典型的结核结节的中心部分是（）。A．巨噬细胞 B．类上皮细胞 C．干酪样坏死 D．郎

穿越我国领土距离最长的纬线是（）

D

“Pay has little to do with motivation in the workplace”．That’s the argument put forward by best-selling author Daniel Pink in his new book, Drive: The Surprising Truth About What Motivates Us．“Pay for performance is supposed to be a folk tale,” he says．

Daniel argues that, if employees receive a basic level of payment, three other factors matter more than money: a sense of independence, of mastery over one’s labor, and of serving a purpose larger than oneself．For example, in 2008 at the offices of Best Buy’s Richfield, salaried workers there were allowed to organize their own work day, putting in only as many hours as they felt necessary to get their jobs done．Productivity increased by 35% according to The Harvard Business Review．

But the managers at Goldman Sachs aren’t exactly making some efforts to adjust．Like others on Wall Street, the banking giant argues that fat bonuses （extra rewards） are essential to make its numbers．“That’s exactly the attitude that leads to the recent financial crisis in the United States,” responds Daniel, “as managers always focus on short-term rewards that encourage cheating, shortcuts, and dishonest behavior．”

Moreover, the 45-year-old author and former Al Gore speechwriter refers to social-science experiments and experiences at such workplaces as Google and 3M．In one 2005 experiment he describes, economists working for the Federal Reserve Bank of Boston tested the power of incentives （激励） by offering cash rewards to those who did well in games that included reciting a series of numbers and throwing tennis balls at a target．The researchers’ finding: Over and over, higher incentives led to worse performance --- and those given the highest incentives did the poorest job．

From this and other cases, Daniel draws a conclusion that monetary incentives remove the element of play and creativity, transforming “an interesting task into a dull one．” It’s even possible, he adds, for oversized rewards to have dangerous side effects, like those of a drug dependency in which an addicted requires ever larger amounts．He refers to scientific testing that shows the promise of cash rewards increase a chemical in the brain similar to that brought on by cocaine or nicotine．

Daniel, however, is also aware that his company examples --- no GE, no IBM, no Microsoft --- hardly represent the commanding heights of the economy．But he thinks his approach will catch on, even in the biggest companies．“Managers tend to be realistic, and in time they will respond,” he says．

53．In his book, Drive: The Surprising Truth About What Motivates Us, Daniel Pink is promoting the idea that _____．

A．it is a money-driven society    B．all workers are not driven by money

C．money plays a key role in management  D．pay has nothing to do with workplaces

54．In Daniel’s point of view, many Wall Street managers are _______．

A．dishonest      B．considerate   C．short-sighted       D．ridiculous

55．In paragraph 5, the example of drug-taking is given to show _______．

A．money is as addictive as cocaine or nicotine

B．big rewards bring about dangerous side effect

C．nicotine and money bring the same chemical

D．workers do not need the incentives of money at all

56．We can learn from the last paragraph that _______．

A．Daniel’s approach will be popular in a wider field

B．realistic managers will first consider Daniel’s approach

C．Daniel’s approach meets the demand of economic crisis

D．GE, IBM and Microsoft will join in Daniel’s approach next

章某杀人后，长期流窜潜逃。某日，县局刑警大队获悉，章某藏匿在该县园林场一平房内，立即组织警力火速赶到现场进行围捕。章某发现后，持炸药包和上膛的大口径猎枪拒捕。刑警江某见状，未警告即开枪将章击毙。江某行为是否违反《人民警察使用警械武器条例》的规定？

A公司由于迅速发展，近日着手建立企业年金制度。公司首先成立了由公司高层、大股东、企业外企业年金专业人事、职工代表各占四分之一名额的企业年金理事会。经过讨论，理事会决定每年缴存企业年金数额为上年度企业职工工资总额的十五分之一。由于该企业未按照规定为每一个员工依法缴存基本养老保险费用，所以此次企业年金制度的建立为那部分职工提供了相应的福利。该制度建立两年后，公司高管B某由于跳槽原因前往外省，从企业年金账户中提取了相应的资金。

关于该企业缴存的年金数额说法错误的是( )。

A．在工资总额4%以内的部分可以从成本中列支

B．在工资总额10%以内的部分可以从成本中列支

C．企业和职工个人缴费合计一般不超过本企业上年度职工工资总额的六分之一

D．该企业缴存的十五分之一的比例符合规定