雅思考试是我们非常熟悉的考试，想要去的好的雅思成绩除了好好备考之外，合理的分析考题也是我们需要做的，朗阁小编就为大家整理了所有的考题回顾。
考试日期 | 2019年1月19日 | |
Reading Passage 1 | ||
Title | The History of Printed Book | |
Question types | TRUE/ FALSE/ NOT GIVEN Flow-chart completion Summary completion | |
文章内容回顾 | 介绍了印刷书籍的历史，包括引入部分，印刷书籍的流程和印刷书籍的流传经历。
TRUE/ FALSE/ NOT GIVEN Early books have many errors – NOT GIVEN 在某个地方只有富人才能买得起书 – TRUE 关于刚开始printing的书，插图什么的 – NOT GIVEN Business men in Roma begin to notice the value of printing can make money. – FALSE
Flow-chart completion Assembling Fronts: sheet of paper *版是用来更正错误的proof reading; types …… pages are in right sequence. Local newspapers做宣传 两种印刷的方法的单词：binding and simulating
Summary completion 后来其中一个班去了Rome They lived very near to the book industry | |
题型难度分析 | *篇的题型包括判断题、流程图以及填空题。本篇文章判断题的难度适中，流程图和填空题偏易。 | |
题型技巧分析 | 判断题做题流程： 1.先看清题目要求，是TURE/FALSE，还是YES/NO，答案必须写全称。 2.*划出定位词，以定位难易的顺序定为做题顺序。 3.判断。 TRUE/YES：题目中所有信息在原文中都可以得到证实，且证实为与原文表述一致。 FALSE/NO：题目中有一处或多处信息与原文表述相悖。 NOT GIVEN：题目中有一处或多处信息在原文无法得到证实，其余信息都可在原文得到证实，且证实为与原文表述一致。 答案分布规律：一般来说，若数量大于或等于三，则三种答案均会出现，NOT GIVEN 数量较少，TURE/FALSE数量相当。 | |
剑桥雅思推荐原文练习 | 剑9 Test 1 Passage 3 | |
Reading Passage 2 | ||
Title | Australian Tribes before European Came | |
文章内容回顾 | 在欧洲人移民至澳洲前，澳洲的部落形式。 | |
剑桥雅思推荐原文练习 | 剑6 Test 1 Passage 1 | |
Reading Passage 3 | ||
Title | Motivating Employees | |
Question types | Multiple Choice(s) YES/ NO/ NOT GIVEN | |
文章内容回顾 | 如何激励员工
Multiple choice According to the passage, what are we told about the study of motivation? C. Researchers have tended to be too theoretical to their study.
What can be inferred from the passage about the study of people’s drives? A. Satisfying employees’ drives can positively lead to the change of behavior.
According to paragraph three, in order to optimize employees’ performance, *** are needed? D. Financial incentive and recognition.
According to paragraph five, how does “the drive to comprehend” help employees perform better? B. It can help employees feel their task in meaningful to their companies.
According to paragraph six, which of following is true about “drive to defend” C. Employees think it is very important to voice their own opinions.
Multiple choices Which THREE of the following statements are true of study of drives? A. Employees will be motivated if they feel belonged to the company. E. If employees find their work lacking challenging, they will leave the company. F. Employees will worry if their company is sold.
YES/ NO/ NOT GIVEN Increasing pay can lead to the high work motivation. NO Local companies benefit more from global companies through the study. NOT GIVEN Employees achieve the most commitment if their drive to comprehend is met. NO The employees in former company presented unusual attitude toward the merging of two companies. YES The two studies are done to analyze the relationship between the natural drives and the attitude of employees. NO Rewarding system cause the company to lose profit. NOT GIVEN | |
相关文章内容 | Motivating Drives Scientists have been researching the way to get employees motivated for many years. This research is a relational study which builds the fundamental and comprehensive model for study. This is especially true when the business goal is to turn unmotivated teams into productive ones. But their researchers have limitations. It is like studying the movements of car without taking out the engine.
Motivation is what drives people to succeed and plays a vital role in enhancing an organizational development. It is important to study the motivation of employees because it is related to the emotion and behavior of employees. Recent studies show there are four drives for motivation. They are the drive to acquire, the drive to bond, the drive to comprehend and the drive to defend.
The Drive to Acquire The drive to acquire must be met to optimize the acquire aspect as well as the achievement element. Thus the way that outstanding performance is recognized, the type of perks that is provided to polish the career path. But sometimes a written letter of appreciation generates more motivation than a thousand dollar check, which can serve as the invisible power to boost business engagement. Successful organizations and leaders not only need to focus on the optimization of physical reward but also on moving other levers within the organization that can drive motivation.
The Drive to Bond The drive to bond is also the key to driving motivation. There are many kinds of bonds between people, like friendship, family. In company, employees also want to be an essential part of company. They want to belong to the company. Employees will be motivated if they find personal belonging to the company. In the meantime, the most commitment will be achieved by the employee on condition that the force of motivation within the employee affects the direction, intensity and persistence of decision and behavior in company.
The Drive to Comprehend The drive to comprehend motivates many employees to higher performance. For years, it has been known that setting stretch goals can greatly impact performance. Organizations need to ensure that the various job roles provide employees with simulation that challenges them or allow them to grow. Employees don’t want to do meaningless things or monotonous job. If the job didn’t provide them with personal meaning and fulfillment, they will leave the company.
The Drive to Defend The drive to defend is often the hardest lever to pull. This drive manifests itself as a quest to create and promote justice, fairness, and the ability to express ourselves freely. The organizational lever for this basic human motivator is resource allocation. This drive is also met through an employee feeling connection to a company. If their companies are merged with another, they will show worries.
Two studies have been done to find the relations between the four drives and motivation.
The article based on two studies was finally published in Harvard Business Review. Most authors’ arguments have laid emphasis on four-drive theory and actual investigations. Using the results of the surveys which executed with employees from Fortune 500 companies and other two global businesses (P company and H company), the article mentions about how independent drives influence employees’ behavior and how organizational levers boost employee motivation.
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