四、快速閱讀
　　快速閱讀項(xiàng)目規(guī)定的完成時(shí)間是在作文之后的9:40-9:55，而且9:55的時(shí)候會(huì)收答題卡I其中包含作文和快速閱讀，因此快速閱讀只有15分鐘，不光 要完成解答還要填好機(jī)讀卡，在速度上要求很高，因此就要求快速閱讀的做題方法有別于深度閱讀，但方法的根本還是一致的，那就是關(guān)鍵詞的定位。
　　快速閱讀解題三步驟：
　　(1)瀏覽大標(biāo)題小標(biāo)題，了解文章主題結(jié)構(gòu)。
　　(2)根據(jù)題干中的關(guān)鍵詞結(jié)合小標(biāo)題和出題順序在原文中找到定位。
　　(3)正確答案：1-7完整照抄原文或?qū)υ耐x改寫(xiě)的選項(xiàng)為正確答案；8-10對(duì)比原文與題干，缺失的成分為答案，注意填入的內(nèi)容的時(shí)態(tài)和主謂搭配與題干一致。
　　How Do You See Diversity 2009年6月
　　As a manager, Tiffany is responsible for interviewing applicants for some of the positions with her company. During one interview, she noticed that the candidate never made direct eye contact. She was puzzled and somewhat disappointed because she liked the individual otherwise.
　　He had a perfect resume and gave good responses to her questions, but the fact that he never looked her in the eye said “untrustworthy,” so she decided to offer the job to her second choice.
　　“It wasn’t until I attended a diversity workshop that I realized the person we passed over was the perfect person,” Tiffany confesses. What she hadn’t known at the time of the interview was that the candidate’s “different” behavior was simply a cultural misunderstanding. He was an Asian-American raised in a household where respect for those in authority was shown by averting (避開(kāi)) your eyes.
　　“I was just thrown off by the lack of eye contact; not realizing it was cultural,” Tiffany says. “I missed out, but will not miss that opportunity again。”
　　Many of us have had similar encounters with behaviors we perceive as different. As the world becomes smaller and our workplaces more diverse, it is becoming essential to expand our understanding of others and to reexamine some of our false assumptions.
　　Hire Advantage
　　At a time when hiring qualified people is becoming more difficult, employers who can eliminate invalid biases (偏見(jiàn)) from the process have a distinct advantage. My company,Mindsets LLC, helps organizations and individuals see their own blind spots. A real estate recruiter we worked with illustrates the positive difference such training can make.
　　“During my Mindsets coaching session, I was taught how to recruit a diversified workforce. I recruited people from different cultures and skill sets. The agents were able to utilize their full potential and experiences to build up the company. When the real estate market began to change, it was because we had a diverse agent pool that we were able to say in the real estate market much longer than others in the same profession.”
　　Blinded by Gender
　　Dale is an account executive who attended one of my workshops on supervising a diverse workforce. “Through one of the sessions, I discovered my personal bias,” he recalls. “I learned I had not been looking at a person as a whole person, and being open to differences。” In his case, the blindness was not about culture but rather gender.
　　“I had a management position open in my department; and the two finalists were a man and a woman. Had I not attended this workshop, I would have automatically assumed the man was the best candidate because the position required quite a bit of extensive travel. My reasoning would have been that even though both candidates were great and could have been successful in the position, I assumed the woman would have wanted to be home with her children and not travel。” Dale’s assumptions are another example of the well-intentioned but incorrect thinking that limits an organization’s ability to tap into the full potential of a diverse workforce.
　　“I learned from the class that instead of imposing my gender biases into the situation. I needed to present the full range of duties, responsibilities and expectations to all candidates and allow them to make an informed decision。” Dale credits the workshop, “because it helped me make decisions based on fairness.”
　　Year of the Know-It-All
　　Doug is another supervisor who attended one of my workshops. He recalls a major lesson learned from his own employee.
　　“One of my most embarrassing moments was when I had a Chinese-American employee put in a request to take time off to celebrate Chinese New Year. In my ignorance, I assumed he had his dates wrong’, as the first of January had just passed. When I advised him of this, I gave him a tong talking-to about turning in requests early with the proper dates.
　　“He patiently waited, then when I was done, he said he would like Chinese New Year off, not the Western New Year. He explained politely that in his culture the New Year did not begin January first, and that Chinese New Year, which is tied to the lunar cycle, is one of the most celebrated holidays on the Chinese calendar. Needless to say, I felt veryembarrassed in assuming he had his dates mixed up. But I learned a great deal about assumptions, and that the timing of holidays varies considerably from culture to culture.
　　“Attending the diversity workshop helped me realize how much I could learn by simply asking questions and creating dialogues with my employees, rather than making assumptions and trying to be a know-it-all,” Doug admits. “The biggest thing I took away from the workshop is learning how to be more ‘inclusive’ to differences.”
　　A Better Bottom Line
　　An open mind about diversity not only improves organizations internally, it is profitable as well. These comments from a customer service representative show how an inclusive attitude can improve sales. “Most of my customers speak English as a second language. One of the best things my company has done is to contract with a language service that offers translations over the phone. It wasn’t until my boss received Mindsets’ training that she was able to understand how important inclusiveness was to customer service. As a result, our customer base has increased.”
　　Once we start to see people as individuals, and discard the stereotypes, we can move positively toward inclusiveness for everyone. Diversity is about coming together and taking advantage of our differences and similarities. It is about building better communities and organizations that enhance us as individuals and reinforce our shared humanity.
　　When we begin to question our assumptions and challenge what we think we have learned from our past, from the media, peers, family, friends, etc., we begin to realize that some of our conclusions are flawed (有缺陷的) or contrary to our fundamental values. We need to train ourselves to think differently, shift our mindsets and realize that diversity opens doors for all of us, creating opportunities in organizations and communities that benefit everyone.
　　注意：此部分試題請(qǐng)?jiān)诖痤}卡1上作答。
　　1. What bothered Tiffany during an interview with her candidate? A
　　A) He just wouldn’t look her in the eye.
　　B) He was slow in answering her questions.
　　C) His resume didn’t provide the necessary information.
　　D) His answers to some of her questions were irrelevant.
　　分析：題，根據(jù)關(guān)鍵詞Tiffany 結(jié)合bothered對(duì)應(yīng)在全文開(kāi)頭的第二句話。A選項(xiàng)wouldn’t look her in the eye 對(duì)應(yīng)原文never made direct eye contact，正確。
　　2. What kind of organization is Mindsets LLC? B
　　A) A real estate agency.
　　B) A personnel training company.
　　C) A cultural exchange organization.
　　D) A hi-tech company.
　　分析：根據(jù)關(guān)鍵詞Mindsets LLC對(duì)應(yīng)在全文個(gè)小標(biāo)題中。原文helps organizations and individuals see their own blind spots 幫助公司和個(gè)人認(rèn)識(shí)到自身的盲區(qū)，并且在下文反復(fù)出現(xiàn)training、coaching、taught，可以得知這是一個(gè)培訓(xùn)機(jī)構(gòu)，B選項(xiàng)正確。
　　3. Doug felt ____ when he realized that his assumption was wrong。
　　分析：根據(jù)關(guān)鍵詞Doug對(duì)應(yīng)在全文第三個(gè)小標(biāo)題。原文第二段開(kāi)頭就出現(xiàn)了的重要考點(diǎn)One of my most embarrassing moments，同時(shí)在第三段的中間出現(xiàn)了I felt very embarrassed in assuming he had his dates mixed up，題干中的wrong對(duì)應(yīng)mixed up，assumption對(duì)應(yīng)assuming，felt對(duì)應(yīng)felt，正確答案very embarrassed。
　　五、選詞填空
　　選詞填空項(xiàng)目的突破點(diǎn)是A-O這15個(gè)備選答案的認(rèn)知，只要能認(rèn)識(shí)大部分選項(xiàng)就可以拿3分以上。選項(xiàng)的范圍可以參考上文所提到的單詞的記背范圍，尤其關(guān)注：1歷年考過(guò)的選詞填空選項(xiàng)；2歷年考過(guò)的復(fù)合式聽(tīng)寫(xiě)；3完形填空的選項(xiàng)
　　選詞填空解題三步驟：
　　(1)瀏覽選項(xiàng)，同時(shí)在15個(gè)備選答案后標(biāo)記詞性，共四大類(lèi)詞性：名詞n、動(dòng)詞v、形容詞a、副詞ad；
　　(2)以一個(gè)段落或3個(gè)空為一個(gè)單位進(jìn)行解答，不能直接判斷出詞義的判斷詞性；
　　(3)把對(duì)應(yīng)詞性的選項(xiàng)逐一帶回原文，含義通順時(shí)態(tài)主謂一致者為正確答案。
　　Every year in the first week of my English class, some students inform me that writing is too hard. They never write, unless assignments __1__ it. They find the writing process __2__ and difficult. (2009年6月)
　　A) closer B) daily C) emotional D) enhance E) enormous
　　F) especially G) hinder H) mission I) painful J) performance
　　K) profession L) remarkably M) require N) sensitive O) urge
　　分析：第1題：前后詞assignments 和 it都是名詞，中間缺一個(gè)謂語(yǔ)動(dòng)詞，根據(jù)語(yǔ)意，“每一年在我的周的英語(yǔ)課上都會(huì)有一些同學(xué)跟我說(shuō)寫(xiě)作非常難。他們從來(lái)不寫(xiě)，除非有任務(wù)____”。在動(dòng)詞中M) require正確。
　　第2題：根據(jù)后面的信息and difficult，并列連詞連結(jié)的應(yīng)該是相同詞性的兩個(gè)詞，因此應(yīng)該找形容詞，根據(jù)語(yǔ)意，“他們感覺(jué)寫(xiě)作的過(guò)程是____并且困難的。在形容詞中I) painful正確。
　　六、時(shí)間規(guī)劃
　　后的復(fù)習(xí)時(shí)間切忌不要大量做模擬題或預(yù)測(cè)題，應(yīng)該把以往做過(guò)的真題進(jìn)行反復(fù)總結(jié)，挖掘規(guī)律，發(fā)現(xiàn)問(wèn)題，避免相同的情況反復(fù)錯(cuò)。每天拿出兩個(gè)小時(shí)的時(shí)間全面總結(jié)一套真題，水平必然會(huì)在不斷的分析總結(jié)中得到提升。

　　每日一練：（每天更新．．．）
　　2011年12月英語(yǔ)四級(jí)仔細(xì)閱讀每日一練匯總

　　預(yù)測(cè)作文及模板：
　　2011年12月英語(yǔ)四級(jí)預(yù)測(cè)話題作文匯總
　　英語(yǔ)四級(jí)作文模板匯總

　　考前模擬預(yù)測(cè)試題推薦：
　　2011年12月英語(yǔ)四級(jí)全真預(yù)測(cè)試卷及答案匯總
　　2011年12月英語(yǔ)四級(jí)全真模擬試卷匯總

　　對(duì)于還沒(méi)來(lái)得及全面復(fù)習(xí)的考生，可以進(jìn)入老師指導(dǎo)及經(jīng)驗(yàn)技巧欄目，看看老師們及過(guò)來(lái)們給你們中肯的建議吧。

　　專(zhuān)題推薦： 2011年12月英語(yǔ)四級(jí)考試備考沖刺專(zhuān)題