BEC中級閱讀真題解析
bec真題可以讓我們提前了解bec往年的考試范圍，題型和內(nèi)容，對我們有很大的參考價值，為了方便大家備考，下面小編給大家?guī)鞡EC中級閱讀真題解析。
BEC中級閱讀真題解析1
Finding the right people
When a small company grows, managers must take on many new roles. Besides the day-to-day running of the business, they find themselves responsible for, among other things, relations with outside investors, increased levels of cashflow and, hardest of all, recruitment.
For most managers of small and medium-sized enterprises, the job of searching for, interviewing and selecting staff is difficult and time-consuming. (0) ... .G... . Interviewing, for example, is a highly skilled activity in itself.
'We have found the whole process very hard,' says Dan Baker, founding partner of a PR company. 'In seven years we have grown from five to eighteen staff, but we have not found it easy to locate and recruit the right people.' (8).........As Dan Baker explains, 'We went to one for our first recruitment drive, but they took a lot of money in advance and didn't put forward anybody suitable. In the end we had to do it ourselves.'
Most recruitment decisions are based on a pile of CVs, a couple of short interviews and two cautious references. David Rowe, a business psychologist, studied how appointments were made in five small companies. He claims that selection was rarely based on clear criteria. (9).........This kind of approach to recruitment often has unhappy consequences for both employers and new recruits.
Small companies often know what kind of person they are looking for. (10)......... According to David Rowe, this means that small company managers themselves have to devote more time and energy to recruitment. It shouldn't be something that is left to the evenings or weekends.
Many companies start the recruitment process with over-optimistic ideas about the type of person that will fit into their team. 'It's very easy to say you must have the best people in the top positions,' says Alex Jones, managing partner of an executive recruitment company. 'But someone who is excellent in one company may not do so well in another environment.(11).........You can never guarantee a successful transfer of skills.'
Whatever the candidate's qualifications, their personal qualities are just as important since they will have to integrate with existing members of staff. This is where, the recruitment industry argues, they can really help.
According to Alex Jones, 'A good recruitment agency will visit your company and ask a lot of questions. (12).........They can ask applicants all sorts of questions you don't like to ask and present you with a shortlist of people who not only have the skills, but who are likely to fit in with your company's way of doing things.'
A finance director in a big company, for example, will often make a terrible small company finance director because he or she is used to having a team doing the day-to-day jobs.
B More often than not, the people making the choice prioritised different qualities in candidates or relied on guesswork.
C Recruitment would seem an obvious task to outsource, but the company's experience of recruitment agencies was not encouraging.
D They need paying for that, of course, but you will have them working for you and not for the candidate.
E They are usually in very specific markets and the problem they face is that recruitment agencies may not really understand the sector.
F This means that companies cannot spend more than the standard ten minutes interviewing each applicant.
G Yet few are trained and competent for all aspects of the task
Finding the right people，尋找合適的人。是說的小公司在起步發(fā)展階段找到合適人才的難度和重要性。第一段總論小公司的經(jīng)理們往往身兼數(shù)職，而其中最有難度的，還是招人。文章介紹了找到合適的人應(yīng)該注意的問題，并且說招人這種事不可能過度寄希望于招聘機構(gòu)。
第八題，這一題的前面說招人相當(dāng)?shù)睦щy，后面一個as Dan Baker explains，說曾經(jīng)找過招聘機構(gòu)，結(jié)果人家要提前收錢并且也沒有提供合適的人，最后還是得靠自己。從這里的as …explains和后面的解釋可以看出，第八空的內(nèi)容應(yīng)該是和招聘機構(gòu)有關(guān)，招聘機構(gòu)并不能滿足公司的需要。選項C正好滿足這一特點：招聘看起來像是個很明顯的適合交外辦理的任務(wù)，但是這個公司同招聘機構(gòu)打交道的經(jīng)歷不那么的鼓舞人。was not encouraging是關(guān)鍵點。
第九題，這一段都是講招人的決策不夠科學(xué)?；?a href='http://m.rzpgrj.com/jianlizhizuo/' target='_blank'>簡歷或者是簡短的面試，很少有明確的準(zhǔn)則。第九空的后面是This kind of approach to recruitment often has unhappy consequences?？梢姷诰趴盏膬?nèi)容還是和招聘的方法有關(guān)，并且是負(fù)面的。B選項符合這一條件：通常(more often than not是often的意思，插入語)，做決定的人將候選人身上的不同素質(zhì)按優(yōu)先順序給排好，或者依賴于猜測。
第十題，這一題的后面說this means the small company managers themselves have to devote more time and energy to recruitment。這意味著小公司自己要多花時間和精力在招人上。這里的this means的this是個暗示，可以看出第十題這里應(yīng)該填入的是一些不太有利的因素，使得公司只有自己去招人。E選項符合這一要求：他們通常處于一些特殊市場上，面臨的問題是招聘機構(gòu)并不真正理解這一行業(yè)。
第十一題，這一段是講招的人能否適應(yīng)公司的環(huán)境的問題。這一空前面說的很明確：But someone who is excellent in one company may not do so well in another environment。在一個公司出色的人并不一定能在另一個環(huán)境里干的好。這一空的后面一句也是補充說明這一觀點的?？梢姷谑豢盏膬?nèi)容仍然是這個，沒有轉(zhuǎn)折。A選項填入正好，是舉例說明11空前面的觀點：比方說，一個大公司的財務(wù)總監(jiān)在小公司往往會干的很糟糕，原因是他或她已經(jīng)習(xí)慣有一個團隊來進(jìn)行每日的工作。
第十二題，最后一段是和招聘機構(gòu)相關(guān)的。前面說招聘機構(gòu)會上門服務(wù)并且詢問很多的問題。這一空的后面說的是招聘機構(gòu)如何幫助招人。選項D可以填入，D的They need paying for that的that是個暗示，指代前面的上門服務(wù)。D選項的后半部分說要讓招聘公司為你而不是為候選人服務(wù)，可以和這一段的后半部分對應(yīng)上。
BEC中級閱讀真題解析2
Department Store Magic
For most of the 20th century Smithson's was one of Britain's most successful department stores, but by the mid-1990s, it had become dull. Still profitable, thanks largely to a series of successful advertising campaigns, but decidedly boring. The famous were careful not to be seen there, and its sales staff didn't seem to have changed since the store opened in 1908. Worst of all, its customers were buying fewer and fewer of its own-brand products,the major part of its business, and showing a preference for more fashionable brands.
But now all this has changed, thanks to Rowena Baker, who became Smithson's first woman Chief Executive three years ago. Since then, while most major retailers in Britain have been losing money, Smithson's profits have been rising steadily. When Baker started, a lot of improvements had just been made to the building, without having any effect on sales, and she took the bold decision to invite one of Europe's most exciting interior designers to develop the fashion area, the heart of the store. This very quickly led to rising sales, even before the goods on display were changed. And as sales grew, so did profits.
Baker had ambitious plans for the store from the start. 'We're playing a big game, to prove we're up there with the leaders in our sector, and we have to make sure people get that message. Smithson's had fallen behind the competition. It provided a traditional service targeted at middle-aged, middle-income customers, who'd been shopping there for years, and the customer base was gradually contracting. Our idea is to sell such an exciting variety of goods that everyone will want to come in, whether they plan to spend a little or a lot.' Baker's vision for the store is clear, but achieving it is far from simple. At first, many employees resisted her improvements because they just wouldn't be persuaded that there was anything wrong with the way they'd always done things, even if they accepted that the store had to overtake its competitors. It took many long meetings, involving the entire workforce, to win their support. It helped when they realised that Baker was a very different kind of manager from the ones they had known.
Baker's staff policies contained more surprises. The uniform that had hardly changed since day one has now disappeared. Moreover, teenagers now get young shop assistants, and staff in the sports departments are themselves sports fans in trainers. As Baker explains, 'How can you sell jeans if you're wearing a black suit? Smithson's has a new identity, and this needs to be made clear to the customers.' She's also given every sales assistant responsibility for ensuring customer satisfaction, even if it means occasionally breaking company rules in the hope that this will help company profits.
Rowena Baker is proving successful, but the City's big investors haven't been persuaded. According to retail analyst, John Matthews, 'Money had already been invested in refurbishment of the store and in fact that led to the boost in sales. She took the credit, but hadn't done anything to achieve it. And in my view the company's shareholders are not convinced. The fact is that unless she opens several more stores pretty soon, Smithson's profits will start to fall because turnover at the existing store will inevitably start to decline.'
13 According to the writer, in the mid-1990s Smithson's department store
A was making a loss.
B had a problem keeping staff.
C was unhappy with its advertising agency.
D mostly sold goods under the Smithson's name.
14 According to the writer, Smithson's profits started rising three years ago because of
A an improvement in the retailing sector.
B the previous work done on the store.
C Rowena Baker's choice of designer.
D a change in the products on sale.
15 According to Rowena Baker, one problem which Smithson's faced when she joined was that
A the number of people using the store was falling slowly.
B its competitors offered a more specialised range of products.
C the store's prices were set at the wrong level.
D customers were unhappy with the service provided.
16 According to the writer, many staff opposed Baker's plans because
A they were unwilling to change their way of working.
B they disagreed with her goals for the store.
C they felt they were not consulted enough about the changes.
D they were unhappy with her style of management.
17 Baker has changed staff policies because she believes that
A the corporate image can be improved through staff uniforms.
B the previous rules were not fair to customers.
C customers should be able to identify with the staff serving them.
D employees should share in company profits.
18 What problem does John Matthews think Smithson's is facing?
A More money needs to be invested in the present store.
B The company's profits will only continue to rise if it expands.
C The refurbishment of the store is proving unpopular with customers.
D Smithson's shareholders expect a quick return on their investments.
《Department store magic》，字面上是百貨公司的魔力。講的是英國的一個百貨公司如何擺脫困境。第一段是點明公司所遭遇的困境，接著第二段講一個女CEO上臺開始轉(zhuǎn)變局面，第三段和第四段具體講這位女CEO的應(yīng)對措施，最后一段總結(jié)：革命尚未成功，同志仍需努力。
13題，問在90年代中期這個百貨公司的情況是什么樣的。答案是第一段的最后一句：its customers were buying fewer and fewer of its own-brand products, the major part of its business, and showing a preference for more fashionable brands.這個題目的答案有相當(dāng)?shù)拿曰笮?。整個句子都是在講客戶購買的越來越少，偏好更多的時尚品牌。所以很容易誤選A，但實際上這里并沒有說虧損。關(guān)鍵是這個地方：its own-brand products, the major part of its business。自由品牌仍然是公司業(yè)務(wù)的主要部分。所以應(yīng)該選D：主要銷售Smithson名下的產(chǎn)品。Under the Smithson’s name也就是its own brand products。
14題，問Smithson的利潤從三年前開始增長，原因是什么。答案是第二段的這么一句：she took the bold decision to invite one of Europe's most exciting interior designers to develop the fashion area她做出了一個大膽的決定，邀請了歐洲最刺激的室內(nèi)設(shè)計師來開發(fā)時尚領(lǐng)域。后面緊接著就說This very quickly led to rising sales，所以答案選C：Rowena Baker的設(shè)計師選擇。
15題，問當(dāng)Rowena Baker加入時公司面臨的一個問題是什么。這題的關(guān)鍵是要理解一個句子中一個詞的含義：It provided a traditional service targeted at middle-aged, middle-income customers, who'd been shopping there for years, and the customer base was gradually contracting.。它提供的傳統(tǒng)服務(wù)目標(biāo)人群是中年中等收入者，這些人已經(jīng)在那購物多年。并且客戶基數(shù)逐漸減少。Contracting:縮小，收縮的意思。所以答案選A。
16題，問很多員工反對Baker計劃的原因是什么。答案是這么一句：many employees resisted her improvements because they just wouldn't be persuaded that there was anything wrong with the way they'd always done things。不愿意被說服他們以前做事情的方式有什么問題。意思也就是不愿意改變他們工作的方式。選A。
17題，問Baker改變員工政策的原因是什么。答案在第四段，Baker的原話：How can you sell jeans if you're wearing a black suit? Smithson's has a new identity, and this needs to be made clear to the customers。你怎么能穿著黑西服賣牛仔?Smithson有一個新的身份，這些必須對客戶很明確。也就是C選項說的“客戶必須能辨別出服務(wù)他們的員工”，A不對，沒有提到改善公司形象，B和C在原文沒有提到。
18題，問John認(rèn)為Smithson面臨的問題是什么。答案是最后一段的最后一句：The fact is that unless she opens several more stores pretty soon, Smithson's profits will start to fall because turnover at the existing store will inevitably start to decline.事實上除非她盡快的開更多的店，Smithson的利潤將會減少因為現(xiàn)有商店的營業(yè)額將不可避免的開始下降。也就是B所說的除非擴張，公司的利潤才會繼續(xù)增長。
BEC中級閱讀真題解析3
Managing a career on the way up is quite different from managing one at the top of an organisation. Individuals on the way up have to build relationships with the people they (19)to.They usually have to (20) with subordinates in addition to people at the same level as themselves. The most senior staff only have those under them to relate to. This book (21)the idea that all working relationships, including the relationship with one's boss, can and should be managed.
You do not have to be (22) than your manager in order to manage the relationship. Nor do you have to be better than your manager in any (23).Your manager may well be your career (24) and guide: he or she may have taught you almost everything you know about your(25) of business - and may continue to teach you more. You may be planning to remain under his or her guidance in the future. None of these (26)should alter your relationship with your manager or (27) you off 'managing upwards'. I use this phrase to (28) to the management of one's bossbecause, for many people on the way up, it is the first relationship they have to get right.
You can, of course, get on at work just by (29) positively to your manager, but that is not likely to be the most successful way to (30) your working life. An active policy of managing upwards will make you more successful and, at the same time, make the business of going to work more enjoyable. It can also be a way to show (31) to your manager for the efforts he or she has made on your (32) Finally, managing upwards will make it easier for your manager to manage you,leaving him or her more time for other (33) and tasks.
19 A notify B inform Caccount D report
20 A unite B contact C handle D deal
21 A promotes B presses C advertises Dconvinces
22 A clearer B deeperCsmarter Dfuller
23 A respect B fashion Cpart D means
24 A leader B supporter C adviser D helper
25 A courseB line C path Droute
26 A factors B aspects Ccauses D topics
27 A put B see C keep D take
28 A specify B identify C indicate D refer
29 A giving B operating C reacting D co-operating
30 A run B forward C move D make
31 A appraisal B value C appreciation D regard
32 A advantage B benefit C side D behalf
33 A posts B roles C positions D acts
Managing upwards，打理同上司的關(guān)系。
19題，report to，對什么。。。負(fù)責(zé)，隸屬;從屬。用在這里句子意思正好：處于上升階段的個人需要同他們所從屬的人處理好關(guān)系。A、B的詞后面都接of，account to 是解釋的意思，用在這里意思不對。
20題，聯(lián)系此空上下文，應(yīng)該是說處理與下屬的關(guān)系。deal with后接somebody是表示處理和某人的關(guān)系。A、B意思不對，C是及物動詞，后面不需要with。
21題，promote促進(jìn)，推動。promote the idea，推動某個想法。
22題，根據(jù)意思選詞。處理與上司的關(guān)系不需要比上司更聰明。其他幾個詞用在此處的話都有些怪異，很容易排除。
23題，respect，指方面。與aspect同義。常見的用法。
24題，這個空要聯(lián)系上下文，并且參考后面的guide?！癶e or she may have taught you almost everything you know”，也就是說TA會對你的工作進(jìn)行很多指導(dǎo)，因為有taught，所以不是supporter或者h(yuǎn)elper，選leader又感覺拉遠(yuǎn)了距離，因此選adviser。
25題，一個讓人頭疼的商業(yè)英語固定詞組。line of business，有業(yè)務(wù)和經(jīng)營產(chǎn)品的意思。提供幾個例句就很好理解含義了：
We specialize in this line of business我們專門經(jīng)營此項服務(wù);
Does this item come under your line of business? 我想知道這種產(chǎn)品屬您經(jīng)營的范圍嗎?
You meet some very interesting people in my line of business干我們這行，你會遇到很多有趣的人。
26題，根據(jù)前后文意思，選factors，因素。
27題，put off一般表示延遲，但它還有一個不太出名的意思是阻礙。see off，送行;keep off,遠(yuǎn)離;take off，起飛。
28題，根據(jù)意思選refer to，提及，描述。
29題，react to，固定搭配，對什么作出反應(yīng)。用在這里意思也吻合。
30題，the most successful way to (30) your working life，意思上應(yīng)該填入表示經(jīng)營、管理等的意思，run有這個意思。C和D 用法不對，forward something是指轉(zhuǎn)發(fā)郵件。
31題，appreciation，，表示感激之情。
32題，on one’s behalf，站在某人的立場上，為某人的利益。此處的意思是對他為你所做出的努力表示感激。
33題，role，職能，角色。為經(jīng)理騰出空來扮演其他的角色。position是位置，位置一直是經(jīng)理，沒別的;act是行為，法案。
BEC中級閱讀真題解析相關(guān)文章：
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BEC中級閱讀真題解析
