BEC考试须知:什么是BEC中级加试.docx
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1、BEC考试须知:什么是BEC中级加试 为了帮助大家备考bec中级,下面我就给大家共享一下关于bec加试的内容,帮助到的小伙伴快来了解一下吧! BEC加试是什么 BEC加试是BEC考试的主办机构剑桥高校考试委员会外语考试部(ESOL)为了适应越来越多的中国考生报考BEC而特地在一年两次的常规纸笔考试之外,另外增加的一场纸笔考试。 目前,BEC加试仅限于报考BEC中级的考试。BEC初级考试和BEC高级考试暂无加试。 BEC加试什么时候考试 BEC中级加试自2022年起先加试,目前基本定在每年3月会进行加试。详细的加试时间会在加试前一年的12月公布, BEC加试什么时候报名 BEC中级加试一般在每年
2、的3月实行,报名时间一般在同年的1月起先。BEC加试报名时间还会依据不同考点略作调整。 BEC加试与常规BEC考试有什么区分 【不同点】 1.考试时间不同:BEC初级、BEC中级和BEC高级等各级别考试,每年会有两次考试,上半年考试在每年的5、6月实行,下半年考试在每年的11、12月实行。BEC加试目前仅对BEC中级考试开放,考试时间一般在每年3月。 2.考试级别不同:BEC加试仅限于报考BEC中级的考试。BEC初级考试和BEC高级考试暂无加试。 3.开放考点不同:目前,3月BEC中级加试的开放考点有限,一般大中城市的考点和华东地区的大部分考点都是开放BEC中级加试的。详细考点的状况,还须要考
3、生询问自己所在地考点。这里给大家列出全国BEC考点的地址和联系方式,便利大家向各考点询问。 4.查分时间不同:一般BEC纸笔考试后一个半月到两个月后即可在网上查询BEC成果。BEC中级加试在3月实行,因此查分时间一般在5月左右。对于应届生须要在毕业前获得一个可以证明自己英语水平的国际证书来说,BEC中级的3月加试是一个很好的选择。常规的BEC纸笔考试,上半年考试的网上查分时间为当年的7月左右,下半年考试的网上查分时间为次年的1月左右。 【相同点】 1.考试题型相同:BEC中级加试的考试题型与常规的上半年或下半年BEC中级考试题型完全相同,都是由听说读写四部分组成。 2.考试难度相同:BEC中级
4、加试在3月实行,对于年初才起先复习备考的考生来说,备考时间相对上半年考试的考生要少了近两个月。但是,BEC中级加试的考试难度和常规考试是相同的。所以,准备参与3月BEC中级加试的同学,从前一年的年末,也许11月、12月就要起先复习起来了。 3.考试评分标准相同:BEC中级加试是为了适应越来越多的报考人数而增设的一次中级纸笔考试,评分标准完全与常规考试相同。 BEC商务英语中级考试真题 Achieving a successful merger However attractive the figures may look on paper, in the long run the succes
5、s or failure of a merger depends on the human factor. When the agreement has been signed and the accountants have departed, the real problems may only just be beginning. If there is a culture clash between the two companies in the way their people work, then all the efforts of the financiers and law
6、yers to strike a deal may have been in vain. According to Chris Bolton of KS Management Consultants, 70% of mergers fail to live up to their promise of shareholder value, riot through any failure in economic terms but because the integration of people is unsuccessful. Corporates, he explains, concen
7、trate their efforts before a merger on legal, technical and financial matters. They employ a range of experts to obtain the most favourable contract possible. But even at these early stages, people issues must be taken into consideration. The strengths and weaknesses of both organisations should be
8、assessed and, if it is a merger of equals, then careful thought should be given to which personnel, from which side, should take on the key roles. This was the issue in 2001 when the proposed merger between two pharmaceutical companies promised to create one of the largest players in the industry. F
9、or both companies the merger was intended to reverse falling market share and shareholder value. However, although the companies' skill bases were compatible, the chief executives of the two companies could not agree which of them was to head up the new organisation. This illustrates the need to
10、 compromise if a merger is to take place. But even in mergers that do go ahead, there can be culture clashes. One way to avoid this is to work with focus groups to see how employees view the existing culture of their organisation. In one example, where two global organisations in the food sector wer
11、e planning to merge, focus groups discovered that the companies displayed very different profiles. One was sales-focused, knew exactly what it wanted to achieve and pushed initiatives through. The other got involved in lengthy discussions, trying out options methodically and making contingency plans
12、. The first responded quickly to changes in the marketplace; the second took longer, but the option it eventually chose was usually the correct one. Neither company's approach would have worked for the other. The answer is not to adopt one company's approach, or even to try to incorporate ev
13、ery aspect of both organisations, but to create a totally new culture. This means taking the best from both sides and making a new organisation that everyone can accept. Or almost everyone. Inevitably there will be those who cannot adapt to a different culture. Research into the impact of mergers ha
14、s found that companies with differing management styles are the ones that need to work hardest at creating a new culture. Another tool that can help to get the right cultural mix is intercultural analysis. This involves carrying out research that looks at the culture of a company and the business cu
15、lture of the country in which it is based. It identifies how people, money and time are managed in a company, and investigates the business customs of the country and how its politics, economics and history impact on the way business is done. 13 According to the text, mergers can encounter problems
16、when A contracts are signed too quickly. B experts cannot predict accurate figures. C conflicting attitudes cannot be resolved. D staff are opposed to the terms of the deal. 14 According to Chris Bolton, what do many organisations do in preparation for a merger? A ensure their interests are represen
17、ted B give reassurances to shareholders C consider the effect of a merger on employees D analyse the varying strengths of their staff 15 The proposed merger of two pharmaceutical groups failed because A major shareholders were opposed. B there was a fall in the demand for their products. C there wer
18、e problems combining their areas of expertise. D an issue of personal rivalry could not be resolved. 16 According to the text, focus groups can help companies to A develop new initiatives. B adopt contingency plans. C be decisive and react rapidly. D evaluate how well matched they are. 17 Creating a
19、 new culture in a newly merged organisation means that A management styles become more flexible. B there is more chance of the merger working. C staff will find it more difficult to adapt to the changes. D successful elements of the original organisations are lost. 18 According to the text, intercul
20、tural analysis will show A what kind of benefits a merger can lead to. B how the national context affects the way a company is run. C how long it will take for a company culture to develop. D what changes companies should make before a merger takes place. Achieving a successful merger,实现一个胜利的并购。文章没有
21、从技术和经济效益的角度来分析并购胜利的因素,而是强调了一个在并购中简单被忽视的重要因素:文化冲突。不同的企业文化走到了一起,能否兼容是并购能否胜利的关键因素。一个比较闻名的例子是当年惠普与康柏的并购。 第十三题,问什么状况下并购会遇到麻烦。答案是A段的最终一句,关键词是culture clash:假如两个公司的员工在工作方式上存在文化冲突,那么金融专家和律师们为了达成交易所做的一切努力都是徒劳的。所以选C:冲突性的看法无法得到解决。Conflicting attitude对应于culture clash。attitude详细指公司员工做事情的方式和看法。 第十四题,问许多机构为并购所做的打算是
22、什么。答案是其次段的这么一句话:Corporates, he explains, concentrate their efforts before a merger on legal, technical and financial matters。公司都把精力集中在法律、技术和金融事务上了。也就是更多的看重经济等方面的利益,而忽视了人的因素。选A:确保他们的利益得到很好的反映,也就是自己的利益有保障。represent在这里的意思是be present or found in something, especially to a particular degree。 第十五题,问这俩医药公司
23、并购失败的缘由是什么。答案是第三段的倒数其次句:the chief executives of the two companies could not agree which of them was to head up the new organisation.在谁来领导新的机构的问题上无法达成一样。所以选D:人员竞争问题无法得到解决。Personal rivalry就是指两个领导谁也不服谁。 第十六题,问focus group可以帮助公司干什么。先弄明白focus group的意思,看剑桥高阶的说明:a group of people who have been brought toget
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