Question

18．One hundred years ago，"Colored"was the typical way of referring to Americans of African descent．Twenty years later，it was purposefully dropped to make way for"Negro．"By the late 1960s，that term was overtaken by"Black．"And then，at a press conference in Chicago in 1988，Jesse Jackson declared that"African American"was the term to welcome．This one was chosen because it echoed the labels of groups，such as"Italian Americans"and"Irish Americans，"that had already been freed of widespread discrimination．
A century's worth of calculated name changes point to the fact that naming any group is a politically freighted exercise．A 2001study cataloged all the ways in which the term"Black"carried connotations （涵義） that were more negative than those of"African American．"
But if it was known that"Black"people were viewed differently from"African Americans，"researchers，until now，hadn't identified what that gap in perception was derived from．A recent study，conducted by Emory University's Erika Hall，found that"Black"people are viewed more negatively than"African Americans"because of a perceived difference in socioeconomic status．As a result，"Black"people are thought of as less competent and as having colder personalities．
The study's most striking findings shed light on the racial discriminations permeating the professional world．Even seemingly harmless details on a CV，it appears，can tap into recruiters'（招聘人員）discriminations．A job application might mention affiliations（關(guān)系） with groups such as the"Wisconsin Association of African-American Lawyers"or the"National Black Employees Association，"the names of which apparently have consequences，and are also beyond their members'control．
In one of the study's experiments，subjects were given a brief description of a man from Chicago with the last name Williams．To one group，he was identified as"African-American，"and another was told he was"Black．"With little else to go on，they were asked to estimate Mr．Williams'salary，professional standing，and educational background．
The"African-American"group estimated that he earned about 37，000ayearandhadatwo-yearcollegedegree．The"Black"group，ontheotherhand，puthissalaryatabout 29，000，and guessed that he had only"some"college experience．Nearly three-quarters of the first group guessed that Mr．Williams worked at a managerial level，while only 38.5percent of the second group thought so．
Hall's findings suggest there's an argument to be made for electing to use"African American，"though one can't help but get the sense that it's a decision that papers over the urgency of continued progress．Perhaps a new phrase is needed，one that can bring everyone one big step closer to realizing Du Bois'original，idealistic hope："It's not the name-it's the Thing that counts．"

59．We can conclude from Erika Hall's findings thatA．
A．Racial discriminations are widespread in the professional world
B．Many applicants don't attend to details on their CVs
C．Job seekers should all be careful-about their affiliations
D．Most recruiters are unable to control their racial biases
60．Which of the following statements is NOT true according to the passage？C
A．Jesse Jackson embraced the term"African American"because it is free from discrimination．
B．The naming of any ethnic （種族） group is political sensitive．
C．Before the study conducted by Erika Hall，researchers had identified the causes of the gap in
perception of racial discrimination．
D．A man identified as"African American"is thought of as more capable than he is identified as"Black"．
61．Erika Hall's experiment about a man with the last name Williams indicates thatC．
A．African Americans fare better than many other ethnic groups
B．Black people's socioeconomic status in America remains low
C．People's conception of a person has much to do with the way he or she is labeled
D．One's professional standing and income are related to their educational background
62．From the underlined sentences in the last paragraph，we can know that Dr．Du Bois'hope isB．
A．All Americans enjoy equal rights
B．A person is judged by their worth
C．A new term is created to address African Americans
D．All ethnic groups share the nation's continued progress．

Answer 1

分析 這是一篇關(guān)于種族歧視的議論文，文章探討了非洲血統(tǒng)的美國(guó)人被稱為"黑人"和"非裔美國(guó)人"時(shí)人們的不同態(tài)度．

解答 59．A  細(xì)節(jié)理解題．根據(jù)第四段第一句：The study's most striking findings shed light on the racial discriminations permeating the professional world．可知研究最引人注目的發(fā)現(xiàn)揭示了種族歧視滲透職業(yè)界．故選A項(xiàng)．
60．C 推理判斷題．根據(jù)第三段第一句：But if it was known that"Black"people were viewed differently from"African Americans，"researchers，until now，hadn't identified what that gap in perception was derived from可知，但是，如果人們知道"黑人"與"非裔美國(guó) 人"有著不同的看法，那么研究人員到目前為止還沒(méi)有意識(shí)到這種差異是由何產(chǎn)生．故C項(xiàng)說(shuō)在Erika Hall進(jìn)行的研究之前，研究人員已經(jīng)確定了種族歧視感知差距的原因．是不正確的．
61．C 推理判斷題．根據(jù)第四段：The study's most striking findings shed light on the racial discriminations permeating the professional world．Even seemingly harmless details on a CV，it appears，can tap into recruiters'discriminations．A job application might mention affiliations（關(guān)系） with groups such as the"Wisconsin Association of African-American Lawyers"or the"National Black Employees Association，"the names of which apparently have consequences，and are also beyond their members'control．根據(jù)第四段的研究最引人注目的發(fā)現(xiàn)揭示了種族歧視滲透 職業(yè)界．即使在簡(jiǎn)歷，看似無(wú)害的細(xì)節(jié)似乎可以挖掘到招聘人員歧視．求職可能會(huì)提到與族群的關(guān)系如"威斯康星裔美國(guó)律師協(xié)會(huì)"或"全國(guó)黑人雇員協(xié)會(huì)"的名稱顯然有后果，也超出了他們的成員的控制．下一段舉例受試者被簡(jiǎn)要地描述 了一個(gè)來(lái)自芝加哥的人，姓威廉姆斯的例子說(shuō)明一個(gè)人的概念與這個(gè)人被貼上標(biāo)簽的方式有關(guān)系．故選C項(xiàng)．
62．B 句意理解題．根據(jù)最后一段：Hall's findings suggest there's an argument to be made for electing to use"African American，"though one can't help but get the sense that it's a decision that papers over the urgency of continued progress．Perhaps a new phrase is needed，one that can bring everyone one big step closer to realizing Du Bois'original，idealistic hope："It's not the name-it's the Thing that counts．"也許一個(gè)新的階段是必要的，一個(gè)能讓大家更靠近實(shí)現(xiàn)杜波依斯原創(chuàng)的，理想主義的希望：后面：不是名字重要，而是事情（價(jià)值）重要．"，他希望判斷一個(gè)人不是根據(jù)名稱而是根據(jù)這個(gè)人創(chuàng)造的價(jià)值來(lái)判斷．故選B項(xiàng)．

點(diǎn)評(píng) 解答任務(wù)型閱讀理解題，首先對(duì)原文材料迅速瀏覽，掌握全文的主旨大意．因?yàn)殚喿x理解題一般沒(méi)有標(biāo)題，所以，速讀全文，抓住中心主旨很有必要，在速讀的過(guò)程中，應(yīng)盡可能多地捕獲信息材料．其次，細(xì)讀題材，各個(gè)擊破．掌握全文的大意之后，細(xì)細(xì)閱讀每篇材料后的問(wèn)題，弄清每題要求后，帶著問(wèn)題，再回到原文中去尋找、捕獲有關(guān)信息．最后，要善于抓住每段的主題句，閱讀時(shí)，要有較強(qiáng)的針對(duì)性．對(duì)于捕獲到的信息，要做認(rèn)真分析，仔細(xì)推敲，理解透徹，只有這樣，針對(duì)題目要求，才能做到穩(wěn)、準(zhǔn)．