在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)模擬試題與真題解析

前言

　　2005年國(guó)務(wù)院學(xué)位委員會(huì)辦公室頒布《在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)考試大綱》（第二版）（以下簡(jiǎn)稱《考試大綱》）以來(lái)，參加這一考試的人數(shù)越來(lái)越多。為了幫助廣大考生更好地了解《考試大綱》，有針對(duì)性地復(fù)習(xí)準(zhǔn)備參加在職攻讀碩士學(xué)位全國(guó)聯(lián)考，我們特別編寫了“在職攻讀碩士學(xué)位全國(guó)聯(lián)考系列叢書(shū)”?！霸诼毠プx碩士學(xué)位全國(guó)聯(lián)考系列叢書(shū)”分為以下幾個(gè)分冊(cè)：1．《在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)模擬試題與真題解析》2．《在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)專項(xiàng)突破——口語(yǔ)交際、詞匯與語(yǔ)法》3．《在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)專項(xiàng)突破——閱讀理解》4．《在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)專項(xiàng)突破——完形填空、翻譯與寫作》本書(shū)（《在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)模擬試題與真題解析》）分為三部分：第一部分模擬試題本書(shū)根據(jù)《考試大綱》的要求編寫了12套模擬試題供考生復(fù)習(xí)；第二部分模擬試題答案及精解對(duì)以上12套模擬試題進(jìn)行了詳細(xì)的解析，指出測(cè)試點(diǎn)，并進(jìn)行了歸納總結(jié)；第三部分2005～2007年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題及解析對(duì)2005-2007年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題進(jìn)行詳細(xì)的解析，指出測(cè)試點(diǎn)，進(jìn)行歸納總結(jié)并對(duì)試卷進(jìn)行點(diǎn)評(píng)。本書(shū)的編寫人員均為資深的英語(yǔ)命題專家和教授，他們對(duì)《在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)考試大綱》（第二版）和試題的解析將對(duì)考生復(fù)習(xí)備考在職攻讀碩士學(xué)位全國(guó)聯(lián)考有很大的幫助。由于編寫時(shí)間倉(cāng)促，本書(shū)難免存在一些不足之處，敬請(qǐng)讀者批評(píng)指正。

內(nèi)容概要

《在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)模擬試題與真題解析》分為三部分：第一部分模擬試題：《在職攻讀碩士學(xué)位全國(guó)聯(lián)考英語(yǔ)模擬試題與真題解析》根據(jù)《考試大綱》的要求編寫了12套模擬試題供考生復(fù)習(xí)；第二部分模擬試題答案及精解：對(duì)以上12套模擬試題進(jìn)行了詳細(xì)的解析，指出測(cè)試點(diǎn)，并進(jìn)行了歸納總結(jié)；第三部分2005～2007年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題及解析對(duì)2005-2007年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題進(jìn)行詳細(xì)的解析，指出測(cè)試點(diǎn)，進(jìn)行歸納總結(jié)并對(duì)試卷進(jìn)行點(diǎn)評(píng)。

書(shū)籍目錄

第一部分　　模擬試題　MODEL TEST ONE　MODEL TEST TWO　MODEL TEST THREE　MODEL TEST FOUR　MODEL TEST FIVE　MODEL TEST SIX　MODEL TEST SEVEN　MODEL TEST EIGHT　MODEL TEST NINE　MODEL TEST TEN　MODEL TEST ELEVEN　MODEL TEST TWELVE第二部分　　模擬試題答案及精解　模擬試題一　模擬試題二　模擬試題三　模擬試題四　模擬試題五　模擬試題六　模擬試題七　模擬試題八　模擬試題九　模擬試題十　模擬試題十一　模擬試題十二第三部分　2005-2007年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題及解析　2005年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題　2005年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題解析　2006年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題　2006年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題解析　2007年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題　2007年在職攻讀碩士學(xué)位全國(guó)聯(lián)考真題解析

章節(jié)摘錄

　　40. The last paragraph mainly discussesA. the origins of different foods we eat in thanksgiving feastsB. the differences between past and present thanksgiving feastsC. the traditional foods and entertainments in thanksgiving feastsD. the importance of thanksgiving feasts in past and present societyPassage ThreeThere is something downright undemocratic about judging people' s abilities on their looks. Yetlooks matter a lot more in hiring and promotions than employers will admit to others, or even to themselves.Airlines and police forces have long had height and/or weight requirements for their staff, arguingthat being physically fit and strong - not too fat or too small - is in the interest of the public.Scotland Yard requires its male employees to be at least 5 feet 8 inches （ 1.73 meters） tall and fe-male employees to be at least 5 feet 4 inches. But the Yard decided to accept shorter women a fewyears ago to give them a fair chance.Air France still requires its female cabin crew to be between 1.58 meters and 1.78 meters, andmen to be between 1.70 meters and 1.92 meters. They must also have a "harmonius silhouette. " AndBritish Airways grounds any member of its cabin crew——pilots excluded——if they are 20% over the average weight of their height.Being too small and too overweight is only one way that looks can have an impact on someone' scareer. Academic research at Edinburgh University, New York University and Utah State Universityshows that the better-looking a person is, the more positive qualities they are thought to have and themore positive impact that has in a career.There is some evidence, however, that: women who are too attractive——unless they are televisioncommentators or have other high-visibility jobs——do not rank well as managers. "There is enough research now to conclude that attractive women who aspire to managerial positions do not do as well aswomen who may be less attractive," said Gerald Adams, a professor at Utah State University and anauthority on the subject.Some French employers and recruiters decide whether a manager is right for the job based uponlooks. In some cases, morphopsychologists——a term coined by a French neuropsychiatrist in 1935——attempt to determine personality traits according to a job applicant' s face, eyes, mouth, nose, ears andhands."Unfortunately, morphopsychology has become a criterion for recruitment in France," said BrunoVincenti with the Centre des Jeunes Dirigeants in Paris, the French employers' organization. "When itis used as the sole criterion, it is a catastrophe. " That' s for sure.

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