人民郵電版 劍橋bec真題集第四輯 閱讀真題TEST 1 解析.docx

第四輯真題TEST 1 閱讀部分的Part one.Questions 1-7Look at the statements below and the article about the development of future business leaders on the opposite page.Which section of the article (A, B, C or D) does each statement (1-7) refer to?For each statement (1-7), mark one letter (A, B, C or D) on your Answer Sheet.You will need to use some of these letters more than once.1 Managers need to take action to convince high-flyers of their value to the firm.2 Organisations need to look beyond the high-flyers they are currently developing.3 There is a concern that firms investing in training for high-flyers may not gain the benefits themselves.4 Managers need expert assistance from within their own firms in developing high-flyers.5 Firms currently identify high-flyers without the support of a guidance strategy.6 Managers are frequently too busy to deal with the development of high-flyers.7 Firms who work hard on their reputation as an employer will interest high-flyers.The Stars of the FutureA Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrows Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations high-flyers.B TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with todays flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, only to see them poached by another department or, worse still, another firm. This fear of losing high-flyers runs deep in the organisations that make up the research group.C TLRG argues that the task of management is not necessarily about employee retention, but about creating attraction centres. We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers, said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.D TLRG has concluded that a companys HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.首先得搞明白的是這篇文章到底講的什么。不用看具體內(nèi)容，有兩個(gè)地方直接告訴了。一個(gè)是題目說(shuō)明的第一句話，另一個(gè)是正文的標(biāo)題。從這兩個(gè)地方就可以看出全文探討的是公司未來(lái)接班人也就是潛力股的培養(yǎng)問(wèn)題。 A段講了TLRG這個(gè)貫穿全文的研究組織誕生的原因：現(xiàn)行的研究滿足不了需要，于是大多數(shù)公司只能自己探索發(fā)掘接班人的模式；（即第五題的答案） B段講了直屬經(jīng)理（line managers）對(duì)于發(fā)掘接班人的重要性（真是干什么都要從基層抓起），以及經(jīng)理們的一些疑慮； C段講的是接班人問(wèn)題對(duì)公司的重要性，并且應(yīng)該讓院線經(jīng)理們明白這種重要性； D段是針對(duì)前面列出的問(wèn)題，提出的解決建議，什么專家協(xié)助等等。 整篇文章分為四個(gè)部分，層層遞進(jìn)，有很強(qiáng)的邏輯性。拿這樣的文章來(lái)做閱讀材料應(yīng)該是相對(duì)容易把握的。題目解析： 圖中藍(lán)色的線為答案潛伏的地方。7個(gè)題干基本是將原文中的句子用另外的詞語(yǔ)和句型表述出來(lái)，所以題干中的關(guān)鍵詞都能在正文里 找到與之匹配的，比如第四題題干里的expert對(duì)應(yīng)D段的specialists,第六題的too busy to對(duì)應(yīng)于B段里的heavy workloads，第七題的interest對(duì)應(yīng)于C段的appeal。第一題說(shuō)“經(jīng)理們必須采取措施使?jié)摿蓚兿嘈潘麄儗?duì)公司的價(jià)值”，也就是要讓潛力股們對(duì)公司忠誠(chéng)，即C段說(shuō)的creating “attraction centres”和loyalty。第二題說(shuō)“組織必須把目光投向正在培養(yǎng)中的潛力股以外的地方”，即D段最后兩句話所說(shuō)的尋找新一代的潛力股。第三題和B段的最后一句話完全是一個(gè)意思：怕培養(yǎng)潛力股的投入收不回成本。第四題說(shuō)開發(fā)潛力股，經(jīng)理們需要在公司內(nèi)部得到專家支持。答案是D段的第一句話：公司的人力資源專家需要采取行動(dòng)。HR specialists就是expert。第五題說(shuō)公司現(xiàn)在沒有在指導(dǎo)策略的支持下辨別潛力股。也就是說(shuō)公司是依靠自己來(lái)發(fā)掘人才的。答案是A段的第一句：現(xiàn)行的研究滿足不了需要，所以公司只能形成自己的一套體系。第六題，經(jīng)理們太忙了，無(wú)暇顧及潛力股的發(fā)展。答案是B段的：Unfortunately, with todays flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads.。不幸落在了高工作負(fù)荷的人的肩上。高工作負(fù)荷，也就是too busy。第七題，看重作為雇主名聲的公司可以吸引潛力股。答案是C段的這么一句：if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers。如果公司是以開發(fā)員工而著稱的話，將會(huì)對(duì)潛力股產(chǎn)生更大的吸引。以開發(fā)員工而著稱（known as ones that develop their people），名聲很好，也就是看重自己作為雇主的名聲。Part2從標(biāo)題和副標(biāo)題能知道這篇文章講的是收購(gòu)（acquisition）。具體說(shuō)來(lái)是講公司選擇收購(gòu)的原因。全文一共八段，除了第一段是總的概括，后面七段一共說(shuō)明了收購(gòu)需要考慮的6個(gè)原因（6 considerations）：幾乎每段對(duì)應(yīng)一個(gè)，而且非常直接。第二段提到的原因是“keep up with a changing environment”，對(duì)應(yīng)選項(xiàng)G里的“a market is changing so fast.”第三段的原因是“The strength of competitors”。這里的competitors在選項(xiàng)F里替換成了rivals。整個(gè)第三段是講一個(gè)公司進(jìn)入一個(gè)穩(wěn)定市場(chǎng)的風(fēng)險(xiǎn)和困難。所以F選項(xiàng)話鋒一轉(zhuǎn)，說(shuō)“如果收購(gòu)的話，對(duì)對(duì)手的行為作出反應(yīng)的風(fēng)險(xiǎn)就降低了?！钡谖宥蔚脑蚴恰癴inancial motives”。最佳的收購(gòu)時(shí)機(jī)當(dāng)然是在一個(gè)公司股票價(jià)值處于低位的時(shí)候。這種收購(gòu)是有風(fēng)險(xiǎn)性的，也就是選項(xiàng)C所說(shuō)的“more speculative acquisitions”第六段的原因“resource considerations”，也就是為了獲取某種資源或技術(shù)而進(jìn)行收購(gòu)，對(duì)應(yīng)的選項(xiàng)E里所說(shuō)的“research and development expertise”第七段的原因“cost efficiency”。是說(shuō)收購(gòu)現(xiàn)成的公司，需要花費(fèi)的培養(yǎng)成本較少。也即是選項(xiàng)B所說(shuō)的“必要的發(fā)展和組織學(xué)習(xí)會(huì)很慢”。第八段的原因“expectations of key shareholders”。選擇GAP 12 的句子需要聯(lián)系上下文，前后講的都是收購(gòu)有風(fēng)險(xiǎn)，可能會(huì)使股價(jià)下跌。所以GAP 12應(yīng)該填入一個(gè)負(fù)面的，即選項(xiàng)D的“remove value”。生詞：asset stripping:資產(chǎn)剝離。指金融資本家買斷公司后,不予改善擴(kuò)張,而轉(zhuǎn)賣部分求利潤(rùn)。asset-stripping 資產(chǎn)倒賣speculative：投機(jī)性的，風(fēng)險(xiǎn)性的疑似難句：1、A cost efficiency could arise from the fact that an established company may already be very experienced and have achieved efficiencies which another company would find difficult to achieve quickly by internal means.一個(gè)知名公司可能已經(jīng)很有經(jīng)驗(yàn)了，能夠?qū)崿F(xiàn)另一個(gè)公司通過(guò)內(nèi)部方式短期內(nèi)很難實(shí)現(xiàn)的效率。這樣，成本效率就產(chǎn)生了。PART 3這篇名為工作場(chǎng)所的創(chuàng)造力的文章，分為六段。六個(gè)段落依次、順序?qū)?yīng)于后面的六個(gè)題目的答案（目前在BEC真題里還沒有發(fā)現(xiàn)例外的情況）。根據(jù)這一原則，可以縮小查找范圍，提高解題的效率。六個(gè)題目答案所在的地方已經(jīng)在文中用橙色的線劃出來(lái)了。對(duì)比原文中的句子和答案中的句子，基本都是同一意思的不同表達(dá)，無(wú)非選擇的英文單詞和句型略有不同。13題，答案在第一段中找。原文里的“Many think there is too much focus on delivering results quickly”，對(duì)應(yīng)于B的“an emphasis on rapid achievement”。14題的答案稍微繞一點(diǎn)。第二段前面扯得比較遠(yuǎn)，追究了半天歷史責(zé)任，而題目問(wèn)的是today怎么樣。在閱讀里，轉(zhuǎn)折詞，例如although,but,however,despite等等，幾乎可以說(shuō)是答案信號(hào)，后面接正確答案的概率相當(dāng)大。這里的Despite后面接的就是正確答案：Despite the fact that many organisations are now taking steps to reorient the business culture to promote creativity。15題的答案在第三段很明顯：They also fail to appreciate the contribution that they themselves can make，也就是D選項(xiàng)的underestimate the role they can play。16題答案的原文是“It means organisations must be prepared to invest in ideas without being sure of the return on that investment”也就是投資先不要想著回報(bào)?；貓?bào)當(dāng)然是跟成本有關(guān)的，對(duì)應(yīng)于B選項(xiàng)中的“financial considerations”。這題還可以用排除法，A和D首先可以排除，C沒有提到。17題也比較直接。第五段一共列舉了幾個(gè)strategies，拿來(lái)和答案對(duì)照就行了。原文是“Among these are .,and higher toleration levels of failure”（再次強(qiáng)調(diào)連詞的重要性，這里的Among后緊跟的就是答案），即A選項(xiàng)的“a greater acceptance of error”。18題的答案是最后一段的最后一句：BUT（?。﹖he real challenge will be to shift some of these sectors practices into more traditional manufacturing and service companies.真正的挑戰(zhàn)在于把這些行業(yè)的實(shí)踐轉(zhuǎn)移到更傳統(tǒng)的制造和服務(wù)公司去，也就是擴(kuò)展到更廣泛的地方，即選項(xiàng)C的“the spread of creativity to a range of businesses”.PART 4。我個(gè)人認(rèn)為，完形填空這種題型屬于BEC閱讀里相對(duì)不容易把握的。其他幾個(gè)部分多參照原文就能找到答案，而完形填空的答案有的時(shí)候靠分析是得不出結(jié)果的，因?yàn)闀?huì)考到一些固定用法，而且是商務(wù)英語(yǔ)里的固定用法。固定用法一時(shí)半會(huì)是無(wú)法積累的。要想做好BEC里的完形填空，一是要掌握一定的解題技巧（比如排除法和猜題），二是要培養(yǎng)商務(wù)英語(yǔ)的感覺。感覺的培養(yǎng)也有兩種途徑，一個(gè)是多讀原版商業(yè)英語(yǔ)文章，另一個(gè)就是把歷年BEC真題里的完形填空原文填上空缺的單詞反復(fù)朗讀。這篇名為電子商務(wù)成功秘訣的文章主要分析了從事電子商務(wù)必須考慮的幾個(gè)factor。重點(diǎn)考慮的是如何服務(wù)客戶，不是在線的，而是電話。19題首先考的就是一個(gè)固定的商務(wù)英語(yǔ)用法。Point of contact,接觸點(diǎn)。商業(yè)詞典的解釋：Person or a department serving as the coordinator or focal point of an activity or program.英文WIKI的解釋：A point of contact (POC, also single point of contact or SPOC) is the identification of, and means of communication with, person(s) and organizations(s) associated with the resource(s).26題，on ones own terms,根據(jù)某人自己的主張。聯(lián)系此句上下文，是說(shuō)電子商務(wù)的客戶不好伺候，得按照他們的意思來(lái)提供他們想要的。所以后面的28題應(yīng)該選擇rigid，僵硬的。意思是不能把一些僵硬的要求強(qiáng)加在客戶的身上。27題，in turn相應(yīng)的；in sequence按順序，依次；in line成一直線；in order整齊，秩序井然。31題，后面的as is more usual是插入語(yǔ)，在這里完全可以忽略不計(jì)，聯(lián)系整個(gè)句子的意思。是說(shuō)員工應(yīng)該想辦法對(duì)付哪怕是最難對(duì)付的客戶，而不是找借口去指責(zé)客戶。所以應(yīng)選rather than （而不是）。apart from相當(dāng)于except for，除了外（都）,other than相當(dāng)于except，除以外。32題，理解了上下文，應(yīng)該選excuse。與fault相關(guān)的短語(yǔ)是find fault with33題，go without saying固定用法，不言而喻的意思。PART 5。0Regular meetings with clients are important to a healthy collaboration. They00 may be set up by the client, for example to review with the progress of current34 projects, to give new instructions that may have lead to a contract variation35 or to discuss any concerns. The client meeting which can also be arranged36 by you or another member of your company to attract from new business, to37 address a problem unless that needs to be solved or to give an update or status38 report on current business ventures. Your part is in these meetings will dictate39 the kind of information you need and how you should prepare for them. If you40 will be responding to questions put by your client, the material you pr