六級考試閱讀技巧
導讀：我根據大家的需要整理了一份關(guān)于《六級考試閱讀技巧》的內容，具體內容：備戰英語(yǔ)六級考試最好的材料就是歷年真題，我在這里將 2012年六月英語(yǔ)六級閱讀翻譯給大家，希望對大家有幫助。As anyone who has tried to ...
備戰英語(yǔ)六級考試最好的材料就是歷年真題，我在這里將 2012 年六月英語(yǔ)六級閱讀翻譯給大家，希望對大家有幫助。As anyone who has tried to lose weight knows, realistic goal-setting generally produces the best results.任何試圖減肥的人都知道，設定現實(shí)的目標會(huì )產(chǎn)生好的結果。Thats partially because it appears people who set realistic goals actually work more efficiently, and exert more effort, to achieve those goals.這部分是因為那些設定現實(shí)主義目標的人實(shí)際上能更有效的工作，并投入更多的努力以實(shí)現那些目標。Whats far less understood by scientists, however, are the potentially harmful effects of goal-setting.然而，科學(xué)家們對于目標設定的潛在危害性卻知之甚少。Newspaper relay daily accounts of goal-setting prevalent in industries and businesses up and down both Wall Streat and Main Street, yet there has been surprisingly little research on how the long-trumpeted practice of setting goals may have contributed to the current economic crisis, and unthical behavior in general.報紙每天充斥著(zhù)關(guān)于華爾街和主街上各行各業(yè)普遍設定業(yè)績(jì)目標的報道。然
而，長(cháng)期鼓吹的目標設定法是怎樣促成時(shí)下的經(jīng)濟危機以及普遍的不道德行為，相關(guān)研究出奇的少。"Goals are widely used and promoted as having really beneficial effects.賓夕法尼亞大學(xué)沃頓商學(xué)院的副教授莫里斯.思維策爾說(shuō)：目標設定的方法因其有利的影響而被廣泛應用和提倡。And yet, the same motivition that can push people to exert more effort in a constructive way could also motivate people to be more likely to engage in unethical behaviors, "says Maurice Schweitzer, an associate professor at Penns Wharton School.能推動(dòng)人們建設性的付出更多努力的動(dòng)機同樣能刺激人們從事不道德的行為。"it turns out theres no economic benefit to just having a goal-you just get a psychological benefit," Schweitzer says. "but in many cases, goals have economic rewards that make them more powerful."事實(shí)證明，僅僅設定目標并不會(huì )產(chǎn)生經(jīng)濟效益-你獲得只是心理上的安慰，Schweitzer說(shuō)，在很多情況下，目標具有經(jīng)濟回報是其更加強大的原因所在。A prime example Schweitzer and his colleagues cite is the 2004 collapse of enerage-trading giant Enron, where managers used financial incentives to motivate salesmen to meet specific revenue goals. The problem, Schweitzer says, is the actual trades were not profitable.S和他的同事們引用的一個(gè)典型例子是 2004 年能源貿易巨頭安然公司的倒閉，公司的經(jīng)理們用財務(wù)獎勵來(lái)激勵銷(xiāo)售人員達到特定的銷(xiāo)售目標，他指出，問(wèn)題在于這些交易實(shí)際上無(wú)利可圖。Other studies have shown that saddling employees with unrealistic goals can compel them to lie,
cheat, or steal. a 其他研究表明讓員工背負不切實(shí)際的目標會(huì )迫使他們說(shuō)謊，欺騙或者盜竊。such was the case in the early 1990s when Sears imposed a sale quota on its auto repair staff. it prompted employees to overcharge for work and to complete unnecessary repairs on a companywide basis.這樣的例子有：在 20 世紀 90 年代早期，希爾斯公司強加給其汽車(chē)修理工一個(gè)銷(xiāo)售定額，結果導致全公司員工多收費和進(jìn)行不必要修理的行為。Schweitzer concedes his research runs counter to a very large body of literature that commends the many benefits of goal-setting.Schweitzer 承認他的研究與大量稱(chēng)贊目標設定有諸多益處的文獻箱抵觸。Advocates of practice have taken issue with his teams use of such evidence as news accounts to support his conclusion that goal setting is widely over-prescribed.對于 Schweitzer 的團隊僅僅使用新聞報道作為證據來(lái)支持自己的結論--目標設定普遍被濫用 ，目標設定行為的支持者們提出了質(zhì)疑。In a rebuttal paper, Dr. Edwin Locke writes :"Goal setting is not going away. Organizations cannot thrive without being focused on their disired end results any more than an individual can thrive without goal to provide a sense of purpose."在一篇反駁 Schweitzer 的文章中，Dr. Edwin Locke 寫(xiě)到："目標設定的行為不會(huì )消失，不能集中精力朝著(zhù)期望的最終目標前進(jìn)的組織不能繁榮發(fā)展，就像沒(méi)有帶給自己使命感個(gè)人不能茁壯成長(cháng)一樣。But Schweitzer contends the "mounting causal evidence" linking goal-setting and harmful behavior should be studied to help spotlight issues that
merit caution and further investigation. "Even a few negative effects could be so large that they outweigh many positive effects," he syas.但是， Schweitzer 主張應該研究聯(lián)系目標設定和有害行為之間的"越來(lái)越多的因果證據"，以凸顯那些應該值得警覺(jué)和進(jìn)一步研究的問(wèn)題。他說(shuō)道，即使少量的負面影響也可能蓋過(guò)其正面影響。"Goal-setting does help coordinate and motivate people. My idea would be to combine that with careful oversight, a strong organizational culture, and make sure the goal that you use are going to be constructive and not significantly harm the organization,"Schweitzer says.Schweitzer 表示："目標設定卻是有助于協(xié)調和激勵人。我的觀(guān)點(diǎn)是將其與仔細的監督和一個(gè)強大的組織文化結合起來(lái)，并且確保你的目標具有建設性，不會(huì )給組織帶來(lái)巨大危害。"
