研究生英语多维教程熟谙Unit5英语summary

The summary of Unit5 Sandwich generation

In the modern society，there are a large group，They are the so-called Sandwich generation，people who are struggling to care for both their children and their elders，often while holding down a job as well.The Sandwich generation are living a hard life.

The statistics show that the proportion of seniors living with their children is decreasing，those who do move in with their children enter households profoundly changed from previous generations.Because toda y′s seniors had fewer children than their predecessors，there are fewer family members to share the burden.They not only have some elder-care responsibilities，ranging from occasional help with groceries to fulltime care at home，but also care for their children.In fact，the parents of an average family now work 65 to 80 hours a week，up from 40 to 45 hours a week in the 1950s.To stay in the place

they are working twice as hard.It lead to that they have more stress，less job satisfaction and more absence than their colleagues.That change often is overlooked amid increasing public pressure to transfer some of the governments health-care burden to individual families.But families have changed，you cannot make the assumption the people are available.

Even when an elderly parent lives independently，responsibilities can weigh heavily on their children，How do they break away from their job to see a sick mother?And then they fell guilty when they leave her alone.Even if their elderly parents are not living with them，there is the stress of juggling obligations at home，to their extended family and their employer.

Fortunately，there are many house holds that cope well，especially when the senior is healthy or the younger family members have outside help in times of crisis.

But for many families who bear a wide range of new responsibilities，elder care can take a physical，and emotional，sacrifice.To the sandwich generation，all these responsibilities are a trouble to them，their burden will be more heavy than any generations before.

研究生综合英语上册Unit1 summary

Traits Of The Key Players Kao Yingchao 2014020603 考颖超2014020603 General Statement A “key player” who has a handful of staff in a given area of expertise is essential to the organization.The companies hire a “key player”from the competitor’s companies who has more experienced or just a newbie who has 4 traits—the selfless cooperator, a sense of urgency, risk tolerance,risk tolerance and strength in interpersonal relationship. Main Points Part 1:para1~para3 What a key player is and how the companies hire a key player. Part 2:para4~para5 What the difference between academia and industry,there is more collaborative and more teamwork in the industry.And how to make yourself look like a selfless collaborator. Part 3:para6~para7 A sense of urgency is important for the company.If the team want to win,that means you not only need the people who can think fast and

研究生英语系列教材上unit1-原文+翻译

研究生英语系列教材上unit1-原文+翻译

TRAITS OF THE KEY PLAYERS 核心员工的特征 What exactly is a key play？ 核心员工究竟是什么样子的? A “Key Player” is a phrase that I've heard about from employers during just about every search I've conducted. 几乎每次进行调查时，我都会从雇主们那里听到“核心员工”这个名词。 I asked a client —a hiring manager involved in recent search — to define it for me. 我请一位客户——一位正参与研究的人事部经理，给我解释一下。 “Every company has a handful of staff in a given area of expertise that you can count on to get the job done. “每家公司都有少数几个这样的员工，在某个专业领域，你可以指望他们把活儿干好。 On my team of seven process engineers and biologists, I've got two or three whom I just couldn't live without,” he said. 在我的小组中，有七名化工流程工程师和生物学

家，其中有那么两三个人是我赖以生存的，”他说， “Key players are essential to my organization. “他们对我的公司而言不可或缺。 And when we hire your company to recruit for us, we expect that you'll be going into other companies and finding just: 当请你们公司替我们招募新人的时候，我们期待你们会去其他公司找这样的人： the staff that another manager will not want to see leave. 其他公司经理不想失去的员工。 We recruit only key players.” 我们只招募核心员工。” This in part of pep talk intended to send headhunters into competitor's companies to talk to the most experienced staff about making a change. 这是一段充满了鼓动性的谈话，目的是把猎头们派往竞争对手的公司去游说经验丰富的员工们做一次职业变更。

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[1] For most of its history, psychology had concerned itself with all that ails the human mind: anxiety, depression, neurosis, obsessions, paranoia, delusions. Over the decades, a few psychological researchers had ventured out of the dark realm of mental illness into the sunny land of the mentally hale and hearty. Martin Seligman，a psychologist at University of Pennsylvania, wanted to look at what actively made people feel fulfilled, engaged and meaningfully happy. Mental health, he reasoned, should be more than the absence of mental illness. It should be something akin to a vibrant and muscular fitness of the human mind and spirit. What Makes Us Happy [2] So, what has science learned about what makes the human heart sing? More than one might imagine—along with some surprising things about what doesn?t ring our inner chimes. Take wealth, for instance, and all the delightful things that money can buy. Research by Deiner, among others, has shown that once your basic needs are met, additional income does little to raise your sense of satisfaction with life. Neither do education, youth, marriage and sunny days. [3] On the positive side, religious faith seems to genui nely lift the spirit, though it?s tough to tell whether it?s the God part or the community aspect that does the heavy lifting. Friends? A giant yes. A 2002 study conducted at the University of Illinois by Diener and Seligman found that the most salient characteristics shared by the 10% of students with the highest levels of happiness and the fewest signs of depression were their strong ties to friends and family and commitment to spending time with them. “Word needs to be spread,” concludes Diener. “It is i mportant to work on social skills, close interpersonal ties and social support in order to be happy.” Measuring Our Moods [4] Of course, happiness is not a static state. Even the happiest of people—the cheeriest 10%—feel blue at times. And even the bluest have their moments of joy. That has presented a challenge to social scientists trying to measure happiness. That, along with the simple fact that happiness is inherently subjective. To get around those challenges, researchers have devised several methods of assessment. Diener has created one of the most basic and widely used tools, the Satisfaction with Life Scale. Though some scholars have questioned the validity of this simple, five-question survey, Diener has found that it squares well with other measures of happiness, such as impressions from friends and family, expression of positive emotion and low incidence of depression. [5] Just last month, a team led by Nobel Prize winning psychologist Daniel Kahneman of Princeton University unveiled a new tool for sizing up happiness: the day reconstruction method. Participants fill out a long diary and questionnaire detailing everything they did on the previous day and whom they were with at the time and rating a range of feelings during each episode (happy, impatient, depressed, worried, tired, etc.) on a seven-point scale. [6] Seligman, in contrast, puts the emphasis on the remembering self. “I think we are our memories more than we are the sum total of our experiences,” he says. For him, studying moment-to-moment experiences puts too much emphasis on transient pleasures and displeasures. Happiness goes deeper than that, he argues in his 2002 book Authentic Happiness. As a result of his research, he finds three components of happiness: pleasure (“the smiley-face piece”), engagement (the depth of involvement with one?s family, work, romance and hobbies) and meaning (using personal strengths to serve some larger end). Of those three roads to a happy, satisfied life, pleasure is the least consequential, he insists: “This is newsworthy because so many Americans build their lives around pursuing pleasure. It turns out that engagement and meaning

研究生英语课文翻译

Unit One 旅行通用语 1 数十年来，法兰西语言研究院一直捍卫着法语的尊严。几年前，由于法国人对英语词汇的入侵非常敏感，该机构颁布了净化法语的法律，其内容甚至涉及专业术语。就拿波音747 (Boeing747)来说吧，现在法国人必须用法语词gros-porteur；表示出租的leasing也变成了credit-bail。此类例子不胜枚举，触及生活的方方面面。法国总统希拉克很可能会继续加大力度，直至连英特网internet和字节流(信息组)byte stream之类的词也找到相应的法语新词。哎，真不知未来的法语会变成什么样。 2 不幸的是(或许并非不幸)，英语没有受到如此的保护。在美国，随处可见严重偏离英国标准英语的美式英语。“honour”普遍被写成“honor”，“night”也变成了“nite”。许多词意广为人知的英式英语单词被赋予新的解释，交流也变得有些困难。比如说，汽车的行李箱“boot”变成了“trunk”(一个在英国指代树干的单词)；引擎盖“bonnet”变成了“hood”(英式英语中的风帽)；老式婴儿尿布“nappy”变成了“diaper”(英式英语中的菱格花纹织物)；婴儿小外套“matineejacket”也变成了“vest”(英国的内衣汗衫)。显而易见，两国英语曾同出一源，而如今却将两国彼此隔离。当然了，按美国人的观点，是英国人的语言表达出了问题。 3 实际使用中，甚至还有更糟的英语呢!只要你在外国旅游并注意一下菜单、海报、旅店、甚至当地日常生活中的英语，就可以证明过去的标准用语在这些地方已变得不伦不类，让我详例如下： 4 旅行作家波洛?菲利浦曾不惜笔墨地渲染自己的几番经历，我觉得该有更多的读者了解一下。他提及某份荷兰的灯泡目录，上面对用户承诺有“a speedy execution’——快速处死(毫无疑问，想表达的应是“送货及时”)。此外，东柏林的一个衣帽间告示要求客人“please hang yourself here”——请在这儿吊死自己(本想说的是“将衣帽挂在这儿”)。只希望没人会真的从字面上去理解。 5 我还可以补充一些多年周游世界时的亲身经历。例如，奥斯坦德的一家精品店正在宣扬其货品立意新颖，却用了“revolting new ideas”，即“令人作呕的立意”。孟买的几家糕饼屋也鼓吹自己是“No.1 loafers”，目口头号游手好闲者，可是其本意是要宣称自己的糕饼全市第一。 6 我并不知道基督教影响如此之广，直到我在香港看到一位牙医的宣传：“我们由最新的循道宗信徒拔牙”，这儿的“Methodists”(循道宗信徒)显然应改为“methods”，即“方法”。 7 恐怕没人能确定这些误用实际上是体现了英语的普及还是仅仅反映了局限于地方的习惯用法。但可以确定的是，海法医学会绝对应该阻止其会员挂这样的铜招牌：“妇女及其它疾病的专家”。 8 看来旅店对多语种告示颇为青睐，希望它们会有利于人们更好地使用现代化设施。没有它们，旅店就会显得沉闷而缺乏效率。然而，在布鲁塞尔的一家旅店中，这条电梯告示只会令毫无防范的房客更愿意爬楼梯：“使用电梯时，请按要去楼层的按钮。若更多人进入电梯，请分别按各自要去楼层的按钮。电梯会按楼层的字母顺序，依次送客。没复位的按钮显示着接收到的要去楼层的指令”。伊斯坦布尔的一则旅店告示则没这么复杂：“想要客房服务时，请开门喊叫‘客房服务’”。至少那儿的客人不用对付也许经常失灵的电子设备。 9 在土耳其，人们对于“直言不讳”的喜爱在一个已远近闻名的安卡拉导游册中得到了充分体现。导游册这样招揽顾客：“来我们餐馆吧，你会在欧洲救护车中享用中东风味美食”(显然这儿的救护车“ambulance”应为氛围“ambience”)。而另一家瑞士餐馆的菜单也同样吸引人：“我们的葡萄酒绝人他念”。(“our wines leave nothing to hope for'’一语双关，可本意显然是“我们的葡萄酒美味绝伦”)。 10在东欧，奥匈帝国时期的老牌大旅馆从未放弃过礼节。一则旅馆房间告示上写着“诚邀尊贵的客人在12点到14点之间占客房女服务员的便宜”(take advantage of t he chambermaids)。然而，这可能造成意外的交通阻塞。最近的一次莫斯科画展也未必能让偶尔光顾者欣然前往，根据其告示，“画展将展出俄罗斯艺术家的300幅作品，他们中的大部分人在过去十年中已被处死了”。 11 曼谷一家洗衣房的广告词邀请来访的顾客“留下你的衣服，尽情享受吧!”就像是鼓励人们在这座远东娱乐首府干些出格之事。

最新研究生英语系列教材上unit1-原文+翻译

TRAITS OF THE KEY PLAYERS 核心员工的特征 What exactly is a key play？ 核心员工究竟是什么样子的? A “Key Player” is a phrase that I've heard about from employers during just about every search I've conducted. 几乎每次进行调查时，我都会从雇主们那里听到“核心员工”这个名词。 I asked a client — a hiring manager involved in recent search — to define it for me. 我请一位客户——一位正参与研究的人事部经理，给我解释一下。 “Every company has a handful of staff in a given area of expertise that you can count on to get the job done. “每家公司都有少数几个这样的员工，在某个专业领域，你可以指望他们把活儿干好。On my team of seven process engineers and biologists, I've got two or three whom I just couldn't live without,” he said. 在我的小组中，有七名化工流程工程师和生物学家，其中有那么两三个人是我赖以生存的，”他说， “Key players are essential to my organization. “他们对我的公司而言不可或缺。 And when we hire your company to recruit for us, we expect that you'll be going into other companies and finding just: 当请你们公司替我们招募新人的时候，我们期待你们会去其他公司找这样的人： the staff that another manager will not want to see leave. 其他公司经理不想失去的员工。 We recruit only key players.” 我们只招募核心员工。” This in part of pep talk intended to send headhunters into competitor's companies to talk to the most experienced staff about making a change. 这是一段充满了鼓动性的谈话，目的是把猎头们派往竞争对手的公司去游说经验丰富的员工们做一次职业变更。 They want to hire a “key player” from another company. 他们想从另一家公司招募核心员工。 Every company also hires from ranks of newbies, 然而，每家公司也从新人中招人。 and what they're looking for is exactly the same. 他们要寻找的是完全一样的东西。 “We hold them up to the standards we see in our top people. “我们把他们和公司顶级员工表现出的特质进行对照。 If it looks like they have these same traits, we'll place a bet on them.” 假如他们看起来有同样特征的话，我们就在他们身上赌一把。” It's just a bit risker.只是这样有点儿冒险。 “It's an educated guess,”“这是一种有根据的猜测，” says my hiring manager client.我的人事经理客户说。 Your job as a future employee is to help the hiring manager mitigate that risk. 作为未来的一名员工，你的工作是帮助人事部经理降低这种风险，