BEC商務(wù)英語高級考試歷年真題1

BEC商務(wù)英語高級考試歷年真題（1）

TheNegotiatingTable

Youcannegotiatevirtuallyanything.Projects,resources,expectationsand

deadlinesarealloutcomesofnegotiation.Somepeoplenegotiatedealsforaliving.

DrHerbCohenisoneoftheseprofessionaltalkers,calledinbycompaniesto

negotiateontheir??behalf.Heapproachestheartofnegotiationasagamebecause,

asheisusuallynegotiatingforsomebodyelse,hesaysthishelpshimdrainthe

emotionalcontentfromhisconversation.Heisworkinginacompetitivefieldand

needstoavoidbeingtooadversarial.Whetherhesucceedsornot,itisimportant

tohimtomakeagoodimpressionsothatpeoplewillrecommendhim.

Thestartingpointforanydeal,hebelieves,istoidentifyexactlywhatyou

wantfromeachother.Moreoftenthannot,onepartywillbetryingtopersuadethe

otherroundtotheirpointofview.Negotiationrequirestwopeopleattheendsaying

‘yes”?Thiscanbeaproblembecauseoneofthemusuallybeginsbysaying“no”.

However,althoughthiscanmaketalksmoredifficult,thisisoftenjustastarting

pointinthenegotiationgame.Topmanagementmaywellrejecttheideainitially

becauseitisthesaferoptionbuttheywouldnotbethereiftheywerenotinterested.

Itisamisconceptionthatskillednegotiatorsaresmoothoperatorsinsmart

suits.DrCohensaysthatoneofhisstrategiesistodressdownsothattheother

sidecanrelatetoyou.Pitchyourlooktosuityourcustomer.Youdonotneedto

makethemfeelbetterthanyoubut,Forexample,dressinginastylethatisnot

overtlyexpensiveorsuccessfulwillmakeyoumoreapproachable.Peoplewill

generallyfeelmorecomfortablewithsomebodywhoappearstobelikethemrather

thansuperiortothem.Theymaynotlikeyoubuttheywillfeeltheycantrustyou.

DrCohensuggeststhatthebestwaytosellyourproposalisbygettinginto

theworldoftheotherside.Askquestionsratherthangiveanswersandtakean

interestinwhattheotherpersonissaying,evenifyouthinkwhattheyaresaying

issilly.Youdonotneedtobecometheirbestfriendsbutbeingtoocleverwill

alienatethem.Alotofdealsaremadeonimpressions.Donotrushwhatyouare

saying—putafewhesitationsin,donottrytoblindthemwithyourverbal

dexterity.Also,youshouldrepeatbacktothemwhattheyhavesaidtoshowyoutake

themseriously.

Inevitablysomedealswillnotsucceed.Generallythelongerthenegotiations

goon,thebetterchancetheyhavebecausepeopledonotwanttothinktheir

investmentandenergieshavegonetowaste.However,jointventurecanmeanjoint

riskandsometimes,ifthisbecomestoogreat,neitherpartymaybepreparedto

seethedealthrough.Morecommonisacorporatecultureclashbetweencompanies,

whichcanputpaidtoanydeal.Evenhavingagreedadeal,thingsmaynotbetied

upquicklybecausewhenthelawyersgetinvolved,everythinggetssloweddownas

theyargueaboutsmalldetails.

DeCohenthinksthatchildrenarethemastersofnegotiation.Theirgoalsare

totallyselfish.Theyunderstandthedecision-makingprocesswithinfamilies

perfectly.IfMumrefusestheirrequest,theywilltroopalongtoDadandpressure

him.Ifalelsefails,theywilltrythegrandparents,usingsomeemotionalblackmail.

Theycanalsobeverysingle-mindedandhaveaninexhaustiblesupplyofenergyfor

thecausetheyarepursuing.Sotherearelessontobelearnedfromwatchingand

listeningtochildren.

15DrCohentreatsnegotiationasagameinorderto

Aputpeopleatease

Bremaindetached

Cbecompetitive

Dimpressrivals

16Manypeoplesay“no"toasuggestioninthebeginningto

Aconvincetheotherpartyoftheirpointofview

Bshowtheyarenotreallyinterested

Cindicatetheywishtotaketheeasyoption

Dprotecttheircompany,ssituation

17DrCohensaysthatwhenyouaretryingtonegotiateyoushould

Aadaptyourstyletothepeopleyouaretalkingto

Bmaketheothersidefeelsuperiortoyou

Cdressinawaytomakeyoufeelcomfortable.

Dtrytomaketheothersidelikeyou

18AccordingtoDrCohen,understandingtheotherpersonwillhelpyouto

Againtheirfriendship

Bspeedupthenegotiations

Cplanyournextmove.

Dconvincethemofyourpointofview

19Dealssometimesfailbecause

Anegotiationshavegoneontoolong

Bthecompaniesoperateindifferentways

Conepartyrisksmorethantheother.

Dthelawyersworktooslowly

20DrCohenmentionschildren'snegotiationtechniquestoshowthatyoushould

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，答案彳艮明顯：hesaysthishelpshimdraintheemotionalcontentfromhis

conversation。幫助他抽離他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：notreactingtoorbecominginvolvedinsomethinginanemotionalway

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：Topmanagementmay

wellrejecttheideainitiallybecauseitisthesaferoptionbuttheywouldnot

bethereiftheywerenotinterested.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。但是如果他們真的不感興趣的話，他們就不會在那里（談判）

了。A在這段文字中沒有提到，B不對，他們肯定是感興趣的，C也不對沒有提到，原文說

的是saferoption。選D,之所以會拒絕，因為從維護公司利益的角度，這樣是一個safer

optiono

17題，答案也很明顯：DrCohensaysthatoneofhisstrategiesistodressdown

sothattheothersidecanrelatetoyou.這里的兩個詞組可以解釋下：

dressdown:towearclothesthataremoreinformalthantheonesyouwouldusually

wearrelateto:tofeelthatyouunderstandsomeone，sproblem,situationetc

所以這個句子意思是穿的不那么正式，這樣可以讓另一方接近你。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makeyoufeelcomfortable,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：DrCohensuggeststhatthebestwaytosellyour

proposalisbygettingintotheworldoftheotherside.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,whichcanputpaidtoanydealo公司文化沖突導(dǎo)致的。文

化沖突，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?條，就是A說的嘗試每?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)toselectingcandidatesthroughinterview,moreoftenthannotthe

decisionismadewithinthefirstfiveminutesofameeting.??Yetemployerslike

to(21)themselvesthattheyarebeingexceptionallythoroughintheirselection

processes.IntodayJscompetitivemarketplace,the(22)ofstaffinmany

organizationsisfundamentaltothecompanyJssuccessand,asaresult,recruiters

useallmeansattheirdisposalto(23)thebestinthefield.

Onemethodinparticularthathas(24)inpopularityistesting,either

psychometrictesting,whichattemptstodefinepsychologicalcharacteristics,or

ability￡aptitudetesting(25)anorganizationwithanextrawayofestablishing

acandidate?ssuitabilityforarole.It(26)companiestoaddvaluebyidentifying

keyelementsofapositionandthentestingcandidatestoascertaintheirability

againstthoseidentifiedelements.

Theemploymentofpsychometricorabilitytestingasone(27)oftherecruitment

processmayhavesomemerit,butinrealitythereisnoreal(28),scientificor

otherwise,ofthepotentialfutureperformanceofanyindividual.Theanswertothis

problemisexperienceininterviewtechniquesandstrongdefinitionoftheelements

ofeachpositiontobe(29)asthewholerecruitmentprocessisbasedonfewreal

certainties,theinstinctivedecisionsthatmanyemployersmake,basedonaCTand

thefirstfiveminutesofameeting,areprobablynolessvalidthananyothertool

employedinthe(30)ofrecruitment.

21.AsuggestBconvinceCadviseDbelieve

22.AworthBcreditCqualityDdistinction

23.AsecureBreliesCattainDachieve

24.AliftedBenlargedCexpandedDrisen

25.AprovidesBoffersCcontributesDgives

26.AletsBenablesCagreesDadmits

27.AportionBmemberCshareDcomponent

28.AextentBsizeCamountDmeasure

29A.occupiedBmetCfilledDappointed

30AbusinessBtopicCpointDaffair

<Thescientificapproachtorecruitment^，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。?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。但是雇

主們試圖使自己詳細(xì)相信他們在挑選過程中是經(jīng)過了深思熟慮的。Convinceoneself,使確

信。其他的詞沒有這個用法。

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，popularity是知名度的意思，這個詞組應(yīng)該

可以翻譯成聲名鵲起。

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，尤其是portion和component,看英英解釋。

Component：oneofseveralpartsthattogethermakeupawholemachine,system

etc

Portion：apartofsomethinglarger,especiallyapartthatisdifferentfrom

theotherparts

這里強調(diào)testing是一個組成部分，沒有說明特殊的地方，選component。

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toperformaparticular

job,activity,orpurposeinanorganization,ortofindsomeoneorsomethingto

dothiso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。很多場合都可

以使用?？梢远嗫磶讉€例句：

We*reinthebusinessofstimulatingtheeconomy(ByObama)

Energeticsisaspecialistmanagementconsultancyinthebusinessofclimate

change

BEC商務(wù)英語高級考試歷年真題（3）

Thereisacommonlyheldviewthattheonlywaytoget(0)decentpayincrease

istomoveon:togooutintothejobmarketandfindsomeone(31)ispreparedto

payyouafiguremoreinline(32)thetalentsyoucanoffer.Whilstchanging

employersfromtime(33)timeissomethingweprobablyallneedtodotoadvance

ourcareersinthedirectionswewantthemtotake,itisneverthelessanactivity

thatcarriesquitedefiniterisks.Irrespectiveof(34)wellweresearchprospective

employers,anewjobisstilllargelyastepintotheunknown.Itmayturn(35)

tobeagoodmoveoritcouldprovetobeacompletedisaster:mostofus(36)had

experienceofboth.Thepointhere,though,isthatchangingemployersisnot

somethingwewanttobedoingallthetimeandcertainlynot(37)timewefeelthe

urgeforbetterpay.We'd(38)takingmorerisksthanweneededtojusttoachieve

apayrise.Gettingapayriseshouldalwaysbeviewed(39)aseriousbusiness.There

arenoquickfixesorgoldmethodswith“guaranteed“results.Quickfixesonly

servetotrivializetheissuesandcould(40)somecircumstancesgetyouintovery

seroustroubleindeed.

答案及解析

關(guān)于加薪的文章，教你怎么樣實現(xiàn)加薪。這道題目不難，但是拋開題目，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who。

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?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，不管我們對

可能的雇主研究的多么好，新的工作都是一個未知數(shù)。用howwell。

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。換老板不是件我們經(jīng)常愿意做的事情，并且也不是一想要加

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，肥'd是wewould

的縮寫，而不是wehad。是表示對將來的假設(shè)，我們要承擔(dān)更多的風(fēng)險。所以用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)

1Genuinefeedbackwouldreleaseresourcestobeusedelsewhere.

2Managersareexpectedtoenabletheirstafftoworkeffectively.

3Expertsareunlikelytofacilitateamovetogenuinefeedback.

4Therearebenefitswhenmethodsofevaluatingperformancehavebeennegotiated.

5Appraisalstendtofocusonthenatureoftheface-to-facerelationshipbetweenemployees

andtheirlinemanagers.

6Theideathatemployeesareresponsibleforwhattheydoseemsreasonable.

7Despiteexperts,assertion,managementstructurespreventgenuinefeedback

8Anincreasingamountofeffortisbeingdedicatedtotheappraisalprocess.

A

Performanceappraisalisontheupandup.Itusedtorepresenttheonetimeofyearwhen

gettingonwiththeworkwasputonholdwhileenormousquantitiesofmanagementhourswere

spentintheearnestritualofratingandrankingperformance.Nowthepracticeisevenmore

frequent.Thisofcoursemakesitallthemoreimportanthowappraisalisconducted.Human

resourcesprofessionalsclaimthatmanagersshouldstriveforobjectivityandthusforfeedback

ratherthanjudgement.Butthesimplefactofthematteristhatthenatureofhierarchydistortsthe

conceptoffeedbackbecauseperformancemeasureareconceivedhierarchically.Unfortunately,all

toomanyworkerssufferfromtheinjusticesthatthisgenerates.

B

Thenotionbehindperformanceappraisal-thatworkersshouldbeheldaccountablefortheir

pert,ormance-isplausible.However,theevidencesuggeststhatthepremiseiswrong.Contraryto

assumptionsappraisalisnotaneffectivemeansofperformanceimprovement-itisjudgement

imposedratherthanfeedback,ajudgementimposedbythehierarchy.Usefulfeedback,onthe

otherhand,wouldbeinformationthattoldboththemanagerandworkerhowwellthework

systemfunctioned,andsuggestedwaystomakeitbetter.

C

WithintheproductionsystematthecarmanufacturerToyota,thereisnothingthatis

recognizableasperformanceappraisal.Everyoperationinthesystemhasanassociatedmeasure.

Themeasurehasbeenworkedoutbetweentheoperatorsandtheirmanager.Ineverycase,the

measureisrelatedtothepuiposeofthework.Thatmeasureisthebasisoffeedbacktothe

managerandworkeralike.Toyota'sbasicideaisexpressedintheaxiom“badnewsfirst”.Both

managersandworkersarepsychologicallysafeintheknowledgethatitisthesystem-notthe

worker-thatistheprimaryinfluenceonperformance.Itismanagement'sresponsibilitytoensure

thattheworkersoperateinasystemthatfacilitatestheirperfomance.

D

Inmanycompanies,performanceappraisalspringsfrommisguidedasassumptions.To

judgeachievement,managersusedateabouteachworker'sactivity,notanevaluationofthe

processorsystem'sachievementofpurpose.Theresultisthatperformanceappraisalinvolves

managers,judgementoverrulingtheirstaffs,ignoringthetrueinfluencesonperformance.Thus

theappraisalexperiencebecomesaquestionofpleasingtheboss,particularlyinmeetings,which

ispsychologicallyunsafeandsociallydriven,determiningwhois"in”andwhois“out”.

E

Whenjudgementisreplacedbyfeedbackinthetruesense,organizationswillhavealotmore

timetodevotetotheircustomersandtheirbusiness.Notimewillbewastedinappraisal.This

requiresafundamentalshiftinthewaywethinkabouttheorganizationofperformanceappraisals,

whichalmostcertainlywillnotbeforthcomingfromthehumanresourcesprofession.

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，說真正的反饋可以釋放用在別處的資源。意思上真正的反饋可以讓人騰出精力。

答案是E段的第一■?句：Whenjudgementisreplacedbyfeedbackinthetruesense,organizations

willhavealotmoretimetodevotetotheircustomersandtheirbusinesso這題的意思還算比較明

顯，feedbackinthetruesense,就是genuinefeedback,devotetotheircustomersandthebusiness,

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：his

management'sresponsibilitytoensurethattheworkersoperateinasystemthatfacilitatestheir

performance.經(jīng)理們的責(zé)任，也就是managersareexpectedto,有利于他們的表現(xiàn)，就是enable

theirstafftoworkeffectively。

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

certainlywillnotbeforthcomingfromthehumanresourcesprofessiono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facilitate。

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

hasbeenworkedoutbetweentheoperatorsandtheirmanagero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：isthebasisoffeedback。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他們直屬經(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？所以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?

句：Thustheappraisalexperiencebecomesaquestionofpleasingthebosso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，可以提。

第六題，說員工對他們所作負(fù)責(zé)的想法聽起來很合理。答案是B段的第一句：Thenotion

behindperformanceappraisal-thatworkersshouldbeheldaccountablefortheirperformance-is

plausible。這里的accountable就是負(fù)有責(zé)任cPlausible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：thesimplefactofthematteristhatthenatureofhierarchydistortstheconceptof

feedbacko管理層的機構(gòu)，就是這句里提至lj的thenatureofhierarchy,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prevent。

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：Now

thepracticeisevenmorefrequent.Thisofcoursemakesitallthemoreimportanthowappraisalis

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（makesilallthemoreimportant）,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,managersthroughoutindustryhaveseenmorechangesthanmanyof

themcouldhaveexpectedtoseeintheirentireworkingliveshavingtocommunicateinformation

whichoftenleadstofeelingsofinsecurityhasbecomeakeyactivity.Frombeingregardedas

relativelyunimportantinmanycompanies,managementemployeecommunicationhasbecomea

centralcorporateneed.

ConcordiaInternationalprovidesagoodexampleofacompanythathasadjustedwelltothe

changingneedsforcommunication.since1995,Concordiahasbeenturnedinside-outand

upside-down,toensurethatitisamarketing-led,customer-responsivebusiness,onethatlooks

outwardsatcustomersandcompetitors,ratherthaninwardsatitsownprocessesandtheway

thingsweredoneinthepast.Inthelasteightyears,Concordiahasreduceditsworkforcebymore

than80.000people-or35%-onavoluntarybasis,withfurtherdownsizinganticipated.

Frombeinganengineeringcompany,Concordiaisnowremakingitselfasaservicecompany.

Theroleofemployeecommunicationinsuchacontextistobuildpeople'sself-confidence,to

persuadethemthat,althoughitisinevitablethatthechangeswillgoahead,theyalsobringwith

themnewopportunitiesforemployees.However,thisisnotaneasytask.Peopletendtobe

skepticaloftheseclaimsandtofeelthattheyarelosingtouchwiththecompanytheyhaveworked

forovermanyyears.Thisisunderstandable,sincemanyoftheoldcertaintiesarebeingswept

away,includingthecoreactivitiesofthecompanytheyworkfor.Aboveall,theyhavehadto

faceuptothefactthattheynolongerhaveajobforlife.

Researchindicatesthatpeoplerespondtothispredicamentinavarietyofways.Thebulkof

employeesfallintotwomaincategoriesintermsoftheirresponsetothenewsituation:ontheone

handtherearethe“pragmatists^andontheother"thehighlyanxious“theformerseetheirjobas

ameanstoanendandhavearelativelyshort-termperspective,withstrongloyaltytotheirlocal

term,ratherthanthecompanyasawhole.Thesecondcategory,usuallythemajority,may

respondtothreatenedchangeswithafeelingofhavingbeenletdown,andevenfeelangeratthe

companyforwhattheyseeaschangingthetermsoftheiremployment.

'Theemployeecommunicationprocessneedstobecapableofaccuratelydirectingits

messagesatavarietyofemployeegroupsanddepartmentswithintheworkforce.thisiswhy

middlemanagersandlinemanagersaresokeytocommunication.Theyarethepeoplewhoknow

aboutthefullrageofconcernsamongtheworkforce.Theprobleminthepastwasthatthiscrucial

areawasoftentheresponsibilityofaseparate,relativelyisolatedunit.Concordiaputs

responsibilityforcommunicationfirmlyonlinemanagers.Alltheirresearchpointstothesame

conclusion:peopleprefertogettheirinformationface-to-facefromtheirlinemanagers.Thatis

thekeyrelationshipandwhereargumentsandheartsandminds-arelost.

Thegeneralruleincompanycommunicationistotellemployeesasmuchasyoucanassoon

asyoucan.Ifyoucan'tprovidedetails,thenatleastputthenewsincontextandcommityourself

toprovidinggreaterdetailwhenitbecomesavailableanotherruleofcompanycommunicationis

thattheremustbeafitbetweenwhatthecompanyistellingitsemployeesandwhatitistellingits

shareholders.15Inthelasteightyears,Concordiahas

Amadeover80.000employeesreduncdant

Bcompletedaperiodofdownsizing

Creduceditsworkforceof80.000by35%

Dgiven35%ofdepartingemployeesvoluntaryredundancy

16FromConcordia'spointofview,theroleofcommunicationisto

Awinemployeesupportbeforegoingaheadwiththechanges

Bchangethecompany'scoreactivities.

Cemphasisethepositiveaspectsofthechanges

Dexplaintheneedforthechanges

17whatdoesresearchshowaboutmostemployees,responsetochange?

Atheyexpectittohaveabadeffectonthecompany

Btheyfeelcompletelypowerless

Ctheybecomelessloyal

Dtheyfelltheyhavebeentreatedunfairly

18Concordia'scommunicationprocessmainlyrelieson

Aprintedcommunication

Bdepartmentalheads

Cpersonalcommunication

Daseparate,specializedunit

19Accordingtothewriter,whatistheguidingprincipleaboutgivinginformationwithinan

organization?

ANevermakepromisesaboutfuturedevelopments

BGivepeopleanoverallviewattheearliestpossiblestage

Calwaysincludeplentyofhardinformation

DHoldbackuntilallthedetailscanbeprovided

20whichofthefollowingwouldbethemostsuitabletitleforthearticle?

Aemployeeattitudestocompanycommunication

Bmakingcompanycommunicationmoreeffective

CResearchingcompanycommmucation

DMakingemployeesfeellesspowerless

文章取材自本管理手冊，說的是?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「

些。

15題，答案很明顯，但是選項很有迷惑性。答案是第二段的最后一句：Inthelasteight

yeai,s,Concordiahasreduceditsworkforcebymorethan80.000people-or35%-onavoluntary

basis,withfurtherdownsizinganticipated.減少了80000員工(或者說減少了35%的員工)，

預(yù)期還會減少更多。A選項是對的，maderedundant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，reduceditsworkforceof80.000,用了介詞of,所以

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，說服他們雖然要面臨一些變化，但是同樣也會

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positiveaspects是對前面說的bringwiththemnewopportunities的--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，但是選

項很糾結(jié)。都有點似是而非。Thesecondcategory,usuallythemajority,mayrespondto

threatenedchangeswithafeelingofhavingbeenletdown.,andevenfeelangeratthecompanyfor

whattheyseeaschangingthetermsoftheiremployment.大多數(shù)員工的反應(yīng)就是很失望，甚至?xí)?/p>

很憤怒。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

的理由。

18題，問溝通過程主要依賴于什么。答案是第五段的這句：peopleprefertogettheir

informationface-to-facefromtheirlinemanagerso喜歡面對面的從直屬經(jīng)理那里獲取信息。所

以選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

incompanycommunicationistotellemployeesasmuchasyoucanassoonasyoucan。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)。

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，?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不對，片面了，只是文中某部分的內(nèi)容，并且這部分內(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,expectationsanddeadlinesareall

outcomesofnegotiation.Somepeoplenegotiatedealsforaliving.DrHerbCohenisoneofthese

professionaltalker