题目内容
【题目】假定你是李华,你的外国笔友Jeff得知你参加了你校学生会主办的“我最敬佩的科学家”故事分享会,写信询问有关情况。请你回复邮件,内容包括:
1. 感谢关注:
2. 你的分享;
3. 你的感想。
注意:
1. 词数100左右;
2. 可以适当增加细节,以使行文连贯。
Dear Jeff,
________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
Yours,
Li Hua
【答案】Dear Jeff,
I’m glad to know that you are interested in the story-sharing meeting with the theme of “my most admired scientist” held by the students union of our school. Thank you for your attention. I would like to tell you some details about it.
In the activity, we all enthusiastically introduced the scientists we admire most, such as Newton, Einstein, Chen Jingrun, etc. The scientist I admire most is Qian Xuesen, who is the most outstanding representative figure of the aerospace field. What I admire him most is that he overcame numerous obstacles to return to his motherland and participated in the construction of new China.
We are all deeply inspired by these scientists and determined to become the pillars of our motherland.
Yours,
Li Hua
【解析】
本篇书面表达是应用文,要求写一封书信。
第1步:根据提示可知,本文要求写一封电子邮件:假定你是李华,你的外国笔友Jeff得知你参加了你校学生会主办的“我最敬佩的科学家”故事分享会,写信询问有关情况。请你回复邮件,内容包括:1. 感谢关注:2. 你的分享;3. 你的感想。时态应为一般过去时。
第2步:根据写作要求,确定关键词(组),如; story-sharing meeting (故事分享会),admire(敬佩),enthusiastically (踊跃地) outstanding(杰出的),contribution(贡献),attention(关注),inspire(鼓舞),overcome(克服),numerous (很多的),pillar(栋梁之才)及determined(有决心的)等。
第3步:根据提示及关键词(组)进行遣词造句,注意主谓一致和时态问题。
第4步:连句成文,注意使用恰当的连词进行句子之间的衔接与过渡,书写一定要规范清晰,保持卷面的整洁美观。
【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. | |