2016托福考試閱讀背景材料：文化背景決定工作理念

　　同學們在備考托福閱讀過程中，多做一些托福閱讀練習是很有必要的。今天小編為同學們帶來的是文化背景決定工作理念的相關內容，閱讀考試中極有可能當作背景材料。下面，和小編一起來看看吧

　　在許多企業文化中，“團隊合作”被視為非常重要的組成部分，優秀的“團隊合作”精神也被視為一個好員工必須具備的。而不同的人對于“團隊合作”的看法和期望又是由什么決定的呢?

　　一篇文章稱，在不同文化生活的人對工作的理解也不一樣。例如，人們對“團隊合作”就有不同的期望。

　　A new article in a special section on Culture and Psychology in Perspectives on Psychological Science， a journal of the Associationfor Psychological Science， explains that people in different cultures think about work in different ways.日前，一篇刊登在美國心理科學聯合會的學術期刊《心理科學視角》文化與心理版塊的文章稱，在不同文化生活的人對工作的理解也不一樣。

　　For example， people have different expectations about teamwork， says Cristina B. Gibson， of the University of Western Australia.例如，人們對“團隊合作”就有不同的期望，西澳大學教授克里斯蒂娜-B-吉布森說道。

　　Gibson has interviewed people to understand how they conceptualizeteams. “In the US， people used a lot of sports metaphors. Elsewhere， that just wasn't a common metaphor.” In Latin America， for example， many people talked about the work team as a family.吉布森調查了人們對于“團隊合作”這一概念的認識。“在美國，人們使用很多體育方面的比喻。而在其他地方就不是一個普通的比喻了。”例如在拉丁美洲，很多人把“團隊合作”看做是一個“家”。

　　“If you just use those two contrasts and think about what you might expect from your family versus what you might expect from your sports team， you start to see the differences.” Families are involved in all parts of your life， and are expected to celebrate with you socially.“Your involvementin your sports team is more limited. Less caretaking， more competitive.”

　　“如果你對比這兩種認識，想想你能從家庭看到什么以及能從體育團隊看到什么，就會看出差別來。”“家”涉及你生活的方方面面，并且就社會層面上與你共享成功的喜悅。“而你在體育團隊中的參與度是有限的。關愛更少，競爭更多。”

　　Another example is in the realm of leadership. Many people assume that charismaticleadership is a good thing - using a strong personality to inspire loyalty in others. But that's not going to work for everyone， Gibson says. “The very same behaviors that are deemed desirablefrom a leader in one culture might be viewed as interference or micromanagementin other settings.”

　　另外一個例子便是人們對“領導”的理解。許多人認為有魅力的領導作風是件好事——用人格魅力激發員工的忠誠。但吉布森稱這并不對每個人都管用。“同樣的行為，在一種文化中被看做是領導者的必備素質，在另一種文化中卻成了干涉或是微觀管理。”

　　And as this research continues， she says， people should consider that cultures can vary a lot within countries， too， especially as large numbers of people continue to migrate between countries. “We can‘t make these assumptions that everybody in the US is like this and everybody in China is like that.”

　　吉布森還稱，隨著研究的進行，尤其是隨著龐大數目的移民持續在國家間流動，人們需要意識到一國內部文化的多元性。“我們不能假設在美國的所有人都是這樣的，或者假設中國的所有人全都是那樣的。”

　　相關閱讀：

　　托福閱讀考前點睛系列：否定信息題

　　在新托福考試當中，閱讀是第一個部分，一共會考到3篇或者4篇文章，每篇文章700-800字左右，每篇文章之后會有13-14個題目。很多同學面對這樣托福閱讀文章，感覺無從下手，甚至有時即使看懂了文章，題目也無法選對，那么應該如何應對這種情況呢?在這個系列中，老師分別給大家就托福閱讀的具體解題技巧進行剖析講解，作為考前沖刺，給大家考試助力，點睛指導!

　　這里我們繼續介紹新托福的另外一種題型：

　　Negative Factual Information questions (0 to 2 questions per set )

　　首先我們來介紹一下否定信息題，Negative Factual Information questions。

　　這種題型的提問方式一般為：

　　l According to the passage,which of the following is NOT true of X?

　　l The author’s description of X mentions all of the following EXCEPT ?

　　在解答這種題目的時候首先要注意的是避免慣性思維的影響。在前面講過的所有題目當中，或者是平時大家的做題習慣當中，我們都是看到與原文相符或者和原文一樣的選項就選，但是到了這個題目，需要選擇不屬于題干內容或者與原文相反的選項，這是需要注意的一點。

　　一般這種題目的定位范圍都在原文的某一個或者兩個自然段，所以第一步需要的就是根據題目大定位到某個自然段，然后根據選項特征對應原文進行選題。我們來看一個例題：

　　Paragraph 7: The Cognitive Approach. Cognitive psychologists assert that our behavior is influenced by our values, by the ways in which we interpret our situations and by choice. For example, people who believe that aggression is necessary and justified-as during wartime-are likely to act aggressively, whereas people who believe that a particular war or act of aggression is unjust, or who think that aggression is never justified, are less likely to behave aggressively.

　　Paragraph 8: One cognitive theory suggests that aggravating and painful events trigger unpleasant feelings. These feelings, in turn, can lead to aggressive action, but not automatically. Cognitive factors intervene. People decide whether they will act aggressively or not on the basis of factors such as their experiences with aggression and their interpretation of other people's motives. Supporting evidence comes from research showing that aggressive people often distort other people's motives. For example, they assume that other people mean them harm when they do not.

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