四级学习笔记

这是四级改革后的选词填空，然后整理了一些常见词汇吧，算是。 take ···seriously严肃对待 neglect: 疏忽;忽略;遗漏;疏于照顾 distinguish: 区分，辨别，分清;辨别是非 fairly: 适当，相当地;公平地;完全，简直;清楚地

pottery: 陶器;陶器厂[作坊];<集合词>陶器类;陶器制造（术）wrestle:

（与某人）搏斗;（与…）摔跤;斟酌 n.

摔跤;斗争

测量：measure;survey;gauge;meter;meterage Rejection拒绝

Crow into充满···的空间 Initiatives主权，主动性 Proactivity 积极性 Merely仅仅，只不过 Peak山峰最高点 Casual偶然的，非正式的 Jogger 慢跑锻炼者 Invalid 病弱的人，残疾者 Soared高飞

Profound深刻的，意义深远的 Investigated 研究 Occasionally偶尔

Patent专利 Relate联系

Integrate使一体化，使完整 Presence仪表，风度 Reflect反映，考虑，反射 Maintain保持，维护 Contribute贡献出，投稿 Neglect=ignore忽视，不管 Distinguish辨别 Shelters居所，避难所 Household家庭，家属 Containers容器 Boundary分界线，边线 Region地区，管辖区，行政区 Brutal野蛮的

Harsh粗糙的，严厉的，严格的 Bulk体积，大量，大部分，主体 Halt停止，终止 Waistline腰围 Promoted促进，升级 Surge汹涌，波涛 Charge 装载，使充电

Instruction授课，课程，指令 Illusion错觉 Retain保持，雇佣， Fraction一小部分，分数 Succession继承权，系列 Immerse浸没，沉迷，陷入 Grasp抓住，控制

Intimate亲密的，暗示，通知 Convention会议，习俗，规矩 Spouse配偶，···结婚 Withdraw取钱 Stock股份，存货 Track跟踪

Exact强求，要求，精确的 Hand传递，搀扶

Despite尽管，轻蔑，不承认

Consequently所以，因此，结果，推论Surplus过剩，多余 Ceased停止，结束 Promote促进，提升 Fed联邦政府执法官员 Insignificant

Slave away辛苦··· Founder跌倒，破坏，创始者 Blame

Disposal处置，清理，废品的 Distinctive有特色的

Gainfully有利益的，有收获的 Legislation立法，制定法规 Prohibited禁止

Sensational轰动的，耸人听闻的 Enrolled使卷入

Perceived意识到，察觉，发觉，理解 Pervasive普遍的，遍布 Section部门

candidate报考者;申请求职者;攻读学位者;最后命运或结局如何已显然可见者

这是四级改革后的匹配阅读题型（有空练练吧？）

Young Workers Push Employers for Wider Web Access

A) Ryan Tracy thought he’d entered the Dark Ages when he graduated college and arrived in the working world. His employer blocked access to Facebook, Gmail and other popular Internet sites. He had no wireless access for his laptop and often ran to a nearby cafe on work time so he could use its Wi-Fi connection to send large files. Sure, the barriers did what his employer intended: They stopped him and his colleagues from using work time to mess about online. But Tracy says the rules also got in the way of reasonable work he needed to do as a scientific analyst for a health care services company.

B) “It was a constant battle between the people that saw technology as an advantage, and those that saw it as a hindrance,” says the 27-year-old Chicagoan, who now works for a different company. He was sure there had to be a better way. It’s a

common complaint from young people who join the work force with the expectation that their bosses will embrace technology as much as they do. Then some discover that sites they're supposed to be researching for work are blocked. Or they can’t take a little down time to read a news story online or check their personal e-mail or social networking accounts. In some cases, they end up using their own Internet-enabled smart phones to get to blocked sites, either for work or fun.

C) So some are wondering: Could companies take a different approach, without compromising security or workplace efficiency that allows at least some of the online access that younger employees particularly long for? “It’s no different than spending too much time around the water cooler or making too many personal phone calls. Do you take those away? No,” says Gary Rudman, president of GTR Consulting, a market research firm that tracks the habits of young people. “These two worlds will continue to conflict until there's a mutual understanding that performance, not Internet usage, is what really matters.”

D) This is, after all, a generation of young people known for what University of Toronto sociologist Barry Wellman calls “media multiplexity (多重性).” College students he has studied tell him how they sleep with their smart phones and, in some cases, consider their electronic tools to be like a part of their bodies. They’re also less likely to fit the traditional 9-to-5 work mode and are willing to put in time after hours in exchange for flexibility, including online time. So, Wellman and others argue, why not embrace that working style when possible, rather than fight it?

E) There is, of course, another side of the story from employers who worry about everything from wasted time on the Internet to giving away secret information and liability for what their employees do online. Such concerns have to be taken especially seriously in such highly regulated fields as finance and health care, says Nancy Flynn, a corporate consultant who heads the Ohio-based ePolicy Institute. From a survey Flynn did this year with the American Management Association, she believes nearly half of U.S. employers have a policy banning visits to personal social networking or video sharing sites during work hours. Many also ban personal text messaging during working days. Flynn notes that the rising popularity of BlackBerrys, iPhones and other devices with Web access and messaging have made it much more difficult to enforce what’s being done on work time, particularly on an employee’s personal phone. Or often the staff uses unapproved software applications to get around the blocks.

F) As a result, more employers are experimenting with opening access. That's what Joe Dwyer decided to do when he started Chicago-based Brill Street & Co., a jobs site for young professionals. He lets his employees use social networking and has found that, while they might spend time chatting up their friends, sometimes they’re asking those same friends for advice for a work problem or looking for useful contacts. “So what seems unproductive can be very productive,” Dwyer says. Kraft Foods Inc. recently opened access to everything from YouTube to Facebook and Hotmail, with the warning that personal use be reasonable and

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