What is the main topic of the passage？（)

main benefit of knowing your values is that you will gain tremendous clarity and focus, but ultimately you must use that newfound clarity to make consistent decisions and take committed action. So the whole point of discovering your values is to improve the results you get in those areas that are truly most important to you. Once you know and understand your personal values, you can consult them whenever you need to make a key decision. Should you accept the new job you’ve been offered？ Should you pursue a new relationship now？ How much time should you spend with your family？ These can be tough decisions without a clear right or wrong answer. You may choose to answer them differently at different points in your life. Your values list provides a shortcut for making these decisions intelligently. When you're confronted with such a decision, you pull out your list and check the prioritization of values. Then ask yourself, “What would a person with these values choose to do in this situation？” It’s usually the prioritization of your values that will answer the question. For example, if you’re offered a job promotion that will shift your work weeks from 40 hours to 60 hours but double your salary, should you take it？ If values like success and achievement are at the top of your list, you’ll probably say yes. If freedom and family are at the top, you'll likely decline the promotion. By clarifying your values, you've already done the hard thinking required to discover what’s most important to you. So now when you're confronted with such decisions, you're able to reduce them to a values comparison, and the final decision falls into place. If the promotion equates to increased success but reduced peace in your mind, then you can compare those values to learn whether it's a good idea or not. Your goal is to increase your fulfillment of your highest values without sacrificing them to lower values. Remember that this is only one of many paradigms for making decisions. As such it has limitations, but you should find that it brings clarity to your decision-making.

(1)What is the main idea of the passage？

A. Values are priorities that tell you how to spend your time.

B. Values help one decline a job promotion.

C. The values list helps one make clear and consistent decisions.

D. Values have limitations when making decisions.

(2)What is NOT TRUE about the benefit of understanding your own values？

A. You can spend more time with your family.

B. You will gain tremendous clarity and focus.

C. It improves the results you get in those truly important areas.

D. You can consult them whenever you need to make a key decision.

(3)Under what circumstance one may need to make a key decision？

A. Where can you have your dinner with your family？

B. When will you have an appointment with a friend？

C. How can you get a seat in a concert？

D. Should you accept the new job you've been offered？

(4)How can you know what is most important to you when making a key decision？

A. By consulting your best friend.

B. By checking the prioritization of values.

C. By finding some useful books in a library.

D. By searching what other people do online.

(5)What is the goal one should keep in mind when making a decision？

A. To get more money.

B. To have more time with family.

C. To fulfill the highest values.

D. To get promoted quickly.

on for staying on the job was the nature of the work and job satisfaction. Coming in a close second was flexible schedule and work-life balance. Next was work environment and corporate culture, followed by advancement opportunity and personal growth. Salary and benefits were the least important. Is it unusual that salary comes in last on this list？ Not really. Salary and benefit do not usually make it into the top three reasons for job satisfaction on such surveys. Most people know they could make more money elsewhere, but it’s not enough to get them to leave a job they like. Advancement doesn’t rank at the top of the list, either. That’s probably because so many people think that moving up can make life on the job more unpleasant. The only thing one gets in return is more money.

So what creates job satisfaction？ One typical answer is “I like to be challenged.” People who say this like to work toward goals. They like new challenging assignments so that they can test their skills and creativity. Another typical answer is “I like to feel I’m making a contribution.” Many people get a sense of community when they are working with a group of co-workers toward a common goal. It is very important for them to have close, friendly relationships with co- workers, and they thrive when others praise their work and appreciate their efforts.

Finally, there are those who say “I get satisfaction from a job well done.” Such people love the technical work they do; they feel proud of the results of their efforts. These people have high standards of quality and work best when they have control over a project. They thrive when others know about the work they have done. Ultimately, the main reason people work is to earn money, but it is not money that gives them satisfaction. Offer employees something more, and you are likely to get more from them.

1）What’s the best title for the reading？()

A . Reasons for Staying with the Current Job

B . Survey of the Working Situations

C . A Job Survey of Employees’ Thinking

D . How Employees Think about Their Job

2）What is the most important reason for people to keep their currentjob？ ()

A . Flexible schedule and work-life balance.

B . The nature of the work and job satisfaction.

C . Work environment and corporate culture.

D . Advancement opportunity and personal growth.

3）Why is making more money not enough to make people leave a jobthey like？ ()

A . They like their current work environment.

B . They are not sure whether the employer will be nicer.

C . They don’t think money is important.

D . They think they probably won’t get job satisfaction.

4）What are the most important factors to make people feel happyabout a job？ ()

A . Meaningful but stress-free.

B . Flexible in life and work.

C . Challenging but feel contributed.

D . Technical and beneficial.

5）What’s the implication of this reading？ ()

A . Money is ultimately what makes people work.

B . High salary cannot make people feel happy about their job.

C . Only when you contribute to the work can you earn more money.

D . Job satisfaction will eventually bring you job success.

The Bosses Speak

John Stuart is an executive recruitment specialist who has turned to writing. The result is this book, based on interviews with twenty Chief Executives.

Each top manager--none of them famous names, surprisingly--is given a short chapter, and there is some introductory material and a conclusion. This means you can jump from one person to another, in any order, which is good for people who are too busy to read a book form. cover to cover. For a management book it isn't expensive, although whether it's good value for money is doubtful.

Some of the twenty interviewees started their own businesses, while others joined a company and fairly new in their position, and others have had years of experience, though, strangely, Stuart doesn't seem interested in these differences. The interviewees work in everything, from retailing to airlines to software, and it is this variety that forms the main theme of Stuart's book.

I have to say that Stuart's approach annoys me. He rarely stays at a distacne from his interviewees, who are mostly presented in their own, positive words. If this were always the case, at least you would know where you were. But he seems to dislike certain interviewees. As a result, I don't know whether to accept any of his opinions.

It also means that the book gives no clear lessons. At the very least, I expected to learn what makes a successful Chief Executive. But these people seem to share two types of qualities. Some of them are very common, suggesting that anyone can be equally successful, which is definitely not the case. And the other qualities are ones which most successful bosses I've seen definitely do not have. So in the end I'm no wiser about what really goes on.

Perhaps I'm being unfair. As long as you don't think about whether you'd like them as friends, and pay no attention to most of the advice they give, the most readable parts are where the bosses describle their route to their present position.

Stuart seems to think that his book would be useful for people aiming for the top, and that it might even make a few want to start their own company; but, in fact, what they could learn here is very limited Seen as light business reading for a doctor or teacher, though, this book would provide some good entertainment.

The reviewer suggests that one advantage of the book is that ______ .

A．it is better value than other management books.

B．it does not need to be read right through.

C．it is about well-known people.

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B.＜ahref=URL target=_top＞..＜/a＞

C.＜ahref=URL target=_main＞..＜/a＞

D.＜ahref=URL target=_self＞..＜/a＞

A._blank

B._paren

C._self

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not usually make it into the top three reasons for job satisfaction on such surveys. Most people know they could make more money elsewhere, but it’s not enough to get them to leave a job they like. Advancement doesn’t rank at the top of the list, either. That’s probably because so many people think that moving up can make life on the job more unpleasant. The only thing one gets in return is more money.

So what creates job satisfaction？ One typical answer is “I like to be challenged.” People who say this like to work toward goals. They like new challenging assignments so that they can test their skills and creativity. Another typical answer is “I like to feel I’m making a contribution.” Many people get a sense of community when they are working with a group of co-workers toward a common goal. It is very important for them to have close, friendly relationships with co-workers, and they thrive when others praise their work and appreciate their efforts.

Finally, there are those who say “I get satisfaction from a job well done.” Such people love the technical work they do; they feel proud of the results of their efforts. These people have high standards of quality and work best when they have control over a project. They thrive when others know about the work they have done. Ultimately, the main reason people work is to earn money, but it is not money that gives them satisfaction. Offer employees something more, and you are likely to get more from them.

41)What’s the best title for the reading？（）

A . Reasons for Staying with the Current Job

B . Survey of the Working Situations

C . A Job Survey of Employees’ Thinking

D . How Employees Think about Their Job

42)What is the most important reason for people to keep their current job？（）

A . Flexible schedule and work-life balance.

B . The nature of the work and job satisfaction.

C . Work environment and corporate culture.

D . Advancement opportunity and personal growth.

43)Why is making more money not enough to make people leave a job they like？（）

A . They like their current work environment.

B . They are not sure whether the employer will be nicer.

C . They don’t think money is important.

D . They think they probably won’t get job satisfaction.

44)What are the most important factors to make people feel happy about a job？（）

A . Meaningful but stress-free.

B . Flexible in life and work.

C . Challenging but feel contributed.

D . Technical and beneficial.

45)What’s the implication of this reading？（）

A . Money is ultimately what makes people work.

B . High salary cannot make people feel happy about their job.

C . Only when you contribute to the work can you earn more money.

D . Job satisfaction will eventually bring you job success.

A.Facebook

B.Twitter

C.YouTube

D.LinkedIn

A．Getting to the top of a high hill．

B．Resting for a short moment．

C．Enjoying sunshine on the beach．

D．Viewing the bridge from a hill．

A.The John Rylands Library

B.National Football Museum

C.City Town Hall

D.Burrell Collection

At the top managers of their company what types of issues might Bert and John have to deal with？ Be as specific as possible. Which management functions might be most important to them？ Why？