题目内容
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To diagnose influenza, the virus must be identified by using a microscope.
A．Y
B．N
C．NG
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更多“To diagnose influenza, the vir…”相关的问题
A．Y
B．N
C．NG
Why is it so hard to diagnose the autism？
A．Because there still exists no test for diagnosis by now.
B．Because diagnosis of the same autism cases are different.
C．Because scientists make no progress in uncovering the genetic factors.
D．Because none of the signs of autism is obvious to be diagnosed.
A.Auto Diagnose
B.Boot from hard disk
C.reboot system
D.Toolkit-VXXX(XXX为版本号)
If a man is seriously ill, how can information highway help him？
A．He can send for a doctor from a central hospital by information highway.
B．He can use wireless telephone to consult doctors at a central hospital.
C．Doctors from different places could diagnose him at the same time on net.
D．Others can report his information to the nearest hospital as soon as possible.
Workplace Negativity
Nothing affects employee morale more adversely than persistent workplace negativity. It saps (消耗) the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo (高潮) of voices responding to a workplace decision or event.
Learn About Workplace Negativity
As a manager or human resources professional, you are closely in touch with employees throughout the company. This allows you to keep your fingers on the pulse of the organization to sense workplace negativity. It enables you to establish and heed early warning signals that all is not well. You receive employee complaints, do exit interviews with employees who leave, and know the reputation of your organization in your community.
You watch the discussions on employee Intranets, manage the appraisal and 360-degree feedback process, and coach managers in appropriate staff treatment. This information will help you learn to identify the symptoms of negativity before its morale-busting consequences damage your workplace. It will also assist you in preventing and curing workplace negativity.
Diagnose Workplace Negativity
Negativity is an increasing problem in the workplace, according to Gary S. Topchik, the author of Managing Workplace Negativity. He states, in a Management Review article, that negativity is often the result of a loss of confidence, control, or community. Knowing what people are negative about is the first step in solving the problem.
In my experience, when rumblings (抱怨) and negativity are beginning in your organization, talking with employees will help you understand the exact problems and the degree to which the problems are impacting your workplace. You will want to identify the exact employee groups who are experiencing the negativity, and the nature of the issues that sparked their unhappiness.
Perhaps the organization made a decision that adversely affected staff. Perhaps the executive manager held a staff meeting and was perceived to threaten or ignore people asking legitimate questions. Maybe staff members feel insecure because concern exists over losing a product line.
Perhaps underground rumors are circulating about an impending layoff. People may feel that they give the organization more than they receive in return. They may feel that a coworker is mistreated or denied a deserved promotion.
When You Are Not in Control of the Negativity
Negativity often occurs when people are impacted by decisions and issues that are out of their control. Examples of these include: corporation downsizing; understaffing that requires people to work mandatory overtime; budget reductions; and upper-management decisions that adversely impact members of your staff. Under these circumstances, as a human resources professional, try some of the following ideas.
？Identify any aspects of the situation that you can impact, including providing feedback in your organization about the negative impact that is occurring. (Sometimes decisions are made and no one understands or predicts their outcome. Sometimes you can influence an issue or a decision if you practice personal, professional courage and speak your mind.)
？Listen, listen, listen. Often people just need a sounding board. Be visible and available to staff. Proactively (积极地) schedule group discussion sessions, town meetings, "lunches with the manager" or one-on-one blocks of time.
？Challenge pessimistic thinking and negative beliefs about people, the company, and the work area. Don't let negative, false statements go unchallenged. If the statements are true, provide the rationale, the corporate thinking, and the events that are responsible for the negative circumstances. Share eve
A．Y
B．N
C．NG
In their thirst for evidence on this issue, commentators seized on the recent report by the Census Bureau, which found that average household income rose by 5.2% in 2015. Unfortunately, that conclusion puts too much weight on a useful, but flawed and incomple te, statistic. Among the more significant problems with the Census’s measure are that: 1) it excludes taxes, transfers, and compensation like employer-provided health insurance; and 2) it is based on surveys rather than data. Even if precisely measured, income data exclude important determinants of economic well-being, such as the hours of work needed to earn that income.
While thinking about the question, we came across a recently published article by Charles Jones and Peter Klenow, which proposes an interesting new measure of economic welfare. While by no means perfect, it is considerably more comprehensive than average income, taking into account not only growth in consumption per person but also changes in working time, life expectancy, and inequality. Moreover, it can be used to assess economic performance both across countries and over time.
The Jones-Klenow method can be illustrated by a cross-country example. Suppose we want to compare the economic welfare of citizens of the U.S. and France in 2005.
In 2005, as the authors observe, real consumption per person in France was only 60% as high as the U.S., making it appear that Americans were economically much better off than the French on average. However, that comparison omits other relevant factors: leisure time, life expectancy, and economic inequality. The French take longer vacations and retire earlier, so typically work fewer hours; they enjoy a higher life expectancy, presumably reflecting advantages with respect to health care, diet, lifestyle, and the like; and income and consumption are somewhat more equally distributed there than in the U.S. Because of these differences, comparing France’s consumption with the U.S.’s overstates the gap in economic welfare. Similar calculations can be used to compare the U.S. and other countries. For example, this calculation puts economic welfare in the United Kingdom at 97% of U.S. levels, but estimates Mexican well-being at 22%.
The Jones-Klenow measure can also assess an economy’s performance over time. According to this measure, as of the early-to-mid-2000s, the U.S. had the highest economic welfare of any large country. Since 2007, economic welfare in the U.S. has continued to improve. However, the pace of improvement has slowed markedly. Methodologically, the lesson from the Jones-Klenow research is that economic welfare is multi-dimensional. Their approach is flexible enough that in principle other important quality-of life changes could be incorporated—for example, decreases in total emissions of pollutants and declines in crime rates.
What does the author think of the 2015 report by the Census Bureau？
A.It is based on questionable statistics.
B.It reflects the economic changes.
C.It evidences the improved welfare.
D.It provides much food for thought.
What does the author say about the Jones-Klenow method？
A.It is widely used to compare the economic growth across countries.
B.It revolutionizes the way of measuring ordinary peopled livelihood.
C.It focuses on people’s consumption rather than their average income.
D.It is a more comprehensi ve measure of people’s economic well-being.
What do Jones and Klenow think of the comparison between France and the U.S. in terms of real consumption per person？
A.It reflected the existing big gap between the two economies.
B.It neglected many important indicators of people’s welfare.
C.It covered up the differences between individual citizens.
D.It failed to count in their difference in natural resources.
What is an advantage of the Jones-Klenow method？
A.It can accurately pinpoint a country’s current economic problems.
B.It can help to ra ise people’s awareness of their economic well-being.
C.It can diagnose the causes of a country’s slowing pace of economic improvement.
D.It can compare a country’s economic conditions between different periods of time.
What can we infer from the passage about American people’s economic well-being？
A.It is much better than that of their European counterparts.
B.It has been on the decline ever since the turn of the century.
C.It has not improved as much as reported by the Census Bureau.
D.It has not been accurately assessed and reported since mid-2000s.
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