英语二阅读理解—冲刺训练_Day9

1. Generation Z is different. As a whole, Americans born between the late 1990s and early 2000s

are less likely to have work or look for it: their labour-force-participation rate is 71%, compared with

75% for millennials (born between 1980 and the late 1990s) and 78% for Generation X (born in the

decade or so to 1980) when each came of age. As a result, they make up a smaller share of the

workforce. On the other hand, they are better educated: 66% of American Gen-Zs have at least some

college. The trend is similar in other rich countries. With graduation ceremonies behind them, the

latest batch of diploma-holders are entering the job market. What they want from employers is also

not quite the same as in generations past. And as the economy worsens following a pandemic jobs

boom, those wants are in flux.

21. Gen-Zs’ wants are changing because of ________ .

[A] economic downturn
[B] better educated
[C] booming market
[D] different viewpoint

2. Start with their broad preferences. In Microsoft’s latest Work Trend Index, which polled more

than 30,000 workers in 31 countries in January and February, more than half of Gen-Z hybrid workers

said they were relocating thanks to remote work. The option to work remotely is increasingly

non-negotiable. Workers aged 18 to 34 are nearly 60% more willing to quit than their older peers if

the choice is taken away, according to research by McKinsey, a consultancy. They are also more

likely to engage with job listings that mention flexibility.

22. In McKinsey’s research, workers aged 18 to 34 are more likely to ________ .

[A] quit the job in January
[B] prefer to work flexibly
 [C] have more options
[D] relocate from big cities

3. This has big implications. Industries with jobs that cannot be done from home are falling out

of favour with recent graduates. A study by ManpowerGroup, a recruitment company, suggests an

inverse relationship between talent shortages and flexible working policies. The sectors which are

either less able to offer remote work or have been slower to embrace it—including construction,

finance, hospitality and manufacturing—have faced some of the biggest skills gaps for all types of

job. The same is almost certainly true for their university-educated workers.

23. We may infer from Paragraph 3 that ________ .

[A] university-educated workers face the problem to fill the job gaps
[B] big implications will bring the Gen Zs closer to other industries
[C] the work in ManpowerGroup cannot be done from home
[D] manufacturing will accelerate global economic change

4. Britain’s labour force has lost more than 250,000 people since covid-19 first struck. America

has 3.3m fewer people working. The latest official figures there show 11.3m job openings but only 6m

unemployed Americans.

24. We can learn from Paragraph 4 that there was ________ .

[A] a call for employment policy
[B] a change in working practices
[C] a sign of economic recession
[D] a lack of available workers

5. How far will companies go to entice younger workers? The best thing firms can do to attract

young talent is to cough up more money. According to Universum, some earlier Gen-Z hobby horses
such as an employer’s commitment to diversity and inclusion or corporate social responsibility have

edged down the list of American graduates’ priorities. A competitive base salary and high future

earnings have edged up. Money isn’t everything. But it’s something.

25. For the job hunting, Gen-Zs in U.S. nowadays may consider ________ .
[A] bright future
[B] social responsibility
[C] satisfactory incomes
[D] top priorities

1.Z 世代不同。总体而言，出生于 20 世纪 90 年代末至 21 世纪初的美国人不太可能有工作或找工作：

他们的劳动力参与率为 71%，而千禧一代（出生于 1980 年至 90 年代末）和 X 世代（出生于截至 1980 年
的十年左右）成年时的劳动力参与度分别为 75%和 78%。因此，他们在劳动力中所占的份额较小。另一方
面，他们受过更好的教育：66%的美国 Z 世代至少上过大学。其他富裕国家也出现了类似的趋势。随着毕
业典礼的临近，最新一批文凭持有者正在进入就业市场。他们对雇主的要求也与过去几代人不同。随着经
济在新冠疫情后的就业繁荣而恶化，这些需求也在不断变化。
2.从他们广泛的偏好开始。微软最新的工作趋势指数在 1 月和 2 月对 31 个国家的 30000 多名员工进行
了调查，在该指数中，超过一半的 Z 世代混合型员工表示，由于远程工作，他们正在搬迁。远程工作的选
择越来越不可谈判。咨询公司麦肯锡的研究显示，如果放弃选择，18 岁至 34 岁的员工辞职的意愿比年长
的同龄人高出近 60%。他们也更有可能参与到提到灵活性的工作列表中。
3.这有很大的影响。那些无法在家工作的行业正在失去应届毕业生的青睐。招聘公司 ManpowerGroup
的一项研究表明，人才短缺与灵活的工作政策之间存在反比关系。建筑、金融、酒店和制造业等提供远程
工作的能力较弱或接受远程工作的速度较慢的行业，在所有类型的工作中都面临着一些最大的技能差距。
几乎可以肯定，受过大学教育的工人也是如此。
4.自新冠肺炎首次爆发以来，英国劳动力已经失去了超过 25 万人。美国的工作人口减少了 330 万。最
新官方数据显示，美国有 1130 万个职位空缺，但只有 600 万人失业。
5.公司将在多大程度上吸引年轻员工？为了吸引年轻人才，公司能做的最好的事情就是拿出更多的钱。
根据 Universum 的数据，一些早期的 Z 世代爱好马，如雇主对多样性和包容性的承诺或企业社会责任，已
经在美国毕业生的优先事项列表中排名靠后。有竞争力的基本工资和未来的高收入逐渐上升。钱不是万能
的。但这很重要。