根据以下材料，回答36-40题
The personal grievance provisions of New Zealand's Employment Relations Act 2000 (ERA) prevent an employer from firing an employee without good cause. Instead, dismissals must be justified. Employers must both show cause and act in a procedurally fair way.
Personal grievance were designed to guard the jobs of ordinary workers from "unjustified dismissals". The premise was that the common law of contract lacked sufficient safeguards for workers against arbitrary conduct by management. Long gone are the days when a boss could simply give an employee contractual notice.
But these provisions create difficulties for businesses when applied to highly paid managers and executives. As countless boards and business owners will attest, constraining firms from firing poorly performing, high-earning managers is a handbrake on boosting productivity and overall performance. The difference between C-grade and A-grade managers may very well be the difference between business success or failure. Between preserving the jobs of ordinary workers or losing them. Yet mediocrity is no longer enough to justify a dismissal.
Consequently — and paradoxically – laws introduced to protect the jobs of ordinary workers may be placing those jobs at risk. if not placing jobs at risk, to the extent employment protection laws constrain business owners from dismissing under-performing managers, those laws act as a constraint on firm productivity and therefore on workers' wages. Indeed, in "An International Perspective on New Zealand's Productivity Paradox"(2014), the Productivity Commission singled out the low quality of managerial capabilities as a cause of the country's poor productivity growth record.
Nor are highly paid managers themselves immune from the harm caused by the ERA's unjustified dismissal procedures. Because employment protection laws make it costlier to fire an employee, employers are more cautious about hiring new staff. This makes it harder for the marginal manager to gain employment. And firms pay staff less because firms carry the burden of the employment arrangement going wrong.
Society also suffers from excessive employment protections. Stringent job dismissal regulations adversely affect productivity growth and hamper both prosperity and overall well-being.
Across the Tasman Sea, Australia deals with the unjustified dismissal paradox by excluding employees earning above a specified "high-income threshold" from the protection of its unfair dismissal laws. In New Zealand, a 2016 private members' Bill tried to permit firms and high-income employees to contract out of the unjustified dismissal regime. However, the mechanisms proposed were unwieldy and the Bill was voted down following the change in government later that year.
Which of the following measures would be the Productivity Commission support?
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the Productivity Commission singled out the low quality of managerial capabilities as a cause of the country's poor productivity growth record.?生产力委员会特别指出，管理能力质量低下是导致该国生产力增长记录不佳的一个原因。所以生产委员会支持解雇表现不佳的管理者。D正确。
解决人生目的和奋斗目标的问题，最根本的是要靠
理想作为对未来的向往和追求，是
理想的追求和实现是一个
爱国主义的基本要求是
构建中国特色现代军事力量体系是建设世界一流军队的力量基础。总体来说，就是要加快形成精干、联合、多能、高效的信息化军事力量体系，重点是优化作战力量结构，建设现代化陆军、海军、空军、火箭军、战略支援部队和武警部队，促进各军兵种力量协调发展。其中，我国战略威慑的核心力量是
强国必须强军。历史有力证明，落后就要挨打。没有国防和军队的现代化，就不会有国家的现代化，就不会有中华民族的伟大复兴。中共十九大对全面推进国防和军队现代化作出新的战略安排，包括
习近平指出：“中华民族实现伟大复兴，中国人民实现更加美好生活，必须加快把人民军队建设成为世界一流军队。”这是实现中华民族伟大复兴中国梦在国防和军队建设领域的具体化，进一步明确了国防和军队建设的目标引领，体现了新时代对强军的战略要求。党的十九大对全面推进国防和军队现代化作出新的战略安排是
人民军队必须牢牢坚持党对军队的绝对领导，把这一条当作人民军队永远不能变的军魂、永远不能丢的命根子，任何时候任何情况下都以党的旗帜为旗帜、以党的方向为方向、以党的意志为意志。党对军队的绝对领导，其基本内容是
走军民融合式发展路子，是实现富国和强军统一的重要途径。军民融合，源于我们党的“军民结合、寓军于民”的思想，其目的就是在更广范围、更高层次、更深程度上把国防和军队现代化建设有机融入经济社会发展体系之中，做到一笔投资、双重效益。加快形成军民融合深度发展格局，要做到
坚持党对军队的绝对领导不是抽象的原则要求，而是有一整套制度作保证的。党对军队绝对领导的最高实现形式是
