bec中級英語真題考試真題及解析

進入職場以後，學習商務英語的人越來越多。爲了讓大家更好的瞭解商務英語BEC考試，滬江小編給大家BEC商務英語中級考試真題,大家可以作爲練習參考。

1.SHEER GENIUS - OR A WASTE OF TIME?

Encourage your original thinkers and live with their strange habits, says Alan Worthin

If one of your research staff announced that he had worked out a way to propel a vehicle on a cushion of air, would you tell him to concentrate on something practical, or suggest taking it further? If a member of your development team asked if she could come in late because she had her best ideas at 3 am would you insist that she is in the office at 9 am like everyone else?

Current business wisdom is that companies need creative, innovative people to beat competitors. The reality is that companies have always needed new ideas to survive and progress, but in the past they weren't particularly good at encouraging the people who produced them.

Original thinkers don't always fit easily into the framework of an organisation. However, the advice from managing director, John Serrano is, 'Get rid of the dull people and encourage the unusual ones'. Essentially, he believes that companies need to learn how to manage their original thinkers in order to ensure that the business profits from their contribution. He also says, 'Original thinkers often find it difficult to drive change within the organisation, so they resign, feeling angry and disappointed. It is essential to avoid this.'

'You can't recognise original thinkers by the way they look,' says Ian Freeman. An apparently ordinary exterior can conceal a very creative thinker.' His consultancy, IBT Personnel, has devised a structured way to identify original thinkers. 'We define employees as champions, free-wheelers, bystanders and weak links, and most original thinkers come into the category of free-wheelers. They may miss deadlines if they become involved in something more interesting. They are passionate and highly motivated but have li ttle or no understanding of business directions and systems.'

Headhunter George Solomon also thinks original thinkers have their disadvantages. 'They may have a bad influence within an organisation, especially given the current management trend for working in teams. The original thinkers themselves may be unaware of any problem, but having them around can be disruptive to colleagues. who have to be allowed to point out when they are being driven crazy by the original thinkers' behaviour.' Yet, in his opinion, the 'dream team' in any creative organisation consists of a balanced mixture of original thinkers and more practical, realistic people.

So, having identified your original thinkers, how do you handle them? One well-known computer games company has a very inventive approach. 'We encourage our games designers by creating an informal working environment,' says director Lorna Marsh. 'A company cannot punish risk-takers if it wants to encourage creativity. Management has to provide support, coaching and advice - and take the risk that new ideas may not work. Our people have flexible working hours and often make no clear distinction between their jobs and their home lives.'

Original thinkers may fit into the culture of 21st century organisations, but more traditional organisations may have to change their approach. Business psychologist Jean Row believes that the first step is to check that original thinkers are worth the effort. 'Are the benefits they bring worth the confusion they cause? If so, give them what they want, allow plenty of space, but set clear limits. Give them extremely demanding targets. If they fail to meet them, then the game is up. But if they succeed, your organisation stands only to gain.'

2.問題

13 It is important for a company to encourage original thinkers because

A this allows it to promote innovative products.

B this enables it to stay ahead of its rivals.

C they are very flexible about their working hours.

D their talents are ideally suited to the market.

14 John Serrano thinks that original thinkers should be

A helped to develop better people management skills.

B asked to manage change within the organisation.

C supported so they can perform well for the company.

D encouraged to follow company procedures.

15 What does Ian Freeman say about original thinkers?

A They are unenthusiastic and poorly motivated.

B Their work standards are impossibly high.

C Their abilities are hard to recognise.

D They lack awareness of commercial processes.

16 What problems can be observed when there are original thinkers in the workforce?

A They may have a negative effect on other workers.

B They dislike the concept of teamwork.

C They rush tasks through to completion.

D They cannot work with less creative colleagues.

17 In what way is the games company's approach to original thinkers special?

A It allows them to work from home whenever they wish.

B It uses different forms of disciplinary action for them.

C It promotes a relaxed atmosphere in the workplace.

D It encourages them to reduce the risks that they take.

18 A traditional organisation wishing to employ original thinkers needs to

A provide them with projects they are interested in.

B assess whether their contribution makes up for any problems.

C have a flexible approach if goals are not always achieved.

D be prepared to handle any negative feedback from colleagues.

3.答案及解析

《Sheer genius—or a waste of time》，純粹是天才，還是浪費時間?文章講的是公司裏的那些有創意的人(original thinkers)，他們對於公司的存在到底有什麼價值，公司又該怎麼利用他們?

13題，問對於公司來講鼓勵有創意的人很重要的原因是什麼。答案是第二段的第一句，非常明顯：Current business wisdom is that companies need creative, innovative people to beat competitors。現如今的商業智慧是公司需要有創造性的、創新型的人才來打敗對手。也就是B選項說的：讓他們能夠超越對手。

14題，問John認爲有創意的人應該怎麼樣。答案是第三段：He believes that companies need to learn how to manage their original thinkers in order to ensure that the business profits from their contribution公司應該學會怎樣管理有創意的人，從而確保公司能夠從他們的貢獻中盈利。也就是應該努力使那些有創意的人的才華能夠造福公司。選C：他們應該得到支持，從而爲公司做的好。其他幾個選項根本沒有說到點子上，一看就可以pass掉。

15題，Ian關於有創意的人是怎麼說的。答案是第四段的最後一句：他們有激情有動力但是卻對商業方向和系統一無所知。選D：缺乏對商業過程的瞭解。Business direction and systems可以和commercial processes相對應。

16題，問當工作場所出現了有創意的人，會發生什麼問題。答案是第五段的這麼一句：The original thinkers themselves may be unaware of any problem, but having them around can be disruptive to colleagues。他們自己可能沒有意識到，但是有這樣的人在身邊會對同事們造成麻煩。disruptive是disturbing的意思。

17題，問遊戲公司對待有創意的人的方式特別在什麼地方。答案是第六段，看公司總監的原話：We encourage our games designers by creating an informal working environment。創造一種非正式的工作環境，也就是C選項說的relaxed atmosphere。這題可能會有人誤選A，那是錯誤的理解了最後一句。最後一句說工作和家庭生活沒有明顯的區別，是說工作時間是彈性的，不代表同意他們隨時隨意在家裏工作。

18題，問傳統的機構如果想要僱傭有創意的人需要什麼。答案是最後一段的這麼一句話：the first step is to check that original thinkers are worth the effort.。第一步是檢測這些有創意的人是否值得所作的這些努力。後面緊接着問了，他們帶來的好處是否值得他們造成的混亂?所以答案是B：評估他們的貢獻能否彌補任何問題。

4.Setting up an appraisal scheme

Appraisals can be a wonderful opportunity for your staff to focus on their jobs and make plans to develop their unused potential. (0) ..........So, if you have decided that an appraisal scheme should be set up in your company, you need to establish some formal procedures and make some decisions before you begin. Even if your company already has a scheme, you need to consider what you want to achieve and how you are going to do this.

First of all, you need to decide on your key objectives and the real purpose of your scheme.(8).............A scheme should never be introduced at a time of redundancies, or simply for profit or competitive edge, because this will create fear and alienate staff. The next step is to decide how the scheme can most successfully be managed. It is essential that all senior staff are committed to the process and willing to make a positive contribution.

The person given responsibility for designing the scheme and the appraisal forms needs to have knowledge of all roles within the organisation. He or she must also be aware of employees' potential needs. (9).............It should be someone who is trusted and whom staff will turn to if they are concerned about their appointed appraiser or the appraisal interview. The design of the scheme should indicate who will be appraising whom. This needs great tact and sensitivity. First, remember that no manager can effectively appraise more than seven or eight people. It is equally important to remember that, if significant numbers of staff are appraised by someone they dislike, or by a person whose values they do not share, the success of your scheme may be threatened.(10) ............. So bear this in mind from the beginning and, if necessary, establish an appeals procedure.

Having decided on your policy and who will appraise which members of staff, you need to communicate this in the simplest possible way. Avoid lengthy documents - few people will read them. (11).............Most organisations choose a person's line manager to be the appraiser. This can be seen as an opportunity or a threat, so be ready to consider alternatives if necessary.

Once you have established the appraisal process, make sure that appraisal interviews take place at a convenient time, and ideally on neutral ground. It should be borne in mind that some appraisals may involve the disclosure of confidential information. (12) .............These will show the decisions that were taken during the interview and will also indicate any new performance targets that have been agreed.

A It is important to select a manager who can deal effectively with any suspicions staff may have about appraisals.

B Such a measure can also reduce insecurity and unite staff in recognising the positive elements of appraisal.

C Having even one staff member in such a position may affect how others respond to the process.

D Ideally, this should be to provide a supportive framework that aids staff development.

E Simply make sure that staff know who will appraise them and why, and what form the interview will take.

F It is therefore important to decide who will have access to written records of the appraisal.

G They can also be a means of getting the best out of staff, both as individuals, and as team members.

《Setting up an appraisal scheme》，制定評估計劃。

5.答案及解析

第八題，前面說做評估最重要的是決定關鍵的目標，以及計劃的真正目的。那麼接着應該說的就是這個計劃的目的是什麼。符合這一條件的是D：理想的說，這是爲了提供一個幫助員工發展的支持性框架。

第九題，這一段是講選人的重要。空格前面說要挑選一個瞭解各個員工潛在需求的人，後面說這個人要能被大家信任，這樣當員工有什麼疑問時纔會轉向他。從上下文看，第九空仍然是和選人有關。A最符合這個特點，有兩個關鍵地方。select a manager和deal with any suspicions，分別可以和上下文對應。Select a manager可以對應於前面的 the person given responsibility，deal with any suspicions可以對應於後文的staff will turn to if they are concerned.

第十題，前面說讓員工被自己不喜歡的或者是價值觀不認同的人來評估的話，評估計劃的成功會打折扣。所以這個第十空的講的還是關於選人的。C可以填在這裏，C選項的in such a position是個暗示：讓即使只有一個員工處在這樣的位置上都會影響他人的反應。意思是不能讓一個被大家不喜歡的人處在評估人的位置上。

第十一題，這段講評估的形式要儘可能的簡單，避免冗長的文件。能接上的是E：只需要讓員工知道誰來評估，爲什麼評估，以及評估的形式就行了。沒有必要弄那些複雜的沒人願意讀的文件。

第十二題，前面說評估可能會涉及到一些機密信息的披露。後面說這些會展現一些訪談的決定。關鍵要理解空格後面的these代表什麼。能夠show the decisions that were taken during the interview，一般是文字材料。空格12應該填入F，written records是個關鍵暗示：因此決定誰來接觸這些文字材料是很重要的。

學習英語最難的就是堅持，因爲在學習的過程中會遇到很多困難，而且學習內容也比較枯燥。在這裏，小編給大家推薦滬江英語網，滬江網上面有很多針對商務英語的學習方法和資訊，對大家學習能起到很大的幫助。