As a manager, Tiffany is responsible for inte...

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 individual 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 admits. 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 family where respect for those in authority was shown by turning away your eyes. “I was just thrown off by the lack of eye contact, not realizing it was cultural,” Tiffany says. “I missed out, but will not miss that opportunity again.”

Many of us have had similar experiences with behaviors we describe 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 (假设) .

Hire Advantage

At a time when hiring qualified people is becoming more difficult, employers who can have no personal biases (偏见) from the process have an obvious advantage. My company, Mindsets LLC, helps organizations and individuals see their own blind spots. A real estate (房产) agent we worked with illustrates the positive difference such training can make .

“During my Mindsets coaching period, I was taught how to own a diversified workforce. I employed people from different cultures and skill sets. The agents were able to make use of 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 in charge of a diverse workforce. “Through some of the lessons, 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 his 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 assumption 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 promote the full potential of a diverse workforce. “I learned from the class that instead of forcing my gender biases into the situation, I needed to present the full range of duties, responsibilities and expectations to all candidates and allow them to make an informed decision.” Dale sings high praise for the workshop, “because it helped me make decisions based on fairness.”

A better Bottom Line

An open mind about diversity not only improves organizations from inside, 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 individuals, we can move positively toward inclusiveness for everyone. Diversity is about coming together and taking advantage of our differences and similarities and about building better communities and organizations. When we begin to question our assumptions and challenge what we think we have learned from our past , from the media, peers, family, friends, etc, we begin to realize that some of our conclusions are imperfect 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.

1. In Tiffany’s view, the first candidate was passed over because he ________.

A. was an Asian-American

B. didn’t perform as perfectly as the second one

C. was untrustworthy

D. showed no respect for authority

2.Tiffany’s misjudgment about the candidate originated from ________.

A. racial discrimination

B. cultural differences

C. gender discrimination

D. emphasis on physical appearance

3.What kind of organization is Mindsets LLC?

A. A real estate agency.

B. A hi-tech company.

C. A company dealing with financial affairs.

D. A company training workforce.

4.Which of the following statements will Dale not agree with about Mindsets LLC’s workshop?

A. It helped him make fair decisions.

B. It helped him discover his personal bias about gender.

C. It helped him look at a person as a whole one.

D. It helped him find successful candidates.

5.The last paragraph is intended to tell us the importance of ________.

A. viewing people as individuals

B. challenging our past

C. training ourselves in Mindsets’ workshops

D.building better communications

高三英语阅读理解简单题查看答案及解析

The reason why he didn’t get the job is that he couldn’t be　　 even for the interview．

A. responsible　　 B. beneficial　　　　 C. punctual　　 D. Regular

高三英语单项填空中等难度题查看答案及解析

Travis is the manager of G&G where he is responsible for forty employees (雇员)and profits (利润) of over $2 million per year. He's never late to work. He does not get upset on the job. When one of his employees started crying after a customer screamed at her, Travis took her away. "Your working uniform is your shelter," he told her. "Nothing anyone says will ever hurt you. You will always be as strong as you want to be."

Travis picked up that lecture in one of his G&G training courses, an education program that began on his first day and continues throughout an employee's occupation. The training has, Travis says, changed his life. G&G has taught him how to live, how to focus, how to get to work on time, and how to master his emotions (情绪). Most importantly, it taught him willpower.

At the center of that education is an extreme focus on an all-important habit; willpower. Dozens of cases show that willpower is the single most important habit for a person's success.

And the best way to strengthen willpower is to make it into a habit. "Sometimes it looks like people with great self-control aren't working hard—but that's because they've made it automatic," Angela Duckworth, one of the University of Pennsylvania researchers said. "Their willpower occurs without them having to think about it."

The company spent millions of dollars developing programs of study to train employees on self-control. Managers wrote workbooks that serve as guides to how to make willpower a habit in workers' lives. Those courses arc, in part, why G&G has grown from a sleepy company into a large one with more than seventeen thousand stores and profits of more than $10 billion a year.

1.We loam from Paragraph 2 that employees in G&G must 　　　　　 .

A. learn to give lectures

B. attend education programs

C. design a working uniform

D. develop a common hobby

2.Willpower will become a habit when employees can 　　　　　 .

A. focus on the profits

B. benefit from the job

C. protect themselves well

D. control their feeling well

3.What can we infer from the passage?

A. G&G has grown into a large company.

B. G&G will spend half its profits training employees.

C. G&G may become more successful in the future.

D. G&G has to produce more workbooks for managers.

高三英语阅读理解中等难度题查看答案及解析

Travis is the manager of G&G where he is responsible for forty employees and profits of over $2 million per year. He’s never late to work. He does not get upset on the job. When one of his employees started crying after a customer screamed at her, Travis took her away. “Your working uniform is your shelter,” he told her. “Nothing anyone says will ever hurt you. You will always be as strong as you want to be.”

Travis picked up that lecture in one of his G&G training courses, an education program that began on his first day and continues throughout an employee’s occupation. The training has, Travis says, changed his life. G&G has taught him how to live, how to focus, how to get to work on time, and how to master his emotions. Most importantly, it taught him willpower.

At the center of that education is an extreme focus on an all-important habit: willpower. Dozens of cases show that willpower is the single most important habit for a person’s success.

And the best way to strengthen willpower is to make it into a habit. “Sometimes it looks like people with great self-control aren’t working hard—but that’s because they’ve made it automatic,” Angela Duckworth, one of the University of Pennsylvania researchers said. “Their willpower occurs without them having to think about it.”

The company spent millions of dollars developing programs of study to train employees on self-control. Managers wrote workbooks that serve as guides to how to make willpower a habit in workers’ lives. Those courses are, in part, why G&G has grown from a sleepy company into a large one with more than seventeen thousand stores and profits of more than $10 billion a year.

1.We learn from Paragraph 2 that employees in G&G must ________.

A. attend education programs

B. learn to give lectures

C. design a working uniform

D. develop a common hobby

2.Willpower will become a habit when employees can ________.

A. focus on the profits

B. control their feeling well

C. protect themselves well

D. benefit from the job

3.What can we infer from the passage?

A. G&G has grown into a large company.

B. G&G will spend half its profits training employees.

C. G&G may become more successful in the future.

D. G&G has to produce more workbooks for managers.

高三英语阅读理解中等难度题查看答案及解析

Interviewing someone for a job is not as easy as it looks. First, as the interviewer, you’re tasked with finding the person who will not only do the job well but also fit in well with the other employees.

You have to make an evaluation of abstract qualities that can’t be found on a résumé. Because you have to repeat the process for every potential employee, you end up asking question after question, applicant after applicant.

Still, interviewers need to be told something: “What is your biggest weakness?” is not a good question. It just isn’t.

Now, job seekers have to understand that interviewers want to find some way to know what makes an applicant different from others. Asking questions that are seemingly impossible to answer is one way to see who can think creatively. Then what may be a proper way to respond to such a question?

Honesty, with a twist(新手法)

“‘What are your three strengths and three weaknesses?’ is a classic, but not too many people know how to answer this,” says Kenneth C. Wisnefski, founder and CEO of WebiMax, an online marketing company.

“As an interviewer, we want to hear strengths that describe initiative(主动性), motivation and dedication. The best way to respond is to include these qualities into specific ‘personal statements.’”

“Similarly, weaknesses should be positioned as a strength that can benefit the employer.”

“I like to hear applicants state an exaggerated strength, and put an interesting twist on it. An example of this is, ‘My initiative is so strong, that sometimes I take on too many projects at a time.’”

This answer leads with a strength that employers want —initiative —and still acknowledges that you’re not perfect.

Although you might consider this acknowledgement too honest, it works because it proves you’re being honest.

Honesty, with progress

When you consider what your weaknesses are, think about how you have attempted to overcome them. No one is perfect, so pretending that you are a perfectionist will come across as insincere.

Debra Davenport, author of “Career Shuffle,” believes citing(引用) examples are the best approach.

“My preferred response for this question is to tell the truth without damaging the applicant’s image.” Davenport explains.

“A better response might be, ‘I’ve had some challenges with work-life balance in the past and I realize that a life out of balance isn’t good for me, my family or my employer. I’ve taken the time to learn better time and project management, and I’m also committed to my overall wellness.’”

The answer adds some dimension to the question, and proves you’ve thought beyond the answer. You’ve actually changed your behavior to address the situation, even if you haven’t completely overcome the weakness.

Put yourself in the interviewer’s shoes

However you decide to answer, Debra Yergen, author of “Creating Job Security Resource Guide,” recommends job seekers imagine themselves sitting on the other side of the desk.

“If you were doing the hiring, what would you be looking for? What would be your motivation for asking certain questions? Who would you be trying to weed out? If you can empathize (共鸣) with the interviewer, you can better understand what they want and need, and then frame your qualifications to meet their needs for the position you seek.”

Once you consider what the goal of the question is and figure out what your honest answer is, you’ll be able to give the best possible answer to a tricky question.

高三英语填空题困难题查看答案及解析

I got the job I _______ for. The boss picked me out of 30 applicants.

A. interviewed    B. had interviewed   C. was interviewed   D. have been interviewed

高三英语单项填空困难题查看答案及解析

Interviews are becoming an increasingly common part of the application process for US universities. Since many Chinese applicants are unable to meet admissions officers in person, some rely on phone or video interviews to connect with recruiters. Software like Skype and FaceTime helps students to bridge the distance. 1.

● 2.

Before the interview, review your experiences fully and be prepared to explain them in vivid detail. In particular, think about what you’ve done outside of academia. Remind yourself why you would be a strong candidate. To improve your storytelling skills, New Oriental Education recommends you remember the “STARS”. It refers to “situation, tasks, actions, result and self”. 3. What situations did you find yourself in? What tasks were you faced with? How did you react, and what was the outcome?

● Master the art of interviewing electronically.

4. The right clothes can help put you in the mindset of a professional conversation. Also, remember to smile while you are speaking. Experts from Villanova University say it can help improve the tone of your voice. Still, remember to look into your webcam-not at your monitor during the Skype video interviews, as this will stimulate direct eye contact.

● Be thankful and send a thank-you e-mail.

Make sure to write a thank-you e-mail after you finish the interview and address it specifically to the admissions representative. 5. If there is something about the interview that was helpful to you, let your interviewer know. If you share an interest with your interviewer over a book or a band, make sure you mention it in the e-mail. Send it within 24 hours after the interview while it’s still fresh in your mind and your interviewer’s.

A. Be a good storyteller.

B. Think carefully before the interview.

C. Dress professionally, even for phone interviews.

D. Here are some tips while doing long - distance interviews.

E. Most importantly, the e-mail should be kept short and right to the point.

F. These words can help you highlight the most important parts of your resume.

G. Express your interest in the school and thank your interviewer for meeting with you.

高三英语七选五中等难度题查看答案及解析

Before going for an interview, it is important to ________ as much information as possible about the company.

A．take out           B．bring away         C．look up           D．turn down

高三英语单项填空简单题查看答案及解析

Many applicants stood outside the manager’s office, nervously waiting ________ for the job.

A. to choose            B. being chosen      C. choosing           D. to be chosen

高三英语单项填空困难题查看答案及解析

As hiring _______ more global, both for employers and candidates, video interviewing is a way to speed up the interview process.

A．became                              B．has become

C．will become                           D．had become

高三英语单项填空简单题查看答案及解析