题目内容
Two-thirds of Australia kangaroos and ______ are native ______ dry and desert．
A．dingoes; to is B．dingos; on are
C．dingoes; to are D．dingos; by is
A
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An increase in students applying to study economics at university is being attributed to （归因于）the global economic crisis awakening a public thirst for knowledge about how the financial system works. High school students need “cool” jobs in summer holidays. Working at popular retail chains(零售连锁店) and ice-cream shops are good choices. The U.S. Department of Labor(美国劳工部) says that about two-thirds of the teenager workers are in fast food business. 1/5 of cooks and food workers are between 16 and 19 years old and 2/5 of food workers are part-time workers.
If you think taking a part-time job is easier, you are wrong. For young people, whatever you do, do your jobs well. Because a good work record will be useful for higher-paid jobs in the future. Let’s share my story.
Unless with my family members, I would go to eat fast food. That doesn’t mean I don’t like working in a fast food restaurant. My first part-time job, at age 16, was at the McDonald’s in Bloomington, Indiana. It was very hard work. Especially on Indiana University football weekends, we had no time to rest, but we still had a lot of fun. Finally I got a higher-paid job.
A future manager believes that difficult work encourages success. The growing U.S. population will bring more restaurants. While many people can’t deal with the pressure(压力) to fill orders quickly, the people who really do a great job will get plenty of rewards in the workplace.
【小题1】According to the U.S. Department of Labor, ______.
| A．more than half of teenager workers are in fast food business |
| B．teenagers in America like to work in a fast food restaurant |
| C．teenagers like to take a part-time job in summer holidays |
| D．almost all teenagers are interested in fast food |
| A．he never liked fast food and would never eat it |
| B．he didn’t like working in a fast food restaurant at all |
| C．he did a great job, which enabled him to find a better one |
| D．he never went to the fast food restaurant with his family |
| A．will become a manager in the future | B．wants to be a manager in the future |
| C．doesn’t like his job at present | D．worries about his future |
| A．a manager will do less work and get more money |
| B．not all the people are suitable for the job in fast food business |
| C．a hardworking waiter has few chances to be a manager |
| D．the growing U.S. population can bring higher-paid jobs |
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Trust is in rare supply these days. People are having trouble trusting each other, according to an AP-GFK poll conducted in November 2013, which found that Americans are suspicious of each other in their everyday life. Only one-third of Americans say most people can be trusted—down from half who felt that way in 1972. A record high of nearly two-thirds says “you can’t be too careful” in dealing with people in 2013.
This can be carried over into the workplace, where employees want their leaders to be more trustworthy. Employees have grown tired of unexpected outcomes resulting from the lack of preparation. They want to be informed of any change management efforts before—not after the fact. Employees desire to know what is expected of them and be given the opportunity to better themselves, rather than be told they are not qualified for new roles and responsibilities.
Here are four early warning signs for you to course-correct when employees are having trouble trusting their leaders.
Lack courage
Leaders that don’t stand up for what they believe in are difficult to respect and trust. Too many leaders waste too much of their valuable time trying to act like other leaders in the organization—rather than attempting to establish their own identity and leadership style. Employees know that if their leaders are not savvy (精明) enough to move themselves into a position of greater influence, it will make it much more difficult for them to get noticed and discovered as well. When leaders lack the courage to enable their full potential and that of others, it becomes a challenge to trust.
Self-centered
When a leader is only looking out for themselves and lacks any sense of commitment to the advancement of their employees—this shuts off employees quickly. Great leaders are great coaches and are always looking to help their employees grow. When leaders lack any real desire to coach or 'guide the career advancement of their employees—it becomes increasingly difficult for employees to trust them. But when leaders are too disruptive (指手画脚), their employees sense that they are in it for themselves and/or don’t trust the talent around them.
Reputation issues
When people begin to speak negatively about their leader, it makes it more difficult for others to trust their intentions. For example, look at what has happened to President Barack Obama since December 2009 when his approval rating was 69%. Four years later, Obama’s approval rating is at 43%. Many who have followed him for years are now having trouble trusting him.
Every leader must be aware that they are constantly being evaluated and thus they can never grow self-satisfied. When they do, this begins to negatively impact their reputation and the trust employees have in their leadership.
Inconsistent Behavior
People are more inclined to trust those who are consistent with their behavior. Isn’t it easy to begin questioning one’s judgment when they are inconsistent? When everyone but the leader is on board with a strategy—you begin to wonder if their intentions are to support the organization’s advancement or their own. Leaders need to refresh their leadership style before they lose the trust of their employees.
This is what today leaders must consider: how to lead in new ways that focus less on oneself, but more on the betterment of a healthier whole.
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Trust between employees and their leaders |
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Problem |
1. _________ has been declining among Americans in their daily life as well as in the workplace. |
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Employees’ hopes for leaders 2. _________ trust |
● Employees want to be 3. _________ to get prepared for any change management efforts in advance. ● Employees desire to know their leaders’ expectations of them and want to get 4. _________ to better themselves. |
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Warnings for leaders to 5. _________ the breakdown of trust |
● Don’t 6. _________ other leaders and stand up for what you believe in. ● Be 7. _________ to helping your employees grow. ● Never let 8. _________ negatively impact your reputation. ● Behave9. _________ or your judgment will be questioned. |
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Suggestion |
For leaders, more focus on the betterment of a healthier whole should be taken into 10. _________. |