專(zhuān)題05 閱讀理解說(shuō)明文之工作職業(yè)8篇+飲食健康6篇+文化3篇+環(huán)境保護(hù)6篇(模考好題23篇)(教師解析版)

專(zhuān)題05閱讀理解說(shuō)明文之工作職業(yè)8篇+飲食健康6篇+文化3篇+環(huán)境保護(hù)6篇(?？己妙}23篇)一、概述說(shuō)明文是用平實(shí)的語(yǔ)言客觀地解說(shuō)事物、闡明事理，給人以知識(shí)的文體。題材涉及科技、社會(huì)和文化生活等各個(gè)領(lǐng)域。說(shuō)明文的結(jié)構(gòu)特點(diǎn)：1、新聞報(bào)道類(lèi)：總體--細(xì)節(jié)或過(guò)程說(shuō)明。2、科普類(lèi)：社會(huì)現(xiàn)象或變化--細(xì)節(jié)(運(yùn)作原理或原因闡述)--社會(huì)效應(yīng)和相關(guān)啟示。3、研究調(diào)查類(lèi)：引出話題--調(diào)查結(jié)果--調(diào)查過(guò)程(方法、步驟、人員等)--對(duì)現(xiàn)實(shí)的影響和未來(lái)的展望。4、說(shuō)明呈現(xiàn)類(lèi)：總體呈現(xiàn)--細(xì)節(jié)描述(中心句一般在段首)--總結(jié)。二、技巧點(diǎn)撥1、關(guān)鍵是抓住說(shuō)明對(duì)象的本質(zhì)特征。閱讀時(shí)也要注意說(shuō)明的順序，說(shuō)明的順序有時(shí)間順序(如事物的發(fā)展變化)、空間順序(如建筑結(jié)構(gòu))、邏輯順序(因果、現(xiàn)象與本質(zhì))。2、掌握說(shuō)明文的說(shuō)明方法：舉例子、作比較——舉例子、作比較(對(duì)比說(shuō)明相異、類(lèi)比說(shuō)明相似)、列數(shù)字、作詮釋、下定義、作引用、打比方等。3、把握文章的脈絡(luò)和長(zhǎng)難句的分析。模擬演練01人與自我—工作職業(yè)Passage1(2024·江蘇鹽城·模擬預(yù)測(cè))Chiefexecutiveofficer.Marketingdirector.Leadwriter.Jobtitleslikethesehavegenerallybeenstandardacrossworkforyears.Theycommunicateessentialemployeedetailssuchasjobfunctionandseniority.Theymakesensetoemployeesandrecruiters(招聘人員)alike,leavinglittleroomforambiguity.However,labelslike“chiefvisionaryofficer”,“businessdevelopmentguru(大師)”or“chiefremoteofficer”areemerging.Inmanyindustries,especiallycreativeones,employersfeelfreetocreatejobtitlesforemployees.Theycanserveasrecruitmentorretention(留用)tools—andevengrabattentionfromclients.ThiswasthecaseforLennieHughes,whoseofficialjobtitleis“headofhype(炒作)andculture”atTruant,aLondon-basedadvertisingagency.Initially,thispositionwasadvertisedasamoretraditional“headofmarketingandnewbusiness“.But,afterbeingrecruited,HughesworkedwithTruanttocraftanewtitlefortherolehe’dlead,centredmoreonintegratingtraditionalexternalbrandingandcommunicationswithafreshtakeoninternalworkplaceculture.Healsoacknowledgesit’snotwithoutstrategicbenefit.“Ifmyjobisallaboutgettingattention,thetitleshoulddothat,too.”Expertsandemployeesalikesaytherecanbeanupsidetoflashyjobtitles.PawelAdrjanworksforIndeed,alargehiringplatform.HecitesIndeeddata,showing“people”isoutdoingthetraditionaltitleof“humanresources”;similarly,thetitleof“talentacquisition”isup75%while“recruitment”isdown19%since2019.Adrjansays,“Byusing‘people’inthetitle,employerscansaytheyinvestinpeople.Throughthislanguage,companiesaretryingtoshowtheydon’tregardemployeesasresourcestotap.”Butbeware,thesefancynewtitlesaren’tallgoodnews.Sometimestheyofferlittleguidanceastowhattheirjobactuallyinvolves.Ultimately,whenanon-descriptive,overblownjobtitleisusedasacostlessrecruitingmethodtoboostworkerego(自尊心),itcanleadtoamismatchinexpectationsbetweenemployerandemployee.Attheextremeend,thiscouldplaceworkersinatoughpositionwheretheyendupinarolethatdoesn’tmatchwhattheythoughtwaspromised.1.Whatbestexplains“ambiguity”underlinedinparagraph1?A.Growth. B.Confusion. C.Discussion. D.Improvement.2.WhichofthefollowingbestdescribesLennieHughes?A.Hard-working. B.Honest. C.Considerate. D.Innovative.3.Whatdoesparagraph3tellusaboutthenewjobtitles?A.Theyaremainlyusedtoattractinvestment.B.Theyarestartingtolosepopularityamongemployers.C.Theycanmakeemployeesfeelmorerespected.D.Theycanhelpcompaniestapabroadercandidatepool.4.Whatdoesthelastparagraphmainlyfocuson?A.Thegrowingmismatchbetweenworkersandtheirjobtitles.B.Thenegativeimpactofunconventionaljobtitles.C.Theunrealisticexpectationsofemployers.D.Thetoughpositionofmodernworkers.【答案】1.B2.D3.C4.B【導(dǎo)語(yǔ)】本文是一篇說(shuō)明文，主要講述了現(xiàn)代工作中出現(xiàn)的新的職位名稱(chēng)，這些名稱(chēng)有時(shí)可以吸引人才，但也可能導(dǎo)致雇主和雇員之間的期望不匹配。1.詞句猜測(cè)題。根據(jù)文章第1段“Theycommunicateessentialemployeedetailssuchasjobfunctionandseniority.Theymakesensetoemployeesandrecruiters(招聘人員)alike,leavinglittleroomforambiguity.”(它們傳達(dá)了員工的基本信息，如工作職能和資歷。這對(duì)員工和招聘人員都很有意義，幾乎沒(méi)有ambiguity的空間。)可推知，這幾乎沒(méi)有模糊的空間。這里的ambiguity指的是混淆或不明確，與confusion(迷惑，困惑)意思相近。故選B項(xiàng)。2.細(xì)節(jié)理解題。根據(jù)文章第2段“ThiswasthecaseforLennieHughes,whoseofficialjobtitleis“headofhype(炒作)andculture”atTruant,aLondon-basedadvertisingagency.Initially,thispositionwasadvertisedasamoretraditional“headofmarketingandnewbusiness“.But,afterbeingrecruited,HughesworkedwithTruanttocraftanewtitlefortherolehe’dlead,centredmoreonintegratingtraditionalexternalbrandingandcommunicationswithafreshtakeoninternalworkplaceculture.”(倫尼?休斯(LennieHughes)就是這樣，他的官方頭銜是倫敦廣告公司Truant的“宣傳與文化主管”。最初，這個(gè)職位被廣告宣傳為更傳統(tǒng)的“市場(chǎng)和新業(yè)務(wù)負(fù)責(zé)人”。但是，被招聘后，Hughes與Truant合作為他將要領(lǐng)導(dǎo)的角色制定了一個(gè)新的標(biāo)題，更多地集中在將傳統(tǒng)的外部品牌和通信與對(duì)內(nèi)部工作場(chǎng)所文化的新穎理解相結(jié)合。)可推知，LennieHughes是創(chuàng)新的。故選D項(xiàng)。3.推理判斷題。根據(jù)文章第3段“Byusing‘people’inthetitle,employerscansaytheyinvestinpeople.Throughthislanguage,companiesaretryingtoshowtheydon’tregardemployeesasresourcestotap.”(通過(guò)在標(biāo)題中使用“人”，雇主可以說(shuō)他們投資于人。通過(guò)這種語(yǔ)言，公司試圖表明他們不把員工視為可以利用的資源。)可推知，新的職位名稱(chēng)可以讓員工感到更受尊重。故選C項(xiàng)。4.主旨大意題。根據(jù)文章最后一段“Ultimately,whenanon-descriptive,overblownjobtitleisusedasacostlessrecruitingmethodtoboostworkerego(自尊心),itcanleadtoamismatchinexpectationsbetweenemployerandemployee.Attheextremeend,thiscouldplaceworkersinatoughpositionwheretheyendupinarolethatdoesn’tmatchwhattheythoughtwaspromised.”(最終，當(dāng)一個(gè)非描述性的、夸大其詞的職位頭銜被用作一種沒(méi)有成本的招聘方法來(lái)提升員工的自我意識(shí)時(shí)，它可能會(huì)導(dǎo)致雇主和員工之間的期望不匹配。在極端的情況下，這可能會(huì)讓員工處于一個(gè)艱難的境地，他們最終得到的職位與他們所認(rèn)為的承諾不符)可知，最后一段主要關(guān)于非常規(guī)職位頭銜的負(fù)面影響。故選B項(xiàng)。Passage2(2024·湖南長(zhǎng)沙·一模)CathyWinstonisasportsnutritionist.Amongherregularsareathletes.Cathythrivesonthevariety,witheachnewsportprovidingnewchallengesandarenewedappreciationofherchosenfieldofexpertise.Inherview,dealingwithathletesfromvarioussportbackgroundshelpsherbecomeseasoned,whichisakeypartofbeingasuccessfulnutritionist.“Youhavetounderstandnutritionandpeople,andthenyoucanbegintoworkinthisfield,”shesays.“Besides,intennisyoumustlearntobereactive,becauseyoudon’tknowhowlongthematchlasts.However,it’s90minutesinfootballsoyouknowwhatyou’refuelingfor.”Regardlessofthesport,Cathy’sattituderemainsthesame:Anyathletefailingtorespectnutritionisonewhoisfailingtofulfilltheirpotential.It’sakeypartofthetrainingprocess.It’snotjustsomethingthatyoutakecasually.Sheadvisesherathletestoholdnutritioninthesameregardastheydotheirmostcrucialbitofequipment.“Justasyouwouldn’tforgettoputyourshinpads(護(hù)腿板)oryourbootsinyourkitbag,don’tforgettoputinyourdrinksandyoursnacks.Thatinformshowwellyoutrain,becauseyoucan’tgetoutifyouhaven’tputin.”Nutritionistsaresometimesunfairlyrepresentedasmilitant(斗志昂揚(yáng)的)typestellingwhatathletescanandcan’teat.ButCathyinsiststhatwhentoeatismoreimportantthanwhat.“It’saboutwhen’stherighttimetohaveitin,”shesays.It’samessagethatCathysayscantakeawhiletosinkin.“Alotofboxerssay,‘butbananasmakeyoufat,right?’,andthere’sthisinherentbeliefthatwemustn’teatthosekindsofthings.Butit’snotaboutwhattocutout.It’saboutmakingsurethatyou’vegotthefoundationrightforhealthandperformance.It’sthatonesizefitsone.It’swhatworksforyou.Tobeanexcellentathlete,youreallyneedtobeanexceptionaleater.”1.WhatdoesCathythinkaboutherjob?A.Ithardlyfacesnewchallengesineverycompetition.B.Itmainlyfocusesonthedurationofmatches.C.Itmerelyneedstounderstandnutritionandpeople.D.Ithighlyvaluesexperienceandflexibility.2.HowdoesCathyemphasizetheimportanceofnutritiontoathletes?A.Bymakingacomparison. B.Byanalyzingaphenomenon.C.Bytellingastory. D.Byprovidingdata.3.AccordingtoCathy,whatisafundamentalprinciplebehindsuccessfulsportsnutrition?A.Focusingonthetimingofthediet.B.Cuttingoutspecificfoodsfromthediet.C.Followingastrictandmilitantdietplan.D.Increasingthevarietyoffoods.4.Whatdoestheauthorintendtotellus?A.Foodhasasayinthesportsfield.B.Nutritionistsactasunsungheroesbehindathletes.C.Nutritiondeterminestheresultsinthecompetition.D.Agoodeaterisagreatathlete.【答案】1.D2.A3.A4.B【導(dǎo)語(yǔ)】本文是一篇說(shuō)明文。本文主要介紹了營(yíng)養(yǎng)師的工作內(nèi)容、工作理念及運(yùn)動(dòng)員與營(yíng)養(yǎng)之間的緊密關(guān)系。1.細(xì)節(jié)理解題。根據(jù)文章第一段“Inherview,dealingwithathletesfromvarioussportbackgroundshelpsherbecomeseasoned,whichisakeypartofbeingasuccessfulnutritionist.”(在她看來(lái)，與來(lái)自各種運(yùn)動(dòng)背景的運(yùn)動(dòng)員打交道有助于她變得經(jīng)驗(yàn)豐富，這是成為成功營(yíng)養(yǎng)師的關(guān)鍵部分。)以及“Besides,intennisyoumustlearntobereactive,becauseyoudon’tknowhowlongthematchlasts.However,it’s90minutesinfootballsoyouknowwhatyou’refuelingfor.”(此外，打網(wǎng)球你必須學(xué)會(huì)反應(yīng)，因?yàn)槟悴恢辣荣愐掷m(xù)多久。然而，足球比賽是90分鐘，所以你知道你要為什么加油)可推知，Cathy認(rèn)為她的工作需要經(jīng)驗(yàn)豐富和靈活性，故選D。2.推理判斷題。根據(jù)文章第二段“Sheadvisesherathletestoholdnutritioninthesameregardastheydotheirmostcrucialbitofequipment.‘Justasyouwouldn’tforgettoputyourshinpads(護(hù)腿板)oryourbootsinyourkitbag,don’tforgettoputinyourdrinksandyoursnacks”(就像你不會(huì)忘記把護(hù)腿板或靴子放在你的裝備包里，也不要忘記放入你的飲料和零食。)可推知，Cathy通過(guò)比較的方式強(qiáng)調(diào)營(yíng)養(yǎng)的重要性，故選A。3.細(xì)節(jié)理解題。根據(jù)文章最后一段“ButCathyinsiststhatwhentoeatismoreimportantthanwhat.”(但Cathy堅(jiān)持認(rèn)為吃的時(shí)間比吃什么更重要。)可推知，Cathy認(rèn)為成功的運(yùn)動(dòng)營(yíng)養(yǎng)背后的基本原則是關(guān)注飲食的時(shí)間，故選A。4.推理判斷題。本文主要介紹了營(yíng)養(yǎng)師的工作內(nèi)容、工作理念及運(yùn)動(dòng)員與營(yíng)養(yǎng)之間的緊密關(guān)系，從而說(shuō)明了營(yíng)養(yǎng)師是運(yùn)動(dòng)場(chǎng)上運(yùn)動(dòng)員背后的無(wú)名英雄之一，故選B。Passage3(2024高三下·山東·開(kāi)學(xué)考試)Ifyourbossyells,blamesyou,andthentakesthecreditforyourwork—evenitisarareincident—itcanhaveabadeffectonyourwell-beingandperformanceattheworkplace.“Thankfully,abusiveleadershipisn’ttoocommon,butwhenithappensitleavesemployeesfarlesslikelytotaketheinitiativeandworktoimprovebusinesspractices,”saidHowieXu,anauthorofanewstudycarriedoutbyaninternationalgroupofresearchers.“Wewantedtounderstandthecogmitivefactorsbehindthateffect—andfindouthowcompaniescanprotecttheiremployeesfromthenegativeimpactofbadbosses.”

Xu’steamsurveyedemployeesandsupervisorsfrom42differentSouthKoreancompanies,alongwithhundredsofUSstudents,toexplorethewaysinwhichabusivesupervisionimpacts“takingcharge”behaviorbyemployees.Subjectswerethenrankedaccordingtowhethertheyactivelyseekpositiveopportunitiesforpromotionandadvancementortakeamorepreventativeapproachthatprioritizessafetyandjobsecurity.“Wetheorizedthatboththedrivetoobtainrewards(promotion,bonuses)andthedrivetoavoidpunishments(maintainjobsecurity)wouldshapethewayemployeesrespondtoabusivebosses,”Xuexplained.Butthat’snotwhatXuandhisteamfound.Rather,theyfoundthatemployeeswhoprioritizedcareeradvancementwerestronglyaffectedbyabusiveleadershipwhileemployeeswhoprioritizedjobsecurityremainedjustaslikelytotakechargeafterexperiencingabusiveleadership.Onepossibleexplanation,Xusaid,isthatambitiousemployeesmaythinkanabusivebosshasdirectcontroloverwhethertheywillreceivebonusesoropportunitiesforpromotion.Bycontrast,badbossesmaybeseenashavinglessdirectcontroloverfringdecisions,whichoftenrequireratification(批準(zhǔn))byHRteamsormoreseniormanagers.That’sanimportantfinding,becauseitsuggeststhatorganizationsseekingtolessentheimpactofbadleadershipshouldfocusongivingpowertoemployeesandmakingthemfeelvaluedandappreciated,ratherthansimplyapologizingandmakingthemfeelsurethattheirjobsaresafe.1.WhatdoHowioXu’swordsinparagraph2suggest?A.It’surgentforcompaniestoreplacetheirbadbosses.B.Companiesshouldperfecttheirstaffevaluationsystem.C.Becomingavictimofabusiveleadershipisverynormal.D.Abusiveleadershiplowersemployees’workenthusiasm.2.Whatconclusioncanbedrawnfromparagraph4?A.Thefindinghadasolidtheoryfoundation.B.Thefindingwasbeyondthestudyteam’sexpectations.C.Employeestendtoputpotentialrewardsbeforeeverythingelse.D.Employeesgenerallyholdanunfriendlyattitudetowardabusivebosses.3.Whatshouldorganizationsprimarilydoiftheemployeeswereabused?A.Givethemsuitablerecognition. B.Guaranteethemjobsecurity.C.Seekhelpfromprofessionals. D.Makeasincereapologytothem.4.Whatisthebesttitleforthetext?A.It’sPossibletoKeepaBadBossatBayB.It’sImportanttoAvoidBecomingaBadBossC.HavingaBadBossMayMakeYouaWorseEmployeeD.HavingBadHRTeamsKeepsYouAwayfromJobSatisfaction【答案】1.D2.B3.A4.C【導(dǎo)語(yǔ)】本文是一篇說(shuō)明文。文章主要探討了虐待式領(lǐng)導(dǎo)對(duì)員工心理和行為的影響，并指出組織應(yīng)該通過(guò)賦予員工更多的權(quán)力和自主權(quán)來(lái)減輕這種影響。1.推理判斷題。根據(jù)文章第二段““Thankfully,abusiveleadershipisn’ttoocommon,butwhenithappensitleavesemployeesfarlesslikelytotaketheinitiativeandworktoimprovebusinesspractices,”saidHowieXu,anauthorofanewstudycarriedoutbyaninternationalgroupofresearchers.“Wewantedtounderstandthecognitivefactorsbehindthateffect—andfindouthowcompaniescanprotecttheiremployeesfromthenegativeimpactofbadbosses.”(一個(gè)國(guó)際研究小組開(kāi)展的一項(xiàng)新研究的作者HowieXu說(shuō)：“值得慶幸的是，虐待式領(lǐng)導(dǎo)并不太常見(jiàn)，但一旦發(fā)生，員工就不太可能主動(dòng)采取行動(dòng)和努力改善商業(yè)慣例。我們想了解這種影響背后的認(rèn)知因素，并找出公司如何保護(hù)員工免受壞老板的負(fù)面影響?！?”可知，虐待式領(lǐng)導(dǎo)不常見(jiàn)，但是一旦發(fā)生，員工就不太可能主動(dòng)采取行動(dòng)，努力改善商業(yè)慣例，也就是說(shuō)員工的工作熱情會(huì)降低。故選D。2.推理判斷題。根據(jù)文章第四段““Wetheorizedthatboththedrivetoobtainrewards(promotion,bonuses)andthedrivetoavoidpunishments(maintainjobsecurity)wouldshapethewayemployeesrespondtoabusivebosses,”Xuexplained.Butthat’snotwhatXuandhisteamfound.Rather,theyfoundthatemployeeswhoprioritizedcareeradvancementwerestronglyaffectedbyabusiveleadershipwhileemployeeswhoprioritizedjobsecurityremainedjustaslikelytotakechargeafterexperiencingabusiveleadership.(徐解釋說(shuō)：“我們的理論是，獲得獎(jiǎng)勵(lì)(升職、獎(jiǎng)金)的動(dòng)力和避免懲罰(維護(hù)工作安全)的動(dòng)力都會(huì)影響員工對(duì)虐待型老板的反應(yīng)?！钡@并不是徐和他的團(tuán)隊(duì)所發(fā)現(xiàn)的。相反，他們發(fā)現(xiàn)，優(yōu)先考慮職業(yè)發(fā)展的員工受到虐待性領(lǐng)導(dǎo)的強(qiáng)烈影響，而優(yōu)先考慮工作保障的員工在經(jīng)歷過(guò)虐待性領(lǐng)導(dǎo)后仍有可能掌權(quán)。)”可知，徐的團(tuán)隊(duì)原以為獲得獎(jiǎng)勵(lì)(升職、獎(jiǎng)金)的動(dòng)力和避免懲罰(維護(hù)工作安全)的動(dòng)力都會(huì)影響員工對(duì)虐待型老板的反應(yīng)。但是，研究發(fā)現(xiàn)，優(yōu)先考慮職業(yè)發(fā)展的員工受到虐待性領(lǐng)導(dǎo)的強(qiáng)烈影響，而優(yōu)先考慮工作保障的員工在經(jīng)歷過(guò)虐待性領(lǐng)導(dǎo)后仍有可能掌權(quán)。由此可推測(cè)，這個(gè)發(fā)現(xiàn)超出了研究小組的預(yù)期。故選B。3.推理判斷題。根據(jù)文章最后一段“That’sanimportantfinding,becauseitsuggeststhatorganizationsseekingtolessentheimpactofbadleadershipshouldfocusongivingpowertoemployeesandmakingthemfeelvaluedandappreciated,ratherthansimplyapologizingandmakingthemfeelsurethattheirjobsaresafe.(這是一個(gè)重要的發(fā)現(xiàn)，因?yàn)樗砻?，尋求減少不良領(lǐng)導(dǎo)影響的組織應(yīng)該把重點(diǎn)放在賦予員工權(quán)力，讓他們感到受到重視和欣賞，而不是簡(jiǎn)單地道歉，讓他們覺(jué)得自己的工作是安全的。)”可知，組織應(yīng)該把重點(diǎn)放在賦予員工權(quán)力，讓他們感到受到重視和欣賞，而不是簡(jiǎn)單地道歉，讓他們覺(jué)得自己的工作是安全的。故選A。4.主旨大意題。根據(jù)文章第一段“Ifyourbossyells,blamesyou,andthentakesthecreditforyourwork—evenitisarareincident—itcanhaveabadeffectonyourwell-beingandperformanceattheworkplace.(如果你的老板對(duì)你大吼大叫，責(zé)怪你，然后把你的功勞占為自己的——即使這種情況很少發(fā)生——這可能會(huì)對(duì)你的健康和工作表現(xiàn)產(chǎn)生不好的影響。)”以及全文內(nèi)容可知，本文主要介紹了一項(xiàng)研究發(fā)現(xiàn)，即擁有糟糕老板的員工更可能受到負(fù)面影響，并在工作中表現(xiàn)得更差。故選C。Passage4(2024高三下·河北保定·開(kāi)學(xué)考試)Whenthisyear’sall-womanteamarrivedonAntarctica’sGoudierIslandtoruntheworld’smostremotepostoffice,itwasshovelstheyneededratherthanstamps.They’dtraveledsome8,000milesfromtheUK,byplaneandboat,andBritain’sRoyalNavyhadhelpedthemdigouttheirnewhomeatthePortLockroyscientificbase,whichwasburieduptofourmetersdeepunderseveraltonnesofDecembersnow.Itwasn’tjustthefrozenwastesthatfirststruckpostmasterClareBallantyne,whoat23yearsoldwasthebabyofthefour-womangroup.Itwasthat“there’spenguinseverywhere.”MorethanathousandGentoopenguinsliveonthistinyislandonthewesternsideoftheAntarcticpeninsula(半島),aroundthesizeofasoccerfield.Since1944,whentheUK’sfirstpermanentAntarcticbasewasestablishedhere,it’salsobecomeashelterforexplorers,scientistsand—inrecentyears—tourists.Eachyear,ateamisselectedtorunandmaintainthesitefromNovembertoMarch,orsummertimeinthesouthernhemisphere.Around4,000peopleappliedforthisjob,butjustfourmadethecut:Ballantyne,baseleaderLucyBruzzone,wildlifemonitorMairiHiltonandshopmanagerNatalieCorbett.Thejobalsoinvolvescountingpenguins:ThescientificdatatheygatherontheGentoos’breedingpatternsispartofadecades-longstudyofthecolony.Whenitcomestochoosingcandidates,“thereisnorecipewecanfollow,”saysBallantyne.“It’saboutyourabilitytoworktogetherasateam.Cheerinessgoesalongway,beingabletoseethelightinlifeandresolveproblemsquickly.”Ballantynenotesthattherehasbeen“abitofadeclineinrecentyearsinthebreedingsuccess”oftheGentoopenguins,butsays“thecausalconnectionisthetrickybit.”Whileclimatechangeisprobably“thebiggestdriver,”theyalsoneedtocarefullyexamineifthere’sa“humanelement”aswell.Inheropinion,Antarcticatourismhasboomedsignificantlyinthepastcoupleofdecades,buttherearen’tlegallyenforcedlimitsontourism,whichhopestobearegulatedindustry.1.Whatisthetaskoftheall-womanteam?A.Makingoutallthelivinghabitsofpenguins. B.Servingaspostmastersandenvironmentalists.C.DesigningstampslinkedtotheAntarcticpeninsula. D.Managingapostofficeincludingcountingpenguins.2.WhatdoweknowaboutGoudierIsland?A.It’ssituatedontheeasternsideoftheAntarcticpeninsula.B.Somescientistsuseitasasoccerfieldintheirsparetime.C.It’sfitformantostudytheAntarcticandlivetemporarily.D.Thenumberofthepenguinsonithasrisensharply.3.Whatkindofwomencanbechosenasateammember?A.Beingoptimistic,competentandcooperative. B.Beingsensitive,courageousanddetermined.C.Beinghardworking,modestandempathetic. D.Beingindependent,elegantandgenerous.4.Whatcanweinferfromthelastparagraph?A.Climatechangeleadstothedeclineofpenguins. B.Polartourismdesiresforimprovedmanagement.C.HumansandpenguinsliveinpeaceintheAntarctic. D.Antarcticatourismhasinfluencedclimatechange.【答案】1.D2.C3.A4.B【導(dǎo)語(yǔ)】這是一篇說(shuō)明文。文章主要講述了位于南極洲的洛克雷港郵局的招聘吸引了很多人，四位女性獲得崗位，這個(gè)全女性團(tuán)隊(duì)在那里不僅要管理郵局，還要負(fù)責(zé)數(shù)企鵝。1.細(xì)節(jié)理解題。由第一段“Whenthisyear’sall-womanteamarrivedonAntarctica’sGoudierIslandtoruntheworld’smostremotepostoffice,itwasshovelstheyneededratherthanstamps.(當(dāng)今年的全女性團(tuán)隊(duì)抵達(dá)南極洲的古迪爾島，經(jīng)營(yíng)世界上最偏遠(yuǎn)的郵局時(shí)，她們需要的是鏟子，而不是郵票)”和第六段中“Thejobalsoinvolvescountingpenguins(這項(xiàng)工作還包括對(duì)企鵝進(jìn)行計(jì)數(shù))”可知，全女性團(tuán)隊(duì)的任務(wù)是在南極洲的古迪爾島上管理郵局和數(shù)企鵝。故選D項(xiàng)。2.推理判斷題。由第四段中“Since1944,whentheUK’sfirstpermanentAntarcticbasewasestablishedhere,it’salsobecomeashelterforexplorers,scientistsand—inrecentyears—tourists.(自1944年英國(guó)第一個(gè)永久性南極基地在這里建立以來(lái)，這里也成為探險(xiǎn)家、科學(xué)家和近年來(lái)游客的住處)”可知，南極洲的古迪爾島是探險(xiǎn)家、科學(xué)家和近年來(lái)游客的住處，可得出古迪爾島是一個(gè)適合人類(lèi)研究南極洲和暫時(shí)居住的地方。故選C項(xiàng)。3.細(xì)節(jié)理解題。由倒數(shù)第二段中“Whenitcomestochoosingcandidates,“thereisnorecipewecanfollow,”(在選擇候選人時(shí)，“我們沒(méi)有可以遵循的秘訣?！?”和“It’saboutyourabilitytoworktogetherasateam.Cheerinessgoesalongway,beingabletoseethelightinlifeandresolveproblemsquickly.(這關(guān)乎你在一個(gè)團(tuán)隊(duì)中的合作的能力。快樂(lè)會(huì)有很大的幫助，能夠看到生活中的光明并迅速解決問(wèn)題)”可知，樂(lè)觀、能干、合作的女性可以被選為團(tuán)隊(duì)成員。故選A項(xiàng)。4.推理判斷題。由最后一段中“Inheropinion,Antarcticatourismhasboomedsignificantlyinthepastcoupleofdecades,buttherearen’tlegallyenforcedlimitsontourism,whichhopestobearegulatedindustry.(在她看來(lái)，南極旅游業(yè)在過(guò)去幾十年里蓬勃發(fā)展，但旅游業(yè)沒(méi)有法律強(qiáng)制限制，希望成為一個(gè)受監(jiān)管的行業(yè))”可知，Ballantyne認(rèn)為南極旅游業(yè)應(yīng)該受到法律監(jiān)管，可得出極地旅游渴望改善管理。故選B項(xiàng)。Passage5(2024高三上·江蘇揚(yáng)州·期末)WhenJean-PhilippeMichel,acareercoach,workswithsecondaryschoolstudents,hedoesn’tusetheword“profession”.Ratherthanencouraginghisyoungclientstochooseaprofession,say,architectorengineer,heworksbackwardsfromtheskillsthateachstudentwantstoacquire.Decidingtheskillsyouwanttouseleadstoacareerthat’smoretargeted—andthusmorelikelytobringyousatisfaction.“Theyneedtoshiftfromthinkingaboutjobsandcareerstothinkingaboutchallengesandproblems,”Michelsays.“Thepurposeistohelpteenagersplanfora“portfoliocareer”,whichismadeupofnumerousmicro-jobsandwillbebetterreceivedinthenextdecade,”saysMichel.“Insteadofidentifyingyourjobroleordescription,youwillbeconstantlyaddingskillsbasedonwhatisgoingtomakeyoumoreemployable,”saysJeanneMeister.co-authorofTheFutureWorkplaceExperience.Moretraditionalcompaniesareofferingvariousprojectopportunitiestotheirownemployees.Workersareencouragedtochoosetheirnextprojectsbasedontheirskills,orskillstheywanttodevelop,whichcanmeanworkingindifferentpartsofthecompany.Forcompanies,thepayoffforexperimentingwithinternalproject-basedopportunitiesmeansworkersarelesslikelytojumpfromonecompanytothenext.Micro-jobscaninspireasenseofbelongingandautonomywithinacompany,whichinturnmightkeepstafffromjob-hopping(跳槽)tothecompetition“Butwhenitcomestobuildingalong-termcareer,therearedisadvantagestocreatingaportfolioofwork,”sayexperts.Ifyouconstantlyhopfromoneprojecttothenext,thechangecanbejarringandleaveyouwithoutaclearpathtosuccess.“Withfewerpromotionsandchangestojobtitles,itcanbemoredifficulttofeellikeyou’resucceedingevenifyou’reregularlycompletingprojects,”sayscareercoachMichel.Ofcourse,itcantakecompaniesyearstochangefromtraditionalmentalitytowhatboostsprofessionalgrowth.1.WhydoesMichelavoidusingtheword“profession”withhisstudents?A.Tohelpthemrealizewhattheywanttobe.B.Toencouragethemtochooseadreamjob.C.Toenablethemtomastersurvivalskills.D.Toguidethemtofocusmoreonchallenges2.Whatistheadvantageofportfoliocareertoemployees?A.Itwillmakethemmorepopularwithcolleagues.B.Itwillequipthemwithmorecompetitiveskills.C.Itwilldiscouragethemfromswitchingjobs.D,Itwillhelpthemenjoyastableworkingstate.3.Whatdoestheunderlinedword“‘jarring”inparagraph6mean?A.Unpleasant. B.Significant. C.Permanent. D.Unavoidable.4.What’stheauthor’sattitudetowardsportfoliocareer?A.Supportive. B.Objective. C.Doubtful. D.Intolerant.【答案】1.D2.B3.A4.B【導(dǎo)語(yǔ)】本文是一篇說(shuō)明文。文章主要介紹了什么是職業(yè)組合。1.細(xì)節(jié)理解題。根據(jù)第二段最后一句““Theyneedtoshiftfromthinkingaboutjobsandcareerstothinkingaboutchallengesandproblems,”Michelsays.(“他們需要從思考工作和職業(yè)轉(zhuǎn)變?yōu)樗伎继魬?zhàn)和問(wèn)題，”米歇爾說(shuō))”可知，米歇爾避免在學(xué)生面前使用“職業(yè)”這個(gè)詞，以引導(dǎo)他們更多地關(guān)注挑戰(zhàn)。故選D項(xiàng)。2.細(xì)節(jié)理解題。根據(jù)第四段中第二句“Workersareencouragedtochoosetheirnextprojectsbasedontheirskills,orskillstheywanttodevelop,whichcanmeanworkingindifferentpartsofthecompany.(鼓勵(lì)員工根據(jù)自己的技能或想要發(fā)展的技能選擇下一個(gè)項(xiàng)目，這可能意味著在公司的不同部門(mén)工作)”可知，員工在不同部門(mén)工作，會(huì)學(xué)到新的技能。故選B項(xiàng)。3.詞句猜測(cè)題。根據(jù)劃線詞上文“Ifyouconstantlyhopfromoneprojecttothenext,thechangecanbe(如果你經(jīng)常從一個(gè)項(xiàng)目跳到下一個(gè)項(xiàng)目，這種變化可能會(huì))”及下文“l(fā)eaveyouwithoutaclearpathtosuccess.(讓你沒(méi)有一條通往成功的清晰道路)”可知，如果你不斷地變換項(xiàng)目，這會(huì)讓你沒(méi)有清晰的成功之路，所以這種變化可能會(huì)令人不安。由此可知，劃線詞意為“令人不安的，令人不悅的”，與Unpleasant“令人不快的，不舒服的”意思接近。故選A項(xiàng)。4.推理判斷題。通讀全文可知，作者在文中既說(shuō)明了職業(yè)組合的優(yōu)點(diǎn)：更容易被雇傭、減少跳槽；又在第六段中提到了其缺點(diǎn)：?jiǎn)T工缺少明確的成功路徑。由此推知，作者對(duì)職業(yè)組合的態(tài)度是客觀的。故選B項(xiàng)。Passage6(2024高三上·江蘇·階段練習(xí))Catfisheffectistheeffectthatastrongcompetitorhasincausingtheweaktobetterthemselves.Actionsdonetoactivelyapplythiseffectinanorganizationaretermedcatfishmanagement.InNorway,livesardinesareseveraltimesmoreexpensivethanfrozenones,andarevaluedforbettertextureandflavor.Itwassaidthatonlyoneshipcouldbringlivesardineshome,andtheshipmasterkepthismethodasecret.Afterhedied,peoplefoundthattherewasonecatfishinthetank.Thecatfishkeepsswimming,andthesardinestrytoavoidthispredator(捕食者).Thisincreasedlevelofactivitykeepsthesardinesactive,thus,increasingtheirsurvivalrategreatly.Catfisheffecthasbeenoneofthehottesttopicsinhumanresourcesmanagement.Therefore,Iwillkeeptheexplanationshortandsweet.Whenanoutsiderjoinsawell-establishedteamasacompetitor,hecausestheweaktobettertheirperformance.Thismethodismeanttomotivateeachoftheteammatestofeelthecompetitioninordertokeepupthecompetitivenesslevelofthewholeteam.However,addingacatfishintheteamcanalsobringinthedownsideinthegroup’sdynamics.Theteamwouldgobacktothestormingstage.Under-performerswouldbecomemorenegativeaboutthechangethatthecatfishtriedtoimplement(實(shí)施)becausetheywouldseeitasathreat.Thefailedattemptofimplementationofchangingwillcreateunder-performanceintheteamasawhole,whichwillleadtoagreatermanagementchallenge.Thekeyemployeeorbackboneemployeewillfeeldemotivatedbecausetheopportunitytogetamoreseniorjobhasdecreased.Iftherearetoomanycatfishinthecompany,thiswouldgenerateastressfulworkenvironment.Theemployeewouldconstantlyworryiftheyarebeing“preyed”bythecatfish.Thementalburdenwouldcreateaharmfulcorporatecultureandincreasethedistrustbetweenemployees.Ahighstandardisrequiredonthecatfish.Thecatfishwouldeventuallyturnintoaleadingroleintheteam.Lackinleadershipskillfromthecatfishwouldleadtoabiggerchaosintheworkplace.Worstsituationwouldbesettingupabadleadershiprolemodeltofurtheranunhealthycompetitiveenvironment.1.Whatisparagraph2ofthetextmainlyabout?A.Themagictrickofcatchingsardines. B.Theunderlyinglogicoftheeffect.C.Theexactoriginofthelegend. D.Thegreatwisdomofacatfish.2.Whatmayacatfishmeantobackbonesofthecompany?A.Unfaircorporateculture. B.Violentworkenvironment.C.Greatmanagementchallenge. D.Reducedpromotionchance.3.Whichmightbethesolutiontothedownsideofacatfish?A.Qualifyingacatfishforaleadingrole. B.Settingupaharmoniousrelationship.C.Creatingalesscompetitiveworkplace. D.Stoppingacatfishenteringacompany.4.What’stheauthor’sattitudetowardsaddingacatfishinthecompany?A.Subjective. B.Pessimistic. C.Objective. D.Doubtful.【答案】1.B2.D3.A4.C【導(dǎo)語(yǔ)】這是一篇說(shuō)明文。文章討論了鯰魚(yú)效應(yīng)及其在組織中的應(yīng)用，包括對(duì)團(tuán)隊(duì)競(jìng)爭(zhēng)性的提高和潛在的負(fù)面后果，強(qiáng)調(diào)了鯰魚(yú)在團(tuán)隊(duì)中的領(lǐng)導(dǎo)角色的重要性。1.主旨大意題。根據(jù)第二段“InNorway,livesardinesareseveraltimesmoreexpensivethanfrozenones,andarevaluedforbettertextureandflavor.Itwassaidthatonlyoneshipcouldbringlivesardineshome,andtheshipmasterkepthismethodasecret.Afterhedied,peoplefoundthattherewasonecatfishinthetank.Thecatfishkeepsswimming,andthesardinestrytoavoidthispredator(捕食者).Thisincreasedlevelofactivitykeepsthesardinesactive,thus,increasingtheirsurvivalrategreatly.(在挪威，活沙丁魚(yú)比冷凍沙丁魚(yú)貴好幾倍，而且口感和味道更好。據(jù)說(shuō)只有一艘船能把活沙丁魚(yú)帶回家，船長(zhǎng)對(duì)他的方法保密。他死后，人們發(fā)現(xiàn)魚(yú)缸里有一條鯰魚(yú)。鯰魚(yú)一直在游，沙丁魚(yú)試圖避開(kāi)這個(gè)捕食者。這種增加的活動(dòng)水平使沙丁魚(yú)保持活躍，從而大大提高了它們的存活率)”可知，文章第二段主要講的是鯰魚(yú)效應(yīng)的潛在邏輯。故選B。2.細(xì)節(jié)理解題。根據(jù)倒數(shù)第二段“Thekeyemployeeorbackboneemployeewillfeeldemotivatedbecausetheopportunitytogetamoreseniorjobhasdecreased.(關(guān)鍵員工或骨干員工會(huì)感到失去動(dòng)力，因?yàn)楂@得更高職位的機(jī)會(huì)減少了)”可知，公司的骨干員工或關(guān)鍵員工會(huì)因?yàn)闀x升機(jī)會(huì)減少而感到動(dòng)力不足。故選D。3.細(xì)節(jié)理解題。根據(jù)最后一段“Ahighstandardisrequiredonthecatfish.Thecatfishwouldeventuallyturnintoaleadingroleintheteam.(鯰魚(yú)的質(zhì)量要求很高。鯰魚(yú)最終成為了團(tuán)隊(duì)中的主角)”可知，通過(guò)提高鯰魚(yú)的領(lǐng)導(dǎo)資格和標(biāo)準(zhǔn)，可以緩解其帶來(lái)的負(fù)面效應(yīng)。故選A。4.推理判斷題。根據(jù)整篇文章的論調(diào)既討論了鯰魚(yú)效應(yīng)的積極作用，也探討了其可能產(chǎn)生的負(fù)面影響，展示了對(duì)鯰魚(yú)管理策略的平衡看法。這體現(xiàn)了作者試圖從客觀的角度去評(píng)價(jià)這種效應(yīng)及其在企業(yè)管理中的應(yīng)用。由此推知，作者對(duì)在公司增加一條鯰魚(yú)持客觀的態(tài)度。故選C。Passage7(2024高三上·浙江·階段練習(xí))T