BEC中級(jí)閱讀資料及解析

1、bec中級(jí)閱讀資料及解析 bec中級(jí)閱讀資料及解析(1)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.

2、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

3、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

4、on their reputation as an employer will interest high-flyers.the stars of the futurea 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 formulat

5、e their own systems. a more effective overall policy for developing future leaders is needed, which is why the london business school has launched the tomorrows leaders research group (tlrg). the group contains representatives from 20 firms, and meets regularly to discuss the leadership development

6、of the organisations high-flyers.b tlrg recognises just how significant line managers are in the process of leadership development. unfortunately, with todays flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to h

7、eavy 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 researc

8、h 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 ad

9、visor. 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 companys hr specialists need to take action and engage with line managers individ

10、ually 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 posi

11、tion 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.首先得搞明白的是這篇*到底講的什么。不用看具體內(nèi)容，有兩個(gè)地方直接告訴了。一個(gè)是題目說明的第一句話，另一個(gè)是正文的標(biāo)題。從這兩個(gè)地方就可以看出全文探討的是公司未來接班人也就是潛力股的培養(yǎng)問題。a段講了tlrg這個(gè)貫穿全文的

12、研究組織誕生的原因：現(xiàn)行的研究滿足不了需要，于是大多數(shù)公司只能自己探索發(fā)掘接班人的模式;(即第五題的答案)b段講了直屬經(jīng)理(line managers)對(duì)于發(fā)掘接班人的重要性(真是干什么都要從基層抓起)，以及經(jīng)理們的一些疑慮;c段講的是接班人問題對(duì)公司的重要性，并且應(yīng)該讓院線經(jīng)理們明白這種重要性;d段是針對(duì)前面列出的問題，提出的解決建議，什么專家協(xié)助等等。整篇*分為四個(gè)部分，層層遞進(jìn)，有很強(qiáng)的邏輯性。拿這樣的*來做閱讀材料應(yīng)該是相對(duì)容易把握的。bec中級(jí)閱讀資料及解析(2)look at the statements below and the advice to businesses on

13、the opposite page about using other companies to run their it services.1、the need to teach skills to employees working on the outsourced process2、remembering the initial reason for setting up the outsourced project3、the need to draw up agreements that set out how integration is to be achieved4、addre

14、ssing the issue of staff who work on the outsourced process being at a distant site5、the importance of making someone responsible for the integration process6、staff on the outsourced project familiarising themselves with various details of the business7、problems being associated with an alternative

15、to outsourcingwhen a business decides to outsource its it services, it needs to consider the question of integration. four experts give their views.a.gianluca tramcere, silica systemsan outsourced it service is never a fully independent entity. it is tied to the home companys previous and continuing

16、 systems of working. but despite the added responsibility of managing new ways of working, many businesses ignore the integration process. they fail to establish contracts that define the ways in which the two companies will work alongside one another, and focus solely on the technological aspects o

17、f service delivery.bec中級(jí)閱讀資料及解析(3)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

18、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 ma

19、y 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

20、 hard on their reputation as an employer willinterest high-flyers.the stars of the futurea 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 for

21、mulate their own systems. a more effective overall policy for developing future leaders is needed, which is why the london business school has launched the tomorrows leaders research group (tlrg). the group contains representatives from 20 firms, and meets regularly to discuss the leadership develop

22、ment of the organisations high-flyers.b tlrg recognises just how significant line managers are in the process of leadership development. unfortunately, with todays flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim

23、 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 re

24、search 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 o

25、ne 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 companys hr specialists need to take action and engage with line managers in

26、dividually 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

27、 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.bec中級(jí)閱讀資料及解析(4)people from different cultures sometimes do things that make each other uncomfortable, some

28、times without realizing it most americans _1_ out of the country and have very _2_ experience with foreigners. but they are usually spontaneous, friendly and open, and enjoy _3_ new people, having guests and bringing people together formally or informally. they tend to use first names _4_ most situa

29、tions and speak freely about themselves. so if your american hosts do something that _5_ you uncomfortable, try to let them know how you feel. most people will _6_ your honesty and try not to take you uncomfortable again. and youll all _7_ something about another culture!many travelers find _8_ easier to meet people in the u.s. than in other countries. they may just come up and introduce themselves or even invite you over _9_ they really know you. sometimes americans are said to be _10_. perhaps it seems so, but they are probably just _11_ a good time. just like anywhere else, it takes