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Part III. Reading Comprehension (15.5%) ( 共 6 小题,每题 2.6 分 ) Directions : Read the following passage and finish the tasks afterwards. Nike’s Goddess Para. 1. Nike has been the undisputed leader in sports market. But beneath the success was an Achilles’ heel. Nike is named after a woman — the Greek goddess of victory — but for most of its history, the company had been perceived as being mostly about men. Para. 2. Could Nike do more to realize the full potential of female customers? And how could it afford not to, given the threats to its future with Air Jordan running out of air and brands like Skechers digging into the teen market with shoes inspired by skateboarding, not basketball. That was the huge question at Nike HQ. The launch of Nike Goddess was the makings of an answer. Para. 3. For much of its history, Nike’s destiny was controlled by its founder, Phil Knight and his running buddies, who signed up athletes in locker rooms and made the executive decisions. But by throwing together a diverse team of people with different backgrounds and different levels of seniority, Nike has found that it can keep many of its core attributes while adding new sources of inspiration. Take the combination of star designer John Hoke and Mindy Grossman, Vice President of global apparel. Hoke designed the look and feel of the first Nike Goddess store. Then Grossman, whose career has included helping make Ralph Lauren into a retail icon, pitched the design ideas to Nike’s top retailers as stores within stores. Para. 4. Nike Goddess began as a concept for a women-only store, and there’s a reason why. Many of the retail settings in which the company’s products were found were a turnoff for female customers: dark, loud, and harsh — in a word, male. In sharp contrast, the Nike Goddess stores have the comforting feel of a woman’s own home. Para. 5. Designing a new approach to retail was only one element in Nike’s campaign. Another was redesigning the shoes and clothes themselves. Nike’s footwear designers worked on 18-month production cycles — which made it hard to stay in step with the new styles and colors for women. The apparel group, which worked around 12-month cycle, was better at keeping up with fashion trends. But that meant that the clothes weren’t coordinated with the shoes — a big turnoff for women. Para. 6. When Jackie Thomas, Nike’s US Brand Marketing Director for women, first heard the phrase “Nike Goddess”, she wasn’t impressed. “I don’t like talking to women through gender,” she says. Nike Goddess had to mean something to women and it was her job to make that happen. “Women don’t need anybody’s permission. We are at our best when we are showing women a place where they didn’t think they could be.” For John Hoke, the real power of Nike Goddess is not about traffic at stores. It’s about changing minds inside the company. “I knew that Goddess could galvanize us,” he says, “It was an opportunity to redefine and re-energise our entire brand around a market that was taking off.” Task Three Directions : Choose the word that has a similar meaning to the italicized one in each sentence. 31. The company had an Achilles’ heel . A) strongpoint B) secret weapon C) hidden weakness 32. Nike’s destiny was controlled by its founders ... A) designers B) sponsors C) creators 33. ...a diverse team of people with different levels of seniority . A) knowledge B) rank C) performance 34. Nike has found that it can keep many of its core attributes ... A) origins B) qualities C) aspects 35. Nike’s footwear designers worked on 18-month production cycles. A) shifts B) delays C) periods 36. “I knew that Goddess could galvanize us.” A) motivate B) surprise C) renew
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【单选题】听力原文: Buried treasure is scattered over every part of the United States. Why don't people find it? As a matter of fact, a great deal of buried treasure is found much more than we ever hear about, peop...
A.
Treasure hunters don't report their finds to avoid paying taxes on it.
B.
Those who find treasure usually keep it to themselves for fear that others might claim it.
C.
The police don' t bother about keeping a record.
D.
Both A and B
【单选题】间谍罪侵犯的客体是()。
A.
国家的主权
B.
国家的统一
C.
国家的安全
D.
国家的利益
【判断题】航空货运的运输淡季在1.2月份。
A.
正确
B.
错误
【单选题】1908年建造的( ),是我国第一座钢筋混凝土框架结构建筑。
A.
沙逊大厦
B.
汇丰银行
C.
大光明电影院
D.
上海电话公司
【简答题】例 3 :按年利率 12% ,每季度计息一次计算利息,从现在起连续 3 年的等额年末借款为 1000 元,问与其等值的第 3 年年末的几借款金额为多大?
【判断题】根据酸碱质子理论,只要能给出质子的物质就是酸,只要能接受质子的物质就是碱
A.
正确
B.
错误
【简答题】间谍罪的客体是 ________ 。
【单选题】下列各项中属于所有者权益的有
A.
.房屋
B.
.银行存款
C.
.借款
D.
.未分配利润
【单选题】Managers are frequently too busy to deal with the development of high-flyers.
A.
Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow's Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations' high-flyers.
B.
TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with today's flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, 'only to see them poached by another department or, worse still, another firm'. This fear of losing high-flyers runs deep in the organisations that make up the research group.
C.
TLRG argues that the task of management is not necessarily about employee retention, but about creating 'attraction centres'. 'We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,' said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.
D.
TLRG has concluded that a company's HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.
【简答题】间谍罪的客体是 ________ 。
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【单选题】Managers are frequently too busy to deal with the development of high-flyers.
A.
Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow's Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations' high-flyers.
B.
TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with today's flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, 'only to see them poached by another department or, worse still, another firm'. This fear of losing high-flyers runs deep in the organisations that make up the research group.
C.
TLRG argues that the task of management is not necessarily about employee retention, but about creating 'attraction centres'. 'We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,' said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.
D.
TLRG has concluded that a company's HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.
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