Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.Concerning departing employees,it Js wise for leaders to_____.A.treat them like a traitorB.respect their choice willinglyC.take legal actions against themD.manage to persuade them to stay
Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.
Concerning departing employees,it Js wise for leaders to_____.
Concerning departing employees,it Js wise for leaders to_____.
A.treat them like a traitor
B.respect their choice willingly
C.take legal actions against them
D.manage to persuade them to stay
B.respect their choice willingly
C.take legal actions against them
D.manage to persuade them to stay
参考解析
解析：[信息锁定]第五段④句明确指出：明智的领导者应将即将离职的员工视为毕业校友（该放手就放手）．而不是离婚纠纷中态度恶劣的前任（死缠烂打，提各种要求）。可见作者认为领导者应该尊重员工的选择，B.正确。[解题技巧]A.根据④句sour exes推测而出，而该做法是作者抨击的对象．C.是⑤句不明智雇主（too many other employers）的做法，与题干所问不符；D.源自⑤句片段信息to retain talent．但结合④句，作者强调的是之前就要实行激励措施以留住员工，而不是到员工要走了再作徒劳的挽留。
相关考题：
According to labor law, which of the following management actions are prohibited during a union organizing drive?A . Forbidding employees from distributing union literature in working areasB . Implementing previously scheduled pay raisesC . Forbidding unions from soliciting workers during working hoursD . Circulating anti-union petitionsE . All of the above
162 According to labor law, which of the following management actions are prohibited during a union organizing drive?A. Forbidding employees from distributing union literature in working areasB. Implementing previously scheduled pay raisesC. Forbidding unions from soliciting workers during working hoursD. Circulating anti-union petitionsE. All of the above
What can we conclude from the text?A Most people believe we think in symbols.B Loving our own writing is scientifically reasonable.C The writers and critics can never reach an agreement.D Thinking and writing are different stages of mind at work.
The Americans and the British not only speak the same language but also ____ a large number of social customs. A. produceB. shareC. provideD. copy
The true value of life is not in_________, but in_________.() A.which we get, which we giveB.what we get, what we giveC.which do we get, which do we giveD.how we get, how we give
What can we conclude from the text?A． Most people believe wen think in sysbols.B． Loving our own writing is scientifically reasonable .C． The writers and crities can never reach an agreement.D． Thinking and writing are different stages of mind at work.
Passage FiveIn every language there are two great classes of words which, taken together, consist of the whole vocabulary. First, there are those words with which we become acquainted in daily conversation, which we learn, that is to say, from the members of our own family and from our familiar associates, and which we should know and use even if we could not read or write. They concern the common things of life, and are the goods in trade of all those who speak the language. Such words may be called "popular", since they belong to the whole people; and are not the exclusive possession of a limited class.On the other hand, our language includes a large number of words which are comparatively seldom used in ordinary conversation. Their meanings are known to every educated person, but there is little occasion to use them at home or in the market-place. Our first acquaintance with them comes not from our mother's lips or from the talk of our school-mates, but from books that we read, lectures that we bear, or the more formal conversation of highly educated speakers who are discussing some particular topic in a style. raised above the habitual level of everyday life. Such words are called "learned". And the distinction between them and "popular" words is of great importance to a right understanding of the language.51. One class of words can be learned ______.A. through everyday lifeB. without too much practiceC. from popular songsD. with a dictionary in one's hand
Which behavior. of fans can improve team spirit? A、Fans choose to leave whenever they want.B、Fans come in large number to cheer for their favorite team.C、Fans show up in small number to watch the game.D、Fans stand all the way through the game.
We are large dealers in textiles and believe there is a promising market in our area()moderately priced goods of the kind mentioned. A、onB、withC、forD、in
______ do Americans and the British speak the same language, ______they share a large number of social customs.A. Not only; but alsoB. Either, orC. Neither; norD. Both; and
You added a PHONE_NUMBER column of NUMBER data type to an existing EMPLOYEES table. The EMPLOYEES table already contains records of 100 employees. Now, you want to enter the phone numbers of each of the 100 employees into the table. Some of the employees may not have a phone number available. Which data manipulation operation do you perform? （）A. MERGEB. INSERTC. UPDATED. ADDE. ENTERF. You cannot enter the phone numbers for the existing employee records.
There are four questions,which is not from the discourse teaching?A.What does the author imply?B.Should we say“a apple”or“an apple”?C.What can be inferred from the text?D.What's the writer's main opinion?
Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.In the author's view,noncompetes should be_____A.unconditionally abolished for workersB.specifically reserved for high talentsC.strictly limited to high-tech industriesD.only banned for those taking first jobs
Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.The word"shackled"（Line 2,Para.1）is closest in meaning to____.A.authorizedB.unitedC.guidedD.bound
Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.According to Paragraph 3,non-compete agreementsA.close down workers'job optionsB.weaken workers'bargain power on wageC.dissuade workers from stayingD.disrespect workers'potentials
A large number of people（）present at the meeting, which was out of our expectation.AwasBwereChaveDhas
You added a PHONE_NUMBER column of NUMBER data type to an existing EMPLOYEES table. The EMPLOYEES table already contains records of 100 employees. Now, you want to enter the phone numbers of each of the 100 employees into the table. Some of the employees may not have a phone number available. Which data manipulation operation do you perform?（）A、MERGEB、INSERTC、UPDATED、ADDE、ENTERF、You cannot enter the phone numbers for the existing employee records.
What is the default value that a PBX or Cisco Unity Express uses to select a voice-mail mail box?（）A、Last Called Number B、Last Redirect Number C、Original Called Number D、Original Redirect Number E、Forward Redirect Number
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单选题You added a PHONE_NUMBER column of NUMBER data type to an existing EMPLOYEES table. The EMPLOYEES table already contains records of 100 employees. Now, you want to enter the phone numbers of each of the 100 employees into the table. Some of the employees may not have a phone number available. Which data manipulation operation do you perform?（）AMERGEBINSERTCUPDATEDADDEENTERFYou cannot enter the phone numbers for the existing employee records.