2013浙江省高考英语阅读理解详细解析(4)

stun [st n] vt. 使震惊；打昏；给以深刻的印象n.昏迷；打昏；惊倒；令人惊叹的事物

residential [,rezi'den l] adj. 住宅的；与居住有关的

buck [b k] n. （美）钱，元；雄鹿；纨绔子弟；年轻的印第安人或黑人

southeastern [,sauθ'i:st n] adj. 东南方的；朝东南的

rum [r m] adj. 古怪的；奇特的n. 朗姆酒

温暖海岛游：哪里的阳光最值钱？

在寒冬时节寻找一缕阳光？那就去阳光明媚的 加勒比海岛屿马斯蒂克岛(Mustique)吧。这座 小岛只有1英里宽、3英里长，但价格却着实 不菲，准确地说，每小时要花3,338.66美元。

图片：阳光最贵的度假胜地

为发现人们在哪些地方能享受到性价比最高的 阳光，房地产咨询公司莱坊(Knight Frank)对 全球14处气候温暖的度假胜地进行了盘点。 通过分析当地每日平均日照时间以及房地产黄 金地带四卧室房屋的平均房价，莱坊计算出了 该地全年每小时日照的花费。

马斯蒂克岛在每小时日照花费排行榜上高居榜 首，同样位于加勒比海的圣巴特岛(St. Barts) 和英属维京群岛(British Virgin Islands)分列第 二和第三。紧随其后的是非洲东南海岸附近的 毛里求斯(Mauritius)。

莱坊国际住宅部负责人帕迪 德林(Paddy Dring)说，加勒比海岛屿之所以能在榜单上名 列前茅，一个原因是由于可开发的土地越来越 少，从而将房地产价格越推越高。

23年前，琳达 马克思(Lynda Marks)和丈夫及 六个孩子在芝加哥登机前往马斯蒂克岛。抵达 时，有人为她奉上了一杯朗姆潘趣酒，在品酒 的同时还能360度地欣
赏沙滩和海洋的美景。 从此马克思上瘾了。现在她每年大概要去那里 四次。

她说：“远离阴霾灰暗去看那湛蓝的天空和那 些纯净的沙滩，简直是棒极了。那才是阳光真 正打动你的时候。”

Mustique Company Ltd.别墅服务经理戈登 欧 夫林(Gordon Overing)

浙江省专用,2013高考英语,阅读理解,详细解析

说，马斯蒂克岛共有约 100幢别墅，其中74幢可供出租。Mustique Company Ltd.是负责管理该岛运营的半政府 机构。

他说，旺季时，一般配有服务人员的三卧室别 墅每周价格在14,000至18,000美元不等。五 卧室或六卧室的别墅每周价格高达25,000美 元以上。

在美国，佛罗里达是战胜冬日阴霾的必去之 地，它在莱坊榜单上名列第12位，每小时日 照的价格为283.99美元。

4)Big companies aren't paying out 100% of their targeted bonus pools

If your bonus in 2011 seemed skimpy, get ready for a rerun. For the second year in a row, big companies aren't paying out 100% of their targeted bonus pools, according to a survey of employers by global compensation consulting giant Towers Watson.

That's partly on account of the still-sluggish economy, of course. For bonus plans that are pegged to a company's overall profitability, payouts won't go up until earnings do. But something else is going on as well: Plenty of big employers have raised the bar for bonus eligibility, and many more plan to do so in 2013. For workers who already feel overworked and underpaid, that's discouraging news.

Consider: Over the past 12 months, more than a third (34%) of U.S. companies Towers Watson polled set higher bonus targets for organizational financial performance, and 24% increased their targets for individual performance. The trend will pick up steam in the coming year. About 40% plan to raise company performance goals, and 30% will demand more of employees.

Asked to do more with less for the past four years, a whopping 76% of U.S. employees Towers Watson surveyed said stress levels where they work have soared to new and unhealthy heights.

Moreover, notes the Towers Watson 2012 Global Workforce Study, the combination of more pressure and ho-hum bonuses (or none at all) is making people increasingly cynical about the connection between achievement and pay. Most workers don't believe that producing better results will be rewarded. Only 36% of the 3, 600 U.S. employees in the study see a clear link between performance and pay, including incentive pay like bonuses. A slightly larger percentage (37%) see no link at all, and fewer than half (42%) think top performers in their companies are compensated accordingly.

Laura Sejen, global practice leader for rewards at Towers Watson, notes that despite the currently soft labor market, "most organizations are having as much trouble attracting and retaining critical-skill employees as they did during the economic expansion of 2002 to 2007." To keep those key employees and attract top talent from elsewhere, she adds, employers "have to get serious about the incongruence between what the company is asking" and how it rewards its employees.

One way to do that: Cut out annual
bonuses altogether. At least, that's the view of compensation expert Aubrey Daniels, whose firm Aubrey Daniels International has designed incent

浙江省专用,2013高考英语,阅读理解,详细解析

ive pay plans for Blue Cross Blue Shield, NASA, Westinghouse, and many others. The author of an intriguing book, Oops! 13 Management Practices That Waste Time &Money, Daniels believes handing out one bonus check at the end of the year is a mistake.

"Even when they're tied to individual performance, end-of-year bonuses can be ineffective because they're too far removed from the behavior they're rewarding, " Daniels says. Instead, he recommends paying out smaller, more frequent bonuses -- as he does at his own company, where he set up a monthly system of evaluation and rewards.

via: 财富中文重点词（10）

incentive [in'sentiv] n. 动机；刺激adj. 激励的；刺激的

evaluation [i,vælju'ei n] n. 评价；[审计] 评估；估价；求值

compensation [,k mpen'sei n] n. 补偿；报酬；赔偿金

compensate ['k mpenseit] vi. 补偿，赔偿；抵消vt. 补偿，赔偿；付报酬

soar [s :] vi. 高飞；高耸；往上飞舞n. 高飞；高涨

organizational [, :ɡ nai'zei n l, -ni'z-] adj. 组织的；编制的

achievement [ 't i:vm nt] n. 成就；完成；达到

intrigue [in'tri:ɡ, 'in-] n. 阴谋；诡计；复杂的事；私通vt. 用诡计取得；激起...的兴趣 vi. 私通；密谋

retain [ri'tein] vt. 保持；雇；记住
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