What is the performance that both men and women do？

What do we learn from this passage about the visiting companies？

A．They hold their performance in large theatres.

B．They often perform. one play for 2 or 3 months.

C．They have the same performance to the audiences in different ways.

D．They often stay in Winchester for 2 or 3 months.

What is the main idea of the passage？

A．Failure in one' s career results from poor performance at school.

B．Failure in primary education has a negative impact on one' s adult life.

C．Underclass adults have problems in various aspects of life.

D．Poor reading ability goes hand in hand with numerical problems.

A.毛细血管

B.静脉血

C.动脉血

D.新生儿血

Why does the man plan to leave early？

A．He is going on vacation.

B．He is going to a performance.

C．He is going to the post office.

Why are American students usually under pressure of work？

A．Because their academic performance will affect their future career in the future.

B．Because they are heavily involved in student affairs.

C．Because they have to observe the university discipline.

D．Because they want to run for positions of authority.

According to the passage, a "hygiene factor" (line 13) is an aspect of a worker's performance that ______.

A．has no effect on the rating of a worker's performance

B．is so basic to performance that it is assumed to be adequate for all workers

C．is given less importance than it deserves in rating a worker's performance

D．if not likely to affect a worker's rating unless it is judged to be inadequate

听力原文：M: The violin sounds awful.

W: I know. I wish we could get a refund. This performance is the worst I've ever been to.

Q: Where are these people talking？

(14)

A．They are at a violin shop.

B．They are at a circus.

C．They are at a concert.

D．They are inside a movie theatre.

Which of the following is an idea held by Jonathan Portes？

A．Britain"s poor growth performance was due to fiscal austerity.

B．His findings are not suitable for the countries like the UK.

C．Most EU countries should raise their debt-to-GDP ratios.

D．EU countries should rely on fiscal austerity to avoid depression.

听力原文： The difference between the employees' personal potential and their usual performance is what we call the Motivation Gap. There are a couple of basic reasons why employees deliver less than their potential to their work. They believe:

1. You don't really expect their best.

2. Their extra effort isn't appreciated or rewarded.

Getting the employees to produce outstanding work has been regarded by many business people as some kind of great eternal mystery. We can fully express the "secret" in three words beginning with the letter R.

1. Responsibility

To give someone responsibility for their work the employer says to them, I trust you. It says, treats this work as a source of both pride and joy because you own it, and because you own it, you can freely invest yourself in it. When people own their work, it's an important part of the mselves—something they want to nurture, to make the best it can be.

Most people want to take responsibility for their work. As humans, we draw much of our personal identity from our work. Taking full responsibility for our work heightens our sense of involvement and satisfaction in our work. It encourages people to do better work. Responsibility is a motivator.

2. Recognition

While everyone who works for a living expects a decent paycheck in return, there is nobody who doesn't appreciate appreciation. When they have done good work, they feel proud of themselves. And no matter how self-motivated they are, it is a good feeling when someone else notices.

3. Reward

Sure, the employees are financially compensated for the work they do. And the company rightfuUy expects good work from employees for its investment in their salaries. But shouldn't exceptional work be worth a bit more？

Compensation should be related to performance, or else it has no value beyond discouraging people from looking for another employer.

(23)

A．Holding back reward.

B．Delivering one's potentials.

C．Closing the motivation gap.

D．Expecting a reward from employees.