| [单选题]对行政纪律社会性的正确理解是（ ）。 |
| [单选题]认识阶级社会中的伦理现象和伦理问题的最基本的方法是（ ）。 |
| [单选题]优良行政作风的养成过程一般包括认知阶段、认同阶段和（ ）。 |
| [单选题]在上级的命令、法律的规定和公共利益发生矛盾的时候，以（ ）作为行政行为选择的原则。 |
| [单选题]专门行使行政权力和制定公共政策的系统是（ ）。 |
| [单选题]行政人员运用行政道德的技能，在行政伦理学中称为（ ）。 |
| [单选题]中国古代正义思想的主流可以说是（ ）。 |
| [单选题]行政荣誉按照（ ）来划分，可以分为职业荣誉、道德荣誉和行为荣誉。 |
| [单选题]法律规范和行政纪律规范的区别之一表现在（ ）。 |
| [单选题]求真务实最后的落脚点是：（ ） |
| [单选题]对于行政伦理关系来说，首要的原则是（ ）。 |
| [单选题]公共行政中的最基本和最重要的原则性理念是（ ）。 |
| [单选题]行政伦理建设的基础和核心是（ ）。 |
| [单选题]中国古代认为为官从政的基础性道德是（ ）。 |
| [单选题]现阶段，我国行政人员最基本的行政伦理要求是：（ ） |
| [单选题]在行政作风的养成过程中，道德修养能否成功达标的关键阶段是（ ）。 |
| [单选题]管理行政的人性假设是（ ）。 |
| [单选题]行政人员在行政管理活动中的最基本宗旨是（ ）。 |
| [单选题]行政人员在塑造理想人格的学习过程中，最重要的是（ ）。 |
| [单选题]思想政治工作的“重中之重”是（ ）。 |
| [单选题]探寻行政伦理规范的制定依据，实际上是对行政人员（ ）本质的追寻。 |
| [单选题]严格意义上的行政责任体系出现在下列各社会治理模式选项的（ ）中。 |
| [单选题]行政荣誉的实质是责任，意味着同类职务同类工作同等任务条件下（ ）的道德期望。 |
| [理解题]阅读理解：阅读短文, 从A、B、C三个选项中选出一个正确答案。
How to Adapt to Change in the Workplace?
If there’s one word that captures the essence of what is occurring in the world today, it’s “change.” Downsizing, reorganizing, and cutting costs, are now the norm for survival. No industry is exempt. Even the most conservative institutions are undergoing significant change just to survive.
Change management has always been an issue of debate amongst scholars: how can employers create suitable conditions for a successful change process? And what can employees do to get through it?
Tips for dealing with change in the workplace.
Make yourself aware that change happens: it happens in personal life, it happens in your professional life. You cannot live in the past, so denying that change could occur only makes things more complicated for you.
Stay alert in the workplace: know what is happening around you. When you come across clues that hint change is on the way, acknowledge them!
Maintain open communication channels: Don’t lay back and expect things to pass you by smoothly. You need to get acquainted with the occurring changes. Seek more details from your management and peers to form an accurate understanding of the matter. Be transparent and lonest about your fears: dealing with the unknown is often resented and daunting. Make the picture as clear as you can.
Assess yourself: Change is a time when one’s confidence about one’s skills and capabilities gets shaky. Recognize your strengths and where you could bring them into play. At the same time, stay aware of your developmental areas and work on improving those.
Don’t be stiff: It will make the change process much harder if you are rigid. Be flexible enough to look at the different angles of the change and see where you could apply your “existing” skills and knowledge, and what new skills you need to acquire.
Stay optimistic: Keep a positive attitude and don’t let yourself drown in uncertainty. Involve yourself in the new process; locate yourself properly in the new scenario. Adjust!
“You can’t get to the top of Everest by jumping up the mountain. You get to the mountaintop by taking incremental steps. Step by step, you get to the goal” says Robin Sharma, one of the world’s most-sought-after leadership and personal success experts. |
| [理解题]阅读理解：根据文章内容，完成选择题。
A Teamwork Game
A team of about 35 employees had come together for a team building event. They were a young, bright and enthusiastic team. However, one of their chief problems was the fact that they wouldn't share information or solutions with each other, and the team leader thought they were too focused on themselves and not on the team. As a result, she brought them all into the cafeteria. All of the tables and chairs had been stored away, and fun decorations and hundreds of different colored balloons had been placed around the room.
In the center of the room was a big box of balloons that hadn't been blown up yet. The team leader instructed everybody to pick a balloon, blow it up, and write their name on it, but they had to be careful not to burst the balloon.
Although they were given a second chance if their first balloon popped, they were out of the game the second time round. In the end, about 30 team members wrote their names without their balloons popping. They were then asked to leave the room and, after five minutes, the team leader brought them back in and asked them to find the balloon with their name on it amongst the hundreds of other balloons in the room. After 15 minutes of searching, no one had found their balloon, and the team were told that they were then going to move on to the third round of the activity.
In this round, each team member was instructed to find any balloon with a name on it and then give that balloon to the person whose name was on it. Within two minutes, everybody had their own balloon. The team leader summarized the activity thus: “We are much more efficient when we are willing to share with each other and much better at problem solving when we are working together, not individually.”
Sometimes, members of teams create obstacles by focusing solely on their own pursuits and goals. Every member of the team should ask themselves on a regular basis what they are doing and what they can do for the team. |
| [理解题]阅读理解：阅读短文, 从A、B、C三个选项中选出一个正确答案。
How to Handle a Bad Performance Review?
Getting a bad performance review can make you feel angry, unappreciated, defeated, and hopeless. But it’s not the end of the world. Remember that the way you respond to this appraisal can make all the difference in the next one. Even if you believe that the review is inaccurate and that your boss is completely wrong, you will benefit by reacting in a mature, adult manner. Here are some suggestions:
Stay calm. Relax. Breathe. Do not overreact and be objective. Especially, do not say things that will likely be regretted later. Besides, the person giving the performance review mayor may not be the one who has written the bad review.
What to Do When Receiving a Bad Performance Review
It’s best to listen attentively. And make comments or remarks only when asked for them. Besides, during the performance review, you will be given the chance to respond and may disagree.
What to Do After Receiving a Bad Performance Review
Don’t be intimidated by the bad performance review and want to quit the job; instead, learn from it. Also, if the organization allows their employees to make a written statement on their own behalf, do make one. It is important for the worker to show why she does not agree with the bad performance review; for instance, an employee may express their different understanding and, at the same time, a willingness to comply with any constructive suggestions.
Ways to Improve a Bad Performance Review
A way to improve a bad performance review is to set self-reviews, that is, establish performance standards. Another way to improve a bad review is to learn more about what the manager, supervisor, or boss wants or expects from his / her employees. Learning what it was that caused a bad performance review helps improve professional growth and encourages as well as motivates the worker to do better in order to receive a good review next time. |
| [理解题]判断对错：根据短文内容判断给出的语句是否正确, 正确的选“T”, 错误的选“F”。
Jack Welch Leading Organizational Change at GE
When Jack Welch, the Chairman and CEO at General Electric (GE) retired in 2001, he could look back at a very successful career. He became CEO in 1981 at the age of 45. At that time, GE had a very complex organizational structure with considerably bureaucratic rules.
One of his first changes was to initiate a strategy formulation process with the guideline that each of the businesses should be number 1 or 2 in their respective areas. If this was not the case, managers had the options of fixing the problem, selling their particular business, or closing it. In an effort to streamline the organization, Welch removed the sector level and eliminated thousands of salaried and hourly employee positions.
The restructuring was followed by changing the organizational culture and the managerial styles of GE’ s managers. One such program was the Work-Out(群策群力). Groups of managers were assembled to share their views openly in three-day sessions. At the beginning of the meetings, the superior presented the challenges for his or her organizational unit. Then the superior had to leave, requesting the groups to find solutions to the problems. Facilitators(会议主持人) helped these discussions. On the last day, the superior was presented with proposed solutions. He or she then had three choices: to accept the proposal, not to accept it, or to collect more information. This process put great pressure on the superior to make decisions.
Another program to improve effectiveness and efficiency was Best Practices. The aim was to learn from other companies how they obtained customer satisfaction, how they related to their suppliers, and in what ways they developed new products. This helped the GE people to focus on the processes in their operations that would improve the company’s performance.
Jack Welch was personally involved in developing managers at GE’ s training center in Crotonville. Leaders, Welch suggested, are not only those who achieve results but also those who share the values of the company. |
| [理解题]根据文章内容，判断正误。
The Right Way to Motivate Employees
It's important for a CEO to be passionate and enthusiastic, but there's a line of professionalism that must always be maintained.
According to a report from the technology website Venture Beat, PayPal CEO David Marcus wrote a critical letter to his employees blaming them for not using PayPal products and encouraging them to leave if they didn't have the passion to use the products they work for.
According to the website, part of the leaked letter reads:
“It's been brought to my attention that when testing paying with mobile at Cafe 17 last week, some of you refused to install the PayPal app, and others didn't even remember their PayPal passwords. That's unacceptable to me, and the rest of my team, everyone at PayPal should use our products where available. That's the only way we can make them better, and better.”
“In closing, if you are one of the folks who refused to install the PayPal app or if you can't remember your PayPal password, do yourself a favor, go and find something that will connect with your heart and mind elsewhere.”
While not obvious at first, the letter reveals a problem of morale and culture at PayPal. As an executive, you certainly want your employees to use and promote your products. However, when faced with a situation where staff isn't embracing what they make, you need to investigate the root of the problem -- not threaten.
When faced with internal problems, good executives start by asking “why”. They reach out to their executive team first and then to the entire staff to find the root of a problem and how to fix it. Sending out a one-sided note about the problem is not leading, it's retreating.
Leadership starts by listening. Good executives need to get out among the staff and ask questions and listen without judgment or reaction. The fact that company employees are not embracing and using its products is a failure of leadership that Marcus needs to address by self-reflection. At the end of the day, if his employees have to be forced to use the app, how can he expect consumers to want to willingly pay to use it? Marcus should have focused on three questions:
• Why are you not using the app?
• What is it that we can do to ensure you use our app?
• What do you need from me?
操作提示：正确选T，错误选F。 |
| [理解题]判断对错：根据短文内容判断给出的语句是否正确, 正确的选“T”, 错误的选“F”。
Create a Positive Workplace Culture
In competitive markets, leaders are under increased pressure to maintain a positive work culture. A positive work culture cultivates greater employee satisfaction; greater employee satisfaction contributes to higher performance; higher performance impacts improved client outcomes; improved client outcomes contribute to service excellence.
Positive work cultures are built over time and need constant attention. Such cultures are dependent on leadership vision and values.
An effective leader sets the tone for the team, encourages a positive workplace culture and is able to bring about cultural change.
Workplace culture is made up of the shared attitudes, beliefs, behaviors, values and expectations that influence the way people work in the workplace. It is “the way we do things around here”.
Some cultural aspects are understood by all and, are obvious such as turning up for wok on time, while others may be "unwritten rules" that are not so obvious for example how personal issues are resolved with work colleagues.
Many factors that influence whether a workplace has a positive outlook are within the control of people who work in a workplace. There are also factors out of their control, such as slumps in global prices or a change in demand and supply. The company can, however, control how they respond to these factors.
Those companies that do create positive workplace environments develop a reputation in their community as being “good to work for” and have a competitive edge. Not only are these companies more able to attract and retain people, they tend to be more stable as they proactively deal with issues and adapt to change.
Teams work best when they are clear about what is expected of them. They are more able to deal with difficult issues if they feel the values of the organization are supportive of them.
For a workplace culture to be positive, the direction and actions of the business must be consistent with the core values of the people in the workplace. The people must trust each other and be able to openly express and exchange ideas.
Working through these steps will help with developing a positive business culture. |
| [问答题]根据要求写作文：以"My Dream Job"为题，写一篇不少于120词的作文。 |
