BEC 历年真题 部分

BEC商务英语高级考试历年真题（1）

TheNegotiatingTable

Youcannegotiatevirtuallyanything.Projects,resources,expectationsand

deadlinesarealloutcomesofnegotiation.Somepeoplenegotiatedealsforaliving.

DrHerbCohenisoneoftheseprofessionaltalkers,calledinbycompaniesto

negotiateontheir??behalf.Heapproachestheartofnegotiationasagamebecause,

asheisusuallynegotiatingforsomebodyelse,hesaysthishelpshimdrainthe

emotionalcontentfromhisconversation.Heisworkinginacompetitivefieldand

needstoavoidbeingtooadversarial.Whetherhesucceedsornot,itisimportant

tohimtomakeagoodimpressionsothatpeoplewillrecommendhim.

Thestartingpointforanydeal,hebelieves,istoidentifyexactlywhatyou

wantfromeachother.Moreoftenthannot,onepartywillbetryingtopersuadethe

otherroundtotheirpointofview.Negotiationrequirestwopeopleattheendsaying

‘yes”.Thiscanbeaproblembecauseoneofthemusuallybeginsbysaying"no".

However,althoughthiscanmaketalksmoredifficult,thisisoftenjustastarting

pointinthenegotiationgame.Topmanagementmaywellrejecttheideainitially

becauseitisthesaferoptionbuttheywouldnotbethereiftheywerenotinterested.

Itisamisconceptionthatskillednegotiatorsaresmoothoperatorsinsmart

suits.DrCohensaysthatoneofhisstrategiesistodressdownsothattheother

sidecanrelatetoyou.Pitchyourlooktosuityourcustomer.Youdonotneedto

makethemfeelbetterthanyoubut,Forexample,dressinginastylethatisnot

overtlyexpensiveorsuccessfulwillmakeyoumoreapproachable.Peoplewill

generallyfeelmorecomfortablewithsomebodywhoappearstobelikethemrather

thansuperiortothem.Theymaynotlikeyoubuttheywillfeeltheycantrustyou.

DrCohensuggeststhatthebestwaytosellyourproposalisbygettinginto

theworldoftheotherside.Askquestionsratherthangiveanswersandtakean

interestinwhattheotherpersonissaying,evenifyouthinkwhattheyaresaying

issilly.Youdonotneedtobecometheirbestfriendsbutbeingtoocleverwill

alienatethem.Alotofdealsaremadeonimpressions.Donotrushwhatyouare

saying---putafewhesitationsin,donottrytoblindthemwithyourverbal

dexterity.Also,youshouldrepeatbacktothemwhattheyhavesaidtoshowyoutake

themseriously.

Inevitablysomedealswillnotsucceed.Generallythelongerthenegotiations

goon,thebetterchancetheyhavebecausepeopledonotwanttothinktheir

investmentandenergieshavegonetowaste.However,jointventurecanmeanjoint

riskandsometimes,ifthisbecomestoogreat,neitherpartymaybepreparedto

seethedealthrough.Morecommonisacorporatecultureclashbetweencompanies,

whichcanputpaidtoanydeal.Evenhavingagreedadeal,thingsmaynotbetied

upquicklybecausewhenthelawyersgetinvolved,everythinggetssloweddownas

theyargueaboutsmalldetails.

DeCohenthinksthatchildrenarethemastersofnegotiation.Theirgoalsare

totallyselfish.Theyunderstandthedecision-makingprocesswithinfamilies

perfectly.IfMumrefusestheirrequest,theywilltroopalongtoDadandpressure

him.Ifalelsefails,theywilltrythegrandparents,usingsomeemotionalblackmail.

Theycanalsobeverysingle-mindedandhaveaninexhaustiblesupplyofenergyfor

thecausetheyarepursuing.Sotherearelessontobelearnedfromwatchingand

listeningtochildren.

15DrCohentreatsnegotiationasagameinorderto

Aputpeopleatease

Bremaindetached

Cbecompetitive

Dimpressrivals

16Manypeoplesay"no"toasuggestioninthebeginningto

Aconvincetheotherpartyoftheirpointofview

Bshowtheyarenotreallyinterested

Cindicatetheywishtotaketheeasyoption

Dprotecttheircompany,ssituation

17DrCohensaysthatwhenyouaretryingtonegotiateyoushould

Aadaptyourstyletothepeopleyouaretalkingto

Bmaketheothersidefeelsuperiortoyou

Cdressinawaytomakeyoufeelcomfortable.

Dtrytomaketheothersidelikeyou

18AccordingtoDrCohen,understandingtheotherpersonwillhelpyouto

Againtheirfriendship

Bspeedupthenegotiations

Cplanyournextmove.

Dconvincethemofyourpointofview

19Dealssometimesfailbecause

Anegotiationshavegoneontoolong

Bthecompaniesoperateindifferentways

Conepartyrisksmorethantheother.

Dthelawyersworktooslowly

20DrCohenmentionschildren'snegotiationtechniquestoshowthatyoushould

Abepreparedtotryeveryroute

Btrynottomakepeoplefeelguilty

Cbecarefulnottoexhaustyourself

Dcontrolthedecision-makingprocess.

关于negotiatingtechniques的文章。传统的阅读题型，相对比较容易。

15题，答案很明显：hesaysthishelpshimdraintheemotionalcontentfromhis

conversation。帮助他抽离他的谈话中的感情成分。要想选对，只需要知道选项B中detached

的含义：notreactingtoorbecominginvolvedinsomethinginanemotionalway

16题，这题貌似只能采取排除法。因为几个选项和原文的对应都不是太明显。问为什

么很多人在一开始要对一个建议说“不”。答案是第二段的最后一句：Topmanagementmay

wellrejecttheideainitiallybecauseitisthesaferoptionbuttheywouldnot

bethereiftheywerenotinterested.o最高管理层在一开始可能会拒绝这个建议，因

为这样是，个更安全的选择。但是如果他们真的不感兴趣的话，他们就不会在那里（谈判）

了。A在这段文字中没有提到，B不对，他们肯定是感兴趣的，C也不对没有提到，原文说

的是saferoption。选D,之所以会拒绝，因为从维护公司利益的角度，这样是一个safer

optiono

17题，答案也很明显：DrCohensaysthatoneofhisstrategiesistodressdown

sothattheothersidecanrelatetoyou.这里的两个词组可以解释下：

dressdown:towearclothesthataremoreinformalthantheonesyouwouldusually

wearrelateto:tofeelthatyouunderstandsomeone'sproblem,situationetc

所以这个句子意思是穿的不那么正式，这样可以让另一方接近你。也就是A说的是你的

风格适应你的谈判对象。C不对，不是makeyoufeelcomfortable,而是makeothersfeel

comfortableoD也不对，可能会误选，不是让别人喜欢你，like太夸张了，只是容易接近。

18题，答案在第四段的第——句话：DrCohensuggeststhatthebestwaytosellyour

proposalisbygettingintotheworldoftheotherside.。走进另——方的世界，就是

原文说的understandingtheotherperson,目的是为了sellyourproposal,也就是让

对方接受你的建议，选D。

19题，谈判失败的原因，答案是第五段的这么一句：Morecommonisacorporateculture

clashbetweencompanies,whichcanputpaidtoanydeal。公司文化冲突导致的。文

化冲突，就是两个公司在运作、理念等等上的不一致，选C：两个公司以不同的方式运作。

20题，为什么要借鉴小孩子的办法，原文最后一段提到小孩子的办法就是，爸爸不行

找妈妈，妈妈不行就在感情上敲诈爷爷奶奶。此路不通就换另一条，就是A说的尝试每一条

路线。B没有提到，C不对，原文说小孩子有inexhaustiblesupplyofenergyoD也没有

提到。

BEC商务英语高级考试历年真题(2)

TheScientificApproachtoRecruitment

Whenit(0)toselectingcandidatesthroughinterview,moreoftenthannotthe

decisionismadewithinthefirstfiveminutesofameeting.??Yetemployerslike

to(21)themselvesthattheyarebeingexceptionallythoroughintheirselection

processes.Intoday'scompetitivemarketplace,the(22)ofstaffinmany

organizationsisfundamentaltothecompany,ssuccessand,asaresult,recruiters

useallmeansattheirdisposalto(23)thebestinthefield.

Onemethodinparticularthathas(24)inpopularityistesting,either

psychometrictesting,whichattemptstodefinepsychologicalcharacteristics,or

ability£aptitudetesting(25)anorganizationwithanextrawayofestablishing

acandidate?ssuitabilityforarole.It(26)companiestoaddvaluebyidentifying

keyelementsofapositionandthentestingcandidatestoascertaintheirability

againstthoseidentifiedelements.

Theemploymentofpsychometricorabilitytestingasone(27)oftherecruitment

processmayhavesomemerit,butinrealitythereisnoreal(28),scientificor

otherwise,ofthepotentialfutureperformanceofanyindividual.Theanswertothis

problemisexperienceininterviewtechniquesandstrongdefinitionoftheelements

ofeachpositiontobe(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^,招人的科学方法。这篇完型比较简单。

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。前者比较容易，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。Convinceoneself,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），securethebest,

抓住最好的。realise是实现，attain是获得，后面不能接人，achieve是实现一个目标。

24题，riseinpopularity,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，provideswith,提供。给组织提供另外一种方法。offer的用法是offersbsth,

contribute在这里意思不对。

26题，是公司能够增加价值，enable

27题，这题的意思很明显，测试（testing）作为招聘过程的一个组成部分，要区分选

项的几个单词，尤其是portion和component,看英英解释。

Component：oneofseveralpartsthattogethermakeupawholemachine,system

etc

Portion：apartofsomethinglarger,especiallyapartthatisdifferentfrom

theotherparts

这里强调testing是一个组成部分，没有说明特殊的地方，选component。

28题，对每个人未来的可能表现没有一个真正的衡量。选measure。

29题，fillaposition,填补空位，fill在这里的意思是toperformaparticular

job,activity,orpurposeinanorganization,ortofindsomeoneorsomethingto

dothiso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，inthebusinessof,也是一种固定的说法，在什么的过程中。很多场合都可

以使用。可以多看几个例句：

We'reinthebusinessofstimulatingtheeconomy(ByObama)

Energeticsisaspecialistmanagementconsultancyinthebusinessofclimate

change

BEC商务英语高级考试历年真题(3)

Thereisacommonlyheldviewthattheonlywaytoget(0)decentpayincrease

istomoveon:togooutintothejobmarketandfindsomeone(31)ispreparedto

payyouafiguremoreinline(32)thetalentsyoucanoffer.Whilstchanging

employersfromtime(33)timeissomethingweprobablyallneedtodotoadvance

ourcareersinthedirectionswewantthemtotake,itisneverthelessanactivity

thatcarriesquitedefiniterisks.Irrespectiveof(34)wellweresearchprospective

employers,anewjobisstilllargelyastepintotheunknown.Itmayturn(35)

tobeagoodmoveoritcouldprovetobeacompletedisaster:mostofus(36)had

experienceofboth.Thepointhere,though,isthatchangingemployersisnot

somethingwewanttobedoingallthetimeandcertainlynot(37)timewefeelthe

urgeforbetterpay.We'd(38)takingmorerisksthanweneededtojusttoachieve

apayrise.Gettingapayriseshouldalwaysbeviewed(39)aseriousbusiness.There

arenoquickfixesorgoldmethodswith“guaranteed“results.Quickfixesonly

servetotrivializetheissuesandcould(40)somecircumstancesgetyouintovery

seroustroubleindeed.

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意的，是挺难，可

是以加薪为目的跳槽，也未必是什么明智的好办法。

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,和什么一致，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，找个一个愿意给你提供和你才能更加一致的薪水的人。

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

可能的雇主研究的多么好，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历都

有。有这种经历，是过去完成时，用have+doneo

37题，理解前后文意思。换老板不是件我们经常愿意做的事情，并且也不是一想要加

薪就要换老板。用everytime,表示每次要加薪就准备换老板。

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，我们要承担更多的风险。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，很容易想到under/onsomecircumstance,在某

种情况下。

BEC商务英语高级考试历年真题（4）

1Genuinefeedbackwouldreleaseresourcestobeusedelsewhere.

2Managersareexpectedtoenabletheirstafftoworkeffectively.

3Expertsareunlikelytofacilitateamovetogenuinefeedback.

4Therearebenefitswhenmethodsofevaluatingperformancehavebeennegotiated.

5Appraisalstendtofocusonthenatureoftheface-to-facerelationshipbetween

employeesandtheirlinemanagers.

6Theideathatemployeesareresponsibleforwhattheydoseemsreasonable.

7Despiteexperts'assertion,managementstructurespreventgenuinefeedback

8Anincreasingamountofeffortisbeingdedicatedtotheappraisalprocess.

A

Performanceappraisalisontheupandup.Itusedtorepresenttheonetime

ofyearwhengettingonwiththeworkwasputonholdwhileenormousquantitiesof

managementhourswerespentintheearnestritualofratingandrankingperformance.

Nowthepracticeisevenmorefrequent.Thisofcoursemakesitallthemoreimportant

howappraisalisconducted.Humanresourcesprofessionalsclaimthatmanagersshould

striveforobjectivityandthusforfeedbackratherthanjudgement.Butthesimple

factofthematteristhatthenatureofhierarchydistortstheconceptoffeedback

becauseperformancemeasureareconceivedhierarchically.Unfortunately,alltoo

manyworkerssufferfromtheinjusticesthatthisgenerates.

B

Thenotionbehindperformanceappraisal-thatworkersshouldbeheldaccountable

fortheirperformance-isplausible.However,theevidencesuggeststhatthepremise

iswrong.Contrarytoassumptionsappraisalisnotaneffectivemeansofperformance

improvement-itisjudgementimposedratherthanfeedback,ajudgementimposedby

thehierarchy.Usefulfeedback,ontheotherhand,wouldbeinformationthattold

boththemanagerandworkerhowwelltheworksystemfunctioned,andsuggestedways

tomakeitbetter.

C

WithintheproductionsystematthecarmanufacturerToyota,thereisnothing

thatisrecognizableasperformanceappraisal.Everyoperationinthesystemhas

anassociatedmeasure.Themeasurehasbeenworkedoutbetweentheoperatorsand

theirmanager.Ineverycase,themeasureisrelatedtothepurposeofthework.

Thatmeasureisthebasisoffeedbacktothemanagerandworkeralike.Toyota's

basicideaisexpressedintheaxiom“badnewsfirst”.Bothmanagersandworkers

arepsychologicallysafeintheknowledgethatitisthesystem-nottheworker-

thatistheprimaryinfluenceonperformance.Itismanagement?sresponsibility

toensurethattheworkersoperateinasystemthatfacilitatestheirperformance.

D

Inmanycompanies,performanceappraisalspringsfrommisguidedasassumptions.

Tojudgeachievement,managersusedateabouteachworker,sactivity,notan

evaluationoftheprocessorsystem'sachievementofpurpose.Theresultisthat

performanceappraisalinvolvesmanagers,judgementoverrulingtheirstaff's,

ignoringthetrueinfluencesonperformance.Thustheappraisalexperiencebecomes

aquestionofpleasingtheboss,particularlyinmeetings,whichispsychologically

unsafeandsociallydriven,determiningwhois"in"andwhois"out".

E

Whenjudgementisreplacedbyfeedbackinthetruesense,organizationswill

havealotmoretimetodevotetotheircustomersandtheirbusiness.Notimewill

bewastedinappraisal.Thisrequiresafundamentalshiftinthewaywethinkabout

theorganizationofperformanceappraisals,whichalmostcertainlywillnotbe

forthcomingfromthehumanresourcesprofession.

关于员工评估和反馈的文章。一个组织内部的上下级沟通真的太重要了。

第一题，说真正的反馈可以释放用在别处的资源。意思上真正的反馈可以让人腾出精力。

答案是E段的第一句：Whenjudgementisreplacedbyfeedbackinthetruesense,

organizationswillhavealotmoretimetodevotetotheircustomersandtheir

businesso这题的意思还算比较明显，feedbackinthetruesense,就是genuinefeedback,

devotetotheircustomersandthebusiness,就是把资源释放在别的地方。

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：Itis

management,sresponsibilitytoensurethattheworkersoperateinasystemthat

facilitatestheirperformance.经理们的责任，也就是managersareexpectedto,有

利于他们的表现，就是enabletheirstafftoworkeffectively。

第三题,说专家不大可能有利于真正反馈的进程。答案是E段的最后一句：whichalmost

certainlywillnotbeforthcomingfromthehumanresourcesprofession。人力资源

专家，就是experts。需要理解下这里的forthcoming的含义：willingtodivulge

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Themeasure

hasbeenworkedoutbetweentheoperatorsandtheirmanagero这个措施是在操作者

和经理们之间拟定的。betweentheoperatorsandmanagers,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：isthebasisoffeedbacko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会有顾虑，谁还敢揭自己上司

的短？所以这个句子的意思是说评估过程中有顾忌，无人敢说真话。答案是D段的这么一句：

Thustheappraisalexperiencebecomesaquestionofpleasingtheboss0评估过程

成了讨好自己的老板，说的就是这个意思。

P.S：这是我个人对这道题的理解，大家有异议，可以提。

第六题，说员工对他们所作负责的想法听起来很合理。答案是B段的第一句：Thenotion

behindperformanceappraisal-thatworkersshouldbeheldaccountablefortheir

performance-isplausible。这里的accountable就是负有责任。Plausible是貌似真实的，

也就是seemsreasonableo

第七题，说虽然有专家们的主张，管理层的结构阻止了真正的反馈。答案是A段的这么

一句：thesimplefactofthematteristhatthenatureofhierarchydistortsthe

conceptoffeedbacko管理层的机构，就是这句里提到的thenatureofhierarchy,等

级制的性质。这个单词在BEC阅读里常出现。distort,扭曲，就是选项里的prevent。

第八题,说在评估过程中投入了更多的努力。答案是A段的这么一句，有点隐晦:Nowthe

practiceisevenmorefrequent.Thisofcoursemakesitallthemoreimportanthow

appraisalisconducted.这个句子是紧跟上文的，thepractice指的就是appraisal。评

估的更频繁，评估是怎么进行的显得更加重要。认为更加重要了(makesitallthemore

important),就会投入更多努力了。综合起来，这些的意思就是评估过程投入了更多的努

力。不太容易看出来。

BEC商务英语高级考试历年真题(5)

Inthelastfewyears,managersthroughoutindustryhaveseenmorechangesthan

manyofthemcouldhaveexpectedtoseeintheirentireworkingliveshavingto

communicateinformationwhichoftenleadstofeelingsofinsecurityhasbecomea

keyactivity.Frombeingregardedasrelativelyunimportantinmanycompanies,

managementemployeecommunicationhasbecomeacentralcorporateneed.

ConcordiaInternationalprovidesagoodexampleofacompanythathasadjusted

welltothechangingneedsforcommunication.since1995,Concordiahasbeenturned

inside-outandupside-down,toensurethatitisamarketing-led,

customer-responsivebusiness,onethatlooksoutwardsatcustomersandcompetitors,

ratherthaninwardsatitsownprocessesandthewaythingsweredoneinthepast.

Inthelasteightyears,Concordiahasreduceditsworkforcebymorethan80.000

people-or35%-onavoluntarybasis,withfurtherdownsizinganticipated.

Frombeinganengineeringcompany,Concordiaisnowremakingitselfasaservice

company.Theroleofemployeecommunicationinsuchacontextistobuildpeople'

sself-confidence,topersuadethemthat,althoughitisinevitablethatthechanges

willgoahead,theyalsobringwiththemnewopportunitiesforemployees.However,

thisisnotaneasytask.Peopletendtobeskepticaloftheseclaimsandtofeel

thattheyarelosingtouchwiththecompanytheyhaveworkedforovermanyyears.

Thisisunderstandable,sincemanyoftheoldcertaintiesarebeingsweptaway,

includingthecoreactivitiesofthecompanytheyworkfor.Aboveall,theyhave

hadtofaceuptothefactthattheynolongerhaveajobforlife.

Researchindicatesthatpeoplerespondtothispredicamentinavarietyofways.

Thebulkofemployeesfallintotwomaincategoriesintermsoftheirresponseto

thenewsituation:ontheonehandtherearethe“pragmatists^andontheother

“thehighlyanxious“theformerseetheirjobasameanstoanendandhavea

relativelyshort-termperspective,withstrongloyaltytotheirlocalterm,rather

thanthecompanyasawhole.Thesecondcategory,usuallythemajority,mayrespond

tothreatenedchangeswithafeelingofhavingbeenletdown,andevenfeelanger

atthecompanyforwhattheyseeaschangingthetermsoftheiremployment.

Theemployeecommunicationprocessneedstobecapableofaccuratelydirecting

itsmessagesatavarietyofemployeegroupsanddepartmentswithintheworkforce.

thisiswhymiddlemanagersandlinemanagersaresokeytocommunication.Theyare

thepeoplewhoknowaboutthefullrageofconcernsamongtheworkforce.Theproblem

inthepastwasthatthiscrucialareawasoftentheresponsibilityofaseparate,

relativelyisolatedunit.Concordiaputsresponsibilityforcommunicationfirmly

onlinemanagers.Alltheirresearchpointstothesameconclusion:peopleprefer

togettheirinformationface-to-facefromtheirlinemanagers.Thatisthekey

relationshipandwhereargumentsandheartsandminds-arelost.

Thegeneralruleincompanycommunicationistotellemployeesasmuchasyou

canassoonasyoucan.Ifyoucan'tprovidedetails,thenatleastputthenews

incontextandcommityourselftoprovidinggreaterdetailwhenitbecomesavailable

anotherruleofcompanycommunicationisthattheremustbeafitbetweenwhatthe

companyistellingitsemployeesandwhatitistellingitsshareholders.15Inthe

lasteightyears,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

20whichofthefollowingwouldbethemostsuitabletitleforthearticle?

Aemployeeattitudestocompanycommunication

Bmakingcompanycommunicationmoreeffective

CResearchingcompanycommmucation

DMakingemployeesfeellesspowerless

文章取材自一本管理手册，说的是一个组织里的有效沟通问题。这套题目有些特别，不

像之前的阅读的第三部分，六道题目分别依次对应文章的六个段落，这题的答案稍微分散了

些。

15题，答案很明显，但是选项很有迷惑性。答案是第二段的最后一句：Inthelasteight

years,Concordiahasreduceditsworkforcebymorethan80.000people-or35%-on

avoluntarybasis,withfurtherdownsizinganticipated.减少了80000员工(或者说

减少了35%的员工)，预期还会减少更多。A选项是对的，maderedundant是前面某套题目

阅读的第五部分考过的词组；B不对，没有完成(completed),因为预期还会裁减更多(with

furtherdownsizinganticipated)；C也不对，迷惑性最大，reduceditsworkforceof

80.000,用了介词of,所以这句的意思是一共就80000员工，而实际情况是减少了80000

员工；D不对，35%的员工被裁减，都是在自愿的基础上的，而不是离开的人中有35%是自愿

的。

16题，问根据此人的观点，沟通的角色是什么。也就是问沟通的目的或者作用是什么。

答案在第三段。沟通是为了帮助人树立自信，说服他们虽然要面临一些变化，但是同样也会

拥有一些新的机会。说白了，就是鼓励这些被裁的人。答案选C,强调变化的积极方面。这

里的positiveaspects是对前面说的bringwiththemnewopportunities的一个概括。

(想起了电影《在云端》，upintheair,里面那个老男人的工作就是职业裁员专家，专

门对被裁的人说些这样的话。)

17题，问调查显示大多数人对change的反应是什么。这题在答案中也很明显，但是选

项很纠结。都有点似是而非。Thesecondcategory,usuallythemajority,mayrespond

tothreatenedchangeswithafeelingofhavingbeenletdown.,andevenfeelanger

atthecompanyforwhattheyseeaschangingthetermsoftheiremployment.大多

数员工的反应就是很失望，甚至会很愤怒。个人觉得这题出的不够严谨，没有哪个选项能严

格从原文中提炼出来。对比下D要好点，因为对公司失望和愤怒，就是觉得受到了不公正的

待遇。此题有待高手补充更完美的理由。

18题，问沟通过程主要依赖于什么。答案是第五段的这句：peopleprefertogettheir

informationface-to-facefromtheirlinemanagerso喜欢面对面的从直属经理那里获

取信息、。所以选C,个人的交流。

19题，问组织内部提供信息的指导准则是什么。最后一段的第一句就是：Thegeneral

ruleincompanycommunicationistotellemployeesasmuchasyoucanassoonas

youcan..尽可能的快，尽可能的多。不能提供细节的，至少给个大致的背景消息(putthe

newsincontext)□时机成熟了，再告知更多。选B：在可能的最早的阶段让