2022年BEC商務(wù)英語(yǔ)高級(jí)測(cè)試歷年真題

1、精選學(xué)習(xí)資料 - - - 歡迎下載bec 商務(wù)英語(yǔ)高級(jí)測(cè)試歷年真題這篇關(guān)于商務(wù)英語(yǔ)考試,為筆者特地為大家整理的, 期望對(duì)大家有所幫忙！ 1 genuine feedback would release resources to be used elsewhere.2 managers areexpected 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 ev

2、aluating performance have been negotiated.5appraisals tend to focus on the nature of theface-to-face relationship between employees and their line managers.6 the idea that employees areresponsible for what they do seems reasonable.7despite experts assertion、 management structures prevent genuine fee

3、dback8 an increasing amount of effort is being dedicated to the appraisal process.aperformanceappraisalison theup and up.itused to represent the one time of year when getting on withthe work was put on hold while enormous quantities of management hours were spent in the earnest ritual of精品學(xué)習(xí)資料精選學(xué)習(xí)資料

4、 - - - 歡迎下載rating and ranking performance. now the practice iseven more frequent.thisofcoursemakes itallthemore important how appraisal is conducted. human resources professionals claim that managers should strive forobjectivityand thusforfeedbackratherthanjudgement.but the simple fact of the matter

5、 is that the natureof hierarchy distorts the concept of feedback because performance measure are conceived hierarchically.unfortunately、 all too many workers suffer from theinjustices that this generates.bthe notion behind performance appraisal- that workers should beheld accountable for their perfo

6、rmance-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 judgementimposedby thehierarchy.usefulfeedback、on theother hand、 would be information

7、 that told both the managerand worker how well the work system functioned、 and suggested ways to make it better.cwithin the productionsystematthecarmanufacturertoyota、there is nothing that is recognizable as performance精品學(xué)習(xí)資料精選學(xué)習(xí)資料 - - - 歡迎下載appraisal. every operation in the system has an associated

8、 measure. the measure has been worked outbetween 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 andworkeralike.toyota sbasicideaisexpressedintheaxiom“bad news first” . both managers and workers a

9、re psychologically safe in the knowledge that it isthe system- not the worker that is the primaryinfluence on performance. it is management s responsibility to ensure that the workers operate ina system that facilitates their performance.dinmany companies、performanceappraisalspringsfrom misguided as

10、 assumptions. to judge achievement、managers use date about each worker s activity、 notan evaluation of the process or system s achievement of purpose. the result is that performance appraisalinvolvesmanagers judgementoverrulingtheirstaffs、 ignoring the true influences on performance. thustheappraisa

11、lexperiencebecomes a questionofpleasing the boss、 particularly in meetings、 which ispsychologically unsafe and socially driven、精品學(xué)習(xí)資料精選學(xué)習(xí)資料 - - - 歡迎下載determining who is“in ” and who is“ out”.ewhenjudgementisreplacedby feedbackinthetruesense、 organizations will have a lot more time to devote totheir

12、customers and their business. no time will bewastedinappraisal.thisrequiresa fundamentalshift in the way we think about the organization ofperformance appraisals、 which almost certainly willnotbe forthcomingfromthehumanresourcesprofession. keys ：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

13、；意思上真正的反饋可以讓人騰出精力； 答案為 e 段的第一句： when judgement is replaced by feedback in the true sense、 organizations will have alot more time to devote to their customers and theirbusiness；這題的意思仍算比較明顯,feedbackinthetrue sense ,就為 genuinefeedback ,devotetotheircustomers and the business、就為把資源釋放在別的地方；其次題,說(shuō)經(jīng)理們?yōu)楸黄谕?/p>

14、員工工作得更有效率；答案為c 段的最終一句：it is management s responsibility toensure that the workers operate in a system thatfacilitates their performance.經(jīng)理們的責(zé)任,也就為managers areexpectedto ,有利于他們的表現(xiàn),就為 enable精品學(xué)習(xí)資料精選學(xué)習(xí)資料 - - - 歡迎下載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；答案為e 段的最終一句： whichalmostcertainly

15、willnotbe forthcomingfromthe humanresourcesprofession；人力資源專家, 就為 experts；需要懂得下這里的forthcoming的含義：willingtodivulge information. 人 情愿透露消息的；專家們不情愿透露消息,也就為不能盼望專家來(lái) facilitate ； 第四題,說(shuō)商討評(píng)估表現(xiàn)的方法為有利的；答案為在 c 段,有點(diǎn)分散；前面說(shuō) the measure has been worked out between theoperators and their manager；這個(gè)措施為在操作者和經(jīng) 理們之間擬定的；b

16、etween the operators and managers,也就為評(píng)估表現(xiàn)的方法為被商討了的；后面介紹的情形都為這個(gè) measure 有多么的好： is the basis of feedback；綜合起來(lái),就為選項(xiàng)說(shuō)的,商討為有好處的；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,第一得弄明白這里 的面對(duì)面關(guān)系指的為什么；員工和直屬經(jīng)理的關(guān)系,就為上 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)仍敢揭自己上司的短.所以這個(gè)句子的意思為說(shuō)評(píng)估過(guò)程中有顧忌,無(wú)人敢說(shuō)真話；答案為d 段的這么一句： thus the app

17、raisal experience becomes a question ofpleasing the boss；評(píng)估過(guò)程成了討好自己的老板,說(shuō)的精品學(xué)習(xí)資料精選學(xué)習(xí)資料 - - - 歡迎下載就為這個(gè)意思；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；答案為b 段的第一句： the notion behind performance appraisal- that workers should be heldaccountable for their performance-is plausible；這里的 accountable就為負(fù)有責(zé)任；plausible為貌似真實(shí)的,也就為 seems reasonable；第七題,說(shuō)雖然有專家們的主見(jiàn),治理層的結(jié)構(gòu)阻擋了真正的反饋；答案為a 段的這么一句： the simple fact of the matter is that the natureof hierarchy distorts the concept of feedback；治理層的機(jī)構(gòu),就為這句里提到的the nature of hierarchy,等級(jí)制的性質(zhì)；這個(gè)單詞在bec閱讀里常顯現(xiàn)；distort, 扭曲,就為選項(xiàng)里的prevent；第八題,說(shuō)在評(píng)估過(guò)程 中投入了更