甲企业为增值税一般纳税人，委托乙公司加工一批物资，发出材料成本为20000元，支付加

阅读下列材料：

       “我们革命的目的，是为中国谋幸福，因不愿少数满洲人专制，故要民族革命；不愿君主一人专制，故要政治革命；不愿少数富人专制，故要社会革命。”

回答：

（1）此段话是谁说的？

（2）材料中“民族革命”“政治革命”“社会革命”各指什么内容？

关于正常成年人在清醒、安静和闭眼放松状态下的脑电图描述正确的是()

A．α波频率为8～12Hz，波幅20～100μV，是基本节律，主要分布在枕部和顶部

B．β波频率为13～25Hz，波幅5～20μV，主要分布在额叶和颞叶

C．θ波频率为4～7Hz，在部分正常人半球前部可见少量

D．δ波频率为4Hz以下，清醒状态下几乎没有，但入睡可出现，且由浅入深逐渐增多

E．儿童脑电图与成人基本相同，均以慢波为主

某技术方案设计的年生产能力为400件，每件产品的价格为5000元，每件产品的变动成本为2000元，每件产品纳税500元，年固定成本40万元，则盈亏平衡点时的生产能力利用率为（）。

A．50%

B．40%

C．60%

D．45%

扫地时要适当压低笤帚尽量避免（）。

A.高抬

B.漏屑

C.扬尘

D.干扫

Remember the days when companies such as Microsoft and Mc-Kinsey took immense satisfaction from subjecting job candidates to mind-crunching strategy sessions If you thought that was rough, imagine an interview in which no amount of research or questioning of insiders will help. Imagine instead that all you can do is have a healthy breakfast, pick out your nicest suit, and hope for the best. In the new interview, they’re not just testing what you know. They’re also testing who you are.

It’s called the situational interview, and it’s quickly becoming a must in the job-seeking world. In the post-Enron culture of caution, corporations are focusing on an obvious insight: that a gold-plated resume and winning personality are about as accurate in determining job performance as Wall Street analysts are in picking stocks. Now, with shareholder scrutiny, hiring slowdowns, and expense-reducing, no manager can afford to hire the wrong person. Hundreds of companies are switching to the new methods. Whereas the conventional interview has been found to be only 7% accurate in predicting job performance, situational interviews deliver a rating of 54%—the most of any interviewing tool.

The situational technique’s superiority stems from its ability to trip up even the wittiest of interviewees. Of course, every applicant must display a healthy dose of occupational know-how, but behavior and ethical backbone play a big role. For example, a prospective analyst at a Wall Street bank might have to face, say, a customer with an account argument. It’s not happening on paper, but in real time—with managers and experts watching nearby. The interviewer plays the role of a fierce customer on the phone, angry about money lost when a trade wasn’t executed on time. It’s set up as an obvious mistake on the banker’s part.

Interviewers watch the candidates’ reactions: how they process the complex account information, their ability to talk the client down, what their body language displays about their own shortcomings, and which words they choose. In this instance, not being honest about the mistake or showing anger or frustration—no matter how glowing your resume—means you’re out.

Behavioral interviews are also being rounded out by other tools that, until recently, had been reserved for elite hires. Personality-testing outfit Caliper, for example, which probes candidates for emotional-intelligence skills and job ability, has seen its business jump 20% this year.

Clearly, the new interview isn’t without its drawbacks. Companies run the risk of arousing hostility in candidates, who may feel as if some line has been crossed into personal territory. Moreover, sortie companies worry about the fairness of personality tests. They have to make sure there are no inherent gender or racial biases in the test.

In the situational interview, job-seekers have to （）.

A.be dressed up in the height of fashion

B.be examined in professional experiences

C.demonstrate their personalities and knowledge

D.present elegantly written and polished resumes