The school which blames globalization thinks ______.A．trade influences middling wages positivelyB．the labor market becomes more denseC．technology decreases workers' wages at onceD．the reason of capital's rewards outpacing those of labor is uncertain

Rising wages -- together with currency fluctuations and high fuel costs -- are eating away the once-formidable"China price" advantage, prompting thousands of factory owners to flee the Pearl River Delta. Much has been written about the more than doubling of wages at the Shenzhen factory of Foxconn, the world's largest electronics contract manufacturer, which produces Apple iPhones and iPads and employs 920,000 people in China alone."One can talk about a world pre- and post- Foxconn," says Victor Fung, chairman of Li & Fung, the world's biggest sourcing company and a supplier of Wal-Mart. "Foxconn is as important as that."
Foxconn's wage increases are only the most dramatic. Our analysis suggests that, since February, minimum wages have climbed more than 20 percent in 20 Chinese regions and up to 30 percent in some, including Sichuan. At a Guangdong Province factory supplying Honda, wages have risen an astonishing 47 percent. All this is bad news for companies operating in the world's manufacturing hub, and chief executives should assume that double-digit annual rises -- if not on the scale witnessed this year -- are here to stay.
Looked at another way, however, wage inflation provides companies with a once-in-a-generation opportunity to rethink radically the way they approach global production -- and they should do so sooner rather than later.
Why the urgency? After all, wage hikes in China are nothing new. Since 1990, they have risen by an average of 13 percent a year in U.S. dollar terms and 19 percent annually in the past five years.
There are two big reasons the situation is different now. The first has to do with productivity.
Over the past 20 years, productivity increases have broadly matched wage increase, negating their impact. The pay rises came from a very low base, so while average wages grew 19 percent a year from 2005 to 2010, this amounted to only ￥260 a month per employee, a sum that could be offset by more efficient production or switching to cheaper sources of parts and materials.
If labor costs continue, however, to increase at 19 percent a year for another five years,monthly wages would grew ￥623 per month, according to BCG estimates. Such an increase would ripple through the economy in the form of higher prices for components, business services, cargo-handling and office staff.
The second reason relates to societal change. Until now, if has been easy to lure a seemingly unlimited number of young, low-wage workers to the richer coastal regions and house them cheaply in dormitories until they saved enough to return home to their families in the interior provinces. In the future, though, young workers will be harder to recruit. This is partly because there will be fewer of them: Largely because of the country's one-child policy, the number of Chinese aged 15 to 29 will start declining in 2011. Moreover, with living standards rising across China, fewer of today's rural youth will want to go to coastal regions to toil for 60 hours a week on an assembly line and live in a cramped dormitory.
So what can CEOs do in this fast-changing environment? An instinctive reaction is to search for cheaper labor elsewhere. But this is short-sighted and would provide -- at best -- a short-term fix. Another option is to stay in China and try to squeeze out greater productivity gains.
In Paragraph 5, the author discusses that （　）.

A.if labor costs continue to grow, it would ripple through the economy
B.average wages grow 19 percent from 2005 to 2010
C.foreign enterprises should switch their manufacturing to cheaper sources
D.the wage rises over the past 2 decades could be offset by rising production

Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.
In the author's view,noncompetes should be_____

A.unconditionally abolished for workers
B.specifically reserved for high talents
C.strictly limited to high-tech industries
D.only banned for those taking first jobs

American farmers have been complaining of labor shortages for several years now.Given a multi-year decline in illegal immigration,and a similarly sustained pickup in the U.S.job market,the complaints are unlikely to stop without an overhaul of immigration rules for farm workers.Efforts to create a more straightforward agricultural-workers visa that would enable foreign workers to stay longer in the U.S.and change jobs within the industry have so far failed in Congress.If this doesn’t change,American businesses,communities and consumers will be the losers.Perhaps half of U.S.farm laborers are undocumented immigrants.As fewer such workers enter the U.S.,the characteristics of the agricultural workforce are changing.Today’s farm laborers,while still predominantly born in Mexico,are more likely to be settled,rather than migrating,and more likely to be married than single.They are also aging.At the start of this century,about one-third of crop workers were over the age of 35.Now,more than half are.And crop picking is hard on older bodies.One oft-debated cure for this labor shortage remains as implausible as it has been all along:Native U.S.workers won’t be returning to the farm.In a study published in 2013,economist Michael Clemens analyzed 15 years of data on North Carolina’s farm-labor market and concluded,“There is virtually no supply of native manual farm laborers”in the state.This was true even in the depths of a severe recession.Mechanization is not the answer either—not yet at least.Production of corn,cotton,rice,soybeans and wheat have been largely mechanized,but many high-value,labor-intensive crops,such as strawberries,need labor.Even dairy farms,where robots currently do only a small share of milking,have a long way to go before they are automated.As a result,farms have grown increasingly reliant on temporary guest workers using the H-2A visa to fill the gaps in the agricultural workforce.Starting around 2012,requests for the visas rose sharply;from 2011 to 2016 the number of visas issued more than doubled.The H-2A visa has no numerical cap,unlike the H-2B visa for nonagricultural work,which is limited to 66,000 annually.Even so,employers frequently complain that they aren’t allotted all the workers they need.The process is cumbersome,expensive and unreliable.One survey found that bureaucratic delays led H-2A workers to arrive on the job an average of 22 days late.And the shortage is compounded by federal immigration raids,which remove some workers and drive otherunderground.Petitioning each year for laborers—and hoping the government provides enough,and that they arrive on time—is no way to run a business.In a 2012 survey by the California Farm Bureau,71 percent of tree-fruit growers and nearly 80 percent of raisin and berry growers said they were short of labor.Some western growers have responded by movingoperations to Mexico.Without reliable access to a reliable workforce,more growers will be tempted to move south.According to a report by the Partnership for a New American Economy,Americans are consuming more fresh produce,which is good.But a rising share of it is grown elsewhere.In 1998-2000,14.5 percent of the fruit Americans consumed was imported.Little more than a decade later,the share of imported fruit had increased to 25.8 percent.Rural U.S.communities that might have benefited didn’t.In effect,the U.S.can import food or it can import the workers who pick it.The U.S.needs a simpler,streamlined,multi-year visa for agricultural workers,accompanied by measures to guard against exploitation and a viable path to U.S.residency for workers who meet the requirements.Otherwise growers will continue to struggle with shortages and uncertainty,and the country as a whole will lose out.
　　Agriculture employers complain about the H-2A visa for its____?《》（）

A.slow granting procedures.
B.limit on duration of stay.
C.tightened requirements.
D.control of annual admissions.

资料：“Our cars are for people who want something different.”
This has been the slogan for over 50 years of Suprema Cars, a manufacturer of an English sports car. The car is mostly handmade in the company's factory in northern England. Suprema Car produces approximately 500 cars a year. About 5 years ago, the company began to lose sales and market share, and in the last two years, it has made a loss.
Recently, there have been problems with the labor force. The factory workers have demand higher wages and better working conditions. They are also unhappy because the management is insisting that they increase production, but the workers think this will have a bad effect on the quality of the cars.
The company still has many loyal customers. People buy Suprema sports cars because they are handmade and have an image of quality and craftsmanship.

Which of the following is NOT a problem that Suprema Cars is facing?

A.Customers’ distrust of products.
B.A financial loss.
C.Unhappy workers.
D.Loss on sales and market share.

According to this article，which statement is true？( )

A.The demand of labor is more than the supply of labor
B.The demand of labor is less than the supply of labor
C.The demand of labor is equal to the supply of labor
D.The author is not clear about the relation between the demand of labor and the supply of labor

Rising wages -- together with currency fluctuations and high fuel costs -- are eating away the once-formidable"China price" advantage, prompting thousands of factory owners to flee the Pearl River Delta. Much has been written about the more than doubling of wages at the Shenzhen factory of Foxconn, the world's largest electronics contract manufacturer, which produces Apple iPhones and iPads and employs 920,000 people in China alone."One can talk about a world pre- and post- Foxconn," says Victor Fung, chairman of Li & Fung, the world's biggest sourcing company and a supplier of Wal-Mart. "Foxconn is as important as that."
Foxconn's wage increases are only the most dramatic. Our analysis suggests that, since February, minimum wages have climbed more than 20 percent in 20 Chinese regions and up to 30 percent in some, including Sichuan. At a Guangdong Province factory supplying Honda, wages have risen an astonishing 47 percent. All this is bad news for companies operating in the world's manufacturing hub, and chief executives should assume that double-digit annual rises -- if not on the scale witnessed this year -- are here to stay.
Looked at another way, however, wage inflation provides companies with a once-in-a-generation opportunity to rethink radically the way they approach global production -- and they should do so sooner rather than later.
Why the urgency? After all, wage hikes in China are nothing new. Since 1990, they have risen by an average of 13 percent a year in U.S. dollar terms and 19 percent annually in the past five years.
There are two big reasons the situation is different now. The first has to do with productivity.
Over the past 20 years, productivity increases have broadly matched wage increase, negating their impact. The pay rises came from a very low base, so while average wages grew 19 percent a year from 2005 to 2010, this amounted to only ￥260 a month per employee, a sum that could be offset by more efficient production or switching to cheaper sources of parts and materials.
If labor costs continue, however, to increase at 19 percent a year for another five years,monthly wages would grew ￥623 per month, according to BCG estimates. Such an increase would ripple through the economy in the form of higher prices for components, business services, cargo-handling and office staff.
The second reason relates to societal change. Until now, if has been easy to lure a seemingly unlimited number of young, low-wage workers to the richer coastal regions and house them cheaply in dormitories until they saved enough to return home to their families in the interior provinces. In the future, though, young workers will be harder to recruit. This is partly because there will be fewer of them: Largely because of the country's one-child policy, the number of Chinese aged 15 to 29 will start declining in 2011. Moreover, with living standards rising across China, fewer of today's rural youth will want to go to coastal regions to toil for 60 hours a week on an assembly line and live in a cramped dormitory.
So what can CEOs do in this fast-changing environment? An instinctive reaction is to search for cheaper labor elsewhere. But this is short-sighted and would provide -- at best -- a short-term fix. Another option is to stay in China and try to squeeze out greater productivity gains.
Which of the following would be the best title for text? （　）

A.Rising Cost, A Pain in the Neck
B.The Irreversible Wage inflation
C.To Rethink Global Production Plans
D.As Wages Rise, Time to Leave China

Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.
Concerning departing employees,it Js wise for leaders to_____.

A.treat them like a traitor
B.respect their choice willingly
C.take legal actions against them
D.manage to persuade them to stay

American farmers have been complaining of labor shortages for several years now.Given a multi-year decline in illegal immigration,and a similarly sustained pickup in the U.S.job market,the complaints are unlikely to stop without an overhaul of immigration rules for farm workers.Efforts to create a more straightforward agricultural-workers visa that would enable foreign workers to stay longer in the U.S.and change jobs within the industry have so far failed in Congress.If this doesn’t change,American businesses,communities and consumers will be the losers.Perhaps half of U.S.farm laborers are undocumented immigrants.As fewer such workers enter the U.S.,the characteristics of the agricultural workforce are changing.Today’s farm laborers,while still predominantly born in Mexico,are more likely to be settled,rather than migrating,and more likely to be married than single.They are also aging.At the start of this century,about one-third of crop workers were over the age of 35.Now,more than half are.And crop picking is hard on older bodies.One oft-debated cure for this labor shortage remains as implausible as it has been all along:Native U.S.workers won’t be returning to the farm.In a study published in 2013,economist Michael Clemens analyzed 15 years of data on North Carolina’s farm-labor market and concluded,“There is virtually no supply of native manual farm laborers”in the state.This was true even in the depths of a severe recession.Mechanization is not the answer either—not yet at least.Production of corn,cotton,rice,soybeans and wheat have been largely mechanized,but many high-value,labor-intensive crops,such as strawberries,need labor.Even dairy farms,where robots currently do only a small share of milking,have a long way to go before they are automated.As a result,farms have grown increasingly reliant on temporary guest workers using the H-2A visa to fill the gaps in the agricultural workforce.Starting around 2012,requests for the visas rose sharply;from 2011 to 2016 the number of visas issued more than doubled.The H-2A visa has no numerical cap,unlike the H-2B visa for nonagricultural work,which is limited to 66,000 annually.Even so,employers frequently complain that they aren’t allotted all the workers they need.The process is cumbersome,expensive and unreliable.One survey found that bureaucratic delays led H-2A workers to arrive on the job an average of 22 days late.And the shortage is compounded by federal immigration raids,which remove some workers and drive otherunderground.Petitioning each year for laborers—and hoping the government provides enough,and that they arrive on time—is no way to run a business.In a 2012 survey by the California Farm Bureau,71 percent of tree-fruit growers and nearly 80 percent of raisin and berry growers said they were short of labor.Some western growers have responded by movingoperations to Mexico.Without reliable access to a reliable workforce,more growers will be tempted to move south.According to a report by the Partnership for a New American Economy,Americans are consuming more fresh produce,which is good.But a rising share of it is grown elsewhere.In 1998-2000,14.5 percent of the fruit Americans consumed was imported.Little more than a decade later,the share of imported fruit had increased to 25.8 percent.Rural U.S.communities that might have benefited didn’t.In effect,the U.S.can import food or it can import the workers who pick it.The U.S.needs a simpler,streamlined,multi-year visa for agricultural workers,accompanied by measures to guard against exploitation and a viable path to U.S.residency for workers who meet the requirements.Otherwise growers will continue to struggle with shortages and uncertainty,and the country as a whole will lose out.
　　Which of the following could be the best title for this text?《》（）

A.US Agriculture in Decline.
B.Import Food or Labor?
C.America Saved by Mexico?
D.Manpower vs.Automation?

Text l Americans,we are told,believe in competition.But a shockingly large number of workers-30 million-are shackled by what are called"noncompetes,"which are agreements forbidding employees to leave their job to work for a competitor or to start their own competing business.And the number is growing fast.Once reserved for a corporation's most treasured rainmakers,noncompetes are now routinely applied to low-wage workers like warehouse employees,fast-food workers and even dog sitters.Like other anti-competitive practices,they poison our economy in larger,less perceptible ways.A report from the Treasury Department suggests that noncompetes should be banned for all employees,regardless of skill,industry or wage;they simply do more harm than good.Because laws governing noncompetes vary from state to state,we can analyze the effects of these kinds of contracts on wages,competition and labor mobility.The evidence shows wages in states that enforce noncompetes are 10 percent lower than in states that restrict their use.The Treasury Department concluded in its recent report that"by reducing workers'job options,noncompete agreements force workers to accept lower wages in their current jobs,and may sometimes induce workers to leave their occupations entirely,forgoing accumulated human capital."Workers shackled by noncompetes cannot rely on outside offers and free-market competition to fairly value their talents.Without incentives to increase wages in-house,companies can allow salaries to plateau.California and Massachusetts offer a case study within the high-tech industry.California strictly voids all noncompete agreements.Massachusetts,like most other states,enforces noncompetes.Both states enjoyed an early boom within the high-tech market,but California's Silicon Valley has continued growing,while Massachusetts has sputtered.In Massachusetts the enforcement of those agreements kept out new businesses by preventing people most likely to start new businesses-experienced former employees-from staying in the region.Meanwhile,in Silicon Valley,entrepreneurial activity flourished;thanks to California's refusal to enforce all noncompetes（including those from other jurisdictions）,it remains the tech center of the world.The best companies already realize the damaging effect of post-employment restrictions.Companies with little turnover risk becoming stagnant and short-sighted.In fact,relying on noncompetes rather than active recruitment and retention creates a market for lemons-a business will end up with employees who stay despite their unhappiness.Smart leaders treat departing employees as alumni,rather than sour exes in a divorce.But too many other employers have become increasingly inclined to bring disagreements with their former employees to court,relying on noncompetes rather than positive incentives to retain the best talent and reduce the competition.The liberty to move in the job market not only supports workers'choice,equality and wage growth but also creates the competition that catalyzes entrepreneurship,innovation and overall economic growth.If we want a healthy and free market,we should not shackle workers to the first business that offers them a job.Let them compete.
According to Paragraph 3,non-compete agreements

A.close down workers'job options
B.weaken workers'bargain power on wage
C.dissuade workers from staying
D.disrespect workers'potentials

共用题干
The Worker 's Role in Management
Traditionally,it has been the workers'role to work and management's role to manage.Managers have planned and directed the firm's operations with little thought of consulting the labor force.Managers have rarely felt compelled（被迫的）to obtain the workers ' opinions or to explain their decisions to their employees.At most,companies have provided"suggestion boxes"in which workers could place ideas for improving procedures.In recent years,however,many management specialists have been arguing that workers are more than sellers of labor-they have a vital stake in the company and may be able to make significant contributions to its management.Furthermore,major company decisions profoundly affect workers and their dependents.This is
particularly true of plant closings,which may put thousands on the unemployment lines.Should workers, then,play a stronger role in management?
Workers should have a role in management.At the very least,the labor force should be informed of major policy decisions(A common complaint among rank-and-file workers is the lack of information about company policies and actions).Between 1980 and 1985 about five million workers were the victims of plant closings and permanent layoffs（失业）,often with no warning.At least 90 days'notice ought to be given in such instances so that workers have time to adjust.Management should consult workers before closing a plant,because the workers might be able to suggest ways of improving productivity and reducing costs and might be willing to make concessions that will help keep the plant operating.
It should become a general practice to include workers in some managerial decision making.There ought to be representatives of the workers on the firm's board of directors or other major policymaking groups.If rank-and-file workers are given a voice in the planning and management of the work flow,they will help to make improvements,their morale will rise,and their productivity will increase.As a further incentive,they must be given a share in the company's profits.This can be done through employee stock-ownership plans,bonuses,or rewards for efficiency and productivity.Finally,when a plant can no longer operate at a profit,the workers should be given the opportunity to purchase the plant and run it themselves.

It can be inferred from Paragraph 1 that managers______.
A:seldom obtained workers'opinions
B:were not qualified
C:disliked"suggestion boxes"
D:never consulted the labor force

According to this article，which statement is true？( )

A.The demand of labor is more than the supply of labor.
B.The demand of labor is less than the supply of labor.
C.The demand of labor is equal to the supply of labor.
D.The author is not clear about the relation between the demand of labor and the supply of labor.