2020届高考英语二轮培优新专题限时检测（三十）　任务型阅读（五） 5页

专题限时检测(三十)　任务型阅读(五)‎ ‎(限时24分钟)‎ A ‎(2019·南通七市模拟)One of the primary problems of being a human being is: Try as you might to come across in a certain way to others, people often perceive (感知、理解) you in an altogether different way.‎ One person may think, for example, that by offering help to a colleague, she is coming across as generous. But her colleague may interpret her offer as a lack of faith in his abilities. Just as he misunderstands her, she misunderstands him: She offered him help because she thought he was overworked and stressed. He has, after all, been showing up early to work and going home late every day. But that's not why he's keeping strange hours; he just works best when the office is less crowded.‎ These kinds of misunderstandings lead to conflict and resentment (怨恨) not just at work, but at home too. How many fights between couples have started with one person misinterpreting what another says and does? He stares at his plate at dinner while she's telling a story and she assumes he doesn't care about what she's saying, when really he is admiring the beautiful meal she made. ‎ Most of the time, Halvorson says, people don't realize they are not coming across the way they think they are.“If I ask you，”Halvorson told me，“about how you see yourself — what traits (特点) you would say describe you — and I ask someone who knows you well to list your traits, there's a big gap between how other people see us and how we see ourselves.”‎ This gap arises from some quirks (习惯) of human psychology. Most people suffer from what psychologists call “the transparency illusion” — the belief that what they feel, desire, and intend is crystal clear to others, even though they have done very little to communicate clearly what is going on inside their minds. ‎ Because the perceived assume they are transparent, they might not spend the time or effort to be as clear and forthcoming about their intentions or emotional states as they could be, giving the perceiver very little information with which to make an accurate judgment. The perceiver, meanwhile, is dealing with two powerful psychological forces that are warping (歪曲) his ability to read others accurately. ‎ Chances are that your “I'm kind of hurt by what you just said” face probably looks an awful lot like your “I'm not at all hurt by what you just said” face. And the majority of times that you've said to yourself，“I made my intentions clear，”or “He knows what I meant，” you didn't and he doesn't.‎ Passage outline Supporting details A primary ‎ problem People's understanding of your behavior often (1)________ your original intention.‎ Typical ‎ ‎(2)________‎ ‎◆A colleague may feel you don't (3)________ him to work well when you offer generous help. ‎ ‎◆You think your colleague overworks, but he believes he can be more (4)________ when left alone at office after work.‎ ‎◆A wife may feel angry about her husband being absentminded while she is telling a story at dinner, but actually his (5)________ is on what she has cooked.‎ ‎(6)________ ‎ of the problem ‎◆Most of the time, people don't realize the problem. ‎ ‎◆Your (7)________ of your traits is quite different from how others see you. ‎ ‎◆Most people believe others know them well, so they tend to ignore the clear (8)________ of what is going on inside their minds.‎ ‎◆Without enough information about the perceived, the perceiver often (9)________ to make an accurate judgment.‎ Conclusion It is likely that there is a (10)________ between what you think you are and what others think you are.‎ 语篇解读：本文是一篇说明文。文章主要介绍了在自我认知与别人对我们的看法之间总是存在着差距，本文围绕这一问题展开了论述。‎ ‎1．contradicts　第一段中提到了人们对你的看法和你对自己的看法完全不一样。contradict “与……相矛盾”。‎ ‎2．examples　表格的右栏的colleague, wife 都是论证核心论点的案例，而且typical example(s) 是一个固定搭配，表示“典型案例”。‎ ‎3．trust　第二段第二句提到“But her colleague may interpret her offer as a lack of faith in his abilities.”此处a lack of faith 替换成don't trust。‎ ‎4．efficient/productive　根据第二段最后一句“he just works best when the office is less crowded”可知，他觉得自己在办公室人少的时候工作效率是最高的。‎ ‎5．attention/focus/concentration/mind　根据第三段的最后一句“he is admiring the beautiful meal she made”可知，丈夫的心思聚焦于妻子的完美厨艺，也就是his attention/focus/concentration ‎/mind is on sth.。‎ ‎6．Analysis/Analyses/Explanation(s)　右栏是对认知差距的分析或解释。‎ ‎7．description/account/understanding/recognition/knowledge/comprehension　第四段第二句提到“what traits you would say describe you”，此处describe转换成description。‎ ‎8．communication　根据第五段最后一句可知，空处communicate clearly 被转换为clear communication。‎ ‎9．fails　根据第六段的“... giving the perceiver very little information with which to make an ‎ accurate judgment.”可知，因为所给的信息太少，以至于不能做出准确判断。fail to意为“不能”。‎ ‎10．gap/distance/difference/distinction　这篇文章采用了首尾呼应，第一段出现了“in an altogether different way”，最后一段出现了“you didn't and he doesn't”，所以你传达的信息和接受者接收到的信息之间存在着差异。‎ B ‎(2019·扬、泰、南、淮、徐、宿、连模拟)How many cabs in New York City? How many tears in a bottle of wine? These aren't just the lyrics (歌词) to a song by the Australian musician Paul Kelly. They are the kind of questions you are likely to be asked during a job interview.‎ In recent years, it has become common for bosses to ask interview questions that are impossible to answer. There is no right answer to these “brainteasers”. Instead, they are supposed to help an interviewer calculate an applicant's ability to reason. What matters is how you come to the conclusion, not what conclusion you arrive at.‎ Brainteasers started out in management consultancy firms. Young graduates hoping to join the company would be asked：“How many phone booths are there in Manhattan？” They weren't expected to blurt out (脱口说出) a random number — instead, they were expected to show they could solve even the most stupid problem.‎ As consultants swarmed across (蜂拥而过) other organizations, they bought their inscrutable (难以理解的) questions with them. Now, people applying for a job in a call centre can expect to be asked how a nuclear power plant works. ‎ While many bosses have great confidence in how good or effective brainteasers are, a research paper published in the journal Applied Psychology found they are useless for spotting the best candidate for the job. What they are great for is to make employers feel like intellectual giants.‎ The study's findings are not surprising. Studies have repeatedly found that most methods of selecting job candidates are hopelessly flawed (有缺点的). Job interviews are among the worst way of picking the right person for the job.‎ The results of this research raise the question: if interviews are bad at picking the right person for the job, what are they there for? One feeling I have is that many job selection processes are thinly disguised (伪装的) forms of suffering, designed to make applicants feel worthless and boost the confidence of the person asking the question.‎ Think about the extensive list of personal skills required for even the most lowly entrylevel job. Or those painful assessment centres where you are supposed to play nice with people you are competing against to get the job. And then there are the firms that ask applicants to make a presentation to convey how awesome the firms are. All these exercises seem designed not to get the best person for the role, but to assure the boss how great they are, and remind you just how lucky you would be to get this boring job.‎ Passage outline Supporting details Introduction to brainteasers ‎●They are widely used in job interviews and the answers are (1)________ to interpretation.‎ ‎●They focus more on an applicant's (2)________ skills rather than the outcomes.‎ ‎(3)________‎ ‎ and popularity ‎ of brainteasers ‎●They started out in management consultancy firms and spread to other organizations.‎ ‎●Nowadays, a job applicant is often asked questions (4)________ to the job he applies for.‎ Research ‎ findings ‎●(5)________ to popular belief of the bosses, brainteasers are actually useless for selecting candidates.‎ ‎●They are just meant to show off the (6)________ of the employers.‎ Indepth ‎ Analysis ‎●Many job selection processes make job applicants have a poor (7)________ of themselves and the employers more confident.‎ ‎●Some job applicants are asked to show skills, some of which are (8)________ the requirements of a certain occupation.‎ ‎●In some assessment centres, job applicants are required to play nice with their (9)________．‎ ‎●Some job applicants are supposed to make a presentation to (10)________ the firms.‎ 语篇解读：本文是一篇说明文，文章主要讲述了一些公司在面试求职者时，所问的一些与应聘岗位没有太大关系的、让求职者感到闹心的问题。‎ ‎1．open/subjective/left　根据第二段中的“There is no right answer to these ‘brainteasers’．”可知，这些脑筋急转弯问题没有正确的答案，所以说答案是开放的，或者主观的。‎ ‎2．reasoning　根据第二段中的“Instead, they are supposed to help an interviewer calculate an applicant's ability to reason.”可知，这些问题考察面试者的推理能力。‎ ‎3．Origin/Beginning/Start　文章三、四段讲述的是brainteasers的起源和广泛应用。‎ ‎4．irrelevant/unrelated/unconnected　根据第四段最后一句“Now, people applying for a job in a call centre can expect to be asked how a nuclear power plant works.”可知，一个申请呼叫中心工作的人可能会被问到核能源工厂如何工作。也就是被问到和职业不相关的问题。‎ ‎5．Contrary　第五段讲研究发现这类问题和老板们的想法相反，在选拔人才时并不能起到太大的作用。contrary to ...“与……相反”。‎ ‎6．intelligence/wisdom/knowledge/greatness/excellence　根据第五段最后一句“What they are great for is to make employers feel like intellectual giants.”可知，问这些问题最大的好处在于让雇主感觉自己像个智力巨人。所以说面试官问这些问题是为了炫耀自己的智商。‎ ‎7．assessment/evaluation/opinion/image　根据第七段最后一句“...to make applicants feel worthless ...”可知，这样的面试旨在让求职者觉得自己一文不值，使求职者对自己的评价很差。‎ ‎8．beyond　根据最后一段第一句“Think about the extensive list of personal skills required for even the most lowly entrylevel job.”可知，最低级的入门级工作，应该不需要这么多的个人技能，可见有些要求已经远远超过了这个职位的需要。beyond“超越”。‎ ‎9．competitors/rivals/opponents　根据最后一段中的“Or those painful assessment centres where you are supposed to play nice with people you are competing against to get the job.”可知答案。‎ ‎10．praise/applaud　根据最后一段中的“And then there are the firms that ask applicants to make a presentation to convey how awesome the firms are.”可知，还有一些公司要求申请者做一个演讲来表达公司有多棒。也就是要让求职者来表扬这家公司。‎