2022年6月英語六級真題聽力第一套（6）
當提及六級聽力時，尤其是英語六級真題聽力，我們不禁會想起那些考驗英語學習者聽力理解能力的挑戰(zhàn)。作為英語六級考試的重要組成部分，六級聽力部分不僅要求考生能夠捕捉和識別出基本的語言信息，更需要他們在有限的時間內對復雜的語境進行準確理解，并快速作出反應。小編為大家整理了2022年6月英語六級真題聽力第一套Recording 2的內容，希望能對您有所幫助！
英文原文
Recording 2
錄音2
There are probably teams you've worked with that you never want to work with again. But there must have also been other teams that you would prize reuniting with professionally. In other words, your team had vitality. Vitality comes about when the ties people form with their fellow team members are such that they stay connected even after the team breaks up. What characteristics of a team make its members more likely to stay in contact despite no longer working together?
你可能與一些團隊共事過，但再也不想與他們合作了。但肯定也有其他團隊，你希望能在職業(yè)上與他們重新合作。換句話說，你的團隊有活力。當團隊成員之間建立的聯(lián)系使得他們在團隊解散后仍然保持聯(lián)系時，活力就會產生。一個團隊有哪些特點使其成員在不再一起工作后更有可能保持聯(lián)系？
This question has been answered recently in a study published in a business journal. One of the two key factors the research team discovered is sameness. Specifically, sharing the same gender or ethnic origin. The more members of a team share similar demographics, the more inclined they'll be to remain associates long after the team has served its purpose. After ties are established, similarity strengthens them. As a result, they regard these individuals with greater trust and mutual understanding, which motivates them to seek further opportunities for collaboration. In effect, people tend to create stronger and longer lasting connections with similar others.
這個問題最近在一份商業(yè)期刊上發(fā)表的一項研究中得到了回答。研究團隊發(fā)現的兩個關鍵因素之一是相似性。具體來說，就是擁有相同的性別或種族背景。一個團隊的成員在人口統(tǒng)計特征上越相似，他們在團隊完成使命后就越傾向于保持聯(lián)系。在建立聯(lián)系之后，相似性會加強這些聯(lián)系。因此，他們會對這些個體產生更大的信任和相互理解，這促使他們尋求進一步的合作機會。實際上，人們傾向于與相似的人建立更強大、更持久的聯(lián)系。
Someone who looks and sounds different from us may have the resources we need to be more successful. Yet we find them to be significantly less credible simply because they are different. If you are a fierce advocate of workplace diversity, you'll no doubt be horrified by such a revelation.
那些看起來和聽起來與我們不同的人可能擁有我們成功所需的資源。然而，我們卻發(fā)現他們因為不同而顯得非常不可信。如果你是一個強烈主張職場多樣性的人，那么這樣的發(fā)現無疑會讓你感到震驚。
The second factor identified by the researchers is the quality of the relationships among the team members. The more they trust one another, share the same goals, and depend on each other for the achievement of those goals, the stronger their chances of maintaining their connections despite no longer working as one team. Teams with quality relationships have a shared belief that it is safe to take risks with each other and that members are obliged to share the workload and help out.
研究人員發(fā)現的第二個因素是團隊成員之間的關系質量。他們越信任彼此，分享相同的目標，并相互依賴以實現這些目標，他們在不再作為一個團隊工作時維持聯(lián)系的機會就越大。擁有高質量關系的團隊有一個共同的信念，即相互承擔風險是安全的，而且成員們有義務分擔工作負擔并提供幫助。
From personal experience, I can see both the truth and the inconsistency of such studies. The truth is some of my closest friendships were formed as a result of having worked together on teams, and I actively seek opportunities to work with them again. The inconsistency, though, is that I've never worked for a team more successful and cohesive than the one of which I remember right now, and yet the four of us have very little in common and are completely different demographically. So I'm unlikely to question the value of a diverse workforce.
從個人經驗來看，我可以看到這類研究的真實性和不一致性。真實的情況是，我的一些最親密的友誼是由于與團隊成員一起工作而形成的，我積極尋求再次與他們合作的機會。然而，不一致的是，我從來沒有為比我現在記得的更成功、更團結的團隊工作過，但我們四個人幾乎沒有共同點，在人口統(tǒng)計特征上完全不同。因此，我不太可能質疑多元化工作團隊的價值。
Questions 19 to 21 are based on the recording you have just heard.
問題19至21基于你剛才聽到的錄音。
Question 19: What does the speaker say about a team with vitality?
問題19：演講者對有活力的團隊有何評價？
Question 20: What do the researchers find out about members of a team?
問題20：研究人員對團隊成員有何發(fā)現？
Question 21: What do we learn about the team the speaker is currently working in?
問題21：我們了解到演講者目前所在團隊的什么情況？
