Part Ⅰ Grammar and Vocabulary Part Ⅴ Translation1. Winners do not dedicate their lives to a concept of what they imagine they should be; rather, they are themselves and as such do not use their energy putting on a performance, maintaining pretence, and manipulating others.
成功者不会把毕生的精力投入这种概念,即想象自己应该成为何种人。相反,他们会保持自我本色。因此,他们不会劳神费力去装腔作势、故作姿态,或摆布利用他人。
2. Short of the impossible, the satisfaction we get from a lifetime depends on how high we choose our difficulties.
除了那些不可能的情形之外,我们在一生之中所获得的满足感取决于我们在多高的境界中选择面对困难。
3. There are far too many individuals who never get to experience the joy of attaining their desires because other people's influence has significantly and sometimes negatively affected their crucial decisions.
有太多的人从未享受过实现梦想的喜悦,因为这些人所做的重要决定总是极大地受到其他人的影响,有时甚至是负面的影响。
4. The basic structural reason for this problem is that information products are characterized by high fixed costs and low marginal Costs.
这一问题基本的结构性原因在于,信息产品的特点就是固定成本高,而边际成本低。
5. In response, peasants up and down the Amazon, here in Brazil and in neighboring countries like Peru, are forming cooperatives to control fish catches and restock their rivers and lakes.
针对这种情况,亚马孙河沿岸的渔民,在巴西境内也好,在秘鲁等邻国也好,纷纷成立合作社,以求控制捕鱼量,增加河湖中鱼的数量。
Part Ⅵ Writing1. Usually, companies would like to employ experienced applicants. For many college students, they lay their emphasis on study, and the experience gained in internship is far from enough. Do you think that companies should exclude potential applicants just because they do not have enough experience?
Should Companies Only Focus on Experience?
For many companies, they would like to rank working experience as top requirement in their recruitment programs. But, as a matter of fact, college students have spent years in taking compulsory courses and selective courses, how can they accumulate required experience in college? As for me, companies' focus on experience is short-sighted, and hence companies should not only lay stress on experience.
Firstly, what lies behind their focus on experience is the motivation to cut expenditure in employee training. Another consideration is that experienced employees can produce immediate profits. For those employers, they are more interested in making money in the present than cultivating talents for the long-term benefits. Generally speaking, prestigious companies that have lasted for a dozen years, even hundreds of years, always have a systematic plan for talents training. They would like to bear the burden of new employee training expenditure for the long-term benefits. How can we expect those companies that are apathetic to recruit college graduates to reap profits in the future without enough supply of talented employees?
Secondly, while the recruitment of experienced employees can produce short-term profits, it is hard for those experienced employees to identify with the new companies' culture, and therefore, companies have to suffer from high employee attrition rates. Companies' cultural identities have been considered increasingly important to maximize productivity by holding both employees and employers together. Loyal employees are willing to stand by their companies in times of ups and downs. Obviously, the total expenditure of recruitment of experienced employees in the long term is likely to transcend the expenditure of training loyal employees in the beginning.
In sum, companies' focus on experience is indicative of the motivation of producing immediate profits by cutting expenditure in training inexperienced college graduates. In the long run, companies are likely to bear more cost of high attrition rates. Therefore, companies should not only emphasize on experience and should give opportunities to college graduates so that they can reap long-term profits.