2019年1月19日雅思阅读考试回忆及解析

　　Passage 1

　　文章题材：说明文(生产制造)

　　文章题目：Topography Introduction of printed books(印刷书籍的发展史)

　　文章难度：★★

　　文章内容：文章介绍了印刷术的发展，从最初的手抄到书籍的形成。

　　题型及数量：9填空题+4判断题

　　题目及答案：

　　1.FALSE

　　2.TRUE

　　3.NOT GIVEN

　　4.FALSE

　　5.fonts

　　6.sheet of paper

　　7.proof

　　8.types

　　9.in right sequence

　　10.newpapers

　　11.binding

　　12.simulating

　　13.book industry

　　可参考真题：C12T8P1：The history of glass

　　Passage 2

　　文章题材：说明文(自然科普)

　　文章题目：

　　Section 3

　　澳大利亚原住民和部落

　　文章难度：★★

　　文章内容：待补充

　　题型及数量：待补充

　　题目及答案：待补充

　　可参考真题：C6T1P3：Climate change and the Inuit

　　Passage 3

　　文章题材：说明文(人文实验)

　　文章题目：员工驱动力

　　文章难度：★★★

　　文章内容：文章分别详细介绍了四种员工驱动力(the drive to acquire, the drive to bond, the drive to comprehend, the drive to defend)，以及这四种驱动力对员工在工作中不同方面的影响。

　　题型及数量：5选择题+3配对题+6判断题

　　题目及答案：

　　27. C

　　28. A

　　29. D

　　30. B

　　31. C

　　32. A

　　33. E

　　34. F

　　35. NO

　　36. NOT GIVEN

　　37. NO

　　38. YES

　　39. NO

　　40. NOT GIVEN

　　可参考真题：C6T3P2：Motivating Employees under Adverse Conditions

　　考试原文：

　　Motivating Drives

　　Scientists have been researching the way to get employees motivated for many years. This research in a relational study which builds the fundamental and comprehensive model for study. This is especially true when the business goal is to turn unmotivated teams into productive ones. But their researchers have limitations. It is like studying the movements of car without taking out the engine.

　　Motivation is what drives people to succeed and plays a vital role in enhancing an organizational development. It is important to study the motivation of employees because it is related to the emotion and behavior of employees. Recent studies show there are four drives for motivation. They are the drive to acquire, the drive to bond, the drive to comprehend and the drive to defend.

　　The Drive to Acquire

　　The drive to acquire must be met to optimize the acquire aspect as well as the achievement element. Thus the way that outstanding performance is recognized, the type of perks that is provided to polish the career path. But sometimes a written letter of appreciation generates more motivation than a thousand dollar check, which can serve as the invisible power to boost business engagement. Successful organizations and leaders not only need to focus on the optimization of physical reward but also on moving other levers within the organization that can drive motivation.

　　The Drive to Bond

　　The drive to bond is also key to driving motivation. There are many kinds of bonds between people, like friendship, family. In company, employees also want to be an essential part of company. They want to belong to the company. Employees will be motivated if they find personal belonging to the company. In the meantime, the most commitment will be achieved by the employee on condition that the force of motivation within the employee affects the direction, intensity and persistence of decision and behavior in company.

　　The Drive to Comprehend

　　The drive to comprehend motivates many employees to higher performance. For years, it has been known that setting stretch goals can greatly impact performance. Organizations need to ensure that the various job roles provide employees with simulation that challenges them or allow them to grow. Employees don’t want to do meaningless things or monotonous job. If the job didn’t provide them with personal meaning and fulfillment, they will leave the company.

　　The Drive to Defend

　　The drive to defend is often the hardest lever to pull. This drive manifests itself as a quest to create and promote justice, fairness, and the ability to express ourselves freely. The organizational lever for this basic human motivator is resource allocation. This drive is also met through an employee feeling connection to a company. If their companies are merged with another, they will show worries.

　　Two studies have been done to find the relations between the four drives and motivation.The article based on two studies was finally published in Harvard Business Review. Most authors’ arguments have laid emphasis on four-drive theory and actual investigations. Using the results of the surveys which executed with employees from Fortune 500 companies and other two global businesses (P company and H company), the article mentions about how independent drives influence employees’ behavior and how organizational levers boost employee motivation.

　　The studies show that the drive to bond is most related to fulfilling commitment, while the drive to comprehend is most related to how much effort employees spend on works. The drive to acquire can be satisfied by a rewarding system which ties rewards to performances, and gives the best people opportunities for advancement. For drive to defend, a study on the merging of P company and H company shows that employees in former company show an unusual cooperating attitude.

　　The key to successfully motivate employees is to meet all drives. Each of these drives is important if we are to understand employee motivation. These four drives, while not necessarily the only human drives, are the ones that are central to unified understanding of modern human life.