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1、历年BEC商务英语高级考试真题(05)历年BEC商务英语高级考试真题(01) The Negotiating Table You can negotiate virtually anything. Projects, resources, expectations and deadlines are all outcomes of negotiation. Some people negotiate deals for a living. Dr Herb Cohen is one of these professional talkers, called in by companies to
2、negotiate on their?behalf . He approaches the art of negotiation as a game because, as he is usually negotiating for somebody else, he says this helps him drain the emotional content from his conversation. He is working in a competitive field and needs to avoid being too adversarial. Whether he succ
3、eeds or not, it is important to him to make a good impression so that people will recommend him.外语学习网 The starting point for any deal, he believes, is to identify exactly what you want from each other. More often than not, one party will be trying to persuade the other round to their point of view.
4、Negotiation requires two people at the end saying yes”. This can be a problem because one of them usually begins by saying “no”. However, although this can make talks more difficult, this is often just a starting point in the negotiation game. Top management may well reject the idea initially becaus
5、e it is the safer option but they would not be there if they were not interested. It is a misconception that skilled negotiators are smooth operators in smart suits. Dr Cohen says that one of his strategies is to dress down so that the other side can relate to you. Pitch your look to suit your custo
6、mer. You do not need to make them feel better than you but, For example, dressing in a style that is not overtly expensive or successful will make you more approachable. People will generally feel more comfortable with somebody who appears to be like them rather than superior to them. They may not l
7、ike you but they will feel they can trust you. 历年BEC商务英语高级考试真题(02) 1 Genuine feedback would release resources to be used elsewhere. 2 Managers are expected 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
8、 evaluating performance have been negotiated. 5 Appraisals tend to focus on the nature of the face-to-face relationship between employees and their line managers. 6 The idea that employees are responsible for what they do seems reasonable. 7 Despite experts assertion, management structures prevent g
9、enuine feedback 8 An increasing amount of effort is being dedicated to the appraisal process. A Performance appraisal is on the up and up. It used to represent the one time of year when getting on with the work was put on hold while enormous quantities of management hours were spent in the earnest r
10、itual of rating and ranking performance. Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted. Human resources professionals claim that managers should strive for objectivity and thus for feedback rather than judgement. But the simple fact
11、 of the matter is that the nature of hierarchy distorts the concept of feedback because performance measure are conceived hierarchically. Unfortunately, all too many workers suffer from the injustices that this generates. B The notion behind performance appraisal- that workers should be held account
12、able for their performance-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 judgement imposed by the hierarchy. Useful feedback , on the othe
13、r hand, would be information that told both the manager and worker how well the work system functioned, and suggested ways to make it better. 历年BEC商务英语高级考试真题(03) In the last few years, managers throughout industry have seen more changes than many of them could have expected to see in their entire wo
14、rking lives having to communicate information which often leads to feelings of insecurity has become a key activity. From being regarded as relatively unimportant in many companies , management employee communication has become a central corporate need. Concordia International provides a good exampl
15、e of a company that has adjusted well to the changing needs for communication . since 1995 , Concordia has been turned inside-out and upside-down, to ensure that it is a marketing led, customer-responsive business, one that looks outwards at customers and competitors, rather than inwards at its own
16、processes and the way things were done in the past. In the last eight years, Concordia has reduced its workforce by more than 80.000 people - or 35% -on a voluntary basis, with further downsizing anticipated. From being an engineering company, Concordia is now remaking itself as a service company. T
17、he role of employee communication in such a context is to build peoples self-confidence, to persuade them that, although it is inevitable that the changes will go ahead, they also bring with them new opportunities for employees. However, this is not an easy task. People tend to be skeptical of these
18、 claims and to feel that they are losing touch with the company they have worked for over many years. This is understandable, since many of the old certainties are being swept away , including the core activities of the company they work for. Above all , they have had to face up to the fact that the
19、y no longer have a job 历年BEC商务英语高级考试真题(04) There is a commonly held view that the only way to get (0) decent pay increase is to move on: to go out into the job market and find someone (31) is prepared to pay you a figure more in line (32) the talents you can offer. Whilst changing employers from tim
20、e (33) time is something we probably all need to do to advance our careers in the directions we want them to take, it is nevertheless an activity that carries quite definite risks. Irrespective of (34) well we research prospective employers, a new job is still largely a step into the unknown . It ma
21、y turn (35) to be a good move or it could prove to be a complete disaster : most of us (36) had experience of both. The point here, though, is that changing employers is not something we want to be doing all the time and certainly not (37) time we feel the urge for better pay . Wed (38) taking more
22、risks than we needed to just to achieve a pay rise. Getting a pay rise should always be viewed (39) a serious business. There are no quick fixes or gold methods with “ guaranteed “ results. Quick fixes only serve to trivialize the issues and could (40) some circumstances get you into very serous tro
23、uble indeed.考试用书 答案及解析 关于加薪的文章，教你怎么样实现加薪。这道题目不难，但是抛开题目，单说文章里谈的加薪的方法，各位还是要辩证的看。要想人生第一份工作就找到自己满足的，是挺难，可是以加薪为目的跳槽，也未必是什么明智的好方法。 31题，太明显的定语从句，前面是someone，那么当然填入表示人的关系代词who。 32题，in line with，和什么一样，固定搭配，在中级的选词版完型里常考到这个词组。这句的意思是，找个一个情愿给你供应和你才能更加一样的薪水的人。 33题，from time to time，时时常的。changing employers from tim
24、e to time，时时常的换老板。 34题，Irrespective of，同regardless of一样，后面接让步状语从句，不管我们对可能的雇主探讨的多么好，新的工作都是一个未知数。用how well。 35题，turn out to be，固定用法。中华考试网(www.Examw。com) 36题，换工作，要么是个好的举措，要么将成为灾难。而我们大多数人这两种经验都有。有这种经验，是过去完成时，用have+done。 37题，理解前后文意思。换老板不是件我们常常情愿做的事情，并且也不是一想要加薪就要换老板。用every time，表示每次要加薪就打算换老板。 38题，这题有点难度，考
25、验人的语法功底。首先这个句子是虚拟语气，Wed是we would的缩写，而不是we had。是表示对将来的假设，我们要担当更多的风险。所以用would be。 39题，比较明显的，view as，将什么视作什么。 40题，和circumstance相关的词组，很简单想到under/on some circumstance，在某种状况下。 历年BEC商务英语高级考试真题(05) The Scientific Approach to Recruitment When it (0) to selecting candidates through interview, more often than
26、not the decision is made within the first five minutes of a meeting.?Yet employers like to (21) themselves that they are being exceptionally thorough in their selection processes. In todays competitive market place, the (22) of staff in many organizations is fundamental to the companys success and,
27、as a result , recruiters use all means at their disposal to (23) the best in the field. One method in particular that has (24) in popularity is testing , either psychometric testing, which attempts to define psychological characteristics , or abilityaptitude testing (25) an organization with an extr
28、a way of establishing a candidates suitability for a role. It (26) companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified elements. The employment of psychometric or ability testing as one (27) of the recruitme
29、nt process may have some merit, but in reality there is no real (28), scientific or otherwise, of the potential future performance of any individual. The answer to this problem is experience in interview techniques and strong definition of the elements of each position to be (29) as the whole recrui
30、tment process is based on few real certainties, the instinctive decisions that many employers make, based on a CT and the first five minutes of a meeting, are probably no less valid than any other tool employed in the (30) of recruitment. 21.A suggestB convinceC adviseD believe 22.A worthB creditC q
31、ualityD distinction 23.A secureB reliesC attainD achieve中华考试网 24.A liftedB enlargedC expandedD risen 25.A providesB offersC contributesD gives 26.A lets B enablesC agreesD admits 27. A portion B memberC share D component 28. A extentB sizeC amountD measure 29.A occupiedB met C filledD appointed 30 A businessB topicC pointD affair