四级学习笔记.docx

1、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;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 Crow into充满的空间Initiatives主权，主动性Proactivity 积极性Merely仅仅，只不过Pe

2、ak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Bruta

3、l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

4、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InsignificantSlave away辛苦Founder跌倒，破坏，创始者BlameDisposal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

5、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？）Young Workers Push Employers for Wider Web AccessA) Ryan Tracy thought hed entered the Dark Ages when he graduated college and arrived in the working world. His employer blocked access to Facebook, Gmail and other popular Internet sites. He had no wireless access fo

6、r his laptop and often ran to a nearby cafe on work time so he could use its Wi-Fi connection to send large files. Sure, the barriers did what his employer intended: They stopped him and his colleagues from using work time to mess about online. But Tracy says the rules also got in the way of reasona

7、ble work he needed to do as a scientific analyst for a health care services company.B) “It was a constant battle between the people that saw technology as an advantage, and those that saw it as a hindrance,” says the 27-year-old Chicagoan, who now works for a different company. He was sure there had

8、 to be a better way. Its a common complaint from young people who join the work force with the expectation that their bosses will embrace technology as much as they do. Then some discover that sites theyre supposed to be researching for work are blocked. Or they cant take a little down time to read

9、a news story online or check their personal e-mail or social networking accounts. In some cases, they end up using their own Internet-enabled smart phones to get to blocked sites, either for work or fun.C) So some are wondering: Could companies take a different approach, without compromising securit

10、y or workplace efficiency that allows at least some of the online access that younger employees particularly long for? “Its no different than spending too much time around the water cooler or making too many personal phone calls. Do you take those away? No,” says Gary Rudman, president of GTR Consul

11、ting, a market research firm that tracks the habits of young people. “These two worlds will continue to conflict until theres a mutual understanding that performance, not Internet usage, is what really matters.”D) This is, after all, a generation of young people known for what University of Toronto

12、sociologist Barry Wellman calls “media multiplexity (多重性).” College students he has studied tell him how they sleep with their smart phones and, in some cases, consider their electronic tools to be like a part of their bodies. Theyre also less likely to fit the traditional 9-to-5 work mode and are w

13、illing to put in time after hours in exchange for flexibility, including online time. So, Wellman and others argue, why not embrace that working style when possible, rather than fight it?E) There is, of course, another side of the story from employers who worry about everything from wasted time on t

14、he Internet to giving away secret information and liability for what their employees do online. Such concerns have to be taken especially seriously in such highly regulated fields as finance and health care, says Nancy Flynn, a corporate consultant who heads the Ohio-based ePolicy Institute. From a

15、survey Flynn did this year with the American Management Association, she believes nearly half of U.S. employers have a policy banning visits to personal social networking or video sharing sites during work hours. Many also ban personal text messaging during working days. Flynn notes that the rising

16、popularity of BlackBerrys, iPhones and other devices with Web access and messaging have made it much more difficult to enforce whats being done on work time, particularly on an employees personal phone. Or often the staff uses unapproved software applications to get around the blocks.F) As a result,

17、 more employers are experimenting with opening access. Thats what Joe Dwyer decided to do when he started Chicago-based Brill Street & Co., a jobs site for young professionals. He lets his employees use social networking and has found that, while they might spend time chatting up their friends, some

18、times theyre asking those same friends for advice for a work problem or looking for useful contacts. “So what seems unproductive can be very productive,” Dwyer says. Kraft Foods Inc. recently opened access to everything from YouTube to Facebook and Hotmail, with the warning that personal use be reas

19、onable and never interfere with job activities.G) Broadening access does, of course, mean some employees will cross lines they arent supposed to. Sapphire Technologies LP, an information-technology staffing firm based in Massachusetts, started allowing employees to use most Internet sites two years

20、ago, because recruiters for the company were going on Facebook to find talent. Martin Perry, the companys chief information officer, says managers occasionally have to give employees a “slap on the wrist” for watching sports on streaming video or downloading movies on iTunes. And he says older manag

21、ers sometimes raise eyebrows at their younger peers online judgment. “If you saw some of the pictures that theyve uploaded, even to our internal directory, youd question the maturity,” Perry says. Its the price a company has to pay, he says, for attracting top young talent thats willing to work at a

22、ny hour. “Banning the Internet during work hours would be short-sighted on our part,” Perry says.H) But that also means many companies are still figuring out their online policies and how to deal with the unclear lines between work and personal time including social networking, even with the boss. “

23、I think over time, an open embrace of these tools can become like an awkward embrace,” says Mary Madden, a senior research specialist at the Pew Internet & American Life Project. “It can get very messy.” One option is for companies to allow access to certain sites but limit what employees can do the

24、re. For instance, Palo Alto Networks, a computer security company, recently helped a furniture maker open up social networking for some employees, but limited such options as file-sharing, largely so that sensitive information isnt transferred, even accidentally. “Wide-open Internet access is the ri

25、sky approach,” says Chris King, Palo Alto Networks director of product marketing. However, “fully closed is increasingly unsustainable for cultural reasons and business reasons.”I) Flynn, at the ePolicy Institute, says its important that employers have a clear online policy and then explain it. She

26、believes not enough employers have conducted formal training on such matters as online liability and confidentiality (保密性). Meantime, her advice to any employee is this: Dont start blogging. Dont start chatting. Dont even start e-mailing until you read the company policy.46. Some highly regulated fi

27、elds, like finance and health care, tend to take serious concern about the problem of secret information exposure.47. Many young people who just join the work force hold the expectation that web access is available for employees.48. In spite of the problem caused, some still think that its short-sig

28、hted for the company to fully close the Internet during work hours.49. Kraft, Foods Inc. opened web access to the employees on the condition that they use the web without interfering with work.50. The generation of “media multiplexity” tends to consider electronic tools as a part of their body.51. S

29、ome employers blocked access to Internet because they wanted to prevent employees from using work time to mess about online.52. It is suggested that employees should start blogging, chatting or e-mailing only after they have a clear idea of the companys online policy.53. Gary Rudman reckons that the

30、 conflict between employers and employees over web access will fade away if the importance of performance is prioritized.54. One possible online policy for the company is to allow access to certain websites but limit the things employees can do there.55. Due to the popularity of smart phones with we

31、b access, it becomes more difficult to enforce what employees are doing during work time. (2)Masters of Your Own FieldA) In the face of a fearsome job market and high graduate unemployment levels, postgraduate education is booming. More than 270,000 students returned to university to add a dash of p

32、ostgraduate flash to their CVs in the previous year: demand for masters degrees surged 27%, while the number of PhD candidates rose 9%. And the latest research suggests that those currently sweating over postgraduate thesis proposals can sit back and look content. Postgraduate Education in the United Kingdom, a paper published by the British Library and the Higher Education Policy Institute (Hepi), found that, three an