2021年06月六级第3套听力原文及答案解析

Conversation 1.

对话1。

M: How are you enjoying your new job?

你的新工作怎么样？

F: So far, so good.

到目前为止，一切都好。

F: I don't miss having managers who deliver blunt, harsh feedback in the name of efficiency.

我不怀念那些以效率为名给出直接、严厉反馈的经理。

M: From the way you described your last company, no wonder they had a problem with high staff turnover.

从你描述上一家公司的方式来看，难怪他们有员工流失率高的问题。

F: Yeah, I couldn't wait to get out of there once my contract expired.

是的，合同一到期我就迫不及待地离开了那里。

F: The problem with a company culture that prizes directness above all else is that it creates a toxic culture of brilliant jerks that drives people out and erodes itself from within.

一个公司文化过分推崇直接的问题在于，它会创造出一个由聪明但讨厌的人组成的有毒文化，驱使人们离开并从内部侵蚀自己。

M: My company's managers tend to be accommodating and kind, overlooking mistakes or issues so as not to hurt feelings.

我公司的经理往往很体贴和友善，为了不伤害感情而忽略错误或问题。

M: Issues often get ignored there until they build up and reach a crisis point.

问题经常被忽视，直到积累起来达到危机点。

F: That's not surprising.

这并不令人惊讶。

F: My new company seems to employ a feedback policy that combines compassion and directness.

我的新公司似乎采用了一种结合同情心和直接性的反馈政策。

F: Employees have the power to speak up, give feedback, disagree, and discuss problems in real time.

员工有权发言、给出反馈、不同意并实时讨论问题。

F: It seems to help us to course correct, improve, and meet challenges, while also building teams that collaborate and care for one another.

这似乎帮助我们纠正方向、改进和应对挑战，同时建立协作和相互关心的团队。

M: But that would be based on an atmosphere of mutual trust, wouldn't it?

但那将是基于相互信任的氛围，不是吗？

M: Otherwise people might interpret feedback as some kind of personal attack.

否则，人们可能会将反馈解读为某种人身攻击。

F: True.

确实。

F: Without an atmosphere of trust, feedback can create stress and self-doubt.

没有信任的氛围，反馈可能会造成压力和自我怀疑。

F: But I think when we get feedback from someone we trust, we understand that the feedback isn't some kind of personal attack.

但我认为，当我们从信任的人那里获得反馈时，我们明白反馈不是某种人身攻击。

F: It's actually a kind of support, because it's offered in the spirit of helping us improve.

实际上是一种支持，因为它是以帮助我们改进的精神提供的。

F: I think sometimes people need to shift their mindsets around how they receive feedback.

我认为有时人们需要转变他们接收反馈的心态。

M: Yes.

是的。

M: Constructive feedback, after all, is how we learn and grow.

毕竟，建设性反馈是我们学习和成长的方式。

M: It's the basis for healthy parenting, lasting friendships, career development, and so much more.

它是健康育儿、持久友谊、职业发展等的基础。

M: If we shelter our children, friends, and colleagues from information that might enrich and enhance their lives, we're not being caring.

如果我们庇护孩子、朋友和同事免受可能丰富和提升他们生活信息的影响，我们并不是在关心他们。

M: We're actually doing harm to them.

我们实际上在伤害他们。

F: That's exactly right.

完全正确。

Questions 1 to 4 are based on the conversation you have just heard.

问题1到4基于你刚刚听到的对话。

Question 1. How does the woman describe her previous company's culture?

问题1. 女士如何描述她之前公司的文化？

Question 2. What does the man say about his company's managers?

问题2. 男士对他公司的经理有什么看法？

Question 3. What does the woman say the employees in her new company can do?

问题3. 女士说她新公司的员工能做什么？

Question 4. What does the man say about constructive feedback?

问题4. 男士对建设性反馈有什么看法？

Conversation 2.

对话2。

F: How was your holiday?

你的假期怎么样？

F: Not too many other tourists around, were there?

周围没有太多其他游客，对吧？

M: No, very few relatively.

不，相对而言非常少。

M: But I found myself moving from one accommodation to another, trying to find the perfect place.

但我发现自己从一个住处搬到另一个住处，试图找到完美的地方。

M: It made me realize that indecision is a big, problem for me.

这让我意识到，优柔寡断对我来说是个大问题。

M: Instead of relaxing, I was looking for the best spot.

我没有放松，而是在寻找最佳地点。

F: It seems you suffer from fear of better options.

看来你害怕有更好的选择。

F: I've read about it.

我读过相关的内容。

F: It describes this loop of indecision as part of our programming.

它将这种优柔寡断的循环描述为我们编程的一部分。

F: Essentially, we have this tendency to keep stretching out the decision-making process, because as human beings, we are hardwired to optimize.

本质上，我们有这种倾向不断延长决策过程，因为作为人类，我们天生就倾向于优化。

F: We have always looked to get the best things we can, as a sort of survival of the fittest.

我们总是试图获得我们能得到的最好的东西，作为一种适者生存的方式。

F: Optimizing isn't the problem, but rather the process that we go through.

优化本身不是问题，问题在于我们经历的过程。

M: Well, that makes me feel better.

嗯，这让我感觉好些了。

F: But I think thanks to technology, we can make comparisons more easily and have more access to choice and customization.

但我认为，由于科技，我们可以更容易地进行比较，并有更多的选择和定制机会。

F: We can now see what we could have, how we might get it, and what others have that we might want.

我们现在可以看到我们可能拥有什么，如何得到它，以及别人拥有什么我们可能想要的东西。

F: We keep looking over and returning to the same options again and again.

我们不断反复查看和回归到相同的选择。

M: Yes, fear of better options offers little benefit.

是的，害怕更好选择几乎没有什么好处。

F: It's an ailment of abundance.

这是一种丰裕之疾。

F: You must have choices to have that fear of missing out on better options.

你必须有选择，才会害怕错过更好的选择。

M: Yes, I need to note when I'm worrying about inconsequential things, I guess.

是的，我想我需要留意何时在担心无关紧要的事情。

M: If I'm spending too much time worrying over what to have for lunch, I'm robbing myself of the energy to focus on the things that matter.

如果我花太多时间担心午餐吃什么，我就在剥夺自己专注于重要事情的精力。

F: Exactly.

完全正确。

F: But for more important matters, I think gut instinct might be overrated.

但对于更重要的事情，我认为直觉可能被高估了。

F: When you have 30-odd options, trusting your gut is not practical.

当你有三十多个选择时，相信直觉并不实际。

F: What you need to do is research, have a process, invest time exploring your options, and eliminate as many things as you can.

你需要做的是研究，有一个过程，花时间探索你的选择，并尽可能多地排除选项。

F: The most toxic part of decision-making is going over the same options time and time again.

决策中最有害的部分是反复检查相同的选择。

Questions 5 to 8 are based on the conversation you have just heard.

问题5到8基于你刚才听到的对话。

Question 5. What does the man say about his holiday?

问题5. 男人关于他的假期说了什么？

Question 6. What does the woman say people tend to do when making decisions?

问题6. 女人说人们在决策时倾向于做什么？

Question 7. What has made decision-making increasingly difficult?

问题7. 什么使得决策越来越困难？

Question 8. According to the woman, what should people do when making important decisions? From the four choices, mark A, B, C, and D.

问题8. 根据女人的说法，人们在做出重要决策时应该怎么做？从四个选项中，标记A、B、C和D。

Passage 1.

篇章1。

The role of homework in classrooms is not a new debate.

家庭作业在课堂上的作用并非一个新争论。

Many parents and teachers are ardent supporters of homework.

许多家长和老师是家庭作业的热心支持者。

But do all students benefit from homework?

但所有学生都受益于家庭作业吗？

A 2006 research paper suggested some correlation between the amount of homework done by a student and future academic achievement for middle and high school students, but not so much for younger kids.

一篇2006年的研究论文表明，对于中学生和高中生来说，完成作业的数量与未来学业成就之间存在一些相关性，但对于年幼儿童则不然。

A Stanford study in 2014 suggested that the same was true for students in California's affluent communities.

2014年斯坦福大学的一项研究表明，对于加州富裕社区的学生也是如此。

The findings challenged the idea that homework was inherently good.

这些发现挑战了家庭作业本质上是好的这一观点。

The researchers concluded that there was an upper limit to the correlation between homework and achievement, suggesting that high school students shouldn't be doing more than two hours of homework a night.

研究人员得出结论，家庭作业与成绩之间的相关性存在上限，建议高中生每晚不应做超过两小时的家庭作业。

And the most valuable kind of homework for elementary level children was simply assigned free reading.

而对于小学生来说，最有价值的家庭作业就是布置自由阅读。

The topic gets more complicated when we talk about the divide between rural and urban communities.

当我们谈论农村和城市社区之间的差距时，这个话题变得更加复杂。

Studies found that in remote areas, the poor quality or lack of internet access can put students at a disadvantage because 70% of teachers in these areas assign homework that requires internet access.

研究发现，在偏远地区，互联网质量差或缺乏互联网接入可能使学生处于不利地位，因为这些地区70%的老师布置需要互联网接入的家庭作业。

But one in three households doesn't have internet.

但三分之一的家庭没有互联网。

Experts assert homework requiring the internet isn't fair.

专家断言，需要互联网的家庭作业是不公平的。

While the debate continues about the effect of homework on academic achievements, there are studies focusing on other benefits of homework.

尽管关于家庭作业对学业成就影响的争论仍在继续，但也有一些研究关注家庭作业的其他益处。

A study in Germany found that homework could have an effect on students' personalities, suggesting that doing homework might help kids to become more conscientious and independent learners.

德国的一项研究发现，家庭作业可能对学生的性格产生影响，表明做作业可能帮助孩子成为更认真和独立的学习者。

Questions 9 to 11 are based on the passage you have just heard.

问题9至11基于你刚才听到的篇章。

Question 9. What did the 2006 research find about homework?

问题9。2006年的研究对家庭作业有什么发现？

Question 10. What do experts think of homework requiring internet access?

问题10。专家如何看待需要互联网接入的家庭作业？

Question 11. What conclusion could be drawn from the study in Germany?

问题11。从德国的研究中可以得出什么结论？

Passage 2.

第二篇。

Robert Goddard, an American born in 1882, is widely regarded as the world's first rocket scientist.

罗伯特·戈达德，1882年出生的美国人，被广泛认为是世界第一位火箭科学家。

At age 27, Goddard published his first book, in which he hypothesized that a rocket launched from Earth could reach the moon.

27岁时，戈达德出版了他的第一本书，在书中他假设从地球发射的火箭可以到达月球。

Like many visionaries, the young scientist encountered numerous skeptics.

像许多有远见的人一样，这位年轻的科学家遇到了众多怀疑者。

In January 1920, the New York Times ridiculed Goddard's theory that rockets could be utilized for space exploration.

1920年1月，《纽约时报》嘲笑了戈达德关于火箭可用于太空探索的理论。

49 years later, Apollo 11 reached the moon, and the famed newspaper published an apology to Goddard.

49年后，阿波罗11号到达月球，这家著名的报纸向戈达德发表了道歉。

Goddard launched his first rocket from an aunt's farm in his native Massachusetts in March 1926.

1926年3月，戈达德从他家乡马萨诸塞州的一个姨妈农场发射了他的第一枚火箭。

His maiden rocket voyage lasted a mere three seconds.

他的首次火箭飞行仅持续了三秒钟。

It scaled an altitude of only 12 meters.

它只达到了12米的高度。

Nonetheless, it was a milestone in rocket science.

尽管如此，它是火箭科学的一个里程碑。

Goddard later consulted with a weather expert and determined that the of New Mexico was ideal for year-round rocket launches.

戈达德后来咨询了一位气象专家，并确定新墨西哥州是全年火箭发射的理想地点。

In 1930, Goddard and his family relocated there, to a remote valley in the southwest of the country.

1930年，戈达德和他的家人搬到了那里，位于美国西南部的一个偏远山谷。

There, he established a laboratory and test range.

在那里，他建立了一个实验室和测试场。

However, the ambitious scientist received negligible support from the government.

然而，这位雄心勃勃的科学家从政府那里得到的支持微乎其微。

For four years, wealthy businessman Daniel Guggenheim provided Goddard with an annual $25,000 grant to pursue his dreams.

四年里，富商丹尼尔·古根海姆为戈达德提供了每年25,000美元的资助，以追求他的梦想。

Other rocket enthusiasts also raised funds for him.

其他火箭爱好者也为他筹集了资金。

Over time, Goddard's rockets grew more sophisticated and included the installation of instruments.

随着时间的推移，戈达德的火箭变得更加复杂，并安装了仪器。

In spite of his many successes, Goddard was never able to interest the U.

尽管取得了许多成功，戈达德从未能让美国

S.

军方

military in rocket-propelled weapons.

对火箭推进武器感兴趣。

He was granted over 200 patents and continued to pioneer rocket technology until his death in 1945.

他获得了200多项专利，并继续开创火箭技术直到1945年去世。

Questions 12 to 15 are based on the passage you have just heard.

问题12到15基于你刚刚听到的文章。

Question 12. What do we learn about Goddard's idea of using rockets for space exploration?

问题12. 我们了解到戈达德关于使用火箭进行太空探索的想法是什么？

Question 13. What does the passage say about Goddard's first rocket launch?

问题13. 文章对戈达德的首次火箭发射说了什么？

Question 14. Why did Goddard move to New Mexico?

问题14. 戈达德为什么搬到新墨西哥州？

Question 15. What does the passage say about Goddard's achievements?

问题15. 文章对戈达德的成就说了什么？

Recording 1.

录音1。

Working for a new venture comes with a lot of risks.

为一家新创企业工作伴随着很多风险。

There's instability, unclear responsibilities, and the need to be a master of all trades.

存在不稳定性、职责不明确，以及需要成为多面手。

But the primary benefit is usually the passion and excitement associated with playing a role in a promising new company.

但主要的好处通常是在一家有前途的新公司中发挥作用所带来的激情和兴奋。

The person to thank for that passion and excitement is almost always the entrepreneur.

为这种激情和兴奋值得感谢的人几乎总是企业家。

There's something about the founder's energy and enthusiasm that infects the rest of the team.

创始人的精力和热情有某种感染力，影响着团队的其他成员。

The willingness to take risks may inspire others to be more courageous.

冒险的意愿可能会激励他人更加勇敢。

The optimism and positivity may motivate people to focus less on trivial and unimportant matters.

乐观和积极的态度可能会促使人们减少对琐碎和不重要事务的关注。

The celebration of milestones may prompt staff to be more grateful about their own accomplishments and privileges.

庆祝里程碑事件可能会促使员工对自己的成就和特权更加感激。

What becomes set in the firm's culture is a contagious collection of affirmative and positive emotions, which are usually shared among the team.

在公司文化中形成的是具有感染力的肯定和积极情绪集合，这些情绪通常在团队中共享。

Science has already done a good job of proving the results that follow.

科学已经很好地证明了随之而来的结果。

These include better processes, greater team cohesion, reduced conflict, and sharper alertness.

这些包括更好的流程、更强的团队凝聚力、减少的冲突和更敏锐的警觉性。

But what is yet to be demonstrated is whether the founder's passion leads to increased team performance.

但尚未证明的是创始人的激情是否会导致团队绩效的提升。

This was recently tested in research, which analyzed the teams of 73 new companies across a range of industries, such as IT, medicine, and energy.

最近一项研究对此进行了测试，该研究分析了73家新公司的团队，涉及多个行业，如IT、医疗和能源。

The CEOs were consulted once again years after the initial analysis, and most shared their firm's performance reports so that their success could be more objectively measured.

在初步分析数年后，CEO们再次被咨询，大多数人分享了他们公司的绩效报告，以便更客观地衡量他们的成功。

Entrepreneurial teams generally progress through three phases.

创业团队通常经历三个阶段。

The first is inventing a product or service.

第一阶段是发明产品或服务。

The second is founding the venture to sell that product or service.

第二阶段是创办企业来销售该产品或服务。

And the third is developing the firm so it continues to grow.

第三阶段是发展公司以使其持续成长。

The researchers discovered that when the team is passionate about the third phase, developing the firm, there's a clear link to performance.

研究人员发现，当团队对第三阶段——发展公司——充满激情时，这与绩效有明显的联系。

But the first phase, a passion for invention, is not a reliable indicator that the firm will still be open for business a few years later.

但第一阶段，即对发明的激情，并不是一个可靠的指标，表明公司几年后仍然会营业。

Likewise, the second, the passion for founding the venture doesn't necessarily translate into greater success.

同样，第二阶段，对创办企业的激情不一定转化为更大的成功。

The solution to great team performance stems from a willingness to recruit others who could direct their passion towards the third phase of entrepreneurialism, developing the business.

实现卓越团队绩效的解决方案源于愿意招募那些能将激情导向创业主义第三阶段——发展业务——的其他人。

Employing more staff can in itself be a risk for an entrepreneur, as is paying them big dollars to attract them.

雇佣更多员工本身对企业家来说可能是一种风险，同样，支付高薪来吸引他们也是如此。

On many occasions, the entrepreneurs reported not paying themselves a wage at all initially in order to cover salaries and expenses.

在许多情况下，企业家报告说，为了支付工资和开销，他们最初根本没有给自己支付工资。

Questions 16 to 18 are based on the lecture you have just heard.

问题16至18基于你刚刚听到的讲座。

Question 16. What does the speaker say about working for a new venture?

问题16. 关于为一家新创企业工作，说话者说了什么？

Question 17. What has science demonstrated regarding the positive culture of a new venture?

问题17. 关于新创企业的积极文化，科学已经证明了什么？

Question 18. What does the speaker say about entrepreneurs at the initial stage of a new venture?

问题18. 关于新创企业初始阶段的企业家，说话者说了什么？

Recording 2.

录音二。

Aging is a curious thing, and people's desire to beat it, and death, has become an industry worth hundreds of billions of dollars.

衰老是一件奇妙的事情，而人们战胜衰老和死亡的欲望，已经形成了一个价值数千亿美元的行业。

Despite the huge investment into research, aging remains somewhat obscure, although there are certain things researchers do understand.

尽管投入了大量研究资金，衰老现象仍然有些模糊不清，尽管研究人员确实理解了一些事情。

They know that women tend to have longer lifespans, living on average six years longer than men.

他们知道女性往往寿命更长，平均比男性多活六年。

No one is really certain of the reason for this, although the speculation centers around the idea that women are more capable of surviving or handling disease than men.

没有人真正确定其中的原因，尽管推测集中在女性比男性更能生存或应对疾病的想法上。

For virtually every disease, the effects are greater on men than they are on women.

对于几乎所有疾病，其影响在男性身上比在女性身上更大。

Some suggest that women's immune systems benefit from their tendency to prioritize and nurture social connections, but for me, this explanation is hardly convincing.

一些人认为，女性的免疫系统受益于她们优先和培养社会关系的倾向，但对我来说，这个解释很难令人信服。

Researchers also know, to an extent, what causes aging.

研究人员也在一定程度上知道是什么导致了衰老。

For 60 years, it was believed that cells would continue to divide forever.

60年来，人们相信细胞会永远继续分裂。

It was only uncovered in relatively recent times that older people's cells divide a smaller number of times than younger people's.

直到相对较近的时期，才发现老年人的细胞分裂次数比年轻人少。

Only cancer cells, in fact, are capable of dividing forever.

事实上，只有癌细胞能够永远分裂。

Human cells have a limited reproductive ability.

人类细胞的繁殖能力有限。

To an extent, we can postpone the eventual stop of cells dividing through nutrition, exercise, good sleep, and even relaxation techniques.

在一定程度上，我们可以通过营养、锻炼、良好睡眠甚至放松技巧来推迟细胞分裂的最终停止。

But we cannot stop the aging process, and researchers are yet to answer the ultimate question of aging.

但我们无法停止衰老过程，研究人员尚未回答衰老的终极问题。

Why does the body ultimately fall to pieces?

为什么身体最终会崩溃？

In the opinion of some of the world's best scientific minds on the subject, part of the reason we don't yet have an answer is because many researchers are looking in the wrong direction.

在一些世界顶级的科学头脑看来，我们尚未找到答案的部分原因是许多研究人员在错误的方向上寻找。

Many public health policymakers believe that the resolution of age-associated disease will tell us something fundamental about the aging process.

许多公共卫生政策制定者相信，解决与年龄相关的疾病将告诉我们关于衰老过程的一些根本性东西。

But, say some top scientists, that's completely erroneous.

但是，一些顶尖科学家说，这完全是错误的。

They point to when the diseases of childhood were eliminated, but this did not provide any insight into childhood development.

他们指出，当童年疾病被消除时，这并没有提供任何关于儿童发展的见解。

In the same way, the idea that the resolution of age-associated disease like heart disease and stroke will inform us about aging is not based on sound science or logic.

同样，认为解决像心脏病和中风这样的与年龄相关的疾病将告诉我们关于衰老的想法，并不基于健全的科学或逻辑。

At best, if the major causes of death in developed countries were eliminated, this would only add a decade to average life expectancy.

充其量，如果发达国家的主要死因被消除，这只会将平均预期寿命延长十年。

But while there is money available to be spent on it, the search to understand the secrets of aging will be ongoing.

但只要有钱可花，对衰老秘密的探索就将继续进行。

Questions 19 to 22 are based on the lecture you have just heard.

问题19到22基于你刚刚听到的讲座。

Question 19. What do we learn about the possible reason why women tend to live longer?

问题19. 关于女性往往更长寿的可能原因，我们了解到什么？

Question 20. What is the recent discovery about human cells?

问题20. 关于人类细胞的最新发现是什么？

Question 21. What do many public health policymakers believe?

问题21. 许多公共卫生政策制定者相信什么？

Recording 3.

录音3。

Good afternoon.

下午好。

In today's talk, we'll discuss how managers can get their staff to do what they are asked.

在今天的讲座中，我们将讨论管理者如何让员工按照要求行事。

Much to their frustration, managers often struggle to get their staff to comply with even simple instructions.

令管理者沮丧的是，他们常常难以让员工遵守即使是简单的指令。

Often they blame their employees.

他们常常责怪员工。

They don't read emails.

他们不读邮件。

They don't listen.

他们不听。

They don't care.

他们不在乎。

That kind of thing.

诸如此类的事情。

But according to recent research conducted in Australia, it looks like it's not the employees' fault, but the managers'.

但根据澳大利亚最近的研究，似乎问题不在员工，而在管理者。

It's easy to understand why people sometimes disobey procedures intentionally.

很容易理解为什么人们有时会故意不遵守程序。

Occasionally, it's because they're pressured to finish in a short time.

偶尔，这是因为他们被迫在短时间内完成工作。

At other times, they may disagree with the spirit of the procedure, the effort demanded, the time consumed, the lack of potential effectiveness.

在其他时候，他们可能不同意程序的精神、所需的努力、所耗费的时间、以及潜在效果的缺乏。

And every now and then, they just don't want to, maybe deliberately or out of stubbornness.

时不时地，他们就是不想，可能是故意的或出于固执。

So apart from that, what else gets in the way of procedural compliance?

那么，除了这些，还有什么阻碍了程序的遵守呢？

The research scholars surveyed 152 blue-collar workers from two separate sites in the mining industry.

研究人员调查了矿业两个不同地点的152名蓝领工人。

They asked the workers a range of procedure-related questions, such as whether they found the procedures useful, how confident they felt in their job, how comfortable they were to speak up in the workplace, and how closely they followed any new procedures set by their managers.

他们问了工人一系列与程序相关的问题，例如他们是否觉得程序有用、他们对工作的信心如何、他们在工作场所发言是否舒适，以及他们对管理者制定的新程序的遵守程度如何。

They were also asked to rate the extent to which they perceived their supervisors to be helpful.

他们还被要求评估他们认为主管有帮助的程度。

That last statement was the most instructive because, as the researchers found, there was a remarkably strong correlation between how helpful supervisors were perceived to be and how likely their employees were to follow their directives.

最后一句话是最有启发性的，因为研究人员发现，主管被认为有帮助的程度与员工遵循其指令的可能性之间存在显著的相关性。

Supervisors helping behavior was found to be motivational in nature.

主管的帮助行为本质上是激励性的。

It increased employees' perception of the likelihood of success in the attainment of job goals and therefore fostered a willingness to dedicate their effort and ability to their work.

它提高了员工对达成工作目标可能性的感知，从而培养了他们为工作付出努力和能力的意愿。

In short, managers should be ongoing role models for the change.

简而言之，管理者应成为变革的持续榜样。

As the saying goes, do as I do, not as I say.

正如俗话所说，照我做，而非照我说。

To affect behavioral change, what's most required is interaction and involvement, the human touch, and naturally, processes that add value.

要影响行为改变，最需要的是互动和参与、人性化关怀，以及自然地，增加价值的流程。

Although procedures are designed to guide and support employees' work, employees, it seems, can't always be expected to comply with procedures that are not seen as useful.

尽管程序旨在指导和支持员工的工作，但员工似乎不能总是被期望遵守不被视为有用的程序。

And, of course, managers shouldn't keep resending emails.

当然，管理者不应不断重发邮件。

They're an effective tool for the sharing of data and reports, but they're a hopeless tool if what a manager is desiring is a change in behavior.

它们是共享数据和报告的有效工具，但如果管理者想要改变行为，它们就是无用的工具。

Questions 23 to 25 are based on the lecture you have just heard.

问题23到25基于你刚刚听到的讲座。

Question 22. Why are managers often frustrated with their employees?

问题22。为什么管理者常常对员工感到沮丧？

Question 23. Why do employees sometimes disobey procedures intentionally?

问题23。为什么员工有时会故意不遵守程序？

Question 24. When are employees more likely to follow instructions, according to the researchers?

问题24。根据研究人员，员工在什么时候更可能遵循指令？

Question 25. What does the speaker say about emails? That's the end of Listening Comprehension.

问题25。说话者对邮件有何看法？听力理解到此结束。