在英语四级备考的过程中，英语四级阅读是对学生深度理解、剖析和应用英文文本的考量，怎么样高效阅读英语文章，下面是我们给大伙推荐的“2024年6月英语四级考试阅读练习题：女人低估自己工作表现”，供考生阅读训练。
2024年6月英语四级考试阅读练习题：女人低估自己工作表现
Women Underestimate Their Performance on the Job
What do your co-workers think of your performance on the job?
If youre a woman, youre 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 Managements 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 isnt 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 didnt 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，thats a lot." The male colleague who told me roared with laughter. "You think thats a lot?" he asked me he asked me incredulously."Thats 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?
女人低估自己工作表现
你的同事觉得你的工作表现怎么样?
假如你是女人，那你答错这个问题的机率是男士的3倍。
将在管理掌握下个月举行的年会上提交的一项新研究表明，女人习惯性地低估自己在老板和同事心目中的地位，从而妨碍了我们的事业进步。新墨西哥大学的泰勒对251名管理职员进行的研究发现，当被需要预测上司、直接领导和同事给我们的评分时，女人预测的准确度远远不如男士。
问题不在于缺少自信。受调查者中，女人比男士对自己评价更高。但研究显示，她们就是感觉自己与领导能力有关的海量社会和情感技能被其他人很大地低估了。评分包含沟通交流、处置冲突、可信度和团队合作等多方面的特质。
大体上看，将所有评分平均下来，女人的预测和现实之间的差距是男士的3倍。泰勒说，女人几十年来习惯了被忽略，一直听到有关女人的成绩被忽视的陈年旧事，因此她们以为这类状况目前依旧如故。
当然，一些公司拥有公正、透明、基于工作表现的奖励系统，消除去性别歧视。
但在大部分公司里，低估自己或许会付出非常高的代价。我的一位朋友说，她多年来一直低估自己在工作中的地位，为此在薪酬方面损失极其严重。她在公司从低薪的人门级职位干起，升职非常快。但她几年都没需要涨薪，最后才发现资历跟她相同或哺乳她的同事都挣得比她多一半。
她说，当我发现我们的薪水有多低时，简直太吃惊了，我一个人不去需要，这真是自作自受。我朋友说，这件事的教训是：假如你的雇主没系统的薪资规范，那你如果关心我们的事业或薪水长进，就得自食其力，替自己说话。
我的一些男同事过去指出我在这方面的盲点。多年前我初次得知公司里的女人管理职员的薪水时，我惊叹道，哇，真是太高了。告诉我这件事的男同事大笑起来。他怀疑地问，你真感觉不少吗?这只不过她那个级别的男主管薪水的一半。
读者们，你在营销推广自己这方面遇见过问题吗?你周围的女人有没低估我们的收获?你所在的公司是不是有可帮助消除性别歧视的透明的、基于工作表现的晋升或薪酬体系?抑或无论男女，职员都需要进行很多的自我营销推广才能成功?
句型解说：
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之前的成分充当says的宾语。主句是 women...than men. when asked...peers是独立主格结构，逻辑主语是后面的women。
语法重点：宾语从句，独立主格结构
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其中whose引导限制性定语从句，修饰women。后面that引导结果状语从句，与前面的so相呼应。 assume后面是省略了引导词的宾语从句。
语法重点：定语从句，结果状语从句，宾语从句
3.But she didnt 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不定式短语作结果状语。其中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。冒号后面的内容是对lesson的讲解说明。 my friend says前面的成分，充当says的宾语。两个if分别引导两个条件状语从句。
语法重点：宾语从句，条件状语从句
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