2019高考英语二轮专题强化典题精析—阅读理解16

1、2019高考英语二轮专题强化典题精析阅读理解16Bonus(奖金) culture has become the subject of many studies nowadays. Many people have been angered by the way some bankers and high officials seem to have been rewarded for failure. Others find the idea of offering many-million-dollar bonuses morally disgusting. But few have as

2、ked whether performance-related bonuses really do improve performance. The answer seems so obvious that even to ask the question can appear ridiculous. Indeed, in spite of all the complaints about them, financial encouragements continue to be introduced in more and more areas, from healthcare and pu

3、blic services to teaching and universities.So it may come as a shock to many to learn that paying for results can actually make people perform badly in many circumstances, and that the more you pay, the worse they perform.No one is arguing that bonuses can help companies and institutions attract and

4、 keep the best staff. Nor does anyone argue against the idea that you can encourage people to do specific tasks by linking payments to those tasks. Rather, the point is about how to get the best out of people. Do employees really perform better if you promise to pay them more for getting results?The

5、re are some obvious reasons why such payments can fail. It has been argued, for instance, that cash bonuses contributed to the financial crash, because traders had little enthusiasm to make sure that their companies enjoyed long-term survival.Most bonus projects are poorly designed, says Professor M

6、alcolm Higgs. He thinks the reason is that organisations try to keep bonus arrangements simple. Nevertheless, he thinks bonus projects can work as long as they link the interests of individual employees with the long-term goals of a business.Bonuses can also encourage cheating. “Once you start makin

7、g peoples rewards dependent on outcomes rather than behaviours, the evidence is people will do whatever they can to get those outcomes,” says Professor Edward Deci. “In many cases the high officials simply lied and cheated to make the stock (股票) price go up so they got huge bonuses.”But the work of

8、Deci and others suggests the problem with bonuses runs far deeper than poor design or cheating. In 1971, he asked students to solve puzzles, with some receiving cash prizes for doing well and others getting nothing. Deci found those offered cash were less likely to keep working on puzzles after they

9、 had done enough to get paid.These studies suggest that offering rewards can stop people doing things for the pure joy of it. This was the basis for a series of books by Kohn in which he argues that rewarding children, students and workers with grades, scholarships and other “bribes” (贿赂) leads to l

10、ow-quality work in the long run.Those who believe in the power of bonuses fail to distinguish between inner drive and outside pressure wanting to do something because you like it for itself in contrast to doing something because you want the reward, Kohn says. “Its not just that these two are differ

11、ent, its often that the more you reward people for doing something, the more their inner drive tends to decline.”A “do this and get that” approach might improve performance in the short term, but over longer periods it will always fail, Kohn says. People who receive bonus will naturally play safe, b

12、ecome less creative, cooperate less and feel less valued, he adds. Whats more, the studies also suggest that offering rewards can also stop people taking responsibility.1. The effect of performance-related bonuses has not been well studied because people _. A. take the function of bonuses for grante

13、dB. see that bonus offering is done everywhereC. think financial encouragement is disgustingD. are shocked by the practice of rewarding for failures2. According to Malcolm Higgs, designs that _ are the good ones. A. drive people to finish short-term tasks B. help to attract and keep good employeesC.

14、 link financial rewards with the quality of the outcomesD. connect individual interests with long-term business goals 3. If a person plays safe to get a bonus, he is probably being _. A. more enthusiastic B. more risk-taking C. less daring D. less responsible4. Which of the following do you think th

15、e author would most probably agree with? A. Companies should make their bonus projects simple.B. The benefit of bonus helps to get the best out of people.C. The biggest problem with bonus is it creates cheating.D. Bonus offering can stop people doing things for pure joy.5. Which do you think is the

16、best title of the passage?A. What Is Bonus?B. Does Bonus Work?C.Why Bonus Offered?D. How Bonus Works?【答案与解析】依据表现发奖金己为世人接受，似乎无可厚非.作者却反弹琵琶，条分缕析，阐述了奖金旳弊端.1.A推理判断题.第二段旳前半部分提到几乎没有人质疑过根据表现发奖金是否真旳可以提升表现，答案看起来如此明显以至于询问这样问题似乎很荒谬，由此可推断人们想当然地肯定了奖金旳功能.2.D细节理解题.，根据第六段后半部分旳内容可知这位教授认为良好旳奖金设汁是把员工旳个人兴趣和公司旳长期目标结合在一起.

17、3D细节理解题.根据最后一段最后一句话可知，奖金会使人们不愿承担责任，故选D项.4D作者态度题.作者在第二段中提出了自己旳观点，指出了奖金旳弊端，下文则进行详细旳剖析.根据倒数第三段第一句中旳内容可知作者认为发奖金会阻止人们在做事过程中享受纯粹旳快乐.5 B主旨人意题.前两段是引题，概述旳是人们对奖金旳世俗看法，第二段则提出了相反旳观点，下文则进行了深入旳阐述，所以B项最能概括文章大意.一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一一

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