2019年12月大学英语四级阅读200篇第78篇：女性低估自身工作表

　　2019年12月大学英语四级阅读200篇汇总

　　Women Underestimate Their Performance on the Job

　　What do your co-workers think of your performance on the job?

　　If you're a woman, you're three times more likely than a man to answer that question wrong.

　　Women handicap themselves on the job by chronically underrating their standing with bosses and co-workers, says a new study slated for presentation next month to the Academy of Management's annual meeting. When asked to predict how they were rated by managers, direct and peers, women were significantly poorer at predicting others' ratings than men，says the study of 251 managers by Taylor of the University of New Mexico.

　　A lack of self-confidence isn't the problem. The women surveyed thought highly of themselves compared with men in the study. But the female simply believed others regarded them as far less competent than they actually did, on a wide range of social and emotional skills related to leadership, according to the study. The ratings encompassed a wide range of attributes, from communication and conflict management to trustworthiness and teamwork.

　　Overall, averaging all the ratings, the gap between prediction and reality was three times greater for women than for men."women are so accustomed to decades of being ‘disappeared’ or ignored, and to hearing histories of women whose contributions went unnoticed，that they assume these conditions exist to the same extent today," Dr. Taylor says.

　　A few companies, of course, have fair, transparent, performance-based compensation systems that eliminate gender inequities.

　　But at most employers，expecting to be devalued can exact a big toll. A friend of mine says she underestimated her standing at work for years and paid a high price in her paycheck. She started at a low-paid entry-level job at her company and advanced quickly up the ladder.But she didn't ask for a raise for several year, only to find out later that she was making 50% less than peers with similar or less experience.

　　"It came as a shock when I discovered how underpaid I was," she says. "I really shot myself in the foot by not being a self-promoter." The lesson: If your employer lacks a systematic comp policy, "you really have to self-promote and lobby for yourself if you care about your career or salary advancement," my friend says.

　　My male peers have pointed out my own blind spots in this regard. Years ago, when I first learned how much a female executive at my company was paid, I marveled, "Wow，that's a lot." The male colleague who told me roared with laughter. "You think that's a lot?" he asked me he asked me incredulously."That's half what men at her level make."

　　Readers, do you have trouble promoting yourselves? Do you see women around you undervaluing their contributions? Does your workplace have transparent, performance-based advancement or compensation systems that help eliminate gender inequities? Or do workers of both genders have to do a lot of self-promotion to get ahead?

　　女性低估自身事情表示

　　你的同事认为你的事情表示如何?

　　假如你是女性，那你答错这个问题的机率是男性的3倍。

　　将在打点学会(Academy of Management)下个月进行的年会上提交的一项新研究表白，女性习惯性地低估本身在老板和同事心目中的职位，从而阻碍了本身的事业成长。新墨西哥大学的泰勒对251名打点人员举办的研究发明，当被要求预测上司、直接率领和同事给本身的评分时，女性预测的精确度远远不如男性。

　　问题不在于缺乏自信。受观测者中，女性比男性对本身评价更高。但研究显示，她们就是以为本身与率领本领相关的浩瀚社会和感情技术被别人极大地低估了。评分包罗交换相同、处理惩罚斗嘴、可信度和团队相助等多方面的特质。

　　总体上看，将所有评分平均下来，女性的预测和现实之间的差距是男性的3倍。泰勒说，女性几十年来习惯了被忽视，老是听到有关女性的后果被忽略的陈年往事，因此她们觉得这些环境此刻依然如故。

　　虽然，一些公司拥有合理、透明、基于事情表示的嘉奖系统，消除了性别歧视。

　　但在大大都公司里，低估本身大概会支付很高的价钱。我的一位伴侣说，她多年来一直低估本身在事情中的职位，为此在薪资方面损失惨重。她在公司从低薪的人门级地位干起，升职很快。但她几年都没有要求加薪，后才发明资历跟她沟通或哺乳她的同事都挣得比她多一半。

　　她说，当我发明本身的薪水有多低时，的确太受惊了，我本身不去要求，这真是自作自受。我伴侣说，这件事的教导是假如你的店主没有系统的薪酬制度，那你要是体贴本身的事业或薪水上进，就得自力重生，替本身措辞。

　　我的一些男同事曾经指出我在这方面的盲点。多年前我首次得知公司里的女性打点人员的薪水时，我赞叹道，哇，真是太高了。汇报我这件事的男同事大笑起来。他猜疑地问，你真以为许多吗?这只是她谁人级此外男主管薪水的一半。

　　读者们，你在推销本身这方面碰着干涉题吗?你周围的女性有没有低估本身的成绩?你地址的公司是否有可辅佐消除性别歧视的透明的、基于事情表示的提升或薪资体系?抑或无论男女，员工都必需举办大量的自我推销才气乐成?

　　句型讲授

　　1.When asked to predict how they were rated by managers, direct reports and peers, women were significantly poorer at predicting others' ratings than men, says the study of 25 I managers by Scott Taylor of the University of New Mexico.

　　本句是一个复合句， says之前的身分充当says的宾语。主句是 women...than men. when asked...peers是独立主格布局，逻辑主语是后头的women。

　　语法重点宾语从句，独立主格布局

　　2.Women are so accustomed to decades of being "disappeared" or ignored, "and to hearing histories of women whose contributions went unnoticed, that they assume these conditions exist to the same extent today," Dr. Taylor says.

　　本句是-个复合句，主句是women are...when notice do个中whose引导限制性定语从句，修饰women。后头that引导功效状语从句，与前面的so相呼应。 assume后头是省略了引导词的宾语从句。

　　语法重点定语从句，功效状语从句，宾语从句

　　3.But she didn't ask for a raise for several years, only 10 find out later that she was making 50% less than peers with similar or less experience.

　　本句是一个复合句。only to find...experience不定式短语作功效状语。个中that引导宾语从句，作find out的宾语。

　　语法重点不定式短语作状语，宾语从句

　　4.The lesson: If your employer lacks a systematic comp policy, "you really have to self-promote and lobby for yourself if you care about your career or salary advancement." my friend says.

　　本句是一个复合句。冒号后头的内容是对lesson的表明说明。 my friend says前面的身分，充当says的宾语。两个if别离引导两个条件状语从句。

　　语法重点宾语从句，条件状语从句

　　2019年12月大学英语四级阅读200篇汇总