雅思阅读满分攻略
雅思阅读对于中国考生来说应该是雅思四项能力考察中最具有难度的一项了。那么究竟怎样才能提高阅读分数，今天小编给大家带来了雅思阅读满分攻略，希望可以帮助到大家，下面小编就和大家分享，来欣赏一下吧。
雅思阅读满分攻略
一、词汇的挑选
拥有一定程度的词汇量是学习英语的基本条件，而雅思的阅读更需要考生在词汇上有更大程度的掌握。对于应试阅读，其中大量学术性名词是你不可能见过的也不用明白意思的，但是，文章中一些重要动词和连词对理解起着举足轻重的作用，因此，适当扩展一些常用动词，连词是必要的，我们可以运用扩散法，看见一个生词，不仅记住它，还记住它的近义反义词，达到事半功倍的效果。先来看下雅思的阅读在词汇上如何进行考察，来看个例子：
Original text:The seasonal impact of day length on physiological responses is called photoperiodism,and the amount of experimental evidence for this phenomenon is considerable.
Statement:There is plenty of scientific evidence to support photoperiodism.
在这个例子来说，我们可以看出来，考生只需要认识considerable这个单词就可以做出自己的判断了，在这里considerable是大量的意思，和plenty of也直接形成了一个同义上的转换。所以基本可以判断答案为TRUE，而这个例子中的photoperiodism这个单词，对原文的理解上没有什么影响，所以可以不去做记忆。考虑到雅思阅读的A类一般会出来大量的专业单词或者是专业术语，以及考生在平常的交流中较少使用的词汇，都是可以忽略的。
二、句型结构的熟练
撇开对于一些必要词汇的掌握，考生在备考时还会遇到一些状况，像:句子内虽然没有出现一些很难的单词，甚至出现的都是认识单词，但是对于句子的理解还是不能准确把握，也会出现一个考生一个理解的情况。这类型的句子也对考生阅读理解上造成了很大的困扰，但这恰恰也是雅思的关键考察点:句子结构错综复杂，长句屡屡皆是。运动的理论，并不是题目中所讲的磁场的发现。
考生在雅思句型上能有所准备，不但要了解一些常用的语法结构，还需要对阅读文章的一些较为复杂的句型结构进行有针对性的联系，这样才可以在错综复杂的长句子迅速捕捉要考生需要的信息。
三、文章风格的掌握
雅思阅读中出现的文章也具有各自的风格，而它主要也是受到了来源方面的影响。因为雅思阅读文章大多来自于世界主流媒体，像Financial Times,Guardian等，如果文章选自报刊类的话，那么阅读文章会显示出很明显的报刊文章特点，比如标题一般都会比较的显眼，这样的做法也是为了吸引更多的读者的兴趣;文章也比较的简明扼要，不会长篇大论的去叙说细节问题。此外还有部分文章时来自政府的各个部分的报告，像社会发展报告，或者像联合国机构的年度报告等等，这样的文章比较的冗长，也比较枯燥，但是很容易就找到文章的主旨内容，因为文章多会采用一些概括的方法，并有系统性并有条理的进行述说，伴随着具体的概括和部分详细的描述。一些有名的协会杂志会有教特别的学术氛围，用尽量浅显的科学术语介绍给读者一些研究的成果，以专题论文和辩论为主。
四、逻辑的运用
雅思的阅读更多考察的是考生的思维逻辑能力。不仅要运用到大量的逻辑关系词去帮助考生理顺文章的逻辑顺序。除了这个，其实在很多的雅思考试的文章中，都可以发现逻辑考察点也体现在代词的指向的理解上，所以指向性代词也是雅思的一个考点，它同样也影响着考生对雅思阅读文章是否能正确的理解。
逻辑的关系需要自然推理，同样也影响着考生是否能对阅读正确理解，这类的考点特别表现在是非判断题和人物的观点上，例如说：
Original text: “What you hear is only the tip of the iceberg,” says. He believes the reason is simple: “No one wants bad press.”
Statement : Trevor Ford suggests that publicity about nickel sulphide failure has been suppressed.
Trevor 说道“no one wants bad press”.(没有人喜欢负面的报道)，根据这样的说法，就可以很快的推断出他是指许多负面的消息都被认为的压制了。
所以考生一定要运用到逻辑推理，这样对雅思阅读的理解很重要。
四、阅读速度
阅读速度应该是大部分同学关心的问题，首先，拿到一篇陌生文章时，先看题，众所周知，题目顺序是根据文章顺序来的，这样带着问题看更有针对性，同时节省时间。如果上来就通读，很可能什么也记不住，做题时也得再看一遍。
五、合理安排备考时间
考生可以根据自己的英语水平和备考时长进行规划，也可以参考雅思阅读高分考生的备考经验进行计划制定。例如前期可以以剑桥真题4-6进行入门练习，中期则可以以这些真题(剑桥4-12)进行提升训练，后期则可以试着查漏补缺，以雅思OG进行冲刺练习等。然后再把这些计划具体到每一天，严格按照计划进行，以实现最终目标。
雅思阅读：定语从句在阅读填空中原来这么重要?!
第一个例子出自于剑桥雅思真题8(简称“剑8”)P52第39题: The sense of smell may involve response to……which do not smell, in addition to obvious odours.(题目要求答案只写一个单词)这个题目按照关键词和顺序原则可以定位到文中E段的第三句话: Researchers have still to decide whether smell is one sense or two—one responding to odours proper and the other registering odourless chemicals in the air.
有的学生可能会对于题目和文中的个别单词表示困惑或者整句话不知道怎么翻译，于是答案迟迟不敢写。但是当我们再分析一下题目，就会发现39题所填单词实际上是由一个定语从句所修饰，所以根据语法知识，答案的词性就应该是名词。同时，从句中助动词do是原形，可以再次确定答案是可数名词的复数，通常以-s或-es结尾。
文中这句话中两个单词researchers和chemicals都是可数名词复数，于是当我们再缩小答案范围的时候，就会发现关系词which指物或者事情，而researchers意思是“研究者”，表示人，不能被which所修饰，所以答案只能是chemicals这个词了。
相似的例子还出现在剑11P20第6题：One form of vertical farming involves planting in……which are not fixed.
同样的道理，空格中的答案被which引导的定语从句所修饰，因此我们判断答案词性还是名词，而且还是物体的名词。从句中所用的be动词形式是are，所填的单词就是可数名词复数。
我们之前看到的两个例子都是定语从句出现在题目当中，而下一个题目就稍有不同。请看剑5P18的第6题：According to his biographer, James Boswell, Johnson’s principal achievement was to bring……to the English language. (题目要求：答案不超过两个单词)
我们先判断答案的词性是名词，然后根据顺序原则和关键词答案能定位到原文17页倒数第二段最后一句话：It is the cornerstone of Standard English, an achievement which, in James Boswell’s words, conferred stability on the language of his country.通过观察题目与原文句子的关系能找出答案范围，就在“conferred stability on the language”这几个词中，不过介于对conferred这个词的意思比较陌生，大多数同学误以为这个词可能是动词过去分词，在文中起修饰作用，于是就把答案写成了“conferred stability”，而且似乎还很符合字数限制中所要求的两个单词。
其实，如果我们再分析一下文中的句子，就会发现achievement后面被which引导的定语从句所修饰，再把插入成分“in James Boswell’s words”去掉后，从句就变成了“an achievement which conferred stability on the language of his country”。
根据语法知识，我们知道由that/who/whom/which引导定语从句的时候，从句部分是一定要缺少成分(缺少主语或者宾语)，但是绝对不能缺少谓语动词，因此conferred在从句中的成分为谓语动词，时态是一般过去时，第6题答案只能是“stability”。
当然，除了填空题以外，定语从句还会出现在雅思阅读考试的其他题目，以及其他三个单项的考试当中。同学们学习完了语法的理论知识后，一定要在考试题目中运用出来。同样，如果在做练习的时候遇到不太熟悉的语法点，也要做及时的补充和积累。
雅思阅读练习题：Do we really need smarts?
The problem with smart people
When hiring,promoting, even just putting together your team, you should look for the smartest people in the room, right? Not so fast.
Intelligence isone of those characteristics where there is a minimum level needed to be in the game(游戏中有些东西需要有一个最低水平，智力就是这样的东西). Once past that, too much intelligence can be a draw back or worse.
The Enron management team, for example, were known as “the smartest guys in the room.” Consider how well that turnedout. The former US energy trading company tapped its top talent to run some ofits most-profitable divisions, almost without supervision. The managers,despite their smarts, were an arrogant(傲慢的), insecure bunch(一帮人) who took wild chances and lost billions of dollars.The company dissolved in 2001.
Certainly, the jobfor which you’re hiring makes a difference. I do want big-time(一流的)intelligencefor researchers, analysts, and coders, but you can lock those folks in a roomand let them do their thing because they work on their own. If they lack emotional intelligence or interpersonal skills, any damage they do is limited because of their independent work.
But do I reallyneed to find the smartest managers?
The problem with smart people
The problem withreally smart people is that they often think they know more than everyone else.Maybe they do. But that doesn’t help them when they’re trying to get others tobuy into whatever they’re selling. For example, I was coaching one seniorexecutive who always seemed to be one step ahead of everyone else on her team.At least, that’s what she thought. One of the biggest challenges she faced wasrecognising that other managers didn’t necessarily view the world the same way.That meant she needed to invest the time to bring them along if she wanted toget traction on her preferred projects.
When you know theright answer, you often can’t believe that everyone else doesn’t just see thesame thing, and fall into line(看齐;同意).
Unfortunately,organisations don’t work that way. Especially when working with peers when youdon’t have direct authority over them, the only way to get momentum(活力;动力) toward your preferred outcome is to sellthem on the idea. Imposing your “superior” solution just doesn’t work.
The irony is thatsometimes the most talented person can make for(走向;成为)one of themost ineffective managers. You can see this in sports, for example, whereretired superstars often find it difficult to coach or manage successfullybecause they are now supervising lesser mortals(凡人) that weren’tblessed with the same degree of innate(天生的) talent.
Wayne Gretzky, theCanadian hockey legend who retired with more personal scoring records thananyone in the history of professional hockey, was remarkably ineffective as ahead coach. The same may be said about Michael Jordan, perhaps the greatestbasketball player ever, who has never been able to lead a successful basketballorganisation whether as general manager, president or owner.
It could be justas bad when we let the A-level crowd go to market with what they see as thebest product. I remember talking to managers at Singapore-based CreativeTechnology, Inc after the iPod had just been introduced by Apple. Creative hada technologically superior MP3 player, but customers preferred the iPod, to the utter dismay of the Creative managers(让Creative公司的经理们感到无比郁闷). Theyjust couldn’t understand how customers were so irrational!
But it turns outthat the best technology doesn’t always win, just like the smartest peopledon’t always succeed.
It’s not justbrainpower where more may also not be better. For example, is it good to keepreducing the time it takes for technicians to help customers requestingassistance via call-in centres? What about the quality of the advice, how thecustomer perceives the value of the advice or even whether it’s such a greatidea in the first place to try to optimise(优化)on speed?
Zappos, theUS-based online shoe store, actually rewards employees for spending more timewith customers who call in with questions about products they are thinking ofbuying. For Zappos, customer experience on a call trumps(击败;胜过)any simple metric that, in its view, canactually detract from profitability.
When employeesare motivated to cycle through customers as fast as possible, platitudes(老生常谈) that the customer comes first are justthat — empty, cynical slogans that mean nothing to sales staff(如果员工被鼓励尽量快速地应付完顾客，那么老挂在嘴上的“顾客至上”就变成空洞而讽刺的口号，对销售员来说没有丝毫意义).
And let’s notforget the side effect (副作用)thataccompanies this culture. People who really care about service look elsewherefor work. That leaves demotivated employees who actually do a good job ofhitting their time targets. In the end, you get what you want, but you losebecause of un-nuanced(粗狂的)thinking that more is better than less.
Call itbrilliantly fulfilling the wrong vision.
The quest for moremay well be the defining ethos(社会思潮，社会精神)of ourtime, but the downside that comes with this single-minded fixation warrants(值得) greater attention. Relying on the smartestand the most talented to lead and manage people and teams may be one of thosethings that sounds a lot better in theory than in practice.
Vocabulary
Arrogant 傲慢的
Big-timeintelligence 一流的智力
Fall into line 看齐;同意
Momentum 动力
Make for 走向;变成
Mortal 凡人
Innate 天生的
Optimize 优化
Trump 击败，胜过
Platitude 老生常谈的话
Side effect 副作用
Ethos 时代精神
Warrant 值得;确保
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