新視角研究生英語讀說寫2課文原文加翻譯及課后答案(存儲版)

　　

【正文】 r as jobhopping can be interpreted as Gen Xer’s pattern of skill acquisition .Similarly, a refusal to just “do time” in an organization, often interpreted as disloyalty and a lack of mitment, may e from an intolerance of busywork and wasted time.在嬰兒潮期出生的經理人眼里看來是跳槽的行為，對X一代人來說可以理解為是他們學習技能的方式。 having shunned hierarchy and titles, they may find their own managerial monikers awkward to bear.作為一個群體，X一代人并沒有被指望將成為當權人物，但是權力機構總會找上他們。2Gen Xer’s “just do it” attitudes and impatience with corporate cultures that seem to support style over substance indicate that Gen X managers will support a more casual workplace. Expect “dressdown Friday” to expand to enpass the entire workweek, with formal business attire required on an asneeded basis such as in the presence of customers.( Gen Xers will respect social niceties when they agree that there’s a good reason.)X一代人講求實干的態度以及對重視風格而非實質的公司文化的不耐煩的態度表明X一代的經理會擁護更輕松隨意的工作環境。2Facing the issue squarely and approaching Gen X workplace issues as issues of cultural diversity are necessary to get the most from the two groups of group. Lines of munication must be opened and maintained. For example, mentoring programs that pair the institutional memory and experience of baby boomers with the technological prowess and creativity of Gen Xers can help to foster mutual respect between the two groups.坦率的面對這一問題并且把X一代在工作中所產生的問題作為文化多樣性的體現來處理，是挖掘這兩代經理人最大潛力的必要手段。這個婚姻模式的主要部分可以歸納如下(我當然承認這個模式包含的是一套規范性的期望，并不是每個人都能夠或者應該遵循的。(3) Young adults should be encouraged to marry later in life than is mon now, with an average age at time of marriage in the late twenties or early thirties (the average ages currently are twentysix for men and twentyfour for women). Even later might be better for men, but better for men, but at older ages than this for women who want children, the “biological clock” bees a growing problem. 應該鼓勵年輕人比現在的普遍年齡在晚一些，平均結婚年齡在30歲左右。比起其他選擇。這樣做的原因是母親哺育的嬰兒似乎比離開母親撫養的嬰兒有明顯的優勢，至少在3歲之前兒童最好有母親全職照顧，但是18個月以后部分原因在于那是兒童語言表達能力更強可以讓父親承擔主要照料工作，而且有的男人也希望擁有這個機會，在3歲得時候，沒有證據顯示接收優良集體照看的兒童有什么不利之處。For women, this proposal is essentially the strategy known as “sequencing”. The main difficulty with it, as sociologist Phyllis Moen has noted,” is that childnurturing years are also the careernurturing years. What is lost in either case cannot be ‘made up’ at a later time.” Yet I would argue that it is possible to “make up” for career loss, but impossible to make up for childnurturing loss. To make it economically more possible for a family with young children to live on a single ine, we should institute (in addition to the “family fund”) what virtually every other industrialized society already has in place—parental leave and child allowance programs. And, to help pensate women for any job 。為了克服這些年形成的不利于家庭生活的影響，應當鼓勵年輕的未婚青年人將收入的大部分存起來作為家庭基金，一邊抵消在結婚和生育之后妻子暫時失去收入的損失。但是我們也必須承認男性和女性都希望在年輕的時候有時間享有現在富有社會所提供的表達自我，實現自我的諸多機會。當前，接近90%的美國人確實結了婚，大約有相同比例的美國女性生育了孩子：雖然這些數字一直在下降，但是目前社會在這些方面的期望還是較好地得到了實現。他們對于污染、自然資源遭到破壞及浪費等問題的憤怒是否會促使他們成為更負責任的環境保護者呢？他們對于腐敗和丑聞的厭惡是否會激發他們成為更有職業道德的公司領導者呢？他們作為被遺忘的一代的經歷是否會驅使他們創造對員工有更多支持和幫助的公司文化呢？他們作為邊緣群體的經歷是否會有助于他們設想并支持公司文化的多樣性呢？只有時間可以回答這些問題。實際上，根據美國勞動統計局的報告，美國目前正在開始自主創業的群體中，有80%的人年齡在18到34歲之間。2Their lifebalance beliefs suggest that Gen X managers will support familyfriendly corporate policies. Firms will experience a continued drive toward flexible work schedules and reduced hours that benefit both Gen Xers (who strive for balance throughout their careers) and baby boomers (who put off “life” until their career dues were paid) . Firms will manage differences in needs for employee benefits with cafeteria plans that allow Gen Xers to select benefits that support early family concerns (insurance, child care) and allow baby boomers to focus on 401ks [] and retirement plans.X一代經理人看重生活平衡，表明他們會擁護有利于家庭的公司政策。最好的培訓似乎是自我指導型的，或者是和自我提高、個人發展和技能培養有關系的。1Growing up in a period of corporate downsizing and rightsizing fostered Gen X beliefs that the future depends on their resumes rather than loyalty to any one pany .Not surprisingly ,Gen X employees seek challenging projects that help them develop a portfolio of skills .在公司裁員和精簡的氛圍中成長起來的X一代人持有這樣的信念：未來是靠自己的資歷而不是靠對哪一家公司的忠誠得來的。沒有思想準備的面試官也許會感到反感，因為他們已習慣了嬰兒潮時期出生的人的經典回答版本，例如：“我怎樣才能最好地為公司效力呢?”，還有“我最大的弱點就是我工作太努力了。他們要求自己工作的地方具備最新的科學技術設施，例如遠程辦公、遠程會議和電子郵件，這樣他們工作會更有效果，也更有效率。Many Gen Xers excel at developing innovative solutions, but need clear, firm deadlines to set boundaries on their creative freedom. They have been known to bristle under micromanagement but flourish with coaching and feedback.許多X一代人擅長提出創新性的解決辦法，但是他們需要清楚明確的期限來約束他們創造的自由。 often left on their own by divorced and/or working parents, these young people became adept at handling things on their own and in their own ways. Many became selfmotivating, selfsufficient, and creative problemsolvers. Their independence, which babyboom managers sometimes interpret as arrogance, may also reflect a need to feel trusted to get a job done.X一代人的一個特征是，他們是七、八十年代脖子上掛鑰匙的孩子，經常被已經離異或雙職工的父母單獨留在家里，因此這些年輕人已經習慣了獨立地以自己的方式處理事情。畢竟，學生在能夠從聽講課中學到知識之前必須先學會去聽。這種形式的課程考試要求學生分析和綜合，而不是空洞的記憶。對任何人來說，講課都比辯論容易。反饋減少到了最低點，因此講課者既不能判斷學生對材料的了解程度，也不能受益于學生的提問或評論。主動學習時學生些文章或做實驗，然后由教師評價他們的作業，因此主動學習對那些還沒有完全學會如何學習的學生來說益處要大得多。One problem with lectures is that listening intelligently is hard work. Reading the same material in a textbook is a more efficient way to learn because students can proceed as slowly as they need to until the subject matter bee clear to them. Even simply paying attention is very difficult。期末考試后她會立刻忘掉她背下來的大部分內容。Some days Mary sits in the front row, from where she can watch the professor read from a stack of yellowed notes that seem nearly as old as he is. She is bored by the lectures, and so are most of the other students, to judge by the way they are nodding off or doodling in their notebooks. Gradually she realizes the professor is as bored as his audience. At the end of each lecture he asks, “Are there any questions?” in a tone of voice that makes it