亚洲欧美不卡高清在线观看,一区二区三区精品国产

備考BEC商務(wù)英語(yǔ)高級(jí)的真題練習(xí)

　　商務(wù)英語(yǔ)在平時(shí)用的英語(yǔ)基礎(chǔ)上增加了商務(wù)的成分。以下是百分網(wǎng)小編精心為大家整理的備考BEC商務(wù)英語(yǔ)高級(jí)的真題練習(xí)，希望對(duì)大家有所幫助!更多內(nèi)容請(qǐng)關(guān)注應(yīng)屆畢業(yè)生網(wǎng)!

備考BEC商務(wù)英語(yǔ)高級(jí)的真題練習(xí)

　　備考BEC商務(wù)英語(yǔ)高級(jí)真題練習(xí) 1

　　1 Genuine feedback would release resources to be used elsewhere.

　　2 Managers are expected to enable their staff to work effectively.

　　3 Experts are unlikely to facilitate a move to genuine feedback.

　　4 There are benefits when methods of evaluating performance have been negotiated.

　　5 Appraisals tend to focus on the nature of the face-to-face relationship between employees and their line managers.

　　6 The idea that employees are responsible for what they do seems reasonable.

　　7 Despite experts’ assertion, management structures prevent genuine feedback

　　8 An increasing amount of effort is being dedicated to the appraisal process.

　　Performance appraisal is on the up and up. It used to represent the one time of year when getting on with the work was put on hold while enormous quantities of management hours were spent in the earnest ritual of rating and ranking performance. Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted. Human resources professionals claim that managers should strive for objectivity and thus for feedback rather than judgement. But the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback because performance measure are conceived hierarchically. Unfortunately, all too many workers suffer from the injustices that this generates.

　　The notion behind performance appraisal- that workers should be held accountable for their performance-is plausible. However, the evidence suggests that the premise is wrong. Contrary to assumptions appraisal is not an effective means of performance improvement- it is judgement imposed rather than feedback, a judgement imposed by the hierarchy. Useful feedback , on the other hand, would be information that told both the manager and worker how well the work system functioned, and suggested ways to make it better.

　　Within the production system at the car manufacturer Toyota, there is nothing that is recognizable as performance appraisal. Every operation in the system has an associated measure. The measure has been worked out between the operators and their manager. In every case, the measure is related to the purpose of the work. That measure is the basis of feedback to the manager and worker alike. Toyota’s basic idea is expressed in the axiom “bad news first” . Both managers and workers are psychologically safe in the knowledge that it is the system- not the worker –that is the primary influence on performance. It is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.

　　In many companies , performance appraisal springs from misguided as assumptions. To judge achievement, managers use date about each worker’s activity, not an evaluation of the process or system’s achievement of purpose. The result is that performance appraisal involves managers’ judgement overruling their staff’s, ignoring the true influences on performance. Thus the appraisal experience becomes a question of pleasing the boss, particularly in meetings, which is psychologically unsafe and socially driven, determining who is “in” and who is “ out”.

　　When judgement is replaced by feedback in the true sense, organizations will have a lot more time to devote to their customers and their business. No time will be wasted in appraisal . This requires a fundamental shift in the way we think about the organization of performance appraisals, which almost certainly will not be forthcoming from the human resources profession.

　　關(guān)于員工評(píng)估和反饋的文章。一個(gè)組織內(nèi)部的上下級(jí)溝通真的太重要了。

　　第一題，說(shuō)真正的反饋可以釋放用在別處的資源。意思上真正的反饋可以讓人騰出精力。答案是E段的第一句：When judgement is replaced by feedback in the true sense, organizations will have a lot more time to devote to their customers and their business。這題的意思還算比較明顯，feedback in the true sense，就是genuine feedback，devote to their customers and the business,就是把資源釋放在別的地方。

　　第二題，說(shuō)經(jīng)理們是被期望著使員工工作得更有效率。答案是C段的最后一句：It is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.經(jīng)理們的責(zé)任，也就是managers are expected to，有利于他們的表現(xiàn)，就是enable their staff to work effectively。

　　第三題,說(shuō)專家不大可能有利于真正反饋的進(jìn)程。答案是E段的最后一句：which almost certainly will not be forthcoming from the human resources profession。人力資源專家，就是experts。需要理解下這里的forthcoming的含義：willing to divulge information. (人)愿意透露消息的'。專家們不愿意透露消息，也就是不能指望專家來(lái)facilitate。

　　第四題，說(shuō)商討評(píng)估表現(xiàn)的方法是有利的。答案是在C段，有點(diǎn)分散。前面說(shuō)The measure has been worked out between the operators and their manager。這個(gè)措施是在操作者和經(jīng)理們之間擬定的。between the operators and managers，也就是評(píng)估表現(xiàn)的方法是被商討了的。后面介紹的情況都是這個(gè)measure有多么的好：is the basis of feedback。綜合起來(lái)，就是選項(xiàng)說(shuō)的，商討是有好處的。

　　第五題，說(shuō)評(píng)估傾向聚焦于員工和他們直屬經(jīng)理們之間面對(duì)面關(guān)系的性質(zhì)。這個(gè)選項(xiàng)可能會(huì)弄的人一頭霧水，首先得弄明白這里的面對(duì)面關(guān)系指的是什么。員工和直屬經(jīng)理的關(guān)系，就是上下級(jí)的關(guān)系，過(guò)分看重這個(gè)關(guān)系，那么在評(píng)估過(guò)程中就會(huì)有顧慮，誰(shuí)還敢揭自己上司的短?所以這個(gè)句子的意思是說(shuō)評(píng)估過(guò)程中有顧忌，無(wú)人敢說(shuō)真話。答案是D段的這么一句：Thus the appraisal experience becomes a question of pleasing the boss。評(píng)估過(guò)程成了討好自己的老板，說(shuō)的就是這個(gè)意思。

　　P.S：這是我個(gè)人對(duì)這道題的理解，大家有異議，可以提。

　　第六題，說(shuō)員工對(duì)他們所作負(fù)責(zé)的想法聽(tīng)起來(lái)很合理。答案是B段的第一句：The notion behind performance appraisal- that workers should be held accountable for their performance-is plausible。這里的accountable就是負(fù)有責(zé)任。Plausible是貌似真實(shí)的，也就是seems reasonable。

　　第七題，說(shuō)雖然有專家們的主張，管理層的結(jié)構(gòu)阻止了真正的反饋。答案是A段的這么一句：the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback。管理層的機(jī)構(gòu)，就是這句里提到的the nature of hierarchy，等級(jí)制的性質(zhì)。這個(gè)單詞在BEC閱讀里常出現(xiàn)。distort，扭曲，就是選項(xiàng)里的prevent。

　　第八題，說(shuō)在評(píng)估過(guò)程中投入了更多的努力。答案是A段的這么一句，有點(diǎn)隱晦：Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted.這個(gè)句子是緊跟上文的，the practice指的就是appraisal。評(píng)估的更頻繁，評(píng)估是怎么進(jìn)行的顯得更加重要。認(rèn)為更加重要了(makes it all the more important)，就會(huì)投入更多努力了。綜合起來(lái)，這些的意思就是評(píng)估過(guò)程投入了更多的努力。不太容易看出來(lái)。

　　備考BEC商務(wù)英語(yǔ)高級(jí)真題練習(xí) 2

　　Time for a new career

　　“l(fā)osing your job isn’t the end of the world: it gives you’re the chance the a new beginning (0) says Caroline Poole, 30, Who was made redundant (31) her role as head of marketing campaigns with an insurance group two years ago. The news was a blow, especially after a successful nine-year career with the business, but she was determined to see redundancy (32) a positive force for change.

　　(33) it seemed a tough lesson at the time, redundancy was the catalyst that redirected my career, “ says Caroline “It gave me the break I needed to understand (34) my career objectives lay.”

　　Working with a consultant, Caroline explored a number of work options that oppealed to her. She also took advantage of workshops on issues (35) as setting up your own business, and managing your finances. A key consideration for her was (36) easy it would be to balance working in London with home life 100 kilometers away.

　　She was encouraged to network (37) other marketing professionals and via this route made contact with a communications agency. She took time out to go travelling , and on her return was offered a role in the agency. (38) was proof to her that she still had marketable skills.

　　Two years (39) from redundancy, Caroline is planning another career break . “ The experience of redundancy has made me view my options with more confidence. I now know that I can dictate my own career path, even (40) it were to mean resigning first and then taking time to find the right direction” she says.

　　填詞版的完形填空，關(guān)于失業(yè)之后該如何開(kāi)始新的職業(yè)生活的。這些文章讀多了，對(duì)人是會(huì)有啟發(fā)的。此外，這種題型也很考驗(yàn)人的語(yǔ)言功底，短語(yǔ)積累和基本的語(yǔ)法知識(shí)是必不可少的。

　　答案解析

　　31題，考查的是固定搭配。這里的意思很明顯，是指這個(gè)女的在自己的職位上被開(kāi)除了，make redundant是商業(yè)英語(yǔ)里的`地道說(shuō)法：Follow a fair and legal process when its necessary to dismiss staff on the grounds of redundancy.如果是made redundant，后面的介詞用from，可以看個(gè)例句：Just been made redundant from your last job?

　　32題，比較簡(jiǎn)單，see as，將什么視為。將失業(yè)視為改變的積極動(dòng)力。

　　33題，雖然是艱難的一課(a tough lesson)，還是改變了我的職業(yè)方向(redirect my career)，有轉(zhuǎn)折的意思，although和though。

　　34題，這是個(gè)定語(yǔ)從句，當(dāng)中要填入的是關(guān)系代詞。給了我需要的時(shí)間，來(lái)弄明白我的職業(yè)目標(biāo)放在哪。用where。

　　35題，這題很明顯，舉例的，用such as。

　　36題，分析這個(gè)句子的成分。前面是a key consideration,做主語(yǔ)，有個(gè)was，是謂語(yǔ)，was后面的是賓語(yǔ)。在賓語(yǔ)成分里出現(xiàn)了it would be to balance…..這樣的完整的句子，所以空格部分應(yīng)該填入一個(gè)詞，引導(dǎo)從句，并且這個(gè)詞所接從句必須倒裝。滿足這個(gè)要求的詞是how。(How引導(dǎo)的狀語(yǔ)從句要求部分倒裝)

　　37題，network with，詞組：connect as or operate with a network，將…連成網(wǎng)。

　　38題，還是個(gè)定語(yǔ)從句。一個(gè)完整的句子，缺乏關(guān)系代詞來(lái)銜接，要用which。關(guān)鍵在于要識(shí)別出這里的定語(yǔ)從句，否則很難往那上面想。在做這類題目時(shí)，如果一個(gè)句子各種成分都很齊全，而且比較長(zhǎng)，那么是從句的可能性很大，要根據(jù)上下文的意思來(lái)判斷填入的代詞。題目做多了，會(huì)培養(yǎng)出這方面的警覺(jué)性。

　　39題，two years on，固定說(shuō)法，兩年以后，兩年過(guò)去了。

　　40題，很容易聯(lián)想到even if或者是even though，只能填if不能填though。這是兩個(gè)意思和用法都不同的詞組。even if，即便，帶有假設(shè)的意思，后面接虛擬語(yǔ)氣;even though，即使，表示既定事實(shí)。40空后面的句子是虛擬語(yǔ)氣，因此這個(gè)題目只能填if。

　　備考BEC商務(wù)英語(yǔ)高級(jí)真題練習(xí) 3

　　Questions 21 -35

　　. Read this text about an Italian car company.

　　. Choose the best word to fi71 each gap.

　　. For each question(21 -35) mark one letter (A ,B ,C or D) on your Answer Sheet.

　　. One answer has been given as an example.

　　Gianni Agnelli ,Chairman of Fiat , Italy’s largest private industrial corporation ,is known in Italy as the lawyer ,because he trained in law at Turin University. ____example____he has never practiced , his training may soon be useful. On April 17th Mr. Agnelli admitted to a group of Italian industrialists in Venice ____21____ Fiat had been ____22 ____ in some corruptions in Italy. On April 21st, Fiat’s lawyers and Cesare Romiti , its managing director , met Milan magistrates to ____ 23 ____ the firm’s involvement in bribery to win business from state-owned companies.

　　Fiat is not the ____24____ Italian company caught up in Italy’s increasing Political corruption scandal. According to the latest figure ,some 200 businessmen and politicians were sitting in prison ____25 ____ a result of judicial inquiries into kickbacks paid to politicians by firms. Hundreds more are still____26____influence of Fiat, ____27____sales are equal to 4/00 of Italy’s home product ,the scandal at the company has ____28____the industrial establishment.

　　Though neither Mr. Agnelli____29____Mr. Romiti has been ____30____ of wrongdoing, several other senior Fiat managers have allegedly been involved in paying kickbacks to win state-owned contracts ____31____ arrested include Francesco Mattiol , Fiat’s finance director , and Antonio Moscon , the ____32____ head of its Toro insurance branch____ 33____men have been ____.34____about their previous roles on the board of Cogefar-Impresit, Fiat’s construction subsidiary. Last May, Enzo Papi admitted paying a 1.5 million-dollar bribe for a contract , ____ 35 ____ to Milan’s underground.

　　21. A what B that C when D if

　　22. A involved B connected C related D done

　　23. A talk B say C speak D discuss

　　24. A one B single C worst D only

　　25. A as B for C with D after

　　26. A in B under C at D on

　　27. A who B which C whose D its

　　28. A rocked B ruined C damaged D destroyed

　　29. A or B also C and D nor

　　30. A accused B charged C criticized D blamed

　　31. A Who B Those C He D That

　　32. A old B for