大学英语四级真题及答案.docx

1、大学英语四级真题及答案2009年6月英语四级考试真题与答案真题：Part I Writing (30 minutes)Directions: For this part, you are allowed 30 minute to write a short essay on the topic of students selecting their lectures. You should write at least 120 words following the outline given bellow:1. 越来越多的博物馆免费对外开放的目的是什么？2. 也会带来一些问题3. 你的看法？

2、 Free admission to museums Part II Reading Comprehension (Skimming and Scanning) (15 minutes)Directions: In this part, you will have 15 minutes to go over the passage quickly and answer the questions on Answer Sheet 1. For questions 1-7, choose the best answer from the four choices marked A),B),C) a

3、nd D). For questions 8-10, complete the sentences with the information given in the passage.How Do You See Diversity? As a manager, Tiffany is responsible for interviewing applicants for some of the positions with her company .During one interview, she noticed that the candidate never made direct ey

4、e contact. She was puzzled and somewhat disappointed because she liked the individual otherwise. He had a perfect resume and gave good responses to her questions, but the fact that he never looked her in the eye said “untrustworthy,” so she decided to offer the job to her second choice. “It wasnt un

5、til I attended a diversity workshop that I realized the person we passed over was the perfect person,” Tiffany confesses. What she hadnt known at the time of the interview was that the candidates “different” behavior was simply a cultural misunderstanding . He was an Asian-American raised in a house

6、hold where respect for those in authority was shown by averting(避开) your eyes. “I was just thrown off by the lack of ye contact; not realizing it was cultural,” Tiffany says. “I missed out ,but will not miss that opportunity again.” Many of us have had similar encounters with behaviors we perceive a

7、s different. As the world becomes smaller and our workplaces more diverse, it is becoming essential to expand our under-standing of others and to reexamine some of our false assumptions .Hire Advantage At a time when hiring qualified people is becoming more difficult ,employers who can eliminate inv

8、alid biases(偏爱) from the process have a distinct advantage .My company, Mindsets LLC ,helps organizations and individuals see their own blind spots . A real estate recruiter we worked with illustrates the positive difference such training can make . “During my Mindsets coaching session ,I was taught

9、 how to recruit a diversified workforce. I recruited people from different cultures and skill sets .The agents were able to utilize their full potential and experiences to build up the company .When the real estate market began to change, it was because we had a diverse agent pool that we were able

10、to stay in the real estate market much longer than others in the same profession.”Blinded by GenderDale is an account executive who attended one of my workshops on supervising a diverse workforce . “Through one of the sessions ,I discovered my personal bias ,” he recalls . “I learned I had not been

11、looking at a person as a whole person , and being open to differences .” In his case , the blindness was not about culture but rather gender .“I had a management position open in my department ;and the two finalists were a man and a woman . Had I not attended this workshop , I would have automatical

12、ly assumed the man was the best candidate because the position required quite a bit of extensive travel . My reasoning would have been that even though both candidates were great and could have been successful in the position , I assumed the woman would have wanted to be home with her children and n

13、ot travel .”Dales assumptions are another example of the well-intentioned but incorrect thinking that limits an organizations ability to tap into the full potential of a diverse workforce .“I learned from the class that instead of imposing my gender biases into the situation , I needed to present th

14、e full range of duties, responsibilities and expectations to all candidates and allow them to make an informed decision .” Dale credits the workshop , “because it helped me make decisions based on fairness .”Year of the Know-It-AllDoug is another supervisor who attended one of my workshops .He recal

15、ls a major lesson learned from his own employee.“One of my most embarrassing moments was when I had a Chinese-American employee put in a request to take time off to celebrate Chinese New Year . In my ignorance , I assumed he had his dates wrong , as the first of January had just passed . When I advi

16、sed him of this , I gave him a long talking-to about turning in requests early with the proper dates .“He patiently waited , then when I was done , he said he would like Chinese New Year did not begin January first , and that Chinese New Year ,which is tied to the lunar cycle ,is one of the most cel

17、ebrated holidays on the Chinese calendar . Needless to say , I felt very embarrassed in assuming he had his dates mixed up . But I learned a great deal about assumptions , and that the timing of holidays varies considerably from culture to culture .“Attending the diversity workshop helped me realize

18、 how much I could learn by simply asking questions and creating dialogues with my employees , rather than making assumptions and trying to be a know-it-all ,” Doug admits . “The biggest thing I took away from the workshop is learning how to be more inclusive to differences.”A better Bottom Line An o

19、pen mind about diversity not only improves organizations internally , it is profitable as well . These comments from a customer service representative show how an inclusive attitude can improve sales .”Most of my customers speak English as a second language . One of the best things my company has do

20、ne is to contract with a language service that offers translations over the phone . It wasnt until my boss received Mindsets training that she was able to understand how important inclusiveness was to customer service . As result , our customer base has increased .” Once we start to see people as in

21、dividuals . and discard the stereotypes , we can move positively toward inclusiveness for everyone . Diversity is about coming together and taking advantage of our differences and similarities . It is about building better communities and organizations that enhance us as individuals and reinforce ou

22、r shared humanity .When we begin to question our assumptions and challenge what we think we have learned from our past , from the media, peers , family , friends , etc , we begin to realize that some of our conclusions are flawed(有缺陷的) or contrary to our fundamental values . We need to train our-sel

23、ves to think differently , shift our mindsets and realize that diversity opens doors for all of us ,creating opportunities in organizations and communities that benefit everyone .1. What bothered Tiffany during an interview with her candidate?A) He just wouldnt look her in the eye.B) He was slow in

24、answering her questions.C) His answers to some of her questions were irrelevant.D) His answers to some of her questions were irrelevant .2. Tiffanys misjudgment about the candidate stemmed from . A) Racial stereotypes. C) Racial stereotypes. B) Invalid personal bias . D) Emphasis on physical appeara

25、nce 3. What is becoming essential in the course of economic globalization according to the author? A) Hiring qualified technical and management personnel. B) Increasing understanding of people of other cultures. C) Constantly updating knowledge and equipment. D) Expanding domestic and international

26、markets. 4. What kind of organization is Mindsets LLC? A) A real estate agency. C) A cultural exchange organization. B) A personnel training company. D) A hi-tech company 5. After one of the workshops ,account executive Dale realized that . A) He had hired the wrong person. B) He could have done mor

27、e for his company. C) He had not managed his workforce well. D) He must get rid of his gender bias. 6. What did Dale think of Mindsets LLCs workshop? A) It was well-intentioned but poorly conducted. B) It tapped into the executives full potential. C) It helped him make fair decisions. D) It met part

28、icipants diverse needs. 7. How did Doug, a supervisor, respond to a Chinese-American employees request for leave?A) He told him to get the dates right. C)He flatly turned it downB) He demanded an explanation. D)He readily approved it. 8. Doug felt when he realized that his assumption was wrong. 9. A

29、fter attending Mindsets workshops, the participants came to know the importance of to their business. 10. When we view people as individuals and get rid of stereotypes , we can achieve diversity and benefit from the between us.Part Listening Comprehension (35 Minutes)Section ADirections: In this sec

30、tion, you will hear 8 short conversations and 2 long conversations. At the end of each conversation, one or more questions will be asked about what was said .Both the conversation and the questions will be spoken only once .After each question there will be a pause . During the pause, you must read

31、the four choices marked A),B),C) and D), and decide which is the best answer. Then mark the corresponding letter on Answer sheet 2 with a single line through the centre.11. A) She expected more people at her party. B) She enjoys entertaining small children. C) She threw a surprise party for her frie

32、nd D) She has always enjoyed great popularity.12. A) They are not used to living in a cold place. B) They feel lucky to live in Florida. C) They are going to have a holiday. D) They have not booked their air tickets yet.13. A) He was pleased to get the medal. C) He used to be a firefighter. B) He was very courageous. D) He was accused of causing a fire.14. A) Make a profitable investment. C) Get parts for the machine from Japan. B) Buy a new washing machine D) Have the old washing machine fixed.15. A) He i