第1题:
[单选题]所有工作人员（包括工作负责人）不许单独进入、滞留在高压室和室外高压设备区内。A.A.正确
B.B.错误
C.略
D.略
E.略
F.略
参考答案:A
第2题: [多项选择]
服从正态分布的随机误差具有以下特点______。A. 单峰性
B. 对称性
C. 有界性
D. 抵偿性
参考答案:A,B,C
第3题:
[单选题]所有检修工作需在断电后进行,且断电至通电时间间隔至少（）。A.5s
B.8s
C.10s
D.12s
参考答案:C
第4题:
[单选题]在option3x网络结构下，控制面应锚定在A.NR
B.LTE
C.???LTE或NR
D.??可同时锚定在LTE和NR
参考答案:B
第5题:
[判断题]隧道内加工钢筋时,要采取相应的安全措施。A.正确
B.错误
参考答案:B
第6题: [单项选择]
下列哪项不是讲授教学法的特点（）A. 教师主要是通过口头语言来讲授教学内容
B. 学生的学习主体性及学习过程与方式不足
C. 教师占用了较多的课堂教学时间和空间
D. 要求学生在短时间内掌握大量知识、实现教师规定的学习目标
参考答案:D
第7题: [简答题]请以大学生后勤处的名义于2005年12月20日拟写一份寒假放假通知，具体内容包括：
1．学生从2006年1月14日至2月19日放假，假期37天。
2．全体师生员工必须严格按照本通知规定的时间休假，早退或晚归而又未履行请假手续者，将按校纪予以处分。
3．提醒师生员工假期注意安全，遵纪守法。
4．祝愿广大师生度过一个快乐的春节。
参考答案:
[参考范文]
Announcement
December B0, B00E
We Rear Service Department are taking pleasure to announce that the winter vacation will begin from Jan. AD, B00F to Feb. AI, B00F, lasting for CG days.
All staff and students should follow this arrangement strictly. Anyone that leaves earlier or arrives later than scheduled without leave permission will be punished according to the university rules. And we remind all our staff and students to pay attention to safety problem and to observe discipline and obey the law during the winter vacation. And wish everyone a happy Spring Festival.
答案解析:
[难点分析]
参见模拟210中对通知的讲解。
第8题: [填空题]
怀特早在19世纪20年代便从经济坏境和政治坏境、（）以及科技坏境等诸方面对行政坏境之于行政管理的重要影响作了较为深入、系统的探讨。
参考答案:客观社会坏境
第9题:
[单选题]电器的触头系统属于电器的（ ）。A.感测机械
B.执行机构
C.保护机械
参考答案:B
第10题: [单项选择]
小儿腹泻的治疗原则，错误的是( )A. 调整饮食
B. 合理用药
C. 纠正脱水
D. 应用红霉素
E. 纠正电解质紊乱
参考答案:D
答案解析:[解释点评] 应根据病原体选择抗生素。因此本题的正确答案为D。(1999年考试真题)
第11题:
[单选题]根据投资组合理论，能够实现风险对冲的两个资产至少应当满足：( )。A.相关系数等于１
B.相关系数小于１
C.相关系数等于０
D.相关系数小于0
参考答案:B
第12题: [简答题]
全轴超声波穿透探伤检查如何使用TZS-R型标准试块标定测距？参考答案:使用0°直探头并放置在TZS-R标准试块上，用机油或铁路专用轴承脂做耦合剂，调整仪器的相关按键及参数，将第5次底面回波调至荧光屏水平满刻度的第4大格，此时屏幕上水平刻度的每1大格代表车轴的实际长度250mm。
第13题:
[单选题]关于山地救援，下面描述不正确的是( )。A. 地方向导引导
B. 属地多部门多力量协同行动
C. 调动具有野外作业经验的队伍遂行任务
D. 防寒保暖物资、随队卫勤等可后续跟进
参考答案:D
第14题:
[单选题]认知内驱力、自我提髙内驱力和附属内驱力在动机结构中所占的比重并非一成不变。在（）附属内驱力最为突出。
A.儿童早期
B.少年期
C.青年初期
D.成年期
参考答案:A
各方面内驱力随年龄、性别、个性特征、社会地位和文化因素的变化而变化。附属内驱力在儿童早期最为突出。
第15题:
[单选题]泵房埋地污油管线去向( )。A.容616
B.污油罐
C.12#泵房
D.装置污油线
参考答案:A
第16题: [单项选择]
企业投资项目报送项目申请报告应附送的文件不包括( )。A. 城市规划行政主管部门出具的城市规划意见
B. 银行出具的融资意向书
C. 国土资源行政管理部门出具的项目用地预审意见
D. 环境影响评价审批意见
参考答案:B
第17题: [名词解释]
民法的基本原则参考答案:
是民法及其经济基础的本质和特征的集中体现，是高度抽象的、最一般的民事行为规范和价值判断准则。
第18题: [单项选择]
为保证人身安全，除专业人员按规定作业外，任何人员所携带的物件（包括长杆、导线等）与接触网设备的带电部分须保持（）以上的距离。
A. 0.5m
B. 2m
C. 0.2m
D. 1m
参考答案:B
第19题:
[单选题]
汇总记账凭证账务处理程序的特点，是根据( )登记总账。
A.记账凭证
B.汇总记账凭证
C.科目汇总表
D.原始凭证
参考答案:B
第20题:
[单选题]铁路线路两侧应当设立铁路线路安全（ ）区。A.保护
B.管理
C.禁止
参考答案:A
第21题:
[单选题]李先生,35岁,左侧踝关节扭伤。为防止皮下出血与肿胀,早期应A.冷热交替敷
B.局部按摩
C.冷湿敷
D.热湿敷
E.松节油涂擦
参考答案:C
第22题:
[判断题]当矛盾双方势均力敌，目标的重要性处于中等程度时采用妥协的方法。A.正确
B.错误
参考答案:A
第23题: [单项选择]
电工材料一般分为4类，即绝缘材料、导电材料、( )和结构材料。A. 磁性材料
B. 导热材料
C. 包装材料
D. 树脂材料
参考答案:A
第24题:
[填空题]信贷业务的风险评价岗和审查审批岗可根据业务的风险评价和审批意见对金额、期限、（ ）、还款方式等审批要素进行调整，
参考答案:利率
《信贷操作手册（2016）》第二十章信贷管理系统及指纹系统应用
第25题:
[单选题]盛装的医疗废物达到包装物或者容器的( )时,应当使用有效的封口方式,使包装物或者容器的封口紧实、严密。
A. 1/2
B.2/3
C. 4/5
D. 3/4
E.3/5
参考答案:D
第26题:
[多选题]集装箱数量指标有( )。A.发送箱、到达箱
B.发送吨、到达吨
C.集装箱周转时间
D.集装箱保有量
参考答案:ABD
第27题:
[判断题]信号专业人员无需经过人身安全知识培训，只需考试合格就可上岗（）A.正确
B.错误
参考答案:B
第28题: [单项选择]
在Excel中，插入一个工作表时，这个工作表总是在（）插入A. 所有的工作表的最前面
B. 所有的工作表的最后面
C. 在插入前选定的工作表的前面
D. 在插入前选定的工作表的后面
参考答案:C
第29题: [简答题]
In relation to employment law:
(a) explain the meaning of constructive dismissal; (5 marks)
参考答案:
Constructive dismissal Normally, employees who resign deprive themselves of the right to make a claim for redundancy or other payments. However, s.ACF Employment Rights Act AIIF (ERA) covers situations where ‘the employee terminates the contract under which he is employed (with, or without notice) in circumstances in which he is entitled to terminate it without notice by reason of the employer’s conduct’. This provision relates to what is known as ‘constructive dismissal’ which covers the situation where an employer has made the situation of the employee such that the employee has no other reasonable action open to them but to resign. In other words, the unreasonable actions of the employer force the employee to resign. In such a situation the employee is entitled to make a claim for unfair dismissal, no matter the fact that they actually resigned. In Simmonds v Dowty Seals Ltd (AIGH), Simmonds had been employed to work on the night shift. When his employer attempted to force him to work on the day shift he resigned. It was held that he could treat himself as constructively dismissed because the employer’s conduct had amounted to an attempt to unilaterally change an express term of his contract. An employee may also be able to claim constructive dismissal where the employer is in breach of an implied term in the contract of employment (Gardner Ltd v Beresford (AIGH)). In Woods v WM Car Services (Peterborough) (AIHB), it was further held that there is a general implied contractual duty that employers will not, without reasonable or proper cause, conduct themselves in a manner which is likely to destroy the relationship of trust and confidence between employer and employee and that such obligation is independent of, and in addition to, the express terms of the contract. The action of the employer, however, must go to the root of the employment contract if it is to allow the employee to resign. In other words, it must be a breach of some significance. In Western Excavating Ltd v Sharp (AIGH), Sharp was dismissed for taking time off from work without permission. On appeal to an internal disciplinary hearing, he was reinstated but was suspended for five days without pay. He agreed to accept this decision but asked his employer for an advance on his holiday pay as he was short of money; this was refused. He then asked for a loan of ￡D0; that was also refused. Consequently Sharp decided to resign in order to get access to his holiday pay. Sharp instituted a claim for unfair dismissal on the basis that he had been forced to resign because of his employers’ unreasonable conduct. The employment tribunal found in Sharp’s favour on the grounds that his employer’s conduct had been so unreasonable that Sharp could not be expected to continue working there. However, on appeal the Court of Appeal held that before a valid constructive dismissal can take place, the employer’s conduct must amount to a breach of contract, which is such that it entitles the employee to resign. In Sharp’s case there was no such breach and therefore there was no constructive dismissal. However, in British Aircraft Corporation v Austin (AIGH), a failure to investigate a health and safety complaint was held to be conduct amounting to a breach of contract on the part of the employer which was sufficient to entitle the employee to treat the contract as terminated. If the employee does not resign in the event of a breach by the employer, the employee will be deemed to have accepted the breach and waived any rights. However, they do not need to resign immediately and may, legitimately, wait until they have found another job (Cox Toner (International) Ltd v Crook (AIHA)).
