考研201英語（一）在線題庫每日一練（四百零七）

本文提供考研201英語（一）在線題庫每日一練，以下為具體內(nèi)容

1、Financial  regulators in Britain have imposed a rather unusual rule on the bosses of big banks. Starting next year, any guaranteed bonus of top executives could be delayed 10 years if their banks are under investigation for wrongdoing. The main purpose of this “clawback” rule is to hold bankers accountable for harmful risk-taking and to restore public trust in financial institution. Yet officials also hope for a much larger benefit: more long term decision-making not only by banks but also by all corporations, to build a stronger economy for future generations.“ Short-termism”or the desire for quick profits, has worsened in publicly traded companies, says the Bank of England's top economist, Andrew Haldane. He quotes a giant of classical economies, Alfred Marshall, in describing this financial impatience as acting like “Children who pick the plums out of their pudding to eat them at once” rather than putting them aside to be eaten last.The average time for holding a stock in both the United States and Britain, he notes, has dropped from seven years to seven months in recent decades. Transient investors, who demand high quarterly profits from companies, can hinder a firm's efforts to invest in long-term research or to build up customer loyalty. This has been dubbed "quarterly capitalism" In addition, new digital technologies have allowed more rapid trading of equities, quicker use of information, and thus shortens attention spans in financial markers. "There seems to be a predominance of short-term thinking at the expense of long-term investing," said Commissioner Daniel Gallagher of the US Securities and Exchange Commission in speech this week.In the US, the Sarbanes-Oxley Act of 2002 has pushed most public companies to defer performance bonuses for senior executives by about a year, slightly helping reduce “short-termism”. In its latest survey of CEO pay, The Wall Street Journal finds that "a substantial part” of executive pay is now tied to performance.Much more could be done to encourage “l(fā)ong-termism,” such as changes in the tax code and quicker disclosure of stock acquisitions. In France, shareholders who hold onto a company investment for at least two years can sometimes earn more voting rights in a company.Within companies, the right compensation design can provide incentives for executives to think beyond their own time at the company and on behalf of all stakeholders. Britain rule is a reminder to bankers that society has an interest in their performance, not just for the short term but for the long term.

1.According to Paragraph 1, one motive in imposing the new rule is the（  ） .2.Alfred Marshall is quoted to indicate（  ）.3.It is argued that the influence of transient investment on public companies can be（  ）.4.The US and France examples are used to illustrate（  ）.5.Which of the following would be the best title for the text?

問題1

A、enhance banker's sense of responsibility

B、help corporations achieve larger profits

C、build a new system of financial regulation

D、guarantee the bonuses of top executives

問題2

A、the conditions for generating quick profits

B、governments' impatience in decision-making

C、the solid structure of publicly traded companies

D、"short-termism" in economics activities

問題3

A、indirect

B、adverse

C、minimal

D、temporary

問題4

A、the obstacles to preventing short-termism

B、the significance of long-term thinking

C、the approaches to promoting long-termism

D、the prevalence of short-term thinking

問題5

A、Failure of Quarterly Capitalism

B、Patience as a Corporate Virtue

C、Decisiveness Required of Top Executives

D、Frustration of Risk-taking Bankers

2、This year marks exactly two centuries since the publication of Frankenstein; or, The Modern Prometheus, by Mary Shelley. Even before the invention of the electric light bulb, the author produced a remarkable work of speculative fiction that would foreshadow many ethical questions to be raised by technologies yet to come.Today the rapid growth of artificial intelligence (AI) raises fundamental questions: “What is intelligence, identify, or consciousness? What makes humans humans?” What is being called artificial general intelligence, machines that would imitate the way humans think, continues to evade scientists. Yet humans remain fascinated by the idea of robots that would look, move, and respond like humans, similar to those recently depicted on popular sci-fi TV series such as “West world” and “Humans”.“Just how people think is still far too complex to be understood, let alone reproduced,” says David Eagleman, a Stanford University neuroscientist. “We are just in a situation where there are no good theories explaining what consciousnesss actually is and how you could ever build a machine to get there.” But that doesn’t mean crucial ethical issues involving AI aren't at hand. The coming use of autonomous vehicles, for example, poses thorny ethical questions. Human drivers sometimes must make split-second decisions. Their reactions may be a complex combination of instant reflexes, input from past driving experiences, and what their eyes and ears tell them in that moment. AI “vision” today is not nearly as sophisticated as that of humans. And to anticipate every imaginable driving situation is a difficult programming problem.Whenever decisions are based on masses of data, “you quickly get into a lot of ethical questions,” notes Tan Kiat How, chief executive of a Singapore-based agency that is helping the government develop a voluntary code for the ethical use of AI. Along with Singapore, other governments and mega-corporations are beginning to establish their own guidelines. Britain is setting up a data ethics center. India released its AI ethics strategy this spring.On June 7 Google pledged not to “design or deploy AI” that would cause “overall harm,” or to develop AI-directed weapons or use AI for surveillance that would violate international norms. It also pledged not to deploy AI whose use would violate international laws or human rights.While the statement is vague, it represents one starting point. So does the idea that decisions made by AI systems should be explainable, transparent, and fair. To put it another way: How can we make sure that the thinking of intelligent machines reflects humanity's highest values? Only then will they be useful servants and not Frankenstein's out-of-control monster. 

1.Mary Shelley's novel Frankenstein is mentioned because it（  ）.2.In David Eagleman's opinion, our current knowledge of consciousness（  ）.3.The solution to the ethical issues brought by autonomous vehicles（  ）.4.The author's attitude toward Google's pledge is one of（  ）.5.Which of the following would be the best title for the text?

問題1

A、fascinates AI scientists all over the world

B、has remained popular for as long as 200 years

C、involves some concerns raised by AI today

D、has sparked serious ethical controversies

問題2

A、helps explain artificial intelligence

B、can be misleading to robot making

C、inspires popular sci-fi TV series

D、is too limited for us to reproduce it

問題3

A、can hardly ever be found

B、is still beyond our capacity

C、causes little public concern

D、has aroused much curiosity

問題4

A、affirmation

B、skepticism

C、contempt

D、respect

問題5

A、AI's Future: In the Hands of Tech Giants

B、Frankenstein, the Novel Predicting the Age of AI

C、The Conscience of AI: Complex But Inevitable

D、AI Shall Be Killers Once Out of Control

3、Beyond the basic animal instincts to seek food and avoid pain. Freud identified two sources of psychic energy, which he called “drives”: aggression and libido. The key to his theory is that these were unconscious drives, shaping our behavior without the mediation of our waking minds; they surface, heavily disguised only in our dreams. The work of the past half-century in psychology and neuroscience has been to downplay the role of unconscious universal drives, focusing instead on rational processes in conscious life. But researchers have found evidence that Freud’s drives really do exist, and they have their roots in the limbic system, a primitive part of the brain that operates mostly below the horizon of consciousness. Now more commonly referred to as emotions, the modern suite of drives comprises five: rage, panic, separation distress, lust and a variation on libido sometimes called seeking.The seeking drive is proving a particularly fruitful subject for researchers. Although like the others it originates in the limbic system, it also involves parts of the forebrain, the seat of higher mental functions. In the 1980s, Jaak Panksepp, a neurobiologist at Bowling Green State University in Ohio, became interested in a place near the cortex known as the ventral tegmental area, which in humans lies just above the hairline. When Panksepp stimulated the corresponding region in a mouse, the animal would sniff the air and walk around, as though it were looking for something. Was it hungry? No. The mouse would walk right by a plate of food, or for that matter any other object Panksepp could think of. This brain tissue seemed to cause a general desire for something new. “What I was seeing,” he says, “was the urge to do stuff.” Panksepp called this seeking.To neuropsychologist Mark Solms of University College in London, that sounds very much like libido. “Freud needed some sort of general, appetitive desire to seek pleasure in the world of objects,” says Solms. “Panksepp discovered as a neuroscientist what Freud discovered psychologically.” Solms studied the same region of the brain for his work on dreams. Since the 1970s, neurologists have known that dreaming takes place during a particular form of sleep known as REM—rapid eye movement—which is associated with a primitive part of the brain known as the pons. Accordingly, they regarded dreaming as a low-level phenomenon of no great psychological interest. When Solms looked into it, though, it turned out that the key structure involved in dreaming was actually the ventral tegmental, the same structure that Panksepp had identified as the seat of the “seeking” emotion. Dreams, it seemed, originate with the libido—which is just what Freud had believed.Freud’s psychological map may have been flawed in many ways, but it also happens to be the most coherent and, from the standpoint of individual experience, meaningful theory of the mind. “Freud should be placed in the same category as Darwin, who lived before the discovery of genes,” says Panksepp. “Freud gave us a vision of a mental apparatus. We need to talk about it, develop it, test it.” Perhaps it’s not a matter of proving Freud wrong or right, but of finishing the job.

1.Freud believed that aggression and libido____2.Which of the following terms is equivalent to what Freud called libido?3.Jaak Panksepp’s study on a mouse proves that the seeking drive____4.According to Mark Solms, dreaming____5.It can be inferred that Freud and Darwin are similar in that their theories____

問題1

A、were the only two sources of psychic energy.

B、could sometimes surface in our conscious life.

C、affected our behaviour unconsciously.

D、could appear clearly in our dreams.

問題2

A、Emotion.

B、Lust.

C、Seeking.

D、Urge.

問題3

A、originates in the limbic system.

B、involves parts of the forebrain.

C、controls how we respond to stimulus.

D、exists in many other animals.

問題4

A、takes place during the whole sleeping period.

B、involves a primitive part of the brain known as the pons.

C、is closely related to the “seeking” emotion.

D、starts at the same time as libido appears.

問題5

A、have long been discredited.

B、provide good guide for further research.

C、are placed in the same category.

D、are concerned about human being.

4、Text 4 The personal grievance provisions of New Zealand's Employment Relations Act 2000 (ERA) prevent an employer from firing an employee without good cause. Instead, dismissals must be justified. Employers must both show cause and act in a procedurally fair way. Personal grievance procedures were designed to guard the jobs of ordinary workers from “unjustified dismissals” . The premise was that the common law of contract lacked sufficient safeguards for workers against arbitrary conduct by management. Long gone are the days when a boss could simply give an employee contractual notice. But these provisions create difficulties for businesses when applied to highly paid managers and executives. As countless boards and business owners will attest, constraining firms from firing poorly performing, high-earning managers is a handbrake on boosting productivity and overall performance. The difference between C-grade and A- grade managers may very well be the difference between business success or failure. Between preserving the jobs of ordinary workers or losing them. Yet mediocrity is no longer enough to justify a dismissal. Consequently – and paradoxically – laws introduced to protect the jobs of ordinary workers may be placing those jobs at risk. If not placing jobs at risk, to the extent employment protection laws constrain business owners from dismissing under- performing managers, those laws act as a constraint on firm productivity and therefore on workers' wages. Indeed, in “An International Perspective on New Zealand's Productivity Paradox” (2014), the Productivity Commission singled out the low quality of managerial capabilities as a cause of the country's poor productivity growth record. Nor are highly paid managers themselves immune from the harm caused by the ERA's unjustified dismissal procedures. Because employment protection laws make it costlier to fire an employee, employers are more cautious about hiring new staff. This makes it harder for the marginal manager to gain employment. And firms pay staff less because firms carry the burden of the employment arrangement going wrong. Society also suffers from excessive employment protections. Stringent job dismissal regulations adversely affect productivity growth and hamper both prosperity and overall well-being. Across the Tasman Sea, Australia deals with the unjustified dismissal paradox by excluding employees earning above a specified “high-income threshold” from the protection of its unfair dismissal laws. In New Zealand, a 2016 private members' Bill tried to permit firms and high-income employees to contract out of the unjustified dismissal regime.However, the mechanisms proposed were unwieldy and the Bill was voted down following the change in government later that year. 

1、The personal grievance provisions of the ERA are intended to________.2、It can be learned from paragraph 3 that the provisions may________.3、Which of the following measures would be the Productivity Commission support?4、What might be an effect ofERA's unjustified dismissal procedures?5、It can be inferred that the “high-income threshold” in Australia________.

問題1

A、punish dubious corporate practices.

B、improve traditional hiring procedures.

C、exempt employers from certain duties.

D、protect the rights of ordinary workers.

問題2

A、hinder business development.

B、undermine managers' authority.

C、affect the public image of the firms.

D、worsen labor-management relations.

問題3

A、Imposing reasonable wage restraints.

B、Enforcing employment protection laws.

C、Limiting the powers of business owners.

D、Dismissing poorly performing managers.

問題4

A、Highly paid managers lose their jobs.

B、Employees suffer from salary cuts.

C、Society sees a rise in overall well-being.

D、Employers need to hire new staff.

問題5

A、has secured managers' earnings.

B、has produced undesired results.

C、is beneficial to business owners.

D、is difficult to put into practice.

5、In 1924 American’ National Research Council sent to engineers to supervise a series of industrial experiments at a large telephone-parts factory called the Hawthorne Plant near Chicago. It hoped they would learn how stop-floor lighting      1      workers productivity. Instead, the studies ended      2      giving their name to the “Hawthorne effect”, the extremely influential idea that the very      3      to being experimented upon changed subjects’ behavior.The idea arose because of the      4      behavior of the women in the Hawthorne plant. According to      5      of the experiments, their hourly output rose when lighting was increased, but also when it was dimmed. It did not      6      what was done in the experiment;      7      something was changed ,productivity rose. A(n)      8      that they were being experimented upon seemed to be      9      to alter workers’ behavior      10      itself.After several decades, the same data were      11      to econometric the analysis. Hawthorne experiments has another surprise store.      12      the descriptions on record, no systematic      13      was found that levels of productivity were related to changes in lighting.It turns out that peculiar way of conducting the experiments may be have let to      14      interpretation of what happened.      15     , lighting was always changed on a Sunday .When work started again on Monday, output      16      rose compared with the previous Saturday and      17      to rise for the next couple of days.      18      , a comparison with data for weeks when there was no experimentation showed that output always went up on Monday, workers      19      to be diligent for the first few days of the week in any case , before      20      a plateau and then slackening off. This suggests that the alleged "Hawthorne effect" is hard to pin down.

問題1

A、affected

B、achieved

C、extracted

D、restored

問題2

A、at

B、up

C、with

D、off

問題3

A、truth

B、sight

C、act

D、proof

問題4

A、controversial

B、perplexing

C、mischievous

D、ambiguous

問題5

A、requirements

B、explanations

C、accounts

D、assessments

問題6

A、conclude

B、matter

C、indicate

D、work

問題7

A、as far as

B、for fear that

C、in case that

D、so long as

問題8

A、awareness

B、expectation

C、sentiment

D、illusion

問題9

A、suitable

B、excessive

C、enough

D、abundant

問題10

A、about

B、for

C、on

D、by

問題11

A、compared

B、shown

C、subjected

D、conveyed

問題12

A、Contrary to

B、Consistent with

C、Parallel with

D、Peculiar to

問題13

A、evidence

B、guidance

C、implication

D、source

問題14

A、disputable

B、enlightening

C、reliable

D、misleading

問題15

A、In contrast

B、For example

C、In consequence

D、As usual

問題16

A、duly

B、accidentally

C、unpredictably

D、suddenly

問題17

A、failed

B、ceased

C、started

D、continued

問題18

A、Therefore

B、Furthermore

C、However

D、Meanwhile

問題19

A、attempted

B、tended

C、chose

D、intended

問題20

A、breaking

B、climbing

C、surpassing

D、hitting