2. 外语
  3. •Read the following extract from an article about human resource, and the questions followed. •For each question 15—20, mark one

•Read the following extract from an article about human resource, and the questions followed. •For each question 15—20, mark one

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问题 •Read the following extract from an article about human resource, and the questions followed.
•For each question 15—20, mark one letter (A, B, C, or D) on your Answer Sheet for the answer you choose.
      Human resource is one of the key factors in determining organizational coping and profitability. Despite adverse market conditions and fluctuations, many organizations have implemented changes that seek to improve their competitiveness. The consequences of organizational change, however, can vary. Sometimes, the employees may accept the change readily; at other times, the change is met with resistance and dissatisfaction of the employees.
      Change and stress are closely related. Because of the feelings of uncertainty, insecurity, and threat that it invokes, organizational change can be extremely stressful for the individual. When change occurs, employees may be stressed by role overload, role ambiguity, and role boundary.
      According to Selye, a little stress is actually good. When stress is at its optimal level, it can increase human resource potential as it spurs individuals to achieve their best working performances.
     However stress can become negative and destructive when its optimal level is exceeded. This could result in individuals experiencing high levels of anxiety or depression, low job motivation, somatic problems such as headaches, loss of appetite, trouble sleeping and ill health. In an organization that has many of its employees overly stressed or burned out, there are many detrimental consequences such as higher absenteeism, lower productivity, lower job satisfaction, and low morale.
      There is a variation in the manner individuals respond to organizational change. Individuals may undergo a similar change process in the organization, but the stress evoked by the change can be perceived very differently. Some individuals may see change as a threat, feeling distressed and fearful of the uncertain consequences of the change. Others may react to the change with outbursts of anger and complaints. Yet there are also those who welcome change with a positive outlook, seeing change as a challenge, an opportunity for growth and improvement.
      What accounts for the differences in experiencing change and perceiving stress for these individuals? Many studies suggest organizational characteristics, such as workplace climate, empowerment, and information about change,  as factors that affect an individual’s adjustment to organizational change and stress. However, the research is often focusing on organization-level phenomena, as opposed to focusing on individual factors.
     Every person has a distinct set of personality characteristics, owns different resources, and employs different coping strategies to deal with change. This explains why coping with organizational change and stress can turn out to be very different experiences for individuals. For instance, recent micro-level research on individuals has identified dispositional traits that predict a person’s ability to cope with change. Hence, on top o[ looking at organizational factors, this study also examines individual factors that may help to maximize an individual’s potential to work productively and efficiently in the midst of change.
Why, according to Selye, is a little stress good to employees to some extent?
选项 A、As it mobilizes an individual to achieve peak performances in activities and tasks.
B、As, if without stress, nothing can be achieved successfully and fully.
C、As stress is an important way to prevent inaction and languor during the working process.
D、As stress is the ligament between the employees and the organizations and helps the organizations to identify qualified employees.
答案A
解析
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