It's rare that you see the words "shyness" and "leader" in the same sentence. After all, the common viewpoint is that those outgoing and sociable guys make great public speakers and excellent networkers and that those shy people are not. A survey conducted by USA Today referred to 65 percent of executives who believed shyness to be a barrier to leadership. Interestingly, the same article stresses that roughly 40 percent of leaders actually are quite shy—they're just better at adapting themselves to situational demands. Bill Gates, Warren Buffet and Charles Schwab are just a few "innies".
Unlike their outgoing counterparts who are more sensitive to rewards and risk-taking, shy people take a cautious approach to chance. Rather than the flashy chit-chat that defines social gathering, shy people listen attentively to what others say and absorb it before they speak. They're not thinking about what to say while the other person is still talking, but rather listening so they can learn what to say. Along the same lines, shy people share a common love of learning. They are intrinsically(内在地) motivated and therefore seek content regardless of achieving an outside standard.
Being shy can also bring other benefits. Remember being in school and hearing the same kids contribute, until shy little Johnny, who almost never said a word, cut in? Then what happened? Everyone turned around to look with great respect at little Johnny actually talking. This is how shy people made good use of their power of presence:they "own" the moment by speaking calmly and purposefully, which translate to a positive image.
Shyness is often related to modesty. Not to say that limelight-seekers aren't modest, but shy people tend to have an accurate sense of their abilities and achievements. As a result, they are able to acknowledge mistakes, imperfections, knowledge gaps and limitations.
Since shy people have a lower sensitivity to outside rewards than outgoing ones, they're more comfortable working with little information and sticking to their inner desires. Shy people are also more likely to insist on finding solutions that aren't primarily apparent. Don't believe me? Maybe you'll believe Albert Einstein, who once said, "It's not that I'm so smart, it's that I stay with problems longer." Obviously, finding certainty where uncertainty is typically popular is a huge plus for any successful person.
The myth that shy people are less effective leaders than their outgoing fellows is just a misunderstanding. Make wise use of your personality strengths to lead your business no matter what side of the range you fall on.
1.We can learn from Paragraph 2 that ___________.
A. shy people are sensitive to rewards
B. shy people care more about content
C. outgoing people are more careful about chances
D. outgoing people consider what to learn while listening
2.The example of Johnny shows ____________.
A. shy people are likely to be modest
B. hardworking students speak little in public
C. some students keep silent on purpose at school
D. shy people may have an advantage in discussion
3.We can learn from the underlined sentence in Paragraph 5 that ____________.
A. success results from devotion
B. shyness contributes to popularity
C. outside reward leads to insistence
D. uncertainty counts more than certainty
4.The author supports his ideas mainly by ____________.
A. giving definitions and presenting research results
B. explaining problems and providing solutions
C. quoting authorities and making evaluations
D. making contrasts and gibing examples
高三英语阅读理解困难题
It's rare that you see the words "shyness" and "leader" in the same sentence. After all, the common viewpoint is that those outgoing and sociable guys make great public speakers and excellent net-workers and that those shy people are not. A survey conducted by USA Today referred to 65 percent of executives who believed shyness to be a barrier to leadership. Interestingly, the same article stresses that roughly 40 percent of leaders actually are quite shy—they're just better at adapting themselves to situational demands. Bill Gates, Warren Buffet and Charles Schwab are just a few "innies".
Unlike their outgoing counterparts who are more sensitive to rewards and risk-taking, shy people take a cautious approach to chance. Rather than the flashy chit-chat that defines social gathering, shy people listen attentively to what others say and absorb it before they speak. They're not thinking about what to say while the other person is still talking, but rather listening so they can learn what to say. Along the same lines, shy people share a common love of learning. They are intrinsically(内在地) motivated and therefore seek content regardless of achieving an outside standard.
Being shy can also bring other benefits. Remember being in school and hearing the same kids contribute, until shy little Johnny, who almost never said a word, cut in? Then what happened? Everyone turned around to look with great respect at little Johnny actually talking. This is how shy people made good use of their power of presence:they "own" the moment by speaking calmly and purposefully, which translate to a positive image.
Shyness is often related to modesty. Not to say that limelight-seekers aren't modest, but shy people tend to have an accurate sense of their abilities and achievements. As a result, they are able to acknowledge mistakes, imperfections, knowledge gaps and limitations.
Since shy people have a lower sensitivity to outside rewards than outgoing ones, they're more comfortable working with little information and sticking to their inner desires. Shy people are also more likely to insist on finding solutions that aren't primarily apparent. Don't believe me? Maybe you'll believe Albert Einstein, who once said, "It's not that I'm so smart, it's that I stay with problems longer." Obviously, finding certainty where uncertainty is typically popular is a huge plus for any successful person.
The myth that shy people are less effective leaders than their outgoing fellows is just a misunderstanding. Make wise use of your personality strengths to lead your business no matter what side of the range you fall on.
1.We can learn from Paragraph 2 that ___________.
A. shy people are sensitive to rewards
B. shy people care more about content
C. outgoing people are more careful about chances
D. outgoing people consider what to learn while listening
2.The example of Johnny shows ____________.
A. shy people are likely to be modest
B. hardworking students speak little in public
C. some students keep silent on purpose at school
D. shy people may have an advantage in discussion
3.We can learn from the underlined sentence in Paragraph 5 that ____________.
A. success results from devotion B. shyness contributes to popularity
C. outside reward leads to insistence D. uncertainty counts more than certainty
4.The author supports his ideas mainly by ____________.
A. giving definitions and presenting research results
B. explaining problems and providing solutions
C. quoting authorities and making evaluations
D. making contrasts and giving examples
高三英语阅读理解困难题查看答案及解析
It's rare that you see the words "shyness" and "leader" in the same sentence. After all, the common viewpoint is that those outgoing and sociable guys make great public speakers and excellent networkers and that those shy people are not. A survey conducted by USA Today referred to 65 percent of executives who believed shyness to be a barrier to leadership. Interestingly, the same article stresses that roughly 40 percent of leaders actually are quite shy—they're just better at adapting themselves to situational demands. Bill Gates, Warren Buffet and Charles Schwab are just a few "innies".
Unlike their outgoing counterparts who are more sensitive to rewards and risk-taking, shy people take a cautious approach to chance. Rather than the flashy chit-chat that defines social gathering, shy people listen attentively to what others say and absorb it before they speak. They're not thinking about what to say while the other person is still talking, but rather listening so they can learn what to say. Along the same lines, shy people share a common love of learning. They are intrinsically(内在地) motivated and therefore seek content regardless of achieving an outside standard.
Being shy can also bring other benefits. Remember being in school and hearing the same kids contribute, until shy little Johnny, who almost never said a word, cut in? Then what happened? Everyone turned around to look with great respect at little Johnny actually talking. This is how shy people made good use of their power of presence:they "own" the moment by speaking calmly and purposefully, which translate to a positive image.
Shyness is often related to modesty. Not to say that limelight-seekers aren't modest, but shy people tend to have an accurate sense of their abilities and achievements. As a result, they are able to acknowledge mistakes, imperfections, knowledge gaps and limitations.
Since shy people have a lower sensitivity to outside rewards than outgoing ones, they're more comfortable working with little information and sticking to their inner desires. Shy people are also more likely to insist on finding solutions that aren't primarily apparent. Don't believe me? Maybe you'll believe Albert Einstein, who once said, "It's not that I'm so smart, it's that I stay with problems longer." Obviously, finding certainty where uncertainty is typically popular is a huge plus for any successful person.
The myth that shy people are less effective leaders than their outgoing fellows is just a misunderstanding. Make wise use of your personality strengths to lead your business no matter what side of the range you fall on.
1.We can learn from Paragraph 2 that ___________.
A. shy people are sensitive to rewards
B. shy people care more about content
C. outgoing people are more careful about chances
D. outgoing people consider what to learn while listening
2.The example of Johnny shows ____________.
A. shy people are likely to be modest
B. hardworking students speak little in public
C. some students keep silent on purpose at school
D. shy people may have an advantage in discussion
3.We can learn from the underlined sentence in Paragraph 5 that ____________.
A. success results from devotion
B. shyness contributes to popularity
C. outside reward leads to insistence
D. uncertainty counts more than certainty
4.The author supports his ideas mainly by ____________.
A. giving definitions and presenting research results
B. explaining problems and providing solutions
C. quoting authorities and making evaluations
D. making contrasts and gibing examples
高三英语阅读理解困难题查看答案及解析
It’s rare that you see the words “shyness” and “letter” in the same sentence.After all,the common viewpoint is that those outgoing and sociable guys make great public speakers and excellent networkers and that those shy people are not.A survey conducted by USA Today referred to 65 percent of executives who believed shyness to be a barrier to leadership.Interestingly,the same article stresses that roughly 40 percent of leaders actually are quite shy—they're just better at adapting themselves to situational demands.Bill Gates,Warren Buffet and Charles Schwab are just a few "innies".
Unlike their outgoing counterparts who are more sensitive to rewards and risk-taking,shy people take a cautious approach to chance.Rather than the flashy chit-chat that defines social gathering,shy people listen attentively to what others say and absorb it before they speak.They're not thinking about what to say while the other person is still talking,but rather listening so they can learn what to say.Along the same lines,shy people share a common love of learning.They are intrinsically(内在地) motivated and therefore seek content regardless of achieving an outside standard.
Being shy can also bring other benefits.Remember being in school and hearing the same kids contribute,until shy little Johnny,who almost never said a word,cut in?Then what happened? Everyone turned around to look with great respect at little Johnny actually talking.This is how shy people made good use of their power of presence: they "own" the moment by speaking calmly and purposefully,which translate to a positive image.
Shyness is often related to modesty.Not to say that limelight-seekers aren't modest,but shy people tend to have an accurate sense of their abilities and achievements.As a result,they are able to acknowledge mistakes,imperfections, knowledge gaps and limitations.
Since shy people have a lower sensitivity to outside rewards than outgoing ones,they're more comfortable working with little information and sticking to their inner desires.Shy people are also more likely to insist on finding solutions that aren't primarily apparent.Don't believe me?Maybe you'll believe Albert Einstein,who once said,"It's not that I'm so smart,it's that I stay with problems longer."Obviously,finding certainty where uncertainty is typically popular is a huge plus for any successful person.
The myth that shy people are less effective leaders than their outgoing fellows is just a misunderstanding.Make wise use of your personality strengths to lead your business no matter what side of the range you fall on.
1.We can learn from Paragraph 2 that_______.
A. shy people are sensitive to rewards
B. shy people care more about content
C. outgoing people are more careful about chances
D. outgoing people consider what to learn while listening
2.The example of Johnny shows______.
A. shy people are likely to be modest
B. hardworking students speak little in public
C. some students keep silent on purpose at school
D. shy people may have an advantage in discussion
3.We can learn from the underlined sentence in Paragraph 5 that______.
A. shyness results in success
B. shyness contributes to popularity
C. outside reward leads to insistence
D. uncertainty counts more than certainty
4.The author supports his ideas mainly by______.
A. giving definitions and presenting research results
B. explaining problems and providing solutions
C. quoting authorities and making evaluations
D. making contrasts and gibing examples
高三英语阅读理解困难题查看答案及解析
What’s a “gift”? If you look it up in the dictionary, you’ll see that it’s another word for a present. For example, “They brought him some gifts.” However, if you’re German, “gift” means something completely different: poison!
This word “gift” is an example of a false friend--- a word that looks the same in two languages, but which actually has two different meanings. As English is basically a mixture of German, French and Latin, there are many words that are similar in these languages. For example, the English word “education” is “education” in Spanish. And the English words “word, book, nine, house” are “Wort, Buch, Neun, Haus” in german.
These similar-looking words can be very helpful when learning other languages --- they’re our “friends”. However, sometimes they can turn out or be “false friends”. Here are a few examples.
In English, someone who is “sensible” thinks before they act and shows good judgement. For example , “The sensible thing to do would be to consult a lawyer.” However, in Spanish, “sensible ” means “sensitive” (showing understanding of other people’s problems, needs or feelings).
The English word “coin” refers to a piece of money made of metal. For example, “I had a few coins in my pocket.” But the French word “coin” means “corner”.
The English word “library” is a place where you can go to borrow books. For example, “I borrowed six books from the library.” But the Spanish word “libreria” refers to a bookshop (where you buy books).
The English word “actually” means “in fact”. For example, “Actually I’m not Italian, I’m form American.” But the Spanish word “actualmente” means “currently” or “at the moment”.
Finally, the English word “embarrassed” means “ashamed”. For example, “They looked a bit embarrassed.” However, the Spanish term “embarazada” means “pregnant” (with a child).
1. We can learn from the first two paragraphs that English _______.
A. is easy to master
B. is simpler than Spanish
C. has a complex background
D. has changed greatly throughout history
2. Which of the following pairs of words are true friends according to the author?
A. Nine and Neun. B. Library and libreria.
C. Actually and actualmente. D. Embarrassed and embarazada.
3. According to the text, in Spanish ______.
A. “coin” means “corner”
B. “gift” refers to something negative
C. “educacion” simply means “book”
D. “sensible” doesn’t necessarily means “wise”
4. The author develops the text mainly by ______.
A. following the order of space B. comparing different ideas
C. providing typical examples D. analyzing the cause and effect
高三英语阅读理解中等难度题查看答案及解析
–It’s really a pity that I didn’t see you in Shanghai.
-- I _________ to see you in the hotel, but I was too busy.
A.hope B.had hoped C.hoped D.am hoping
高三英语单项填空简单题查看答案及解析
–It’s really a pity that I didn’t see you in Shanghai.
-- I _________ to see you in the hotel, but I was too busy.
A.hope B.had hoped C.hoped D.am hoping
高三英语单项填空困难题查看答案及解析
Suppose you become a leader in an organization. It's very likely that you'll want to have volunteers to help with the organization's activities. To do so, it should help to understand why people undertake volunteer work and what keeps their interest in the work.
Let’s begin with the question of why people volunteer. Researchers have identified several factors that motivate people to get involved. For example, people volunteer to express personal values related to unselfishness, to expand their range of experiences, and to strengthen social relationships. If volunteer positions do not meet these needs, people may not wish to participate. To select volunteers, you may need to understand the motivations of the people you wish to attract.
People also volunteer because they are required to do so. To increase levels of community service, some schools have launched compulsory volunteer programs. Unfortunately, these programs can shift people's wish of participation from an internal factor (e. g. , “I volunteer because it's important to me”) to an external factor ( e. g. ,“I volunteer because I'm required to do so”). When that happens, people become less likely to volunteer in the future. People must be sensitive to this possibility when they make volunteer activities a must.
Once people begin to volunteer, what leads them to remain in their positions over time? To answer this question, researchers have conducted follow-up studies in which they track volunteers over time. For instance, one study followed 238 volunteers in Florida over a year. One of the most important factors that influenced their satisfaction as volunteers was the amount of suffering they experienced in their volunteer positions. Although this result may not surprise you, it leads to important practical advice. The researchers note that attention should be given to “training methods that would prepare volunteers for troublesome situations or provide them with strategies for coping with the problem they do experience”.
Another study of 302 volunteers at hospitals in Chicago focused on individual differences in the degree to which people view “volunteer” as an important social role. It was assumed that those people for whom the role of volunteer was most part of their personal identity would also be most likely to continue volunteer work. Participants indicated the degree to which the social role mattered by responding to statements such as “Volunteering in Hospital is an important part of who I am. ” Consistent with the researchers’ expectations, they found a positive correlation (正相关) between the strength of role identity and the length of time people continued to volunteer. These results, once again, lead to concrete advice: “Once an individual begins volunteering, continued efforts might focus on developing a volunteer role identity... Items like T-shirts that allow volunteers to be recognized publicly for their contributions can help strengthen role identity”.
1.People volunteer mainly out of ________.
A.academic requirements B.social expectations
C.financial rewards D.internal needs
2.What can we learn from the Florida study?
A.Follow-up studies should last for one year.
B.Volunteers should get mentally prepared.
C.Strategy training is a must in research.
D.Volunteers are provided with concrete advice.
3.What is most likely to motivate volunteers to continue their work?
A.Individual differences in role identity.
B.Publicly identifiable volunteer T-shirts.
C.Role identity as a volunteer.
D.Practical advice from researchers.
4.What is the best title of the passage?
A.How to Get People to Volunteer.
B.How to Study Volunteer Behaviors.
C.How to Keep Volunteers’ Interest.
D.How to Organize Volunteer Activities.
高三英语阅读理解中等难度题查看答案及解析
Suppose you become a leader in an organization. It’s very likely that you’ll want to have volunteers to help with the organization’s activities. To do so, it should help to understand why people undertake volunteer work and what keeps their interest in the work.
Let’s begin with the question of why people volunteer. Researchers have identified several factors that motivate people to get involved. For example, people volunteer to express personal values related to unselfishness, to expand their range of experiences, and to strengthen social relationships. If volunteer positions do not meet these needs, people may not wish to participate. To select volunteers, you may need to understand the motivations of the people you wish to attract.
People also volunteer because they are required to do so. To increase levels of community service, some schools have launched compulsory volunteer programs. Unfortunately, these programs can shift people’s wish of participation from an internal factor (e.g. “I volunteer because it’s important to me”) to an external factor (e.g. “I volunteer because I’m required to do so”). When that happens, people become less likely to volunteer in the future. People must be sensitive to this possibility when they make volunteer activities a must.
Once people begin to volunteer, what leads them to remain in their positions over time? To answer this question, researchers have conducted follow-up studies in which they track volunteers over time. For instance, one study followed 238 volunteers in Florida over a year. One of the most important factors that influenced their satisfaction as volunteers was the amount of suffering they experienced in their volunteer positions. Although this result may not surprise you, it leads to important practical advice. The researchers note that attention should be given to “training methods that would prepare volunteers for troublesome situations or provide them with strategies for coping with the problem they do experience”.
Another study of 302 volunteers at hospitals in Chicago focused on individual differences in the degree to which people view “volunteer” as an important social role. It was assumed that those people for whom the role of volunteer was most part of their personal identity would also be most likely to continue volunteer work. Participants indicated the degree to which the social role mattered by responding to statements such as “Volunteering in Hospital is an important part of who I am.” Consistent with the researchers’ expectations, they found a positive correlation(正相关) between the strength of role identity and the length of time people continued to volunteer. These results, once again, lead to concrete advice: “Once an individual begins volunteering, continued efforts might focus on developing a volunteer role identity....Items like T-shirts that allow volunteers to be recognized publicly for their contributions can help strengthen role identity”.
1.People volunteer mainly out of __________.
A.academic requirements B.social expectations
C.financial rewards D.internal needs
2.What can we learn from the Florida study?
A.Follow-up studies should last for one year. B.Volunteers should get mentally prepared.
C.Strategy training is a must in research. D.Volunteers are provided with concrete advice.
3.What is most likely to motivate volunteers to continue their work?
A.Individual differences in role identity. B.Publicly identifiable volunteer T-shirts.
C.Role identity as a volunteer. D.Practical advice from researchers.
4.What is the best title of the passage?
A.How to Get People to Volunteer B.How to Study Volunteer Behaviors
C.How to Keep Volunteers’ Interest D.How to Organize Volunteer Activities
高三英语阅读理解中等难度题查看答案及解析
Suppose you become a leader in an organization. It’s very likely that you’ll want to have volunteers to help with the organization’s activities. To do so, it should help to understand why people undertake volunteer work and what keeps their interest in the work.
Let’s begin with the question of why people volunteer. Researchers have identified several factors that motivate people to get involved. For example, people volunteer to express personal values related to unselfishness, to expand their range of experiences, and to strengthen social relationships. If volunteer positions do not meet these needs, people may not wish to participate. To select volunteers, you may need to understand the motivations of the people you wish to attract.
People also volunteer because they are required to do so. To increase levels of community service, some schools have launched compulsory volunteer programs. Unfortunately, these programs can shift people’s wish of participation from an internal factor (e.g. “I volunteer because it’s important to me”) to an external factor (e.g. “I volunteer because I’m required to do so”). When that happens, people become less likely to volunteer in the future. People must be sensitive to this possibility when they make volunteer activities a must.
Once people begin to volunteer, what leads them to remain in their positions over time? To answer this question, researchers have conducted follow-up studies in which they track volunteers over time. For instance, one study followed 238 volunteers in Florida over a year. One of the most important factors that influenced their satisfaction as volunteers was the amount of suffering they experienced in their volunteer positions. Although this result may not surprise you, it leads to important practical advice. The researchers note that attention should be given to “training methods that would prepare volunteers for troublesome situations or provide them with strategies for coping with the problem they do experience”.
Another study of 302 volunteers at hospitals in Chicago focused on individual differences in the degree to which people view “volunteer” as an important social role. It was assumed that those people for whom the role of volunteer was most part of their personal identity would also be most likely to continue volunteer work. Participants indicated the degree to which the social role mattered by responding to statements such as “Volunteering in Hospital is an important part of who I am.” Consistent with the researchers’ expectations, they found a positive correlation(正相关) between the strength of role identity and the length of time people continued to volunteer. These results, once again, lead to concrete advice: “Once an individual begins volunteering, continued efforts might focus on developing a volunteer role identity....Items like T-shirts that allow volunteers to be recognized publicly for their contributions can help strengthen role identity”.
1.People volunteer mainly out of __________.
A. academic requirements B. social expectations
C. financial rewards D. internal needs
2.What can we learn from the Florida study?
A. Follow-up studies should last for one year. B. Volunteers should get mentally prepared.
C. Strategy training is a must in research. D. Volunteers are provided with concrete advice.
3.What is most likely to motivate volunteers to continue their work?
A. Individual differences in role identity. B. Publicly identifiable volunteer T-shirts.
C. Role identity as a volunteer. D. Practical advice from researchers.
4.What is the best title of the passage?
A. How to Get People to Volunteer B. How to Study Volunteer Behaviors
C. How to Keep Volunteers’ Interest D. How to Organize Volunteer Activities
高三英语阅读理解中等难度题查看答案及解析
Suppose you become a leader in an organization. It’s very likely that you’ll want to have volunteers to help with the organization’s activities. To do so, it should help to understand why people undertake volunteer work and what keeps their interest in the work.
Let’s begin with the question of why people volunteer. Researchers have identified several factors that motivate people to get involved. For example, people volunteer to express personal values related to unselfishness, to expand their range of experiences, and to strengthen social relationships. If volunteer positions do not meet these needs, people may not wish to participate. To select volunteers, you may need to understand the motivations of the people you wish to attract.
People also volunteer because they are required to do so. To increase levels of community service, some schools have launched compulsory volunteer programs. Unfortunately, these programs can shift people’s wish of participation from an internal factor (e.g. “I volunteer because it’s important to me”) to an external factor (e.g. “I volunteer because I’m required to do so”). When that happens, people become less likely to volunteer in the future. People must be sensitive to this possibility when they make volunteer activities a must.
Once people begin to volunteer, what leads them to remain in their positions over time? To answer this question, researchers have conducted follow-up studies in which they track volunteers over time. For instance, one study followed 238 volunteers in Florida over a year. One of the most important factors that influenced their satisfaction as volunteers was the amount of suffering they experienced in their volunteer positions. Although this result may not surprise you, it leads to important practical advice. The researchers note that attention should be given to “training methods that would prepare volunteers for troublesome situations or provide them with strategies for coping with the problem they do experience”.
Another study of 302 volunteers at hospitals in Chicago focused on individual differences in the degree to which people view “volunteer” as an important social role. It was assumed that those people for whom the role of volunteer was most part of their personal identity would also be most likely to continue volunteer work. Participants indicated the degree to which the social role mattered by responding to statements such as “Volunteering in Hospital is an important part of who I am.” Consistent with the researchers’ expectations, they found a positive correlation(正相关) between the strength of role identity and the length of time people continued to volunteer. These results, once again, lead to concrete advice: “Once an individual begins volunteering, continued efforts might focus on developing a volunteer role identity....Items like T-shirts that allow volunteers to be recognized publicly for their contributions can help strengthen role identity”.
1.People volunteer mainly out of __________.
A. academic requirements B. social expectations
C. financial rewards D. internal needs
2.What can we learn from the Florida study?
A. Follow-up studies should last for one year. B. Volunteers should get mentally prepared.
C. Strategy training is a must in research. D. Volunteers are provided with concrete advice.
3.What is most likely to motivate volunteers to continue their work?
A. Individual differences in role identity. B. Publicly identifiable volunteer T-shirts.
C. Role identity as a volunteer. D. Practical advice from researchers.
4.What is the best title of the passage?
A. How to Get People to Volunteer B. How to Study Volunteer Behaviors
C. How to Keep Volunteers’ Interest D. How to Organize Volunteer Activities
高三英语阅读理解中等难度题查看答案及解析