一个等腰三角形的一个底角是40°，它的顶角是（ ），如果它的顶角是50°，那么它

补写出下列名篇名句的空缺部分。（只选3小题）

小题1:子曰：“          ，譬如北辰，                。”  （《论语》）

小题2:有如此之势，         ，               ，以趋于亡。（苏洵《六国论》）

小题3:曲终收拨当心画，        。东船西舫悄无言，        。（白居易《琵琶行》）

小题4:万里悲秋常作客，         。            ，潦倒新停浊酒杯。（杜甫《登高》）

小题5:夫君子之行，静以修身，      。   ，非宁静无以致远。（诸葛亮《诫子书》）

简述意义学习的基本条件。

胆石病的主要病因不包括

A．胆汁瘀滞

B．胆管感染

C．暴饮暴食

D．胆管异物

E．代谢因素

我国最早的印刷广告出现在（）。

A.唐朝

B.北宋

C.南宋

D.夏代

Ask any employee at an level in any company what they dislike about their job and somewhere on the list you will find a complaint about the system of performance appraisals. It does seem strange that an idea which was supposed to benefit both individuals and the company should be so universally disliked, but the staff appraisal is now one of the biggest causes of dissatisfaction at work. In the United States there have even been cases of unhappy workers taking their employers to court over appraisal interviews. It is in a company’s interest to combat this situation, but, before reversing the appraisal’s negative associations, an organization needs to pinpoint the underlying reasons which have contributed to them.

Problems with appraisals can fall into two main areas--those arising from the scheme itself and those arising from the implementation and understanding of that scheme. Naturally it is easier to tackle those in the former category; indeed, some companies have developed schemes following legal guidelines. These guidelines suggest that a successful scheme should have a clear appeal process, that any negative feedback should be accompanied by "evidence" such as dates, times and outcomes and that, most importantly, ratings should reflect specific measurable elements of the job requirements.

It is not always necessary to resort to legal advice however. Some changes to current schemes are simply a matter of logic. For instance, if employees are constantly encouraged to work in teams and to assume joint responsibility for their successes and failures, it makes little sense for the appraisals to focus on individuals, as this may lead to resentments and create divisions within the group. It is possible, and in some cases more suitable, to arrange appraisals where performance is rated for the group.

Staff also need to be educated about the best way to approach appraisals. Managers often find that they are uncomfortable being asked to take on a more supportive role than they are used to without having had any training. Those being appraised may see it as a chance to air their grievances and highlight the company’s failings rather than consider their own role. Both parties view the process as a necessary evil, to be gone through once or twice a year, and then forgotten about. The importance given to the appraisal stems from the fact that, despite all the talk of the interview being a chance for management and employees to come together and exchange ideas, set joint targets and improve the way decisions are reached, the reality is that they are often nothing more than the pretext on which pay rises are given, or not given. Pay is, of course, a subject that always leads to problems.

Given the problems associated with staff appraisals, why is it that, with no legal requirement, companies continue to run them The answer is simple, it is impossible to manage something you know nothing about. As any Human Resources manager can tell you, the best way to learn about someone is to talk to them. Effective people management relies on knowledge and appraisals are still the best way to build up that bank of knowledge.

In an ideal world an appraisal is an opportunity to().

A.improve your salary

B.moan about the boss

C.discuss and agree goals

D.meet every six months