托福閱讀好提分的攻略大全
出國留學(xué)對英語閱讀能力有一定要求，因此托福閱讀部分的提分是許多準(zhǔn)備出國留學(xué)的考生所關(guān)心的，但閱讀部分的托福成績提高不易，光大量做題往往沒明顯效果，今天小編整理托福閱讀好提分的攻略大全，供大家參考。
托福閱讀好提分的攻略大全
一、背單詞
單詞是閱讀的基礎(chǔ)，要看得懂密密麻麻的英文，取得好的托福成績，單詞關(guān)一定要過?？梢允褂迷~根詞綴記憶法，已達到舉一反三的效果，不熟的單詞要反復(fù)識記，同時不能忽視一詞多義。五千多的詞匯量是遠遠不夠的，還要堅持背，直到詞匯量達到八千以上，做起閱讀題才更加順手。
二、長難句分析
托福閱讀理解是有一定難度的，長難句在文章中很常見，如果不理解長難句的意思可能會影響我們后面小題的準(zhǔn)確率，因此我們要學(xué)會長難句分析。看見長難句，先分清主句與從句，再找出主語、謂語、賓語，從而將句子結(jié)構(gòu)理清楚，理解句子意思。長期堅持分析，各種句型句式，各種用法就會漸漸熟悉起來，量變促成質(zhì)變，閱讀文章就會越來越流暢，閱讀部分的托福成績自然不會太差，也有利于取得好的托福成績，順利出國留學(xué)。
三、記憶常見結(jié)構(gòu)
英語中有許多詞組、句型，如：rest with(取決于)、jump to something(過早下結(jié)論)、at length(詳細地)等等，光看其中單詞的意思不能準(zhǔn)確理解，會影響對文章句子意義的判斷。要想掌握這些詞組、句型的意義，唯有盡量多地進行英語閱讀，積累、記憶這些常見結(jié)構(gòu)，才有利于提高托福成績，完成出國留學(xué)的夢想。
四、掌握相關(guān)技巧
要想做題又快又準(zhǔn)，除了打牢基礎(chǔ)，還要掌握相關(guān)技巧。一是要將精讀與泛讀相結(jié)合，短時間內(nèi)過濾無效信息，捕捉目標(biāo)信息，把握文章主旨。二是要細心，雖然做閱讀題常常時間不夠，但要穩(wěn)中求勝細心做題，掃讀全文但不能遺漏細節(jié)，要保證質(zhì)量。
五、堅持
一定要堅持!不用因為閱讀理解的準(zhǔn)確率一時提不上去就灰心喪氣。也許天資聰穎的人有，但大多數(shù)人是厚積薄發(fā)型，平時堅持多積累、多記憶，時間到了能力自然會增強。要不斷總結(jié)經(jīng)驗，從失敗中吸取教訓(xùn)，這樣才能一點點進步，取得好的托福成績，順利出國留學(xué)。
托福閱讀文章：手指感應(yīng)
打字錯誤是誰都難以避免的，但是據(jù)最新研究得出的結(jié)論是，我們的手指能感應(yīng)到打字正確與否。
Whether you're a hunt-and-peck typist or a Rachmaninoff of the keyboard, you will make mistakes. But it's not just your eyes catching typos when you see them on the screen. Your hands know when you mess up too. That’s according to a study in the journal Science. [Gordon Logan and Matthew Crump, "Cognitive Illusions of Authorship Reveal Hierarchical Error Detection in Skilled Typists"]
Researchers recruited expert typists—college students, of course—and showed them 600 five-letter words, one at a time. And they asked the students to type those words as quickly and accurately as possible. But sometimes, the researchers inserted typos in the word as it appeared on screen, when the students hadn’t made one. Other times they automatically corrected typos the students did make.
And the students tended to believe the screen. So if a typo had been added, they figured they must have messed up. If a typo had been corrected they thought they typed it right. But the hands didn't fall for it. When the fingers slipped up, they paused a split second longer than usual before typing the next letter. But they didn't pause when fake typos appeared on-screen only. So we apparently have two discrete mechanisms guarding against typing errors, one visual, the other tactile. To fox quick brown fixes. To fix quick brown foxes.
托福閱讀文章：文化背景決定工作理念
在許多企業(yè)文化中，“團隊合作”被視為非常重要的組成部分，優(yōu)秀的“團隊合作”精神也被視為一個好員工必須具備的。而不同的人對于“團隊合作”的看法和期望又是由什么決定的呢?
一篇文章稱，在不同文化生活的人對工作的理解也不一樣。例如，人們對“團隊合作”就有不同的期望。
A new article in a special section on Culture and Psychology in Perspectives on Psychological Science, a journal of the Associationfor Psychological Science, explains that people in different cultures think about work in different ways.
日前，一篇刊登在美國心理科學(xué)聯(lián)合會的學(xué)術(shù)期刊《心理科學(xué)視角》文化與心理版塊的文章稱，在不同文化生活的人對工作的理解也不一樣。
For example, people have different expectations about teamwork, says Cristina B. Gibson, of the University of Western Australia.
例如，人們對“團隊合作”就有不同的期望，西澳大學(xué)教授克里斯蒂娜-B-吉布森說道。
Gibson has interviewed people to understand how they conceptualizeteams. “In the US, people used a lot of sports metaphors. Elsewhere, that just wasn't a common metaphor.” In Latin America, for example, many people talked about the work team as a family.
吉布森調(diào)查了人們對于“團隊合作”這一概念的認識?！霸诿绹?，人們使用很多體育方面的比喻。而在其他地方就不是一個普通的比喻了?！崩缭诶∶乐?，很多人把“團隊合作”看做是一個“家”。
“If you just use those two contrasts and think about what you might expect from your family versus what you might expect from your sports team, you start to see the differences.” Families are involved in all parts of your life, and are expected to celebrate with you socially.“Your involvementin your sports team is more limited. Less caretaking, more competitive.”
“如果你對比這兩種認識，想想你能從家庭看到什么以及能從體育團隊看到什么，就會看出差別來?！薄凹摇鄙婕澳闵畹姆椒矫婷妫⑶揖蜕鐣用嫔吓c你共享成功的喜悅。“而你在體育團隊中的參與度是有限的。關(guān)愛更少，競爭更多。”
Another example is in the realm of leadership. Many people assume that charismaticleadership is a good thing - using a strong personality to inspire loyalty in others. But that's not going to work for everyone, Gibson says. “The very same behaviors that are deemed desirablefrom a leader in one culture might be viewed as interference or micromanagementin other settings.”
另外一個例子便是人們對“領(lǐng)導(dǎo)”的理解。許多人認為有魅力的領(lǐng)導(dǎo)作風(fēng)是件好事——用人格魅力激發(fā)員工的忠誠。但吉布森稱這并不對每個人都管用?！巴瑯拥男袨?，在一種文化中被看做是領(lǐng)導(dǎo)者的必備素質(zhì)，在另一種文化中卻成了干涉或是微觀管理?！?/p>
And as this research continues, she says, people should consider that cultures can vary a lot within countries, too, especially as large numbers of people continue to migrate between countries. “We can’t make these assumptions that everybody in the US is like this and everybody in China is like that.”
吉布森還稱，隨著研究的進行，尤其是隨著龐大數(shù)目的移民持續(xù)在國家間流動，人們需要意識到一國內(nèi)部文化的多元性。“我們不能假設(shè)在美國的所有人都是這樣的，或者假設(shè)中國的所有人全都是那樣的。”
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