霍乱出现转筋的原因是（） A.热毒过于炽盛 B.阳气失于温煦 C.阴津大量亡失 D.

1979-1991年，这一时期我国的关税政策是( )

A．全面保护关税政策

B．有区别地保护关税政策

C．适度开放与适度保护相结合的关税政策

D．高度开放关税政策

书面表达(满分25分)

假设你校举办看图征文活动，题目为“How to Protect Our Eyesight”。请你用英语写一篇短文，指出图中所反映的现象，并从阅读时间、光线、眼睛保健操及睡眠等方面，谈谈保护视力的具体做法。

注意：1.词数：不少于100词；

2.可适当加入细节，以使行文连贯。

参考词汇：

近视的——short-sighted

How to Protect Our Eyesight

对于未经海关许可，擅自将海关监管货物开拆、提取、交付、发运、调换、改装、抵押、质押、留置、转让、更换标记、移作他用或者进行其他处置的行为属于海关法律关系中的( )。

A．违反海关监管规定行为

B．走私犯罪

C．走私行为

D．扰乱市场经济秩序罪

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