18.Imagine that you're looking at your company-issued smartphone and you notice an e-mail from Linkedln:"These companies are looking for candidate like you!"You aren't necessarily searching for a job,but you're always open to opportunities,so out of curiosity,you click on the link.A few minutes later your boss appears at your desk."We've noticed that you're spending more time on Linkedln lately,so I wanted to talk with you about your career and whether you're happy here,"she says.Uh-oh.
It's an awkward scene.Attrition(損耗) has always been expensive for companies,but in many industries the cost of losing good workers is rising,owing to tight labor markets.Thus companies are making greater efforts to predict which workers are at high risk of leaving so that managers can try to stop them.Methods range from electronic monitor to sophisticated analyses of employees'social media lives.
Some of this work may be a reason to let employees to quit.In general,people leave their jobs because they don't like their boss,don't see opportunities for promotion or growth,or are offered a higher pay; these reasons have held steady for years.
New research conducted by CEB,a Washington-based technology company,looks not just at why workers quit but also at when."We've learned that what really affects people is their sense of how they're doing compared with other people in their peer group,or with where they thought they would be at a certain point in life,says Brian Kropp,who heads CEB's HR practice."We've learned to focus on moments that allow people to make these comparisons."
Technology also provides clues about which star employees might be eyeing the exit.Companies can tell whether employees using work computers or phones are spending time on (or even just opening e-mails from) career websites,and research shows that more firms are paying attention to these things.Large companies have also begun tracking badge swipes(瀏覽痕跡)----employees'use of an ID to enter and exit the building or the parking garage---to identify patterns that suggest a worker may be interviewing for a job.
25.From the first paragraph,we can infer Linkedln isC.
A.a(chǎn)n e-mail
B.a(chǎn) job from the Internet
C.a(chǎn) professional social network
D.a(chǎn) world-famous company
26.What's the main idea of the second paragraph?C
A.The cost of losing good workers is rising
B.Companies are stricter with workers than before
C.Measures have been taken to find the potential workers who want to quit
D.Finding new jobs has been a trend for most workers
27.According to the research by CEB,which of the following might be the most probable reason for workers to quit their jobs?B
A.They don't like their bosses
B.Workers are always doing comparisons
C.Not seeing opportunities for promotion
D.To find a higher-paid job.
分析 本文屬于說明文閱讀,作者通過這篇文章主要向我們描述了工人總是做比較導(dǎo)致他們?nèi)菀追艞壸约旱墓ぷ鬟@種社會現(xiàn)象.
解答 25.C.推理判斷題.根據(jù)第一段We've noticed that you're spending more time on Linkedin lately,so I want to talk with you about your career and whether you're happy here,"she says.Uh-oh可知Linkedln是一個專業(yè)的社會網(wǎng)絡(luò);故選C.
26.C.段落大意題.根據(jù)第二段Thus companies are intensifying(增強) their efforts to predict which workers are at high risk of leaving so that managers can try to stop them可知第二段的主要思想是已采取措施尋找可能離職的潛在工人;故選C.
27.B.細節(jié)理解題.根據(jù)第三段We've learned that what really affects people is their sense of how they're doing compared with other people in their peer group,or with where they thought they would be at a certain point in life可知工人總是做比較是工人放棄他們的工作,最可能的原因;故選B.
點評 這類題材閱讀理解時要求考生對文章通讀一遍,做題時結(jié)合原文和題目有針對性的找出相關(guān)語句進行仔細分析,結(jié)合選項選出正確答案.推理判斷題也是要在抓住關(guān)鍵句子的基礎(chǔ)上合理的分析才能得出正確答案,切忌胡亂猜測,一定要做到有理有據(jù).