005

Today, they say that the internet has basically fulfilled his prediction. Of course, it doesn't use microfilm, but essentially it does meet all Wells's main requirements. That is the end of part two. You now have half a minute to check your answers. Now turns to part three. Part three: you will hear two students discussing the subject of rock art. First, you have some time to look at questions to. Now listen carefully and answer questions.

"Hello, David."

"Oh, hi Mia. Sorry I'm a bit late."

"Oh, no problem. Thanks for agreeing to help me with my assignment today. I really needed to go over it with someone."

"Sure. You were going to talk about European rock arts, weren't you?"

"Yes, the rock drawings in the caves of Lasko in Western France."

"Oh, fantastic. Over a thousand years old, I believe. What sort of drawings are they?"

"They're drawings of animals on the whole, but you can also find some human representations as well as some signs. There are roughly drawings at Lasko."

"Really? Were they mostly pictures of bulls?"

"Well, no. Actually, the animal most depicted was the horse. Have a look at this graph. It shows the distribution of the different animals. You see, first the horse, and then after that, a sort of prehistoric bull."

"Oh, okay. That's interesting, isn't it? And the third most commonly drawn creature was the stag. There were some other animals, but these are the main ones."

"What are the drawings like? I mean, what sort of style?"

"Well, the bulls are depicted very figuratively. They're not very realistic. They're very big by comparison to the other drawings of people and signs. They appear to be almost three-dimensional in some cases, following the contours of the cave walls. But of course, they're not."

"Amazing. Perhaps they felt these animals were the most impressive and needed to be represented like that."

"Yeah, maybe. The drawings of humans, by contrast, consist of just simple lines, like the stick figures my little sister draws."

"Perhaps humans were seen as less important."

"Perhaps. What about the signs? How did they draw them?"

"There doesn't appear to be much evidence of signs, and those that have been found are usually made up of little points, rather like Aboriginal art from Australia."

"Yes, something like that, but not as complex, of course."

"So, apart from the bulls and horses and stags, were there any other creatures depicted?"

"In one or two chambers, you do find pictures of fish, but they're quite rare."

"What sort of size is the cave? It must be quite large to have that many pictures."

"Well, it's actually a number of interlinking chambers. Really, here's a map showing where the different drawings can be found."

"Oh, good. Let's have a look at that."

"The first meters inside the cave slope down very steeply to the first hall in the network. That's called the Great Hall of the Bulls, here. Okay, then off to the left we have the Painted Gallery, which is about meters long and is basically a continuation of this first hall, but further into the cave."

"Exactly. Then we find a second lower gallery called the Lateral Passage. This opens off the aisle to the right of the Great Hall of the Bulls. It connects the next chamber with an area known as the main gallery. At the end of the main gallery is the Chamber of Felines. There are one or two other connecting chambers, but there's no evidence of man having been in these rooms before."

You hear the rest of the discussion. You have some time to look at questions. Now listen and answer questions.

"Is the cave open to the public today?"

"Well, no. Because after the initial discovery in the forties, it was opened and literally millions of people came through to see the drawings. Then in the fifties, the experts started to worry about the damage being done to the drawings, and the government finally closed the Lasko cave in the sixties."

"Is that so?"

"It wasn't really the tourists that were doing the harm, but the fact that after thousands of years, the cave was suddenly open to the atmosphere, and so bacteria and fungi started to destroy the pictures. You need a special permit to enter the cave now, and very few people can get that unless they're scientists or have some official status."

"It's a shame, but I can see that they had to do something to protect the cave. So that means you can no longer see this rock art?"

"Well, not exactly. What they've done is recreate the drawings in a man-made cave which you can visit."

"Oh, brilliant."

"Yeah, the authorities decided to reproduce the two best sections of the site, so they've created a life-size copy of the Hall of the Bulls and of the Painted Gallery. It's just a cement shell which corresponds in shape to the interior of the original. So now you can visit the caves without actually harming any of the thousand-year-old paintings."

That is the end of part three. You now have half a minute to check your answers. Now turns to part four. Part four: hearing extract from a talk given by a lecturer from the management department of a university on the topic job satisfaction. First, you have some time to look at questions to. Now listen carefully and answer questions.

"Job satisfaction is how happy an individual is with his or her job. Scholars and human resource professionals generally make a distinction between effective job satisfaction and cognitive job satisfaction. Effective job satisfaction is the overall extent of pleasurable emotional feelings individuals have about their jobs and is different from cognitive job satisfaction, which is the extent of individual satisfaction with particular facets of the jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs. At its most gender level of conceptualization, job satisfaction is simply how content an individual is with his job. Effective job satisfaction is usually defined as a one-dimensional subjective construct representing an overall emotional feeling individuals have about their job as a whole. Hence, effective job satisfaction for individuals reflects the degree of pleasure or happiness the job in general induces. Cognitive job satisfaction is usually defined as being a more objective and logical evaluation of various facets of a job. As such, cognitive job satisfaction can be one-dimensional if it comprises evaluation of just one aspect of a job, such as pay or maternity leave, or multi-dimensional if two or more facets of a job are simultaneously evaluated. Environmental factors: one of the most significant aspects of an individual's work in a modern organization concerns the management of communication demands that he or she encounters on the job. Mods can be characterized as a communication load. Individuals in an organization can experience communication overload and communication under load, which can affect the level of job satisfaction. Communication overload can occur when an individual receives loads of messages in a short period of time, which can result in unprocessed information, or when an individual faces more complex messages that are more difficult to process. Due to this process, given an individual's style of work and motivation to complete a task, when more inputs exist than outputs, the individual perceives a condition of overload which can be positively or negatively related to job satisfaction. In comparison, communication underload can occur when messages or inputs are sent below the individual's ability to process them. According to the ideas of communication overload and underload, if an individual does not receive enough input on the job or is unsuccessful in processing these inputs, the individual is more likely to become dissatisfied, aggravated, and unhappy with their work. That leads to a low level of job satisfaction. Superior support and infinite communication: superior subordinate communication is an important influence on job satisfaction in the workplace. The way in which subordinates perceive a superior's behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression, eye contact, vocal expression, and body movement is crucial to the superior-subordinate relationship. Non-verbal messages play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence, and emotional bonding. Individuals who dislike and think negatively about their supervisor are less willing to communicate or have motivation to work, whereas individuals who like and think positively of their supervisor are more likely to communicate and be satisfied with their job and work environment. A supervisor who uses non-verbal immediacy, friendliness, and open communication lines is more likely to receive positive feedback and high job satisfaction from a subordinate. Strategic employee recognition: employee recognition is not only about gifts and points. It's about changing the corporate culture in order to meet goals and initiatives and, most importantly, to connect employees to the company's core values and beliefs. Strategic employee recognition is seen as the most important program not only to improve employee retention and motivation but also to positively influence the financial situation. The vast majority of companies want to be innovative, coming up with new products, business models, and better ways of doing things. However, innovation is not so easy to achieve. A CEO cannot just order it, and so it will be achieved. You have to carefully manage an organization so that over time, innovations will emerge. Individual factors: mood and emotions form the effective element of job satisfaction. Moods tend to be long-lasting but often weaker states of uncertain origins, while emotions are often more intense, short-lived, and have a clear object or cause. Positive and negative emotions are also found to be significantly related to overall job satisfaction. It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. There are two personality factors related to job satisfaction: alienation and locus of control. Employees who have an internal locus of control and feel less alienated are more likely to experience job satisfaction. Job involvement and organizational commitment: characteristics like high self-esteem, self-efficacy, and low neuroticism are also related to job satisfaction."

That is the end of part four. You now have half a minute to check your answers. Thank you.

今天，他们说互联网基本上实现了他的预言。当然，它不使用微缩胶片，但本质上它确实满足了所有韦尔斯的主要要求。这是第二部分的结尾。你现在有半分钟的时间检查你的答案。现在转到第三部分。第三部分：你将听到两个学生讨论岩画的话题。首先，你有时间查看问题。现在仔细听并回答问题。

“你好，大卫。”

“哦，嗨，米娅。对不起，我来晚了一点。”

“哦，没关系。感谢你今天同意帮助我完成作业。我真的需要和别人讨论一下。”

“当然。你要讨论的是欧洲岩画，对吗？”

“是的，法国西部拉斯科洞穴的岩画。”

“哦，太棒了。我相信这些画有一千多年的历史了。那些画作是什么样的？”

“总的来说，都是动物的画，但你也可以找到一些人类的表现以及一些符号。拉斯科大约有这些画。”

“真的吗？主要是公牛的画吗？”

“不，实际上最多描绘的动物是马。看看这张图表。它显示了不同动物的分布。你看，首先是马，然后是一种史前公牛。”

“哦，好吧。这很有趣，对吧？第三种常见的动物是鹿。还有一些其他动物，但这些是主要的。”

“那些画作是什么样的？我是说，是什么风格的？”

“好吧，公牛是以很形象的方式描绘的。它们不是很逼真。和其他人物和符号的画相比，它们非常大。在某些情况下，它们看起来几乎是三维的，跟随着洞穴墙壁的轮廓。但当然，它们不是。”

“太神奇了。也许他们觉得这些动物最令人印象深刻，需要这样表现。”

“是的，也许吧。相比之下，人类的画作只是简单的线条，就像我小妹妹画的棍棒人。”

“也许人类被视为不那么重要。”

“也许吧。那些符号呢？它们是怎么画的？”

“看起来没有多少证据显示有符号，而且找到的符号通常由小点组成，有点像澳大利亚的土著艺术。”

“是的，有点像那样，当然不那么复杂。”

“那么，除了公牛、马和鹿之外，还有其他生物被描绘出来吗？”

“在一两个洞室中，你确实会发现鱼的图片，但它们相当罕见。”

“洞穴有多大？必须很大才能有那么多画。”

“好吧，实际上是一些相互连接的洞室。这里有一张地图显示了不同画作的位置。”

“哦，好的。让我们看看。”

“进入洞穴的前几米非常陡峭，直到网络中的第一个大厅。这里叫做公牛大厅。好的，然后向左我们有绘画长廊，大

约长几米，基本上是这个第一个大厅的延续，但更深入洞穴。”

“确切地说。然后我们找到一个叫做侧通道的第二个下层画廊。它从公牛大厅右侧的通道开放。它连接下一个洞室和一个被称为主画廊的区域。在主画廊的尽头是猫科动物室。还有一两个连接的洞室，但没有证据显示人类之前进入过这些房间。”

你听到了讨论的其余部分。你有时间看问题。现在听并回答问题。

“今天这个洞穴对公众开放吗？”

“不，因为在四十年代最初的发现之后，它被开放，实际上有数百万人来看这些画作。然后在五十年代，专家开始担心对画作造成的损害，政府最终在六十年代关闭了拉斯科洞穴。”

“是这样吗？”

“真正造成伤害的不是游客，而是洞穴突然对大气开放后几千年，细菌和真菌开始破坏这些画作。现在你需要特别许可才能进入洞穴，除非他们是科学家或有一些官方身份，否则很少有人可以获得。”

“这很遗憾，但我可以看出他们必须做些什么来保护洞穴。那就意味着你不能再看到这些岩画了吗？”

“嗯，不完全是。他们所做的是在人造洞穴中重新创造这些画，你可以参观。”

“哦，太棒了。”

“是的，当局决定复制现场的两个最好的部分，所以他们创造了公牛大厅和绘画长廊的等大复制品。这只是一个水泥壳，形状与原始的内部相对应。所以现在你可以参观洞穴而不实际损害任何千年的画作。”

这是第三部分的结尾。你现在有半分钟的时间检查你的答案。现在转到第四部分。第四部分：从一所大学管理系的讲师那里听到关于工作满意度的讲座摘录。首先，你有时间看问题。现在仔细听并回答问题。

“工作满意度是指一个人对他或她的工作有多满意。学者和人力资源专业人士通常在有效的工作满意度和认知的工作满意度之间做出区分。有效的工作满意度是个体对其工作的整体愉悦情感的程度，与认知的工作满意度不同，认知的工作满意度是个体对工作特定方面的满意程度，如工资、养老金安排、工作时间和其他许多工作方面。在概念化的最基本层面上，工作满意度简单地指一个人对他的工作有多满意。有效的工作满意度通常被定义为一个一维的主观构造，代表个体对其整体工作的整体情感感受。因此，个体的有效工作满意度反映了工作一般引起的愉悦或幸福程度。认知的工作满意度通常被定义为对工作各个方面的更客观和逻辑

的评估。因此，如果认知的工作满意度包括对工作的某一方面的评估，如工资或产假，或者如果同时评估两个或更多方面的工作，那么认知的工作满意度可以是一维的或多维的。环境因素：个体在现代组织中工作的最重要方面之一涉及他或她在工作中遇到的沟通需求的管理。模式可以被描述为沟通负荷。组织中的个体可以经历沟通过载和沟通不足，这可以影响工作满意度的水平。当个体在短时间内接收大量信息时，可能会发生沟通过载，这可能导致信息未处理，或者当个体面对更复杂的信息时，这些信息更难处理。由于这个过程，鉴于个体的工作风格和完成任务的动机，当输入多于输出时，个体会感知到过载的状况，这可能与工作满意度呈正相关或负相关。相比之下，当信息或输入低于个体的处理能力时，可能会发生沟通不足。根据沟通过载和不足的观点，如果个体在工作中没有收到足够的输入或在处理这些输入时不成功，个体更可能感到不满意、恼怒和对工作不快乐。这会导致工作满意度低下。优越的支持和无限的沟通：上下级沟通是工作场所中工作满意度的重要影响因素。下属对上级行为的感知可以积极或消极地影响工作满意度。面部表情、眼神接触、声音表达和身体动作等沟通行为对上下级关系至关重要。非语言信息在人际互动中扮演着核心角色，关于形成印象、欺骗、吸引、社会影响和情感联系方面。不喜欢并对其上司持负面看法的个体不太愿意沟通或有工作动机，而喜欢并对其上司持积极看法的个体更可能沟通并对其工作和工作环境感到满意。使用非语言即时性、友好和开放沟通线路的上司更有可能从下属那里获得积极反馈和高工作满意度。战略性员工认可：员工认可不仅仅是关于礼物和积分。这是关于改变企业文化以实现目标和计划，并且最重要的是，将员工与公司的核心价值观和信念联系起来。战略性员工认可被视为不仅能提高员工留存和激励，还能积极影响财务状况的最重要计划。绝大多数公司希望创新，提出新产品、商业模式和更好的做事方式。然而，创新并不容易实现。CEO不能只是命令它，然后就能实现。你必须仔细管理一个组织，以便随着时间的推移，创新将会出现。个人因素：情绪和情感构成了工作满意度的有效元素。情绪往往是持久但通常较弱的不确定来源状态，而情感通常更为强烈、短暂，并有一个清晰的对象或原因。积

极和消极情绪也被发现与总体工作满意度显著相关。研究发现，抑制不愉快的情绪会降低工作满意度，而增强愉快的情绪会提高工作满意度。与工作满意度相关的两个性格因素是：疏离感和控制地位。具有内部控制地位和感觉较少疏远的员工更有可能体验到工作满意度。工作参与和组织承诺：高自尊、自我效能和低神经质等特征也与工作满意度相关。”

这是第四部分的结尾。你现在有半分钟的时间检查你的答案。谢谢。