Which is NOT an advantage of a flat organizational structure？

As is known to all, the organization and management of wages and salaries are very complicated. Generally speaking, the Account Department is responsible for calculations of pay, while the Personnel Department is interested in discussions with the employees about pay.

If a firm wants to adopt a new wage and salary structure, it is essential that the firm should decide on a method of job evaluation and ways of measuring the performance of its employees. In order to be successful, that new pay structure will need agreement between Trade Unions and employers.

In job evaluation, all of the requirements of each job are defined in a detailed job description. Each of those requirements is given a value, generally in "points", which are added together to give a total value for the job. For middle and higher management, a special method is used to evaluate managers on their knowledge of the job, their responsibility, and their ability to solve problems. Because of the difficulty in measuring management work, however, job grades for managers are often decided without reference to an evaluation system based on points.

In attempting to design a pay system, the Personnel Department should compare the value of each job with those in the job market. It should also consider economic factors such as the cost of living and the labor supply.

It is necessary that payment for a job should vary with any distinctions in the way that job is performed. Where it is simple to measure the work done, as in the work done with the hands, monetary encouragement schemes are often chosen, for indirect workers, where measurement is difficult, methods of additional payments are employed.

If a company wants its new pay structure to be successful, it is necessary to______.

A．give the workers extra pay to encourage them

B．share the same opinion between the Trade Union and the employers

C．consult some problems associated with pay

D．adopt a special way to evaluate the performance of its employees

A decision is a choice made from among alternative courses of action that are available. The purpose of making a decision is to establish and achieve organizational goals and objectives. The __11___for making a decision is that a problem exists, goals or objectives are wrong, or something is __12__ in the way of accomplishing them.

Thus the decision-making process is fundamental to management. Almost everything a manager does__ 13__ decisions. Indeed, some suggest that the management process is decision making. _ 14_ managers cannot predict the future, many of their decisions require that they_ 15_ possible future events. Often managers must make a best guess at what the future will be and try to leave as little as possible to _ 16__. But since uncertainty is always there, risk accompanies decisions. Sometimes the consequences of a poor decision are__ 17 __; at other times they are serious.

People often assume that a decision is an isolated phenomenon. _18_ from a systems point of view, problems have multiple causes, and decisions have intended and unintended consequences. An organization is an ongoing entity, and a decision made today may have consequences far _ 19_ the future. Thus the skilled manager looks toward the future consequences of_ 20_ decisions.

11、

A. aim

B. effort

C. example

D. reason

12、

A. preceding

B. turning

C. spoiling

D. standing

13、

A. changes

B. achieves

C. involves

D. makes

14、

A. Since

B. Although

C. Unless

D. Until

15、

A. must consider

B. will consider

C. considered

D. consider

16、

A. chance

B. future

C. reality

D. action

17、

A. obvious

B. desirable

C. slight

D. natural

18、

A. Still

B. Then

C. But

D. Hence

19、

A. over

B. into

C. beyond

D. above

20、

A. current

B. common

C. conservative

D. casual

Which of the following best describes the organization of the whole passage?

A．The author tells his story of learning Arabic chronologically.

B．By contrasting different means of teaching by Mr. Beheit and Mr. Ahmed, the author reveals his joys and sorrows on the way of learning a foreign tongue.

C．The author describes possible difficulties of learning a tough foreign language before he illustrates how he achieves success in doing so.

D．The author gives out his outlook of learning a foreign tongue through details of his own pains and gains in the learning process.

W.H.O. reported the influenza because ______.

A. the doctor belonged to that organization

B. many people in Hong Kong also suffered from it

C. the doctor found its virus and sent the samples to them

D. it spread widely in Singapore for the first time

W.H.O. reported the influenza because ______.

A．the doctor belonged to that organization

B．many people in Hong Kong also suffered from it

C．the doctor found its virus and sent the samples to them

D．it spread widely in Singapore for the first time

?Read the following extract from an article about human resource and the questions．

?For each question(15-20)，mark one letter(A，B，C，or D)on your Answer Sheet．

Human resource is one of the key factors in determining organizational coping and profitability．Despite adverse market conditions and fluctuations，many organizations have implemented changes that seek to improve their competitiveness．The consequences of organizational change，however，can vary．Sometimes，the employees may accept the change readily；at other times，the change is met with resistance and dissatisfaction of the employees．

Change and stress are closely related．Because of the feelings of uncertainty， insecurity，and threat that it invokes，organizational change can be extremely stressful for the individual．When change occurs，employees may be stressed by role overload，role ambiguity，and role boundary．

According to Selye，a little stress is actually good．When stress is at its optimal level，it can increase human resource potential as it spurs individuals to achieve their best working performances．

However，stress can become negative and destructive when its optimal 1evel is exceeded．This could result in individuals experiencing high levels of anxiety or depression，low job motivation，somatic problems such as headaches，loss of appetite， trouble sleeping and ill health．In an organization that has many of its employees overly stressed or burned out，there are many detrimental consequences such as higher absenteeism，lower productivity，lower job satisfaction，and low morale．

There is variation in the manner individuals respond to organizational change． Individuals may undergo a simiIar change process in the organization，but the stress evoked by the change can be perceived very differently．Some individuals may regard change as a threat，feeling distressed and fearful of the uncertain consequences of the change．Others may react to the change with outbursts of anger and complaints．Yet there are also those who welcome change with an optimistic attitude，seeing change as a challenge，an opportunity for growth and improvement．

What accounts for the differences in experiencing change and perceiving stress forthese individuals? Many studies suggest organizational characteristics，such as workplaceclimate，empowerment，and information about change，as factors that affect an individual's adjustment to organizational change and stress．However，the research is often focused on organization-level phenomena，rather than on individual factors．

Every person has a distinct set of personality characteristics，owns different resources，and employs different coping strategies to deal with change．This explains why coping with organizational change and stress can turn out to be very different experiences for individuals．For instance，recent micro-level research on individuals has identified dispositional traits that predict a person's ability to cope with change．Hence，on top of looking at organizational factors，this study also examines individual factors that may help to maximize an individual's potential to work productively and efficiently in the midst of change．

According to the second paragraph，what is the most possible and proper statement about the reason why change and stress are closely related?

A．Change can be the motivation of stress and through their mutual interaction，there will be improvement．

B．Stress causes change to occur，and may bring negative effects such as the chang of the job and the reduction of the salary．

C．Organizational change is a primary cause of stress and when change occurs，employees often experience role stress．

D．Change and stress are a pair of phenomena that will both appear in the process of employment．

?Read the following extract from an article about human resource, and the questions followed.

?For each question 15—20, mark one letter (A, B, C, or D) on your Answer Sheet for the answer you choose.

Human resource is one of the key factors in determining organizational coping and profitability. Despite adverse market conditions and fluctuations, many organizations have implemented changes that seek to improve their competitiveness. The consequences of organizational change, however, can vary. Sometimes, the employees may accept the change readily; at other times, the change is met with resistance and dissatisfaction of the employees.

Change and stress are closely related. Because of the feelings of uncertainty, insecurity, and threat that it invokes, organizational change can be extremely stressful for the individual. When change occurs, employees may be stressed by role overload, role ambiguity, and role boundary.

According to Selye, a little stress is actually good. When stress is at its optimal level, it can increase human resource potential as it spurs individuals to achieve their best working performances.

However stress can become negative and destructive when its optimal level is exceeded. This could result in individuals experiencing high levels of anxiety or depression, low job motivation, somatic problems such as headaches, loss of appetite, trouble sleeping and ill health. In an organization that has many of its employees overly stressed or burned out, there are many detrimental consequences such as higher absenteeism, lower productivity, lower job satisfaction, and low morale.

There is a variation in the manner individuals respond to organizational change. Individuals may undergo a similar change process in the organization, but the stress evoked by the change can be perceived very differently. Some individuals may see change as a threat, feeling distressed and fearful of the uncertain consequences of the change. Others may react to the change with outbursts of anger and complaints. Yet there are also those who welcome change with a positive outlook, seeing change as a challenge, an opportunity for growth and improvement.

What accounts for the differences in experiencing change and perceiving stress for these individuals? Many studies suggest organizational characteristics, such as workplace climate, empowerment, and information about change, as factors that affect an individual's adjustment to organizational change and stress. However, the research is often focusing on organization-level phenomena, as opposed to focusing on individual factors.

Every person has a distinct set of personality characteristics, owns different resources, and employs different coping strategies to deal with change. This explains why coping with organizational change and stress can turn out to be very different experiences for individuals. For instance, recent micro-level research on individuals has identified dispositional traits that predict a person’s ability to cope with change. Hence, on top o[ looking at organizational factors, this study also examines individual factors that may help to maximize an individual's potential to work productively and efficiently in the midst of change.

According to the first paragraph, what is the most possible and proper statement about the reason why change and stress are closely related?

A．Change can be the motivation of stress and through their mutual interaction, there will be improvement.

B．Stress causes change to occur, and may bring negative effects such as the change of the job and the reduction of the salary.

C．Organizational change is a primary cause of stress and when change occurs, employees often experience role stress.

D．Change and stress are a pair of phenomena that will both appear in the process of employment.

请阅读下面这个段落，并选择你认为正确的linker用法： It has long been documented that individuals in an organization may voluntarily carry out tasks that are not part of their regular job duties. 1 ，individuals may go above and beyond the call of duty to help coworkers, prevent problems or volunteer to stay late when not expected to do so. This behaviour is intended to help others in the organization or the organization itself and is often referred to as organizational citizenship behaviour (OCB). 2 it is recognized that OCB is important for an organization to effectively function, there is debate among researchers as to how OCB can be encouraged and rewarded. 5. This debate is further complicated when considering the role of OCB in multinational corporations pursuing global diversity. 6. Most OCB research has focused on Western cultures; 3 , it is not clear whether these research findings can be extended to other cultures, 4 suggesting a need to investigate OCB as it exists in other cultures, particularly those described as “collectivist.”

A、1-For example; 2-While; 3-therefore; 4- however

B、1-For example; 2-While; 3-however; 4- therefore

C、1-Therefore; 2-While; 3-for example; 4- however

D、1-For example; 2-However; 3-therefore; 4- while