2023年CATTI二级笔译综合能力真题解析Passage1：Part6

　　2023年CATTI二级笔译综合能力真题解析Passage1：Part6

　　CATTI考试，作为重要的翻译考试，也是比较有社会价值的英语能力证书。对于大家参加CATTI考试的同学，大家在实际的备考中，应该如何更好的来复习备考?为了让大家能够更全面的准备CATTI考试，新东方在线小编为大家整理了“2023年CATTI二级笔译综合能力真题解析Passage1：Part6”，让我们一起来学习备考吧!

　　Questions 81—90 are based on the following passage.

　　Every autumn, retailers hire large numbers of seasonal workers to handle the rush of holiday business. Then, after the new year kicks in, many of those temps typically rejoin the ranks of low-skilled job seekers, eager for work and often willing to accept meager pay. That cycle has long been good for the restaurant industry, with food preparation workers and servers receiving mean annual wages that were half those of the U.S. average, according to May 2017 U.S. Bureau of Labor Statistics data.

　　It may not work out that way in 2019. Fewer teens are in the workforce nowadays, reducing the number of job seekers for low-wage work and helping raise the pay rates needed to woo those who are. Also, minimum wage increases for lower-skilled workers at companies such as Amazon.com, Walmart, and Target are making it more difficult for restaurants to compete for talent, forcing them to try everything from social media campaigns to quarterly bonuses to entice applicants. "The last 18 to 24 months, it's been very competitive, no matter what time of year," says Bjorn Erland, vice president for people and experience at Yum! Brands Inc.'s Taco Bell chain. "I don't think it's going to ease up much just because the holidays are over."

　　Many franchisees, who do most fast-food hiring, are loath to raise wages, which must be off-set by higher menu prices. They count on ample pools of workers willing to accept modest pay. So the falloff in employment among postmillennials, those less than 22 years old, is particularly troublesome for restaurants that have depended on young workers since the days of soda jerks and carhops. Just 19 percent of 15- to 17-year-olds had jobs in 2018, compared with almost half in 1968, according to a Pew Research Center study published in November. It wasn't much better for 18- to 21-year-olds: In 2018, 58 percent had been employed in the previous year, down from 80 percent in 1968, Pew says.

　　That's making restaurants rethink how they recruit and retain young workers. Taco Bell has started holding "hiring parties" with free nacho fries to draw prospects. Tom Douglas, vice president for operations at Golden Gate Bell, which operates 80 Taco Bell locations in and around San Francisco, has gone further: He's started using software to connect with potential hires. The program sends prospects text messages with links to its career page, along with occasional food freebies to lure candidates. Golden Gate Bell, which employs about 1,800 and competes with Wendy's, McDonald's, and bigbox retailers for employees, also recently started a quarterly bonus program for hourly staff. "The traditional way of trying to hire folks just isn't working," says Douglas. "We're just trying to make ourselves a little bit different and stand out from the competitors."

　　Actions that increase employee retention are also getting a lot of attention in the high-turnover business. The White Castle hamburger chain is using an employee mobile app that allows hourly staff to swap shifts at the last minute when conflicts inevitably arise. And Sticky Fingers Ribhouse, an 11-store barbecue chain in South Carolina, is asking employees for their opinions. It recently surveyed staff about its new rib recipe, along with their happiness with its uniforms. "The younger labor market, they really want to feel connected to a brand," says Will Eadie, global vice president for strategy at WorkJam, which provides training and other digital labor services through a mobile app for clients including restaurants and retailers such as Target Corp. and Shell gas stations.

　　How desperate are fast-food operators to reach the right people? Instead of business cards, managers at Church's Chicken outlets in October started handing out recruiting cards that say, "We are looking for great talent like you!" The cards include phone numbers and emails for cook and cashier prospects to get in touch.

　　In the long term, restaurants need to find new ways to work around shortages because the tight labor market isn't going away anytime soon, says Michael Harms, vice president for operations at researcher TDn2K, which tracks restaurant industry employment trends. "Restaurants are going to have to rely on technology to replace these workers," he says. "I don't see a lot of relief on the way."

　　(选自《彭博商业周刊》亚洲版2019年1月7日)

　　81. The word "those" underlined in Paragraph 1 refers to ________ .

　　A. workers B. servers

　　C. wages D. restaurants

　　82. According to Paragraph 2, the situation in 2019 may change for all the following reasons EXCEPT that ________ .

　　A. fewer teens are in the workforce

　　B. job seekers help raise the pay rates

　　C. there are fewer people looking for low-wage work

　　D. it is more difficult for restaurants to compete for talent

　　83. The word "entice" underlined in Paragraph 2 most probably means ________ .

　　A. engage B. fascinate

　　C. enlarge D. fabricate

　　84. In Paragraph 3, the author uses a number of data to indicate that ________ .

　　A. the job market in 2018 was worse than that in 1968

　　B. it wasn't much better for young people

　　C. most fast-food hiring needs to raise wages

　　D. restaurants depending on young workers worried about less employment among postmillennials

　　85. The word "prospects" underlined in Paragraph 4 is most probably means ________ .

　　A. chances of success B. ideas of interest

　　C. people of success D. people of interest

　　86. The main idea of Paragraph 4 can be summarized as ________ .

　　A. The traditional way of hiring is not working

　　B. Restaurants need to use different ways in order to stand out

　　C. The current situation forces restaurants to think of new ways to hire and keep young employees

　　D. software needs to be used in recruiting and retaining young workers

　　87. According to Paragraph 5, restaurants are taking various measures in order to ________ .

　　A. attract younger labor

　　B. retain current employees

　　C. recruit new staff

　　D. improve the happiness of employees

　　88. Which of the following statements is NOT true of the mobile app mentioned in Paragraph 5?

　　A. It may be used to settle conflicts among employees.

　　B. It may be used to provide training.

　　C. It may be used to ask employees for their opinions.

　　D. It may be used to provide digital labor services.

　　89. Michael Harms, vice president for operations at researcher TDn2K, believes that labor shortage ________ .

　　A. can be solved anytime soon

　　B. can only be solved in new ways

　　C. cannot be solved unless we track restaurant industry employment trends

　　D. cannot be solved unless workers are equipped with technology

　　90. The overall tone of this passage is ________ .

　　A. neutral B. enthusiastic

　　C. cautious D. unoptimistic

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