题目内容
【题目】下面短文中有10处语言错误,每句中最多有两处. 每处错误仅涉及一个单词的增加、删除或修 改. 增加:在缺词处加一个漏词符号(∧),并在其下面写出该加的词.
删除:把多余的词用斜线(\)划掉.
修改:在错的词下划一横线,并在该词下面写出修改后的词.
注意:1. 每处错误及其修改均仅限一词.
2. 只允许修改10处,多者(从第11处起)不计分.
On Friday, our teacher told us there will be an English corner in our campus. Hardly had I finished the last class than I set off there.
To my joyful, the English corner had just been on for a few minute. I joined them on their talk. At the first, I was afraid that my English was too poor to make myself understand. I was also afraid of laughed at. But a smiling face here or an encouraging nod there soon put me at ease. Though I spoke to them only in simply English that day, I believe I will make greater progress in the future.
【答案】1.will→would
2.than →成when
3.joyful→joy
4.minute→minutes
5.on→in
6.the删掉
7.understand→understood
8.of laughed之间加上being
9.or→and
10.simply→simple
【解析】
这是一篇记叙文。记叙自己参加一次英语角活动的经历。
1. 考查时态的用法。句意:老师告诉我们在校园里将会有一个英语角。由于老师告诉我们是过去时态,所以后面的宾语从句应该从句随主句的时态变化而变化。因此也应该用过去时态。故will改成would。
2. 考查固定句型。句意:最后一节课一下我就动身去了英语角。hardly…when是表示一……就……。故than改成when。
3. 考查名词。句意:令我高兴的是……。to my joy。这里to one’s…。后面应该加上名词,比如to my sorrow.令我感到悲伤的事是……。to my sadness也是这个意思。故joyful改成joy。
4. 考查名词单复数用法。句意:英语角刚刚开始几分钟。minute为可数名词,且有few修饰。故minute改成minutes。
5. 考查介词用法。句意:我加入到他们的谈话中。这里加入应该是join in sth.故on改成in。
6. 考查冠词的用法。句意:首先,我担心我的英语太差,别人听不懂。at first“首先”为固定短语。故the删掉。
7. 考查过去分词作宾语补足语的用法。句意:首先,我担心我的英语太差,别人听不懂。这里make oneself done表示用过去分词作宾语补足语的用法,表示使得自己被别人……。这里的understand是理解。故应该改understand为understood。
8. 考查被动语态形式作介词宾语的用法。句意:我也担心被别人嘲笑。of doing sth 是固定搭配。表示担心的事情。嘲笑这里应该使用被动语态表示被嘲笑。故在of后面加上being和后面的laughed构成被动语态的结构作介词的宾语。故of后加being。
9. 考查并列连词的用法。句意:但是,一个笑脸和一个鼓励的点头让我放松自己。这里明显是并列结构表示A和B两者促进作者放松自己的。故把or改成and。
10. 考查副词的用法。句意:尽管我那天和他们讲的是简单的英语。in …English这是典型的介词加形容词加名词的结构。故把simply改成simple。
【题目】请认真阅读下列短文,并根据所读内容在文章后表格中的空格里填入一个最恰当的单词。
注意:每个空格只填一个单词。请将答案写在答题卡上相应题号的横线上。
To keep the creative juices flowing, employees should be receptive to criticism
Researchers have been curious about whether negative feedback really makes people perform better, particularly when it comes to completing creative tasks. The literature has been mixed about this. In a recent investigation, Kim, who in May will join the Cambridge Judge Business School as an assistant professor, observed –– through a field experiment and a lab experiment –– and reported on how receiving negative feedback might impact the creativity of the recipients(接受者).
In both studies, Kim found that negative feedback can inspire or prevent creative thinking. What is most important is where the criticism comes from. When creative professionals or participants received criticism from a boss or a peer, they tended to be less creative in their subsequent work. Interestingly, if an individual received negative feedback from an employee of lower rank, they benefited from it and became more creative.
Some aspects of these findings seem intuitive(凭直觉的). “It makes sense that employees might feel threatened by criticism from their managers,” says Kim. “Supervisors have a lot of influence in deciding promotions or pay raises. So negative feedback from a boss might cause career anxieties.” It also stands to reason that feedback from a co-worker might also be received as threatening because we often compete with our peers for the same promotions and opportunities.
When we feel that pressure from above or from our peers, we tend to fixate on the stressful aspects of it and end up being less creative in our future work, says Kim.
What Kim found most surprising was how negative feedback from their followers (employees that they manage) made supervisors more creative.
“It’s a bit counterintuitive(反直觉的) because we tend to believe we shouldn’t criticize the boss,” says Kim. “In reality, most supervisors are willing to receive negative feedback and learn from it. It’s not that they enjoy criticism –– rather, they are in a natural power position and can cope with the discomfort of negative feedback better.”
The key takeaways: bosses and coworkers need to be more careful when they offer negative feedback to someone they manage or to their peers. And feedback recipients need to worry less when it comes to receiving criticism, says Kim.
“The tough part of being a manager is pointing out a follower’s poor performance or weak points. But it’s a necessary part of the job,” says Kim. “If you’re a supervisor, just be aware that your negative feedback can hurt your followers’ creativity. Followers tend to receive negative feedback personally. Therefore, keep your feedback specific to tasks. Explain how the point you’re discussing relates to only their task behavior, not to aspects of the person.”
In short, anyone who wants to offer negative feedback on the job should do so attentively and sensitively and to promote creativity at work, we should all be receptive to criticism from supervisors, peers and followers.
To keep the creative juices flowing, employees should be receptive to criticism | |
Introduction to the topic | Experiments are conducted to find out whether negative feedback 【1】 people’s performance or not. |
Negative feedback can inspire or hold back creativity, 【2】 on where the criticism comes from. | |
【3】 of the study | Criticism from a boss or a peer 【4】 creativity, while negative feedback from lower rank employees will be 【5】. |
Our work is greatly influenced by our supervisors, so their criticism might bring about anxieties. | |
【6】 for the phenomena | We compete with our peers for the same opportunities, thus feeling 【7】 by their negative feedback. |
Supervisors are in a favourable 【8】 and can learn from their followers’ negative feedback. | |
Enlightenment from the study | When offering criticism to followers or peers, bosses and coworkers need to keep it 【9】 to their tasks. |
Recipients should adopt a positive 【10】 towards others’ criticism. |