Questões Militares
Sobre vocabulário | vocabulary em inglês
Foram encontradas 578 questões
Texto 1
FROM FILM STAR TO FREQUENCY-HOPPING INVENTOR
I’m guessing that some younger readers __(21)_ who Hedy Lamarr was. Old-timers remember her as a popular Hollywood star of the mid-20th century. Characterized by MGM studio mogul Louis B. Mayer as “the most beautiful girl in the world,” a title said to originally have been bestowed by stage director Max Reinhardt, she appeared in some 25 Hollywood films between 1938 and 1958.
__(22)__ her fans and many of her Hollywood colleagues was her creative side. They were unaware that __(23)__ the cameras were not rolling, Ms. Lamarr might be at home at her drawing board, diligently working at some concept that might lead to a commercial product or a patentable invention.
___(24)_ an admirer of Hedy Lamarr the movie star (I particularly remember her in “Ziegfeld Girl,” costarring James Stewart, Judy Garland, Lana Turner, and Tony Martin, and “H. M. Pulham, Esq.,” with Robert Young and Van Heflen), I too was unaware of her innovative proclivities until 1984, when historian of cryptology David Kahn authored an article in IEEE Spectrum. It revealed to the uninitiated the existence of a 1941 patent __(25)__ to Lamarr and her co-inventor, George Antheil, based on frequency-hopping and titled “Secret Communication System.” World War II __(26)__ in Europe, and Hedy, a native Austrian, left her munitions magnate husband Friedrich Mandl and relocated to the United States in 1937. As Hitler moved relentlessly in his attempt to conquer most of northern Europe, she was appalled by the German U-boat sinking of the SS City of Benarus. (…). She considered quitting the movie business and offering her services to the newly organized National Inventors Council (NIC), __(27)__ to evaluate technology that could be useful in wartime, and chaired by inventor Charles Kettering. She did __(28)__, however.
In Hollywood, Hedy had met George Antheil, not an engineer but a composer with “a fair grasp of electronics,” as historian Kahn expressed it. Antheil joined her in her attempt to devise a jamproof guidance system for Allied torpedoes. A year before Pearl Harbor, she told Antheil she knew “a good deal about new munitions and various secret weapons,” presumably knowledge acquired while she was privy to discussions between Mandl and his munitions agents.
While not on the movie set, Lamarr would work with Antheil in her apartment to move her idea from concept to a practical system. In her early working documents a reference is made to the 116RX, the 1939 Philco radio console that featured the first wireless remote control (termed the Mystery Control and offering the listener options to select up to eight stations, a volume control, and an off switch). This ___29__ just one among several inputs that inspired her to __30__ the idea she called “hopping of frequencies” (...)
CHRISTIANSEN, D. Adaptado de From Film Star to Frequency-Hopping Inventor. In: Institute of Electrical and Electronics Engineers. Disponível em:
Which is the correct option to complete the film synopsis below?
Hacksaw Ridge
Desmond Doss,______endured a troubled childhood in rural Virginia, enlists in the army. After Desmond's desire to serve as an unarmed medic is approved by military officials, he is sent to the Pacific arena,______he saves dozens of lives during the Battle of Okinawa.
(Adapted from http ://oscar.go.com/nomÍnees/best-pÍcture/hacksaw-ridge)
The female voice.
The vast majority of projects in speech synthesis have used male voices. The early synthesizers of the 1980s were very limited in the kind of speech they could cope with. The Haskins Laboratories Pattern Playback, for example, could only produce a fundamental frequency of 120Hz. ______, very little information was available on the acoustics of female speech. ______ several efforts were made to produce female-sounding speech, none of them was convincing.______, since the 1980s, the use of more sophisticated acoustic analyses and equipment has led to the synthesis of several utterances with an acceptable female quality.
(Adapted from: The Cambridge Encyclopedia of Language)
I - There are a lot fewer opportunities in this country. II- He is the nicest when he’s with children. III- He’s more lazy than stupid. IV- He explained it all carefully, but I was still none the wiser. V- Is this the first time for you to stay here ?
1. That man died________ he lived, fighting. 2 .I wasn’t expecting ________ cold weather. 3. Don’t use your plate ________ an ashtray. 4. That’s John’s bike, unless I’m _________ mistaken. 5. They’re _________ fools.
The Signal Box Inn
In the Cleethorpes region of Great Britain, there is a very unusual signal box that is now used for something completely different. The Signal Box Inn is a pub;_______ , at only 6m2 , it is in the Guinness Book of Records as the smallest pub in the world, with room inside for only 6 people! _______it is very small, it serves 5 types of beer and cider and some food. The best place to enjoy your drink while you watch steam trains go by is in the pub’s beer garden.
(Adapted from: Flash on English for Transport and Logistics)
How much should your boss know about you?
By José Luis Penarredonda, 26 March 2018
We’re all being graded every day. The expensive plane tickets I bought recently have already popped up in my credit score. The fact that I've stopped jogging every morning has been noted by my fitness app - and, if it were connected with an insurance company, this change might push up my premiums. [...]. And, yes, my desirability and efficiency as a worker is also up for evaluation and can be given a number.
HR departments are crunching increasing volumes of data to measure employees in a more granular way. From software that records every keystroke, or the ‘smart’ coffee machines that will only give you a hot drink if you tap it with your work ID badge there are more opportunities than ever for bosses to measure behaviour. Some analysts think this industry could be worth more than $1 billion by 2022.
One big aim of data collection is to make “predictions about how long an'employee will stay, and it may influence hiring, firing, or retention of people" [...].
One problem with this approach is that it’s blind to some of the non-quantifiable aspects of work. Some of the subtler things I do in order to be a better writer, for instance, are not quantifiable: having a drink with someone who tells me a great story, or imagining a piece on my commute. None of these things would show up in my ‘job score'. “A lot of the qualitative aspects of work are being written out,” says Moore, “because if you can’t measure them, they don't exist”.
The dilemma of data
There are several good business reasons to collect data on employees - from doing better risk management to examining if social behaviours in the workplace can lead to gender discrimination. “Companies fundamentally don't understand how people interact and collaborate at work,” says Ben Waber, president and CEO of Humanyze, an American company which gathers and analyses data about the workplace. He says that he can show them.
Humanyze gathers data from two sources. The first is the metadata from employees’ communications: their email, phone or corporate messaging service [...]. The second area is data gathered from gadgets like Bluetooth infrared sensors which detect how many people are working in one particular part of an office and how they move around. They also use 'supercharged' ID badges that, as Waber says, are beefed up with "microphones which don't record what you say, but do voice-processing in real time.” This allows measurement of the proportion of time you speak, or how often people interrupt you.
After six weeks of research, the employer gets a 'big picture’ of the problem it wants to solve, based on the analysed data. If the aim, for instance, is to boost sales, they can analyse what their best salespeople do that others don’t.
Waber sees it as “a lens of very large work issues, like diversity, inclusion, workload assessment, workspace planning, or regulatory risk”. His business case is that these tools will help companies save millions of dollars and even years of time [...].
(Abridged from http://www.bbc.com)
How much should your boss know about you?
By José Luis Penarredonda, 26 March 2018
We’re all being graded every day. The expensive plane tickets I bought recently have already popped up in my credit score. The fact that I've stopped jogging every morning has been noted by my fitness app - and, if it were connected with an insurance company, this change might push up my premiums. [...]. And, yes, my desirability and efficiency as a worker is also up for evaluation and can be given a number.
HR departments are crunching increasing volumes of data to measure employees in a more granular way. From software that records every keystroke, or the ‘smart’ coffee machines that will only give you a hot drink if you tap it with your work ID badge there are more opportunities than ever for bosses to measure behaviour. Some analysts think this industry could be worth more than $1 billion by 2022.
One big aim of data collection is to make “predictions about how long an'employee will stay, and it may influence hiring, firing, or retention of people" [...].
One problem with this approach is that it’s blind to some of the non-quantifiable aspects of work. Some of the subtler things I do in order to be a better writer, for instance, are not quantifiable: having a drink with someone who tells me a great story, or imagining a piece on my commute. None of these things would show up in my ‘job score'. “A lot of the qualitative aspects of work are being written out,” says Moore, “because if you can’t measure them, they don't exist”.
The dilemma of data
There are several good business reasons to collect data on employees - from doing better risk management to examining if social behaviours in the workplace can lead to gender discrimination. “Companies fundamentally don't understand how people interact and collaborate at work,” says Ben Waber, president and CEO of Humanyze, an American company which gathers and analyses data about the workplace. He says that he can show them.
Humanyze gathers data from two sources. The first is the metadata from employees’ communications: their email, phone or corporate messaging service [...]. The second area is data gathered from gadgets like Bluetooth infrared sensors which detect how many people are working in one particular part of an office and how they move around. They also use 'supercharged' ID badges that, as Waber says, are beefed up with "microphones which don't record what you say, but do voice-processing in real time.” This allows measurement of the proportion of time you speak, or how often people interrupt you.
After six weeks of research, the employer gets a 'big picture’ of the problem it wants to solve, based on the analysed data. If the aim, for instance, is to boost sales, they can analyse what their best salespeople do that others don’t.
Waber sees it as “a lens of very large work issues, like diversity, inclusion, workload assessment, workspace planning, or regulatory risk”. His business case is that these tools will help companies save millions of dollars and even years of time [...].
(Abridged from http://www.bbc.com)
Which option completes the paragraph below correctly?
Pacific Partnership 2018 consists of more than 800 ______ stationed worldwide and embarked aboard [...] Military Sealift Command expeditionary ______ USNS Brunswick (T-EPF 6), working side-by-side with______to be better prepared for ______ and disaster response situations.
(Abridged from http://www.navy.mil)
How much should your boss know about you?
By José Luis Penarredonda, 26 March 2018
We’re all being graded every day. The expensive plane tickets I bought recently have already popped up in my credit score. The fact that I've stopped jogging every morning has been noted by my fitness app - and, if it were connected with an insurance company, this change might push up my premiums. [...]. And, yes, my desirability and efficiency as a worker is also up for evaluation and can be given a number.
HR departments are crunching increasing volumes of data to measure employees in a more granular way. From software that records every keystroke, or the ‘smart’ coffee machines that will only give you a hot drink if you tap it with your work ID badge there are more opportunities than ever for bosses to measure behaviour. Some analysts think this industry could be worth more than $1 billion by 2022.
One big aim of data collection is to make “predictions about how long an'employee will stay, and it may influence hiring, firing, or retention of people" [...].
One problem with this approach is that it’s blind to some of the non-quantifiable aspects of work. Some of the subtler things I do in order to be a better writer, for instance, are not quantifiable: having a drink with someone who tells me a great story, or imagining a piece on my commute. None of these things would show up in my ‘job score'. “A lot of the qualitative aspects of work are being written out,” says Moore, “because if you can’t measure them, they don't exist”.
The dilemma of data
There are several good business reasons to collect data on employees - from doing better risk management to examining if social behaviours in the workplace can lead to gender discrimination. “Companies fundamentally don't understand how people interact and collaborate at work,” says Ben Waber, president and CEO of Humanyze, an American company which gathers and analyses data about the workplace. He says that he can show them.
Humanyze gathers data from two sources. The first is the metadata from employees’ communications: their email, phone or corporate messaging service [...]. The second area is data gathered from gadgets like Bluetooth infrared sensors which detect how many people are working in one particular part of an office and how they move around. They also use 'supercharged' ID badges that, as Waber says, are beefed up with "microphones which don't record what you say, but do voice-processing in real time.” This allows measurement of the proportion of time you speak, or how often people interrupt you.
After six weeks of research, the employer gets a 'big picture’ of the problem it wants to solve, based on the analysed data. If the aim, for instance, is to boost sales, they can analyse what their best salespeople do that others don’t.
Waber sees it as “a lens of very large work issues, like diversity, inclusion, workload assessment, workspace planning, or regulatory risk”. His business case is that these tools will help companies save millions of dollars and even years of time [...].
(Abridged from http://www.bbc.com)
Which option completes the text below correctly?
A Beijing company has unveiled spectacularly futuristic designs for a pollution-busting, elevated bus
[...] Song Youzhou, the project’s chief engineer, claimed the busses could be produced for 20% of the price of an underground train and rolled out far more quickly since the______infrastructure was relatively simple.
The project has been greeted with ______ in China, where traffic jams have grown as the country ______the United States to become the largest car market on earth in 2009.
However,______over the______ was tempered by the fact that a virtually identical contraption was unveiled at the same expo in 2010 without catching on. Its ______? A Chinese engineer by the name of Song Youzhou.
(Adapted from https://www.ltheguardian.com)
Conheça nossos planos