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2016下半年商务英语BEC高等浏览操练
2016年下半年BEC高等测验时候为2016年11月19日，所剩备考时候未几，大师放松时候备考。以下是yjbys网小编清算的对商务英语BEC高等浏览操练，供大师操练。
Questions 1-7
Look 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 Future
A 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 Tomorrow's 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 today's 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 company's 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.
起首得搞大白的是这篇文章究竟讲的甚么。不必看详细内容，有两个处所间接告知了。一个是标题题目申明的第一句话，另外一个是注释的标题。从这两个处所便能够看出全文切磋的是公司将来交班人——也便是潜力股——的培育题目。
A段讲了TLRG这个贯串全文的研讨构造降生的缘由：现行的研讨知足不了须要，因而大大都公司只能本身摸索挖掘交班人的形式;(即第五题的谜底)
B段讲了直属司理(line managers)对挖掘交班人的主要性(真是干甚么都要从下层抓起)，和司理们的一些疑虑;
C段讲的是交班人题目对公司的主要性，并且应当让院线司理们大白这类主要性;
D段是针对后面列出的题目，提出的处理倡议，甚么专家辅佐等等。
整篇文章分为四个局部，层层递进，有很强的逻辑性。拿如许的文章来做浏览资料应当是绝对轻易掌握的。
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