2016考研英语一真题及答案完整版_2016考研英语一答案( 七 )

31. According to Paragraph 1, art-science collaborations have ______.
[A] caught the attention of critics
[B] received favorable responses
[C] promoted academic publishing
[D] sparked heated public disputes
32. The reworked version of The Four Seasons is mentioned to show that ______.
[A] art can offer audiences easy access to science
[B] science can help with the expression of emotions
[C] public participation in science has a promising future
[D] art is effective in facilitating scientific innovations
33. Some artists seem to worry about in the art-science partnership ______.
[A] their role may be underestimated
[B] their reputation may be impaired
[C] their creativity may be inhibited
[D] their work may be misguided
34. What does the author say about CAVS?
[A] It was headed alternately by artists and scientists.
[B] It exemplified valuable art-science alliances.
[C] Its projects aimed at advancing visual studies.
[D] Its founders sought to raise the status of artists.
35. In the last paragraph, the author holds that art-science collaborations ______.
[A] are likely to go beyond public expectations
[B] will intensify interdisciplinary competition
[C] should do more than communicating science
[D] are becoming more popular than before
答案解析：
31. [B] received favorable responses
32. [A] art can offer audiences easy access to science
33. [A] their role may be underestimated
34. [B] It exemplified the valuable art-science alliances.
35. [C] should do more than communicating science
Text 4
The personal grievance provisions of New Zealand’s Employment Relations Act 2000 (ERA) prevent an employer from firing an employee without good cause. Instead, di *** issals must be justified. Employers must both show cause and act in a procedurally fair way.
Personal grievance procedures were designed to guard the jobs of ordinary workers from “unjustified di *** issals”. The premise was that the common law of contract lacked sufficient safeguards for workers against arbitrary conduct by management. Long gone are the days when a boss could simply give an employee contractual notice.
But these provisions create difficulties for businesses when applied to highly paid managers and executives. As countless boards and business owners will attest, constraining firms from firing poorly performing, high-earning managers is a handbrake on boosting productivity and overall performance. The difference between C-grade and A-grade managers may very well be the difference between business success or failure. Between preserving the jobs of ordinary workers or losing them. Yet mediocrity is no longer enough to justify a di *** issal.
Consequently—and paradoxically—laws introduced to protect the jobs of ordinary workers may be placing those jobs at risk.
If not placing jobs at risk, to the extent employment protection laws constrain business owners from di *** issing under-performing managers, those laws act as a constraint on firm productivity and therefore on workers’ wages. Indeed, in “An International Perspective on New Zealand’s Productivity Paradox” (2014), the Productivity Commission singled out the low quality of managerial capabilities as a cause of the country’s poor productivity growth record.
Nor are highly paid managers themselves immune from the harm caused by the ERA’s unjustified di *** issal procedures. Because employment protection laws make it costlier to fire an employee, employers are more cautious about hiring new staff. This makes it harder for the marginal manager to gain employment. And firms pay staff less because firms carry the burden of the employment arrangement going wrong.
Society also suffers from excessive employment protections. Stringent job di *** issal regulations adversely affect productivity growth and hamper both prosperity and overall well-being.