四级学习笔记.docx

四级学习笔记.docx

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四级学习笔记

这是四级改革后的选词填空，然后整理了一些常见词汇吧，算是。

take···seriously严肃对待

neglect:

疏忽;忽略;遗漏;疏于照顾

distinguish:

区分，辨别，分清;辨别是非

fairly:

适当，相当地;公平地;完全，简直;清楚地

pottery:

陶器;陶器厂[作坊];<集合词>陶器类;陶器制造（术）wrestle:

（与某人）搏斗;（与…）摔跤;斟酌

n.

摔跤;斗争

测量：

measure;survey;gauge;meter;meterage

Rejection拒绝

Crowinto充满···的空间

Initiatives主权，主动性

Proactivity积极性

Merely仅仅，只不过

Peak山峰最高点

Casual偶然的，非正式的

Jogger慢跑锻炼者

Invalid病弱的人，残疾者

Soared高飞

Profound深刻的，意义深远的

Investigated研究

Occasionally偶尔

Patent专利

Relate联系

Integrate使一体化，使完整

Presence仪表，风度

Reflect反映，考虑，反射

Maintain保持，维护

Contribute贡献出，投稿

Neglect=ignore忽视，不管

Distinguish辨别

Shelters居所，避难所

Household家庭，家属

Containers容器

Boundary分界线，边线

Region地区，管辖区，行政区

Brutal野蛮的

Harsh粗糙的，严厉的，严格的

Bulk体积，大量，大部分，主体

Halt停止，终止

Waistline腰围

Promoted促进，升级

Surge汹涌，波涛

Charge装载，使充电

Instruction授课，课程，指令

Illusion错觉

Retain保持，雇佣，

Fraction一小部分，分数

Succession继承权，系列

Immerse浸没，沉迷，陷入

Grasp抓住，控制

Intimate亲密的，暗示，通知

Convention会议，习俗，规矩

Spouse配偶，···结婚

Withdraw取钱

Stock股份，存货

Track跟踪

Exact强求，要求，精确的

Hand传递，搀扶

Despite尽管，轻蔑，不承认

Consequently所以，因此，结果，推论

Surplus过剩，多余

Ceased停止，结束

Promote促进，提升

Fed联邦政府执法官员

Insignificant

Slaveaway辛苦···

Founder跌倒，破坏，创始者

Blame

Disposal处置，清理，废品的

Distinctive有特色的

Gainfully有利益的，有收获的

Legislation立法，制定法规

Prohibited禁止

Sensational轰动的，耸人听闻的

Enrolled使卷入

Perceived意识到，察觉，发觉，理解

Pervasive普遍的，遍布

Section部门

candidate报考者;申请求职者;攻读学位者;最后命运或结局如何已显然可见者

这是四级改革后的匹配阅读题型（有空练练吧？

）

YoungWorkersPushEmployersforWiderWebAccess

A）RyanTracythoughthe’denteredtheDarkAgeswhenhegraduatedcollegeandarrivedintheworkingworld.HisemployerblockedaccesstoFacebook,GmailandotherpopularInternetsites.HehadnowirelessaccessforhislaptopandoftenrantoanearbycafeonworktimesohecoulduseitsWi-Ficonnectiontosendlargefiles.Sure,thebarriersdidwhathisemployerintended:

Theystoppedhimandhiscolleaguesfromusingworktimetomessaboutonline.ButTracysaystherulesalsogotinthewayofreasonableworkheneededtodoasascientificanalystforahealthcareservicescompany.

B）“Itwasaconstantbattlebetweenthepeoplethatsawtechnologyasanadvantage,andthosethatsawitasahindrance,”saysthe27-year-oldChicagoan,whonowworksforadifferentcompany.Hewassuretherehadtobeabetterway.It’sacommoncomplaintfromyoungpeoplewhojointheworkforcewiththeexpectationthattheirbosseswillembracetechnologyasmuchastheydo.Thensomediscoverthatsitesthey'resupposedtoberesearchingforworkareblocked.Ortheycan’ttakealittledowntimetoreadanewsstoryonlineorchecktheirpersonale-mailorsocialnetworkingaccounts.Insomecases,theyendupusingtheirownInternet-enabledsmartphonestogettoblockedsites,eitherforworkorfun.

C）Sosomearewondering:

Couldcompaniestakeadifferentapproach,withoutcompromisingsecurityorworkplaceefficiencythatallowsatleastsomeoftheonlineaccessthatyoungeremployeesparticularlylongfor?

“It’snodifferentthanspendingtoomuchtimearoundthewatercoolerormakingtoomanypersonalphonecalls.Doyoutakethoseaway?

No,”saysGaryRudman,presidentofGTRConsulting,amarketresearchfirmthattracksthehabitsofyoungpeople.“Thesetwoworldswillcontinuetoconflictuntilthere'samutualunderstandingthatperformance,notInternetusage,iswhatreallymatters.”

D）Thisis,afterall,agenerationofyoungpeopleknownforwhatUniversityofTorontosociologistBarryWellmancalls“mediamultiplexity（多重性）.”Collegestudentshehasstudiedtellhimhowtheysleepwiththeirsmartphonesand,insomecases,considertheirelectronictoolstobelikeapartoftheirbodies.They’realsolesslikelytofitthetraditional9-to-5workmodeandarewillingtoputintimeafterhoursinexchangeforflexibility,includingonlinetime.So,Wellmanandothersargue,whynotembracethatworkingstylewhenpossible,ratherthanfightit?

E）Thereis,ofcourse,anothersideofthestoryfromemployerswhoworryabouteverythingfromwastedtimeontheInternettogivingawaysecretinformationandliabilityforwhattheiremployeesdoonline.Suchconcernshavetobetakenespeciallyseriouslyinsuchhighlyregulatedfieldsasfinanceandhealthcare,saysNancyFlynn,acorporateconsultantwhoheadstheOhio-basedePolicyInstitute.FromasurveyFlynndidthisyearwiththeAmericanManagementAssociation,shebelievesnearlyhalfofU.S.employershaveapolicybanningvisitstopersonalsocialnetworkingorvideosharingsitesduringworkhours.Manyalsobanpersonaltextmessagingduringworkingdays.FlynnnotesthattherisingpopularityofBlackBerrys,iPhonesandotherdeviceswithWebaccessandmessaginghavemadeitmuchmoredifficulttoenforcewhat’sbeingdoneonworktime,particularlyonanemployee’spersonalphone.Oroftenthestaffusesunapprovedsoftwareapplicationstogetaroundtheblocks.

F）Asaresult,moreemployersareexperimentingwithopeningaccess.That'swhatJoeDwyerdecidedtodowhenhestartedChicago-basedBrillStreet&Co.,ajobssiteforyoungprofessionals.Heletshisemployeesusesocialnetworkingandhasfoundthat,whiletheymightspendtimechattinguptheirfriends,sometimesthey’reaskingthosesamefriendsforadviceforaworkproblemorlookingforusefulcontacts.“Sowhatseemsunproductivecanbeveryproductive,”Dwyersays.KraftFoodsInc.recentlyopenedaccesstoeverythingfromYouTubetoFacebookandHotmail,withthewarningthatpersonalusebereasonableandneverinterferewithjobactivities.

G）Broadeningaccessdoes,ofcourse,meansomeemployeeswillcrosslinestheyaren'tsupposedto.SapphireTechnologiesLP,aninformation-technologystaffingfirmbasedinMassachusetts,startedallowingemployeestousemostInternetsitestwoyearsago,becauserecruitersforthecompanyweregoingonFacebooktofindtalent.MartinPerry,thecompany’schiefinformationofficer,saysmanagersoccasionallyhavetogiveemployeesa“slaponthewrist”forwatchingsportsonstreamingvideoordownloadingmoviesoniTunes.Andhesaysoldermanagerssometimesraiseeyebrowsattheiryoungerpeers'onlinejudgment.“Ifyousawsomeofthepicturesthatthey'veuploaded,eventoourinternaldirectory,you'dquestionthematurity,”Perrysays.It’sthepriceacompanyhastopay,hesays,forattractingtopyoungtalentthat’swillingtoworkatanyhour.“BanningtheInternetduringworkhourswouldbeshort-sightedonourpart,”Perrysays.

H）Butthatalsomeansmanycompaniesarestillfiguringouttheironlinepoliciesandhowtodealwiththeunclearlinesbetweenworkandpersonaltimeincludingsocialnetworking,evenwiththeboss.“Ithinkovertime,anopenembraceofthesetoolscanbecomelikeanawkwardembrace,”saysMaryMadden,aseniorresearchspecialistatthePewInternet&AmericanLifeProject.“Itcangetverymessy.”Oneoptionisforcompaniestoallowaccesstocertainsitesbutlimitwhatemployeescandothere.Forinstance,PaloAltoNetworks,acomputersecuritycompany,recentlyhelpedafurnituremakeropenupsocialnetworkingforsomeemployees,butlimitedsuchoptionsasfile-sharing,largelysothatsensitiveinformationisn’ttransferred,evenaccidentally.“Wide-openInternetaccessistheriskyapproach,”saysChrisKing,PaloAltoNetworks’directorofproductmarketing.However,“fullyclosedisincreasinglyunsustainableforculturalreasonsandbusinessreasons.”

I）Flynn,attheePolicyInstitute,saysit’simportantthatemployershaveaclearonlinepolicyandthenexplainit.Shebelievesnotenoughemployershaveconductedformaltrainingonsuchmattersasonlineliabilityandconfidentiality（保密性）.Meantime,heradvicetoanyemployeeisthis:

"Don'tstartblogging.Don'tstartchatting.Don'tevenstarte-mailinguntilyoureadthecompanypolicy."

46.Somehighlyregulatedfields,likefinanceandhealthcare,tendtotakeseriousconcernabouttheproblemofsecretinformationexposure.

47.Manyyoungpeoplewhojustjointheworkforceholdtheexpectationthatwebaccessisavailableforemployees.

48.Inspiteoftheproblemcaused,somestillthinkthatit'sshort-sightedforthecompanytofullyclosetheInternetduringworkhours.

49.Kraft,FoodsInc.openedwebaccesstotheemployeesontheconditionthattheyusethewebwithoutinterferingwithwork.

50.Thegenerationof“mediamultiplexity”tendstoconsiderelectronictoolsasapartoftheirbody.

51.SomeemployersblockedaccesstoInternetbecausetheywantedtopreventemployeesfromusingworktimetomessaboutonline.

52.Itissuggestedthatemployeesshouldstartblogging,chattingore-mailingonlyaftertheyhaveaclearideaofthecompany'sonlinepolicy.

53.GaryRudmanreckonsthattheconflictbetweenemployersandemployeesoverwebaccesswillfadeawayiftheimportanceofperformanceisprioritized.

54.Onepossibleonlinepolicyforthecompanyistoallowaccesstocertainwebsitesbutlimitthethingsemployeescandothere.

55.Duetothepopularityofsmartphoneswithwebaccess,itbecomesmoredifficulttoenforcewhatemployeesaredoingduringworktime.

（2）

Master'sofYourOwnField

A）Inthefaceofafearsomejobmarketandhighgraduateunemploymentlevels,postgraduateeducationisbooming.Morethan270,000studentsreturnedtouniversitytoaddadashofpostgraduateflashtotheirCVsinthepreviousyear:

demandformaster'sdegreessurged27%,whilethenumberofPhDcandidatesrose9%.Andthelatestresearchsuggeststhatthosecurrentlysweatingoverpostgraduatethesisproposalscansitbackandlookcontent.PostgraduateEducationintheUnitedKingdom,apaperpublishedbytheBritishLibraryandtheHigherEducationPolicyInstitute（Hepi）,foundthat,threean