Successful management of culture shock depends on an awareness of its symptoms and the degree of its severity.

A . The 7042-CR4 is a rack mounted model, compared to the 7042-C06, which is adesktop. B . The 7042-CR4 is limited to 16 managed systems, compared to a limit of 32 for the 7042-C06. C . The 7042-C06 has faster CPUs and twice the RAM compared to the 7042-CR4,which is suited to large enterprise deployments. D . The 7042-C06 can manage POWER5-based hardware, in addition to POWER6, while the 7042-CR4 can only manage POWER6-based hardware.

A . The import operation must be performed by a user on the target database with the DATAPUMP_IMP_FULL_DATABASE role, and the database link must connect to a user on the source database with the DATAPUMP_EXD_FULL_DATABASE role. B . All the user-defined tablespaces must be in read-only mode on the source database. C . The export dump file must be created before starting the import on the target database. D . The source and target database must be running on the same platform with the same endianness. E . The path of data files on the target database must be the same as that on the source database. F . The impdp operation must be performed by the same user that performed the expdp operation.

A . fine atomization B . high temperature C . good mixing of fuel and air D . all of the above

A . Search information in logs across multiple domains B . View different log information in single console location C . Save current performance data as baseline to be used in comparison with future data D . Provides single dashboard across multi-tier composite applicatio

A . politics B . politician C . political D . politically

A .  Adds to all nodes with the cluster running. B .  Adds to all nodes with the cluster stopped. C .  Adds with the cluster running，uses "Lazy Update" to perform the logical volume synchronization. D .  Adds to all nodes with the cluster running but requires the volume groups to be exported andimported after.

A . Conduct a TDA B . Use IBM System xConfiguratioin and Option Guide （COG） C . UsexREF D . Conduct aServerProven Opportunity Request for Evaluation （SPORE）

A . their no trouble period B . their freely trouble period C . its free trouble life D . its trouble-free life

M: Well, it's a combination of things, but at the top of the list I think I'd put being truthful. Staff have certain expectations of how they should be treated and they want their managers to be fair. Not telling your staff what's happening is a sure way of losing their respect. You need to concentrate on solving problems, not hiding them. W: But not all problems can be solved, can they？ M: Most can, actually, but that's not the point. The thing is, instead of reacting after the dam-ages done, you should be talking to staff about how things are going and avoiding a situation where they come to see you about the problems after the event. The trick is to decide what problems might arise before they actually happen. W: What about having staff work together？ How should that be managed？ M: Well, some people appear to like working on their own, but in most companies, people who work on their own do so because they have been neglected. They have been given a task and their boss is not in-terested in how it is being done. This makes their sense of achievements smaller no matter how hard they work. People who work in teams have dearer overall picture of the work they are involved in. They have a role to play, and they know that if they don't perform. well, it is not only the business is going to suffer but also the other members of their team. So it is up to managers to create teams within their organization and encourage this team spirit. It raises performance. W: How is this best done？ M: Well, it's important to identify certain key employees among your staff and give them particular support and attention. If these key people are encouraged in their work, they would perform. better themselves, and more importantly raise the general level of performance of all the others in their area. W: Isn't it also a question of recruitment？ M: Yes, yes, lots of difficulties in staff management arise because mangers genuinely don't know how to select the right person. Sometimes interviewees are chosen on the basis of written personality tests which hear no relation with the work they'll be actually doing. Many managers admit that they sometimes ignore the lack of appropriate skills in recruiting the staff. I'd say that in the vast majority of cases they simply opt for the candidates who's made the best impression in half an hour or so... F: So, what should we have instead？ M: Well, the selection procedure should involve matching the skills and knowledge of the applicant to the actual job. And they should be done in the most immediate and relevant way possible, for example, if you try to recruit a trainer for your company, an important part of the inter-view should involve the applicant giving a pre-pared training session. Training is what they'll be doing, so you should see them in operation be-fore employing them. F: That sounds sensible. The final question, Brian, is about discipline, which is perhaps the hardest factor to get it right. What is the latest thinking？ B: Umm, well, the issues are: should you be a hard, unfriendly boss, make sure everyone obey your order without a question, or should you be more sympathetic and listen to your employees' difficulties？ Then there will be time when you have to discipline someone who has done some-thing wrong. It can be difficult if you are on very friendly terms with them. So a certain distance is necessary. On the either hand, if you are too un-approachable, you may not be made aware of important problems. M: Well, thank you, Brian. I'm sure plenty of managers out there will find out our talk very interesting. ？You will hear a radio interview with Brian Williams, a management expert. The interview deals with staf A．being able to concentrate. B．being honest. C．being respected.

A.generation B.kindness C.faculty D.readiness

A．fairly B．rather C．very D．moderately

A．rather than B．including C．but also D．less than

A．concentration B．intensity C．conservation D．stress

A．pragmatics. B．semantics. C．sociolinguistics. D．psycholinguistics.

A．Specialized knowledge B．Highly-skilled staff C．Exceptional talent D．Teamwork skills