s="" called="" “the="" glass="" ceiling.”="" failure="" to="" attain="" the="" topmost="" jobs="" in="" some="" cases="" is="" （4）="" lack="" of="" experience="" or="" （5）="" education.="" because="" gender="" （6）="" has="" kept="" women="" out="" management="" until="" recent="" years,="" they="" have="" not="" had="" time="" （7）the="" years="" that="" are="" （8）="" most="" high-ranking="" executives.="" also="" earlier="" were="" （9）="" from="" entering="" graduate="" schools="" engineering,="" science,="" business,="" and="" law="" which="" been="" （10）="" corporate="" management.="" even="" as="" those="" barriers="" lowered,="" though,="" remain="" （11）="" at="" executive="" levels.="" a="" group,="" yet="" （12）="" ceiling="" become="" chief="" officers="" board="" chairpersons.="" something="" continues="" hold="" them="" back.In one authoritative study, women executives （13） three kinds of pressures that complicated their professional advancements: the day-to-day, year-in-year-out demands and the hectic(忙乱的) （14） of executive work; their （15） role as “first woman executive” and the special need to prove themselves to others; and the strain of meeting family （16） .In other words these women managers faced all of the normal demands of executive work that men, experience plus two additional requirements （17） to their customary roles in society. Having proven managerial talent was not enough. Psychologically, they had to prove themselves the equal of men. Socially, they found themselves carrying a （18） share of family responsibilities. These psychological and social （19） can hold back the most skilled and dedicated manager, even in companies where gender prejudice is （20）a minimum.
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Although women are as competent as men in managing people and organization, they still do not attain the highest positions in corporations. Their（1）seems to be （2） by an invisible barrier. At some point, they （3） what's called “the glass ceiling.” Failure to attain the topmost jobs in some cases is （4） lack of experience or （5） education. Because gender （6） has kept women out of management until recent years, they have not had time to （7）the years of experience that are （8） of most high-ranking executives. Also in earlier years, women were （9） from entering graduate schools of engineering, science, business, and law which have been （10） to corporate management. Even as those barriers have been lowered, though, women remain （11） at executive levels. As a group, they have not yet （12） the glass ceiling to become chief executive officers or board chairpersons. Something continues to hold them back.In one authoritative study, women executives （13） three kinds of pressures that complicated their professional advancements: the day-to-day, year-in-year-out demands and the hectic(忙乱的) （14） of executive work; their （15） role as “first woman executive” and the special need to prove themselves to others; and the strain of meeting family （16） .In other words these women managers faced all of the normal demands of executive work that men, experience plus two additional requirements （17） to their customary roles in society. Having proven managerial talent was not enough. Psychologically, they had to prove themselves the equal of men. Socially, they found themselves carrying a （18） share of family responsibilities. These psychological and social （19） can hold back the most skilled and dedicated manager, even in companies where gender prejudice is （20）a minimum.
A.access B.ascent C.lubricated D.restrained问题2： A.blocked B.prohibited C.lubricated D.restrained问题3： A.collide B.knock down C.coincide D.bump into问题4： A.on account of B.thanks to C.accounting for D.due to问题5： A.intact B.inadequate C.incapable D.undesirable问题6： A.disposition B.differentiation C.displacement D.bias问题7： A.elevate B.acquire C.disperse D.overestimate问题8： A.typical B.peculiar C.exemplary D.indispensable问题9： A.avoided B.discouraged C.deprived D.restricted问题10： A.pathway B.means C.tracks D.trails问题11： A.underrated B.underpopulated C.underprivileged
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