What is so special about intuitive talent? Extensive research on brain skills indicates that those who score as highly intuitively on such test instruments as the Myers-Briggs Type Indicator tend to be the most innovative in strategic planning and decisionmaking. They tend to be more insightful and better at finding new ways of doing things. In business, they are the people who can sense whether a new product idea will “fly” in the marketplace. They are the people who will generate ingenious new solutions to old problems that may have festered for years. These are the executives that all organizations would love to find.
But, surprisingly, organizations often thwart, block, or drive out this talent—the very talent they require for their future survival! At the very least, most organizations lack well- established human-capital programs designed to search for and consciously use their employees’ intuitive talent in the strategic planning process. As a result, this talent is either not used, suppressed, or lost altogether.
Typically, highly intuitive managers work in an organizational climate that is the opposite of that which would enable them to flourish and to readily use their skills for strategic decisionmaking. This climate can be characterized as follows: New ideas are not readily encouraged. Higher managers choose others who think much as they do for support staff. Unconventional approaches to problemsolving encounter enormous resistance. Before long, the intuitive executive begins to emotionally withdraw, slowly but surely reducing his or her input and often leaving the organization altogether.
To achieve higher productivity in the strategic planning and decisionmaking process, clearly what is needed is an organizational climate in which intuitive brain skills and styles can flourish and be integrated with more traditional management techniques. The organization’s leadership must have a special sensitivity to the value of intuitive input in strategic decisionmaking and understand how to create an environment in which the use of intuition will grow, integrating it into the mainstream of the organization’s strategic planning process.
1.Which of the following does NOT describe intuitive talents?
2.Highly intuitive managers typically work in a climate that（ ） .
3.An executive might leave the organization because （ ） .
4.An organization’s leadership should do all of the following EXCEPT （ ） .
问题1选项
A.They are innovative in strategic planning.
B.They are good at finding new approaches to old problems.
C.They are the executives that all organizations would love to find.
D.They are fully utilized.
问题2选项
A.enables them to flourish
B.discourages new ideas
C.achieves higher productivity
D.both A and C
问题3选项
A.he is hurt
B.he is fired
C.his intuitive talent is not used
D.he earns too little
问题4选项
A.separating intuitive styles from traditional management techniques
B.learning how to use creative thinking
C.learning how to use problemsolving skills
D.none of the above
第1题:
1.【选项释义】
1. Which of the following does NOT describe intuitive talents? 1. 下列哪项不能描述直觉天赋人才？
A. They are innovative in strategic planning. A. 他们在战略规划上是创新的。
B. They are good at finding new approaches to old problems. B. 他们善于找到解决老问题的新方法。
C. They are the executives that all organizations would love to find. C. 他们是所有组织都想要找到的管理者。
D. They are fully utilized. D. 他们被充分利用了。
【考查点】事实细节题。
【解题思路】根据关键词intuitive talents可以定位至第一段，该段对此有描述“那些在迈尔斯布里格斯性格分类法等测试工具上直觉得分很高的人，往往在战略规划和决策方面最具创新性（be the most innovative in strategic planning and decision-making）……他们是那些能够想出巧妙的新办法来解决可能已经积存多年的老问题的人（generate ingenious new solutions to old problems）。这些是所有组织都想要找到的高管（the executives that all organizations would love to find）。”从中可知，只有D项“他们被充分利用了”没有被提及，但符合题目要求；所以该题选择D项正确。
【干扰项排除】A项“他们在战略规划上是创新的”、B项“他们善于找到解决老问题的新方法”和C项“他们是所有组织都想要找到的管理者”根据解题思路可知，都是对直觉天赋人才的描述，符合原文，属于反向干扰。
第2题:
2.【选项释义】
2. Highly intuitive managers typically work in a climate that ______. 2. 高度直觉型的管理者通常在一个______的环境中工作。
A. enables them to flourish A. 能让他们蓬勃发展
B. discourages new ideas B. 不鼓励新想法
C. achieves higher productivity C. 生产率更高
D. both A and C D. A项和C项
【考查点】事实细节题。
【解题思路】根据题干定位至原文第三段，第一句提到“高度直觉型的管理者所处的组织环境与能够让他们蓬勃发展并能随时利用他们的技能进行战略决策的环境背道而驰”，接着就描述了这种环境是什么样的，即“新思想不容易被鼓励。高层管理者选择那些和他们想法一致的人作为支持人员。非传统的解决问题的方法遇到了巨大的阻力。”，综合理解可知，B项“不鼓励新想法”符合题干。因此，该题选择B项正确。
【干扰项排除】
A项“能让他们蓬勃发展”根据解题思路可知，与原文相反，属于反向干扰；
C项“生产率更高”没有提到，属于无中生有；
D项“A项和C项”根据解题思路可知，该项不正确，属于反向干扰。
第3题:
3.【选项释义】
3. An executive might leave the organization because ______. 3. 高管可能会因为______离开公司。
A. he is hurt A. 受伤
B. he is fired B. 解雇
C. his intuitive talent is not used C. 他的直觉天赋没有被利用
D. he earns too little D. 他挣得太少
【考查点】推理判断题。
【解题思路】根据第三段三四五句“高层管理者会选择那些跟他们想法一致的人作为支持人员，非传统的解决问题的方法遇到了巨大的阻力。高度直觉型的管理人员不久后开始在情感上退缩，慢慢地肯定会减少投入，直到完全离开组织。”这一内容可以推断，管理人员离开机构的原因是自己的直觉天赋不被重用。选项C符合原文。
【干扰项排除】A项“受伤”、B项“解雇”和D项“他挣得太少”在原文都未提及，属于无中生有。
第4题:
4.【选项释义】
4. An organization’s leadership should do all of the following EXCEPT ______. 4. 一个组织的领导层应该做以下所有的事情，除了______。
A. separating intuitive styles from traditional management techniques A. 区分直观风格和传统管理办法
B. learning how to use creative thinking B. 学习如何运用创造性思维
C. learning how to use problem-solving skills C. 学习如何使用解决问题的技巧
D. none of the above D. 以上都不是
【考查点】事实细节题。
【解题思路】根据第四段第一句“为了在战略规划和决策过程中实现更高的生产力，显然需要这样一种组织环境：直觉和凭直觉办事的方法能够盛行，而且应该同更传统的管理办法结合起来（intuitive brain skills and styles can flourish and be integrated with more traditional management techniques）”，理解可知，A项“区分直观风格和传统管理办法”中的separating与原文中的integrated相反，不是一个组织的领导层应该做的事情。因此，该题选择A项。
【干扰项排除】
B项“学习如何运用创造性思维”和C项“学习如何使用解决问题的技巧”根据第四段最后一句“组织的领导层……理解如何创造一个环境，使直觉的使用得以发展，并将其融入组织战略规划过程的主流”，结合第一段对直觉天赋的描述：在战略规划和决策方面最具创新性、想出解决问题的新办法等，所以这两项符合一个组织的领导层应该做的事情，属于反向干扰；
D项“以上都不是”根据解题思路可知，该项属于反向干扰。
