What do we know about opera from the passage?

A． It is disliked by blacks.

B． It requires formal training.

C． It is more difficult to learn than classical music.

D． It is very popular among rich people.

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推断题。根据关键词opera定位到原文第四段It is precisely in those kinds of music where one can acquire great skill without formal training that blacks have excelled popular music rather than classical music，piano rather than violin，blues rather than opera．可知，对于黑人而言不需要经过正规训练就可以获得极好的技能的音乐领域包括流行音乐、钢琴和蓝调音乐，所以歌剧属于需要经过正规学习的领域。因此，正确答案是B。

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1 How can blacks finally achieve greater skills in kinds of music that don´t need formal training?

A． They have innate ability in these music fields.

B． They spend more time in these limited fields.

C． They learn them from their ancestors.

D． They practice them through listening to tapes repeatedly.

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2 Questionsare based on the following passage.
A truly informed diner would choose a restaurant based on the quality of the menu and the chef´s experience. The discerning investor would decide which company to back after studying the business plan and meeting the founders. In reality, people often copy the choices of others. Diners pick the crowded restaurant over the empty one. Investors go with the company that already has multiple backers. Such bandwagon effects are not necessarily irrational. Often, the buyer knows less about a product than the seller; the collective wisdom of the crowd can correct for such "asymmetric information".
Scholars are now asking whether herd behavior also prevails in labor markets. To find out, Kory Kroft of the University of Toronto devised an experiment in which they applied for 3,000 clerical, administrative, sales and customer-service jobs advertised online by submitting 12,000 fictitious CVs. The submissions were designed so that applicants with similar backgrounds, education and experience went for the same job. The only difference was how long the applicant had been jobless, a period that ranged from no time at all to as much as 36 months.
They found that the odds of an applicant being called back by an employer declined steadily as the duration of unemployment rose, from 7.4% after one month without work down to 4%-5% at the eight-month mark, where the call-back rate stabilized.
These results, the authors say, cannot be because employers found some qualitative flaw in the longer-term unemployed that was hidden from outsiders, since the applicants were similar in other respects. Another explanation for long-term unemployment--that people make less effort to find work as their time out of the labor force lengthens--is also not applicable here.
A third possibility is that employers equate lengthening unemployment with atrophying skills and thus falling productivity. But this should be true whether the economy is booming or in recession. The decline in call-back rates was much more pronounced in cities with tight labour markets; call-back rates changed relatively little when higher unemployment prevailed locally. From this, the authors infer that employers are more likely to overlook a long period of unemployment if overall economic conditions are stacked against candidates.
These results strongly suggest that long-term unemployment is at least partly self-fulfilling. Like patrons who avoid restaurants purely because they are empty, employers were reluctant to hire someone other employers didn´ t want.
By saying "asymmetric information" (Para.1., what does the author mean?

A． The collective wisdom is more than an individual's.

B． The crowd may have more information of product.

C． The seller have more wisdom than the buyer.

D． The seller know more than the buyer of the product information.

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3 Kory Kroft of the University of Toronto devised an experiment to __

A． figure out whether bandwagon behavior is also popular in labor markets

B． test the difference of applicants with similar backgrounds, education and experience

C． test the fictitious CVs for 3,000 clerical, administrative, sales and customer-service jobs

D． figure out how the bandwagon behavior affect the choice of employee

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