BEC商務(wù)英語高級考試歷年真題

BEC商務(wù)英語高級考試歷年真題（4）

1Genuinefeedbackwouldreleaseresourcestobeusedelsewhere.

2Managersareexpectedtoenabletheirstafftoworkeffectively.

3Expertsareunlikelytofacilitateamovetogenuinefeedback.

4Therearebenefitswhenmethodsofevaluatingperformancehavebeen

negotiated.

5Appraisalstendtofocusonthenatureoftheface-to-face

relationshipbetweenemployeesandtheirlinemanagers.

6Theideathatemployeesareresponsibleforwhattheydoseems

reasonable.

7Despiteexperts,assertion,managementstructurespreventgenuine

feedback

8Anincreasingamountofeffortisbeingdedicatedtotheappraisal

process.

A

Performanceappraisalisontheupandup.Itusedtorepresentthe

onetimeofyearwhengettingonwiththeworkwasputonholdwhile

enormousquantitiesofmanagementhourswerespentintheearnestritual

ofratingandrankingperformance.Nowthepracticeisevenmorefrequent.

Thisofcoursemakesitallthemoreimportanthowappraisalisconducted.

Humanresourcesprofessionalsclaimthatmanagersshouldstrivefor

objectivityandthusforfeedbackratherthanjudgement.Butthesimple

factofthematteristhatthenatureofhierarchydistortstheconcept

offeedbackbecauseperformancemeasureareconceivedhierarchically.

Unfortunately,alltoomanyworkerssufferfromtheinjusticesthatthis

generates.

B

Thenotionbehindperformanceappraisal-thatworkersshouldbeheld

accountablefortheirperformance-isplausible.However,theevidence

suggeststhatthepremiseiswrong.Contrarytoassumptionsappraisalis

notaneffectivemeansofperformanceimprovement-itisjudgementimposed

ratherthanfeedback,ajudgementimposedbythehierarchy.Useful

feedback,ontheotherhand,wouldbeinformationthattoldboththe

managerandworkerhowwelltheworksystemfunctioned,andsuggestedways

tomakeitbetter.

C

WithintheproductionsystematthecarmanufacturerToyota,there

isnothingthatisrecognizableasperformanceappraisal.Everyoperation

inthesystemhasanassociatedmeasure.Themeasurehasbeenworkedout

betweentheoperatorsandtheirmanager.Ineverycase,themeasureis

relatedtothepurposeofthework.Thatmeasureisthebasisoffeedback

tothemanagerandworkeralike.Toyota'sbasicideaisexpressedinthe

axiom“badnewsfirst”.Bothmanagersandworkersarepsychologically

safeintheknowledgethatitisthesystem-nottheworker-thatisthe

primaryinfluenceonperformance.Itismanagement?sresponsibilityto

ensurethattheworkersoperateinasystemthatfacilitatestheir

performance.

D

Inmanycompanies,performanceappraisalspringsfrommisguidedas

assumptions.Tojudgeachievement,managersusedateabouteachworker?

sactivity,notanevaluationoftheprocessorsystem,sachievementof

purpose.Theresultisthatperformanceappraisalinvolvesmanagers'

judgementoverrulingtheirstaff's,ignoringthetrueinfluenceson

performance.Thustheappraisalexperiencebecomesaquestionofpleasing

theboss,particularlyinmeetings,whichispsychologicallyunsafeand

sociallydriven,determiningwhois“in"andwhois"out”.

E

Whenjudgementisreplacedbyfeedbackinthetruesense,

organizationswillhavealotmoretimetodevotetotheircustomersand

theirbusiness.Notimewillbewastedinappraisal.Thisrequiresa

fundamentalshiftinthewaywethinkabouttheorganizationof

performanceappraisals,whichalmostcertainlywillnotbeforthcoming

fromthehumanresourcesprofession.

關(guān)于員工評估和反饋的文章。一個(gè)組織內(nèi)部的上下級溝通真的太重要了。

第一題，說真正的反饋可以釋放用在別處的資源。意思上真正的反饋可以讓

人騰出精力。答案是E段的第一句：Whenjudgementisreplacedbyfeedback

inthetruesense,organizationswillhavealotmoretimetodevoteto

theircustomersandtheirbusiness0這題的意思還算比較明顯，feedbackin

thetruesense,就是genuinefeedback,devotetotheircustomersandthe

business,就是把資源釋放在別的地方。

第二題，說經(jīng)理們是被期望著使員工工作得更有效率。答案是C段的最后一

句：Itismanagementsresponsibilitytoensurethattheworkersoperate

inasystemthatfacilitatestheirperformance.經(jīng)理們的責(zé)任，也就是

managersareexpectedto,有利于他們的表現(xiàn)，就是enabletheirstaffto

workeffectivelyo

第三題，說專家不大可能有利于真正反饋的進(jìn)程。答案是E段的最后一句：

whichalmostcertainlywillnotbeforthcomingfromthehumanresources

professiono人力資源專家，就是experts。需要理解下這里的forthcoming的

含義：willingtodivulgeinformation.（人）愿意透露消息的。專家們不愿

意透露消息，也就是不能指望專家來facilitateo

第四題，說商討評估表現(xiàn)的方法是有利的。答案是在C段，有點(diǎn)分散。前面

說Themeasurehasbeenworkedoutbetweentheoperatorsandtheirmanagero

這個(gè)措施是在操作者和經(jīng)理們之間擬定的。betweentheoperatorsand

managers,也就是評估表現(xiàn)的方法是被商討了的。后面介紹的情況都是這個(gè)

measure有多么的好：isthebasisoffeedbacko綜合起來，就是選項(xiàng)說的，

商討是有好處的。

第五題，說評估傾向聚焦于員工和他們直屬經(jīng)理們之間面對面關(guān)系的性質(zhì)。

這個(gè)選項(xiàng)可能會(huì)弄的人一頭霧水，首先得弄明白這里的面對面關(guān)系指的是什么。

員工和直屬經(jīng)理的關(guān)系，就是上下級的關(guān)系，過分看重這個(gè)關(guān)系，那么在評估過

程中就會(huì)有顧慮，誰還敢揭自己上司的短？所以這個(gè)句子的意思是說評估過程中

有顧忌，無人敢說真話。答案是D段的這么一句：Thustheappraisalexperience

becomesaquestionofpleasingtheboss0評估過程成了討好自己的老板，

說的就是這個(gè)意思。

P.S：這是我個(gè)人對這道題的理解，大家有異議，可以提。

第六題，說員工對他們所作負(fù)責(zé)的想法聽起來很合理。答案是B段的第一句:

Thenotionbehindperformanceappraisal-thatworkersshouldbeheld

accountablefortheirperformance-isplausible。這里的accountable就是

負(fù)有責(zé)任。Plausible是貌似真實(shí)的，也就是seemsreasonable。

第七題，說雖然有專家們的主張，管理層的結(jié)構(gòu)阻止了真正的反饋。答案是

A段的這么一句：thesimplefactofthematteristhatthenatureof

hierarchydistortstheconceptoffeedbacko管理層的機(jī)構(gòu)，就是這句里提

到的thenatureofhierarchy,等級制的性質(zhì)。這個(gè)單詞在BEC閱讀里常出現(xiàn)。

distort,扭曲，就是選項(xiàng)里的prevent。

第八題，說在評估過程中投入了更多的努力。答案是A段的這么一句，有點(diǎn)

隱晦：Nowthepracticeisevenmorefrequent.Thisofcoursemakesitall

themoreimportanthowappraisalisconducted.這個(gè)句子是緊跟上文的，the

practice指的就是appraisal。評估的更頻繁，評估是怎么進(jìn)行的顯得更加重要。

認(rèn)為更加重要了(makesitallthemoreimportant),就會(huì)投入更多努力了。

綜合起來，這些的意思就是評估過程投入了更多的努力。不太容易看出來。

相關(guān)練習(xí)：

2011年上半年BEC商務(wù)英語考試時(shí)間

BEC商務(wù)英語高級考試歷年真題(5)

Inthelastfewyears,managersthroughoutindustryhaveseenmore

changesthanmanyofthemcouldhaveexpectedtoseeintheirentire

workingliveshavingtocommunicateinformationwhichoftenleadsto

feelingsofinsecurityhasbecomeakeyactivity.Frombeingregardedas

relativelyunimportantinmanycompanies,managementemployee

communicationhasbecomeacentralcorporateneed.

ConcordiaInternationalprovidesagoodexampleofacompanythathas

adjustedwelltothechangingneedsforcommunication.since1995,

Concordiahasbeenturnedinside-outandupside-down,toensurethatit

isamarketing-led,customer-responsivebusiness,onethatlooks

outwardsatcustomersandcompetitors,ratherthaninwardsatitsown

processesandthewaythingsweredoneinthepast.Inthelasteightyears,

Concordiahasreduceditsworkforcebymorethan80.000people-or35%

-onavoluntarybasis,withfurtherdownsizinganticipated.

Frombeinganengineeringcompany,Concordiaisnowremakingitself

asaservicecompany.Theroleofemployeecommunicationinsuchacontext

istobuildpeople,sself-confidence,topersuadethemthat,although

itisinevitablethatthechangeswillgoahead,theyalsobringwiththem

newopportunitiesforemployees.However,thisisnotaneasytask.People

tendtobeskepticaloftheseclaimsandtofeelthattheyarelosingtouch

withthecompanytheyhaveworkedforovermanyyears.Thisis

understandable,sincemanyoftheoldcertaintiesarebeingsweptaway,

includingthecoreactivitiesofthecompanytheyworkfor.Aboveall,

theyhavehadtofaceuptothefactthattheynolongerhaveajobfor

life.

Researchindicatesthatpeoplerespondtothispredicamentina

varietyofways.Thebulkofemployeesfallintotwomaincategoriesin

termsoftheirresponsetothenewsituation:ontheonehandthereare

the“pragmatists^andontheother“thehighlyanxious”theformer

seetheirjobasameanstoanendandhavearelativelyshort-term

perspective,withstrongloyaltytotheirlocalterm,ratherthanthe

companyasawhole.Thesecondcategory,usuallythemajority,mayrespond

tothreatenedchangeswithafeelingofhavingbeenletdown,andeven

feelangeratthecompanyforwhattheyseeaschangingthetermsoftheir

employment.

Theemployeecommunicationprocessneedstobecapableofaccurately

directingitsmessagesatavarietyofemployeegroupsanddepartments

withintheworkforce.thisiswhymiddlemanagersandlinemanagersare

sokeytocommunication.Theyarethepeoplewhoknowaboutthefullrage

ofconcernsamongtheworkforce.Theprobleminthepastwasthatthis

crucialareawasoftentheresponsibilityofaseparate,relatively

isolatedunit.Concordiaputsresponsibilityforcommunicationfirmly

onlinemanagers.Alltheirresearchpointstothesameconclusion:people

prefertogettheirinformationface-to-facefromtheirlinemanagers.

Thatisthekeyrelationshipandwhereargumentsandheartsandminds

-arelost.

Thegeneralruleincompanycommunicationistotellemployeesas

muchasyoucanassoonasyoucan.Ifyoucan'tprovidedetails,then

atleastputthenewsincontextandcommityourselftoprovidinggreater

detailwhenitbecomesavailableanotherruleofcompanycommunication

isthattheremustbeafitbetweenwhatthecompanyistellingits

employeesandwhatitistellingitsshareholders.15Inthelasteight

years,Concordiahas

Amadeover80.000employeesreduncdant

Bcompletedaperiodofdownsizing

Creduceditsworkforceof80.000by35%

Dgiven35%ofdepartingemployeesvoluntaryredundancy

16FromConcordia'spointofview,theroleofcommunicationisto

Awinemployeesupportbeforegoingaheadwiththechanges

Bchangethecompany'scoreactivities.

Cemphasisethepositiveaspectsofthechanges

Dexplaintheneedforthechanges

17whatdoesresearchshowaboutmostemployees'responsetochange?

Atheyexpectittohaveabadeffectonthecompany

Btheyfeelcompletelypowerless

Ctheybecomelessloyal

Dtheyfelltheyhavebeentreatedunfairly

18Concordia'scommunicationprocessmainlyrelieson

Aprintedcommunication

Bdepartmentalheads

Cpersonalcommunication

Daseparate,specializedunit

19Accordingtothewriter,whatistheguidingprincipleaboutgiving

informationwithinanorganization?

ANevermakepromisesaboutfuturedevelopments

BGivepeopleanoverallviewattheearliestpossiblestage

Calwaysincludeplentyofhardinformation

DHoldbackuntilallthedetailscanbeprovided

20whichofthefollowingwouldbethemostsuitabletitleforthe

article?

Aemployeeattitudestocompanycommunication

Bmakingcompanycommunicationmoreeffective

CResearchingcompanycommmucation

DMakingemployeesfeellesspowerless

文章取材自一本管理手冊，說的是一個(gè)組織里的有效溝通問題。這套題目

有些特別，不像之前的閱讀的第三部分，六道題目分別依次對應(yīng)文章的六個(gè)段

落，這題的答案稍微分散了些。

15題，答案很明顯，但是選項(xiàng)很有迷惑性。答案是第二段的最后一句：Inthe

lasteightyears,Concordiahasreduceditsworkforcebymorethan80.000

people-or35%-onavoluntarybasis,withfurtherdownsizinganticipated.

減少了80000員工(或者說減少了35%的員工),預(yù)期還會(huì)減少更多。A選項(xiàng)是

對的，maderedundant是前面某套題目閱讀的第五部分考過的詞組；B不對，

沒有完成(completed),因?yàn)轭A(yù)期還會(huì)裁減更多(withfurtherdownsizing

anticipated)；C也不對，迷惑性最大,reduceditsworkforceof80.000,

用了介詞of,所以這句的意思是一共就80000員工，而實(shí)際情況是減少了80000

員工；D不對，35%的員工被裁減，都是在自愿的基礎(chǔ)上的，而不是離開的人中

有35%是自愿的。

16題，問根據(jù)此人的觀點(diǎn)，溝通的角色是什么。也就是問溝通的目的或者

作用是什么。答案在第三段。溝通是為了幫助人樹立自信，說服他們雖然要面

臨一些變化，但是同樣也會(huì)擁有一些新的機(jī)會(huì)。說白了，就是鼓勵(lì)這些被裁的

人。答案選C,強(qiáng)調(diào)變化的積極方面。這里的positiveaspects是對前面說的

bringwiththemnewopportunities的一個(gè)概括。(想起了電影《在云端》，

upintheair,里面那個(gè)老男人的工作就是職業(yè)裁員專家，專門對被裁的人說

些這樣的話。)

17題，問調(diào)查顯示大多數(shù)人對change的反應(yīng)是什么。這題在答案中也很明

顯，但是選項(xiàng)很糾結(jié)。都有點(diǎn)似是而非。Thesecondcategory,usuallythe

majority,mayrespondtothreatenedchangeswithafeelingofhavingbeen

letdown.,andevenfeelangeratthecompanyforwhattheyseeaschanging

thetermsoftheiremployment.大多數(shù)員工的反應(yīng)就是很失望，甚至?xí)軕?/p>

怒。個(gè)人覺得這題出的不夠嚴(yán)謹(jǐn)，沒有哪個(gè)選項(xiàng)能嚴(yán)格從原文中提煉出來。對

比下D要好點(diǎn)，因?yàn)閷臼蛻嵟?，就是覺得受到了不公正的待遇。此題

有待高手補(bǔ)充更完美的理由。

18題，問溝通過程主要依賴于什么。答案是第五段的這句：peopleprefer

togettheirinformationface-to-facefromtheirlinemanagerso喜歡

面對面的從直屬經(jīng)理那里獲取信息。所以選C,個(gè)人的交流。

19題，問組織內(nèi)部提供信息的指導(dǎo)準(zhǔn)則是什么。最后一段的第一句就是：

Thegeneralruleincompanycommunicationistotellemployeesasmuch

asyoucanassoonasyoucan。盡可能的快，盡可能的多。不能提供細(xì)節(jié)的，

至少給個(gè)大致的背景消息(putthenewsincontext)。時(shí)機(jī)成熟了，再告知

更多。選B：在可能的最早的階段讓人有個(gè)總體的印象。

20題，給文章選標(biāo)題。這種題在BEC的閱讀里還真不多見。選標(biāo)題，就是

要挑選文章的最主要意思，從整體上把握文章的mainideaso這篇文章通篇說

的就是communication,前面介紹了溝通的背景：裁員；接著說了員工對裁員的

反應(yīng)；然后最后兩段，一段說員工喜歡什么樣的溝通方式，一段說溝通的原則

是什么。綜合起來，就是關(guān)于怎樣進(jìn)行有效溝通的問題。選B。A不對，片面了，

只是文中某部分的內(nèi)容，并且這部分內(nèi)容是為后面做背景介紹，不是主要的；C

不對，不是簡單的research,research僅僅是介紹狀況，文章還有關(guān)于實(shí)現(xiàn)措

施的。

BEC商務(wù)英語高級考試歷年真題（6）

TheNegotiatingTable

Youcannegotiatevirtuallyanything.Projects,resources,

expectationsanddeadlinesarealloutcomesofnegotiation.Somepeople

negotiatedealsforaliving.DrHerbCohenisoneoftheseprofessional

talkers,calledinbycompaniestonegotiateontheirbehalf.He

approachestheartofnegotiationasagamebecause,asheisusually

negotiatingforsomebodyelse,hesaysthishelpshimdraintheemotional

contentfromhisconversation.Heisworkinginacompetitivefieldand

needstoavoidbeingtooadversarial.Whetherhesucceedsornot,itis

importanttohimtomakeagoodimpressionsothatpeoplewillrecommend

him.

Thestartingpointforanydeal,hebelieves,istoidentifyexactly

whatyouwantfromeachother.Moreoftenthannot,onepartywillbe

tryingtopersuadetheotherroundtotheirpointofview.Negotiation

requirestwopeopleattheendsaying'yes”.Thiscanbeaproblembecause

oneofthemusuallybeginsbysaying"no”.However,althoughthiscan

maketalksmoredifficult,thisisoftenjustastartingpointinthe

negotiationgame.Topmanagementmaywellrejecttheideainitially

becauseitisthesaferoptionbuttheywouldnotbethereiftheywere

notinterested.

Itisamisconceptionthatskillednegotiatorsaresmoothoperators

insmartsuits.DrCohensaysthatoneofhisstrategiesistodressdown

sothattheothersidecanrelatetoyou.Pitchyourlooktosuityour

customer.Youdonotneedtomakethemfeelbetterthanyoubut,For

example,dressinginastylethatisnotovertlyexpensiveorsuccessful

willmakeyoumoreapproachable.Peoplewillgenerallyfeelmore

comfortablewithsomebodywhoappearstobelikethemratherthansuperior

tothem.Theymaynotlikeyoubuttheywillfeeltheycantrustyou.

DrCohensuggeststhatthebestwaytosellyourproposalisbygetting

intotheworldoftheotherside.Askquestionsratherthangiveanswers

andtakeaninterestinwhattheotherpersonissaying,evenifyouthink

whattheyaresayingissilly.Youdonotneedtobecometheirbestfriends

butbeingtoocleverwillalienatethem.Alotofdealsaremadeon

impressions.Donotrushwhatyouaresaying--putafewhesitationsin,

donottrytoblindthemwithyourverbaldexterity.Also,youshould

repeatbacktothemwhattheyhavesaidtoshowyoutakethemseriously.

Inevitablysomedealswillnotsucceed.Generallythelongerthe

negotiationsgoon,thebetterchancetheyhavebecausepeopledonotwant

tothinktheirinvestmentandenergieshavegonetowaste.However,joint

venturecanmeanjointriskandsometimes,ifthisbecomestoogreat,

neitherpartymaybepreparedtoseethedealthrough.Morecommonis

acorporatecultureclashbetweencompanies,whichcanputpaidtoany

deal.Evenhavingagreedadeal,thingsmaynotbetiedupquicklybecause

whenthelawyersgetinvolved,everythinggetssloweddownastheyargue

aboutsmalldetails.

DeCohenthinksthatchildrenarethemastersofnegotiation.Their

goalsaretotallyselfish.Theyunderstandthedecision-makingprocess

withinfamiliesperfectly.IfMumrefusestheirrequest,theywilltroop

alongtoDadandpressurehim.Ifalelsefails,theywilltrythe

grandparents,usingsomeemotionalblackmail.Theycanalsobevery

single-mindedandhaveaninexhaustiblesupplyofenergyforthecause

theyarepursuing.Sotherearelessontobelearnedfromwatchingand

listeningtochildren.

15DrCohentreatsnegotiationasagameinorderto

Aputpeopleatease

Bremaindetached

Cbecompetitive

Dimpressrivals

16Manypeoplesay“no”toasuggestioninthebeginningto

Aconvincetheotherpartyoftheirpointofview

Bshowtheyarenotreallyinterested

Cindicatetheywishtotaketheeasyoption

Dprotecttheircompany'ssituation

17DrCohensaysthatwhenyouaretryingtonegotiateyoushould

Aadaptyourstyletothepeopleyouaretalkingto

Bmaketheothersidefeelsuperiortoyou

Cdressinawaytomakeyoufeelcomfortable.

Dtrytomaketheothersidelikeyou

18AccordingtoDrCohen,understandingtheotherpersonwillhelp

youto

Againtheirfriendship

Bspeedupthenegotiations

Cplanyournextmove.

Dconvincethemofyourpointofview

19Dealssometimesfailbecause

Anegotiationshavegoneontoolong

Bthecompaniesoperateindifferentways

Conepartyrisksmorethantheother.

Dthelawyersworktooslowly

20DrCohenmentionschildren,snegotiationtechniquestoshowthat

youshould

Abepreparedtotryeveryroute

Btrynottomakepeoplefeelguilty

Cbecarefulnottoexhaustyourself

Dcontrolthedecision-makingprocess.

關(guān)于negotiatingtechniques的文章。傳統(tǒng)的閱讀題型，相對比較容易。

15題，答案很明顯：hesaysthishelpshimdraintheemotionalcontent

fromhisconversation。幫助他抽離他的談話中的感情成分。要想選對，只需

要知道選項(xiàng)B中detached的含義：notreactingtoorbecominginvolvedin

somethinginanemotionalway

16題，這題貌似只能采取排除法。因?yàn)閹讉€(gè)選項(xiàng)和原文的對應(yīng)都不是太明

顯。問為什么很多人在一開始要對一個(gè)建議說“不”。答案是第二段的最后一句：

Topmanagementmaywellrejecttheideainitiallybecauseitisthesafer

optionbuttheywouldnotbethereiftheywerenotinterested.o最高

管理層在一開始可能會(huì)拒絕這個(gè)建議，因?yàn)檫@樣是一個(gè)更安全的選擇。但是如果

他們真的不感興趣的話，他們就不會(huì)在那里（談判）了。A在這段文字中沒有提

到，B不對，他們肯定是感興趣的，C也不對沒有提到，原文說的是saferoption。

選D,之所以會(huì)拒絕，因?yàn)閺木S護(hù)公司利益的角度，這樣是一個(gè)saferoption。

17題，答案也很明顯：DrCohensaysthatoneofhisstrategiesisto

dressdownsothattheothersidecanrelatetoyou.這里的兩個(gè)詞組可以

解釋下：

dressdown:towearclothesthataremoreinformalthantheonesyou

wouldusuallywear

relateto:tofeelthatyouunderstandsomeone'sproblem,situation

etc

所以這個(gè)句子意思是穿的不那么正式，這樣可以讓另一方接近你。也就是A

說的是你的風(fēng)格適應(yīng)你的談判對象。C不對，不是makeyoufeelcomfortable,

而是makeothersfeelcomfortable。D也不對，可能會(huì)誤選，不是讓別人喜歡

你，like太夸張了，只是容易接近。

18題，答案在第四段的第一句話：DrCohensuggeststhatthebestway

tosellyourproposalisbygettingintotheworldoftheotherside.。

走進(jìn)另一方的世界，就是原文說的understandingtheotherperson,目的是

為了sellyourproposal,也就是讓對方接受你的建議，選D。

19題，談判失敗的原因，答案是第五段的這么一句：Morecommonisa

corporatecultureclashbetweencompanies,whichcanputpaidtoanydealo

公司文化沖突導(dǎo)致的。文化沖突，就是兩個(gè)公司在運(yùn)作、理念等等上的不一致，

選C：兩個(gè)公司以不同的方式運(yùn)作。

20題，為什么要借鑒小孩子的辦法，原文最后一段提到小孩子的辦法就是，

爸爸不行找媽媽，媽媽不行就在感情上敲詐爺爺奶奶。此路不通就換另一條，就

是A說的嘗試每一條路線。B沒有提到，C不對，原文說小孩子有inexhaustible

supplyofenergyoD也沒有提到。

相關(guān)練習(xí)：

Sweetsmellofexcess-forjust￡47.874abottle

Themarketingsaysitisthe“ultimatesymbolofindulgenceandtruly

impeccabletaste”.Anewscent,namedVI,has(0)launchedforChristmas-retailingat

just￡47.874.Themakersareproudlypromotingit(31),the“worldJsmost

expensiveperfume”andareconfidentofsellingthelimitededitionof173bottles-(32)

itshouldbeexactly173bottlesisnotmadeclearinthepublicityfortheproduct.

Althoughcarefullypricedatjustunderthe￡50.000mark,thisperfumeis

clearly(33)somethingforanyonewhoconsiders￡30toomuchtopayforabottleof

eau-de-toilette.Those(34)arepotentialcustomerswillcertainlybereassuredtolearn

thatacasecoveredinrubiesanddiamondsisincludedfree(35)charge.Purchasers

areassuredoffurthersavings,withunlimitedscentrefillsguaranteedindefinitely-at

noextracost.

ThefragranceistheideaofArfaqHussain,a27-year-oldclothesdesignerwho

firstmadeaname(36)himselfwithanair-conditionedjackethewasaskedtomake

bythesingerMichaelJackson(37)far,MrJacksonistheonlypersonto(38)placed

anorder-hewantstwo,accordingtoMrHussain.

MrHussainisunconcernedathavingnopreviousexperienceofperfumery.

"It'sso(39)morethanaperfume——it'sapieceofjewellery,too.”explained

MrHussain.Heattemptedtodescribethe￡47.874sensation.“itisdelicate,

fragrantandquiteunique.Whenyouopenthelid,ittakesyoutotallyaway.It'sjust

(40)beingsurroundedbythousandsofwildflowersandroses.

這是高級閱讀部分的一個(gè)新題型。不僅中級里面沒有，一般的英語考試也沒

有。填詞版的完形填空。乍一看會(huì)覺得很難，有點(diǎn)像是主觀題。其實(shí)題型什么的

都是次要的，都是借著題型這個(gè)外殼考察語言功底。只要基本功夠扎實(shí)，完全可

以通過摸準(zhǔn)不同題型的特點(diǎn)來做出正確的答案。

具體說BECH里的填詞版完型，里面填入的詞主要是連詞、介詞和代詞，

一般不會(huì)讓你填入那種需要發(fā)揮超級想象力才能想得出的形容詞和動(dòng)詞。做題的

思路有兩種，一種是固定用法、常見表達(dá)，一種是從語法角度分析句子結(jié)構(gòu)，來

判斷句子缺失的成分。

這篇文章講的是一種昂貴的新型香水，走的是高端路線。

31題，這題答案很明顯。圣誕發(fā)布的香水，制作者打算將它開發(fā)成“世界

上最昂貴的香水”(mostexpensiveperfume),promote--.as,將什么給開發(fā)成什

么。

32題，要從意思和句子結(jié)構(gòu)上進(jìn)行分析。前面說發(fā)售限量版的173瓶香水，

后面一個(gè)破折號做進(jìn)一步的說明。從意思上看，詞組madeclear很關(guān)鍵，表原因

的；而從句子成分上看，這里就是關(guān)系代詞引導(dǎo)的從句在句子中充當(dāng)補(bǔ)充成分。

而能夠表示原因的關(guān)系代詞，是why。

33,34,35,這三道題也很明顯。33題從意思上做，這個(gè)香水肯定是不適合

認(rèn)為30英鎊的香水很貴的人，所以是填not,表否定；34題，thosewho的搭配，

應(yīng)該夠的上條件反射的級別，thosewhoarepotentialcustomer,那些是潛在客戶

的人；35題，freeofcharge,免費(fèi)，固定搭配。

36題,這題考察的也是一個(gè)固定搭配，makeanameforoneself,使…出名。

這個(gè)香水的創(chuàng)意來自一個(gè)服裝設(shè)計(jì)師，而此人最早出名是因?yàn)檫~天王讓他制作了

一件空調(diào)夾克(air-conditionedjacket)o

37題，截止目前邁天王是唯一的T了訂單的人。Sofar,截止目前。

38題，下了訂單。havedone,表示完成的意思。

39題，理解句子的意思+固定用法的使用。這個(gè)句子的意思很明顯：它不僅

僅是一瓶香水，它還是一件珠寶。所以空格前后搭配的意思應(yīng)該是不僅僅。用

somuchmorethan。例如：somuchmorethanjustahome。

40題，最后幾句話都是夸贊這個(gè)香水的。多么的精致獨(dú)特。而當(dāng)你打開香

水的時(shí)候，你整個(gè)人都被takeaway了，就像是被成千上萬的野花和玫瑰簇?fù)碇?/p>

說香水，卻扯到wildflowers和rose上面去了,所以是比喻，用like。

TheScientificApproachtoRecruitment

Whenit(0)toselectingcandidatesthroughinterview,moreoftenthannotthe

decisionismadewithinthefirstfiveminutesofameeting.Yetemployersliketo(21)

themselvesthattheyarebeingexceptionallythoroughintheirselectionprocesses.In

today'scompetitivemarketplace,the(22)ofstaffinmanyorganizationsis

fundamentaltothecompany'ssuccessand,asaresult,recruitersuseallmeansat

theirdisposalto(23)thebestinthefield.

Onemethodinparticularthathas(24)inpopularityistesting,either

psychometrictesting,whichattemptstodefinepsychologicalcharacteristics,or

ability￡aptitudetesting(25)anorganizationwithanextrawayofestablishinga

candidate'ssuitabilityforarole.It(26)companiestoaddvaluebyidentifyingkey

elementsofapositionandthentestingcandidatestoascertaintheirabilityagainst

thoseidentifiedelements.

Theemploymentofpsychometricorabilitytestingasone(27)oftherecruitment

processmayhavesomemerit,butinrealitythereisnoreal(28),scientificor

otherwise,ofthepotentialfutureperformanceofanyindividual.Theanswertothis

problemisexperienceininterviewtechniquesandstrongdefinitionoftheelementsof

eachpositiontobe(29)asthewholerecruitmentprocessisbasedonfewreal

certainties,theinstinctivedecisionsthatmanyemployersmake,basedonaCTand

thefirstfiveminutesofameeting,areprobablynolessvalidthananyothertool

employedinthe(30)ofrecruitment.

21.AsuggestBconvinceCadviseDbelieve

22.AworthBcreditCqualityDdistinction

23.AsecureBreliesCattainDachieve

24.AliftedBenlargedCexpandedDrisen

25.AprovidesBoffersCcontributesDgives

26.AletsBenablesCagreesDadmits

27.AportionBmemberCshareDcomponent

28.AextentBsizeCamountDmeasure

29.AoccupiedBmetCfilledDappointed

30AbusinessBtopicCpointDaffair

^Thescientificapproachtorecruitment^,招人的科學(xué)方法。這篇完型比較簡

單。完型填空也有兩種題型，兩種解題思路。一種是從意思上理解然后做出選擇，

一種是根據(jù)單詞的用法。前者比較容易，后者很考驗(yàn)語言功底。

21題，理解上下文的意思。前面說招人時(shí)的決定一般是在五分鐘以內(nèi)做出

的。但是雇主們試圖使自己詳細(xì)相信他們在挑選過程中是經(jīng)過了深思熟慮的。

Convinceon