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Employment levels continue to grow
New figures show that the job market remains strong. There are now a record 27.9 million people in work in the UK.
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A.with
B.to
C.for
D.by
“Contact us before writing your application”, or “Make use of our long experience in preparing your curriculum vitae or job history”, is how it is usually expressed. The growth and apparent success of such a specialized service is, of course, a reflection on the current high levels of unemployment. It is also an indication of the growing importance of the curriculum vitae (or job history), with the suggestion that it may now qualify as an art form. in its own right.
There was a time when job seekers simply wrote letters of application. “Just put down your name, address, age and whether you have passed any exams”, was about the average level of advice offered to young people applying for their first jobs when I left school. The letter was really just for openers, it was explained, everything else could and should be saved for the interview. And in those days of full employment the technique worked. The letter proved that you could write and were available for work. Your eager face and intelligent replies did the rest.
Later, as you moved up the ladder, something slightly more sophisticated was called for. The advice then was to put something in the letter which would distinguish you from the rest. It might be the aggressive approach. “Your search is over. I am the person you are looking for”, was a widely used trick that occasionally succeeded. Or it might be some special feature specially designed for the job interview.
There is no doubt, however, that it is increasing number of applicants with university education at all points in the process of engaging staff that has led to the greater importance of the curriculum vitae.
The new type of advertisement which is appearing in newspaper columns .
A．informs job hunters of the opportunities available
B．promises to offer useful advice to those looking for employment
C．divides available jobs into various types
D．informs employers of the people available for work
In the midst of a severe nationwide downturn, the Louisiana economy is holding up better than most. It's a role reversal from a few years ago, when Louisiana was one of the country's weaker states financially following the destruction caused by Hurricane Katrina.
The state has the 10th lowest unemployment rate and was the only state to add nonfarm jobs in February, the most recent month for which data are available. Sales tax collections in New Orleans have risen close to levels seen before Katrina. And foreclosure rates have remained low by national standards, in part because the state never experienced a housing bubble.
What's unclear is how long the state can keep the downturn's worst demons at bay. March state-by-state employment data, which the Labor Department releases Friday, will offer fresh insights.
The major reconstruction effort that continues more than three and a half years after Katrina partly explains why Louisiana state has been fairly insulated from the worst of the recession.
How many states have a lower unemployment rate than Louisiana？
A．9
B．10
C．11
D．49
These is a new type of advertisement becoming increasingly common in newspaper 【C1】______ columns. It is sometimes placed among "situations vacant", although it doesn't offer anyone job, and sometimes it appears "situations wanted", although it is not placed by someone looking for a job either. What it does is to offer help 【C2】______ applying for a job. " 【C3】______ us before writing your application", or "Make use of our long experience in preparing your curriculum vitae(工作简历) or job history", is how it is usually expressed. The growth and apparent success of such a specialized service is, of course, a reflection on the current high levels of unemployment. It is also an 【C4】______ of the growing importance of the curriculum vitae (or job history), with the suggestion that it may now qualify as an art form. in its own right.
There was a time when job seeker simply wrote letters of application. "Just 【C5】______ your name, address, age and whether you have passed any exams", was about the average level of advice offered to young people applying for their first jobs when I left school. The letter was really just for openers, it was explained, everything else could and 【C6】______ saved for the interview. And in those days of full employment the technique worked. The letter proved that you could write and were available for work. Your eager face and intelligent replies did the rest.
Later, as you moved up the ladder, something slightly more sophisticated was 【C7】______ The advice then was to put something in the letter which would distinguish you from the rest. It might be the 【C8】______ approach. "Your search is over. I am the person you are looking for." was a widely used trick that 【C9】______ succeeded. Or it might be some special feature specially designed for the job in view.
There is no doubt, however, that it is the increasing number of applicants with university education at all points in the process of engaging staff 【C10】______ has led to the greater importance of the curriculum vitae.
【C1】______
A．classifying
B．classified
C．classification
D．classificated
"Contact us before writing your application", or "Make use of our long experience in preparing your curriculum vitae (工作简历) or job history", is how it is usually expressed. The growth and apparent success of such a specialized service is, of course, a reflection on the current high levels of unemployment. It is also an indication of the growing importance of the curriculum vitae (or job history), with the suggestion that it may now qualify as an art form. in its own right.
There was a time when job seeker simply wrote letters of application. "Just put down your name, address, age and Whether you have passed any exams", was about the average level of advice offered to young people applying for their first jobs when they left school. The letter was really just for openers, it was explained, and everything else could and should be saved for the interview. And in those days of full employment the technique worked. The letter proved that you could write and were available for work. Your eager face and intelligent replies did the rest.
Later, as you moved up the ladder, something slightly more sophisticated was called for. The advice then was to put something in the letter which would distinguish you from the rest. It might be the aggressive approach. "Your search is over. I am the person you are looking for," was a widely used trick that occasionally succeeded. Or it might be some feature specially designed for the job in view.
There is no doubt, however, that it is the increasing number of applicants with university education at all points in the process of engaging staff that has led to the greater importance of the curriculum vitae.
The new type of advertisement mentioned in the first paragraph is ______.
A．column
B．to offer jobs
C．to offer help in applying for a job
D．to offer help in looking for a job
Jobs
A person planning for a career today must look carefully at the expected occupational trends and changes in the job market. Affecting the economy are changes in the size, age, and distribution of the population, as well as developments in technology. These change& also affect employment opportunities. For example, an aging population has increased the need for medical care and other health services. Computer technology has not only eliminated or changed the nature of many jobs but also created new occupations. By analyzing the changing economy and the factors causing these changes, a person can forecast, or predict, future trends in employment.
A New Labor Force
The United States labor force the total number of people over the age of 16 who are employed or are actively seeking work totaled 127 million in 1992. By the year 2005, the labor force is expected to reach 151 million, an increase of 19%. This increase represents a slight slowdown in the growth of the labor force compared with growth during the previous 13-year period, 1979 to 1992. The slowdown is largely due to slower population growth in the United States.
The U.S. labor force will become more diverse by 2005. White non-Hispanic men will make up a slightly smaller proportion of the labor force than in 1992, while women and minority group members will make up a larger share. Between 1992 and 2006, blacks, Hispanics, Asians, and other ethnic(种族的) groups will account for roughly 36% of all people entering the work force. In addition, women will continue to join the labor force in growing numbers. In 1979, women made up 42% of the labor force. By 2006, their share is expected to be 48%.
The age makeup of the U.S. population will change from 1992 to 2005. There will be a smaller proportion of children and teenagers and a larger proportion of middle-aged and older people. The decline in the proportion of children and teenagers reflects the lower birth rates of the 1980s and 1990s. The large increase in the middle-aged population reflects the aging of the baby boom generation people born between 1946 and 1964. The rapid growth of the older population reflects both the high birth rates before the 1930s and improvements in medical technology that are allowing Americans to live longer.
The changing age make-up of the U.S. population will directly affect tomorrow's work force. Young people aged 16 to 24 are expected to make up roughly the same percentage of the labor force in 2005 as they did in 1992. However, the percentage of workers aged 25 to 34 will decline dramatically, from 28% to 21%. The baby boom generation will continue to add members to the work force, but their share will decline slightly. The most striking change will be a large increase in the percentage of workers between the ages of 46 and 54. These workers will account for 24% of the labor force in 2005, up from 18% in 1992. Workers in this age group usually have more employment experience than younger workers. Thus, employers will be able to choose from a larger pool of experienced applicants, people seeking jobs, in coming years.
Education: A Prerequisite(先决条件) for Employment
The education level of the labor force has risen dramatically in recent years. In 1980, for example, 19% of all workers aged 26 and older had completed four years of college. In 1992, 27% had a bachelor's degree or higher. The trend toward higher educational achievement is expected to continue.
From 1992 to 2005, employment growth will be faster for occupations requiring higher levels of education or training than for those requiring less. Managerial, professional, and technical positions will make up an increasing proportion of new jobs that become available. Many of the occupations projected for grow most rapidly are those with higher earnings.
Office and factory automation, changes in consumer demand
A．Y
B．N
C．NG
Those over the age of 40 generally take longer to find new employment, but European governments have done little to protect their employment fights. Only Germany, with incentives to business to encourage the employment of older people, and France, with the introduction of legislation making it illegal to use age barriers in recruitment—or to make employees redundant because of their age have done anything substantive to combat age discrimination.
Yet even in these two countries, there has been no noticeable improvement in the lot of the older worker; indeed in France job advertisements flout the law openly by asking for applicants of a certain age. So, should France and Germany be tightening up their laws and should the rest of Europe follow suit？
Bill Robbins, a career's consultant with outplacement specialist DBM, believes not. He said: "Legislation against age discrimination has been in existence for well over ten years in the US and Canada, but has had no effect per se. Employers will always be able to find some reason for turning down an older applicant without appearing to break the law. Age laws merely act as a symbol of a commitment to change societal attitudes, and it is these that must be changed if we are to make progress."
Ironically, it was governments which played a leading role in hardening business culture against older workers in the first place. In the late 1970s many European countries were extremely concerned about the levels of youth unemployment, and France, Germany and Belgium even initiated incentive schemes for business to encourage older employees to take early retirement provided that younger trainees were taken on in their place. As more and more employees took early retirement, often willingly, a new, youth-oriented culture permeated business throughout most of Europe—even in those countries that had taken no active measures to promote it.
Demographic trends mean that governments are now anxious to slow down the policy of early retirement as they realize that they simply do not have the funds to meet their pension promises. But reversing business attitudes is no easy matter. Dianah Worman, a policy adviser for the Institute of Personnel and Development, said: "There is a widely held belief that older people are less adaptable and trainable." This is just not true: "research has shown that differences in capability are as wide within age groups as they are between them".
So what can older job-seekers do？ On a practical level it is often recommended that applicants either omit their age from a CV or leave it to the end, to ensure that at least it gets read. Yet Tony Milne, an independent career's consultant, believes that the way forward is for older people themselves to adopt a positive attitude to their age when applying for work. "You can't expect someone else to give you a job if you think you might be too old for it. Many older applicants are extremely aggressive or defensive about their age in interviews. They are immediately labeled by potential employers as difficult characters who would have problems fitting into a new organization and it is for these reasons rather than their age that they are rejected. If older workers can learn to become relaxed and confident about their age, then I am sure that a change in business attitudes will follow. "(words)
Which of the following words best characterizes the European attitude to older workers？
A．Disapproval
B．Dismay
C．Distrust
D．dislike
Sex-defined protective laws have often been based on stereotypical assumptions concerning women's needs and abilities, and employers have frequently used them as legal excuses for discriminating against women. After the Second World War, for example, businesses and government sought to persuade women to vacate jobs in factories, thus making room in the labor force for returning veterans. The revival or passage of state laws limiting the daily or weekly work hours of women conveniently accomplished this. Employers had only to declare that overtime hours were a necessary condition of employment or promotion in their factory, and women could be quite legally fired, refused jobs, or kept at low wage levels, all in the name of“protecting”their health. By validating such laws when they are challenged by lawsuits, the courts have colluded over the years in establishing different, 1ess advantageous employment terms for women than for men, thus reducing women's competitiveness on the job market. At the same time, even the most well-intentioned lawmakers, courts, and employers have often been blind to the real needs of women. The lawmakers and the courts continue to permit employers to offer employee health insurance plans that cover all known human medical disabilities except those relating to pregnancy and childbirth.
Finally, labor laws protecting only special groups are often ineffective at protecting the workers who are actually in the workplace. Some chemicals, for example, pose reproductive risks for women of childbearing years；manufacturers using the chemicals comply with laws protecting women against these hazards by refusing to hire them. Thus the sex-defined legislation protects the hypothetical female worker, but has no effect whatever on the safety of any actual employee. The health risks to male employees in such industries cannot be negligible. since chemicals toxic enough to cause birth defects in fetuses or sterility in women are presumably harmful to the human metabolism. Protective laws aimed at changing production materials or techniques in order to reduce such hazards would benefit all employees without discriminating against any.
In sum, protective labor laws for women are discriminatory and do not meet their intended purpose. Legislators should recognize that women are in the work force to stay, and that their needs—good health care. a decent wage,and a safe workplace—are the needs of all workers. Laws that ignore these facts violate women's rights for equal protection in employment.
According to the author, which of the following resulted from the passage or revival of state 1aws limiting the work hours of women workers？
A．Women workers were compelled to leave their jobs in factories.
B．Many employers had difficulty in providing jobs for returning veterans.
C．Many employers found it hard to attract women workers.
D．The health of most women factory workers improved.
Our study shows that, for women, well-being has two dimensions. One is mastery, which includes self-esteem (自尊), a sense of control over your life, and low levels of anxiety and depression. Mastery is closely related to the “doing” side of life, to work and activity. Pleasure is the other dimension, and it is composed of happiness, satisfaction and optimism (乐观)。 It is tied could be high in mastery and low in pleasure, and vice versa. For example, a woman who has a good job, but whose mother has just died, might be feeling very good about herself and in control of her work life, but the pleasure side could be damaged for a time.
The concepts of mastery and pleasure can help us identify the sources of well-being for women, and remedy past mistakes. In the past, women were encouraged to look only at the feeling side of life as the source of all well-being. But we know that both mastery and pleasure are critical. And mastery seems to be achieved largely through work. In our study, all the groups of employed women rated significantly higher in mastery than did women who not employed.
A woman's well-being is enhanced (增进) when she takes on multiple roles. At least by middle adulthood, the women who were involved in a combination of roles--marriages, motherhood, and employment —— were the highest in well-being, despite warnings about stress and strain.
It can be inferred form. the first paragraph that _______.
A．for women a sense of “mastery” is more important than a sense of "pleasure"
B．for women a sense of “pleasure” is more important than a sense of "mastery"
C．women can't have a sense of “mastery” and a sense of “pleasure” at the same time
D．a sense of “mastery” and a sense of “pleasure” are both indispensable to women
Degrees, But No Jobs
China's university graduates are facing the toughest job market. By June only half of the country's 2002 grads—about 1.5 million young people—had landed jobs. That's the lowest percentage since the government began tracking the graduate employment rate in 1996. The situation has shocked Chinese society, where a university degree has always meant lifetime security and status. Now, for the first time, the Middle Kingdom has a glut of graduates.
Only a tiny fraction of China's 1.3 billion people go to college. Still, the number of university students has skyrocketed in recent years. A five-year campaign by the Chinese government to expand access to college has doubled the number of those matriculating. In fact, China's class of 2003 is the largest ever—2.12 million students. About a quarter of China's urban labor force now hold college degrees. The problem is, there aren't enough jobs for new graduates—or, at least, enough of the jobs that they want. And there won't be for a long time. "This will be a problem for at least 20 or 30 years," said Yang Yiyong, an economist with China's State Council.
The unemployment rate among university graduates worries Beijing because it's not just an issue of oversupply. There are jobs available for educated Chinese, but they're unglamorous middle-management positions—factory managers, local bureaucrats, even police officers. Many of China's new graduates expect jobs with hightech companies, multinationals or the top levels of government. Some would rather go without work than consign themselves to what they perceive as drudgery.
Managing their high expectations presents China's leadership with a thorny political challenge. In some ways, economist Yang argues, the government is doing more to help college graduates than the mil lions of blue-collar workers laid off from state factories. "Graduates are a sensitive group," he said, "so the government pays a lot of attention to them and tries to meet their demands."
Among other measures, Beijing has begun requiring that universities provide more career guidance. Colleges must set up job fairs and offer employment seminars. In addition, the government is offering tax incentives to small and medium-sized firms that hire recent college graduates and waiving China's hefty fee for registering a new company in the hope that new grads will become entrepreneurs. It is also giving preference to students who apply for government jobs or graduate school if they agree to work in poor areas of the country for two years.
China also allowed private businesses to set up dozens of for-profit colleges to supplement state-run schools. About 14 percent of China's college-aged population is in school now, up from seven percent in 1995. And the leadership's goal is to raise that number to 25 or 30 percent by 2020. By comparison, more than one third of college-aged Americans are in universities.
One reason is that many graduates hold degrees of dubious value, and hence aren't qualified for tile jobs they seek. In addition, some of the new for-profit universities are apparently more interested in charging high tuitions to students rejected by the more prestigious state schools than in providing a quality education. Many offer majors with fancy new names that in reality are old courses more suited to. China's former planned economy than its new market economy.
Even students from China's more reputable universities are struggling to find work, primarily because their expectations far exceed reality. These graduates are also members of China's first generation of "Lit tie Emperors" —only children spoiled by doting parents. As adults, many are demanding unrealistically high salaries and refuse to work anywhere but in China's most cosmopolitan cities, such as Shanghai and Beijing.
Take the example of Da
A．Y
B．N
C．NG
