2019年1月19日雅思阅读真题回忆及参考答案

2019年1月19日的雅思考试已经结束，为大家带来新鲜的雅思阅读考试真题回忆的详细内容，本期雅思阅读内容分别有关是员工驱动力、印刷书籍的发展史、澳洲原住民。主要题型为判断题、填空、配对、选择题等，下面请看本期雅思阅读参考答案：

2019年1月19日 雅思阅读考题回忆

Passage 1

题目： 印刷书籍

题型：判断题4+填空题9

文章主旨： 待补充

判断：

NG

T

T

F不止富人才买得起，大众都能承受

填空题

5.fonts

6.sheet of paper

7.proof

8.types

9.in right sequence

10.newpapers

11.binding

12.simulating

13.book industry

Passage 2

题目： 澳洲土著

题型： 匹配题+填空题

文章主旨：

文章讲了澳大利亚土著的三种社会类型

分别是地理、信仰和亲缘。

Passage 3

题目：员工驱动力

题型： 匹配题+判断题

文章主旨：

企业内员工的motivation

题目和答案

27. C

28. A

29. D

30. B

31. C

32. A

33. E

34. F

35. NO

36. NOT GIVEN

37. NO

38. YES

39. NO

40. NOT GIVEN

考试文章

Motivating Drives

Scientists have been researching the way to get employees motivated for many years. This research in a relational study which builds the fundamental and comprehensive model for study. This is especially true when the business goal is to turn unmotivated teams into productive ones. But their researchers have limitations. It is like studying the movements of car without taking out the engine.

多年来，科学家们一直在研究激励员工的方法。本研究在关系研究的基础上，构建了研究的基本模型和综合模型。当业务目标是将没有动力的团队转变成高效的团队时，这一点尤其正确。但是他们的研究人员也有局限性。这就像在不熄火的情况下研究汽车的运动一样。

Motivation is what drives people to succeed and plays a vital role in enhancing an organizational development. It is important to study the motivation of employees because it is related to the emotion and behavior of employees. Recent studies show there are four drives for motivation. They are the drive to acquire, the drive to bond, the drive to comprehend and the drive to defend.

激励是推动人们成功的动力，在促进组织发展方面起着至关重要的作用。研究员工的动机很重要，因为它与员工的情绪和行为有关。最近的研究表明有四种动机。它们是获得的动力，是结合的动力，是理解的动力，是捍卫的动力。

The Drive to Acquire

获取的动力

The drive to acquire must be met to optimize the acquire aspect as well as the achievement element. Thus the way that outstanding performance is recognized, the type of perks that is provided to polish the career path. But sometimes a written letter of appreciation generates more motivation than a thousand dollar check, which can serve as the invisible power to boost business engagement. Successful organizations and leaders not only need to focus on the optimization of physical reward but also on moving other levers within the organization that can drive motivation.

为了优化获取方面和成就要素，必须满足获取的驱动力。因此，杰出表现的认可方式，以及为完善职业道路而提供的各种福利。但有时，一封书面的升值信比一张1000美元的支票更能激发人们的积极性，后者可以成为促进商业交往的无形力量。成功的组织和领导者不仅需要关注物质奖励的优化，还需要在组织内部调动其他可以驱动动机的杠杆。

The Drive to Bond

建立联系的动力

The drive to bond is also key to driving motivation. There are many kinds of bonds between people, like friendship, family. In company, employees also want to be an essential part of company. They want to belong to the company. Employees will be motivated if they find personal belonging to the company. In the meantime, the most commitment will be achieved by the employee on condition that the force of motivation within the employee affects the direction, intensity and persistence of decision and behavior in company.

建立联系的动力也是驱动动机的关键。人与人之间有很多联系，比如友谊、家庭。在公司里，员工也想成为公司不可或缺的一部分。他们想加入公司。员工如果发现自己属于公司，就会受到激励。同时，在员工内部的激励力量影响公司决策和行为的方向、强度和持久性的条件下，员工能够实现最多的承诺。

The Drive to Comprehend

理解的动力

The drive to comprehend motivates many employees to higher performance. For years, it has been known that setting stretch goals can greatly impact performance. Organizations need to ensure that the various job roles provide employees with simulation that challenges them or allow them to grow. Employees don’t want to do meaningless things or monotonous job. If the job didn’t provide them with personal meaning and fulfillment, they will leave the company.

理解的动力促使许多员工取得更高的绩效。多年来，我们都知道设置可伸缩目标可以极大地影响性能。组织需要确保不同的工作角色为员工提供挑战他们或允许他们成长的模拟。员工不想做无意义的事情或单调的工作。如果这份工作没有给他们带来个人意义和成就感，他们就会离开公司。

The Drive to Defend

保卫的动力

The drive to defend is often the hardest lever to pull. This drive manifests itself as a quest to create and promote justice, fairness, and the ability to express ourselves freely. The organizational lever for this basic human motivator is resource allocation. This drive is also met through an employee feeling connection to a company. If their companies are merged with another, they will show worries.

防守的驱动力往往是最难拉动的杠杆。这种动力表现为一种创造和促进正义、公平以及自由表达自己的能力的追求。这种基本的人力激励的组织杠杆是资源分配。这种动力也可以通过员工与公司的联系来实现。如果他们的公司与其他公司合并，他们会表现出担忧。

Two studies have been done to find the relations between the four drives and motivation.The article based on two studies was finally published in Harvard Business Review. Most authors’ arguments have laid emphasis on four-drive theory and actual investigations. Using the results of the surveys which executed with employees from Fortune 500 companies and other two global businesses (P company and H company), the article mentions about how independent drives influence employees’ behavior and how organizational levers boost employee motivation.

有两项研究发现了这四种驱动力和动机之间的关系。这篇基于两项研究的文章最终发表在《哈佛商业评论》上。大多数作者的论点侧重于四驱动理论和实际调查。本文利用《财富》500强企业和另外两家全球企业(P公司和H公司)的员工进行的调查结果，讨论了独立驱动如何影响员工的行为，以及组织杠杆如何促进员工激励。

The studies show that the drive to bond is most related to fulfilling commitment, while the drive to comprehend is most related to how much effort employees spend on works. The drive to acquire can be satisfied by a rewarding system which ties rewards to performances, and gives the best people opportunities for advancement. For drive to defend, a study on the merging of P company and H company shows that employees in former company show an unusual cooperating attitude.

研究表明，建立关系的动力与履行承诺最为相关，而理解的动力则与员工在工作上投入的精力最为相关。奖励制度将奖励与业绩挂钩，并为最优秀的员工提供晋升机会，从而满足他们的求知欲。对于drive to defend，一项关于P公司与H公司合并的研究表明，原公司员工的合作态度不同寻常。

The key to successfully motivate employees is to meet all drives. Each of these drives is important if we are to understand employee motivation. These four drives, while not necessarily the only human drives, are the ones that are central to unified understanding of modern human life.

成功激励员工的关键是满足所有的驱动力。如果我们想了解员工的动机，这些驱动力中的每一个都是重要的。这四种动力，虽然不一定是唯一的人类动力，但却是统一理解现代人类生活的核心动力。

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