PHẦN 3: ĐỀ ÔN LUYỆN THI PRACTICE TEST 6
112 người thi tuần này 5.0 18.1 K lượt thi 81 câu hỏi 60 phút
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Nội dung liên quan:
Danh sách câu hỏi:
Câu 14:
The President mentioned pension reform and went on…………that he would reduce unemployment figures.
The President mentioned pension reform and went on…………that he would reduce unemployment figures.
Câu 22:
Although.…………, he has been to more than 30 countries in the world and gained a lot of experience.
Although.…………, he has been to more than 30 countries in the world and gained a lot of experience.
Câu 28:
For many people, social networking offers them a feeling of…………from the real world. (ESCAPE)
For many people, social networking offers them a feeling of…………from the real world. (ESCAPE)
Câu 30:
According to a recent survey in Britain, more women than men emphasized………… and trust. (CONFIDENCE)
Câu 45:
As she hadn’t been there before, America was a whole new experience for her
.-> Not…………………………
Câu 49:
It only took us a few days to get to Milan. (MATTER)
-> We got to Milan………………………………………………days.
Đoạn văn 1
PART C. READING (30 POINTS)
Read the following passage and choose the best answer to each of the following question.
Blown Off Course
For the residents of the sleepy seaside town of Lowestoft, 3 September, 1965 was a day to remember. It all started in the early afternoon, when the wind began to blow, the sky darkened and a(n) (51)…………cloud appeared. As it approached, people were (52)…………to see objects dropping onto the ground. These giant ‘raindrops’ were, in fact, migrating birds blown off course by an unexpected storm. As townspeople ran for (53)…………from the rain, some even had birds landing on their heads. This (54)…………was not confined to Lowestoft. All along the coast thousands of exhausted birds were (55)…………out of the skies. This was the biggest migration of birds ever (56)…………in Britain. The next day when the wind dropped, one birdwatcher recorded a staggering total of more than 30,000 birds.
Each autumn, millions of migrating birds leave Scandinavia. On this occasion, crossing the North Sea, they ran into thick clouds and heavy rain. The birds were (57)…………by the bad weather. Many became exhausted and fell into the sea, but others pressed on. These lucky survivors landed on the British coast (58)…………local birdwatchers. Fortunately, weather conditions rapidly (59)…………and, after resting and feeding, the birds departed south.
To observe such migrants, you need to watch out for high pressure over Scandinavia, combined with unsettled weather over the eastern part of the British Isles and an onshore wind. If these conditions are in place during the evening head towards the east coast soon after dawn and, with luck, you will be rewarded with an (60)…………experience.
Đoạn văn 2
Read the following passage and fill in each blank with ONE suitable word.
The Australian Aborigines have recorded both real and symbolic images of their time on rock walls for many thousands of years. (61)…………..the long history of this tradition, new images have appeared and new painting styles have developed. And these characteristics can be used to categorize the different artistic styles. Among these are what we (62)…………..the Dynamic, Yam and Modern styles of painting.
One of the (63)…………..significant characteristics of the different styles is the
way that humans are depicted in the paintings. The more recent paintings show people in static poses. But the first human images to dominate rock art paintings, over 8,000 years ago, were full of movement. These paintings showed people hunting and cooking food and so they were (64)…………..the name ‘Dynamic’ to reflect this energy. It’s quite amazing considering they were painted in (65)…………..a simple stick-like form. In the Yam period, there was a movement away from stick figures to a more naturalistic shape. (66)………….., they didn’t go as far as the Modern style, which is known as ‘x-ray’ because it actually makes a feature of the internal skeleton as (67)…………..as the organs of animals and humans. The Yam style of painting got its name from the fact that it featured much curvier figures that actually resemble the vegetable called a yam, (68) …………..is similar to a sweet potato. The Modern paintings are interesting because they include paintings at the time of the first contact with European settlers. Aborigines managed to convey the idea of the settlers’ clothing by simply painting the Europeans (69) …………..any hands, indicating the habit of standing with their hands in their pockets! Size is another characteristic. The more recent images tend to be life size or even larger, but the Dynamic figures are (70)…………..in miniature.
Đoạn văn 3
Read the following passage and choose the best answer to each question.
Simply ticking the boxes isn’t enough
I have been asked what I think about the idea of ‘Investing in People’. The best answer I can give is that I think what it tries to achieve - basically making the link between business improvement and focusing on the needs of the people who work for an organization - is great. My problem is with organizations who subscribe to it as a way to help the ‘get better’, when they don’t bother to understand where they went wrong in the first place. They need to ask what explicit and implicit policies and procedures they have in place that prevent their people from being able to do the right thing for the right reasons.
I am sure that there are managers out there who don’t know any better, and assume that to manage they simply need to put pressure on their people to perform. But people don’t demonstrate high performance because they see the need to do it, and make the choice to do so. They do it because they are connected to the business goals and they see how their contributions can help achieve them. Such managers may tell themselves they can put a ‘tick’ in the ‘we care about people’ box. But simply putting ticks in boxes is no good if it doesn’t reflect reality.
I know of a company that was so concerned that its people were doing the ‘right thing’ that it put in place a series of metrics to measure their effectiveness. So far, so good. But one of the objectives - making successful sales calls - manifested itself in the metric ‘Number of potential customers seen in one day’. The sales people obviously focused their efforts on going from one customer’s office to another, and not on closing deals. Instead of the employees becoming more effective, they focused on getting the boxes ticked. Good intent; poor thinking.
Another company wanted to improve the speed with which it was able to introduce
new products. Competition was beating it to the market place, and consequently the company was losing market share. Senior management sent out the message to reduce the time spent in getting products into customers' hands, with the explanation that they couldn't afford delays. This was a relatively easy task, especially since the time spent testing the products was cut in half to accomplish the time reduction. The result was new products were introduced in less time than those of competition – but soon rejected by customers for poor quality. Good intent; reckless implementation.
A third company I know is trying hard to help employees see that they have some control over their future. The company instituted a programme with a title like ‘Creating our own future’ or something like that. A good idea; get the people involved in the future of the company. But instead of the employees becoming motivated to contribute, they saw it as a hollow exercise on the part of senior management who, in the past, had paid little attention to anything other than getting the job done so they could report great earnings. Yes, the programme was a big ‘tick the box’ effort, but that was all it was in the minds of the people that it was designed for.
A final example is of a company that brought in one of their ‘Investing in People’ programmes to change the way the company was run. Assessors were running around like crazy, heling managers examine how they managed. They told managers how they could manage better. And when the programme was over, the company was able to say that they had done it - it had invested in its people and life was now good. But the managers simply went back to business as usual. After all, the assessors were gone, and they had targets to hit.
[80A] All these examples are representative of senior management who see the need to improve things in their organization, but don't see how to do it. [80B] And when the employees simply see the programme as a box-ticking exercise, then it's hopeless. If a company is going to go through the effort implied in investing in people, it should make it worthwhile. [80C] Defaulting on the choice to improve the decision-making process by going through the motions is as lame as senior management saying their people’s poor performance is not the senior management’s fault. [80D]
(adapted from CAE Practice Tests)2 Đánh giá
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