西安雅思考试培训中心

今天给大家带来的是一篇关于“机器人”的雅思阅读文章“Can a robot replace us?”机器人可以帮我们做很多事情，但机器人能取代我们吗?比如，在公司董事会上，机器人能替代我们来做公司战略吗?恐怕在这儿，机器人永远只能帮助我们，而不能取代我们。

Robots. They can already clean our floors, build our cars, review legal documents, check us in at hotels and serve us drinks, but will we see them sitting around the boardroom table in place of people? Are my fellow board directors about to be made obsolete, replaced by robots overseeing companies? Will the discussion of diversity around the board table begin to include talk of non-humans?

It might sound farfetched, but 45% of 800 executives surveyed by the World Economic Forum’s Global Agenda Council on the Future of Software and Society said they expected an artificial intelligence machine will sit on a company’s board of directors by the year 2025.

This isn't the first time this has come up. Last year an investment group drummedup(招徕) headlines by announcing that it had appointed an AI to its board of directors. The firm said it would analyse data to help them make decisions about biotech investments. But, since that isn’t the full extent of the role of a genuine board member, the algorithm clearly was not really going to function as a full voting member of the firm’s board.

So do we need to set a place for robots at the boardroom table? There are a couple of reasons why I’m in the 55% who don't believe that are our jobs are at risk, or at least not from robots.

I believe data in the boardroom is growing in importance. Data can help us make decisions of all kinds. When developing strategy, it informs our thinking on marketplace trends, on what people are buying, selling, saying and doing.

On the remunerations and compensation committee, we use data to see what people are earning in the company and in the industry more broadly, and to examine overall compensation trends. In the audit committee, and also when doing any sort of financial analysis, we use data to see where spending and saving is and isn’t happening. And risk committees use data to analyse the myriad factors associated with risk of any kind, be it financial, infrastructure, strategy, legal and more.

In fact, there are few, if any areas, where we don't depend on data in some shape or form.

But it’s how we use the data to inform our decisions that differentiates us from the robots.We weigh the information to make decisions that are specific to the company, its employees and its competitiveness. It is the data mixed with creativity and intuitive, non-linear thinking that makes a company successful.

Indeed, if everyone is using the same sort of data and simply making automatic, calculated decisions from it, then differentiation is lost. The competitive advantage,in many ways, comes from the ingenuity and creativity of people.

I've often said that the boardroom is the most “human” place I've ever been. People come with their own knowledge, feelings, emotions and agendas. And, yes, that can colour the conversation on the day and sometimes hinder efficiency or easy decision making. But there is also a healthy friction that comes into play as well, which results in more robust results.

It is true that humans are fallible, and board directors are no exception. For example, pay packets(工资待遇) for CEOs can be too high, perhaps because they’ve been driven by human greed or judgement of real value. But would it be any different with a robot on the board? They would analyse the pay of other CEOs, and come up with calculations, just as is done now. But would they be able to bring about change to the compensation structure? Would they force a right sizing or apply a moral or ethical dimension to whether the compensation was correct? I think it would still take a human, or at least a human programming it, to calculate that.

Another important part to the human boardroom is the ability to judge people. Not what is on paper, but rather the people who are actually in front of you. Anyone can come up with an idea and even present it well. But as any investor, and particularly venture capitalists, will tell you, quantitative calculations can only take you so far when judging whether the idea is likely to be a success. Bringing those ideas to fruition, be it a new venture or a new direction for a company, requires the right people to execute on it. Judging whether things are going well or poorly, whether a strategy will work or not comes down to the ability to size someone up. The board must decide they are going to trust a CEO or an executive, and that has a lot to do with whether they are credible leaders.That can't be a judgement solely based on numbers.

Some of the fallibility in boardrooms comes from the fact that as a diverse group of board members we are,individually, often called to make decisions on matters where we don’t have expertise. In those cases, we depend on data and analysis and good briefings to help us to make those decisions, but that is still not a substitute for good judgement.

Also, data is not necessarily completely objective, nor is it always correct. Polling has proven recently that the data we have is only as good as the questions asked, and the veracity of the answers given.

　　大家在准备雅思考试时，部分同学没有专业老师指导，在复习的过程中形成了一些雅思考试误区，这些误区往往会在很大的程度上影响了考生的复习，为此小编特收集整理了这篇雅思考试误区的相关介绍，分享给大家，希望对大家有所帮助，文中观点仅供参考。
雅思考试误区1. 一味背单词脱离语境
　　学习雅思不能单纯背单词，词汇并不是越多越好，学生应该注重读与写的双向能力。同时，雅思考试重在考查考生的真实阅读理解能力，所以只有结合文意与语境才能突破瓶颈。
雅思考试误区2. 死记硬背生套模版
　　在以往考试中，不乏大量因为生搬硬套被严重扣分的例子，口语考试可以背，但要灵活，考生一定要糅合自己的背景，不可生套模版，短语词汇是别人的但点子必须是自己的。写作更是如此，雅思题目有时会在老题的基础上对关键词稍加修改，有些考生依然按背诵范文写作，与题目要求相去甚远，失分惨重。
雅思考试误区3. 盲目做题贪多嚼不烂
　　平时准备要充分，打牢基础，注重举一反三，避免做过多的题浪费时间。复习旧题时，也要仔细推敲琢磨。建议做两至三套题，把精力放在把握雅思考试的方向性上。
雅思考试误区4. 盲目揣测
　　很多学生喜欢猜测口语话题，雅思考试具有稳定性，出现变动会在一年前通知，所以贸然猜测反而会给备考带来负担。考生应关心时事，注重平时的信息积累。
　　以上就是比较常见的四种雅思考试误区，从中可以看出，盲目的根据国内考试经验来进行备考时不可取的，最后祝大家都能考出好成绩。