A. 2010年12月大学英语四级CET4真题及答案
你好，我是兔兔秃90，用网络网盘分享给你，点开就可以保存，链接永久有效专^_^链接：https://pan..com/s/10l5r9FXDkpfRCtHdxlAe2Q 提取码：属0000
B. 2010年12月英语四级试卷阅读理解试题选项及答案。
你好哦~~沪江网上有关于这次12月份四级考试的真题和答案，不妨去看一下哦~~~：）
C. 急求英语四级快速阅读详解〔2010 6月
Part II Reading Comprehension (15 minutes)
(Skimming and Scanning)
Directions:In this part, you will have 15 minutes to go over the passage quickly and answer the questions on Answer Sheet 1. For questions 1-7, choose the best answer from the four choices marked A), B), C) and D). For question 8-10, complete the sentences with the information given in the passage.
How Do You See Diversity?
As a manager, Tiffany is responsible 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 indivial otherwise.
He had a perfect resume and gave good responses to her questions, but the fact that he never looked her in the eye said “untrustworthy,” so she decided to offer the job to her second choice.
“It wasn’t until I attended a diversity workshop that I realized the person we passed over was the perfect person,” Tiffany confesses. What she hadn’t known 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 those in authority was shown by averting （避开）your eyes.
“I was just thrown off by the lack of eye contact; not realizing it was cultural,” Tiffany says. “I miss out, but will not miss that opportunity again.”
Many of us have had similar encounters with behaviors we perceive as different. As the world becomes smaller and our workplaces more diverse, it is becoming essential to expand our understanding of others and to reexamine some of our false assumptions.
Hire Advantage
At a time when hiring qualified people is becoming more difficult, employers who can eliminate invalid biases (偏见) from the process have a distinct advantage. My company, Mindsets LLC, helps organizations and indivials 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. I recruited people from different cultures and skill sets. The agents were able to utilize their full potential and experiences to build up the company. When the real estate market began to change, it was 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.”
Blinded by Gender
Dale is an account executive who attended one of my workshops on supervising a diverse workforce. “Through one of the sessions, I discovered my personal bias,” he recalls. “I learned I had not been looking at a person as a whole person, and being open to differences.” In this case, the blindness was not about culture but rather gender.
“I had a management position open in my department; and the two finalists were a man and a woman. Had I not attended this workshop, I would have automatically assumed the man was the best candidate because the position required quite a bit of extensive travel. My reasoning would have been that even though both candidates were great and could have been successful in the position, I assumed the woman would have wanted to be home with her children and not travel.” Dale’s assumptions are another example of the well-intentioned but incorrect thinking that limits an organization’s ability to tap into the full potential of a diverse workforce.
“I learned from the class that instead of imposing my gender biases into the situation, I needed to present the full range of ties, responsibilities and expectations to all candidates and allow them to make an informed decision.” Dale credits the workshop, “because it helped me make decisions based on fairness.”
Year of the Know-It-All
Doug is another supervisor who attended one of my workshops. He recalls a major lesson learned from his own employee.
“One of my most embarrassing moments was when I had a Chinese-American employee put in a request to take time off to celebrate Chinese New Year. In my ignorance, I assumed he had his dates wrong, as the first of January and just passed. When I advised him of this, I gave him a long talking-to about turning in requests early with the proper dates.
“He patiently waited, then when I was done, he said he would like Chinese New Year off, not the Western New Year. He explained politely that in his culture the New Year did not begin January first, and that Chinese New Year, which is tied to the lunar cycle, is one of the most celebrated holidays on the Chinese calendar. Needless to say, I felt very embarrassed in assuming he had his dates mixed up. But I learned a great deal about assumptions, and that the timing of holidays varies considerably from culture to culture.
“Attending the diversity workshop helped me realize how much I could learn by simply asking questions and creating dialogues with my employees, rather than making assumptions and trying to be a know-it-all,” Doug admits. “The biggest thing I took away from the workshop is learning how to be more ‘inclusive’ to differences.”
A Better Bottom Line
An open mind about diversity not only improves organizations internally, it is profitable as well. These comments from a customer service representative show how an inclusive attitude can improve sales. “Most of my customers speak English as a second language. One of the best things my company has done is to contract with a language service that offers translations over the phone. It wasn’t until my boss received Mindsets’ training that she was able to understand how important inclusiveness was to customer service. As a result, our customer base has increased.”
Once we start to see people as indivials, and discard the stereotypes, we can move positively toward inclusiveness for everyone. Diversity is about coming together and taking advantage of our differences and similarities. It is about building better communities and organizations that enhance us as indivials and reinforce our shared humanity.
When we begin to question our assumptions and challenge what we think we have learned from our past, from the media, peers, family, friends, est., we begin to realize that some of our conclusions are flawed (有缺陷的) or contrary to our fundamental values. We need to train ourselves to think differently, shift our mindsets and realize that diversity opens doors for all of us, creating opportunities in organizations and communities that benefit everyone.
注意：此部分试题请在答题卡1上作答。
1. What bothered Tiffany ring an interview with her candidate?
A) He just wouldn’t look her in the eye.
B) He was slow in answering her questions.
C) His resume didn’t provide the necessary information.
D) His answers to some of her questions were irrelevant.
2. Tiffany’s misjudgment about the candidate stemmed from _________?
A) racial stereotypes
B) invalid personal bias
C) cultural ignorance
D) emphasis on physical appearance
3. What is becoming essential in the course of economic globalization according to the author?
A) Hiring qualified technical and management personnel.
B) Increasing understanding of people of other cultures.
C) Constantly updating knowledge and equipment.
D) Expanding domestic and international markets.
4. What kind of organization is Mindsets LLC?
A) A real estate agency.
B) A personnel training company.
C) A cultural exchange organization.
D) A hi-tech company.
5. After one of the workshops, account executive Dale realized that _________?
A) he had hired the wrong person
B) he could have done more for his company
C) he had not managed his workforce well
D) he must get rid of his gender bias
6. What did Dale think of Mindsets LLC’s workshop?
A) It was well-intentioned but poorly concted.
B) It tapped into the executives’ full potential.
C) It helped him make fair decisions.
D) It met participants’ diverse needs.
7. How did Doug, a supervisor, respond to a Chinese-American employee’s request for leave?
A) He told him to get the dates right.
B) He demanded an explanation.
C) He flatly turned it down.
D) He readily approved it.
8. Doug felt ________ when he realized that his assumption was wrong.
9. After attending Mindsets’ workshops, the participants came to know the importance of _______ to their business.
10. When we view people as indivials and get rid of stereotypes, we can achieve diversity and benefit from the _______ between us.
希望采纳！！！！谢谢
D. 求"2010年6月英语四级阅读理解中文翻译
用word里面的翻译 07版 审阅 翻译 右边窗口 点 翻译整个文档，会在网站里给你翻译好。
E. 2010年6月英语四级估分
你好！我用王长喜估分法帮你评估下!
听力你考的很好啊！192.5
阅读还行168
因为你完型我不能判断。作文我也不晓得你怎么样。
F. 2010年6月英语四级各题是如何给分的
听力(20%)、阅读
(40%)、综合(25%)、作文(15%)。各单项报道分的满分分别为：听力142分；阅读284分；综合178分；作文106分。
G. 找一篇英语四级 阅读理解 ，求题目及答案解析
或许你能在育路四六级教育网上找到~~
H. 英语四级 2010年6月 每道题的分值是多少
第一部分 (15’)写作 30分钟 一道题目
第二部分(10’)快速阅读 15分钟 十道题目，四个“对错未回提及”判断，六个填空答(10*1’)
第三部分(35’)听力理解 35分钟
A节 11-18题 短对话选择8*1’
19-25题 长对话选择7*1’
B节 26-35题 段落理解10*1’
B节 听写8*0。5’+3*2’=10’
第四部分(25’)仔细阅读 25分钟
A节 回答问题与填空 一篇文章 五道题目(5*1’)
B节 传统阅读 两篇文章 十道题目(10*2’)
第五部分(10’)在完形填空、改错题、简短回答问题三个题型中，三选一
15分钟 十道题目(10*1’)
第六部分(5’)翻译 5分钟 五道题目(5*1’)
I. 历年来英语四级真题阅读理解及翻译
你好，我是兔兔秃90，用网络网盘分享给你，点开就可以保存，链接永久专有效^_^链接：https://pan..com/s/10l5r9FXDkpfRCtHdxlAe2Q 提取属码：0000
J. 历年英语四级真题及答案
^你好，我是兔兔秃90，用网络网盘分享给你，点开就可以保存，链接永久有效版^_^链接：权https://pan..com/s/10l5r9FXDkpfRCtHdxlAe2Q 提取码：0000