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Sporting Futures USA | SAT Prep | Critical Reading 1.7

SportingFutures USA 20 preguntas

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Preguntas del test (20)

  1. 1Even though he looked ________ when the waiter brought the bill, Uncle George's pockets were ________ and we knew he could pay easily.

    Select the words that best complete the sentence.
    1. Aappalled . . barren
    2. Bcharitable . . bulging
    3. Cshocked . . flush
    4. Delated . . jingling
    5. Eebullient . . full
  2. 2Read the Passage and answer the question below:

    1 The Waitomo Cave on the north island of New Zealand
    2 is a popular tourist attraction. Inside this cave, one can
    3 see a magical, but explicable, phenomenon. The
    4 normally pitch black interior is transformed by
    5 hundreds of tiny pricks of bright blue light. The cave
    6 ceiling looks more like a starry night sky than a dark
    7 cavern. What is the cause of this transformation? It is a
    8 very natural phenomenon called bioluminescence, a
    9 form of light emission from a living organism.
    10 In this case, the source of the bioluminescence is the
    11 New Zealand glow worm. The glow worm produces
    12 the blue light through a chemical reaction involving one
    13 of the worm's waste products. The chemical reaction
    14 involves the combination of Luciferin, the waste
    15 product, with the enzyme Luciferase, the energy
    16 molecule ATP, and oxygen. This light produced is
    17 used to attract other insects for eating or other glow
    18 worms for mating, and also attracts many tourists to
    19 caves, such as the Waitomo Cave, where thousands of
    20 glow worms can be found, producing a spectacular
    21 show.

    Question: All of the following literary techniques are present in the passage except:
    1. Aalliteration
    2. Bimagery
    3. Csimile
    4. Ddescriptive language
    5. Epersonification
  3. 3Although Professor Taffy found the student's lab work to be quite ________, he considered the student's academic ability in the classroom to be surprisingly ________.

    Select the words that best complete the sentence.
    1. Aincomplete . . disappointing
    2. Bsubstandard . . promising
    3. Cnonsensical . . interpretive
    4. Dmediocre . . questionable
    5. Edaunting . . brilliant
  4. 4Read the Passage and then answer the question below:

    1 Ever since the astonishing success of "I Love Lucy" in
    2 the early 1950s, the situation comedy, also known as
    3 the "sitcom," has been the most popular kind of pro-
    4 gram on television. Sitcoms are 30-minute programs
    5 which find humor in the banal realities of day-to-day
    6 life.

    7 Programs like "Friends" and "The Simpsons" portray
    8 characters struggling with commonplace issues (such
    9 as friendship, child rearing, and conflict at work) in a
    10 funny and light-hearted way. Whether the topic is
    11 Rachel's pregnancy on "Friends" or Homer Simpson's
    12 fear of his boss Mr. Burns on "The Simpsons," sitcoms
    13 show viewers that they are not alone in their troubles.

    14 The sitcom has rarely been taken seriously as an art
    15 form, yet sitcoms tell stories and introduce ideas that
    16 are important to society. The rapid-fire jokes entertain
    17 us, but they also play an important social role. Per-
    18 haps, even as they make us laugh, sitcoms are playing
    19 a part in holding society together.


    Question: The rhetoric of the passage suggests that the author has which of the following attitudes regarding sitcoms?
    1. Afanatic about them
    2. Bfeels ambiguous about them
    3. Cdefensive of them
    4. Dapathetic about them
    5. Eappreciative of them
  5. 5Read the Passage and then answer the Question below:

    1 Weather forecasts specific to wild land fire have been
    2 provided since as early as 1916, when the U.S. Weath-
    3 er Bureau was still a part of the U.S. Department of
    4 Agriculture. In the last decade, though, the fire weather
    5 program has been a repeated target of budget cuts.
    6 An agreement between the National Weather Service
    7 (NWS) and federal land management agencies speci-
    8 fies that meteorological support will be provided for
    9 wild land fire. The NWS, however, is struggling through
    10 a nationwide Modernization and Associated
    11 Restructuring (MAR), and the fire community is more
    12 than a little worried about the degradation of services
    13 that may result.

    14 One of the key pieces of MAR is the phasing out of
    15 meteorologists who specialize in fire weather. These
    16 people are being moved, transferred, re-assigned, or
    17 otherwise attritioned out of fire weather forecasting.
    18 The NWS contends that its core staff of generalists can
    19 do a better job than the fire weather specialists did,
    20 with the help of new forecast technology. This new-
    21 and-improved technology, however, has proved to be
    22 less helpful than expected; it wasn't ready on time and
    23 its quality is questionable. In addition, MAR will close
    24 the former specialized fire weather offices; the fire
    25 meteorologists, or "fire mets," will be absorbed into the
    26 staffs of the new modernized offices, where they will
    27 take on additional forecast duties including aviation
    28 meteorology, hydrology, marine forecasting, and
    29 severe weather warnings. MAR's planned transition,
    30 though, has been stalling, partly because of problems
    31 with the technology, partly because of budget short-
    32 falls, and partly because of objections from the wild
    33 land fire community.

    34 The fire agencies -- the U.S. Forest Service, Bureau of
    35 Land Management, National Park Service, U.S. Fish &
    36 Wildlife Service, and Bureau of Indian Affairs -- see
    37 clearly the connection between fire weather and safety.
    38 But the NWS has not acknowledged the value of or the
    39 need for dedicated fire weather specialists who are
    40 familiar with local conditions and weather patterns,
    41 and their relevance to fire behavior. The NWS does not
    42 seem to understand the connection between these
    43 meteorologists and safety -- in fact, the NWS does a
    44 dismal job of tracking statistics on the injuries,
    45 fatalities, and property damage caused by fire weather.
    46 Private for-profit weather companies lobbied Congress
    47 to transfer weather services away from government
    48 agencies without any understanding of the program-
    49 matic structure which is needed in order to maintain
    50 timely and accurate fire weather forecasts, and Con-
    51 gress has, in turn, slashed funding for the programs.
    52 The cumulative effect of these factors has created an
    53 explosive situation that has fire agencies worried, and
    54 NWS management scrambling for a solution.


    Question: In line 17, "attritioned" is most similar in meaning to which of the following words from the passage?
    1. Aexplosive (line 53)
    2. Babsorbed (line 25)
    3. Cstalling (line 30)
    4. Ddegradation (line 12)
    5. Etransfer (line 47)
  6. 6Read the Two Passages and then answer the Question below:


    Passage 1 -

    1 In an age when sound-bites and media glitz are
    2 confused with authentic information, views about
    3 euthanasia in the Netherlands have taken on a
    4 monochromatic quality they do not really possess.
    5 Although a more homogeneous society than most
    6 countries, the Netherlands, for over twenty-five years,
    7 has vigorously debated the ethics of euthanasia with-
    8 out reaching a social consensus. As voluntary
    9 euthanasia has developed in the Netherlands, the
    10 fault lines of beliefs and values have surfaced to
    11 polarize professionals, families, policy makers, and
    12 the public.


    Passage 2 -

    13 German physicians and political leaders voiced strong
    14 opposition to the Dutch Senate's decision to legalize
    15 assisted suicide and some forms of active euthanasia.
    16 "Doctors should help dying patients get through the
    17 process, not cut it short," said Frank Ulrich
    18 Montgomery, president of the Marburger Bund, a
    19 physicians' organization. Many German doctors share
    20 the view that pain management, not mercy killing, is
    21 the best way to help patients who suffer from incurable
    22 diseases. According to cancer specialist Rudolf
    23 Henke, Germany is ahead of the Netherlands in
    24 developing methods for relieving pain and providing
    25 hospice care for the terminally ill. If anything, he said,
    26 doctors need to become more liberal in offering
    27 patients pain-reducing drugs.


    Question: Which of the following best summarizes the relationship between the two passages?
    1. APassage 1 is more subjective in tone, while Passage 2 is more objective.
    2. BPassage 2 refutes the argument made in Passage 1.
    3. CThe author of Passage 2 considers outside opinion, while the author of Passage 1 only supports his own narrow-minded view.
    4. DPassage 1 and Passage 2 present different arguments to solve the same societal problem.
    5. EBoth Passage 1 and Passage 2 describe the same societal problem, taken from different perspectives.
  7. 7Read the Passage and answer the Question below:


    1 The relation of the success myth to American
    2 capitalism has been an ambivalent one. On the one
    3 hand, as many historians have noted, the "rags-to-
    4 riches" tradition, by creating an illusion of opportunity,
    5 served as a social pacifier inimical to reform.
    6 Furthermore, by equating failure with sin and personal
    7 inadequacy, self-help popularizers obscured the
    8 objective cause of social injustice. The beneficiaries
    9 of this misplaced emphasis, so this argument runs,
    10 were the corporations and the wealthy. While this view-
    11 point is illuminating, I find it ascribes too monolithic a
    12 function to ideas that found adherents among
    13 progressives and conservatives alike. The belief that
    14 anyone can succeed is a two-edged sword. Taken as
    15 a description of what is, it encourages complacency;
    16 taken as a prescription for what ought to be, it
    17 encourages the impulse to reform. Historically and in
    18 the present, the commitment to open opportunity was
    19 and is an important weapon in the reformer's
    20 ideological arsenal.


    Question: As lines 2-5 and lines 6-8 are constructed, "self-help popularizers" in line 7 is parallel to which of the following?
    1. A"objective cause of social injustice" (line 8)
    2. B"illusion of opportunity" (line 4)
    3. C"social pacifier" (line 5)
    4. D"the 'rags-to-riches' tradition" (lines 3-4)
    5. E"historians" (line 3)
  8. 8The following two passages discuss the high salaries of many C.E.O.s, or Chief Executive Officers.

    Please read the two passages and answer the Question below:


    Passage 1 -

    1 Even the most jaded observer of American corporate
    2 culture had to blink when, earlier this month, Home
    3 Depot's board of directors handed the company's
    4 C.E.O., Bob Nardelli, more than two hundred million
    5 dollars after pushing him out of his job. Nardelli had
    6 not delivered for shareholders: Home Depot's stock
    7 price went down about six percent during his tenure.
    8 And, while his operating performance was actually
    9 quite good, he would have made a lot of money even if
    10 it hadn't been: most of his contract was guaranteed,
    11 and, when he had a hard time meeting a particular tar-
    12 get for his bonus, the board generously substituted an
    13 easier one.

    14 The size of Nardelli's severance was startling, but his
    15 "heads I win, tails you lose" arrangement is far from
    16 unusual in corporate America these days. For all the
    17 talk of restraining C.E.O. pay, most compensation
    18 committees remain what Warren Buffett once called
    19 them--"tail-wagging puppy dogs." At some companies,
    20 this is simply because the C.E.O. has packed the
    21 board with cronies. But at Home Depot Nardelli did not
    22 pick the board members, and most of them were what
    23 are usually called independent directors--ones who
    24 don't work for the company or do any business with it.
    25 Even when an independent board negotiates a
    26 C.E.O.'s contract, however, the directors are often, in a
    27 sense, negotiating with themselves. Of the ten inde-
    28 pendent members of Home Depot's board, for in-
    29 stance, eight are or have been C.E.O.s. Since C.E.O.
    30 pay is often driven by comparisons between compa-
    31 nies, directors have a certain interest in keeping
    32 executive pay high. Furthermore, the salaries keep
    33 escalating because, board members argue, there just
    34 aren't enough good C.E.O. candidates out there.
    35 There's no evidence that this is actually the case, but
    36 who is more likely to feel that good C.E.O.s are rare
    37 other than C.E.O.s?

    38 A more complex problem lies in the nature of the social
    39 networks that bind directors and executives together.
    40 Home Depot has an exceptionally well-connected
    41 board. On average, its directors sit on two other out-
    42 side boards, and the compensation-committee chair-
    43 man sits on four. Connections are often beneficial--
    44 they insure that people are well-informed, creating
    45 opportunities for new business. Unfortunately, the
    46 more connected board members are, the likelier they
    47 are to overpay for executive talent. In some cases,
    48 which economists call "interlocking" directorates, this
    49 is straightforward: I sit on your board and you sit on
    50 mine, and we both have an incentive to be generous.
    51 Sure enough, several studies have found that compa-
    52 nies with interlocking directors pay C.E.O.s significantly
    53 more. Surprisingly, though, connectedness remains
    54 important even when the links are not direct. A study of
    55 S&P 500 companies, by Amir Barnea and Ilan Guedj,
    56 finance professors at the University of Texas, found
    57 that, even after other factors were accounted for,
    58 C.E.O.s at companies whose directors sat on a num-
    59 ber of other boards were paid thirteen per cent more
    60 than C.E.O.s at companies whose directors were not.

    61 Why? One reason is that the more connections board
    62 members have, the more likely they are to end up with
    63 what you could call "friend of a friend" links to the com-
    64 pany's C.E.O. A recent study by a team of business-
    65 school professors mapped the social networks of
    66 twenty-two thousand directors at more than three
    67 thousand companies, charting the degrees of separa-
    68 tion between directors and C.E.O.s, and found that
    69 at companies where there are what the study's authors
    70 termed "short, friendly" links between directors and
    71 executives, C.E.O.s are paid significantly more. But
    72 even in the absence of this kind of explicit back-
    73 scratching, the tight connections between board
    74 members insure that, once an idea takes hold at a few
    75 companies, it's easier for it to spread, in a viral fashion.


    Passage 2 -

    76 Unlike many Americans, whose salaries aren't keep-
    77 ing up with inflation, chief executives are seeing their
    78 compensation packages rise by 13 percent annually. A
    79 tight market allows C.E.O.s to command top dollars,
    80 since there are so few with the leadership skills
    81 needed to run a public company, some experts say
    82 Critics argue the system for setting C.E.O. pay is
    83 flawed and does not give enough consideration to
    84 performance. They worry that giving C.E.O.s large per-
    85 centage increases year after year causes resent-
    86 ment among many workers, who have endured
    87 decreases in wages, increases in health care costs,
    88 pension reductions, and the loss of jobs overseas
    89 during a slumping economy.

    90 "We believe all employees should be paid fairly and
    91 that includes workers and the C.E.O.," said Brandon
    92 Rees, a research analyst with the AFL-CIO, a national
    93 association of labor unions. "The trend has been that
    94 C.E.O.s take a disproportionate share of compen-
    95 sation." In 2004, the average chief executive earned
    96 $10 million in total compensation, a 13 percent
    97 increase over 2003, according a survey by consulting
    98 firm Pearl Meyer & Partners for The New York Times.
    99 However, the average American worker in a non-
    100 supervisory job earned a salary of $27,485 in 2004,
    101 only a 2.2 percent increase over 2003, according to
    102 the AFL-CIO.
    103 Many experts insist that comparing an executive's job
    104 to that of a front-line worker is unfair, since the
    105 expectations are different. They add that many of
    106 the increases in compensation are tied directly to
    107 a company's performance in a given year. That's the
    108 case with A.L. "Tom" Giannopoulos, head of informa-
    109 tion systems company Micros Systems Inc., whose
    110 total compensation grew 69 percent, to $3.5 million,
    111 in 2004 from $2.08 million in 2003. The increase
    112 reflected an 80 percent growth in the value of the com-
    113 pany's stock during 2004, said Louise Casamento,
    114 a company spokeswoman. Excluding stock options
    115 and other perks, Giannopoulos' annual salary grew 19
    116 percent to $820,000 in 2004, compared with average
    117 workers, whose salaries increased by 5.5 percent to
    118 6 percent each year, she said.

    119 Defending CEOs, some argue: "Not everyone is
    120 capable of running a truly global company. Companies
    121 pay them for literally giving over their entire lives to
    122 the company . . Yes, they make a lot of money, but
    123 you have to compare what it takes to do it."


    Question: As used in line 94, "disproportionate" most nearly means ________.
    1. Asuperfluous
    2. Bcommensurate
    3. Cprofligate
    4. Dunconscionable
    5. Einequitable
  9. 9The following two passages discuss the high salaries of many C.E.O.s, or Chief Executive Officers.

    Please read the two passages and answer the Question below:


    Passage 1 -

    1 Even the most jaded observer of American corporate
    2 culture had to blink when, earlier this month, Home
    3 Depot's board of directors handed the company's
    4 C.E.O., Bob Nardelli, more than two hundred million
    5 dollars after pushing him out of his job. Nardelli had
    6 not delivered for shareholders: Home Depot's stock
    7 price went down about six percent during his tenure.
    8 And, while his operating performance was actually
    9 quite good, he would have made a lot of money even if
    10 it hadn't been: most of his contract was guaranteed,
    11 and, when he had a hard time meeting a particular tar-
    12 get for his bonus, the board generously substituted an
    13 easier one.

    14 The size of Nardelli's severance was startling, but his
    15 "heads I win, tails you lose" arrangement is far from
    16 unusual in corporate America these days. For all the
    17 talk of restraining C.E.O. pay, most compensation
    18 committees remain what Warren Buffett once called
    19 them--"tail-wagging puppy dogs." At some companies,
    20 this is simply because the C.E.O. has packed the
    21 board with cronies. But at Home Depot Nardelli did not
    22 pick the board members, and most of them were what
    23 are usually called independent directors--ones who
    24 don't work for the company or do any business with it.
    25 Even when an independent board negotiates a
    26 C.E.O.'s contract, however, the directors are often, in a
    27 sense, negotiating with themselves. Of the ten inde-
    28 pendent members of Home Depot's board, for in-
    29 stance, eight are or have been C.E.O.s. Since C.E.O.
    30 pay is often driven by comparisons between compa-
    31 nies, directors have a certain interest in keeping
    32 executive pay high. Furthermore, the salaries keep
    33 escalating because, board members argue, there just
    34 aren't enough good C.E.O. candidates out there.
    35 There's no evidence that this is actually the case, but
    36 who is more likely to feel that good C.E.O.s are rare
    37 other than C.E.O.s?

    38 A more complex problem lies in the nature of the social
    39 networks that bind directors and executives together.
    40 Home Depot has an exceptionally well-connected
    41 board. On average, its directors sit on two other out-
    42 side boards, and the compensation-committee chair-
    43 man sits on four. Connections are often beneficial--
    44 they insure that people are well-informed, creating
    45 opportunities for new business. Unfortunately, the
    46 more connected board members are, the likelier they
    47 are to overpay for executive talent. In some cases,
    48 which economists call "interlocking" directorates, this
    49 is straightforward: I sit on your board and you sit on
    50 mine, and we both have an incentive to be generous.
    51 Sure enough, several studies have found that compa-
    52 nies with interlocking directors pay C.E.O.s significantly
    53 more. Surprisingly, though, connectedness remains
    54 important even when the links are not direct. A study of
    55 S&P 500 companies, by Amir Barnea and Ilan Guedj,
    56 finance professors at the University of Texas, found
    57 that, even after other factors were accounted for,
    58 C.E.O.s at companies whose directors sat on a num-
    59 ber of other boards were paid thirteen per cent more
    60 than C.E.O.s at companies whose directors were not.

    61 Why? One reason is that the more connections board
    62 members have, the more likely they are to end up with
    63 what you could call "friend of a friend" links to the com-
    64 pany's C.E.O. A recent study by a team of business-
    65 school professors mapped the social networks of
    66 twenty-two thousand directors at more than three
    67 thousand companies, charting the degrees of separa-
    68 tion between directors and C.E.O.s, and found that
    69 at companies where there are what the study's authors
    70 termed "short, friendly" links between directors and
    71 executives, C.E.O.s are paid significantly more. But
    72 even in the absence of this kind of explicit back-
    73 scratching, the tight connections between board
    74 members insure that, once an idea takes hold at a few
    75 companies, it's easier for it to spread, in a viral fashion.


    Passage 2 -

    76 Unlike many Americans, whose salaries aren't keep-
    77 ing up with inflation, chief executives are seeing their
    78 compensation packages rise by 13 percent annually. A
    79 tight market allows C.E.O.s to command top dollars,
    80 since there are so few with the leadership skills
    81 needed to run a public company, some experts say
    82 Critics argue the system for setting C.E.O. pay is
    83 flawed and does not give enough consideration to
    84 performance. They worry that giving C.E.O.s large per-
    85 centage increases year after year causes resent-
    86 ment among many workers, who have endured
    87 decreases in wages, increases in health care costs,
    88 pension reductions, and the loss of jobs overseas
    89 during a slumping economy.

    90 "We believe all employees should be paid fairly and
    91 that includes workers and the C.E.O.," said Brandon
    92 Rees, a research analyst with the AFL-CIO, a national
    93 association of labor unions. "The trend has been that
    94 C.E.O.s take a disproportionate share of compen-
    95 sation." In 2004, the average chief executive earned
    96 $10 million in total compensation, a 13 percent
    97 increase over 2003, according a survey by consulting
    98 firm Pearl Meyer & Partners for The New York Times.
    99 However, the average American worker in a non-
    100 supervisory job earned a salary of $27,485 in 2004,
    101 only a 2.2 percent increase over 2003, according to
    102 the AFL-CIO.
    103 Many experts insist that comparing an executive's job
    104 to that of a front-line worker is unfair, since the
    105 expectations are different. They add that many of
    106 the increases in compensation are tied directly to
    107 a company's performance in a given year. That's the
    108 case with A.L. "Tom" Giannopoulos, head of informa-
    109 tion systems company Micros Systems Inc., whose
    110 total compensation grew 69 percent, to $3.5 million,
    111 in 2004 from $2.08 million in 2003. The increase
    112 reflected an 80 percent growth in the value of the com-
    113 pany's stock during 2004, said Louise Casamento,
    114 a company spokeswoman. Excluding stock options
    115 and other perks, Giannopoulos' annual salary grew 19
    116 percent to $820,000 in 2004, compared with average
    117 workers, whose salaries increased by 5.5 percent to
    118 6 percent each year, she said.

    119 Defending CEOs, some argue: "Not everyone is
    120 capable of running a truly global company. Companies
    121 pay them for literally giving over their entire lives to
    122 the company . . Yes, they make a lot of money, but
    123 you have to compare what it takes to do it."


    Question: The reference to the "viral" (line 75) spreading of ideas implies that:

    1. Athe idea of creating an interlocking directorate has taken hold throughout corporate America.
    2. Bdirectors who sit on multiple boards often engage in corporate espionage.
    3. Ccompanies are often in competition with one another to get the best C.E.O.
    4. Dthe idea of linking C.E.O. pay to stock performance will rapidly become popular.
    5. Ethe idea of paying a C.E.O. well has quickly spread from company to company.
  10. 10The movement to ________ world hunger has been receiving global attention.

    Select the word that best completes the sentence.
    1. Aabbreviate
    2. Bpummel
    3. Costracize
    4. Deradicate
    5. Etemporize

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