初级BEC阅读理解试题

1、第 PAGE15 页 共 NUMPAGES15 页初级BEC阅读理解试题初级商务英语阅读理解试题1The Scientific Approach to RecruitmentWhen it (0) to selecting candidates through interview, moreoften than not the decision is made within the first five minutesof a meeting.Yet employers like to (21) themselves that they arebeing exceptionally thoro

2、ugh in their selection processes. Intodays petitive market place, the (22) of staff in manyorganizations is fundamental to the panys success and, asa 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 , ei

3、ther psychometric testing,which attempts to define psychological characteristics , or abilityaptitude testing (25) anorganization with an extra way of establishing a candidates suitability for a role. It (26) paniesto add value by identifying key elements of a position and then testing candidates to

4、 ascertain theirability against those identified elements.The employment of psychometric or ability testing as one (27) of the recruitment processmay have some merit, but in reality there is no real (28), scientific or otherwise, of the potentialfuture performance of any individual. The answer to th

5、is problem is experience in interviewtechniques and strong definition of the elements of each position to be (29) as the wholerecruitment process is based on few real certainties, the instinctive decisions that many employersmake, based on a CT and the first five minutes of a meeting, are probably n

6、o less valid than anyother tool employed in the (30) of recruitment.21.A suggestB convinceC adviseD believe22.A worthB creditC qualityD distinction23.A secureB reliesC attainD achieve24.A liftedB enlargedC expandedD risen25.A providesB offersC contributesD gives26.A lets B enablesC agreesD admits27.

7、 A portion B memberC share D ponent28. A extentB sizeC amountD measure29.A occupiedB met C filledD appointed30 A businessB topicC pointD affair参考答案及解析The scientific approach to recruitment，招人的科学方法。这篇完型比拟简单。完型填空也有两种题型，两种解题思路。一种是从意思上理解然后做出选择，一种是根据单词的用法。前者比拟容易，后者很考验语言功底。21题，理解上下文的意思。前面说招人时的决定一般是在五分钟以内做

8、出的。但是雇主们试图使自己详细相信他们在挑选过程中是经过了深思熟虑的。Convince oneself，使确信。其他的词没有这个用法。22题，员工的质量对公司的成功是至关重要的。选quality。23题，招人者试图利用一切方法来抓住这个领域最好的(人才)，secure the best，抓住最好的。realise是实现，attain是获得，后面不能接人，achieve是实现一个目的。24题，rise in popularity，固定搭配，popularity是知名度的意思，这个词组应该可以翻译成声名鹊起。25题，provides with,提供。给组织提供另外一种方法。offer的用法是off

9、er sb sth，contribute在这里意思不对。26题，是公司可以增加价值，enable27题，这题的意思很明显，测试(testing)作为招聘过程的一个组成局部，要区分选项的几个单词，尤其是portion和ponent，看英英解释。ponent：one of several parts that together make up a whole machine, system etcPortion：a part of something larger, especially a part that is different from the other parts这里强调testin

10、g是一个组成局部，没有说明特殊的地方，选ponent。28题，对每个人将来的可能表现没有一个真正的衡量。选measure。29题，fill a position，填补空位，fill在这里的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能选occupy，因为occupy更强调人的一种主动，而这里只是客观说某个需要填补的职位。30题，in the business of，也是一种固定的说法，在什么的过程中。很多场

11、合都可以使用。可以多看几个例句：Were in the business of stimulating the economy(By Obama)Energetics is a specialist management consultancy in the business of climate change初级商务英语阅读理解试题21 Genuine feedback would release resources to be usedelsewhere.2 Managers are expected to enable their staff to workeffectively.3 E

12、xperts are unlikely to facilitate a move to genuinefeedback.4 There are benefits when methods of evaluatingperformance have been negotiated.5 Appraisals tend to focus on the nature of the face-to-face relationship between employeesand their line managers.6 The idea that employees are responsible for

13、 what they do seems reasonable.7 Despite experts assertion, management structures prevent genuine feedback8 An increasing amount of effort is being dedicated to the appraisal process.APerformance appraisal is on the up and up. It used to represent the one time of year whengetting on with the work wa

14、s put on hold while enormous quantities of management hours werespent in the earnest ritual of rating and ranking performance. Now the practice is even morefrequent. This of course makes it all the more important how appraisal is conducted. Humanresources professionals claim that managers should str

15、ive for objectivity and thus for feedbackrather than judgement. But the simple fact of the matter is that the nature of hierarchy distortsthe concept of feedback because performance measure are conceived hierarchically.Unfortunately, all too many workers suffer from the injustices that this generate

16、s.BThe notion behind performance appraisal- that workers should be held accountable for theirperformance-is plausible. However, the evidence suggests that the premise is wrong. Contrary toassumptions appraisal is not an effective means of performance improvement- it is judgementimposed rather than f

17、eedback, a judgement imposed by the hierarchy. Useful feedback , on theother hand, would be information that told both the manager and worker how well the worksystem functioned, and suggested ways to make it better.CWithin the production system at the car manufacturer Toyota, there is nothing that i

18、srecognizable as performance appraisal. Every operation in the system has an associated measure.The measure has been worked out between the operators and their manager. In every case, themeasure is related to the purpose of the work. That measure is the basis of feedback to themanager and worker ali

19、ke. Toyotas basic idea is expressed in the axiom “bad news first” . Bothmanagers and workers are psychologically safe in the knowledge that it is the system- not theworker that is the primary influence on performance. It is managements responsibility to ensurethat the workers operate in a system tha

20、t facilitates their performance.DIn many panies , performance appraisal springs from misguided as assumptions. To judgeachievement, managers use date about each workers activity, not an evaluation of the process orsystems achievement of purpose. The result is that performance appraisal involves mana

21、gersjudgement overruling their staffs, ignoring the true influences on performance. Thus the appraisalexperience bees a question of pleasing the boss, particularly in meetings, which ispsychologically unsafe and socially driven, determining who is “in” and who is “ out”.EWhen judgement is replaced b

22、y feedback in the true sense, organizations will have a lot moretime to devote to their customers and their business. No time will be wasted in appraisal . Thisrequires a fundamental shift in the way we think about the organization of performance appraisals,which almost certainly will not be forthin

23、g from the human resources profession参考答案及解析关于员工评估和反应的文章。一个组织内部的上下级沟通真的太重要了。第一题，说真正的反应可以释放用在别处的资。意思上真正的反应可以让人腾出精力。答案是E段的第一句：When judgement is replaced by feedback in the true sense, organizations will have a lot more time to devote to their customers and their business。这题的意思还算比拟明显，feedback in the tr

24、ue sense，就是genuine feedback，devote to their customers and the business,就是把资释放在别的地方。第二题，说经理们是被期望着使员工工作得更有效率。答案是C段的最后一句：It is managements responsibility to ensure that the workers operate in a system that facilitates their performance.经理们的责任，也就是managers are expected to，有利于他们的表现，就是enable their staff to

25、 work effectively。第三题,说专家不大可能有利于真正反应的进程。答案是E段的最后一句：which almost certainly will not be forthing from the human resources profession。人力资专家，就是experts。需要理解下这里的forthing的含义：willing to divulge information. (人)愿意透露消息的。专家们不愿意透露消息，也就是不能指望专家来facilitate。第四题，说商讨评估表现的方法是有利的。答案是在C段，有点分散。前面说The measure has been worked out between the operators and their manager。这个措施是在操作者和经理们之间拟定的。between the operators and managers，也就是评估表现的方法是被商讨了的。后面介绍的情况都是这个measure有多么的好：is the basis of feedback。综合起来，就是选项说的，商讨是有好处的。第五题，说评估倾向聚焦于员工和他们直属经理们之间面对面关系的性质。这个选项可能会弄的人一头雾水，首先得弄明白这里的面对面关系指的是什么。员工和直属经理的关系，就是上下级的关系，过分看重这个关系，那么在评估过程中就