2016下半年商务英语测验高等浏览操练

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2016下半年商务英语测验高等浏览操练

　　2016年下半年BEC高等测验时候为2016年11月19日，只剩下一个月摆布的备考时候了，以下是yjbys网小编清算的对商务英语测验高等浏览操练，供大师操练备考。

2016下半年商务英语测验高等浏览操练

　　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，别的一个是注释的标题。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图中蓝色的线为谜底暗藏的处所。7个题干根基是将原文中的句子用别的的词语和句型表述出来，以是题干中的关头词都能在注释里找到与之婚配的，比方第四题题干里的expert对应D段的specialists,第六题的too busy to对应于B段里的heavy workloads，第七题的interest对应于C段的appeal。

　　第一题说“司理们必须采用办法使潜力股们信任他们对公司的代价”，也便是要让潜力股们对公司虔诚，即C段说的creating “attraction centres”和loyalty。

　　第二题说“构造必须把眼光投向正在培育中的潜力股之外的处所”，即D段最初两句话所说的寻觅新一代的潜力股。

　　第三题和B段的最初一句话完整是一个意义：怕培育潜力股的投入收不回本钱。

　　第四题说开辟潜力股，司理们须要在公司外部获得专家撑持。谜底是D段的第一句话：公司的人力资本专家须要采用步履。HR specialists便是expert。

　　第五题说公司此刻不在指点战略的撑持下区分潜力股。也便是说公司是依托本身来挖掘人材的。谜底是A段的第一句：现行的研讨知足不了须要，以是公司只能形本钱身的一套系统。

　　第六题，司理们太忙了，得空顾及潜力股的成长。谜底是B段的：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.。可怜落在了高任务负荷的人的肩

　　第七题，垂青作为店主名声的公司能够吸收潜力股。谜底是C段的这么一句：if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers。若是公司因此开辟员工而着称的话，将会对潜力股发生更大的吸收。以开辟员工而着称(known as ones that develop their people)，名声很好，也便是垂青本身作为店主的名声。

　　疑似生词：

　　1. line managers 直属司理，营业司理

　　2. flat organization 扁平化的构造，即企业中的单层办理构造对应的单词hierarchy 品级制的公司

　　3. poach vt. (侵入别人地界)偷猎(或网鱼), 水煮，抄袭，挖角

　　eg: A rival firm poached our best computer programmers.

　　我公司的合作敌手把我们最好的计较机法式体例员挖走了。

　　4. runs deep 纯洁是想说一下那句驰名的谚语：Still water runs deep静水流深。

　　5. fall victim to 成为......的受益者

　　B段中的原话：People development all too often falls victim to heavy workloads.职员成长成为高负荷任务的受益者，也便是说司理们由于太忙而得空顾及潜力股的培育，即第六题的谜底。

　　6. retention 保留，在文中指留住员工。是危险办理中常见的专业名词。

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