BEC商务英语高级考试历年真题

BEC商务英语高级考试历年真题（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.

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：Whenjudgementisreplacedbyfeedback

inthetruesense,organizationswillhavealotmoretimetodevoteto

theircustomersandtheirbusiness0这题的意思还算比较明显，feedbackin

thetruesense,就是genuinefeedback,devotetotheircustomersandthe

business,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：Itismanagementsresponsibilitytoensurethattheworkersoperate

inasystemthatfacilitatestheirperformance.经理们的责任，也就是

managersareexpectedto,有利于他们的表现，就是enabletheirstaffto

workeffectivelyo

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：

whichalmostcertainlywillnotbeforthcomingfromthehumanresources

professiono人力资源专家，就是experts。需要理解下这里的forthcoming的

含义：willingtodivulgeinformation.（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facilitateo

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Themeasurehasbeenworkedoutbetweentheoperatorsandtheirmanagero

这个措施是在操作者和经理们之间拟定的。betweentheoperatorsand

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：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：Thustheappraisalexperience

becomesaquestionofpleasingtheboss0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:

Thenotionbehindperformanceappraisal-thatworkersshouldbeheld

accountablefortheirperformance-isplausible。这里的accountable就是

负有责任。Plausible是貌似真实的，也就是seemsreasonable。

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：thesimplefactofthematteristhatthenatureof

hierarchydistortstheconceptoffeedbacko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：Nowthepracticeisevenmorefrequent.Thisofcoursemakesitall

themoreimportanthowappraisalisconducted.这个句子是紧跟上文的，the

practice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(makesitallthemoreimportant),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。

相关练习：

2011年上半年BEC商务英语考试时间

BEC商务英语高级考试历年真题(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：Inthe

lasteightyears,Concordiahasreduceditsworkforcebymorethan80.000

people-or35%-onavoluntarybasis,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(withfurtherdownsizing

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

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,usuallythe

majority,mayrespondtothreatenedchangeswithafeelingofhavingbeen

letdown.,andevenfeelangeratthecompanyforwhattheyseeaschanging

thetermsoftheiremployment.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：peopleprefer

togettheirinformationface-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：

Thegeneralruleincompanycommunicationistotellemployeesasmuch

asyoucanassoonasyoucan。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(putthenewsincontext)。时机成熟了，再告知

更多。选B：在可能的最早的阶段让人有个总体的印象。

20题，给文章选标题。这种题在BEC的阅读里还真不多见。选标题，就是

要挑选文章的最主要意思，从整体上把握文章的mainideaso这篇文章通篇说

的就是communication,前面介绍了沟通的背景：裁员；接着说了员工对裁员的

反应；然后最后两段，一段说员工喜欢什么样的沟通方式，一段说沟通的原则

是什么。综合起来，就是关于怎样进行有效沟通的问题。选B。A不对，片面了，

只是文中某部分的内容，并且这部分内容是为后面做背景介绍，不是主要的；C

不对，不是简单的research,research仅仅是介绍状况，文章还有关于实现措

施的。

BEC商务英语高级考试历年真题（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.

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：hesaysthishelpshimdraintheemotionalcontent

fromhisconversation。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：notreactingtoorbecominginvolvedin

somethinginanemotionalway

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：

Topmanagementmaywellrejecttheideainitiallybecauseitisthesafer

optionbuttheywouldnotbethereiftheywerenotinterested.o最高

管理层在一开始可能会拒绝这个建议，因为这样是一个更安全的选择。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saferoption。

17题，答案也很明显：DrCohensaysthatoneofhisstrategiesisto

dressdownsothattheothersidecanrelatetoyou.这里的两个词组可以

解释下：

dressdown:towearclothesthataremoreinformalthantheonesyou

wouldusuallywear

relateto:tofeelthatyouunderstandsomeone'sproblem,situation

etc

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makeothersfeelcomfortable。D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，答案在第四段的第一句话：DrCohensuggeststhatthebestway

tosellyourproposalisbygettingintotheworldoftheotherside.。

走进另一方的世界，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：Morecommonisa

corporatecultureclashbetweencompanies,whichcanputpaidtoanydealo

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inexhaustible

supplyofenergyoD也没有提到。

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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.

这是高级阅读部分的一个新题型。不仅中级里面没有，一般的英语考试也没

有。填词版的完形填空。乍一看会觉得很难，有点像是主观题。其实题型什么的

都是次要的，都是借着题型这个外壳考察语言功底。只要基本功够扎实，完全可

以通过摸准不同题型的特点来做出正确的答案。

具体说BECH里的填词版完型，里面填入的词主要是连词、介词和代词，

一般不会让你填入那种需要发挥超级想象力才能想得出的形容词和动词。做题的

思路有两种，一种是固定用法、常见表达，一种是从语法角度分析句子结构，来

判断句子缺失的成分。

这篇文章讲的是一种昂贵的新型香水，走的是高端路线。

31题，这题答案很明显。圣诞发布的香水，制作者打算将它开发成“世界

上最昂贵的香水”(mostexpensiveperfume),promote--.as,将什么给开发成什

么。

32题，要从意思和句子结构上进行分析。前面说发售限量版的173瓶香水，

后面一个破折号做进一步的说明。从意思上看，词组madeclear很关键，表原因

的；而从句子成分上看，这里就是关系代词引导的从句在句子中充当补充成分。

而能够表示原因的关系代词，是why。

33,34,35,这三道题也很明显。33题从意思上做，这个香水肯定是不适合

认为30英镑的香水很贵的人，所以是填not,表否定；34题，thosewho的搭配，

应该够的上条件反射的级别，thosewhoarepotentialcustomer,那些是潜在客户

的人；35题，freeofcharge,免费，固定搭配。

36题,这题考察的也是一个固定搭配，makeanameforoneself,使…出名。

这个香水的创意来自一个服装设计师，而此人最早出名是因为迈天王让他制作了

一件空调夹克(air-conditionedjacket)o

37题，截止目前迈天王是唯一的T了订单的人。Sofar,截止目前。

38题，下了订单。havedone,表示完成的意思。

39题，理解句子的意思+固定用法的使用。这个句子的意思很明显：它不仅

仅是一瓶香水，它还是一件珠宝。所以空格前后搭配的意思应该是不仅仅。用

somuchmorethan。例如：somuchmorethanjustahome。

40题，最后几句话都是夸赞这个香水的。多么的精致独特。而当你打开香

水的时候，你整个人都被takeaway了，就像是被成千上万的野花和玫瑰簇拥着。

说香水，却扯到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。

Convinceon