if sustainable competitive完型答案
If sustainable competitive advantage depends on work force skills,American firms have a problem.Human-resource management is not traditionally en as__1__to the competitive survival of the firm in the United States.Labor is simply another factor of production to be hired or__2__at the lowest possible cost—much__3__one buys raw materials or equipment.
The lack of importance___4___to human resource management can be en in the corporation hierarchy.In an American firm the chief financial officer is almost always cond__5___command.The__6__of head of human-resource management is usually a specialized job,off at the edge of the corporate hierarchy.The executive who___7___it is never consulted on major strategic decisions and has no chance to___8___to Chief Executive Officer(CEO).___9___,in Japan the head of human-resource management is central—usually the cond most important executive,after the CEO,in the firm's___10___.
As a___11___,problems___12___when new breakthrough technologies arrive.If American
workers,for example,take much longer to learn___13___to operate new flexible manufacturing stations than workers on Germany(as they do),the effective cost of tho stations is___14___in Germany than it is in the United States.More time is required before equipment is up and running at capacity,and the need for___15___retraining___16___costs and creates bottlenecks that___17___the speed with___18___new equipment can be employed.The result is a slower pace of technological___19___.And in the end the skills of the bottom half of the population___20___the wages of the top half.If the bottom half can't effectively staff the process that have to be operated,the management and professional jobs that go with the process will disappear.
1.[A]necessary[B]dispensable[C]central[D]understandable
2.[A]rented[B]acquired[C]required[D]got
3.[A]like[B]that[C]as[D]while
4.[A]compared[B]attached[C]detached[D]entitled
5.[A]in[B]on[C]through[D]by
6.[A]responsibility[B]personality[C]importance[D]post
7.[A]supervis[B]holds[C]manages[D]brings
8.[A]pick up[B]start up[C]put up[D]move up
9.[A]Furthermore[B]Similarly[C]Although[D]However
10.[A]hierarchy[B]post[C]position[D]management
11.[A]matter[B]fact[C]result[D]ca
12.[A]invent[B]emerge[C]perform[D]expo
13.[A]how[B]what[C]where[D]whom
14.[A]fewer[B]higher[C]littler[D]lower
15.[A]extensive[B]intensive[C]excessive[D]decisive
16.[A]produces[B]generates[C]manufactures[D]grows
17.[A]promote[B]limit[C]confine[D]accelerate
18.[A]which[B]that[C]where[D]whom
19.[A]innovation[B]recession[C]progression[D]adaptation
完形填空答案：
1-5 CACBA 6-10 DBDDA
11-15 CBADA 16-19 BBAA
解析
这是一篇论述美国企业的人力资源管理的社科类议论文。
文章的首句首先提出了一个鲜明的问题——If sustainable competitive advantage depends on work force skills,American firms have a problem.(如果可持续的竞争优势依赖于员工的
技能的话，美国的企业是有问题的。)这一点就是此篇议论文的核心观点，其实也就是本文的主题。
把握了这个主题，就不难了解文章后面的分述部分一定是围绕着对美国企业不重视员工、轻视人力资源管理问题展开的深入探讨和批评，即主线决定全文。
