最全：历年大学英语四级考试真题汇总.pdf

12009200920092009 年年 6 6 6 6 月英语四级考试真题与答案月英语四级考试真题与答案真题：PartPartPartPart I I I I WritingWritingWritingWriting (30(30(30(30 minutes)minutes)minutes)minutes)Directions:Directions:Directions:Directions:For this part, you are allowed 30 minute to write a short essay on the topic of students selecting theirlectures. You should write at least 120 wordsfollowing theoutline givenbellow:1.越来越多的博物馆免费对外开放的目的是什么？2.也会带来一些问题3.你的看法？Free admission to museumsPartPartPartPart II II II II ReadingReadingReadingReading ComprehensionComprehensionComprehensionComprehension (Skimming(Skimming(Skimming(Skimming andandandand Scanning)Scanning)Scanning)Scanning) (15(15(15(15 minutes)minutes)minutes)minutes)Directions:Directions:Directions:Directions:In this part, you will have 15 minutes togo over the passage quickly and answer the questions onononon AnswerAnswerAnswerAnswer SheetSheetSheetSheet 1. 1. 1. 1. For questions 1-7, choose the best answer from the four choices marked A),B),C) and D). For questions 8-10, complete thesentences withthe information given in the passage.HowHowHowHow DoDoDoDoYouYouYouYouSeeSeeSeeSee Diversity?Diversity?Diversity?Diversity?As a manager, Tiffanyisresponsible for interviewing applicants for some of the positions with her company .During one interview, she noticed that the candidate never made direct eye contact. She was puzzled and somewhat disappointed because she liked the individual otherwise.He had a perfect resume and gave good responses toherquestions, but the fact thathenever looked her in the eye said“untrustworthy,”so she decided to offer the job to her second choice.“Itwasn’tuntilIattended a diversity workshop thatIrealized the person we passed over was the perfect person,”Tiffany confesses. What she hadn’tknown at the time of the interview was that the candidate’s “different” behavior was simply a cultural misunderstanding . He was an Asian-American raised in a household where respect for thoseinauthority was shown by averting(避开)your eyes.“Iwas just thrownoffby the lackofyecontact; not realizingitwas cultural,”2Tiffany says. “Imissed out ,butwillnot miss that opportunity again.”Many of us have had similar encounterswithbehaviors we perceive as different. As the world becomes smaller and our workplaces more diverse,itis becoming essential to expand our under-standingofothers and to reexamine some of our false assumptions .HireHireHireHire AdvantageAdvantageAdvantageAdvantageAta time when hiring qualified peopleisbecoming more difficult ,employers who can eliminate invalid biases( 偏 爱)from the process have a distinct advantage .My company, Mindsets LLC ,helps organizations and individuals see their own blind spots . A real estate recruiter we worked with illustrates the positive difference such training can make .“During my Mindsets coaching session ,I was taught how to recruit a diversified workforce.Irecruited people from different cultures andskillsets .The agents were able to utilize theirfullpotential and experiences to buildupthe company .When the real estate market began to change,itwas because we had a diverse agent pool that we were able to stay in the real estate market much longer than others in the same profession.”BlindedBlindedBlindedBlindedbybybybyGenderGenderGenderGenderDaleisan account executive who attended one of my workshops on supervising a diverse workforce . “Through one of the sessions ,I discovered my personal bias ,” herecalls .“IlearnedIhad not been looking at a person as a whole person , and being open to differences .”In his case , the blindness was not about culture but rather gender .“Ihad a management position open in my department ;and the two finalists were a man and a woman . HadInot attended this workshop ,Iwould have automatically assumed the man was the best candidate because the position required quite abitof extensive travel . My reasoning would have been that even though both candidates were great and could have been successful in the position ,Iassumed the woman would have wanted to be home with her children and not travel .”Dale’s assumptions are another exampleofthe well-intentioned but incorrect thinking that limits an organization’s ability to tap into thefullpotential of a diverse workforce .“Ilearned from the class that instead of imposing my gender biases into the situation ,Ineeded to present thefullrange of duties, responsibilities and expectations toallcandidates and allow them to make an informed decision .” Dale credits the workshop , “becauseithelped me make decisions basedonfairness .”YearYearYearYearofofofof thethethethe Know-It-AllKnow-It-AllKnow-It-AllKnow-It-AllDougisanother supervisor who attended one of my workshops .He recalls a major lesson learned from his own employee.“One of my most embarrassing moments was whenIhad a Chinese-American employee put in a request to take time off to celebrate Chinese NewYear. In my ignorance ,Iassumed he had his dates wrong , as the firstofJanuary had just passed .3WhenIadvised him of this ,Ig。