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　　For years, studies have found that first-generation college students-those who do not have a parent with a college degree-lag other students on a range of education achievement factors. Their grades are lower and their dropout rates are higher. But since such students are most likely to advance economically if they succeed in higher education, colleges and universities have pushed for decades to recruit more of them. This has created a dox in that recruiting first-generation students, but then watching many of them fail, means that higher education has continued to reproduce and widen, rather than close achievement gap based on social class, according to the depressing beginning of a paper forthcoming in the journal Psychological Sciense.

　　But the article is actually quite optimistic, as it outlines a potential solution to this problem, suggesting that an approach(which involves a one-hour, next-to-no-cost program) can close 63 percent of the achievement gap(measured by such factors as grades)between first-generation and other students.

　　The authors of the paper are from different universities, and their findins are based on a study involving 147 students(who completed the project)at an unnamed private unive rsity.First generation was defined as not having a parent with a fou r-year college degree Most of the first-generation students(59.1 percent) were recipients of Pell Grants，a federal g rant for undergraduates with financial need，while this was true only for 8.6 percent of the students wit at least one parent with a four-year degree

　　Their thesis-that a relatively modest inte rvention could have a big impact-was based on the view that first-gene ration students may be most lacking not in potential but in practical knowledge about how to deal with the issues that face most college students They cite past resea rch by several authors to show that this is the gap that must be na rrowed to close the achievement gap.

　　Many first-gene ration studentsstruggle to navigate the middle-class culture of higher education，learn therules of the game，and take advantage of college resou rces, they write And this becomes more of a problem when collages dont talk about the class advantage and disadvantages of different groups of students Because US colleges and universities seldom acknowledge how social class can affect students educational expe rience，many first-gene ration students lack sight about why they a re struggling and do not unde rstand how students like them can improve

　　26. Recruiting more first-generation students has

　　[A]reduced their d ropout rates

　　[B]narrowed the achievement gao

　　[C] missed its original pu rpose

　　[D]depressed college students

　　27 The author of the research article are optimistic because

　　[A]the problem is solvable

　　[B]their approach is costless

　　[q the recruiting rate has increased

　　[D]their finding appeal to students

　　28 The study suggests that most first-gene ration students

　　[A]study at private universities

　　[B]are from single-pa rent families

　　[q are in need of financial support

　　[D]have failed their collage

　　29. The author of the paper believe that first-generation students

　　[A]a re actually indifferent to the achievement gap

　　[B]can have a potential influence on othe r students

　　[C] may lack opportunities to apply for resea rch projects

　　[D]are inexperienced in handling their issues at college

　　30.We mayinfer from the last graph that

　　[A]universities often r~ect the culture of the middle-class

　　[B]students are usually to blame for their lack of resources

　　[C]social class g reatly helps en rich educational experiences

　　[D]colleges are partly responsible for the problem in question

　　答案：

　　26.C missed its original purpose

　　27.A the problem is solvable

　　28.C are in need of financial support

　　29.D are inexperienced in handling issues at college

　　30.D colleges are partly responsible for the problem in question

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　　Even in traditional offices，the lingua franca of corporate America has gottenmuch more emotional and much more right-brained than it was 20 years ago， said Ha rva rd Business School professor Nancy Koehn She sta rted spinning off examples.If you and I pa rachuted back to Fortune 500 companies in 1990，we would see much less frequent use of terms like Journey, mission,passion. There were goals，there were strategies，there were tives，but we didnt talk about energy;we didnt talk about passion.

　　Koehn pointed out that this new era of corporate vocabula ry is very team-oriented-and not by coincidence.Lets not forget sDorts-in male-dominated corporate America，its still a big deal. Its not explicitly conscious;its the idea that Im a coach，and youre my team，and were in this togethec. There are lots and lots of CEOs in very different companies，but most think of themselves as coaches and this is their team and they want to win.

　　These terms a re also intended to infuse work with meaning-and，as Khu rana points out，increase allegiance to the firm.You have the importation of terminology that historically used to be associated with non-profit organizations and religious organizations：Terms like vision，values，passion，and purpose，saidKhurana

　　This new focus on personal fulfillment can help keep employees motivated amid increasingly loud debates over work-life balance The mommy wars of the 1990s a re still going on today, prompting arguments about whywomen still canthave it all and books like Sheryl Sandbergs Lean In，whose title has become abuzzword in its own right. Terms like unplug，offline，life-hack，bandwidth，andcapacity are all about setting boundaries between the office and the home But ifyour work is your passion, youII be more likely to devote yourself to it，even ifthat means going home for dinner and then working long after the kids are in bed

　　But this seems to be the irony of office speak：Everyone makes fun of it，butmanage rs love it，companies depend on it，and regular people willingly absorb itAs Nunberg said，You can get people to think its nonsense at the same timethat you buy into it. In a workplace thats fundamentally indiffe rent to your lifeand its meaning office speak can help you figu re out how you relate to yourwork-and how your work defines who you are

　　31. According to Nancy Koehn, office language has become

　　[A]more e motional

　　[B]more tive

　　[C]less energetic

　　[D]less energetic

　　[E]less strategic

　　32.team-oriented corporate vocabulary is closely related to

　　[A]historical incidents

　　[B]gender difference

　　[C]sports culture

　　[D]athletic executives

　　33.Khurana believes that the importation of terminology aims to

　　[A]revive historical terms

　　[B]promote company image

　　[C]foster corporate cooperation

　　[D]strengthen employee loyalty

　　34.It can be inferred that Lean In

　　[A]voices for working women

　　[B]appeals to passionate workaholics

　　[C]triggers dcbates among mommies

　　[D]praises motivated employees

　　35.Which of the following statements is true about office speak?

　　[A]Managers admire it but avoid it

　　[B]Linguists believe it to be nonsense

　　[C]Companies find it to be fundamental

　　[D]Regular people mock it but accept it

　　答案：

　　31.A more emotional

　　32.C sports culture

　　33.D strengthen employee loyalty

　　34.A voices for working women

　　35.C companies find it to be fundamental