The house and carriage is a thing of the past. but love and marriage are still with us and still closely interrelated. Most American marriages, (21) first marriages uniting young people, are the result of mutual attraction and affection (22) than practical considerations.
B.
In the United States, parents do not (23) marriages for their children. agers begin dating in high school and usually find mates through their own academic and social (24)
C.
(25) young people feel free to choose their friends from (26) groups, most choose a mate of similar (27)
D.
This is due in part to parental guidance. Parents cannot (28) spouses (配偶) for their children, but they can usually (29) choices by voicing disapproval of someone they consider unsuitable.
E.
(30) , marriages between members of different groups (interclass, inteith, and interracial marriages) are (31) , probably because of the greater mobility of today’s youth and the fact that they are (32) by fewer prejudices than their parents. Many young people leave their hometowns to attend college, serve in the armed forces, (33) pursue a career in a bigger city.
F.
Once away from home and family, they are more (34) to date and marry outside their own social group.
G.
In mobile American society, interclass marriages are neither (35) nor astonishing. Inteith marriages are (36) the rise, especially between Protestants (基督教徒) and Catholics ( 天主徒). On the other hand, interracial marriages are still very (37) . It can be difficult for interracial couples to find a place to live, maintain friendships, and (38) a family. Marriages between people of different national (39) (but the same race and’ religion) have been commonplace here (40) colonial times.
The more women and minorities make their way into the ranks of management, the more they seem to want to talk about things formerly judged to be best left unsaid. The newcomers also tend to see office matters with a fresh eye, in the process sometimes coming up with critical analyses of the forces that shape everyone’s experience in the organization.
B.
Consider the novel views of Harvey Coleman of Atlanta on the subject of getting ahead. Coleman is black. He spent 11 years with IBM, half of them working in management department, and now serves as a consultant to the likes of AT&T, Coca Cola, Prudential, and Merch. Coleman says that based on what he’s seen at big companies, he weighs the different elements that make for long term career success as follows: performance counts a mere 10%, image, 30%; and exposure, a full 60%.
C.
Coleman concludes that excellent job performance is so common these days that while doing your work well may win you pay increases, it won’t secure you the big promotion.
D.
He finds that advancement more often depends on how many people know you and your work, and how high up they are. Ridiculous beliefs.’ Not too many people, especially many women and members of minority races who, like Coleman, feel that the scales have dropped from their eyes.
E.
"Women and blacks in organizations work under false beliefs," says Kaleen Jamison, a New York-based management consultant who helps corporations deal with these issues. "They think that if you work hard, you’ll get ahead that someone in authority will reach down and give you a promotion." She added, "Most women and blacks are so frightened that people will think they’ve gotten ahead because of their sex or colour that they play down their visibility." Her advice to those folks: learn the ways that white males have traditionally used to find their way into the spotlight.