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Employers often complain about Generation-X because______.
A．these young people will not accept their leadership
B．they don't understand their employees' job
C．managing this group of people is no easy job
D．they don't know how to manage and help this group of people
答案
更多“Employers often complain about Generation-X because______.A．these young people will not ac”相关的问题
第1题
Nowadays employers often ask questions designed to ______ .
A．find the interviewees' shortcomings
B．find the solutions of the company's problems
C．make the interviewees realize they need to learn more
D．discover more about interviewee and the way the interviewee react to different situations
第2题
A．They tend to modify the stereotypes employees often hold concerning women.
B．They increase the advantage to employers of hiring men instead of women, making it less likely that women will be hired.
C．They decrease the likelihood that employers will offer more protection to women workers than that which is absolutely required by law.
D．They increase the tendency of employers to deny health insurance and disability plans to women workers.
第3题
It can be inferred from the first two paragraphs that______.
A．people often regret for getting drunk
B．holiday season is also the hangover season
C．herbal drinks are as good as IV drips
D．the cost of cure is sometimes covered by employers
第4题
The passage is mainly about ______.
A．why computer criminals are often able to escape punishment
B．why computer crimes are difficult to detect by systematic inspections
C．how computer criminals manage to get recommendations from former employers
D．why computer crimes can't be eliminated
第5题
Employers are reluctant to hire high school graduates because ______.
A．high school graduates usually have difficulty in adapting to the work situation
B．high schools graduates' academic level cannot meet any job requirements
C．high school graduates leave their jobs more often and fail to hold permanent jobs
D．high school graduates lack academic skills, less cooperative and less experienced
第6题
Sex-defined protective laws have often been based on stereotypical assumptions concerning women's needs and abilities, and employers have frequently used them as legal excuses for discriminating against women. After the Second World War, for example, businesses and government sought to persuade women to vacate jobs in factories, thus making room in the labor force for returning veterans. The revival or passage of state laws limiting the daily or weekly work hours of women conveniently accomplished this. Employers had only to declare that overtime hours were a necessary condition of employment or promotion in their factory, and women could be quite legally fired, refused jobs, or kept at low wage levels, all in the name of“protecting”their health. By validating such laws when they are challenged by lawsuits, the courts have colluded over the years in establishing different, 1ess advantageous employment terms for women than for men, thus reducing women's competitiveness on the job market. At the same time, even the most well-intentioned lawmakers, courts, and employers have often been blind to the real needs of women. The lawmakers and the courts continue to permit employers to offer employee health insurance plans that cover all known human medical disabilities except those relating to pregnancy and childbirth.
Finally, labor laws protecting only special groups are often ineffective at protecting the workers who are actually in the workplace. Some chemicals, for example, pose reproductive risks for women of childbearing years；manufacturers using the chemicals comply with laws protecting women against these hazards by refusing to hire them. Thus the sex-defined legislation protects the hypothetical female worker, but has no effect whatever on the safety of any actual employee. The health risks to male employees in such industries cannot be negligible. since chemicals toxic enough to cause birth defects in fetuses or sterility in women are presumably harmful to the human metabolism. Protective laws aimed at changing production materials or techniques in order to reduce such hazards would benefit all employees without discriminating against any.
In sum, protective labor laws for women are discriminatory and do not meet their intended purpose. Legislators should recognize that women are in the work force to stay, and that their needs—good health care. a decent wage,and a safe workplace—are the needs of all workers. Laws that ignore these facts violate women's rights for equal protection in employment.
According to the author, which of the following resulted from the passage or revival of state 1aws limiting the work hours of women workers？
A．Women workers were compelled to leave their jobs in factories.
B．Many employers had difficulty in providing jobs for returning veterans.
C．Many employers found it hard to attract women workers.
D．The health of most women factory workers improved.
第7题
Not to acknowledge applicants' letters is impolite and there seems little excuse for this. Yet even sending brief replies to the many who apply takes much time and money. That so-called return envelope may not have been stamped by the sender, and a hard-pressed office manager may be reluctant to send off long letters of explanation to disappointed job-hunters. A brief note is all that can be managed and even that depends on the policy of the firm. But this difficulty is reasonably easy to remove with a little goodwill.
The passage is primarily about______.
A．applicant, s and employers
B．impolite managers
C．vacancies and advertisements
D．writing an application letter
第8题
根据下列短文，回答下列各题：
A．This dual effect means that the relationship between employers and workers has evolved to such an extent that we can no longer expect a long-term relationship with one employer.
B．It carries an implicit assumption that we ourselves, and the jobs we enter, will change little during our working lives.
C．This growth suggests that a career plan should not be expressed only in terms of full-time employment but should make provision for the possibility of becoming one of them.
D．This is a summary of one's personal learning needs and an action plan to meet them.
E．Consequently, they must now accommodate a number of objectives and enable us to prepare for each on a contingency basis.
F．However, it warns that employers often identify training needs through formal appraisals, which take too narrow a view of development.
G．Such a freelance or consultant would be constantly in demand.
H．We were expected to work towards that one clear goal and to consider a career change as a bad thing.
回答第9空。
第9题
The report also suggests that in Britain and in many other parts of the world, recruiters(招聘人员) used three main selection methods to identify the right person: interviewing, checking curriculum vitae or application forms against predecided criteria, and examining references. Most of the recruiters consulted in this survey stated that these selection methods were used more for "weeding out' unsuitable candidates rather than for finding suitable ones.
Interviews were considered to be more reliable than either curriculum checks or references from past employers. Research, however, proves otherwise. Interviewers' decisions are often strongly influenced by their previous assessment of the written application. Also, different recruiters interpret facts differently. One may consider candidates who have frequently changed jobs as people with broad and useful experience. Another will view such candidates 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 recruiters use handwriting as a criterion. The report states that there is little evidence to support the validity of the latter for assessing working ability. References, also, are unreliable as they are rarely critical, whereas checks on credit and security records and applicants 'political leanings are often the opposite.
The report is more favourable 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 more structured and focused on the needs of the employing organisation.
"Curriculum vitae" (Line 3, Para. 2) most probably mean______.
A．the evaluation of one's personality
B．the written account of a person's education and work experience
C．criminal records
D．letters of recommendation
第10题
Staff Recruitment
Recruitment refers to the process of screening, and selecting qualified people for a job at an organisation or firm, or for a vacancy in a volunteer-based organisation or community group. While generalist managers or administrators can undertake (31) components of the recruitment process, mid-and large-size organisations and companies often retain professional recruiters or outsource some of the process (32) recruitment agencies. External recruitment is the process of attracting and selecting employees from (33) the organisation.
The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and in-house (34) Recruiters aim to channel candidates (35) the hiring organisations application process. As a general rule, the agencies are paid by the companies, (36) by the candidates.
Known as employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before (37) taken onto the agency's books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a temporary or (38) basis.
A "headhunter" is industry term for a thirdparty recruiter who seeks out candidates, often (39) normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. Larger employers tend to undertake their own in-house recruitment, using their human resources department. In addition to coordinating with the agencies mentioned (40) , in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups or focus on campus graduate recruitment.
(31)
