BEC商务英语高级考试历年真题.doc

BEC商务英语高级考试历年真题（1）The Negotiating TableYou can negotiate virtually anything. Projects, resources, expectations and deadlines are all outcomes of negotiation. Some people negotiate deals for a living. Dr Herb Cohen is one of these professional talkers, called in by companies to negotiate on their?behalf . He approaches the art of negotiation as a game because, as he is usually negotiating for somebody else, he says this helps him drain the emotional content from his conversation. He is working in a competitive field and needs to avoid being too adversarial. Whether he succeeds or not, it is important to him to make a good impression so that people will recommend him.The starting point for any deal, he believes, is to identify exactly what you want from each other. More often than not, one party will be trying to persuade the other round to their point of view. Negotiation requires two people at the end saying yes”. This can be a problem because one of them usually begins by saying “no”. However, although this can make talks more difficult, this is often just a starting point in the negotiation game. 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.It is a misconception that skilled negotiators are smooth operators in smart suits. Dr Cohen says that one of his strategies is to dress down so that the other side can relate to you. Pitch your look 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 approachable. People will generally feel more comfortable with somebody who appears to be like them rather than superior 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 the other side. Ask questions rather than give answers and take an interest in what the other person is saying, even if you think what they are saying is silly. You do not need to become their best friends but being too clever will alienate them. A lot of deals are made on impressions. Do not rush what you 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 better chance they have because people do not want to think their investment and energies have gone to 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 clash between companies, which can put paid to any deal. Even having agreed a deal, things may not be tied up quickly because when the lawyers get involved, everything gets slowed down as they argue about small details.De Cohen thinks that children are the masters of negotiation. Their goals are totally selfish. They 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, using some emotional blackmail. They can also be very single-minded and have an inexhaustible supply of energy for the cause they are pursuing. So there are lesson to be learned from watching and listening to children.15 Dr Cohen treats negotiation as a game in order toA put people at easeB remain detachedC be competitiveD impress rivals16 Many people say “no” to a suggestion in the beginning to A convince the other party of their point of viewB show they are not really interestedC indicate they wish to take the easy optionD protect their companys situation17 Dr Cohen says that when you are trying to negotiate you should A adapt your style to the people you are talking toB 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 friendshipB speed up the negotiationsC plan your next move.Dconvince them of your point of view19 Deals sometimes fail because A negotiations have gone on too longB the companies operate in different waysC one party risks more than the other.D the lawyers work too slowly20 Dr Cohen mentions childrens negotiation techniques to show that you shouldA be prepared to try every routeB try not to make people feel guiltyC be careful not to exhaust yourselfD control the decision-making process.关于negotiating techniques的文章。 传统的阅读题型，相对比较容易。15题，答案很明显：he says this helps him drain the emotional content from his conversation。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：not reacting to or becoming involved in something in an emotional way16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：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safer option。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safer option。17题，答案也很明显：Dr Cohen says that one of his strategies is to dress down so that the other side can relate to you.这里的两个词组可以解释下：dress down: to wear clothes that are more informal than the ones you would usually wear relate to :to feel that you understand someones problem, 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make you feel comfortable，而是make others feel comfortable。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：Dr Cohen suggests that the best way to sell your proposal is by getting into the world of the other side.。走进另一方的世界，就是原文说的understanding the other person，目的是为了sell your proposal，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：More common is a corporate culture clash between companies, which can put paid to any deal。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 supply of energy。D也没有提到。BEC商务英语高级考试历年真题（2）The Scientific Approach to Recruitment When it (0) to selecting candidates through interview, more often than not the decision is made within the first five minutes of a meeting.?Yet employers like to (21) themselves that they are being exceptionally thorough in their selection processes. In todays competitive market place, the (22) of staff in many organizations is fundamental to the companys success and, as a 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 abilityaptitude testing (25) an organization with an extra way of establishing a candidates suitability for a role. It (26) companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified elements.The employment of psychometric or ability testing as one (27) of the recruitment process may have some merit, but in reality there is no real (28), scientific or otherwise, of the potential future performance of any individual. The answer to this problem is experience in interview techniques and strong definition of the elements of each position to be (29) as the whole recruitment process is based on few real certainties, the instinctive decisions that many employers make, based on a CT and the first five minutes of a meeting, are probably no less valid than any other tool employed in the (30) of recruitment.21.A suggestB convinceC adviseD believe22.A worthB creditC qualityD distinction23.A secureB reliesC attainD achieve24.A liftedB enlargedC expandedD risen25.A providesB offersC contributesD gives26.A lets B enablesC agreesD admits27. A portion B memberC share D component28. A extentB sizeC amountD measure29.A occupiedB met C filledD appointed30 A businessB topicC pointD affairThe scientific approach to recruitment，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。Convince oneself，使确信。其他的词没有这个用法。22题，员工的质量对公司的成功是至关重要的。选quality。23题，招人者试图利用一切方法来抓住这个领域最好的（人才），secure the best，抓住最好的。realise是实现，attain是获得，后面不能接人，achieve是实现一个目标。24题，rise in popularity，固定搭配，popularity是知名度的意思，这个词组应该可以翻译成声名鹊起。25题，provides with,提供。给组织提供另外一种方法。offer的用法是offer sb sth，contribute在这里意思不对。26题，是公司能够增加价值，enable27题，这题的意思很明显，测试（testing）作为招聘过程的一个组成部分，要区分选项的几个单词，尤其是portion和component，看英英解释。Component：one of several parts that together make up a whole machine, system etcPortion：a part of something larger, especially a part that is different from the other parts这里强调testing是一个组成部分，没有说明特殊的地方，选component。28题，对每个人未来的可能表现没有一个真正的衡量。选measure。29题，fill a position，填补空位，fill在这里的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能选occupy，因为occupy更强调人的一种主动，而这里只是客观说某个需要填补的职位。30题，in the business of，也是一种固定的说法，在什么的过程中。很多场合都可以使用。可以多看几个例句：Were in the business of stimulating the economy（By Obama）Energetics is a specialist management consultancy in the business of climate changeBEC商务英语高级考试历年真题（3）There is a commonly held view that the only way to get (0) decent pay increase is to move on: to go out into the job market and find someone (31) is prepared to pay you a figure more in line (32) the talents you can offer. Whilst changing employers from time (33) time is something we probably all need to do to advance our careers in the directions we want them to take, it is nevertheless an activity that carries quite definite risks. Irrespective of (34) well we research prospective employers, a new job is still largely a step into the unknown . It may turn (35) to be a good move or it could prove to be a complete disaster : most of us (36) had experience of both. The point here, though, is that changing employers is not something we want to be doing all the time and certainly not (37) time we feel the urge for better pay . Wed (38) taking more risks than we needed to just to achieve a pay rise. Getting a pay rise should always be viewed (39) a serious business. There are no quick fixes or gold methods with “ guaranteed “ results. Quick fixes only serve to trivialize the issues and could (40) some circumstances get you into very serous trouble indeed.答案及解析关于加薪的文章，教你怎么样实现加薪。这道题目不难，但是抛开题目，单说文章里谈的加薪的方法，各位还是要辩证的看。要想人生第一份工作就找到自己满意的，是挺难，可是以加薪为目的跳槽，也未必是什么明智的好办法。31题，太明显的定语从句，前面是someone，那么当然填入表示人的关系代词who。32题，in line with，和什么一致，固定搭配，在中级的选词版完型里常考到这个词组。这句的意思是，找个一个愿意给你提供和你才能更加一致的薪水的人。33题，from time to time，时不时的。changing employers from time to time，时不时的换老板。34题，Irrespective of，同regardless of一样，后面接让步状语从句，不管我们对可能的雇主研究的多么好，新的工作都是一个未知数。用how well。35题，turn out to be，固定用法。36题，换工作，要么是个好的举措，要么将成为灾难。而我们大多数人这两种经历都有。有这种经历，是过去完成时，用have+done。37题，理解前后文意思。换老板不是件我们经常愿意做的事情，并且也不是一想要加薪就要换老板。用every time，表示每次要加薪就准备换老板。38题，这题有点难度，考验人的语法功底。首先这个句子是虚拟语气，Wed是we would的缩写，而不是we had。是表示对将来的假设，我们要承担更多的风险。所以用would be。 39题，比较明显的，view as，将什么视作什么。40题，和circumstance相关的词组，很容易想到under/on some circumstance，在某种情况下。BEC商务英语高级考试历年真题（4）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 are 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, management structures prevent genuine feedback8 An increasing amount of effort is being dedicated to the appraisal process.APerformance 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 were spent in the earnest ritual of rating and ranking performance. Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted. Human 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 too many workers suffer from the injustices that this generates.BThe 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 means 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.CWithin the production system at the car manufacturer Toyota, there is nothing that is recognizable as performance appraisal. Every operation in the system has an associated measure. The measure has 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. Toyotas basic idea is expressed in the axiom “bad news first” . Both managers and workers are psychologically 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.DIn many companies , performance appraisal springs from misguided as 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 appraisal experience becomes a question of pleasing the boss, particularly in meetings, which is psychologically unsafe and socially driven, determining who is “in” and who is “ out”.EWhen judgement is replaced by feedback in the true sense, organizations wil