天津阅读 Rd009・2017_03 阅读理解

Career guidance specialists in John Adams High School can provide information about Career & Technical Education classes, assist you in making wise decisions for your future, and help you find opportunities in: certificate programs, apprenticeship (学徒) programs and four-year colleges that best fit your needs.

Each of the following two-year programs offers three high school credits per semester and requires a formal application.

Business Cooperative Experiences

This is a program for students who have a career goal in business or office work. Students spend one period each day learning advanced skills related to the students’ career objective in business. Students will be employed at a training station and will work each week at a business in the local community.

Important facts: – Computer applications – Work a total of 540 hours to earn credit – Transportation not provided

Business Technology Lab

This program will prepare students for careers in business and industry and for working with interactive media. Students will learn multimedia, web design, and photo design skills by using state-of-the-art (最先进的) equipment and software. This course will provide students with the tools to seek jobs or continue studying at a post-secondary school.

Important facts: – Available at Clay High School – Two-hour course

Automotive (汽车的) Services Technology

The program includes classroom instruction and lab activities for the students to learn entry-level automotive skills and basic automotive operation and service. Students will gain skills and training in auto repair that can lead to entry-level jobs, or post-secondary education.

Important facts: – Classes held at Ivy Tech – Transportation provided

Building Trades Technology

In this program, students, under the leadership of a qualified instructor, will build a house. It gives students basic skills needed to enter the building trades, or to continue study of construction in an apprentice program, or a post-secondary school.

Important facts: – Three-hour course – Transportation provided – Work boots and helmet needed

Pre-school children who spend time together take on one another’s personalities, a new research has found. The study shows that environment plays a key role in shaping people’s personalities. While genetics still forms the central part of the human psyche (心理), the research finds that personality traits (特征) are “contagious” (传染的) among children. “Our finding flies in the face of common assumptions that personality can’t be changed,” said Dr. Jennifer Neal, co-author of the study.

The researcher studied the personalities and social networks of two pre-school classes for a full school year. One of the classes was a set of three-year-olds, and the other a set of four-year-olds. Children whose friends were hard-working or outgoing gradually took on these personality traits over time. Psychology expert Dr. Emily Dublin said kids are having a far bigger effect on each other than people may realize.

The new study is not the first to explore the contagious effects of personality traits. A 2015 psychology study found that rudeness at work can be contagious as it travels from person to person “like a disease”. The study found that seeing a boss being rude to an employee was enough to cause people to be rude to those around them.

The researchers questioned 6,000 people on the social “climate” in their workplaces, which included offices, hotels and restaurants. They found 75 percent of those who took part said they had been treated rudely at least once in the past year. And the study also suggests that merely seeing other people being subjected to rudeness made it more likely that a person would treat their colleagues in the same way. Rudeness could include leaving someone off an invite to a company event, sending unkind emails, finding fault with others or failing to give praise.

Dr. Torkelson believes companies need to be more aware of the harm that rudeness in the workplace can do as it can damage the working environment. She said better training could help to fight against the problem.

Debra Avery has been a horse lover since she was a little girl in San Diego. Her family couldn’t afford a horse of its own, so Debra borrowed rides at the local horse-riding center, gaining the confidence only found atop a horse. Years later, Debra remembered those early days, and the lessons she learned with the horses at the riding center, and wanted to help other young women get the benefits of connecting with horses. “I always wanted to run a horse program for girls like me,” says Debra. “I wanted to help them gain the courage to be around a horse and to care for a horse.”

One day at the Los Angeles Horse-riding Center, as Debra rode beside fellow rider Judith Hopkins, she mentioned an inheritance (遗产) from her father-in-law and her desire to use it to serve disadvantaged girls. Judith had the same dream — and a name for the organization.

They founded Taking the Reins (TTR) in 1998. The organization serves more than 400 young women per year in after-school, weekend, and summer programs that feature horse riding and care, gardening and even competitive horse showing. Most participants live below the poverty line and often have not had reliable housing for more than six months at a time. Few have previous horse experience.

TTR uses farm and ranch experiences to teach responsibility, leadership, teamwork, and self-confidence. Director Dr. Jane Haven says, “A large number of our girls are somewhat autistic (孤独症的). I can’t count how many of them have found their first social friends thanks to sharing this hobby and activity. Horses bring them out in such a wonderful way.”

Jane also sees members of TTR program excel in school — 100 percent of young women involved for four years or more have graduated from high school. Ninety-nine percent of those participants have gone on to attend four-year colleges.

Debra sees a more obvious impact—after a few weeks in the TTR program, the young women sit a little higher in their saddles (马鞍). “There’s just something about sitting up on the back of a horse that gives them a boost of confidence.”

The pace of today’s working life blurs (使模糊) the line between personal time and work time, and it increasingly mixes personal lifestyle and work style. And as companies are trying hard to attract and keep young people for their technical skills and enthusiasm for change, office culture is becoming an extension of youth culture. This may be no bad thing. For most of human history the middle-aged have ruled, but in the future, they will have to share power with fresh-faced youths.

There have been a number of reasons for this change and the most dramatic of these is technology. Children have always been more expert than their parents at something, but usually a game or a fashion, not the century’s most important business tool. The Internet has started the first industrial revolution in history to be led by the young. Though there have been youth revolutions before, none of them made a big change the way the Internet has. Throughout the 20th century, if a young person wanted to enter an American company they needed to leave their youth behind. They got a haircut, and probably a suit or at least a tie. Now the same hair, same clothes, even nearly the same hours apply to office and home.

If it had not been for the Internet, this change could not have happened. However, it did not happen because of the Internet only; the corporate restructurings (公司重组) of the 1980s and 90s broke down traditional hierarchies (等级制度). In many companies, seniority-based (基于资历的) hierarchies have been replaced by hierarchies based on performance. The abilities to please your superiors are no longer the most valued skills. Today’s employees stay with companies only as long as they feel challenged and rewarded; moving from job to job is now a sign of ambition.

The rise of the young is a good thing, because it gives them more opportunity to put their ideas and energy into practice at their most creative stage in life. Nowadays youth and youth qualities seem to dominate, but the experience and maturity of older employees should be put to good use, too.