Maslow’s hierarchy of needs identifies superior compensation as the key to employee motivation.（）

Evaluating employee performance is a key area of management skills. The challenge is to give the employees an accurate picture of their accomplishments, and of the areas in which they need to improve. Both are important, accomplishments because they give the employee a sense of pride in the work and a basis on which to build future achievements, and areas for improvement, because they give the employee some goal to reach for.

Often, employees fear that the evaluation will be a negative experience, This fear alone can result in defensiveness and tension, Tile manager must take pains to lessen the employees fear and make the evaluation a participatory(参与的)event. An employee who contributes ideas to his or her evaluation will be much more likely to agree with the outcome and be willing to follow the suggestions.

The employee evaluation system is to improve employee performance. While area8 needing improvement must be reviewed, this should always be done in the spirit of discovering goals the employee can work toward. This holds true for reviewing successes as well. While praise for past achievements may be used as a reward, at the time of the evaluation, the primary reason to look at the persons success is to determine areas in which he or she can continue to excel(擅长).

Perhaps the most effective way to make the evaluation a participatory event is to ask the employee to come prepared to the meeting. The employer and employee each should carefully review the job description prior to the evaluation meeting and should make notes on areas in which the employee had difficulty or has made a contribution. It is important that these notes be specific; "Does a good job" is not nearly as meaningful as "Increased productivity(生产率)by 35%".

Both parties should also draw up a short list of goals for the employee to achieve during the next evaluation period. Ideally, these goals should build upon the known strengths and successes of the employee. However, areas needing improvement must also be addressed.

According to the passage, employees being evaluated _________.

A．are often those who have newly obtained the job

B．often feel fearful and anxious

C．often have the feeling of being looked down upon

D．are often proud and confident

Evaluating employee performance is a key area of management skills. The challenge is to give the employees an accurate picture of their accomplishments, and of the areas in which they need to improve. Both are important: accomplishments because they give the employee a sense of pride in the work and a basis on which to build future achievements, and areas for improvement, because they give the employee some goal to reach for.

Often, employees fear that the evaluation will be a negative experience. This fear alone can result in defensiveness and tension. The manager must take pains to lessen the employees fear and make the evaluation a participatory(参与的)event. An employee who contributes ideas to his or her evaluation will be much more likely to agree with the outcome and be willing to follow the suggestions.

The employee evaluation system is to improve employee performance. While areas needing improvement must be reviewed, this should always be done in the spirit of discovering goals the employee can work toward. This holds true for reviewing successes as well. While praise for past achievements may be used as a reward, at the time of the evaluation, the primary reason to look at the persons success is to determine areas in which he or she can continue to excel(擅长).

Perhaps the most effective way to make the evaluation a participatory event is to ask the employee to come prepared to the meeting. The employer and employee each should carefully review the job description prior to the evaluation meeting and should make notes on areas in which the employee had difficulty or has made a contribution. It is important that these notes be specific; "Does a good job" is not nearly as meaningful as "Increased productivity(生产率) by 35%".

Both parties should also draw up a short list of goals for the employee to achieve during the next evaluation period. Ideally, these goals should build upon the known strengths and successes of the employee. However, areas needing improvement must also be addressed.

According to the passage, employees being evaluated ______.

A．are often those who have newly obtained the job

B．often feel fearful and anxious

C．often have the feeling of being looked down upon

D．are often proud and confident

Evaluating employee performance is a key area of management skills. The challenge is to give the employees an accurate picture of their accomplishments, and of the areas in which they need to improve. Both are important: accomplishments because they give the employee a sense of pride in the work and a basis on which to build future achievements, and areas for improvement, because they give the employee some goal to reach for.

Often, employees fear that the evaluation will be a negative experience. This fear alone can result in defensiveness and tension. The manager must take pains to lessen the employee's fear and make the evaluation a participatory (参与的) event. An employee who contributes ideas to his or her evaluation will be much more likely to agree with the outcome and be willing to follow the suggestions.

The employee appraisal system is to improve employee performance. While areas needing improvement must be reviewed, this should always be done in the spirit of discovering goals the employee can work toward. This holds true for reviewing successes as well. While praise for past achievements may be used as a reward, at the time of the evaluation, the primary reason to look at the

person's success is to determine areas in which he or she can continue to excel.

Perhaps the most effective way to make the evaluation a participatory event is to ask the employee to come prepared to the meeting. The employer and employee each should carefully review the job description prior to the evaluation meeting and should make notes on areas in which the employee had difficulty or has made a contribution. It is important that these notes be specific;" Does a good job" is not nearly as meaningful as "Increased productivity by 35% ".

Both parties should also draw up a short list of goals for the employee to achieve during the next evaluation period. Ideally, these goals should build upon the known strengths and successes of the employee. However, areas needing improvement must also be addressed.

According to the passage, employees being evaluated ______.

A．are often those who have newly obtained the job

B．often feel fearful and anxious

C．often have the feeling of being looked down upon

D．are often proud and confident

William Menninger listed six essential qualities that are the key to success: Sincerity, personal integrity, humility, courtesy and others. What do you think are the most important things for one to have in order to be successful? Write an essay of about 400 words entitled:

The Essential Qualities One Should Have In Order To Succeed

In the first part of your writing you should state your main argument, and in the second part you should support your argument with appropriate details (or examples). In the last part you should bring what you have written to a natural conclusion or make a summary.

Marks will be awarded for content, organization, grammar and appropriateness. Failure to follow the above instructions may result in a loss of marks.

Write your essay on ANSWER SHEET FOUR.

William Menninger listed six essential qualifies that are the key to success: Sincerity, personal integrity, humility, courtesy and others. What do you think are the most important things for one to have in order to be successful? Write an essay of about 400 words entitled:

The Essential Qualifies One Should Have In Order To Succeed

In the first part of your writing you should state your main argument, and in the second part you should support your argument with appropriate details (or examples). In the last part you should bring what you have written to a natural conclusion or make a summary.

Marks will be awarded for content, organization, grammar and appropriateness. Failure to follow the above instructions may result in a loss of marks.

Write your essay on ANSWER SHEET FOUR.

Complete the table by matching the phrases below. Select the appropriate phrases from the answer choices and match them to the type of true or false to which they relate, two of the answer choices will NOT be used. This question is worth 4 points.Answer Choices (A)Just as style. is a unique feature of different forms, musical style. is a unique language as well. (B)We all know that folk music is quite different from symphonic music. (C)Literary styles are very different from musical styles. (D)The varying elements of music production are the key to differentiating music styles. (E)Musicians like to show their personal style. by choosing special musical elements. (F)Style. is always a product of history and society as a whole. (G)Harmony is universal in all kinds of musical styles. (H)We can also distinguish the style. of politicians in the West from that of politicians in the East.

?Read the following extract from an article about human resource, and the questions followed.

?For each question 15—20, mark one letter (A, B, C, or D) on your Answer Sheet for the answer you choose.

Human resource is one of the key factors in determining organizational coping and profitability. Despite adverse market conditions and fluctuations, many organizations have implemented changes that seek to improve their competitiveness. The consequences of organizational change, however, can vary. Sometimes, the employees may accept the change readily; at other times, the change is met with resistance and dissatisfaction of the employees.

Change and stress are closely related. Because of the feelings of uncertainty, insecurity, and threat that it invokes, organizational change can be extremely stressful for the individual. When change occurs, employees may be stressed by role overload, role ambiguity, and role boundary.

According to Selye, a little stress is actually good. When stress is at its optimal level, it can increase human resource potential as it spurs individuals to achieve their best working performances.

However stress can become negative and destructive when its optimal level is exceeded. This could result in individuals experiencing high levels of anxiety or depression, low job motivation, somatic problems such as headaches, loss of appetite, trouble sleeping and ill health. In an organization that has many of its employees overly stressed or burned out, there are many detrimental consequences such as higher absenteeism, lower productivity, lower job satisfaction, and low morale.

There is a variation in the manner individuals respond to organizational change. Individuals may undergo a similar change process in the organization, but the stress evoked by the change can be perceived very differently. Some individuals may see change as a threat, feeling distressed and fearful of the uncertain consequences of the change. Others may react to the change with outbursts of anger and complaints. Yet there are also those who welcome change with a positive outlook, seeing change as a challenge, an opportunity for growth and improvement.

What accounts for the differences in experiencing change and perceiving stress for these individuals? Many studies suggest organizational characteristics, such as workplace climate, empowerment, and information about change, as factors that affect an individual's adjustment to organizational change and stress. However, the research is often focusing on organization-level phenomena, as opposed to focusing on individual factors.

Every person has a distinct set of personality characteristics, owns different resources, and employs different coping strategies to deal with change. This explains why coping with organizational change and stress can turn out to be very different experiences for individuals. For instance, recent micro-level research on individuals has identified dispositional traits that predict a person’s ability to cope with change. Hence, on top o[ looking at organizational factors, this study also examines individual factors that may help to maximize an individual's potential to work productively and efficiently in the midst of change.

According to the first paragraph, what is the most possible and proper statement about the reason why change and stress are closely related?

A．Change can be the motivation of stress and through their mutual interaction, there will be improvement.

B．Stress causes change to occur, and may bring negative effects such as the change of the job and the reduction of the salary.

C．Organizational change is a primary cause of stress and when change occurs, employees often experience role stress.

D．Change and stress are a pair of phenomena that will both appear in the process of employment.

????Questions 11 to 15 are based on the following passage:

Apopularly-held view has it that “opportunity to learn” is the key to educational success -i.e.the more time children spend on a subject, the better they do at it. According to the recent study there seems little correlation between time spent on a subject and performance of pupils in tests. Young Austrians spend exceptionally long hours on math and science lessons; for them it pays off in higher test scores. But so do New Zealand&39;s teenagers and they do not do any better than, say Norwegians, who spend an unusually short time on lessons in both subjects. Next and of particular interest to cash-strapped governments there appears to be little evidence to support the argument, often heard from teachers&39; unions, that the main cause of educational under achievement is under funding. Low-spending countries such as South Korea and the Czech Republic are at the top. High-spenders such as America and Denmark do much worse. Obviously there are dozens of reasons other than spending why one country does well, another badly, but the success of the low–spending Czechs and Koreans does show that spending more on schools is not aprerequisite（前提） for improving standards.

Another article of faith among the teaching profession that children are bound to do better in small classes is also being undermined by educational research. The study found that France, America and Britain, where children are usually taught in classes of twenty-odd, do significant1y worse than East Asian countries where almost twice as many pupils are crammed into each class. Again, there may be social reason why some countries can cope better with large classes than others. All the same, the comparis on refutes the argument that larger is necessarily worse, Further, the study even cast some doubt over the cultural explanation for the greater success o fEast Asia: that there is some hard-to-define Asian culture, connected with parental authority and a strong social value on education, which makes children more eager to learn and easier to teach. Those who make this argument say it would of course be impossible to replicate such oriental magic in the West.

Yet the results of the study suggest that this is, to put it mildly, exaggerated. If “culture” makes English children so poor at math, then why have they done so well at science (not far behind the Japanese and South Koreans)?Any why do English pupils do well at science and badly at math, while in France it is the other way around ?A less mystical, more mundane explanation suggests it self English school: teach science well and math badly; French schools teach math better than science; East Asia schools teach both subjects well.

The passage is mainly concerned with ___.??

??A.establishing a relationship between culture and education

B.exposing educational myths

C.introduction educational philosophies

D.comparing education philosophies

All of the following are common-held beliefs about education EXCEPT___.

A.time spent on a subject correlates with academic success

B.educational achievements correlate with the money spent

C.large classes contribute to poor educational achievement

D.culture is not a deciding factor in school performance

Which of the following statements is supported by the passage?

A.Austrian teenagers do better than New Zealands teenagers

B.Low-spending will lead to good school performance.

C.Students in large classes will do better than students in small class.

D.Asian culture makes students eager to learn and easy to teach.

The fact that English pupils do well at science and badly at math while in France it is the other way around is attributable to ___.A.cultural values

B.teaching methods

C.class size

D.money spent

Which of the following countries does worse in science?A.Japan.

B.South Korea

C.Britain.

D.France

请帮忙给出每个问题的正确答案和分析，谢谢！

Dubbed Brainology, the unorthodox approach uses basic neuroscience to teach kids how the brain works and how it can continue to develop throughout life. The message is that everything is within the kids' control, that their intelligence is malleable.

Some experts say our education system, with its strong emphasis on testing and rigid separation of students into different levels of ability, also bears blame for the disappearance of drive in some kids. Some educators say it's important to expose kids to a world beyond homework and tests, through volunteer work, sports, hobbies and other extracurricular activities. "The crux of the issue is that many students experience education as irrelevant to their life goals and ambitions," says Michael Nakkula, a Harvard education professor who runs a Boston-area mentoring program called Project IF (Inventing the Future), which works to get low-income underachievers in touch with their aspirations. The key to getting kids to aim higher at school is to tell them the notion that classwork is irrelevant is not true, to show them how doing well at school can actually help them fulfill their dreams beyond it. Like any ambitious toddler, they need to understand that they have to learn to walk before they can run.