關(guān)于英文的美文閱讀3篇
英語(yǔ)美文題材豐富,涉及面廣,大多蘊(yùn)涵人生哲理。引導(dǎo)學(xué)生欣賞美文,不僅能提高他們的閱讀理解能力,而且能使他們得到美的熏陶,從而提高學(xué)生對(duì)周?chē)挛锏恼J(rèn)識(shí)。下面是學(xué)習(xí)啦小編帶來(lái)的關(guān)于英文的美文閱讀，歡迎閱讀!
關(guān)于英文的美文閱讀篇一
Women Underestimate Their Performance on the Job
女性低估自身工作表現(xiàn)
What do your co-workers think of your performance on the job?
你的同事認(rèn)為你的工作表現(xiàn)如何?
If you're a woman, you're three times more likely than a man to answer that question wrong.
如果你是女性，那你答錯(cuò)這個(gè)問(wèn)題的機(jī)率是男性的3倍。
Women handicap themselves on the job by chronically underrating their standing with bosses and co-workers, says a new study slated for presentation next month to the Academy of Management's annual meeting. When asked to predict how they were rated by managers, direct and peers, women were significantly poorer at predicting others' ratings than men，says the study of 251 managers by Taylor of the University of New Mexico.
將在管理學(xué)會(huì)(Academy of Management)下個(gè)月舉行的年會(huì)上提交的一項(xiàng)新研究表明，女性習(xí)慣性地低估自己在老板和同事心目中的地位，從而阻礙了自己的事業(yè)發(fā)展。 ( 1)新墨西哥大學(xué)的泰勒對(duì)251名管理人員進(jìn)行的研究發(fā)現(xiàn)，當(dāng)被要求預(yù)測(cè)上司、直接領(lǐng)導(dǎo)和同事給自己的評(píng)分時(shí)，女性預(yù)測(cè)的準(zhǔn)確度遠(yuǎn)遠(yuǎn)不如男性。
A lack of self-confidence isn't the problem. The women surveyed thought highly of themselves compared with men in the study. But the female simply believed others regarded them as far less competent than they actually did, on a wide range of social and emotional skills related to leadership, according to the study. The ratings encompassed a wide range of attributes, from communication and conflict management to trustworthiness and teamwork.
問(wèn)題不在于缺乏自信。受調(diào)查者中，女性比男性對(duì)自己評(píng)價(jià)更高。但研究顯示，她們就是覺(jué)得自己與領(lǐng)導(dǎo)能力相關(guān)的眾多社會(huì)和情感技能被別人極大地低估了。評(píng)分包括交流溝通、處理沖突、可信度和團(tuán)隊(duì)合作等多方面的特質(zhì)。
Overall, averaging all the ratings, the gap between prediction and reality was three times greater for women than for men. "women are so accustomed to decades of being ‘disappeared’ or ignored, and to hearing histories of women whose contributions went unnoticed，that they assume these conditions exist to the same extent today," Dr. Taylor says.
總體上看，將所有評(píng)分平均下來(lái)，女性的預(yù)測(cè)和現(xiàn)實(shí)之間的差距是男性的3倍。泰勒說(shuō)，女性幾十年來(lái)習(xí)慣了被忽視，總是聽(tīng)到有關(guān)女性的成績(jī)被忽略的陳年舊事，因此她們以為這些情況現(xiàn)在依然如故。
A few companies, of course, have fair, transparent, performance-based compensation systems that eliminate gender inequities.
當(dāng)然，一些公司擁有公正、透明、基于工作表現(xiàn)的獎(jiǎng)勵(lì)系統(tǒng)，消除了性別歧視。
But at most employers，expecting to be devalued can exact a big toll. A friend of mine says she underestimated her standing at work for years and paid a high price in her paycheck. She started at a low-paid entry-level job at her company and advanced quickly up the ladder. But she didn't ask for a raise for several year, only to find out later that she was making 50% less than peers with similar or less experience.
但在大多數(shù)公司里，低估自己可能會(huì)付出很高的代價(jià)。我的一位朋友說(shuō)，她多年來(lái)一直低估自己在工作中的地位，為此在薪資方面損失慘重。她在公司從低薪的人門(mén)級(jí)職位干起，升職很快。但她幾年都沒(méi)有要求加薪，最后才發(fā)現(xiàn)資歷跟她相同或哺乳她的同事都掙得比她多一半。
"It came as a shock when I discovered how underpaid I was," she says. "I really shot myself in the foot by not being a self-promoter." The lesson: If your employer lacks a systematic comp policy, "you really have to self-promote and lobby for yourself if you care about your career or salary advancement," my friend says.
她說(shuō)，當(dāng)我發(fā)現(xiàn)自己的薪水有多低時(shí)，簡(jiǎn)直太吃驚了，我自己不去要求，這真是自作自受。我朋友說(shuō)，這件事的教訓(xùn)是：如果你的雇主沒(méi)有系統(tǒng)的薪酬制度，那你要是關(guān)心自己的事業(yè)或薪水長(zhǎng)進(jìn)，就得自
力更生，替自己說(shuō)話。
My male peers have pointed out my own blind spots in this regard. Years ago, when I first learned how much a female executive at my company was paid, I marveled, "Wow，that's a lot." The male colleague who told me roared with laughter. "You think that's a lot?" he asked me he asked me incredulously."That's half what men at her level make."
我的一些男同事曾經(jīng)指出我在這方面的盲點(diǎn)。多年前我首次得知公司里的女性管理人員的薪水時(shí)，我驚嘆道，哇，真是太高了。告訴我這件事的男同事大笑起來(lái)。他懷疑地問(wèn)，你真覺(jué)得很多嗎?這只是她那個(gè)級(jí)別的男主管薪水的一半。
Readers, do you have trouble promoting yourselves? Do you see women around you undervaluing their contributions? Does your workplace have transparent, performance-based advancement or compensation systems that help eliminate gender inequities? Or do workers of both genders have to do a lot of self-promotion to get ahead?
讀者們，你在推銷自己這方面遇到過(guò)問(wèn)題嗎?你周?chē)呐杂袥](méi)有低估自己的成就?你所在的公司是否有可幫助消除性別歧視的透明的、基于工作表現(xiàn)的晉升或薪資體系?抑或無(wú)論男女，員工都必須進(jìn)行大量的自我推銷才能成功?
關(guān)于英文的美文閱讀篇二
Men Like Earning More than Wives
男人就是喜歡比老婆掙得多
According to a new study, this means I likely have significantly higher career satisfaction than if my wife earned the same or more than me. Pamela Tolbert，the co-author of The Impact of Relative Earnings Among Dual-Earner Couples on Career Satisfaction and Family Satisfaction and a professor at Cornell University's ILR School, looked at 485 middle-class married couples in New York State between 1999 and 2002. They were all dual-earner couples---both husband and wife held full-time jobs.
一項(xiàng)最新研究表明，與妻子掙得和我一樣多甚至比我還多的情況相比，我很可能對(duì)事業(yè)更滿意?！峨p職工家庭相對(duì)收入對(duì)事業(yè)滿意度和家庭滿意度的影響》一文的合著者之一、康乃爾大學(xué)勞工關(guān)系學(xué)院(ILR School)教授帕梅拉·托爾博特在 1999-2002年間對(duì)紐約州485對(duì)中產(chǎn)階級(jí)夫婦進(jìn)行了研究。研究對(duì)象都是雙職工，即夫婦二人都有全職工作。
Ms. Tolbert c1assified as "equal-earner" couples those in which both spouses contributed between 40% and 60% of total family income. Those in which the men contributed more than 60% of total family income she classified as "traditional" couples. Ms.Tolbert examined how satisfied men and women in these arrangements were with both their careers and their family lives.
托爾博特女士將受訪夫婦對(duì)家庭總收入的貢獻(xiàn)在40%-60%之間的家庭定義為“相等收入”家庭。將丈夫?qū)彝タ偸杖氲呢暙I(xiàn)在60%以上的家庭定義為“傳統(tǒng)”家庭。托爾博特女士研究了這兩類家庭中男和女性對(duì)事業(yè)和家庭生活的滿意情況。
It turns out, not too surprisingly, that men really do like making more than their wives. The study found that men who earn a lot more than their wives report significantly higher career satisfaction than men who Earn about the same as their spouses, according to Ms. Tolbert and her co-author，Ronit Manor of Israel's Netanya Academic College. "Husbands feel concerned when wives make more than them," says Ms. Tolbert. "We still have these kinds of models in our head."
結(jié)果不出所料，男人喜歡比妻子掙得多。托爾博待女士與該文的另一位作者以色列奈坦亞學(xué)院的羅妮特·邁諾稱，研究發(fā)現(xiàn)，收入遠(yuǎn)遠(yuǎn)超過(guò)妻子的男性對(duì)事業(yè)的滿意度明顯高于與妻子收入相當(dāng)?shù)哪行?。托爾博特女士說(shuō)：“當(dāng)妻子比自己賺得多的時(shí)候，男性會(huì)感到擔(dān)憂，我們的頭腦中仍有這樣的思維模式。”
But, interestingly, although pay levels affect husbands' career satisfaction, money doesn't seem to matter much when it comes to the home front. Whether men earn less, the same or more than their wives has little effect on their reported level of family satisfaction, which tends to be high, the researchers found. The reasons for that are open to speculation，they added.
不過(guò)，有趣的是，盡管薪酬水平會(huì)影響丈夫?qū)κ聵I(yè)的滿意度，在家庭生活上，金錢(qián)看起來(lái)并不那么重要。研究人員發(fā)現(xiàn)，夫妻倆掙得誰(shuí)多誰(shuí)少還是一樣多，這對(duì)于家庭生活的滿意度沒(méi)有太大影響。男性對(duì)生活的滿意度往往較高。研究人員補(bǔ)充道，原因仍眾說(shuō)紛紜。
Meanwhile, women who earn the same as their husbands report Significantly higher levels of career satisfaction than do women in traditional couples, but significantly lower family satisfaction. The take-home message of her findings, says Ms. Tolbert, is that too many people still cling to outdated gender roles.
與此同時(shí)，與丈夫收入一樣多的女性對(duì)事業(yè)的滿意度要明顯高于傳統(tǒng)家庭中的女性，不過(guò)在家庭滿意度上要低得多。托爾博特女士說(shuō)，她的發(fā)現(xiàn)揭示出了一點(diǎn)，那就是太多人仍傾向于過(guò)時(shí)的性別角色。
關(guān)于英文的美文閱讀篇三
Do You Have to Be a Workaholic to Rise High in Your Job
不當(dāng)工作狂就難攀職業(yè)高峰嗎?
It's clear, from Supreme Court nominee Sotomayor's Senate confirmation hearings，that she has a warm relationship with her family and friends, including her beloved mother and brother.
( 1 )顯然，從最高法院大法官提名人索托馬約爾的參議院提名昕證會(huì)可以看出，她與家人和朋友都保持著溫馨的關(guān)系，這其中也包括她深愛(ài)的母親和弟弟。
But in her rise through the legal profession, she has made a number of personal sacrifices, most notably marriage and children.
但在她的法律職業(yè)生涯不斷上升的同時(shí)，她在個(gè)人生活上也付出了許多犧牲，最明顯的是在婚姻和孩子方面。
Ms. Sotomayor's marriage to her high-school sweetheart ended after just a few years，in part, she has said, because of an excessive work schedule. "I cannot attribute that divorce to work," she told a panel on judicial life. "But certainly the fact that I was leaving my home at 7:00am and getting back at 10:00pm was not of assistance in the problems developing in my marriage."
索托馬約爾與高中時(shí)的心上人的婚姻只持續(xù)了短短幾年就走到了盡頭，她曾表示其中部分原因是由于太過(guò)繁重的工作日程。她在一次關(guān)于司法生活的小組討論中說(shuō)，"我不能將離婚歸咎于工作， 但早上7點(diǎn)離家、晚上10點(diǎn)才回家，這種狀況肯定無(wú)助于認(rèn)清婚姻中出現(xiàn)的問(wèn)題。"
"I have found it difficult to maintain a relationship while I've pursued my career," Ms. Sotomayor also said in a television interview.
索托馬約爾還曾在接受電視采訪時(shí)說(shuō)，"我發(fā)現(xiàn)很難在追求事業(yè)的同時(shí)維持戀情"。
Ms. Sotomayor was subsequently engaged, but that 8-year relationship ended, too before they went to the altar. She has no children. These days, her life is "frantically busy, fulfilling and often aloof," according to the New York Times. "You make play dates with her months and months in advance because of her schedule," a friend of hers told the New York Times.
索托馬約爾離婚后曾再度訂婚，但這段長(zhǎng)達(dá)8年的戀情也沒(méi)等結(jié)婚就已告終。她沒(méi)有孩子。據(jù)《紐約時(shí)報(bào)》報(bào)導(dǎo)，她現(xiàn)在的生活極其忙碌、充實(shí)，常常是孤身一人。她的一位朋友對(duì)《紐約時(shí)報(bào)》說(shuō)，"要想約她出來(lái)玩的話，得提前好幾個(gè)月預(yù)約，因?yàn)樗娜粘烫o了。"
Earlier this week, we discussed Jack Welch's views on work-life balance. He argued that for women to rise to the top, "they've got to make tough choices and know the consequences of each one."
本周早些時(shí)候，我們討論了杰克·韋爾奇關(guān)于工作與生活平衡的觀點(diǎn)。韋爾奇認(rèn)為，女性要想升到高層，就必須作出艱難的抉擇，并明白每個(gè)決定的后果。
But such choices aren't just necessary for women, as Juggle readers have pointed out. Men, too, often make hard sacrifices (failed marriages, missing their children grow up) to reach the pinnacles of their careers, especially in our increasingly workaholic and wired culture.
但正如讀者已經(jīng)指出的，這樣的選擇可能不光是女性必須做的。男性也常常要作出痛苦的犧牲(婚姻失敗、錯(cuò)過(guò)孩子的成長(zhǎng))才能到達(dá)職業(yè)生涯的頂點(diǎn)，尤其是在我們當(dāng)前身處的這種職場(chǎng)文化之下一-越來(lái)越工作狂，同時(shí)還要時(shí)刻保持與工作"連線"。
As the New York Times columnist Brooks put it: "This is the story of pressures that affect men as well as women (men are just more likely to make fools of themselves in response, as the news of the last few years indicates). It's the story of people in a meritocracy that gets more Purified and competitive by the years with the time demands growing more and more insistent."
正如《紐約時(shí)報(bào)》專欄作家布魯克斯所說(shuō)的，這其實(shí)說(shuō)的是壓力，無(wú)論男女都受到了壓力的影響(男性只是更有可能以自欺欺人的方式應(yīng)對(duì)，過(guò)去幾年的一些新聞揭示了這一點(diǎn)兒 精英階層的人士精益求精，競(jìng)爭(zhēng)越來(lái)越激烈，而對(duì)時(shí)間的要求也越來(lái)越急迫。
He adds that Ms. Sotomayor's life "overlaps with a broader class of high achievers. You don't succeed at that level without developing a single-minded focus, and struggling against its consequences."
他還寫(xiě)道，索托馬約爾的生活與許多達(dá)到很高成就的人有一部分相同。如果沒(méi)有一種執(zhí)著的專注勁頭并對(duì)抗因此而造成的后果，就不可能實(shí)現(xiàn)那么高的成就。
I find this all a bit depressing and reductive because it seems like those who make it to the top must be, by necessity, workaholic automatons. I wonder, Juggle readers, is it ever possible to rise high in a profession without being an unceasing, laser-focused workaholic? Are there examples in your own workplaces of people who have managed that feat?
我覺(jué)得這一切有點(diǎn)令人沮喪，因?yàn)榭瓷先ニ坪跄軌虺删痛笫聵I(yè)的人都必須得是不知疲倦的工作機(jī)器。我在想，如果不充當(dāng)永無(wú)休止、精神高度集中的工作狂，有沒(méi)有可能在職業(yè)生涯中實(shí)現(xiàn)高升昵?讀者們，你們身邊有沒(méi)有能做到這樣的例子?
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