2022年BEC商务英语高级测试历年真题.docx

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1、名师归纳总结 精品学习资料 - - - - - - - - - - - - - - - BEC 商务英语高级测试历年真题这篇关于商务英语考试,是笔者特地为大家整理的,期望对大家有所帮忙！1 Genuine feedback would release resources to be used elsewhere. 2 Managers are expected to enable their staff to work effectively. 3 Experts are unlikely to facilitate a move to genuine feedback. 4 There ar

2、e benefits when methods of evaluating performance have been negotiated. 5 Appraisals tend to focus on the nature of the face-to-face relationship between employees and their line managers. 6 The idea that employees are responsible for what they do seems reasonable. 7 Despite experts assertion, manag

3、ement structures prevent genuine feedback 8 An increasing amount of effort is being dedicated to the appraisal process. A Performance appraisal is on the up and up. It used to represent the one time of year when getting on with the work was put on hold while enormous quantities of management hours w

4、ere spent in the earnest ritual of 细心整理归纳 精选学习资料 - - - - - - - - - - - - - - - 第 1 页,共 6 页 - - - - - - - - - 名师归纳总结 精品学习资料 - - - - - - - - - - - - - - -rating and ranking performance. Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted. H

5、uman resources professionals claim that managers should strive for objectivity and thus for feedback rather than judgement. But the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback because performance measure are conceived hierarchically. Unfortunately, all

6、too many workers suffer from the injustices that this generates. B The notion behind performance appraisal- that workers should be held accountable for their performance-is plausible. However, the evidence suggests that the premise is wrong. Contrary to assumptions appraisal is not an effective mean

7、s of performance improvement- it is judgement imposed rather than feedback, a judgement imposed by the hierarchy. Useful feedback , on the other hand, would be information that told both the manager and worker how well the work system functioned, and suggested ways to make it better. C Within the pr

8、oduction system at the car manufacturer Toyota, there is nothing that is recognizable as performance 细心整理归纳 精选学习资料 - - - - - - - - - - - - - - - 第 2 页,共 6 页 - - - - - - - - - 名师归纳总结 精品学习资料 - - - - - - - - - - - - - - -appraisal. Every operation in the system has an associated measure. The measure ha

9、s been worked out between the operators and their manager. In every case, the measure is related to the purpose of the work. That measure is the basis of feedback to the manager and worker alike. Toyota s basic idea is expressed in the axiom “ bad news first” . Both managers and workers are psycholo

10、gically safe in the knowledge that it is the system- not the worker that is the primary influence on performance. It is managements responsibility to ensure that the workers operate in a system that facilitates their performance. springs D In many companies , performance appraisal from misguided as

11、assumptions. To judge achievement, managers use date about each workers activity, not an evaluation of the process or systems achievement of purpose. The result is that performance appraisal involves managers judgement overruling their staffs, ignoring the true influences on performance. Thus the ap

12、praisal experience becomes a question of pleasing the boss, particularly in meetings, which is psychologically unsafe and socially driven, 细心整理归纳 精选学习资料 - - - - - - - - - - - - - - - 第 3 页,共 6 页 - - - - - - - - - 名师归纳总结 精品学习资料 - - - - - - - - - - - - - - -determining who is “ in ” and who is “ out ”

13、 .E 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. No time will be wasted in appraisal . This requires a fundamental shift in the way we think about the organization of performance appraisals, which a

14、lmost certainly will not be forthcoming from the human resources profession. keys ：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： When judgement is replaced by feedback in the true sense, organizations will have a lot more time to devote to their customers and th

15、eir business ；这题的意思仍算比较明显,feedback in the true sense ,就是 genuine feedback ,devote to their customers and the business, 就是把资源释放在别的地方；其次题,说经理们是被期望着使员工工作得更有效率；答案是 C段的最终一句：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manager

16、s are expected to ,有利于他们的表现,就是 enable 第 4 页,共 6 页 细心整理归纳 精选学习资料 - - - - - - - - - - - - - - - - - - - - - - - - 名师归纳总结 精品学习资料 - - - - - - - - - - - - - - -their staff to work effectively；第三题 , 说专家不大可能有利于真正反馈的进程；答案是E 段的最终一句：which almost certainly will not be forthcoming from the human resources profe

17、ssion；人力资源专家, 就是 experts ；需要懂得下这里的 forthcoming 的含义：willing to divulge information. 人 情愿透露消息的；专家们不情愿透露消息,也就是不能盼望专家来 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

18、讨了的；后面介绍的情形都是 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,第一得弄明白这里 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,谁仍敢揭自己上司的短.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：Thus the appraisal experience becomes a question of pleas

19、ing the boss；评估过程成了讨好自己的老板,说的细心整理归纳 精选学习资料 - - - - - - - - - - - - - - - 第 5 页,共 6 页 - - - - - - - - - 名师归纳总结 精品学习资料 - - - - - - - - - - - - - - -就是这个意思；听起来很合理；答案是第六题,说员工对他们所作负责的想法 B 段的第一句： The notion behind performance appraisal- that workers should be held accountable for their performance-is plau

20、sible；这里的 accountable 就是负有责任；Plausible 是貌似真实的,也就是 seems reasonable ；第七题,说虽然有专家们的主见,治理层的结构阻挡了真正的反馈；答案是 A 段的这么一句： the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback；治理层的机构,就是这句里提到的 the nature of hierarchy,等级制的性质；这个单词在 BEC阅读里常显现；distort,扭曲,就是选项里的 prevent ；第八题

21、,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：Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted. 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 makes it all the more 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；不太简单看出来；细心整理归纳 精选学习资料 - - - - - - - - - - - - - - - 第 6 页,共 6 页 - - - - - - - - -