WHAT IS YOUR LATEST GALE WARNING?的中文意思是：你船接收的航行警告是什么？

A . hold your course and speed B . sound the danger signal C . begin an exchange of passing signals D . do not cross the channel if you might impede the other vessel

A . information B . news C . description D . signal

A . She is happy B . She is ill C . She is tall D . She is at home

A . A B . B C . C D . D

A . Confirm that your computer has a Microsoft Windows Experience Index base score above 3.0.  B . Run Microsoft Windows Vista Upgrade Advisor. C . Configure Windows Defender to detect updates before scanning. D . Validate your Windows installation from the Microsoft Windows Genuine Advantage Web page.

A . Run lscfg -vl, and check the ROM levels B . Run cfgmgr -v, and check the ROM levels C . Run inventory scout, and check the installed levels D . Run lslpp -l grep devices, and check the filesets installed

A．plan B．aim C．arrangement D．idea

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.

M: But you aren't even considering my personal problems. How am I supposed to concentrate on books when my father is in the hospital with cancer？ Q: Why is the boy being expelled？ (15) A．His father is sick. B．He doesn't like school. C．He causes a lot of trouble. D．He's a poor student.

A．Skeptical. B．Scornful. C．Annoyed. D．Indifferent.

M: Clean it now. We'll all go on a picnic in half an hour. Q: What is the possible relationship between the two speakers？ (15) A．Mother and father. B．Mother and son. C．Teacher and student. D．Two students.

A．plan B．aim C．arrangement D．idea

A.two．thousand dollar B.two-thousand dollars C.two．thousand．doHar D.two-thousand-dollars

A．plan B．aim C．arrangement D．idea

A．Sometimes I can be impatiet with process of a project,but that is just just because I like to get things done B．I don’t like people telling me what to do C．I am really lazy D．Well, I have a weakness for having a drink during lunch hour．

A．He does not earn as much money as his classmates． B．He does not work as well as his classmates． C．He does not get enough pay for his ’hard work． D．He does not have enough time for his study．