单选题In English vocabulary, words of French ______ are not rare.

单选题As pointed out in Paragraph 3, the "evenly mixed" scenario

单选题The ______ garden looks very beautiful.

单选题Applicants should note that all positions are ______ to Australian citizenship requirements.

单选题When an invention is made, the inventor has three possible 61 of action open to him; he can give the invention to the world by publishing it, keep the idea 62 , or patent it. A 63 patent is the result of a bargain 64 between an inventor and the state, but the inventor gets a limited period of monopoly and publishes full details of his invention to the public after that period 65 . Only the most exceptional circumstances 66 the lifespan of a patent 67 to alter this normal process of events. The longest extension ever 68 was to Georges Valensi; his 1939 patent for color TV receiver circuit was extended until 1971 because for most of the patent's normal life there was no color TV to 69 and thus no hope for reward for the invention. Because a patent remains permanently 70 after it has terminated, the shelves of the library attached to the 71 office contain details of literally millions of ideas that are free for anyone to use and, if 72 than half a century, sometimes even re-patent. Indeed, patent experts often advise anyone 73 to avoid the high cost of conducting a search through 74 patents that the one sure way of violation of any other inventor's fight is to plagiarize a dead patent. Likewise, because publication of an idea in any other form 75 invalidates further patents on that idea. It is traditionally 76 to take ideas from other areas of print. Much modem technological advance is 77 on these presumptions of legal security. Anyone closely 78 in patents and inventions soon learns that most "new" ideas are, in fact, as old as the hills. It is their reduction to commercial practice, either through necessity or dedication, or through the availability of new technology, 79 makes news and money. The basic patent for the theory for magnetic recording dates back to 1886. Many of the original ideas behind television originate 80 the late 19th and early 20th century. Even the Volkswagen rear engine car was anticipated by a 1904 patent for a cart with the horse at the rear.

单选题This answer sounded ______.

单选题It has been raining for 3 ______ days, Monday, Tuesday and Wednesday. That's why the entire city has been flooded.

单选题 道家思想 道家思想(Taoism)是中国春秋时期(the Spring and Autumn Period)最重要的思想学派之一，创始人是老子。道家思想的核心是“道”(Tao)，老子用“道”来说明宇宙万物的产生和演变，认为人们在思想和行为上都要遵循“道”的规律，一切都要顺其自然。老子之后的另一位哲学家庄子继承和发展了道家思想。他强调自我提高，追求精神的自由。道家思想提倡追求自然、和谐的思想以及批判性思维的人文精神，是中国传统文化中宝贵而独特的精神财富。

单选题Please come back as soon as ______.

单选题Some conductors ______ sound amplification at their concerts.

单选题A foreign enterprises contract is a bad idea ______.

单选题The professor can hardly find sufficient grounds ______ his argument in favor of the new theory.

单选题阅读下面短文，请从短文后所给各题的4个选项（A、B、C、D）中选出1个最佳选项，并在答题卡相应位置上将该项涂黑。The Early Life of Beethoven　　At an early age, Beethoven took an interest in music.His father taught him day and night.Without doubt, the child w

单选题He always did well at school ______ having to do part-time jobs every now and then. A) in spite of B) regardless of C) on account of D) in case of

单选题It was not a grand occasion, so we were allowed to wear______clothes.

单选题 How Diversity Training Infuriates Men and Fails Women A. Decades before Anita Hill, Gretchen Carlson or #MeToo, American companies dreamed up 'diversity training', typically a course that lasts anywhere from an hour to a couple of days, with the goal of wiping out biases against women and others from underrepresented groups. For most of its history, diversity training has been pretty much a cudgel, pounding white men into submission with a mix of finger-wagging and guilt-mongering. B. The first training programs surfaced in the 1950s, after men returned from World War II and were appalled and perplexed to find women in their offices. After the passage of the Civil Rights Act of 1964, the training took on more urgency. Within a decade, it had morphed into a knee-jerk response to legal actions, after a series of high-profile sex discrimination suits, including one by the women of Newsweek magazine, who were stranded (使滞留) in a pink ghetto. 'Women don't write at Newsweek. If you want to be a writer, go someplace else,' the bosses told them, according to Lynn Povich, one of the 46 women who sued. C. By the time I entered the workforce in the 1980s, the Newsweek suit and others like it—led by women at TIME, the Associated Press and the New York Times—were mostly forgotten. Diversity training had taken a backseat too. I don't recall ever hearing the phrase until the 1990s. By then, it had been reconstituted as a feel-good exercise in consciousness-raising. White men were told they should include women and minorities because it's the right thing to do. It was all about the importance of 'inclusion.' D. But here's the thing about diversity training: it doesn't work. Harvard organizational sociology professor Frank Dobbin and others have since delved into why such programs have failed. Dobbin combed through thousands of data points and found that for white women and black men and women in management positions, it actually made things worse. That's right: companies that introduced diversity training would actually employ more women and black men today if they had never had diversity training at all. He singled out three situations in which training is doomed to fail: when it's mandatory; when it so much as mentions the law; or when it is specific to managers, as opposed to being offered to all employees. Unfortunately, he found, about 75% of firms with diversity-training programs fall into at least one of those categories. E. Perhaps more to the point is the fact that the training infuriates (激怒) the people it's intended to educate: white men. 'Many interpreted the key learning point as having to walk on eggshells around women and minorities—choosing words carefully so as not to offend. Some surmised (猜测) that it meant white men were villains, still others assumed that they would lose their jobs to minorities and women, while others concluded that women and minorities were simply too sensitive,' executives Rohini Anand and Mary-Frances Winters noted in a 2008 analysis of diversity training in the Academy of Management Learning Education. F. Training done badly can also damage otherwise cordial relationships. Women and minorities often leave training sessions, thinking their co-workers must be even more biased than they had previously imagined. In a more troubling development, it turns out that telling people about others' biases can actually heighten their own. Researchers have found that when people believe everybody else is biased, they feel free to be prejudiced themselves. In one study, a group of managers was told that stereotypes are rare, while another group was told that stereotypes are common. Then both groups were asked to evaluate male and female job candidates. The managers who were told that stereotypes are common were more biased against the women. In a similar study, managers didn't want to hire women and found them unlikable. The evidence is damning. G. Yet companies continue to invest heavily in diversity training spending, by one estimate, almost $8 billion a year. It has led to what the Economist dubbed 'diversity fatigue'. In a recent article, the magazine suggested that 12 of the most terrifying words in the English language are: I'm from human resources, and I'm here to organize a diversity workshop. H. Now companies are searching for more effective, less infuriating alternatives. Take tech firms, which have come under fire for being among the worst offenders when it comes to bias. The irony is that they have also been at the forefront of devising new ways to combat it. I. Can they turn around a culture where sexism has not only been tolerated but in many cases celebrated? I sat down with Brian Welle, director of people, analytics at Google, who is tasked with helping lead the latest trend: unconscious-bias training. J. We all have prejudices buried so deeply inside of us that we don't know they exist. Unconscious-bias training is supposed to arm employees with the tools they need to recognize it and neutralize these prejudices. His role, Welle told me, was to ensure that 'every decision we made, from hiring to promotion to pay to performance, didn't have an unintended bias' against women or other underrepresented groups. Welle seized on an insight that has proved to be key for anyone who is trying to wipe out hidden biases: if we believe that everyone around us is trying hard to fight against those stereotypes and prejudices, we'll do the same. Call it peer pressure, or call it a pack mentality. Whatever it is, it works. Our own biases disappear. K. Welle and his team ultimately developed a workshop for Google employees that strives to mimic those conditions. In a typical session, he explains the science, so that employees can understand that yes, we're all biased, and yes, we're all trying to fight it, and don't worry, it isn't your fault. He focuses on four ways to 'interrupt' bias, all of which boil down to one word: awareness. He encourages employees to use consistent criteria to measure success and to rely on data rather than on gut reactions when evaluating others. He urges them to notice how they react to subtle cues. Finally, he encourages employees to call out bias when they see it, even if the culprit is their own boss. L. To be sure, unconscious-bias training isn't a cure-all. Last year, a male Google engineer penned an anti-diversity 'manifesto' protesting such efforts, and later called the firm's training 'just a lot of shaming'. The company fired him—and he hit back in January, suing Google for discrimination against conservative white males. Google is also fighting U. S. Department of Labor allegations (指控) of 'extreme' underpayment to female Google employees, which the company denies.

单选题 There is nothing like the suggestion of a cancer risk to scare a parent, especially one of the over-educated, eco-conscious type. So you can imagine the reaction when a recent USA Today investigation of air quality around the nation's schools singled out those in the smugly green village of Berkeley, Calif, as being among the worst in the country. The city's public high school, as well as a number of daycare centers, preschools, elementary and middle schools, fell in the lowest 10%. Industrial pollution in our town had supposedly turned students into living science experiments breathing in a laboratory's worth of heavy metals like manganese (锰), chromium (铬) and nickel (镍) each day. This in a city that requires school cafeterias to serve organic meals. Great, I thought, organic lunch, toxic campus. Since December, when the report came out, the mayor, neighborhood activists and various parent-teacher associations have engaged in a fierce battle over its validity: over the guilt of the steel-casting factor5, on the western edge of town, over union jobs versus children's health and over what, if anything, ought to be done. With all sides presenting their own experts armed with conflicting scientific studies, whom should parents believe? Is there truly a threat here, we asked one another as we dropped off our kids, and if so, how great is it? And how does it compare with the other, seemingly perpetual health scares we confront, like panic over lead in synthetic athletic fields? Rather than just another weird episode in the town that brought you protesting environmentalists, this latest drama is a trial for how today's parents perceive risk, how we try to keep our kids safe—whether it's possible to keep them safe—in what feels like an increasingly threatening world. It raises the question of what, in our time, 'safe' could even mean. 'There's no way around the uncertainty,' says Kimberly Thompson, president of Kid Risk, a nonprofit group that studies children's health. 'That means your choices can matter, but it also means you aren't going to know if they do.' A 2004 report in the journal Pediatrics explained that nervous parents have more to fear from fire, car accidents and drowning than from toxic chemical exposure. To which I say: Well, obviously. But such concrete hazards are beside the point. It's the dangers parents can't—and may never—quantify that occur all of sudden. That's why I've rid my cupboard of microwave food packed in bags coated with a potential cancer-causing substance, but although I've lived blocks from a major fault line (地质断层) for more than 12 years, I still haven't bolted our bookcases to the living room wall.

单选题 SECTION A MULTIPLE-CHOICE QUESTIONS In this section there are several passages followed by ten multiple-choice questions. For each question, there are four suggested answers marked A, B, C and D. Choose the one that you think is the best answer and mark your answers on ANSWER SHEET TWO. PASSAGE ONE 'There is very little in my life that is more personal and more important to me than comets.' The amateur astronomer David H. Levy told Terence Dickinson in an interview. 'Not just discovering them but watching them, learning about them, writing about them, understanding what they do. It makes observing the sky intensely personal. I feel when I find a new comet that a door has been opened and I have seen a slightly new aspect of nature. There is this object in the solar system that—for a few minutes or a few hours—only I know about. It is like trying to pry a secret out of nature. It is a very special feeling.' Ever since he was a child, David Levy has been fascinated by the night sky and the wonders it reveals to devoted watchman. He developed a special feeling for comets before he reached his teens, though it was not until 1984—after nineteen years and more than nine hundred hours of combing the sky in search of them—that he discovered his first one, from a small observatory that he had built in his backyard. Since then, he has discovered or co-discovered twenty more, making him one of the world's most important comet hunters. His most celebrated find is periodic comet Shoemaker Levy 9, which he made with the husband-and-wife comet and asteroid hunting team Eugene and Carolyn Shoemaker. The comet's dramatic collision with Jupiter in July 1994, which constituted 'the greatest planetary show in recorded history', to quote Malcolm W. Browne of the New York Times, captivated not only professional astronomers, but many amateurs. Although he is 'only' an amateur astronomer, he earns his living by lecturing and writing books and by working with project artists. They're projects devoted to introducing astronomy to elementary school children. He has won tremendous respect from his professional colleagues for his success in tracking comets. 'David Levy is one of those rare individuals blessed with the gift of discovery,' David Hartsel, who serves on the board of directors of the Richland Astronomical Society, in Ohio, has said. 'Even rarer is his ability to let others share in the excitement and wonder of those discoveries through his writing and lectures.' PASSAGE TWO Being a man has always been dangerous. There are about 105 males born for every 100 females, but this ratio drops to near balance at the age of maturity, and among 70-year-olds there are twice as many women as men. But the great universal of male mortality is being changed. Now, boy babies survive almost as well as girls do. This means that, for the first time, there will be an excess of boys in those crucial years when they are searching for a mate. More important, another chance for natural selection has been removed. Fifty years ago, the chance of a baby (particularly a boy baby) surviving depended on its weight. A kilogram too light or too heavy meant almost certain death. Today it makes almost no difference. Since much of the variation is due to genes, one more agent of evolution has gone. There is another way to commit evolutionary suicide: stay alive, but have fewer children. Few people are as fertile as in the past. Except in some religious communities, very few women have 15 children. Nowadays the number of births, like the age of death, has become average. Most of us have roughly the same number of offspring. Again, differences between people and the opportunity for natural selection to take advantage of it have diminished. India shows what is happening. The country offers wealth for a few in the great cities and poverty for the remaining tribal peoples. The grand mediocrity of today—everyone being the same in survival and number of offspring—means that natural selection has lost 80 percent of its power in upper-middle-class India compared to the tribes. For us, this means that evolution is over; the biological Utopia has arrived. Strangely, it has involved little physical change. No other species fills so many places in nature. But in the past 100,000 years—even the past 100 years—our lives have been transformed but our bodies have not. We did not evolve, because machines and society did it for us. Darwin had a phrase to describe those ignorant of evolution: They 'look at an organic being as a savage looks at a ship, as at something wholly beyond his comprehension'. No doubt we will remember a 20th century way of life beyond comprehension for its ugliness. But however amazed our descendants may be at how far from Utopia we were, they will look just like us. PASSAGE THREE By far the most common difficulty in study is simple failure to get down to regular concentrated work. This difficulty is much greater for those who do not work for a plan and have no regular routine of study. Many students muddle along, doing a bit of this subject or that, as the mood takes them, or letting their set work pile up until the last possible moment. Few students work to a set timetable. They say that if they did construct a timetable for themselves they would not keep to it, or would have to alter it constantly, since they can never predict from one day to the next what their activities will be. No doubt some temperaments take much more kindly to a regular routine than others. There are many who shy away from the self-regimentation of a weekly timetable, and dislike being tied down to a definite program of work. Many able students claim that they work in cycles. When they become interested in a topic they work on it intensively for three or four days at a time. On other days, they avoid work completely. It has to be confessed that we do not fully understand the complexities of the motivation to work. Most people over 25 years of age have become conditioned to a work routine, and the majority of really productive workers set aside regular hours for the more important aspects of their work. The 'tough-minded' school of workers is usually very contemptuous of the idea that good work can only be done spontaneously, under the influence of inspiration. Those who believe that they need only work and study as the fit takes them have a mistaken belief either in their own talent or in the value of 'freedom'. Freedom from restraint and discipline leads to unhappiness rather than to 'self-expression' or 'personality development'. Our society insists on regular habits, time keeping and punctuality, and whether we like it or not, if we mean to make our way in society we have to comply with its demands. PASSAGE FOUR Even just a degree or two of greenhouse warming will have a dramatic impact on water resources across western North America. Teams who have modeled the climate in the area are warning of greatly reduced snow packs and more intense flooding as temperatures inch up during the 21st century. It's the first time that global climate modelers have worked so closely with teams running detailed regional models of snowfall, rain and stream flows to predict exactly what warming will do to the area. The researchers, from the National Center for Atmospheric Research in Boulder, Colorado, and elsewhere, were surprised by the size of the effect generated by only a small rise in temperature. Assuming business as usual emissions, greenhouse gases will warm the west coast of North America by just one or two degrees Celsius over the next century, and average precipitation won't change much. But in the model, warmer winters raised the snowline, drastically reducing the crucial mountain snow pack, the researchers told the American Geophysical Union in San Francisco. 'We realized that huge areas of the snow pack in the Sierra went down to 15 percent of today's values,' says Michael Dettinger, a research hydrologist at the Scripps Institution of Oceanography in La Jolla, California. That caught everyone's attention. The researchers also predict that by the middle of the century, melting snow will cause streams to reach their annual peak flow up to a month earlier. And with warm rains melting snow or drenching already saturated ground, the risk of extreme floods will rise dramatically. We have to believe in these very warm, very wet storms, says Andrew Wood, a water resources modeler at the University of Washington, Seattle. 'Since dams can't be filled until the risk of flooding is past, the models predict they will trap just 70 to 85 percent as much run-off as they do now. This is a particular problem for California, where agriculture, industry, a burgeoning population and environmental needs already clash over limited water supplies. We are taking this extremely seriously,' says Jonas Minton, deputy director of the California Department of Water Resources. And observations certainly back up the models. Minton points out that an increasing percentage of California's precipitation over recent decades is falling as rain rather than snow. And Iris Stewart, a climate researcher at the University of California, San Diego, has found that in the last 50 years, run-off peaks in the western US and Canada have been happening earlier and earlier. The cause seems to be a region-wide trend towards warmer winters and springs. Dettinger has little doubt that the models point to a real and immediate problem. 'It's upon us,' he says, 'and it's not clear what the fix is.'