英語四六級(jí)考試將要在2019年6月進(jìn)行，日常的備考，聽說讀寫都要關(guān)注，其中閱讀理解是考生復(fù)習(xí)的重點(diǎn)和難點(diǎn)，日常備考多做一些英文閱讀，下面是四六級(jí)頻道為大家整理的《2019年6月四級(jí)閱讀練習(xí)題：How Do You See Diversity?》一文，希望給大家?guī)韼椭?BR>    
    2019年6月大學(xué)英語四級(jí)閱讀200篇匯總
    How Do You See Diversity?
    As a manager, Tiffany is responsible forinterviewing applicants for some of the positions with her company .During oneinterview, she noticed that the candidate never made direct eye contact. Shewas puzzled and somewhat disappointed because she liked the individualotherwise.
    He had a perfect resume and gave goodresponses to her questions, but the fact that he never looked her in the eyesaid “untrustworthy,” so she decided to offer the job to her second choice.
    “It wasn’t untilI attended a diversity workshop that I realized the person we passed over wasthe perfect person,” Tiffany confesses. What she hadn’t known at the time ofthe interview was that the candidate’s “different”
    behavior was simply a culturalmisunderstanding . He was an Asian-American raised in a household where respectfor those in authority was shown by averting(避開) your eyes.
    “I was justthrown off by the lack of ye contact; not realizing it was cultural,” Tiffanysays. “I missed out ,but will not miss that opportunity again.”
    Many of us have had similar encounters withbehaviors we perceive as different. As the world becomes smaller and ourworkplaces more diverse, it is becoming essential to expand our under-standingof others and to reexamine some of our false assumptions .
    Hire Advantage
    At a time when hiring qualified people isbecoming more difficult ,employers who can eliminate invalid biases(偏愛) from the process have a distinctadvantage .My company, Mindsets LLC ,helps organizations and individuals seetheir own blind spots . A real estate recruiter we worked with illustrates thepositive difference such training can make .
    “During myMindsets coaching session ,I was taught how to recruit a diversified workforce.I recruited people from different cultures and skill sets .The agents were ableto utilize their full potential and experiences to build up the company .Whenthe real estate market began to change, it was because we had a diverse agentpool that we were able to stay in the real estate market much longer thanothers in the same profession.”
    Blinded by Gender
    Dale is an account executive who attendedone of my workshops on supervising a diverse workforce . “Through one of thesessions ,I discovered my personal bias ,” he recalls . “I learned I had notbeen looking at a person as a whole person , and being open to differences .”In his case , the blindness was not about culture but rather gender.
    “I had amanagement position open in my department ;and the two finalists were a man anda woman . Had I not attended this workshop , I would have automatically assumedthe man was the best candidate because the position required quite a bit ofextensive travel . My reasoning would have been that even though bothcandidates were great and could have been successful in the position , I assumedthe woman would have wanted to be home with her children and not travel.”Dale’s assumptions are another example of the well-intentioned but incorrectthinking that limits an organization’s ability to tap into the full potentialof a diverse workforce.
    “I learnedfrom the class that instead of imposing my gender biases into the situation , Ineeded to present the full range of duties, responsibilities and expectationsto all candidates and allow them to make an informed decision .” Dale creditsthe workshop , “because it helped me make decisions based on fairness .”
    Year of the Know-It-All
    Doug is another supervisor who attended oneof my workshops .He recalls a major lesson learned from his own employee.
    “One of mymost embarrassing moments was when I had a Chinese-American employee put in arequest to take time off to celebrate Chinese New Year . In my ignorance , Iassumed he had his dates wrong , as the first of January had just passed . WhenI advised him of this , I gave him a long talking-to about turning in requestsearly with the proper dates .
    “He patientlywaited , then when I was done , he said he would like Chinese New Year did notbegin January first , and that Chinese New Year ,which is tied to the lunarcycle ,is one of the most celebrated holidays on the Chinese calendar .Needless to say , I felt very embarrassed in assuming he had his dates mixed up. But I learned a great deal about assumptions , and that the timing ofholidays varies considerably from culture to culture .
    “Attending thediversity workshop helped me realize how much I could learn by simply askingquestions and creating dialogues with my employees , rather than makingassumptions and trying to be a know-it-all ,” Doug admits . “The biggest thingI took away from the workshop is learning how to be more ‘inclusive’ todifferences.”
    A better Bottom Line
    An open mind about diversity not onlyimproves organizations internally , it is profitable as well . These commentsfrom a customer service representative show how an inclusive attitude canimprove sales .”Most of my customers speak English as a second language . Oneof the best things my company has done is to contract with a language servicethat offers translations over the phone . It wasn’t until my boss receivedMindsets’ training that she was able to understand how important inclusivenesswas to customer service . As result , our customer base has increased .”
    Once we start to see people as individuals. and discard the stereotypes , we can move positively toward inclusiveness foreveryone . Diversity is about coming together and taking advantage of our differencesand similarities . It is about building better communities and organizationsthat enhance us as individuals and reinforce our shared humanity .
    When we begin to question our assumptionsand challenge what we think we have learned from our past , from the media,peers , family , friends , etc , we begin to realize that some of ourconclusions are flawed(有缺陷的) or contrary to our fundamental values . We need to trainour-selves to think differently , shift our mindsets and realize that diversityopens doors for all of us ,creating opportunities in organizations andcommunities that benefit everyone.
    注意:此部分試題請(qǐng)?jiān)诖痤}卡2上作答。
    46. Dougfelt very embarrassed when he realized that his assumption was wrong.
    47. Afterattending Mindsets workshops, the participants came to know the importance ofinclusiveness to their business.
    48. Whenwe view people as individuals and get rid of stereotypes, we can achievediversity and benefit from the differences and similarities between us.
    49. Increasingunderstanding of people of other cultures is becoming essential in the courseof economic globalization according to the author.
    50. MindsetsLLC is a personnel training company.
    51. Afterone of the workshops，account executive Dale realized that he must get rid of his genderbias.
    52. Tiffany'scandidate just wouldn't look her in the eye bothered Tiffany during aninterview.
    53. Tiffany'smisjudgment about the candidate stemmed from cultural ignorance.
    54. Dalethought that Mindsets LLC's workshop helped him make fair decisions.
    55. Doug,a supervisor，told aChinese American employee to get the dates right when he require to leave.
    參考答案：
    46. G)根據(jù)題文中Doug felt可知文中相關(guān)部分在G段，其中提到“Needless to say，I felt very embarrassed in assuminghe had his dates mixed up----”(毫無疑問，我當(dāng)時(shí)覺得十分困窘，自己竟然認(rèn)為他搞錯(cuò)了日期•)與題干相符，因此答案為G。
    47. H)根據(jù)題文important可以找到文中H 段“It wasn't until my boss receivedMindsets, training that she was able to understand how important inclusivenesswas to customer service. ”(我們老板接受Mindset培訓(xùn)之后才理解包容對(duì)客服來說多么至關(guān)重要。)這一點(diǎn)對(duì)其他的培訓(xùn)案例來說也適用
    48. I)題文中viewpeople as individuals and get rid of stereotypes 就是文中see people as individuals, and discard the stereotypes的不同說法，可知文中相關(guān)部分在I段，其中提到.we can move positively towardinclusiveness for everyone. Diversity is about coming together and takingadvantage of our differences and similarities... ”(......我們就能夠向積極的方向發(fā)展，達(dá)到對(duì)每個(gè)人的包容。多樣化就是聯(lián)合起來，利用我們的異同獲得優(yōu)勢(shì)……•)與題干相符，因此答案為I。
    49. B)根據(jù)題文中“becomingessential”可定位到文中B 段，其中提到“As the world becomes smallerand our workplaces more diverse, it is becoming essential to expand ourunderstanding of others and to reexamine some of our false assumptions. ”(隨著世界變的越來越小，我們的工作場(chǎng)所越來越多樣，擴(kuò)展對(duì)他人的了解并重新審視我們的錯(cuò)誤假設(shè)也變得越發(fā)重要了。)與題干相符，因此答案為B。
    50. C)根據(jù)題文中Mindsets LLC可知文中相關(guān)部分在C段，其中提到“My company, Mindsets LLC,helps organizations and individuals see their own blind spots. ”(我們Mindsets LLC 公司可以幫助單位和個(gè)人認(rèn)識(shí)到他們的盲點(diǎn)。)從后文的參加Mindsets LLC公司研習(xí)班的人的講述中也可以看出，Mindsets LLC公司是1個(gè)培訓(xùn)機(jī)構(gòu)，教授培訓(xùn)者如何挑選優(yōu)秀人才，與題干相符，因此答案為G。
    51. D)由題干知相關(guān)部分在文中戴爾的例子在第二個(gè)小標(biāo)題下,其中D段提到“In his case, the blindness was not about culture but rather gender. ”(就戴爾而言他的盲點(diǎn)不是關(guān)乎文化,而是有關(guān)性別。)接著闡述了他因?yàn)樗枷腙惻f，對(duì)女員工有一定偏見，與題干相符，因此答案為D。
    52. A)由題干知相關(guān)部分在文中A 段，提到“During one interview, shenoticed that the candidate never made direct eye contact. She was puzzled andsomewhat disappointed because she liked the individual otherwise.C-次面試時(shí)，她注意到應(yīng)試者i直不與她的目光直接接觸。她既疑惑又有些失望，因?yàn)樗蕾p的類型恰恰與之相反。)與題干相符，因此答案為A。
    53. B)根據(jù)題文中“misjudgment”找到文中同義詞misunderstanding，可知相關(guān)部分在B段，.文中提到What she hadn’t known at the time of theinterview was that the candidate’s “different”behavior was simply a culturalmisunderstanding.(面試時(shí)她還不了解，那個(gè)應(yīng)試者的所謂“木同常規(guī)”的行為不過是一種文化上的誤解。)與題干相符，因此答案為B。
    54. E)由題干知文中相關(guān)部分在E 段，其中提到..•Dale credits the workshop, “because it helped me make decisionsbased on fairness，(戴爾將這歸功于研習(xí)班，“因?yàn)樗鼛臀以诠降幕A(chǔ)上做出決斷?！?與題干相符，因此答案為E。
    55. F)由題干知文中相關(guān)部分在F段，其中提到“When I advised him of this，I gave him a long talking-to aboutturning in requests early with the proper dates. ”(向他提出這一點(diǎn)時(shí)，我說了他很久，要求他算好日期早點(diǎn)請(qǐng)假。 可卑多格的反庳是他認(rèn)為員工擒錯(cuò)了時(shí)間，與題干相符，因此答案為F。