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Today many companies are engaged ___ the development of robots.
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But there is a difference. In the original omiai, the young Japanese couldn't reject the partner chosen by his parents and their middlernan. After World War II, many Japanese abandoned the arranged marriage as part of their rush to adopt the more democratic ways of their American conquerors. The Western ren'ai kekkon , or love marriage, became popular; Japanese began picking their own mates by dating and falling in love.
But the Western way was often found wanting in an important respect: it didn't necessarily produce a partner of the right economic, social, and educational qualifications. "Today's young people are quite calculating," says Chieko Akiyama, a social commentator.
What seems to be happening now is a repetition of a familiar process in the country's history, the "Japanization" of an adopted foreign practice. The Western ideal of marrying for love is accommodated in a new orniai in which both parties are free to reject the match. "Omiai is evolving into a sort of stylized introduction," Mrs. Akiyama says.
Many young Japanese now date in their early twenties, but with no thought of marriage. When they reach the age—in the middle twenties for women, the late twenties for men—they increasingly turn to omiai. Some studies suggest that as many as 40% of marriages each year are omiai kekkon. It's hard to be sure, say those who study the matter, because many Japanese couples, when polled, describe their marriage as a love match even if it was arranged.
These days, doing omiai often means going to a computer matching service rather than to a nakodo. The nakodo of tradition was an old woman who knew all the kids in the neighborhood and went around trying to pair them off by speaking to their parents; a successful match would bring her a wedding invitation and a gift of money. But Japanese today find it's less awkward to reject a proposed partner if the nakodo is a computer.
Japan has about five hundred computer matching services. Some big companies, including Mitsubishi, run one for their employees. At a typical commercial service, an applicant pays $80 to $ 125 to have his or her personal data stored in the computer for two years and $ 200 or so more if a marriage results. The stored information includes some obvious items, like education and hobbies, and some not-so-obvious ones, like whether a person is the oldest child. (First sons, and to some extent first daughthers, face an obligation of caring for elderly parents. )
According to the passage, today's young Japanese prefer______.
A．a traditional arranged marriage
B．a new type of arranged marriage
C．a Western love marriage
D．a more Westernized love marriage
Over the past decade, many companies had perfected the art of creating automatic behaviors-habits-among consumers. These habits have helped companies earn billions of dollars when customers eat snacks or wipe counters almost without thinking, often in response to a carefully designed set of daily cues.
"There are fundamental public health problems, like dirty hands instead of a soap habit, that remain killers only because we can't figure out how to change people's habit," said Dr. Curtis, the director the Hygiene Center at the London School of Hygiene & Tropical Medicine. " We wanted to learn from private industry how to create new behaviors that happen automatically. "
The companies that Dr. Curtis turned to-Procter & Gamble, Colgate-Palmolive and Unilever-had invested hundreds of millions of dollars finding the subtle cues in consumers' lives that corporations could use to introduce new routines.
If you look hard enough, you'll find that many of the products we use every day-chewing gums, skin moisturizers, disinfecting wipes, air fresheners, water purifiers, health snacks, teeth whiteners, fabric softeners, vitamins are results of manufactured habits. A century ago, few people regularly brushed their teeth multiple times a day. Today, because of shrewd advertising and public health campaigns, many Americans habitually give their pearly whites a cavity- preventing scrub twice a day, often with Colgate, Crest or one of the other brands.
A few decades ago, many people didn't drink water outside of a meal. Then beverage companies started bottling the production of far-off springs, and now office workers unthinkingly sip bottled water all day long. Chewing gum, once bought primarily by adolescent boys, is now featured in commercials as a breath freshener and teeth cleanser for use after a meal. Skin moisturizers are advertised as part of morning beauty rituals, slipped in between hair brushing and putting on makeup.
"Our products succeed when they become part of daily or weekly patterns", said Carol Berning, a consumer psychologist who recently retired from Procter & Gamble, the company that sold $76 billion of Tide, Crest and other products last year. "Creating positive habit is a huge part of improving our consumers' lives, and it's essential to making new products commercially viable. "
Through experiments and observation, social scientists like Dr. Berning have learned that there is power in tying certain behaviors to habitual cues through ruthless advertising. As this new science of habit has emerged, controversies have erupted when the tactics have been used to sell questionable beauty creams or unhealthy foods.
According to Dr. Curtis, habits like hand washing with soap______.
A．should be further cultivated
B．should be changed gradually
C．are deeply rooted in history
D．arc basically private concern
(76)Apparently, many people believe that the more time a person spends at work, the more he or she accomplishes. When employers evaluate employees, they often consider the amount of time on the job in addition to job performance. Employees know this. Although many working people can do their job effectively during a regular 40-hour work week, they feel they have to spend more time on the job after normal working hours so that the people who can promote them see them.
A group of headhunters (猎头) were asked their opinion about a situation. They had a choice of two candidates for an executive position with an important company. The candidates had similar qualifications for the job．For example, they were both reliable. One could do the job well in a 40-hour work week. The other would do the Same job in an 80-hour work week just as well. According to a headhunting expert, the 80-hour-a-week candidate would get the job．The time this candidate spends on the job may encourage other employees to spend mote time at work, too. Employers believe that if the employees stay at work later, they may actually do more work.
However, the connection between time and productivity (生产率) is not always positive. (77) In fact, many studies indicate that after a certain point, anyone’s productivity and creativity begin to decrease. Some employees are not willing to spend so much extra, unproductive time at the office once they finish their work satisfactorily, they want to relax and enjoy themselves. For these people, the Solution is to find a company that encourages people to do both.
What is the main idea of this passage？
A．Many people work long hours but do not always do a lot of work.
B．Most people can get more work done by working longer hours.
C．Most Americans work 80 hours a week and some work even longer.
D．People can make more money by working longer hours.
(76)Apparently, many people believe that the more time a person spends at work, the more he or she accomplishes. When employers evaluate employees, they often consider the amount of time on the job in addition to job performance. Employees know this. Although many working people can do their job effectively during a regular 40-hour work week, they feel they have to spend more time on the job after normal working hours so that the people who can promote them see them.
A group of headhunters (猎头) were asked their opinion about a situation. They had a choice of two candidates for an executive position with an important company. The candidates had similar qualifications for the job．For example, they were both reliable. One could do the job well in a 40-hour work week. The other would do the Same job in an 80-hour work week just as well. According to a headhunting expert, the 80-hour-a-week candidate would get the job．The time this candidate spends on the job may encourage other employees to spend mote time at work, too. Employers believe that if the employees stay at work later, they may actually do more work.
However, the connection between time and productivity (生产率) is not always positive. (77) In fact, many studies indicate that after a certain point, anyone’s productivity and creativity begin to decrease. Some employees are not willing to spend so much extra, unproductive time at the office once they finish their work satisfactorily, they want to relax and enjoy themselves. For these people, the Solution is to find a company that encourages people to do both.
What is the main idea of this passage？
A．Many people work long hours but do not always do a lot of work.
B．Most people can get more work done by working longer hours.
C．Most Americans work 80 hours a week and some work even longer.
D．People can make more money by working longer hours.
A.What's the first day of the week
B.How many days are there in a week
C.What day is today
More than 60,000 people have purchased the PTKs since they first became available without prescriptions last years, according to Doug Fogg, chief operating officer of Identigene, which makes the overthecounter kits. More than two dozen companies sell DNA tests directly to the public, ranging in price from a few hundred dollars to more than $2500.
Among the most popular : paternity and kinship testing , which adopted children can use to find their biological relatives and families can use to track down kids put up for adoption. DNA testing is also the latest rage among passionate genealogists—and supports businesses that offer to search for a family’s geographic roots.
Most tests require collecting cells by swabbing saliva in the mouth and sending it to the company for testing. All tests require a potential candidate with whom to compare DNA．
But some observers are skeptical, “There is a kind of false precision being hawked by people claiming they are doing ancestry testing,” says Trey Duster, a New York University sociologist. He notes that each individual has many ancestors—numbering in the hundreds just a few centuries back. Yet most ancestry testing only considers a single lineage, either the Y chromosome inherited through men in a father’s line or mitochondrial DNA, which is passed down only from mothers. This DNA can reveal genetic information about only one or two ancestors, even though, for example, just three generations back people also have six other greatgrandparents or, four generations back, 14 other greatgreatgrandparents.
Critics also argue that commercial genetic testing is only as good as the reference collections to which a sample is compared. Databases used by some companies don’t rely on data collected systematically but rather lump together information from different research projects. This means that a DNA database may have a lot of data from some regions and not others, so a person’s test results may differ depending on the company that processes the results. In addition, the computer programs a company uses to estimate relationships may be patented and not subject to peer review or outside evaluation.
第26题：In paragraphs 1 and 2 , the text shows PTK’s
A．easy availability.
B．flexibility in pricing.
C．successful promotion.
D．popularity with households.
A Mess on theLadder of Success
A) Throughout Americanhistory there has almost always been at least one central economic narrativethatgave the ambitious or unsatisfied reason to pack up and seek their fortuneelsewhere. For the first 300or so years of European settlement, the story wasabout moving outward: getting immigrants to thecontinent and then to thefrontier to clear the prairies (大草原), drain thewetlands and build new cities.
B) By the end of the 19thcentury, as the frontier vanished, the US had a mild panic attack. What wouldthisenergetic, enterprising country be without new lands to conquer？ Some people,such as Teddy Roosevelt, decided to keep on conquering (Cuba, the Philippines,etc.), but eventually, in industrialization, the US found a new narrative ofeconomic mobility at home. From the 1890s to the
1960s,people moved from farm to city, first in the North and then in the South. Infact, by the 1950s,there was enough prosperity and white-collar work that manybegan to move to the suburbs. As the population aged, there was also a shift from the cold Rust Belt to the comforts of the Sun Belt, Wethink of this as anold persons migration, but it created many jobs for the young in coustructionand health care, not to mention tourism, retail and restaurants.
C) For the last 20 years-from the end of the coldwar through two burst bubbles in a single decade--theUS has been casting aboutfor its next economic narrative. And now it is experienc.ing another periodofpanic, which is bad news for much of the workforce but particularly for itsyoungest members.
D) The US has always been a remarkably mobilecountry, but new data from the Census Bureau indicatethat mobility has reachedits lowest level in recorded history. Sure, some people are stuck in homesvaluedat less than their mortgages (抵押贷款), but many youngpeople,-who dont own homes anddont yet have famihes--are staying put, too.This suggests, among other things, that people arentpacking up for neweconomic opportmtities the way they used to. Rather than dividing the countryintothe 1 percenters versus (与……相对) everyone else, the split in our economy is really between twootherclasses: the mobile and immobile.
E) Part of the problem is that the countryslargest industries are in decline. In the past, it was perfectlyclear whereyoung people should go for work (Chicago in the 1870s, Detroit in the 1910s,Houston inthe 1970s) and, more or less, what theyd be doing when they gotthere (killing cattle, building cars,~selling oil). And these industries werelarge enough to offer jobs to each class of worker, fromunskilled laborer tomanager or engineer. Today, the few bright spots in our economy are relativelysmall (though some promise future growth) and decentralized. There are greatjobs in Silicon Valley, in the biotech research capitals of Boston andRaleigh-Durham and in advanced manufacturing plantsalong the southern 1-85corridor. These companies recruit all over the country and the globe forworkerswith specific abilities.(You dont need to be the next Mark Zuckerberg, founderofFacebook, to get a job in one of the microhubs (微中心), by the way. But youwill almost certainlyneed at least a B, A. in computer science or a year or twoat a technical school.) This newer, select job market is national, and itoffers members of the mobile class competitive salaries and higherbargainingpower.
F) Many members of the immobile class, on theother hand, live in the America of the gloomy headlines.If you have nospecialized skills, theres little reason to uproot to another state and be thelast in linefor a low-paying job at a new auto plant or a green-energy startup.The surprise in the census (普查)data, however, is that the immobile workforce is not limited tounskilled workers. In fact, many have a college degree.
G) Until now, a B.A. in any subject was a near-guarantee of at least middle-class wages.But today, aquarter of college graduates make less than the typical workerwithout a bachelors degree. David Autor, a prominent labor economist at M. I.T., recently told me that a college degree alone is nolonger a guarantor of agood job. While graduates from top universities are still likely to get a goodjobno matter what their major is, he said, graduates from less-famous schoolsare going to be judged onwhat they know. To compete for jobs on a nationallevel, they should be armed with the skills thatemerging industries need,whether technical or not.
H) Thosewithout such specialized skills--like poetry, or even history, majors--arealready competing with their neighbors for the same sorts of second-rate,poorer-paying local jobs like low-levelmanagement or big-box retail sales. Andwith the low-skilled labor market atomized into thousands ofmicroeconomies,immobile workers are less able to demand better wages or conditious or toacquire valuable skills.
I) Sowhat, exactly, should the ambitious young worker of today be learning？Unfortunately, its hard tosay, since the US doesnt have one clear nationalproject. There are plenty of emerging, smaller industries, but which ones arethe most promising？ (Nanotechnologys (纳米技术) moment of remarkable growth seems to havebeen 5 years into the future for something like 20 years now.) Itsnot clearexactly what skills are most needed or if they will even be valuable in adecade.
J) Whatis clear is that all sorts of government issueseducation, health-insuranceportability, worker retraining--are no longer just bonuses to alreadyprosperous lives but existential requirements. Its inall of our interests tomake sure that as many people as possible are able to move toward opportunity,and, Americas ability to invest people and money in exciting new ideas isstill greater than that of most other wealthy countries. (As recently as fiveyears ago, US migration was twice the rate of EuropeanUnion states.) That, atleast, is some comfort at a time when our national economy seems to besearchingfor its next story line.
Unlike in the past, a college degree alone does not guarantee a good job for its holder.
The census data is surprising in that college graduates are also among the immobile workforce.
New figures released by the government show that Americans today are less mobile than ever before.
The migration of old people from cold to warm places made many jobs available to the young.
America is better at innovation than most other rich nations.
Early American history is one of moving outward.
Young people dont know what to learn because it is hard to predict what skills are most needed orvalued ten years from now.
Computer or other technical skills are needed to get a well-paying job in high-tech, or advancedmanufacturing.
When the frontier vanished about a century ago, America found new economic mobility inindustrialization.
America today can be divided into two classes., those who move and those who dont.
请帮忙给出每个问题的正确答案和分析，谢谢！
【B1】
director of UK operations for Top Employers. Many companies they have researched are short of talents. Though the companies may receive many applications, they can not find the people they want.
Top Employers’ research show that offering good career chances is the key to attracting and keeping the talent. Smart employees know their own value and will want to know what their employers can offer them after five or 10 years’ career development. So, keeping staff is the biggest challenge employers face in the long run.
Yet not every employee feels that they can better their career chances. Some are still nervous about losing their jobs, despite a recent fall in unemployment, says the Trades Union Congress (TUC). TUC points out that some four-fifths of new jobs created have been in parts of the economy where average pay rates are less than £8 an hour since the recession began. Many of these jobs are on temporary or zero-hours contracts.
A report from the Office for National Statistics published in February showed that real wages have been falling consistently since 2010. It’s the longest period since at least 1964. “We’re still in the hardest living standards squeeze for over a century and those who are already working have had years of real-terms pay cuts,” says TUC spokesperson Liz Chinchen. “Understanding the pressures that staff face is a good starting point for any employer. If employers want to show concern for their staff, they should be paying them well and understand that zero-hours contracts bring insecurity and extreme money worries.”
1.According to research by Top Employers, many corporations have enough talents for their development.
2.The data shows the key to attracting talents is to offer high salary.
3.The biggest challenge for employers to is keeping staff in the long run.
4.Not all employees believe that they can get a better offer.
5.The wages have been rising consistently since 2010.
One major difference is the attitude towards the individual, and his or her【B7】to others. The Western-【B8】tend to believe that success is【B9】to individuals, whether they work together or【B10】. The Western idea of teamwork is about directing and individual's【B11】to wards a goal. Going on from this, Western style. workplaces are often "achievement oriented"【B12】than "relationship oriented". They may also value innovation over traditional methods. They【B13】change as more important than stability【B14】even prefer conflict to compromise.
If these philosophical differences are badly managed, they can lead to conflict【B15】an organization. Human resources professionals in China are【B16】familiar with the situation【B17】the Western manager cannot open his or her mouth at offending someone and【B18】constantly com plains that nothing【B19】done. Cultural differences can go deeper than relations in the workplace. They may even【B20】a company's long-term strategy.
【B1】
A．adjust
B．accord
C．adopt
D．avoid
