Most employers say that they wish to employ the right person for the right job. A recent report by Britain’s Independent Institute of Manpower Studies, however, disagrees with this. The report states that most employers wish to avoid employing the wrong person. Rather than looking for the right person they are looking for applicants to turn down.   

 The report also suggests that in Britain and in many other parts of the world the selection methods used to pick out the right person for the job certainly do not match up to those used to judge a piece of new equipment. Employers used three main selection methods: interviewing, checking resume or application forms and examining references. Most of the employers asked in this survey stated that these selection methods were used more for weeding out unsuitable applicants rather than for finding suitable ones. 

You have to log on to your school's online system to check your grades, but you find the system is kind of inconvenient．What do you do?

When Daniel Brooks was a senior at Pioneer High School in the US, he came up with a Silicon Valley-style solution; he developed an iPhone app（application, 应用程序）I C Connector．

When he tried out his school's new Web-based student information system earlier this year, he immediately noticed some shortcomings．He could no longer view his current grades for all his classes at once．Checking several classes required several clicks-which for a teenager is so much work．To save himself all this trouble, Brooks developed the app and sold it on the Apple app store．Now it has 2,300 users who have downloaded it across the US．

"It ended up on every iPhone and iPad and portable device that any student and teacher had on campus," said Scott Peterson, the campus tech support worker at Pioneer High．

Brooks said he didn't create the app to get rich - it is free．"A student is not going to want to pay 99 cents," Brooks said．"They just want to see their grades more easily．"

However, in the months that followed, Brooks experienced highs and lows．His app is now so successful that users want more, in particular, his teachers have started pushing him to develop a version for them．However, the company Infinite Campus, which developed the information system, has been less positive．

The company said in an e-mail that he was confusing users and violating the company's copyright by using Infinite Campus' name and logo in the app’s name．Brooks' father, Michael Brooks, has offered to change the name, but says he needs time to get Apple's approval．Daniel also e-mailed and called Infinite Campus．They got no response．

Daniel Brooks starts at a California university this autumn．Despite Infinite Campus' attitude, he continues to try to improve the app and hopes to put out an Android version soon．

1.Why did Daniel Brooks develop an iPhone app IC Connector? （No more than 8 words）

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2.What is Brooks' teachers' attitude towards the app he developed? （No more than 14 words）

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3.What does Paragraph 7 talk about between Infinite Campus and Brooks? （No more than 7 words）

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4.What does Brooks’ aim to do now? （No more than 10 words）

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5.Use one word to describe Brooks.

Most employers say that they wish to employ the right person for the right job. A recent report by Britain’s Independent Institute of Manpower Studies, however, disagrees with this. The report states that most employers wish to avoid employing the wrong person. Rather than looking for the right person they are looking for applicants to turn down.   
    The report also suggests that in Britain and in many other parts of the world the selection methods used to pick out the right person for the job certainly do not match up to those used to judge a piece of new equipment. Employers used three main selection methods: interviewing, checking resume or application forms and examining references. Most of the employers asked in this survey stated that these selection methods were used more for weeding out unsuitable applicants rather than for finding suitable ones. 
    Interviews were considered to be more reliable than either resume checks or references from past employers. Research, however, proves otherwise. Interviewers’ decisions are often strongly influenced by their earlier judgment of the written application. Also different employers view facts differently. One may consider applicants who have frequently changed jobs as people with broad and useful experience. Another will see such applicants as unreliable and unlikely to stay for long in the new job. 
    Some employers place great importance on academic qualifications whereas the link between this and success in management is not necessarily strong. Some employers use handwriting as a standard. The report states that there is little evidence to support the value of the latter for judging working ability. References, also, are sometimes unreliable as they are not very important while checks on credit and security records and applicants’ political opinions are often the opposite.  

The report is more favorable towards trainability tests and those which test personality and personal and mental skills. The report concludes by suggesting that interviewing could become more reliable if the questions were arranged in a careful, organized system and focused on the needs of the employing organization.  

51. According to the passage, when most employers want to hire workers,        .

A. they will try to find suitable people

B. they will look for the right applicant

C. the wrong applicants are to be turned down

D. to turn down the wrong people is what they say they aim to do

52. It is implied that        .  
A. to evaluate a right person is more difficult than to evaluate equipment  
B. employers are more successful in selecting the right equipment than the right persons  
C. criteria will be set up according to the real situation of the applicants 
D. resumes means application forms  

53. Most of the recruiters (招聘人员)        .

A. consult the applicants          B. can find suitable people

C. prefer resumes or references     D. use different ways to sort out the unsuitable applicants

54. Which of the following is TRUE?

A. Employers get different conclusions from the facts.

B. Changing jobs frequently will reduce the chance to be recruited.

C. Academic qualifications will guarantee the applicant managing ability.

D. Handwriting is a valid way to evaluate an applicant.

55. It can be inferred from the passage that successful employees will be those who        .
A. have outstanding references           B. are strong in emotional quotient
C. take interviewing seriously            D. have strong political leanings 

Even if you really enjoy your job, it’s still possible to feel bored as you work. You may not be able to make big changes—or change your job—but you can make small adjustments. Here are some tips on how to battle boredom.

1. Switch Your Seat

Change your outlook at the office by changing your office. Ask your assistant to help you find a new desk. If it’s not possible to change your location, see if you can change your desk’s direction. A new view can be just as refreshing as a new location.

2. ______________

Take a subway. Ride a bike on sunny days. You needn’t change the way to go to work for ever—just long enough to help you escape the boredom.

3. Find a New Work Style

    Tired of attending that long-standing Monday morning meeting? Try to change it to the afternoon. If you find yourself feeling most bored in the afternoons, try to arrange to do your favorite tasks then and tackle less desirable projects in the mornings. If you usually communicate with coworkers via email and instant messaging, start dealing with people face to face. Increased communication with coworkers may help improve your mood.

4. Get and Set an aim

    If your work is short of aims, it’s no wonder that work has become boring. Set an aim. Your aim needn’t be great as long as you are enthusiastic about it. Whatever it is, actively move toward an objective.

1. What is the main idea of the passage? (within 10 words)

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2.Which sentence in the text is the closest in meaning to the following one?