贾峰认为中国在推动环保事业的过程中人手和资源缺乏是问题之一。

( )在很大程度上反映了应聘者的组织和沟通能力。

A．简历中的逻辑性

B．职位技术和经验要求

C．客观内容

D．简历的结构

如图所示，长1.5m，高0.45m，质量10kg的长方体木箱，在水平面上向右做直线运动。当木箱的速度为3.6m/s时，对木箱施加一个方向水平向左50N的恒力，并同时将一个质量1kg的小球轻放在距木箱右端0.5m的P点（小球可视为质点，放在P点时相对于地面的速度为零），经过一段时间，小球脱离木箱落到地面，木箱与地面的动摩擦因数为0.2，其他摩擦均不计，g取10m/s²。求：

(1)小球从离开木箱开始至落到地面所用的时间；

(2)小球放上P点后，木箱向右运动的最大位移；

(3)小球离开木箱时木箱的速度。

番泻叶粉末镜检可见（）

A.草酸钙簇晶及晶鞘纤维

B.草酸钙簇晶及蓝色色素

C.芥子酶分泌细胞

D.针晶束及砂晶

E.油细胞及方晶

Selection to participate in a top executive-education program is an important rung on the ladder to top corporate jobs. U. S. corporations (1) billions of dollars in this form of management development -- and use it to (2) and train fast-track managers. Yet one (3) of executive education found that less than 5% of the managers (4) to these high-profile programs are women -- and minorities are terribly (5) as well.

The numbers are (6) . In regular business (7) usually paid for by the participant, not an employer -- there are plenty of women and minorities. Women, for example, (8) for about 30% of MBA candidates. Yet in the (9) programs paid for by corporations that round out a manager’s credentials at a (10) career point, usually at age 40 or 45, companies are making only a (11) investment in developing female and minority executives. A case (12) point: Only about 30% of the 180 executives in Stanford’s recent (13) management program were women.

Most companies say these days they are (14) hiring and promoting women and minorities-- and there are some (15) trends in overall employment and pay levels so why are companies (16) the ball when it (17) executive education The schools (18) that they are neither the cause of nor the cure for the problem. A Harvard Business School dean figures that companies are (19) of sending their female executives (20) they don’t want to lose them to competitors.

18（）

A.apprehend

B.verify

C.maintain

D.promise

电力系统中有功频率控制属于（）。

A.恒定频率控制

B.恒交换功率控制

C.频率联络线功率偏差控制

D.就地控制