blank#}10{#/blank#}. |
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.
Earning employee's faith takes time | |
Passage outline | Supporting details |
Introduction | ◆ Trust from workforce can minimize negative impacts of difficult decisions and ensure employees' {#blank#}1{#/blank#} of your decisions. ◆ Only when employees think you are capable, consistent, and {#blank#}2{#/blank#} will they believe in you. |
Strategies to {#blank#}3{#/blank#} on | {#blank#}4{#/blank#} employees in some programs. ◆ Timely and continuous communication is necessary because proper {#blank#}5{#/blank#} are likely to be made to your business plan. ◆ Real-time feedback is valuable in communicating expectations and the {#blank#}6{#/blank#} in giving praise will make it harder to deliver. ◆ Ongoing goal-setting can make employees {#blank#}7{#/blank#} of where their aims are. |
Gather and measure sentiment during times of change. ◆ Regular measurement of employee sentiment can help you know how they react so that you can {#blank#}8{#/blank#} issues instantly. ◆ The vision and values of the company will be widely accepted if employees and managers are closely united in order to {#blank#}9{#/blank#} their common goal. | |
Conclusion | It is the {#blank#}10{#/blank#} impact of your decisions on the organization's objectives and the creation of a cooperative feedback culture that count. |
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