助理人力资源管理师 英语阅读理解

1阅读理解（每题3分，共30分）--第一套（一）Bargainingingoodfaithisthecornerstoneofeffectivelabormanagementrelations.Itmeansthatbothpartiescommunicateandnegotiate.Itmeansthatproposalsarematchedwithcounterproposalsandthatbothpartiesmakeeveryreasonableefforttoarriveatanagreement.Itdoesnotmeanthateitherpartyiscompelledtoagreetoaproposal.Nordoesitrequirethateitherpartymakeanyspecificconcessions.Whenisbargainingnotingoodfaith?AsinterpretedbytheNLRBandthecourts,aviolationoftherequirementforgoodfaithbargainingmayincludethefollowing:1.Surfacebargaining.Thisinvolvesmerelygoingthroughthemotionsofbargainingwithoutanyrealintentionofcompletingaformalagreement.2.Concession.Althoughnooneisrequiredtomakeaconcession,thecourt’sandNLRB’sdefinitionsofgoodfaithsuggestthatawillingnesstocompromiseisanessentialingredientingoodfaithbargaining.3.Proposalsanddemands.TheNLRBconsiderstheadvancementofproposalsasapositivefactorindeterminingoverallgoodfaith.24.Dilatorytactics.Thelawrequiresthatthepartiesmeetand“conferatreasonabletimesandintervals”.Obviously,refusaltomeetatallwiththeuniondoesnotsatisfythepositivedutyimposedontheemployer.5.Imposingconditions.Attemptstoimposeconditionsthataresoonerousorunreasonableastoindicatebadfaithwillbescrutinizedbytheboard.6.Unilateralchangesinconditions.Thisisviewedasastrongindicationthattheemployerisnotbargainingwiththerequiredintentofreachinganagreement.7.Bypassingtherepresentative.Anemployerviolatesitsdutytobargainwhenitrefusestonegotiatewiththeunionrepresentative.Thedutyofmanagementtobargainingoodfaithinvolves,ataminimum,recognitionthatthisstatutoryrepresentativeistheonewithwhomtheemployermustdealinconductingbargainingnegotiations.8.Commissionofunfairlaborpracticesduringnegotiations.Suchpracticesmayreflectpoorlyuponthegoodfaithoftheguiltyparty.9.Providinginformation.Informationmustbesuppliedtotheunion,uponrequest,toenableittounderstandandintelligentlydiscusstheissuesraisedinbargaining.310.Bargainingitems.Refusaltobargainonamandatoryitem(onemustbargainoverthese)orinsistenceonapermissiveitem(onemaybargainoverthese)isusuallyviewedasbadfaithbargaining..1.Bargainingingoodfaithdoesnotmeanthat.A.bothpartiescommunicateandnegotiateB.proposalsareinlinewithcounterproposalsC.bothpartiesmakegreatefforttoreachanagreementD.eitherpartymustagreetoaproposal2.AccordingtotheinterpretionoftheNLRBandthecourts,bargainingmaybeingoodfaithwhen.A.Bothpartieshavenorealintentionofcompletingaformalagreement.B.Bothpartiesarewillingtocompromise.C.Employersrefusetomeetwiththeunion.D.Bothpartiesattempttoimposeunreasonableconditions.3.Whichofthefollowingisn’tapositivefactorindeterminingoverallgoodfaith?.A.awillingnesstocompromiseB.theadvancementofproposalsC.unilateralchangesinconditionsD.providinginformation4.Fromthispassage,wecanconcludethat.4A.Itisn’tmandatorytomeetand“conferatreasonabletimesandintervals”forbothparties.B.Employerscanrefusetonegotiatewiththeunionrepresentativeinordertobargainingoodfaith.C.Commissionofunfairlaborpracticesduringnegotiationsmayreflectlittlegoodfaithoftheguiltyparty.D.Insistenceonapermissiveitemcanbringbargainingingoodfaith.5.Thebesttitleforthepassagemightbe.A.whatisandwhenisnotbargainingingoodfaithB.whatisbargainingingoodfaithC.whenisnotbargainingingoodfaithD.howtobargainingoodfaithAnswer:1.D2.B3.C4.C5.A（二）Fewer18-to25-year-oldsareenteringtheworkforce;thishascausedmanyemployerstolookinto“harnessingAmerica’sgraypower”.Isitpracticalintermsofproductivitytokeepolderworkerson?Theanswerseemsunequivocablytobe“yes”.Age-relatedchangesinphysicalability,cognitiveperformance,andpersonalityhavelittleeffectonworker’soutputexceptinthemostphysicallydemandingtasks.Similarly,creativeandintellectualachievementsdonotdeclinewithageand5absenteeismdropsasageincreases.Olderworkersalsousuallydisplaymorecompanyloyaltythanyouthfulworkers,tendtobemoresatisfiedwiththeirjobsandsupervision,andcanbetrainedorretrainedaseffectivelyasanyone.RecruitingandattractingolderworkersgenerallyrequiresacomprehensiveHRretireeeffortbeforetherecruitingbegins.Theaimistomakethecompanyanattractiveplaceinwhichtheolderworkercanwork.Specifically:Examineyourpersonnelpolicies.Checktomakesurepoliciesandproceduresdonotdiscouragerecruitmentofseniorsorencouragevaluableolderpeopletoleave.Developflexibleworkoptions.Theseincludepart-time,shorter-than-30-hourworkweeks,consultingorseasonalwork,reducedhourswithreducedpay,andflextime.Createorredesignsuitablejobs.AtXerox,unionizedhourlyworkersover55with15yearsofserviceandthoseover50with20yearsofservicecanbidonjobsatlowerstressandlowerpaylevelsiftheysodesire.Offerorredesignsuitablejobs.Allowingemployeestopickandchooseamongbenefitoptionscanbeattractivetoolderaswellasyoungeremployees.Asoneexpertputsit,torecruitolderworkers,themessagemustbe6tailoredtotheirwayofthinking.Appealingtojobqualitiestheyvaluewillattractattention.Theseincludeflexiblehours,flexiblebenefits,autonomy,opportunitytomeetnewfriends,andworkingwithpeopletheirownage.Youmightalsostressthatyouvaluetheirmaturityandexperience.1.Whichoftheage-relatedchangeswillaffectworker’soutpute