BEC高级阅读题精讲

千里之行，始于第2页/共2页精品文档推荐BEC高级阅读题精讲为了让大家更好的预备商务英语BEC考试，我给大家整理了商务英语BEC高级阅读题精讲,下面我就和大家共享，来观赏一下吧。

商务英语BEC高级阅读题精讲1

ProblemsintheITindustry

Intheinformationtechnologyindustry,itiswidelyacknowledgedthathowwellITdepartmentsofthefuturecanfulfiltheirbusinessgoalswilldependnotontheregularupdatingoftechnology,whichisessentialforthemtodo,butonhowwelltheycanholdontothepeopleskilledatmanipulatingthenewesttechnology.Thisisbecomingmoredifficult.BestestimatesofthecurrentshortfallinITstaffintheUKarebetween30,000and50,000,andgrowing.

Andthereisnoendtotheprobleminsight.Asevereindustry-widelackofinvestmentintrainingmeansthelong-termskillsbaseisbothageingandshrinking.Employersarechasingexperiencedstaffinever-decreasingcircles,and,accordingtoarecentgovernmentreport,250,000newITjobswillbecreatedoverthenextdecade.

Mostemployersareconfiningthemselvestodealingwiththeimmediateproblems.Thereislittleevidence,forexample,thattheyaresteppinguptheirintakeofrawrecruitsforin-housetraining,orretrainingexistingstafffromotherfunctions.ThisisthecourseofactionrecommendedbytheComputerSoftwareServicesAssociation,butresearchshowsitsmembersareadoptingtheshort-termmeasureofbringinginmoreandmoreconsultantsonacontractbasis.However,thisapproachisbecominglessandlessacceptableasthegeneralshortageofskills,coupledwithhighdemand,sendscontractorratessoaring.Anexperiencedcontractprogrammer,forexample,cannowearnatleastdoublethecurrentpermanentsalary.

WithITprofessionalsincreasinglyattractedtothefinancialrewardsandflexibilityofconsultancywork,averagestaffturnoverratesareestimatedtobearound15%.WhilemanycompaniesinthefinancialservicessectoraremanagingtocontaintheirlossesbyofferingskilledITstaff’goldenhandcuffs’-deferredloyaltybonusesthattietheminuntilacertaindate-otherorganisations,likelocalgovernments,areunabletomatchthecompetitivesalariesandperksonofferintheprivatesectorandcontractormarket,andaresufferingturnoverratesofupto60%ayear.

Butwhileloyaltybonuseshavegrabbedtheheadlines,thereareothermeansofholdingontostaff.SomecompaniesaredoingadditionalITpayreviewsintheyearandpayingmarketpremiums.Butsuchmeasurescancreateseriousemployeerelationsproblemsamongthoseexcluded,bothwithinandoutsideITdepartments.Manyindustryexpertsadviseemployerstolinkbonusestoperformancewhereverpossible.However,employersarerealisingthatbonuseswillonlysucceediftheyareaccompaniedbyotherincentivessuchasattractivecareerprospects,training,andchallengingworkthatmeetstheindividual’slong-termambitions.

Thismeansmanagersneedtoallocateassignmentsmorestrategicallyandthinkaboutadvancingtheirstaffaswellastheirbusiness.Someemployersadvocategivingkeyemployeesprojectsthatwouldnormallybehandledbypeoplewithslightlymoreexperienceorcapability.Formanyemployers,however,theurgencyoftheproblemdemandsamoreimmediatesolution,suchasrecruitingskilledworkersfromoverseas.Buteventhisisnoteasy,withstrictquotasonthenumberofworkpermitsissued.Inaddition,oppositiontotherecruitmentofITpeoplefromothercountriesisgrowing,asmanyprofessionalsbelieveitwillleadtoevenlessinvestmentintrainingandthusalong-termweakeningoftheUKskillsbase.

13Accordingtothefirstparagraph,thesuccessofiTdepartmentswilldependon

Atheirsuccessatretainingtheirskilledstaff.

Btheextenttowhichtheyinvestinnewtechnology.

Ctheirattemptstorecruitstaffwiththenecessaryskills.

Dtheabilityofemployeestokeepupwiththelatestdevelopments.

14Aproblemreferredtointhesecondparagraphisthat

AthegovernmentneedstocreatethousandsofnewITposts.

BthepoolofskilledITpeoplewillgetevensmallerinthefuture.

CcompanybudgetsforITtraininghavebeendecreasingsteadily.

DolderITprofessionalshavenothadadequatetraining.

15Whatpossiblesolutiontothelong-termproblemsintheITindustryisreferredtointhethirdparagraph?

Aensurethatpermanentstaffearnthesameascontractstaff

Bexpandcompanytrainingprogrammesfornewandoldemployees

Cconductmoreresearchintothereasonsforstaffleaving

Doffertopratestoattractthebestspecialistconsultants

16Insomebusinessesinthefinancialservicessector,theITstaffingproblemhasledto

Acashpromisesforskilledstaffafteraspecifiedperiodoftime.

Bmoreemployeesseekingalternativeemploymentinthepublicsector.

Cthelossofcustomerstorivalorganisations.

Dmoreflexibleconditionsofworkfortheirstaff.

17EmployersacceptthatITprofessionalsaremorelikelytostayintheirpresentpostifthey

Aaresetmorerealisticperformancetargets.

Bhaveagoodworkingrelationshipwithstaffinotherdepartments.

Careprovidedwithgoodopportunitiesforprofessionaldevelopment.

Dreceivearemunerationpackageattopmarketrates.

18Accordingtothefinalparagraph,theUKskillsbasewillbeweakenedby

Achangestomanagers’strategicthinking.

BinsufficientresponsibilitybeinggiventoITstaff.

CtheemploymentofITstaffwithtoolittleexperience.

DthehiringofITpersonnelfromabroad.

商务英语BEC高级阅读题精讲2

Lookatthestatementsbelowandthearticleaboutthedevelopmentoffuturebusinessleadersontheoppositepage.

Whichsectionofthearticle(A,B,CorD)doeseachstatement(1-7)referto?

Foreachstatement(1-7),markoneletter(A,B,CorD)onyourAnswerSheet.

Youwillneedtousesomeoftheselettersmorethanonce.

1Managersneedtotakeactiontoconvincehigh-flyersoftheirvaluetothefirm.

2Organisationsneedtolookbeyondthehigh-flyerstheyarecurrentlydeveloping.

3Thereisaconcernthatfirmsinvestingintrainingforhigh-flyersmaynotgainthebenefitsthemselves.

4Managersneedexpertassistancefromwithintheirownfirmsindevelopinghigh-flyers.

5Firmscurrentlyidentifyhigh-flyerswithoutthesupportofaguidancestrategy.

6Managersarefrequentlytoobusytodealwiththedevelopmentofhigh-flyers.

7Firmswhoworkhardontheirreputationasanemployerwillinteresthigh-flyers.

TheStarsoftheFuture

AExistingmanagementresearchdoesnottellusmuchabouthowtofindanddevelophigh-flyers,thosepeoplewhohavethepotentialtoreachthetopofanorganisation.Asaresult,organisationsarelefttoformulatetheirownsystems.Amoreeffectiveoverallpolicyfordevelopingfutureleadersisneeded,whichiswhytheLondonBusinessSchoolhaslaunchedtheTomorrow’sLeadersResearchGroup(TLRG).Thegroupcontainsrepresentativesfrom20firms,andmeetsregularlytodiscusstheleadershipdevelopmentoftheorganisations’high-flyers.

BTLRGrecognisesjusthowsignificantlinemanagersareintheprocessofleadershipdevelopment.Unfortunately,withtoday’sflatorganisations,wheremanagershavefunctionalaswellasmanagerialresponsibilities,peopledevelopmentalltoooftenfallsvictimtoheavyworkloads.Onemanagerintheresearchgroupwasunconvincedbythelogicofsendinghisbestpeopleawayondevelopmentcourses,’onlytoseethempoachedbyanotherdepartmentor,worsestill,anotherfirm’.Thisfearoflosinghigh-flyersrunsdeepintheorganisationsthatmakeuptheresearchgroup.

CTLRGarguesthatthetaskofmanagementisnotnecessarilyaboutemployeeretention,butaboutcreating’attractioncentres’.’Wemusthelplinemanagerstorealisethatiftheircompaniesareknownasonesthatdeveloptheirpeople,theywillhaveagreaterappealtohigh-flyers,’saidoneadvisor.Furthermore,selectingpeoplefor,say,aleadershipdevelopmentprogrammeisasignofcommitmentfrommanagementtoanindividual.Loyaltycanthenbemoreeasilydemandedinreturn.

DTLRGhasconcludedthatacompany’sHRspecialistsneedtotakeactionandengagewithlinemanagersindividuallyabouttheirroleinthedevelopmentofhigh-flyers.Indeed,inordertobenefitfullyfromtraininghigh-flyersastheseniormanagersofthefuture,firmsmustactuallyaddressthedevelopmentofallmanagerswhowillbesupportingthehigh-flyers.Withoutthis,managerswillnotbeinapositiontogiveappropriateadvice.Andwheneventuallythehigh-flyersdomoveon,newoneswillbeneededtoreplacethem.Thenextchallengewillbetofindanewgenerationofhigh-flyers.

首先得搞明白的是这篇文章究竟讲的什么。不用看详细内容，有两个地方直接告知了。一个是题目说明的句话，另一个是正文的标题。从这两个地方就可以看出全文探讨的是公司将来接班人——也就是潜力股——的培育问题。

A段讲了TLRG这个贯穿全文的讨论组织诞生的缘由：现行的讨论满意不了需要，于是大多数公司只能自己探究发掘接班人的模式;(即第五题的答案)

B段讲了直属经理(linemanagers)对于发掘接班人的重要性(真是干什么都要从基层抓起)，以及经理们的一些疑虑;

C段讲的是接班人问题对公司的重要性，并且应当让院线经理们明白这种重要性;

D段是针对前面列出的问题，提出的解决建议，什么专家帮助等等。

整篇文章分为四个部分，层层递进，有很强的规律性。拿这样的文章来做阅读材料应当是相对简单把握的。

商务英语BEC高级阅读题精讲3

Thereisacommonlyheldviewthattheonlywaytoget(0)decentpayincreaseistomoveon:togooutintothejobmarketandfindsomeone(31)ispreparedtopayyouafiguremoreinline(32)thetalentsyoucanoffer.Whilstchangingemployersfromtime(33)timeissomethingweprobablyallneedtodotoadvanceourcareersinthedirectionswewantthemtotake,itisneverthelessanactivitythatcarriesquitedefiniterisks.Irrespectiveof(34)wellweresearchprospectiveemployers,anewjobisstilllargelyastepintotheunknown.Itmayturn(35)tobeagoodmoveoritcouldprovetobeacompletedisaster:mostofus(36)hadexperienceofboth.Thepointhere,though,isthatchangingemployersisnotsomethingwewanttobedoingallthetimeandcertainlynot(37)timewefeeltheurgeforbetterpay.We’d(38)takingmorerisksthanweneededtojusttoachieveapayrise.Gettingapayriseshouldalwaysbeviewed(39)aseriousbusiness.Therearenoquickfixesorgoldmethodswith“guaranteed“results.Quickfixesonlyservetotrivializetheissuesandcould(40)somecircumstancesgetyouintoveryseroustroubleindeed.

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，inlinewith，和什么全都，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全都的薪水的人。

33题，fromtimetotime，时不时的。changingemployersfromtimetotime，时不时的换老板。

34题，Irrespectiveof，同regardlessof一样，后面接让步状语从句，不管我们对可能的雇主讨论的多么好，新的工作都是一个未知数。用howwell。

35题，turnouttobe，固定用法。

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受都有。有这种经受，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everytime，表示每次要加薪就预备换老板。

38题，这题有点难度，考验人的语法功底。首先这个句子是虚拟语气，We’d是wewould的缩写，而不是wehad。是表示对将来的假设，我们要担当更多的风险。所以用wouldbe。

39题，比较明显的，viewas，将什么视作什么。

40题，和circumstance相关的词组，很简单想到under/onsomecircumstance，在某种状况下。

商务英语BEC高级阅读题精讲4

Readthefollowingarticleaboutbusinessschoolsandthequestionsontheoppositepage.

Foreachquestion15–20,markoneletter(A,B,CorD)onyourAnswerSheetfortheansweryouchoose.

Intermsofpurequantityofresearchanddebate,businessschoolshaveperformedamazinglyinpromotingmanagementasadistinctiveactivity.Nootherdisciplinehasproducedasmuchinsuchashortperiod.Itisunclearyethowmuchofitwillstandthetestoftime,butforsheerindustry,thebusinessschooldeservecredit.Notadaygoesbywithoutanotherwaveofresearchpapers,books,articles,andjournals.

Intheseterms,schoolshaveproducedagenerallyacceptedtheoreticalbasisformanagement.Whenitcomestoknowledgecreation,however,theyfindthemselvesindifficulties.Theyarecaughtbetweentheneedforacademicrigourandforreal-worldbusinessrelevance,whichtendtopullinoppositedirections.Thedesiretoestablishmanagementasacredibledisciplineleadstoresearchthatpanderstotraditionalacademiccriteria.Theproblemforbusinessschoolresearchersisthattheyseektheapprovaloftheiracademicpeersratherthanthebusinesscommunity.IntheUnitedStatesthishasledtothesortofgrand‘paperclipcounting’exercisesthatmeetdemandsforacademicrigourbutfailtoaddoneiotatotherealsumofhumanknowledge.

Businessschoolshavetoooftenallowedtheconstraintsoftheacademicworldtocloudtheirviewoftherealworld.Businessschoolresearchersseekprovabletheories–ratherthanhelpfultheories.Theyhavechampionedaprescriptiveapproachtomanagementbasedonanalysisand,morerecently,onfashionableideasthatsoondisappearintotheether.The‘onebestway’approachencouragesresearcherstomouldtheidiosyncrasiesofmanagerialrealityintotheirtightlydefinedmodelsofbehaviour.Figuresandstatisticsarefittedintolinearequationsandtidymodels.Economistsandothersocialscientistslabelthiscuresmoothing.Meanwhile,realitycontinuallyrefusestoco-operate.

Centraltothisisthetensionbetweenrelevanceandrigour.Inaperfectworld,therewouldbenoneedtochoosebetweenthetwo.Butinthebusinessschoolworld,theneedtosatisfyacademiccriteriaandbepublishedinjournalsoftentiltsthebalanceawayfromrelevance.Inotherwords,itisofteneasiertopursuequantifiableobjectivesthanitistoaddanythingusefultothedebateaboutmanagement.Toalargeextent,theentirebusinessschoolsystemworksagainstuseful,knowledge-creatingresearch.Academicshavefiveyearsinwhichtoprovethemselvesiftheyaretomaketheacademicgrade.Itseemslongenough.Butitcantaketwooreventhreeyearstogetintoasuitablejournal.Theythereforehavearoundthreeyears,probablyless,tocomeupwithanareaofinterestandcarryoutmeaningfulandoriginalresearch.Thisisademandingtimescale.Thetemptationmustbetosliceupolddatainnewwaysratherthanpursuegenuinelygroundbreaking,innovativeresearch.

Itisacriticismalsomadebysomebusinessschoolinsiders.“Academicjournalstendtofindmoreandmoretechniquesfortestingmoreandmoreobscuretheories.Theyareaskingtrivialquestionsandansweringthemexactly.Therehastobeabacklash,”saysJulianBirkinshawofLondonBusinessSchool.Inlargepart,theproblemgoesbacktoatimewhenbusinessschoolsweretryingtoestablishthemselves.Upuntilthe1960s,Americanbusinessschoolsweredismissedaspseudo-academicinstitutions,includingtheuniversitiesofwhichtheyoftenformedapart,regardedthemasalittlemorethanvocationalcolleges.Sincethen,mostoftheleadingschoolshaveundergonemajorreassessmentsandintroducedsweepingchanges.However,itisquestionablewhetherthosechangeshavego