2019英语专八听力mini lecture全真模拟训练MP3附文本（七）

2019英语专八听力mini lecture全真模拟训练MP3附文本（七）

　　2019专八考试临近，寒假期间专八考生们也别松懈了对专八听力的训练，新东方在线专八频道整理了2019英语专八听力mini lecture全真模拟训练MP3附文本，希望大家认真复习。

2019英语专八听力mini lecture全真模拟训练MP3附文本汇总

　　[00:10.12]TEST FOR ENGLISH MAJORS--GRADE EIGHT

　　[00:13.51]Section A MINI-LECTURE

　　[00:16.97]In this section you will hear a mini-lecture.

　　[00:20.29]You will hear the mini-lecture ONCE ONLY.

　　[00:23.73]While listening to the mini-lecture,

　　[00:25.82]please complete the gap-filling task on ANSWER SHEET ONE

　　[00:30.29]and write NO MORE THAN THREE WORDS for each gap.

　　[00:34.70]Make sure the word(s) you fill in is (are) both grammatically

　　[00:39.23]and semantically acceptable.

　　[00:41.85]You may use the blank sheet for note-taking.

　　[00:45.67]You have THIRTY seconds to preview the gap-filling task.

　　[01:19.89]Now, listen to the mini-lecture.

　　[01:22.30]When it is over, you will be given THREE minutes

　　[01:25.05]to check your work.

　　[01:27.41]Resolving Conflict in a Multicultural Environment

　　[01:31.77]Good morning, everyone.

　　[01:33.45]Today I will discuss cultural dimension in conflict

　　[01:37.70]and its resolution in application to local government entities.

　　[01:42.67]The demographic and cultural attitudes of the U.S. population are changing.

　　[01:48.96]Current statistical research shows

　　[01:51.53]that one out of four Americans is of Hispanic origin or a person of color.

　　[01:57.76]They would constitute the majority of the American population

　　[02:01.68]by the middle of the 21st century.

　　[02:04.87]The "melting pot" concept never became the reality.

　　[02:09.41]Currently, many groups prefer to maintain their traditions and beliefs

　　[02:14.84]and resist assimilation into Eurocentric or Anglo culture.

　　[02:20.26]Those demographic and perceptional changes

　　[02:23.31]create the necessity for governmental agencies to develop a better understanding of

　　[02:29.09]cultural differences and conflicts promoted by them.

　　[02:33.46]In today's talk, I will briefly touch upon the definition of culture,

　　[02:39.16]cultural assumptions, and identify and resolve cultural conflicts.

　　[02:45.26]First of all, the definition of culture.

　　[02:49.31]Culture is a group which shapes a person's values and identity.

　　[02:54.60]A single term used to define a particular culture is often exclusive.

　　[03:00.88]For example, the term "Hispanic" does not take into account cultural differences

　　[03:07.41]between Cuban-Americans and Mexican-Americans.

　　[03:11.58]Cultural identities can stem from the following differences:

　　[03:16.31]race, ethnicity, gender, class, religion, country of origin and geographic region.

　　[03:25.46]Secondly, about cultural assumptions.

　　[03:29.31]Cultural conflicts arise because of

　　[03:32.01]the differences in values and norms of behavior of people from different cultures.

　　[03:38.23]A person acts according to the values and norms of his or her culture;

　　[03:43.64]another person holding a different worldview

　　[03:46.75]might interpret his or her behavior from an opposite standpoint.

　　[03:52.37]This situation creates misunderstanding and can lead to conflict.

　　[03:57.47]Often people of the mainstream America, the Anglo culture,

　　[04:02.47]perceive their behaviors and beliefs as an ultimate norm,

　　[04:07.07]forgetting that Anglo culture is just one of the multiple cultures existing in the USA.

　　[04:13.99]They are often unable to perceive their own cultural distinctiveness.

　　[04:19.10]For example, a group of women wrote an excellent and detailed proposal,

　　[04:25.01]but did badly during the interview part of the evaluation.

　　[04:29.43]It happened because those women came from a culture

　　[04:32.85]where establishing personal relationships precedes business relationships.

　　[04:38.90]These women felt uncomfortable

　　[04:41.34]when government officials did not allow time for casual conversation

　　[04:46.63]and immediately moved toward firing questions at them.

　　[04:50.86]The following case exemplifies

　　[04:53.10]how unintentionally one cultural group can hurt the feelings of the other.

　　[04:59.08]The city of Kenai, Alaska was planning a celebration of 200 years

　　[05:04.95]since the first Russian fur traders came to the region.

　　[05:09.12]A Native Indian tribe which lived in Alaska for a thousand years

　　[05:14.22]was offended by the implication that before the Russians came to the region

　　[05:19.32]there was no civilization there.

　　[05:22.45]As a result the celebration turned to a year-long event

　　[05:26.74]and Native Indian culture became its basis.

　　[05:30.35]By the end of the celebration,

　　[05:32.79]the Kenai Bicentennial Visitors and Cultural Center was completed.

　　[05:37.72]Thus, accommodation of different cultural interests

　　[05:41.64]helped the region to recognize its historical past.

　　[05:46.43]Thirdly, identifying cultural conflicts.

　　[05:50.42]Cultural conflict has three dimensions.

　　[05:53.65]To the two dimensions that every conflict has — content and relational —

　　[05:59.33]cultural conflict adds the third one — "a clash of cultural values."

　　[06:05.12]This third dimension constitutes the foundation of the conflict

　　[06:09.60]since it determines personal identity.

　　[06:13.02]Cultural conflict can be identified by the following signs:

　　[06:17.69](1) it usually has complicated dynamics.

　　[06:21.92]Cultural differences mentioned above tend to create

　　[06:25.40]complex combinations of expectations about one's own and others' behaviors.

　　[06:32.72](2) If addressing content and relational issues does not resolve the conflict,

　　[06:39.13]it can be rooted in cultural differences.

　　[06:42.36](3) Conflict reoccurs or raises strong emotions

　　[06:47.41]even though the issue of disagreement is insignificant.

　　[06:51.76]Finally, when we identify the cultural conflicts, how could we resolve them?

　　[06:57.74]The resolution of cross-cultural conflict begins with

　　[07:01.90]identifying whether cultural issues are involved.

　　[07:06.01]There are three ways of cross-cultural conflict resolution.

　　[07:10.62]Resolution 1: Probing for the cultural dimension.

　　[07:15.34]The resolution process should start from the parties' acknowledgment

　　[07:20.01]that their conflict contains a cultural dimension.

　　[07:23.99]Next, there should be willingness on all sides

　　[07:27.35]to deal with all conflict dimensions including the cultural one.

　　[07:32.58]Third, systematic phased work on the conflict is needed.

　　[07:37.56]One expert has identified four phases:

　　[07:41.42](1) the parties describe what they find offensive in each other's behavior;

　　[07:47.34](2) they get an understanding of the other party's cultural perceptions;

　　[07:53.44](3) they learn how the problem would be handled in the culture of the opponent;

　　[07:59.42](4) they develop conflict solutions.

　　[08:03.60]Resolution of the conflict is particularly complicated

　　[08:07.71]if the conflict arose not just out of misunderstanding of the other's behavior,

　　[08:13.32]but because of incompatible values.

　　[08:17.06]Resolution 2: Learning about other cultures.

　　[08:22.51]People can prevent cross-cultural conflicts by learning about cultures

　　[08:26.99]that they come in contact with.

　　[08:29.79]This knowledge can be obtained through training programs, general reading,

　　[08:34.70]talking to people from different cultures, and learning from past experiences.

　　[08:40.24]Important aspects of cultural education are understanding your own culture

　　[08:46.03]and developing cultural awareness

　　[08:48.33]by acquiring a broad knowledge of values and beliefs of other cultures,

　　[08:53.18]rather than looking at them through the prism of cultural stereotypes.

　　[08:58.35]Resolution 3: Altering organizational practices and procedures.

　　[09:05.38]Often the organizational structure reflects the norms of just one culture

　　[09:11.54]and inherits the cultural conflict.

　　[09:14.54]In such cases, structural change becomes necessary

　　[09:18.84]to make the system more sensitive to cultural norms of other people.

　　[09:24.00]All right. In closing, I would like to reiterate that conflict, depending on the outcome,

　　[09:30.72]can be a positive or negative experience for an organization.

　　[09:35.70]With changing demographics, cultural differences become an acute issue.

　　[09:41.73]Many groups resist assimilation and wish to preserve their cultural distinctiveness,

　　[09:47.89]which makes cultural conflict education an essential tool

　　[09:52.25]for maintaining healthy relations in organizations and society in general.

　　[09:58.04]I hope my talk today has helped detect the cultural conflicts

　　[10:02.33]and you will be able to resolve them with ease.

　　[10:08.43]Now you have THREE minutes to check your work.

　　[13:12.38]This is the end of Section A MINI-LECTURE.

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