2015年12月英语四级考试模拟试卷（三）
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- 第4页：听力填空题
- 第5页：Section A选词填空
- 第6页：Section B段落匹配47-56
Directions：In this section，you are going to read a passage with ten statements attached to it. Each statement contains information given in one of the paragraphs. Identify the paragraph. From which the information is derived. You may choose a paragraph more than once. Each paragraph is marked with a letter. Answer the questions by marking the corresponding letter on Answer Sheet 2.
阅读下文，回答47-56题
Young Workers Push Employers for Wider Web Access
A）Ryan Tracy thought he’d entered the Dark Ages when he graduated college and arrived in the working world. His employer blocked access to Face book，Gmail and other popular Internet sites. He had no wireless access for his laptop and often ran to a nearby cafe on work time so he could use its Wi-Fi connection to send large files. Sure，the barriers did what his employer intended：They stopped him and his colleagues from using work time to mess about online. But Tracy says the rules also got in the way of reasonable work he needed to do as a scientific analyst for a health care services company.
B）“It was a constant battle between the people that saw technology as an advantage，and those that saw it as a hindrance，”says the 27-year-old Chicagoan，who now works for a different company. He was sure there had to be a better way. It’s a common complaint from young people who join the workforce with the expectation that their bosses will embrace technology as much as they do. Then some discover that sites they’re supposed to be researching for work are blocked. Or they can’t take a little down time to read a news story online or check their personal e-mail or social networking accounts. In some cases，they end up using their own Internet-enabled smart phones to get to blocked sites，either for work or fun.
C）So some are wondering：Could companies take a different approach，without compromising security or workplace efficiency，that allows at least some of the online access that younger employees particularly long for“ It’s no different than spending too much time around the water cooler or making too many personal phone calls. Do you take those away?No，”says Gary Rudman，president of GTR Consulting，a market research firm that tracks the habits of young people.“These two worlds will continue to conflict until there’s a mutual understanding that performance，not Internet usage，is what really matters.”
D）This is，after all，a generation of young people known for what University of Toronto sociologist Barry Wellman calls “media multiplexity（多重性）.” College students he has studied tell him how they sleep with their smart phones and，in some cases，consider their electronic tools to be like a part of their bodies. They’re also less likely to fit the traditional 9-to-5 work mode and are willing to put in time after hours in exchange for flexibility，including online time.S0，Wellman and others argue，why not embrace that working style when possible，rather than fight it?
E）There is，of course，another side of the story--from employers who worry about everything from wasted time on the Internet to giving away secret information and liability for what their employees do online. Such concerns have to be taken especially seriously in such highly regulated fields as finance and health care，says Nancy Flynn，a corporate consultant who heads the Ohio-based e Policy Institute. From a survey Flynn did this year with the American Management Association, she believes nearly half of U.S. employers have a policy banning visits to personal social networking or video sharing sites during work hours. Many also ban personal text messaging during working days. Flynn notes that the rising popularity of BlackBerrys，iPhones and other devices with Web access and messaging have made it much more difficult to enforce what’s being done on work time，particularly on an employee’s personal phone. Or often the staff uses unapproved software applications to get around the blocks.
F）As a result，more employers are experimenting with opening access. That’s what Joe Dwyer decided to do when he started Chicago-based Brill Street＆Co.，a jobs site for young professionals. He lets his employees use social networking and has found that，while they might spend time chatting up their friends，sometimes they’re asking those same friends for advice for a work problem or looking for useful contacts. “So what seems unproductive can be very productive，”Dwyer says. Kraft Foods Inc. recently opened access to everything from YouTube to Face book and Hotmail. With the warning that personal use be reasonable and never interfere with job activities.
G）Broadening access does，of course，mean some employees will cross lines they aren’t supposed to Sapphire Technologies LP， an information-technology staffing firm based in Massachusetts， started allowing employees to use most Internet sites two years ago，because recruiters for the company were going on Face book to find talent. Martin Perry，the company’s chief information officer，says managers occasionally have to give employees a “slap on the wrist” for watching sports on streaming video or downloading movies on iTunes. And he says older managers sometimes raise eyebrows at their younger peers’ online judgment. “If you saw some of the pictures that they’ve uploaded，even to our internal directory，you’d question the maturity，”Perry says. It’s the price a company has to Pay，he says，for attracting top young talent that’s willing to work at any hour.“Banning the Internet during work hours would be short-sighted on our part，”Perry says.
H）But that also means many companies are still figuring out their online policies and how to deal with the unclear lines between work and personal time--including social networking, even with the boss.“I think over time，an open embrace of these tools can become like an awkward embrace，”says Mary Madden. a senior research specialist at the Pew Internet＆American Life Project. “It can get very messy.” one option is for companies to allow access to certain sites but limit what employees call do there. For instance，Palo Alto Networks， a computer security company， recently helped a furniture maker open up social networking for some employees，but limited such options as file-sharing，largely so that sensitive information isn’t transferred, even accidentally. “Wide—open Internet access is the risky approach，”says Chris King，Palo Alto Networks’ director of product marketing.However， ‘‘fully closed is increasingly unsustainable for cultural reasons and business reasons.”
I）Flynn, at the ePolicy Institute，says it’s important that employers have a clear online policy and then explain it. She believes not enough employers have conducted formal training on such matters as online liability and confidentiality（保密性）.Meantime，her advice to any employee is this：“Don’t start blogging. Don’t start chatting. Don’t even start e-mailing until you read the company policy.”
Some highly regulated fields，like finance and health care，tend to take serious concern about the problem of secret information exposure.
48、 Many young people who just join the work force hold the expectation that web access is available for employees.
49、 In spite of the problem caused，some still think that it’s short-sighted for the company to fully close the Internet during work hours.
50、 Kraft Foods Inc. opened web access to the employees on the condition that they use the web without interfering with work.
51、 The generation of “media multiplexity” tends to consider electronic tools as a part of their body.
52、 Some employers blocked access to Internet because they wanted to prevent employees from using work time to mess about online.
53、 It is suggested that employees should start blogging，chatting or e-mailing only after they have a clear idea of the company’s online policy.
54、 Gary Rudman reckons that the conflict between employers and employees over web access will fade away if the importance of performance is prioritized.
55、 One possible online pokey for the company is to allow access to certain websites but limit the things employees call do there.
56、 Due to the popularity of smart phones with web access，it becomes more difficult to enforce what employees are doing during work time.
阅读下文，回答47-56题
Young Workers Push Employers for Wider Web Access
A）Ryan Tracy thought he’d entered the Dark Ages when he graduated college and arrived in the working world. His employer blocked access to Face book，Gmail and other popular Internet sites. He had no wireless access for his laptop and often ran to a nearby cafe on work time so he could use its Wi-Fi connection to send large files. Sure，the barriers did what his employer intended：They stopped him and his colleagues from using work time to mess about online. But Tracy says the rules also got in the way of reasonable work he needed to do as a scientific analyst for a health care services company.
B）“It was a constant battle between the people that saw technology as an advantage，and those that saw it as a hindrance，”says the 27-year-old Chicagoan，who now works for a different company. He was sure there had to be a better way. It’s a common complaint from young people who join the workforce with the expectation that their bosses will embrace technology as much as they do. Then some discover that sites they’re supposed to be researching for work are blocked. Or they can’t take a little down time to read a news story online or check their personal e-mail or social networking accounts. In some cases，they end up using their own Internet-enabled smart phones to get to blocked sites，either for work or fun.
C）So some are wondering：Could companies take a different approach，without compromising security or workplace efficiency，that allows at least some of the online access that younger employees particularly long for“ It’s no different than spending too much time around the water cooler or making too many personal phone calls. Do you take those away?No，”says Gary Rudman，president of GTR Consulting，a market research firm that tracks the habits of young people.“These two worlds will continue to conflict until there’s a mutual understanding that performance，not Internet usage，is what really matters.”
D）This is，after all，a generation of young people known for what University of Toronto sociologist Barry Wellman calls “media multiplexity（多重性）.” College students he has studied tell him how they sleep with their smart phones and，in some cases，consider their electronic tools to be like a part of their bodies. They’re also less likely to fit the traditional 9-to-5 work mode and are willing to put in time after hours in exchange for flexibility，including online time.S0，Wellman and others argue，why not embrace that working style when possible，rather than fight it?
E）There is，of course，another side of the story--from employers who worry about everything from wasted time on the Internet to giving away secret information and liability for what their employees do online. Such concerns have to be taken especially seriously in such highly regulated fields as finance and health care，says Nancy Flynn，a corporate consultant who heads the Ohio-based e Policy Institute. From a survey Flynn did this year with the American Management Association, she believes nearly half of U.S. employers have a policy banning visits to personal social networking or video sharing sites during work hours. Many also ban personal text messaging during working days. Flynn notes that the rising popularity of BlackBerrys，iPhones and other devices with Web access and messaging have made it much more difficult to enforce what’s being done on work time，particularly on an employee’s personal phone. Or often the staff uses unapproved software applications to get around the blocks.
F）As a result，more employers are experimenting with opening access. That’s what Joe Dwyer decided to do when he started Chicago-based Brill Street＆Co.，a jobs site for young professionals. He lets his employees use social networking and has found that，while they might spend time chatting up their friends，sometimes they’re asking those same friends for advice for a work problem or looking for useful contacts. “So what seems unproductive can be very productive，”Dwyer says. Kraft Foods Inc. recently opened access to everything from YouTube to Face book and Hotmail. With the warning that personal use be reasonable and never interfere with job activities.
G）Broadening access does，of course，mean some employees will cross lines they aren’t supposed to Sapphire Technologies LP， an information-technology staffing firm based in Massachusetts， started allowing employees to use most Internet sites two years ago，because recruiters for the company were going on Face book to find talent. Martin Perry，the company’s chief information officer，says managers occasionally have to give employees a “slap on the wrist” for watching sports on streaming video or downloading movies on iTunes. And he says older managers sometimes raise eyebrows at their younger peers’ online judgment. “If you saw some of the pictures that they’ve uploaded，even to our internal directory，you’d question the maturity，”Perry says. It’s the price a company has to Pay，he says，for attracting top young talent that’s willing to work at any hour.“Banning the Internet during work hours would be short-sighted on our part，”Perry says.
H）But that also means many companies are still figuring out their online policies and how to deal with the unclear lines between work and personal time--including social networking, even with the boss.“I think over time，an open embrace of these tools can become like an awkward embrace，”says Mary Madden. a senior research specialist at the Pew Internet＆American Life Project. “It can get very messy.” one option is for companies to allow access to certain sites but limit what employees call do there. For instance，Palo Alto Networks， a computer security company， recently helped a furniture maker open up social networking for some employees，but limited such options as file-sharing，largely so that sensitive information isn’t transferred, even accidentally. “Wide—open Internet access is the risky approach，”says Chris King，Palo Alto Networks’ director of product marketing.However， ‘‘fully closed is increasingly unsustainable for cultural reasons and business reasons.”
I）Flynn, at the ePolicy Institute，says it’s important that employers have a clear online policy and then explain it. She believes not enough employers have conducted formal training on such matters as online liability and confidentiality（保密性）.Meantime，her advice to any employee is this：“Don’t start blogging. Don’t start chatting. Don’t even start e-mailing until you read the company policy.”
Some highly regulated fields，like finance and health care，tend to take serious concern about the problem of secret information exposure.
48、 Many young people who just join the work force hold the expectation that web access is available for employees.
49、 In spite of the problem caused，some still think that it’s short-sighted for the company to fully close the Internet during work hours.
50、 Kraft Foods Inc. opened web access to the employees on the condition that they use the web without interfering with work.
51、 The generation of “media multiplexity” tends to consider electronic tools as a part of their body.
52、 Some employers blocked access to Internet because they wanted to prevent employees from using work time to mess about online.
53、 It is suggested that employees should start blogging，chatting or e-mailing only after they have a clear idea of the company’s online policy.
54、 Gary Rudman reckons that the conflict between employers and employees over web access will fade away if the importance of performance is prioritized.
55、 One possible online pokey for the company is to allow access to certain websites but limit the things employees call do there.
56、 Due to the popularity of smart phones with web access，it becomes more difficult to enforce what employees are doing during work time.
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