渗透检验时，零件温度如果过低，则渗透液粘度会（）。

“红灯停、绿灯行、黄灯亮了等一等”是基本的交通规则。当绿灯亮起时，我们迈动双脚快速穿过马路，此反射活动的类型及参与的神经中枢分别是

A．条件反射视觉中枢、语言中枢和运动中枢

B．条件反射视觉中枢、语言中枢和触觉中枢

C．非条件反射视觉中枢、语言中枢和运动中枢

D．非条件反射视觉中枢、语言中枢和触觉中枢

有立法权的地方人大制定的规范性法律文件称为( )。

A．法律
B．法规
C．行政法规
D．地方性法规

1895年11月8日，德国物理学家威·康·伦琴在实验室内研究阴极射线管放电现象时，发现用黑纸包着的照相底片感光了。用黑纸包着的阴极射线管通电后，发现在其附近的一块涂有铂氰化钡的纸屏上发出绿色荧光，关闭电源，荧光消失。根据上述现象，伦琴推测，一定是从阴极射线管发出的一种新射线，并发现这种射线具有一定的特性，为此，他把这种未知射线起名为X线。X线的产生原理是高速电子和靶物质相互作用的结果。在真空条件下高千伏的电场产生的高速电子流与靶物质的原子核和内层轨道电子作用，分别产生了连续X线和特征X线。
高速电子和靶物质相互作用过程中，将会发生碰撞损失和辐射损失，最终高速电子的动能变为辐射能、电离能和热能。三种能量的比例随入射电子能量的变化和靶物质性质的差别而不同。

X线发生效率的公式是

A．η=KZU

B．η=KZ/U

C．H=KZ²U

D．η=KZU²

E．η一K²ZU

依据天津市人民政府办公厅《关于依法厘清社区居民委员会职责提升为民服务效能的意见》的要求，面向社区开展的各类达标、检查评比和示范创建活动项目，除（）明确要求开展外，其他一律取消。

A.中央、国家有关部门

B.市委、市政府

C.市政府有关部门

D.区县人民政府

E.街道办事处、镇人民政府

Questions

·Read the following passage and answer questions.
1. If sustainable competitive advantage depends on work-force skills, American firms have a problem. Human-resource management is not traditionally seen as a central to the competitive survival of the firm of the United States. Skill acquisition is considered an individual responsibility. Labor is simply another factor of production to rent at the lowest possible cost — as much as one buys row materials or equipment.
2. The lack of the importance attached to human-resource management can be seen in the cooperation hierarchy. In an American firm the chief financial officer is almost always second in command. The post of head of human-resource management is usually a specialized job, off at edge of corporate hierarchy. The executive who holds it is never consulted on major strategic decisions and has no chance to move up to Chief Executive Officer. By way of contrast, in Japan the head of human-resource management is central—usually the second most important executive, after the CEO, in the firm’s hierarchy.
3. While American firms often talk about the vast amounts spent on training their work forces, in fact they invest less in the skills of their employees than do either Japanese or German firms. The money they do is also more highly concentrated on professional and managerial employees. And the limited investments on modem training workers are much more narrowly focused on the specific skills necessary to do the next job rather than on the basic background skills that make it possible to absorb new technologies.
4. As a result, problems emerge when new breakthrough technologies arrived. If American workers, for example, take much longer to learn how to operate new flexible manufacturing stations than workers in Germany do (as they do), the effective cost of those stations is lower in Germany than it is in United States. More times is required before equipment is up and running at capacity, and the need for extensive retraining generates costs and creates bottlenecks that limit the speed, with which new equipment can be employed.
5. The result is a slower pace of technological changes. And in the end the skills of the bottom half of the population affect the wages of the top half. If the bottom half cannot effectively staff the processes that have to operated, the management and professional jobs that go with these processes will disappear.

Questions

·For questions, choose the best title for each paragraph from below.
·For each numbered paragraph, mark one letter (A-G) on the Answer Sheet.
·Do not mark any letter twice.
A. The bad effect of poor management on new technologies.
B. The position of human-resource management in corporation hierarchy.
C. The work force — training in American firms.
D. Human-resource management is not important for American firms.
E. How to make American firms become more completive.
F. The importance of worker’s skill.
G. Problems exit in American’s companies.

Paragraph 1: ______