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  3. Last month Sheryl Sandberg, chief operating officer at Facebook, published "Lean In", a controversial declaration on why women h

Last month Sheryl Sandberg, chief operating officer at Facebook, published "Lean In", a controversial declaration on why women h

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问题     Last month Sheryl Sandberg, chief operating officer at Facebook, published "Lean In", a controversial declaration on why women have not ascended to the most senior positions at companies. She concludes that it is partly women’s own fault: they do not "lean in" and ask for promotions, pipe up at meetings and insist on taking a seat at the table.
    Some of it is down to simple miscommunication. Barbara Annis and John Gray argue in "Work With Me" that men and women are biologically wired to think and react differently to situations, and have "gender blind spots" when it comes to understanding their co-workers’ behaviour. Ms Annis, who leads workshops on gender for big companies and governments, and Mr Gray, author of "Men are from Mars, Women are from Venus", a bestselling book in 1992 about relationship problems, have collaborated to produce an easy-to-read guide to workplace communications. Women ask more questions, gather more people’s opinions and seek collaboration with co-workers more frequently than men. Men view these preferences as signs of weakness, and women, in turn, grow annoyed by how competitively men work, and how quickly and subjectively they arrive at conclusions.
    If both female and male employees became more "gender intelligent" about how their work and behavioural preferences are hard-wired, it would contribute to a more harmonious workforce. Women have been choosing to leave companies at twice the rate of men, and more than half the women whom the authors met in workshops were considering leaving their firms. Women often tell their bosses that they are quitting for personal reasons, but the majority actually leave because they feel excluded from teams and not valued for their contributions.
    Communication and gender equality are not just problems at large firms. In "A Rising Tide" Susan Coleman and Alicia Robb look beyond women’s experience at big companies. They focus instead on women entrepreneurs, who have the potential to become leaders in their field, earn a high income and hire more women. In a positive shift, women have been starting more firms in the past decade. However, these tend to be in the service and retail industries (as opposed to fast-growth industries like technology). They also remain smaller than men’s firms.
    Ms Coleman and Ms Robb point out that part of this may be by design; women sometimes want to keep their businesses small in order to balance their family responsibilities. However, women also often lack the financing that male entrepreneurs enjoy. They have fewer savings, so usually launch their businesses with less capital than men, and are less likely to apply for a loan for fear of being denied.
    How has the success of high-achievers differentiated them from other women? In "The ×× Factor", Alison Wolf, the director of public policy and management at Kings College London, argues that there are now around 70 million highly educated, high-earning women around the world. They have more in common with elite men than with other women. These elite women tend to marry more often and have fewer children than less-educated women. They spend more time working, and, unexpectedly, more time parenting. Ms Sandberg also makes this point. As the demands on women in the workplace have increased, so too have the standards for being a good, involved mother—which adds to the challenges for women at the top.
    A. explains why more and more women are earning equal income with men.
    B. provides a guideline for readers to better communicate with the opposite sex in workplace.
    C. draws a comparison between men’s quitting reasons and women’s.
    D. finds that there are a large number of elite women who have more common with their male counterparts.
    E. focuses on the gender relationship problems.
    F. analyzes why women are not promoted to the highest level of companies.
    G. concludes that businesswomen tend to keep their firms smaller compared with men.
"Work With Me"
选项
答案B
解析 “Work With Me”一书出现在第二段。第二段第二句开始介绍“Work With Me”一书。第二句指出该书提到男女之间在了解同事的行为时会有“理解盲点”。第三句则介绍该书的两位作者合作写出解决工作沟通问题的指南，这也正是该书的内容。B项所述与此对应，故为答案。文章第三段最后一句提到了“女性离职的理由”，提到这个是为了说明男女之间工作沟通的问题。此外，文中未提到男性离职的理由，更未作比较，因此可以排除C项。
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