| 商务英语考试BEC高级易错题（2018/6/19） |
| 第1题： There is a commonly held view that the only way to get (0) decent pay increase is to move on: to go out into the job market and find someone (31) is prepared to pay you a figure more in line (32) the talents you can offer. Whilst changing employers from time (33) time is something we probably all need to do to advance our careers in the directions we want them to take, it is nevertheless an activity that carries quite definite risks. Irrespective of (34) well we research prospective employers, a new jib is still largely a step into the unknown . It may turn (35) to be a good move or it could prove to be a complete disaster : most of us (36) had experience of both. The point here, though, is that changing employers is not something we want to be doing all the time and certainly not (37) time we feel the urge for better pay . We’d (38) taking more risks than we needed to just to achieve a pay rise. Getting a pay rise should always be viewed (39) a serious business. There are no quick fixes or gold methods with “ guaranteed “ results. Quick fixes only serve to trivialize the issues and could (40) some circumstances get you into very serous trouble indeed. |
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| 第2题：If a line is correct, write CORRECT on your Answer Sheet. If there is an extra word in the line ,write the extra word in CAPITAL LETTERS on your Answer Sheet . The exercise begins with two examples, (0) and (00) . Learn your lesson 0 Almost all schemes which claim to be able to transform /25 into / 175 overnight 00 are scams, to be put straight into the dustbin. The exception, however, it may 41 be a little-known new initiative from the government which also effectively does 42 just that. The Individual Learning Account scheme is by the latest government 43 scheme to persuade us of the value of whole life-long learning. The first million 44 people to apply –and there appears to be a long way to go before this limit is 45 reached---are eligible for a /150 grant towards the costs of studying ,but provided 46 that they contribute at least/25 of their own money . Even the offer covers 47 training courses which are obviously work-related but it also extends to more of 48 recreational activities . Whilst there will not be government money to encourage 49 you, for example, to do an evening class in the cake decorating, there could be 50 assistance if you are planning to update on your internet skills. There is also 51 the opportunity to benefit in future years from 20 per cent off the cost of training 52 for IT courses, the discount goes up to 80 per cent , a measure of the government’s Enthusiasm in ensuring we are prepared for the digital world. |
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| 第3、4、5、6、7、8、9、10题：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. 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 |
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| 第11、12、13、14、15、16、17、18题：You will need to use some of these letters more than once . 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. A 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. B 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. C 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. D 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”. E 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. |
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| 第19、20、21、22、23、24题： In the last few years, managers throughout industry have seen more changes than many of them could have expected to see in their entire working lives having to communicate information which often leads to feelings of insecurity has become a key activity. From being regarded as relatively unimportant in many companies , management employee communication has become a central corporate need. Concordia International provides a good example of a company that has adjusted well to the changing needs for communication . since 1995 , Concordia has been turned inside-out and upside-down, to ensure that it is a marketing –led, customer-responsive business, one that looks outwards at customers and competitors, rather than inwards at its own processes and the way things were done in the past. In the last eight years, Concordia has reduced its workforce by more than 80.000 people - or 35% -on a voluntary basis, with further downsizing anticipated. From being an engineering company, Concordia is now remaking itself as a service company. The role of employee communication in such a context is to build people’s self-confidence, to persuade them that, although it is inevitable that the changes will go ahead, they also bring with them new opportunities for employees. However, this is not an easy task. People tend to be skeptical of these claims and to feel that they are losing touch with the company they have worked for over many years. This is understandable, since many of the old certainties are being swept away , including the core activities of the company they work for. Above all , they have had to face up to the fact that they no longer have a job for life. Research indicates that people respond to this predicament in a variety of ways. The bulk of employees fall into two main categories in terms of their response to the new situation: on the one hand there are the “ pragmatists” and on the other “ the highly anxious” the former see their job as a means to an end and have a relatively short-term perspective, with strong loyalty to their local term , rather than the company as a whole . the second category, usually the majority, may respond to threatened changes with a feeling of having been let down, and even feel anger at the company for what they see as changing the terms of their employment. ` The employee communication process needs to be capable of accurately directing its messages at a variety of employee groups and departments within the workforce . this is why middle managers and line managers are so key to communication. They are the people who know about the full rage of concerns among the workforce. The problem in the past was that this crucial area was often the responsibility of a separate, relatively isolated unit. Concordia puts responsibility for communication firmly on line managers. All their research points to the same conclusion: people prefer to get their information face-to-face from their line managers. That is the key relationship and where arguments and hearts and minds –are lost. The general rule in company communication is to tell employees as much as you can as soon as you can. If you can’t provide details, then at least put the news in context and commit yourself to providing greater detail when it becomes available another rule of company communication is that there must be a fit between what the company is telling its employees and what it is telling its shareholders. 15: in the last eight years, Concordia has A made over 80.000 employees reduncdant B completed a period of downsizing C reduced its workforce of 80.000 by 35% D given 35% of departing employees voluntary redundancy 16 from Concordia’s point of view, the role of communication is to A win employee support before going ahead with the changes B change the company’s core activities. C emphasise the positive aspects of the changes D explain the need for the changes 17 what does research show about most employees’ response to change? A they expect it to have a bad effect on the company B they feel completely powerless C they become less loyal D they fell they have been treated unfairly 18 Concordia’s communication process mainly relies on A printed communication B departmental heads C personal communication D a separate, specialized unit 19 According to the writer, what is the guiding ;principle about giving information within an organization? A Never make promises about future developments B Give people an overall view at the earliest possible stage C always include plenty of hard information D Hold back until all the details can be provided 20 which of the following would be the most suitable title for the article? A employee attitudes to company communication B making company communication more effective C Researching company commmucation D Making employees feel less powerless |
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