BEC初級閱讀試題及參考答案
大家還在找bec的備考資料嗎？這裏本站小編已經幫大家整理出來了，下面是一些BEC初級閱讀試題及參考答案。
BEC初級閱讀試題及參考答案1
You can negotiate virtually anything. Projects,resources, expectations and deadlines are all outcomes ofnegotiation. Some people negotiate deals for a living. Dr HerbCohen is one of these professional talkers, called in bycompanies to negotiate on their??behalf . He approaches the artof negotiation as a game because, as he is usually negotiatingfor somebody else, he says this helps him drain the emotionalcontent from his conversation. He is working in a competitive field and needs to avoid being tooadversarial. Whether he succeeds or not, it is important to him to make a good impression so thatpeople will recommend him.
The starting point for any deal, he believes, is to identify exactly what you want from eachother. More often than not, one party will be trying to persuade the other round to their point ofview. Negotiation requires two people at the end saying ‘yes”. This can be a problem because oneof them usually begins by saying “no”. However, although this can make talks more difficult, this isoften just a starting point in the negotiation game. Top management may well reject the ideainitially because it is the safer option but they would not be there if they were not interested.
It is a misconception that skilled negotiators are smooth operators in smart suits. Dr Cohensays that one of his strategies is to dress down so that the other side can relate to you. Pitch yourlook to suit your customer. You do not need to make them feel better than you but, For example,dressing in a style that is not overtly expensive or successful will make you more le will generally feel more comfortable with somebody who appears to be like them rather thansuperior to them. They may not like you but they will feel they can trust you.
Dr Cohen suggests that the best way to sell your proposal is by getting into the world of theother side. Ask questions rather than give answers and take an interest in what the other person issaying, even if you think what they are saying is silly. You do not need to become their best friendsbut being too clever will alienate them. A lot of deals are made on impressions. Do not rush whatyou are saying---put a few hesitations in , do not try to blind them with your verbal dexterity. Also,you should repeat back to them what they have said to show you take them seriously.
Inevitably some deals will not succeed. Generally the longer the negotiations go on, the betterchance they have because people do not want to think their investment and energies have goneto waste. However , joint venture can mean joint risk and sometimes , if this becomes too great ,neither party may be prepared to see the deal through . More common is a corporate culture clashbetween companies, which can put paid to any deal. Even having agreed a deal, things may notbe tied up quickly because when the lawyers get involved, everything gets slowed down as theyargue about small details.
De Cohen thinks that children are the masters of negotiation. Their goals are totally understand the decision-making process within families perfectly. If Mum refuses their request, they will troop along to Dad and pressure him. If al else fails, they will try the grandparents, usingsome emotional blackmail. They can also be very single-minded and have an inexhaustible supplyof energy for the cause they are pursuing. So there are lesson to be learned from watching andlistening to children.
15 Dr Cohen treats negotiation as a game in order to
A put people at ease
B remain detached
C be competitive
D impress rivals
16 Many people say “no” to a suggestion in the beginning to
A convince the other party of their point of view
B show they are not really interested
C indicate they wish to take the easy option
D protect their company’s situation
17 Dr Cohen says that when you are trying to negotiate you should
A adapt your style to the people you are talking to
B make the other side feel superior to you
C dress in a way to make you feel comfortable.
D try to make the other side like you
18 According to Dr Cohen, understanding the other person will help you to
A gain their friendship
B speed up the negotiations
C plan your next move.
Dconvince them of your point of view
19 Deals sometimes fail because
A negotiations have gone on too long
B the companies operate in different ways
C one party risks more than the other.
D the lawyers work too slowly
20 Dr Cohen mentions children’s negotiation techniques to show that you should
A be prepared to try every
B try not to make people feel guilty
C be careful not to exhaust yourself
D control the decision-making process.
參考答案接解析
關於negotiating techniques的文章。 傳統的閱讀題型，相對比較容易。
15題，答案很明顯：he says this helps him drain the emotional content from his conversation。幫助他抽離他的談話中的感情成分。要想選對，只需要知道選項B中detached的含義：not reacting to or becoming involved in something in an emotional way
16題，這題貌似只能採取排除法。因爲幾個選項和原文的對應都不是太明顯。問爲什麼很多人在一開始要對一個建議說“不”。答案是第二段的最後一句：Top management may well reject the idea initially because it is the safer option but they would not be there if they were not interested.。最高管理層在一開始可能會拒絕這個建議，因爲這樣是一個更安全的選擇。但是如果他們真的不感興趣的話，他們就不會在那裏(談判)了。A在這段文字中沒有提到，B不對，他們肯定是感興趣的，C也不對沒有提到，原文說的是safer option。選D，之所以會拒絕，因爲從維護公司利益的角度，這樣是一個safer option。
17題，答案也很明顯：Dr Cohen says that one of his strategies is to dress down so that the other side can relate to you.這裏的兩個詞組可以解釋下：
dress down: to wear clothes that are more informal than the ones you would usually wear relate to :to feel that you understand someone's problem, situation etc
所以這個句子意思是穿的不那麼正式，這樣可以讓另一方接近你。也就是A說的是你的風格適應你的談判對象。C不對，不是make you feel comfortable，而是make others feel comfortable。D也不對，可能會誤選，不是讓別人喜歡你，like太誇張了，只是容易接近。
18題，答案在第四段的第一句話：Dr Cohen suggests that the best way to sell your proposal is by getting into the world of the other side.。走進另一方的世界，就是原文說的understanding the other person，目的是爲了sell your proposal，也就是讓對方接受你的建議，選D。
19題，談判失敗的原因，答案是第五段的這麼一句：More common is a corporate culture clash between companies, which can put paid to any deal。公司文化衝突導致的。文化衝突，就是兩個公司在運作、理念等等上的不一致，選C：兩個公司以不同的方式運作。
20題，爲什麼要借鑑小孩子的辦法，原文最後一段提到小孩子的辦法就是，爸爸不行找媽媽，媽媽不行就在感情上敲詐爺爺奶奶。此路不通就換另一條，就是A說的嘗試每一條路線。B 沒有提到，C不對，原文說小孩子有inexhaustible supply of energy。D也沒有提到。
BEC初級閱讀試題及參考答案2
The Scientific Approach to Recruitment
When it (0) to selecting candidates through interview, moreoften than not the decision is made within the first five minutesof a employers like to (21) themselves that they arebeing exceptionally thorough in their selection processes. Intoday’s competitive market place, the (22) of staff in manyorganizations is fundamental to the company’s success and, asa result , recruiters use all means at their disposal to (23) the best in the field.
One method in particular that has (24) in popularity is testing , either psychometric testing,which attempts to define psychological characteristics , or ability￡aptitude testing (25) anorganization with an extra way of establishing a candidate’s suitability for a role. It (26) companiesto add value by identifying key elements of a position and then testing candidates to ascertain theirability against those identified elements.
The employment of psychometric or ability testing as one (27) of the recruitment processmay have some merit, but in reality there is no real (28), scientific or otherwise, of the potentialfuture performance of any individual. The answer to this problem is experience in interviewtechniques and strong definition of the elements of each position to be (29) as the wholerecruitment process is based on few real certainties, the instinctive decisions that many employersmake, based on a CT and the first five minutes of a meeting, are probably no less valid than anyother tool employed in the (30) of recruitment.
21.A suggest B convince C advise D believe
22.A worth B credit C quality D distinction
23.A secure B relies C attain D achieve
24.A lifted B enlarged C expanded D risen
25.A provides B offers C contributes D gives
26.A lets B enables C agrees D admits
27. A portion B member C share D component
28. A extent B size C amount D measure
29.A occupied B met C filled D appointed
30 A business B topic C point D affair
參考答案及解析
《The scientific approach to recruitment》，招人的科學方法。這篇完型比較簡單。完型填空也有兩種題型，兩種解題思路。一種是從意思上理解然後做出選擇，一種是根據單詞的用法。前者比較容易，後者很考驗語言功底。
21題，理解上下文的意思。前面說招人時的決定一般是在五分鐘以內做出的。但是僱主們試圖使自己詳細相信他們在挑選過程中是經過了深思熟慮的。Convince oneself，使確信。其他的詞沒有這個用法。
22題，員工的質量對公司的成功是至關重要的。選quality。
23題，招人者試圖利用一切方法來抓住這個領域最好的(人才)，secure the best，抓住最好的。realise是實現，attain是獲得，後面不能接人，achieve是實現一個目標。
24題，rise in popularity，固定搭配，popularity是知名度的意思，這個詞組應該可以翻譯成聲名鵲起。
25題，provides with,提供。給組織提供另外一種方法。offer的用法是offer sb sth，contribute在這裏意思不對。
26題，是公司能夠增加價值，enable
27題，這題的意思很明顯，測試(testing)作爲招聘過程的一個組成部分，要區分選項的幾個單詞，尤其是portion和component，看英英解釋。
Component：one of several parts that together make up a whole machine, system etc
Portion：a part of something larger, especially a part that is different from the other parts
這裏強調testing是一個組成部分，沒有說明特殊的地方，選component。
28題，對每個人未來的可能表現沒有一個真正的衡量。選measure。
29題，fill a position，填補空位，fill在這裏的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能選occupy，因爲occupy更強調人的一種主動，而這裏只是客觀說某個需要填補的職位。
30題，in the business of，也是一種固定的說法，在什麼的過程中。很多場合都可以使用。可以多看幾個例句：
We’re in the business of stimulating the economy(By Obama)
Energetics is a specialist management consultancy in the business of climate change
BEC初級閱讀試題及參考答案3
1 Genuine feedback would release resources to be usedelsewhere.
2 Managers are expected to enable their staff to workeffectively.
3 Experts are unlikely to facilitate a move to genuinefeedback.
4 There are benefits when methods of evaluatingperformance have been negotiated.
5 Appraisals tend to focus on the nature of the face-to-face relationship between employeesand their line managers.
6 The idea that employees are responsible for what they do seems reasonable.
7 Despite experts’ assertion, management 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 whengetting on with the work was put on hold while enormous quantities of management hours werespent in the earnest ritual of rating and ranking performance. Now the practice is even morefrequent. This of course makes it all the more important how appraisal is conducted. Humanresources professionals claim that managers should strive for objectivity and thus for feedbackrather than judgement. But the simple fact of the matter is that the nature of hierarchy distortsthe concept of feedback because performance measure are conceived rtunately, all too many workers suffer from the injustices that this generates.
B
The notion behind performance appraisal- that workers should be held accountable for theirperformance-is plausible. However, the evidence suggests that the premise is wrong. Contrary toassumptions appraisal is not an effective means of performance improvement- it is judgementimposed rather than feedback, a judgement imposed by the hierarchy. Useful feedback , on theother hand, would be information that told both the manager and worker how well the worksystem functioned, and suggested ways to make it better.
C
Within the production system at the car manufacturer Toyota, there is nothing that isrecognizable as performance appraisal. Every operation in the system has an associated measure has been worked out between the operators and their manager. In every case, themeasure is related to the purpose of the work. That measure is the basis of feedback to themanager and worker alike. Toyota’s basic idea is expressed in the axiom “bad news first” . Bothmanagers and workers are psychologically safe in the knowledge that it is the system- not theworker –that is the primary influence on performance. It is management’s responsibility to ensurethat the workers operate in a system that facilitates their performance.
D
In many companies , performance appraisal springs from misguided as assumptions. To judgeachievement, managers use date about each worker’s activity, not an evaluation of the process orsystem’s achievement of purpose. The result is that performance appraisal involves managers’judgement overruling their staff’s, ignoring the true influences on performance. Thus the appraisalexperience becomes a question of pleasing the boss, particularly in meetings, which ispsychologically unsafe and socially driven, determining who is “in” and who is “ out”.
E
When judgement is replaced by feedback in the true sense, organizations will have a lot moretime to devote to their customers and their business. No time will be wasted in appraisal . Thisrequires a fundamental shift in the way we think about the organization of performance appraisals,which almost certainly will not be forthcoming from the human resources profession
參考答案及解析
關於員工評估和反饋的文章。一個組織內部的上下級溝通真的太重要了。
第一題，說真正的反饋可以釋放用在別處的資源。意思上真正的反饋可以讓人騰出精力。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 their business。這題的意思還算比較明顯，feedback in the true sense，就是genuine feedback，devote to their customers and the business,就是把資源釋放在別的地方。
第二題，說經理們是被期望着使員工工作得更有效率。答案是C段的最後一句：It is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.經理們的責任，也就是managers are expected to，有利於他們的表現，就是enable their staff to work effectively。
第三題,說專家不大可能有利於真正反饋的進程。答案是E段的最後一句：which almost certainly will not be forthcoming from the human resources profession。人力資源專家，就是experts。需要理解下這裏的forthcoming的含義：willing to divulge information. (人)願意透露消息的。專家們不願意透露消息，也就是不能指望專家來facilitate。
第四題，說商討評估表現的方法是有利的。答案是在C段，有點分散。前面說The measure has been worked out between the operators and their manager。這個措施是在操作者和經理們之間擬定的。between the operators and managers，也就是評估表現的方法是被商討了的。後面介紹的情況都是這個measure有多麼的好：is the basis of feedback。綜合起來，就是選項說的，商討是有好處的。
第五題，說評估傾向聚焦於員工和他們直屬經理們之間面對面關係的性質。這個選項可能會弄的人一頭霧水，首先得弄明白這裏的面對面關係指的是什麼。員工和直屬經理的關係，就是上下級的關係，過分看重這個關係，那麼在評估過程中就會有顧慮，誰還敢揭自己上司的短?所以這個句子的意思是說評估過程中有顧忌，無人敢說真話。答案是D段的這麼一句：Thus the appraisal experience becomes a question of pleasing the boss。評估過程成了討好自己的老闆，說的就是這個意思。
第六題，說員工對他們所作負責的想法聽起來很合理。答案是B段的第一句：The notion behind performance appraisal- that workers should be held accountable for their performance-is plausible。這裏的accountable就是負有責任。Plausible是貌似真實的，也就是seems reasonable。
第七題，說雖然有專家們的主張，管理層的結構阻止了真正的反饋。答案是A段的這麼一句：the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback。管理層的機構，就是這句裏提到的the nature of hierarchy，等級制的性質。這個單詞在BEC閱讀裏常出現。distort，扭曲，就是選項裏的prevent。
第八題，說在評估過程中投入了更多的努力。答案是A段的這麼一句，有點隱晦：Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted.這個句子是緊跟上文的，the practice指的就是appraisal。評估的更頻繁，評估是怎麼進行的顯得更加重要。認爲更加重要了(makes it all the more important)，就會投入更多努力了。綜合起來，這些的意思就是評估過程投入了更多的努力。不太容易看出來。
