题目内容

Why is there a slow pace of technological change in American firms？

A. New equipment in America is more expensive.
B. American firms don't pay enough attention to on-the-job training of their work-era.
C. The decision-making process in American firms makes them less responsive to technological changes.
D. The professional staff of American firms are less paid and so less creative.

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What is the main idea of the passage？

American firms' human resource management strategies affect their competitive capacity.
B. Human-resource management is a key factor in a firm's survival.
C. The cost of Work training in America is higher than that in Japan and Germany.
D. American firms are different from Japanese and German firms in human-resource management.

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A．We should eat more meat than vegetables.B．We should eat more vegetables than meat.C．

A. We should eat more meat than vegetables.
B. We should eat more vegetables than meat.
C. We should eat different kinds of vegetables.
D. We should eat fruit, cereals, fish, meat and vegetables.

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Section B
Directions: There are 2 passages in this section. Each passage is followed by some questions or unfinished statements. For each of them there are four choices marked A, B, C and D. You should decide on the best choice.
If sustainable competitive advantage depends on work force skills, American firm shave a problem. Human-resource management is not traditionally seen as central to the competitive survival of the firm in the United States. Skill acquisition is considered an individual responsibility. Labor is simply another factor of production to be hired--rented at the lowest possible cost--must as one buys raw materials or equipment.
The lack of importance attached to human-resource management can be seen in the corporate pecking order. In an American firm the chief financial officer is almost always second in command. The post of head of human-resource management is usually a specialized job, oil at the edge of the corporate hierarchy. The executive who holds it is never consulted on major strategic decisions and has no .chance to move up to Chief Executive Officer. By way of contrast, in Japan the head of human-resource management is central usually the second most important executive, after the CEO, in the firm's hierarchy.
While American firms often talk about the vast amounts spent on training their work force, in fact, they invest less in the skills of their employees than do either Japanese or German firms. The money they do invest is also more highly concentrated on professional and managerial employees. And the limited investments that are made in training workers are also much more narrowly focused on the specific skills necessary to do the next job rather than on the basic background skills that make it possible to absorb new technologies.
As a result, problems emerge when new breakthrough technologies arrive. If American workers, for example, take much longer to learn how to operate new flexible manufacturing stations than workers in Germany (as they do), the effective cost of those stations is lower in Germany than it is in the United States. More time is required before equipment is up and running at capacity, and the need for extensive retraining generates costs and creates bottlenecks that limit the speed with which new equipment can be employed. The result is a slower pace of technological change And in the end the skills of the bottom half of the population affect the wages of the top half. If the bottom half can't effectively staff the processes that have to be operated, the management and professional jobs that go with these processes will disappear.
Which of the following applies to the human-resource management of American companies？

A. They hire people with the least possible money regardless of their skills.
B. They regard skill gaining as their employees' own business.
C. They prefer to hire self-trained workers.
D. They only hire skilled workers because of keen employment competition.

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听力原文：W: I think we should set a definite date for student union reelections. So far, five people have planned to run in it.
M: If it were less than three, I'd say we keep waiting for more nominations. But with that many already planning to run for president, I guess we'd better call a meeting.
Q: What does the man suggest？
(19)

A. The election issue might need to be addressed immediately.
B. Elections may need to be postponed, since only five have agreed to run.
C. They should wait for more nominations before calling a meeting.
D. Put a stop to any more nominations until they have a meeting.

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