商务英语习题练习

商务英语考试BEC高级易错题（2018/12/6）

第1题：　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)
Temporary staff required
0 Data Facts Limited is an expanding management services company whose
00 based in the north of England. We are undertaking a major piece of research
41for a leading financial institution . Part of the research is being a nationwide
42 telephone survey in early part December. Phone calls will be made from an
43 office in the centre of Manchester. The temporary staff will receive a fully day’s
44 training. They will then phone people who have been agreed to take part in the
45 survey and will go on through a questionnaire with them. They will be required
46 to record the responses accurately in writing. It will be necessary for those who
47 appointed to work a certain number of evenings and weekends. We are
48 looking for people who have a good telephone manner. A good level of their
49 education is desirable, but what we most require of people taking on this
50 work is common sense and the experience of getting thins done over\
51 the telephone. Some knowledge although of banking or insurance would be an
52 advantage. Interested candidates should contact with our Recruitment Officer by phone or email to request an application form.

【分析题】：

第12、13、14、15、16、17、18、19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.

【分析题】：

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