2023年5月剑桥商务英语中级阅读理解训练题.docx

2023年5月剑桥商务英语中级阅读理解训练题2023年5月剑桥商务英语中级阅读理解训练题The waves to cleave through the waves at a farewell to swim, canoe funeral.以下是我为大家搜寻整理的2023年5月剑桥商务英 语中级阅读理解训练题，期望能给大家带来帮忙!更多精彩内容请准 时关注我们应届毕业生考试网！Questions 1-7Look at the statements below and the article about the development of future business leaders on the opposite page.Which section of the article (A, B, C or D) does each statement (1-7) refer to?For each statement (17), mark one letter (A, B, C or D) on your Answer Sheet.You will need to use some of these letters more than once.1 Managers need to take action to convince high-flyers of their value to the firm.2 Organisations need to look beyond the high-flyers they are currently developing.3 There is a concern that firms investing in training for high-flyers may not gain the benefits themselves.4 Managers need expert assistance from within their own firms in developing high-flyers.5 Firms currently identify high-flyers without the support of a guidance strategy.6 Managers are frequently too busy to deal with the development of high-flyers.7 Firms who work hard on their reputation as an employer will interest high-flyers.The Stars of the FutureA Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrows Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations high-flyers.B TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with todays flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, only to see them poached by another department or, worse still, another firm. This fear of losing high-flyers runs deep in the organisations that make up the research group.C TLRG argues that the task of management is not necessarily about employee retention, but about creating attraction centres. We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers, said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.D TLRG has concluded that a companys HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-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。一个是题目说明的第一句话，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（line managers） 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。题目解析：7个题干基本是将原文中的句子用另外的词语和句型表述出来, 所以题干中的关键词都能在正文里找到与之匹配的，比如第四题题 千里的expert对应D段的specialists,第六题的too busy to对应 于B段里的heavy workloads,第七题的interest对应于C段的 appealo第一题说经理们必需实行措施使潜力股们信任他们对公司 的价值，也就是要让潜力股们对公司忠诚，即C段说的creating attraction centres'和loyalty。其次题说组织必需把目光投向 正在培育中的潜力股以外的'地方，即D段最终两句话所说的查找新 一代的潜力股。第三题和B段的最终一句话完全是一个意思：怕培育 潜力股的投入收不回成本。第四题说开发潜力股，经理们需要在公司 内部得到专家支持。答案是D段的第一句话：公司的人力资源专家需 要实行行动。HR specialists就是expert。第五题说公司现在没有 在指导策略的支持下辨别潜力股。也就是说公司是依靠自己来发掘人 才的。答案是A段的第一句：现行的讨论满意不了需要，所以公司只 能形成自己的一套体系。第六题，经理们太忙了，无暇顾及潜力股的 进展。答案是 B 段的：Unfortunately, with todays flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. o不幸落在了高工作负荷的人的 肩上。高工作负荷，也就是to。busy0第七题，看重作为雇主名声 的公司可以吸引潜力股。答案是C段的这么一句：if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers。假如公司是以开发员工而著称的 话，将会对潜力股产生更大的吸引。以开发员工而著称（known as ones that develop their people）,名声很好，也就是看重自己作为雇主 的名声。疑似生词：1、line managers直属经理，业务经理2、flat organization扁平化的组织，即企业中的单层管理组 织对应的单词hierarchy等级制的公司3、poach vt.（侵入他人地界）偷猎（或捕鱼），水煮，剽窃，挖 角eg: A rival firm poached our best computer programmers.我公司的竞争对手把我们最好的计算机程序编制员挖走了。4、runs deep纯粹是想说一下那句闻名的谚语：Still water runs deep静水流深。5、fall victim to成为。的受害者6、retention保留，在文中指留住员工。是风险管理中常见的 专业名词。文档内容到此结束，欢迎大家下载、修改、丰富并分享给更多有 需要的人。