南风草木香40.Text-messaging is used as part of doctors ’treatment by____.B
A.carrying out more quantitative research
B.sending messagesto remind patients
C.publishing at least three papers
D.observing the effects of mobile phones
Passage Two
Questions 41 to 45 are based on the following passage.
Plato, an ancient Greek philosopher, believed that men are divided into thre
e classes: gold, silver and bronze. Vilfredo Pareto, an Italian economist, arg ued that “ thevital few ”account for most progress. In the private sector（私
营部门） , best companies struggle relentlessly（无情地） to find and keep t
he vital（必不可少的，维持生命所需的）few. They offer them fat pay pack
ets（大笔款项） , extra training, powerful mentors（指导） and more challeng
ing assignments（任务） .
As the economy begins to recover, companies are trying harder to nurture （培育，培养） raw talent（人才） , or to poach（偷猎，盗用） it from thei r rivals. Private-equity firms rely heavily on a few stars. High-tech firms, for
all their egalitarianism（平等主义） , are ruthless（残酷的） about recruiting （吸收，添加，招募）the brightest. Firms in emerging markets are desperat
e to find young high-flyers （成功人士，高材生） to cope with rapid growt h and fast-changing environments.
Bill Conaty and Ram Charan ’recents book The Talent Masters provides a ni ce mix of portraits（描述，描绘） of well-known talent factories along with s
ketches（概述，描述）of more recent converts（转换）to the cause. “ Tal
ent masters ”are proud of their elitism （精英主义） . GE divides its employe
es into three groups based on their promise. Hibdustan Unilever compiles（编
辑，收集） a list of people who show innate（固有的，天生的） leadership qualities. “ Talentmasters ”all seem to agree on the importance of two thin gs: measurement and differentiation （分化） . The best companies routinely s
ubject employees to various “ reviews and” “assessments（评估）” .But whe n it comes to high-flyers they make more effort to build up a three-dimensi onal（三维的，立体的）pictures of their personalities and to provide lots o f feedback.
A powerful motivator is single out high-flyers for special training. GE spen
ds $ 1 billion a year on it. Novartis sends high-flyers to regular off-site tra ining sessions（学期，会期） . Many companies also embrace（拥抱，接受）
on-job training, speaking of “ stretch assignment” or “ baptismsby fire”Th.
e most coveted (令人垂涎的 )are foreign postings: these can help young mana gers understand what it is like to run an entire company with a wide range o
f problems.
Successful companies make sure that senior managers are involved with “ tal ent development ”Bosses. of P&G spent 40% of their time on personnel. Int el obliged senior managers to spend at least a week in a year teaching high
-flyers. Involving the company’s top brass（高级职员） in the process preve nts lower-level managers from monopolizing（垄断，独占） high-flyers and c reatesdialogues（对话，交流）between established and future leaders. Succe
ssful companies also integrate talent development with their broader strategy to ensure that companies are more than the sum of their parts. P&G likes its managers to be both innovative（革新的，创新的）and worldly （精于世
俗的）. Goodyear replaced 23 of its 24 senior managers in two years as it shifted its target-consumers from carmakers to motorists.
Meanwhile, in their rush to classify people, companies can miss potential st ars.
Those who are singled out for special treatment can become too full of themselves. But the first problem can be fixed by flexibility: people who are average in one job can become stars in another. And people who beco
me too smug（沾沾自喜的，自鸣得意的）can be discarded（丢弃） .
41. The author mentions the needs for talent of different firms in the secon
d paragraph to show that____.A
A.the need for talent is universal
B.there is a cut-throat competition among them
C.the economy is more prosperous than before
D.the need for talent is confined(限制） to high-tech firms
42.What does the new book The Talent Masters chiefly depict（描述） ?B A. How the well-known talent factories classify their staff.
B.How the talent factories and recent converts to the cause are like.
C.How to identify and recruit talent.
D.How to keep and foster（培养） elite（精英） employees.
43.The best companies usually cultivate（培养） their high-flyers by____.D
A.checking and evaluating them frequently
67c21a030229bd64783e0912a216147917117ee0pelling the senior managers to instruct the high-flyers
C.moving them into the positions that display their strengths
D.providing them with training or special mentoring classes
44.The successful companies implement the “ talentdevelopment ”strategy
b y____.A
A.making sure that its senior managers spend enough time on personnel
B.changing the company’ strategy according to the status quo of talent
C.replacing most of the senior managers regularly to avoid monopoly
D.grooming future leaders from high-flyers rather than from lower-level managers
45.What does the author mainly talk about in the last paragraph?C
A.The importance of equality（平等）
B.The necessity of flexibility
C.The drawbacks of elitism.
D.The harm of self-conceit（自负） .
