2020年度BEC商務(wù)英語高級考試歷年真題模擬

BEC商務(wù)英語高級考試歷年真題

資料僅供參考

BEC商務(wù)英語高級考試歷年真題（1）

TheNegotiatingTable

Youcannegotiatevirtuallyanything.

Projects,resources,expectationsand

deadlinesarealloutcomesofnegotiation.

Somepeoplenegotiatedealsforaliving.Dr

HerbCohenisoneoftheseprofessional

talkers,calledinbycompaniestonegotiate

ontheir??behalf.Heapproachestheartof

negotiationasagamebecause,asheis

usuallynegotiatingforsomebodyelse,he

saysthishelpshimdraintheemotional

contentfromhisconversation.Heisworking

inacompetitivefieldandneedstoavoid

beingtooadversarial.Whetherhesucceeds

ornot,itisimportanttohimtomakeagood

impressionsothatpeoplewillrecommendhim.

Thestartingpointforanydeal,he

believes,istoidentifyexactlywhatyou

wantfromeachother.Moreoftenthannot,

onepartywillbetryingtopersuadethe

otherroundtotheirpointofview.

資料僅供參考

Negotiationrequirestwopeopleattheend

saying'yes",Thiscanbeaproblembecause

oneofthemusuallybeginsbysaying"no".

However,althoughthiscanmaketalksmore

difficult,thisisoftenjustastarting

pointinthenegotiationgame.Top

managementmaywellrejecttheidea

initiallybecauseitisthesaferoptionbut

theywouldnotbethereiftheywerenot

interested.

Itisamisconceptionthatskilled

negotiatorsaresmoothoperatorsinsmart

suits.DrCohensaysthatoneofhis

strategiesistodressdownsothattheother

sidecanrelatetoyou.Pitchyourlookto

suityourcustomer.Youdonotneedtomake

themfeelbetterthanyoubut,Forexample,

dressinginastylethatisnotovertly

expensiveorsuccessfulwillmakeyoumore

approachable.Peoplewillgenerallyfeel

morecomfortablewithsomebodywhoappears

tobelikethemratherthansuperiortothem.

資料僅供參考

Theymaynotlikeyoubuttheywillfeelthey

cantrustyou.

DrCohensuggeststhatthebestwayto

sellyourproposalisbygettingintothe

worldoftheotherside.Askquestions

ratherthangiveanswersandtakean

interestinwhattheotherpersonissaying,

evenifyouthinkwhattheyaresayingis

silly.Youdonotneedtobecometheirbest

friendsbutbeingtoocleverwillalienate

them.Alotofdealsaremadeonimpressions.

Donotrushwhatyouaresaying---putafew

hesitationsin,donottrytoblindthem

withyourverbaldexterity.Also,youshould

repeatbacktothemwhattheyhavesaidto

showyoutakethemseriously.

Inevitablysomedealswillnotsucceed.

Generallythelongerthenegotiationsgoon,

thebetterchancetheyhavebecausepeople

donotwanttothinktheirinvestmentand

energieshavegonetowaste.However,joint

venturecanmeanjointriskandsometimes,

資料僅供參考

ifthisbecomestoogreat,neitherpartymay-

bepreparedtoseethedealthrough.More

commonisacorporatecultureclashbetween

companies,whichcanputpaidtoanydeal.

Evenhavingagreedadeal,thingsmaynotbe

tiedupquicklybecausewhenthelawyersget

involved,everythinggetssloweddownas

theyargueaboutsmalldetails.

DeCohenthinksthatchildrenarethe

mastersofnegotiation.Theirgoalsare

totallyselfish.Theyunderstandthe

decision-makingprocesswithinfamilies

perfectly.IfMumrefusestheirrequest,

theywilltroopalongtoDadandpressurehim.

Ifalelsefails,theywilltrythe

grandparents,usingsomeemotional

blackmail.Theycanalsobevery

single-mindedandhaveaninexhaustible

supplyofenergyforthecausetheyare

pursuing.Sotherearelessontobelearned

fromwatchingandlisteningtochildren.

15DrCohentreatsnegotiationasagame

資料僅供參考

inorderto

Aputpeopleatease

Bremaindetached

Cbecompetitive

Dimpressrivals

16Manypeoplesay"no"toasuggestion

inthebeginningto

Aconvincetheotherpartyoftheir

pointofview

Bshowtheyarenotreallyinterested

Cindicatetheywishtotaketheeasy

option

Dprotecttheircompany'ssituation

17DrCohensaysthatwhenyouaretrying

tonegotiateyoushould

Aadaptyourstyletothepeopleyouare

talkingto

Bmaketheothersidefeelsuperiorto

you

Cdressinawaytomakeyoufeel

comfortable.

Dtrytomaketheothersidelikeyou

資料僅供參考

18AccordingtoDrCohen,understanding

theotherpersonwillhelpyouto

Againtheirfriendship

Bspeedupthenegotiations

Cplanyournextmove.

Dconvincethemofyourpointofview

19Dealssometimesfailbecause

Anegotiationshavegoneontoolong

Bthecompaniesoperateindifferent

ways

Conepartyrisksmorethantheother.

Dthelawyersworktooslowly

20DrCohenmentionschildren's

negotiationtechniquestoshowthatyou

should

Abepreparedtotryeveryroute

Btrynottomakepeoplefeelguilty

Cbecarefulnottoexhaustyourself

Dcontrolthedecision-makingprocess.

關(guān)于negotiatingtechniques的文章。傳

統(tǒng)的閱讀題型，相對比較容易。

15題，答案很明顯：hesaysthishelpshim

資料僅供參考

draintheemotionalcontentfromhis

conversationo幫助她抽離她的談話中的感情成

分。要想選對，只需要知道選項B中detached

的含義：notreactingtoorbecominginvolved

insomethinginanemotionalway

16題，這題貌似只能采取排除法。因為幾

個選項和原文的對應(yīng)都不是太明顯。問為什么很

多人在一開始要對一個建議說“不”。答案是第

二段的最后一句：Topmanagementmaywell

rejecttheideainitiallybecauseitisthe

saferoptionbuttheywouldnotbethereif

theywerenotinterested.o最高管理層在一

開始可能會拒絕這個建議，因為這樣是一個更安

全的選擇。可是如果她們真的不感興趣的話，她

們就不會在那里（談判）了。A在這段文字中沒

有提到，B不對，她們肯定是感興趣的，C也不

對沒有提到，原文說的是saferoption。選D,

之因此會拒絕，因為從維護公司利益的角度，這

樣是一個saferoption。

17題，答案也很明顯：DrCohensaysthat

oneofhisstrategiesistodressdownso

thattheothersidecanrelatetoyou.這里

資料僅供參考

的兩個詞組能夠解釋下：

dressdown:towearclothesthatare

moreinformalthantheonesyouwould

usuallywearrelateto:tofeelthatyou

understandsomeone，sproblem,situationetc

因此這個句子意思是穿的不那么正式，這樣

能夠讓另一方接近你。也就是A說的是你的風(fēng)格

適應(yīng)你的談判對象。C不對，不是makeyoufeel

comfortable,而是makeothersfeel

comfortableoD也不對，可能會誤選，不是讓

別人喜歡你，like太夸張了，只是容易接近。

18題，答案在第四段的第一句話：DrCohen

suggeststhatthebestwaytosellyour

proposalisbygettingintotheworldofthe

otherside.o走進另一方的世界，就是原文說

的understandingtheotherperson,目的是

為了sellyourproposal,也就是讓對方接受

你的建議，選D。

19題，談判失敗的原因，答案是第五段的

這么一句：Morecommonisacorporateculture

clashbetweencompanies,whichcanputpaid

toanydealo公司文化沖突導(dǎo)致的。文化沖突,

資料僅供參考

就是兩個公司在運作、理念等等上的不一致，選

C：兩個公司以不同的方式運作。

20題，為什么要借鑒小孩子的辦法，原文

最后一段提到小孩子的辦法就是，爸爸不行找媽

媽，媽媽不行就在感情上敲詐爺爺奶奶。此路不

通就換另一條，就是A說的嘗試每一條路線。B

沒有提到，C不對，原文說小孩子有

inexhaustiblesupplyofenergyoD也沒有提

到。

BEC商務(wù)英語高級考試歷年真題(2)

TheScientificApproachtoRecruitment

Whenit(0)toselectingcandidates

throughinterview,moreoftenthannotthe

decisionismadewithinthefirstfive

minutesofameeting.??Yetemployersliketo

(21)themselvesthattheyarebeing

exceptionallythoroughintheirselection

processes.Intoday,scompetitivemarket

place,the(22)ofstaffinmany

organizationsisfundamentaltothe

資料僅供參考

company,ssuccessand,asaresult,

recruitersuseallmeansattheirdisposal

to(23)thebestinthefield.

Onemethodinparticularthathas(24)

inpopularityistesting,either

psychometrictesting,whichattemptsto

definepsychologicalcharacteristics,or

ability￡aptitudetesting(25)an

organizationwithanextrawayof

establishingacandidate'ssuitabilityfor

arole.It(26)companiestoaddvalueby

identifyingkeyelementsofapositionand

thentestingcandidatestoascertaintheir

abilityagainstthoseidentifiedelements.

Theemploymentofpsychometricor

abilitytestingasone(27)ofthe

recruitmentprocessmayhavesomemerit,but

inrealitythereisnoreal(28),scientific

orotherwise,ofthepotentialfuture

performanceofanyindividual.Theanswerto

thisproblemisexperienceininterview

techniquesandstrongdefinitionofthe

資料僅供參考

elementsofeachpositiontobe(29)asthe

wholerecruitmentprocessisbasedonfew

realcertainties,theinstinctivedecisions

thatmanyemployersmake,basedonaCTand

thefirstfiveminutesofameeting,are

probablynolessvalidthananyothertool

employedinthe(30)ofrecruitment.

21.AsuggestBconvinceCadviseD

believe

22.AworthBcreditCqualityD

distinction

23.AsecureBreliesCattainD

achieve

24.AliftedBenlargedCexpandedD

risen

25.AprovidesBoffersCcontributes

Dgives

26.AletsBenablesCagreesDadmits

27.AportionBmemberCshareD

component

28.AextentBsizeCamountD

measure

資料僅供參考

29.AoccupiedBmetCfilledD

appointed

30AbusinessBtopicCpointD

affair

《Thescientificapproachto

recruitment^,招人的科學(xué)方法。這篇完型比

較簡單。完型填空也有兩種題型，兩種解題思路。

一種是從意思上理解然后做出選擇，一種是根據(jù)

單詞的用法。前者比較容易，后者很考驗語言功

底。

21題，理解上下文的意思。前面說招人時

的決定一般是在五分鐘以內(nèi)做出的。可是雇主們

試圖使自己詳細(xì)相信她們在挑選過程中是經(jīng)過

了深思熟慮的。Convinceoneself,使確信。其

它的詞沒有這個用法。

22題，員工的質(zhì)量對公司的成功是至關(guān)重

要的。選quality。

23題，招人者試圖利用一切方法來抓住這

個領(lǐng)域最好的（人才），securethebest,抓

住最好的。realise是實現(xiàn)，attain是獲得，后

面不能接人，achieve是實現(xiàn)一個目標(biāo)。

24題，riseinpopularity,固定搭配，

資料僅供參考

popularity是知名度的意思，這個詞組應(yīng)該能

夠翻譯成聲名鵲起。

25題，provideswith,提供。給組織提供

另外一種方法。offer的用法是offersbsth,

contribute在這里意思不對。

26題，是公司能夠增加價值，enable

27題，這題的意思很明顯，測試（testing）

作為招聘過程的一個組成部分，要區(qū)分選項的幾

個單詞，特別是portion和component,看英英

解釋。

Component：oneofseveralpartsthat

togethermakeupawholemachine,systemetc

Portion：apartofsomethinglarger,

especiallyapartthatisdifferentfromthe

otherparts

這里強調(diào)testing是一個組成部分，沒有說

明特殊的地方，選componento

28題，對每個人未來的可能表現(xiàn)沒有一個

真正的衡量。選measure。

29題,fillaposition,填補空位，fill

在這里的意思是toperformaparticularjob,

activity,orpurposeinanorganization,or

資料僅供參考

tofindsomeoneorsomethingtodothiso

不能選occupy,因為occupy更強調(diào)人的一種主

動，而這里只是客觀說某個需要填補的職位。

30題，inthebusinessof,也是一種固

定的說法，在什么的過程中。很多場合都能夠使

用。能夠多看幾個例句：

We'reinthebusinessofstimulatingthe

economy(ByObama)

Energeticsisaspecialistmanagement

consultancyinthebusinessofclimate

change

BEC商務(wù)英語高級考試歷年真題(3)

Thereisacommonlyheldviewthatthe

onlywaytoget(0)decentpayincreaseis

tomoveon:togooutintothejobmarketand

findsomeone(31)ispreparedtopayyoua

figuremoreinline(32)thetalentsyoucan

offer.Whilstchangingemployersfromtime

(33)timeissomethingweprobablyallneed

todotoadvanceourcareersinthe

資料僅供參考

directionswewantthemtotake,itis

neverthelessanactivitythatcarriesquite

definiterisks.Irrespectiveof(34)wellwe

researchprospectiveemployers,anewjobis

stilllargelyastepintotheunknown,It

mayturn(35)tobeagoodmoveoritcould

provetobeacompletedisaster:mostofus

(36)hadexperienceofboth.Thepointhere,

though,isthatchangingemployersisnot

somethingwewanttobedoingallthetime

andcertainlynot(37)timewefeeltheurge

forbetterpay.We'd(38)takingmorerisks

thanweneededtojusttoachieveapayrise.

Gettingapayriseshouldalwaysbeviewed

(39)aseriousbusiness.Therearenoquick

fixesorgoldmethodswith“guaranteed

“results.Quickfixesonlyserveto

trivializetheissuesandcould(40)some

circumstancesgetyouintoveryserous

troubleindeed.

答案及解析

關(guān)于加薪的文章，教你怎么樣實現(xiàn)加薪。這

資料僅供參考

道題目不難，可是拋開題目，單說文章里談的加

薪的方法，各位還是要辯證的看。要想人生第一

份工作就找到自己滿意的，是挺難，可是以加薪

為目的跳槽，也未必是什么明智的好辦法。

31題，太明顯的定語從句，前面是someone,

那么當(dāng)然填入表示人的關(guān)系代詞whoo

32題，inlinewith,和什么一致，固定

搭配，在中級的選詞版完型里?？嫉竭@個詞組。

這句的意思是，找個一個愿意給你提供和你才能

更加一致的薪水的人。

33題，fromtimetotime,時不時的。

changingemployersfromtimetotime,時不

時的換老板。

34題，Irrespectiveof,同regardlessof

一樣，后面接讓步狀語從句，不論我們對可能的

雇主研究的多么好，新的工作都是一個未知數(shù)。

用howwello

35題，turnouttobe,固定用法。

36題，換工作，要么是個好的舉措，要么

將成為災(zāi)難。而我們大多數(shù)人這兩種經(jīng)歷都有。

有這種經(jīng)歷，是過去完成時，用have+done。

37題，理解前后文意思。換老板不是件我

資料僅供參考

們經(jīng)常愿意做的事情，而且也不是一想要加薪就

要換老板。用everytime,表示每次要加薪就

準(zhǔn)備換老板。

38題，這題有點難度，考驗人的語法功底。

首先這個句子是虛擬語氣，We'd是wewould

的縮寫，而不是wehad。是表75對將來的假設(shè),

我們要承擔(dān)更多的風(fēng)險。因此用wouldbe。

39題，比較明顯的，viewas,將什么視作

什么。

40題，和circumstance相關(guān)的詞組，很容

易想到under/onsomecircumstance,在某種

情況下。

BEC商務(wù)英語高級考試歷年真題（4）

1Genuinefeedbackwouldrelease

resourcestobeusedelsewhere.

2Managersareexpectedtoenabletheir

stafftoworkeffectively.

3Expertsareunlikelytofacilitateamove

togenuinefeedback.

4Therearebenefitswhenmethodsof

資料僅供參考

evaluatingperformancehavebeennegotiated.

5Appraisalstendtofocusonthenatureof

theface-to-facerelationshipbetweenemployees

andtheirlinemanagers.

6Theideathatemployeesareresponsible

forwhattheydoseemsreasonable.

7Despiteexperts9assertion,management

structurespreventgenuinefeedback

8Anincreasingamountofeffortisbeing

dedicatedtotheappraisalprocess.

A

Performanceappraisalisontheupandup.

Itusedtorepresenttheonetimeofyearwhen

gettingonwiththeworkwasputonholdwhile

enormousquantitiesofmanagementhourswere

spentintheearnestritualofratingandranking

performance.Nowthepracticeisevenmore

frequent.Thisofcoursemakesitallthemore

importanthowappraisalisconducted.Human

resourcesprofessionalsclaimthatmanagers

shouldstriveforobjectivityandthusfor

feedbackratherthanjudgement.Butthesimple

資料僅供參考

factofthematteristhatthenatureofhierarchy

distortstheconceptoffeedbackbecause

performancemeasureareconceived

hierarchically.Unfortunately,alltoomany

workerssufferfromtheinjusticesthatthis

generates.

B

Thenotionbehindperformanceappraisal-

thatworkersshouldbeheldaccountablefor

theirperformance-isplausible.However,the

evidencesuggeststhatthepremiseiswrong.

Contrarytoassumptionsappraisalisnotan

effectivemeansofperformanceimprovement-it

isjudgementimposedratherthanfeedback,a

judgementimposedbythehierarchy.Useful

feedback,ontheotherhand,wouldbe

informationthattoldboththemanagerand

workerhowwelltheworksystemfunctioned,

andsuggestedwaystomakeitbetter.

C

Withintheproductionsystematthecar

manufacturerToyota,thereisnothingthatis

資料僅供參考

recognizableasperformanceappraisal.Every

operationinthesystemhasanassociated

measure.Themeasurehasbeenworkedout

betweentheoperatorsandtheirmanager.In

everycase,themeasureisrelatedtothepurpose

ofthework.Thatmeasureisthebasisof

feedbacktothemanagerandworkeralike.

Toyota'sbasicideaisexpressedintheaxiom

“badnewsfirst".Bothmanagersandworkers

arepsychologicallysafeintheknowledgethatit

isthesystem-nottheworker-thatisthe

primaryinfluenceonperformance.Itis

managemenfsresponsibilitytoensurethatthe

workersoperateinasystemthatfacilitatestheir

performance.

D

Inmanycompanies,performance

appraisalspringsfrommisguidedas

assumptions.Tojudgeachievement,managers

usedateabouteachworker'sactivity,notan

evaluationoftheprocessorsystem's

achievementofpurpose.Theresultisthat

資料僅供參考

performanceappraisalinvolvesmanagers9

judgementoverrulingtheirstaffs,ignoringthe

trueinfluencesonperformance.Thusthe

appraisalexperiencebecomesaquestionof

pleasingtheboss,particularlyinmeetings,

whichispsychologicallyunsafeandsocially

driven,determiningwhois"in”andwhois

“out”.

E

Whenjudgementisreplacedbyfeedbackin

thetruesense,organizationswillhavealotmore

timetodevotetotheircustomersandtheir

business.Notimewillbewastedinappraisal.

Thisrequiresafundamentalshiftinthewaywe

thinkabouttheorganizationofperformance

appraisals,whichalmostcertainlywillnotbe

forthcomingfromthehumanresources

profession.

關(guān)于員工評估和反饋的文章。一個組織內(nèi)部

的上下級溝通真的太重要了。

第一題，說真正的反饋能夠釋放用在別處的

資源。意思上真正的反饋能夠讓人騰出精力。答

資料僅供參考

案是E段的第一句：Whenjudgementisreplaced

byfeedbackinthetruesense,organizationswill

havealotmoretimetodevotetotheir

customersandtheirbusinesso這題的意思還算

比較明顯，feedbackinthetruesense,就是

genuinefeedback,devotetotheircustomersand

thebusiness,就是把資源釋放在別的地方。

第二題，說經(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：Itis

managemenfsresponsibilitytoensurethatthe

workersoperateinasystemthatfacilitatestheir

performance.經(jīng)理們的責(zé)任，也就是managers

areexpectedto,有利于她們的表現(xiàn)，就是enable

theirstafftoworkeffectivelyo

第三題，說專家不大可能有利于真正反饋的

進程。答案是E段的最后一句：whichalmost

certainlywillnotbeforthcomingfromthe

humanresourcesprofessiono人力資源專家，就

是expertso需要理解下這里的forthcoming的含

義：willingtodivulgeinformation.（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facilitateo

資料僅供參考

第四題，說商討評估表現(xiàn)的方法是有利的。

答案是在C段，有點分散。前面說Themeasure

hasbeenworkedoutbetweentheoperatorsand

theirmanagero這個措施是在操作者和經(jīng)理們之

間擬定的。betweentheoperatorsandmanagers,

也就是評估表現(xiàn)的方法是被商討了的。后面介紹

的情況都是這個measure有多么的好：isthe

basisoffeedbacko綜合起來，就是選項說的，

商討是有好處的。

第五題，說評估傾向聚焦于員工和她們直屬

經(jīng)理們之間面對面關(guān)系的性質(zhì)。這個選項可能會

弄的人一頭霧水，首先得弄明白這里的面對面關(guān)

系指的是什么。員工和直屬經(jīng)理的關(guān)系，就是上

下級的關(guān)系，過分看重這個關(guān)系，那么在評估過

程中就會有顧慮，誰還敢揭自己上司的短？因此

這個句子的意思是說評估過程中有顧忌，無人敢

說真話。答案是D段的這么一句：Thusthe

appraisalexperiencebecomesaquestionof

pleasingthebosso評估過程成了討好自己的老

板，說的就是這個意思。

P.S：這是我個人對這道題的理解，大家有

異議，能夠提。

資料僅供參考

第六題，說員工對她們所作負(fù)責(zé)的想法聽起

來很合理。答案是B段的第一句：Thenotion

behindperformanceappraisal-thatworkers

shouldbeheldaccountablefortheir

performance-isplausibleo這里的accountable

就是負(fù)有責(zé)任。Plausible是貌似真實的，也就是

seemsreasonableo

第七題，說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：thesimplefactofthematteristhatthe

natureofhierarchydistortstheconceptof

feedbacko管理層的機構(gòu)，就是這句里提到的the

natureofhierarchy,等級制的性質(zhì)。這個單詞

在BEC閱讀里常出現(xiàn)。distort,扭曲，就是選

項里的prevento

第八題，說在評估過程中投入了更多的努

力。答案是A段的這么一句，有點隱晦：Nowthe

practiceisevenmorefrequent.Thisofcourse

makesitallthemoreimportanthowappraisalis

conducted.這個句子是緊跟上文的，thepractice

指的就是appraisal。評估的更頻繁，評估是怎

么進行的顯得更加重要。認(rèn)為更加重要了

資料僅供參考

(makesitallthemoreimportant),就會投入

更多努力了。綜合起來，這些的意思就是評估過

程投入了更多的努力。不太容易看出來。

BEC商務(wù)英語高級考試歷年真題(5)

Inthelastfewyears,managersthroughout

industryhaveseenmorechangesthanmanyof

themcouldhaveexpectedtoseeintheirentire

workingliveshavingtocommunicate

informationwhichoftenleadstofeelingsof

insecurityhasbecomeakeyactivity.From

beingregardedasrelativelyunimportantin

manycompanies,managementemployee

communicationhasbecomeacentralcorporate

need.

ConcordiaInternationalprovidesagood

exampleofacompanythathasadjustedwellto

thechangingneedsforcommunication.since

1995,Concordiahasbeenturnedinside-outand

upside-down,toensurethatitisamarketing

-led,customer-responsivebusiness,onethat

資料僅供參考

looksoutwardsatcustomersandcompetitors,

ratherthaninwardsatitsownprocessesandthe

waythingsweredoneinthepast.Inthelast

eightyears,Concordiahasreducedits

workforcebymorethan80.000people-or35%

-onavoluntarybasis,withfurtherdownsizing

anticipated.

Frombeinganengineeringcompany,

Concordiaisnowremakingitselfasaservice

company.Theroleofemployeecommunication

insuchacontextistobuildpeople's

self-confidence,topersuadethemthat,although

itisinevitablethatthechangeswillgoahead,

theyalsobringwiththemnewopportunitiesfor

employees.However,thisisnotaneasytask.

Peopletendtobeskepticaloftheseclaimsandto

feelthattheyarelosingtouchwiththecompany

theyhaveworkedforovermanyyears.Thisis

understandable,sincemanyoftheold

certaintiesarebeingsweptaway,includingthe

coreactivitiesofthecompanytheyworkfor.

Aboveall,theyhavehadtofaceuptothefact

資料僅供參考

thattheynolongerhaveajobforlife.

Researchindicatesthatpeoplerespondto

thispredicamentinavarietyofways.Thebulk

ofemployeesfallintotwomaincategoriesin

termsoftheirresponsetothenewsituation:on

theonehandtherearethe"pragmatists"and

ontheother"thehighlyanxious“theformer

seetheirjobasameanstoanendandhavea

relativelyshort-termperspective,withstrong

loyaltytotheirlocalterm,ratherthanthe

companyasawhole.Thesecondcategory,

usuallythemajority,mayrespondtothreatened

changeswithafeelingofhavingbeenletdown,

andevenfeelangeratthecompanyforwhat

theyseeaschangingthetermsoftheir

employment.

'Theemployeecommunicationprocess

needstobecapableofaccuratelydirectingits

messagesatavarietyofemployeegroupsand

departmentswithintheworkforce.thisiswhy

middlemanagersandlinemanagersaresokey

tocommunication.Theyarethepeoplewho

資料僅供參考

knowaboutthefullrageofconcernsamongthe

workforce.Theprobleminthepastwasthatthis

crucialareawasoftentheresponsibilityofa

separate,relativelyisolatedunit.Concordiaputs

responsibilityforcommunicationfirmlyonline

managers.Alltheirresearchpointstothesame

conclusion:peopleprefertogettheir

informationface-to-facefromtheirline

managers.Thatisthekeyrelationshipand

whereargumentsandheartsandminds-are

lost.

Thegeneralruleincompany

communicationistotellemployeesasmuchas

youcanassoonasyoucan.Ifyoucan'tprovide

details,thenatleastputthenewsincontextand

commityourselftoprovidinggreaterdetail

whenitbecomesavailableanotherruleof

companycommunicationisthattheremustbea

fitbetweenwhatthecompanyistellingits

employeesandwhatitistellingits

shareholders.15Inthelasteightyears,

Concordiahas

資料僅供參考

Amadeover80.000employeesreduncdant

Bcompletedaperiodofdownsizing

Creduceditsworkforceof80.000by35%

Dgiven35%ofdepartingemployees

voluntaryredundancy

16FromConcordia'spointofview,therole

ofcommunicatioiiisto

Awinemployeesupportbeforegoingahead

withthechanges

Bchangethecompany'scoreactivities.

Cemphasisethepositiveaspectsofthe

changes

Dexplaintheneedforthechanges

17whatdoesresearchshowaboutmost

employees9responsetochange?

Atheyexpectittohaveabadeffectonthe

company

Btheyfeelcompletelypowerless

Ctheybecomelessloyal

Dtheyfelltheyhavebeentreatedunfairly

18Concordia'scommunicationprocess

mainlyrelieson

資料僅供參考

Aprintedcommunication

Bdepartmentalheads

Cpersonalcommunication

Daseparate,specializedunit

19Accordingtothewriter,whatisthe

guidingprincipleaboutgivinginformation

withinanorganization?

ANevermakepromisesaboutfuture

developments

BGivepeopleanoverallviewattheearliest

possiblestage

Calwaysincludeplentyofhard

information

DHoldbackuntilallthedetailscanbe

provided

20whichofthefollowingwouldbethemost

suitabletitleforthearticle?

Aemployeeattitudestocompany

communication

Bmakingcompanycommunicationmore

effective

CResearchingcompanycommmucation

資料僅供參考

DMakingemployeesfeellesspowerless

文章取材自一本管理手冊，說的是一個組織

里的有效溝通問題。這套題目有些特別，不像之

前的閱讀的第三部分，六道題目分別依次對應(yīng)文

章的六個段落，這題的答案稍微分散了些。

15題，答案很明顯，可是選項很有迷惑性。

答案是第二段的最后一句：Inthelasteightyears,

Concordiahasreduceditsworkforcebymore

than80.000people-or35%-onavoluntary

basis,withfurtherdownsizinganticipated?減少

T80000員工(或者說減少了35%的員工)，

預(yù)期還會減少更多。A選項是正確，made

redundant是前面某套題目閱讀的第五部分考過

的詞組；B不對，沒有完成(completed),因

為預(yù)期還會裁減更多(withfurtherdownsizing

anticipated)；C也不對，迷惑性最大，reduced

itsworkforceof80.000,用了介詞of,因此這句

的意思是一共就80000員工，而實際情況是減少

了80000員工；D不對，35%的員工被裁減，都

是在自愿的基礎(chǔ)上的,而不是離開的人中有35%

是自愿的。

16題，問根據(jù)此人的觀點，溝通的角色是

資料僅供參考

什么。也就是問溝通的目的或者作用是什么。答

案在第三段。溝通是為了幫助人樹立自信，說服

她們雖然要面臨一些變化，可是同樣也會擁有一

些新的機會。說白了，就是鼓勵這些被裁的人。

答案選C,強調(diào)變化的積極方面。這里的positive

aspects是對前面說的bringwiththemnew

opportunities的一個概括。（想起了電影《在云

端》,upintheair,里面那個老男人的工作就

是職業(yè)裁員專家，專門對被裁的人說些這樣的

話。）

17題，問調(diào)查顯示大多數(shù)人對change的反

應(yīng)是什么。這題在答案中也很明顯，可是選項很

糾結(jié)。都有點似是而非。Thesecondcategory,

usuallythemajority,mayrespondtothreatened

changeswithafeelingofhavingbeenlet

down.,andevenfeelangeratthecompanyfor

whattheyseeaschangingthetermsoftheir

employment大多數(shù)員工的反應(yīng)就是很失望，甚

至?xí)軕嵟?。個人覺得這題出的不夠嚴(yán)謹(jǐn)，沒有

哪個選項能嚴(yán)格從原文中提煉出來。對比下D

要好點，因為對公司失望和憤怒，就是覺得受到

了不公正的待遇。此題有待高手補充更完美的理

資料僅供參考

由。

18題，問溝經(jīng)過程主要依賴于什么。答案

是第五段的這句：peopleprefertogettheir

informationface-to-facefromtheirline

managers。喜歡面對面的從直屬經(jīng)理那里獲取信

息。因此選C,個人的交流。

19題，問組織內(nèi)部提供信息的指導(dǎo)準(zhǔn)則是

什么。最后一段的第一句就是：Thegeneralrule

incompanycommunicationistotellemployees

asmuchasyoucanassoonasyoucan。盡可能

的快，盡可能的多。不能提供細(xì)節(jié)的，至少給個

大致的背景消息(putthenewsincontext)o時

機成熟了，再告知更多。選B：在可能的最早的

階段讓人有個總體的印象。

20題，給文章選標(biāo)題。這種題在BEC的閱

讀里還真不多見。選標(biāo)題，就是要挑選文章的最

主要意思，從整體上把握文章的mainideas。這

篇文章通篇說的就是communication,前面介紹

了溝通的背景：裁員；接著說了員工對裁員的反

應(yīng)；然后最后兩段，一段說員工喜歡什么樣的溝

通方式，一段說溝通的原則是什么。綜合起來，

就是關(guān)于怎樣進行有效溝通的問題。選B。A不

資料僅供參考

對，片面了，只是文中某部分的內(nèi)容，而且這部

分內(nèi)容是為后面做背景介紹，不是主要的；C不

對，不是簡單的research,research僅僅是介紹

狀況，文章還有關(guān)于實現(xiàn)措施的。

BEC商務(wù)英語高級考試歷年真題（6）

TheNegotiatingTable

Youcannegotiatevirtuallyanything.

Projects,resources,expectationsanddeadlines

arealloutcomesofnegotiation.Somepeople

negotiatedealsforaliving.DrHerbCohenis

oneoftheseprofessionaltalkers,calledinby

companiestonegotiateontheirbehalf.He

approachestheartofnegotiationasagame

because,asheisusuallynegotiatingfor

somebodyelse,hesaysthishelpshimdrainthe

emotionalcontentfromhisconversation.Heis

workinginacompetitivefieldandneedsto

avoidbeingtooadversarial.Whetherhe

succeedsornot,itisimportanttohimtomakea

goodimpressionsothatpeoplewillrecommend

資料僅供參考

him.

T