2020年度BEC商务英语高级考试历年真题模拟

BEC商务英语高级考试历年真题

资料仅供参考

BEC商务英语高级考试历年真题（1）

TheNegotiatingTable

Youcannegotiatevirtuallyanything.

Projects,resources,expectationsand

deadlinesarealloutcomesofnegotiation.

Somepeoplenegotiatedealsforaliving.Dr

HerbCohenisoneoftheseprofessional

talkers,calledinbycompaniestonegotiate

ontheir??behalf.Heapproachestheartof

negotiationasagamebecause,asheis

usuallynegotiatingforsomebodyelse,he

saysthishelpshimdraintheemotional

contentfromhisconversation.Heisworking

inacompetitivefieldandneedstoavoid

beingtooadversarial.Whetherhesucceeds

ornot,itisimportanttohimtomakeagood

impressionsothatpeoplewillrecommendhim.

Thestartingpointforanydeal,he

believes,istoidentifyexactlywhatyou

wantfromeachother.Moreoftenthannot,

onepartywillbetryingtopersuadethe

otherroundtotheirpointofview.

资料仅供参考

Negotiationrequirestwopeopleattheend

saying'yes",Thiscanbeaproblembecause

oneofthemusuallybeginsbysaying"no".

However,althoughthiscanmaketalksmore

difficult,thisisoftenjustastarting

pointinthenegotiationgame.Top

managementmaywellrejecttheidea

initiallybecauseitisthesaferoptionbut

theywouldnotbethereiftheywerenot

interested.

Itisamisconceptionthatskilled

negotiatorsaresmoothoperatorsinsmart

suits.DrCohensaysthatoneofhis

strategiesistodressdownsothattheother

sidecanrelatetoyou.Pitchyourlookto

suityourcustomer.Youdonotneedtomake

themfeelbetterthanyoubut,Forexample,

dressinginastylethatisnotovertly

expensiveorsuccessfulwillmakeyoumore

approachable.Peoplewillgenerallyfeel

morecomfortablewithsomebodywhoappears

tobelikethemratherthansuperiortothem.

资料仅供参考

Theymaynotlikeyoubuttheywillfeelthey

cantrustyou.

DrCohensuggeststhatthebestwayto

sellyourproposalisbygettingintothe

worldoftheotherside.Askquestions

ratherthangiveanswersandtakean

interestinwhattheotherpersonissaying,

evenifyouthinkwhattheyaresayingis

silly.Youdonotneedtobecometheirbest

friendsbutbeingtoocleverwillalienate

them.Alotofdealsaremadeonimpressions.

Donotrushwhatyouaresaying---putafew

hesitationsin,donottrytoblindthem

withyourverbaldexterity.Also,youshould

repeatbacktothemwhattheyhavesaidto

showyoutakethemseriously.

Inevitablysomedealswillnotsucceed.

Generallythelongerthenegotiationsgoon,

thebetterchancetheyhavebecausepeople

donotwanttothinktheirinvestmentand

energieshavegonetowaste.However,joint

venturecanmeanjointriskandsometimes,

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ifthisbecomestoogreat,neitherpartymay­

bepreparedtoseethedealthrough.More

commonisacorporatecultureclashbetween

companies,whichcanputpaidtoanydeal.

Evenhavingagreedadeal,thingsmaynotbe

tiedupquicklybecausewhenthelawyersget

involved,everythinggetssloweddownas

theyargueaboutsmalldetails.

DeCohenthinksthatchildrenarethe

mastersofnegotiation.Theirgoalsare

totallyselfish.Theyunderstandthe

decision-makingprocesswithinfamilies

perfectly.IfMumrefusestheirrequest,

theywilltroopalongtoDadandpressurehim.

Ifalelsefails,theywilltrythe

grandparents,usingsomeemotional

blackmail.Theycanalsobevery

single-mindedandhaveaninexhaustible

supplyofenergyforthecausetheyare

pursuing.Sotherearelessontobelearned

fromwatchingandlisteningtochildren.

15DrCohentreatsnegotiationasagame

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inorderto

Aputpeopleatease

Bremaindetached

Cbecompetitive

Dimpressrivals

16Manypeoplesay"no"toasuggestion

inthebeginningto

Aconvincetheotherpartyoftheir

pointofview

Bshowtheyarenotreallyinterested

Cindicatetheywishtotaketheeasy

option

Dprotecttheircompany'ssituation

17DrCohensaysthatwhenyouaretrying

tonegotiateyoushould

Aadaptyourstyletothepeopleyouare

talkingto

Bmaketheothersidefeelsuperiorto

you

Cdressinawaytomakeyoufeel

comfortable.

Dtrytomaketheothersidelikeyou

资料仅供参考

18AccordingtoDrCohen,understanding

theotherpersonwillhelpyouto

Againtheirfriendship

Bspeedupthenegotiations

Cplanyournextmove.

Dconvincethemofyourpointofview

19Dealssometimesfailbecause

Anegotiationshavegoneontoolong

Bthecompaniesoperateindifferent

ways

Conepartyrisksmorethantheother.

Dthelawyersworktooslowly

20DrCohenmentionschildren's

negotiationtechniquestoshowthatyou

should

Abepreparedtotryeveryroute

Btrynottomakepeoplefeelguilty

Cbecarefulnottoexhaustyourself

Dcontrolthedecision-makingprocess.

关于negotiatingtechniques的文章。传

统的阅读题型，相对比较容易。

15题，答案很明显：hesaysthishelpshim

资料仅供参考

draintheemotionalcontentfromhis

conversationo帮助她抽离她的谈话中的感情成

分。要想选对，只需要知道选项B中detached

的含义：notreactingtoorbecominginvolved

insomethinginanemotionalway

16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：Topmanagementmaywell

rejecttheideainitiallybecauseitisthe

saferoptionbuttheywouldnotbethereif

theywerenotinterested.o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。可是如果她们真的不感兴趣的话，她

们就不会在那里（谈判）了。A在这段文字中没

有提到，B不对，她们肯定是感兴趣的，C也不

对没有提到，原文说的是saferoption。选D,

之因此会拒绝，因为从维护公司利益的角度，这

样是一个saferoption。

17题，答案也很明显：DrCohensaysthat

oneofhisstrategiesistodressdownso

thattheothersidecanrelatetoyou.这里

资料仅供参考

的两个词组能够解释下：

dressdown:towearclothesthatare

moreinformalthantheonesyouwould

usuallywearrelateto:tofeelthatyou

understandsomeone，sproblem,situationetc

因此这个句子意思是穿的不那么正式，这样

能够让另一方接近你。也就是A说的是你的风格

适应你的谈判对象。C不对，不是makeyoufeel

comfortable,而是makeothersfeel

comfortableoD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：DrCohen

suggeststhatthebestwaytosellyour

proposalisbygettingintotheworldofthe

otherside.o走进另一方的世界，就是原文说

的understandingtheotherperson,目的是

为了sellyourproposal,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：Morecommonisacorporateculture

clashbetweencompanies,whichcanputpaid

toanydealo公司文化冲突导致的。文化冲突,

资料仅供参考

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

inexhaustiblesupplyofenergyoD也没有提

到。

BEC商务英语高级考试历年真题(2)

TheScientificApproachtoRecruitment

Whenit(0)toselectingcandidates

throughinterview,moreoftenthannotthe

decisionismadewithinthefirstfive

minutesofameeting.??Yetemployersliketo

(21)themselvesthattheyarebeing

exceptionallythoroughintheirselection

processes.Intoday,scompetitivemarket

place,the(22)ofstaffinmany

organizationsisfundamentaltothe

资料仅供参考

company,ssuccessand,asaresult,

recruitersuseallmeansattheirdisposal

to(23)thebestinthefield.

Onemethodinparticularthathas(24)

inpopularityistesting,either

psychometrictesting,whichattemptsto

definepsychologicalcharacteristics,or

ability£aptitudetesting(25)an

organizationwithanextrawayof

establishingacandidate'ssuitabilityfor

arole.It(26)companiestoaddvalueby

identifyingkeyelementsofapositionand

thentestingcandidatestoascertaintheir

abilityagainstthoseidentifiedelements.

Theemploymentofpsychometricor

abilitytestingasone(27)ofthe

recruitmentprocessmayhavesomemerit,but

inrealitythereisnoreal(28),scientific

orotherwise,ofthepotentialfuture

performanceofanyindividual.Theanswerto

thisproblemisexperienceininterview

techniquesandstrongdefinitionofthe

资料仅供参考

elementsofeachpositiontobe(29)asthe

wholerecruitmentprocessisbasedonfew

realcertainties,theinstinctivedecisions

thatmanyemployersmake,basedonaCTand

thefirstfiveminutesofameeting,are

probablynolessvalidthananyothertool

employedinthe(30)ofrecruitment.

21.AsuggestBconvinceCadviseD

believe

22.AworthBcreditCqualityD

distinction

23.AsecureBreliesCattainD

achieve

24.AliftedBenlargedCexpandedD

risen

25.AprovidesBoffersCcontributes

Dgives

26.AletsBenablesCagreesDadmits

27.AportionBmemberCshareD

component

28.AextentBsizeCamountD

measure

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29.AoccupiedBmetCfilledD

appointed

30AbusinessBtopicCpointD

affair

《Thescientificapproachto

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。可是雇主们

试图使自己详细相信她们在挑选过程中是经过

了深思熟虑的。Convinceoneself,使确信。其

它的词没有这个用法。

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），securethebest,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，riseinpopularity,固定搭配，

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popularity是知名度的意思，这个词组应该能

够翻译成声名鹊起。

25题，provideswith,提供。给组织提供

另外一种方法。offer的用法是offersbsth,

contribute在这里意思不对。

26题，是公司能够增加价值，enable

27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，特别是portion和component,看英英

解释。

Component：oneofseveralpartsthat

togethermakeupawholemachine,systemetc

Portion：apartofsomethinglarger,

especiallyapartthatisdifferentfromthe

otherparts

这里强调testing是一个组成部分，没有说

明特殊的地方，选componento

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,fillaposition,填补空位，fill

在这里的意思是toperformaparticularjob,

activity,orpurposeinanorganization,or

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tofindsomeoneorsomethingtodothiso

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，inthebusinessof,也是一种固

定的说法，在什么的过程中。很多场合都能够使

用。能够多看几个例句：

We'reinthebusinessofstimulatingthe

economy(ByObama)

Energeticsisaspecialistmanagement

consultancyinthebusinessofclimate

change

BEC商务英语高级考试历年真题(3)

Thereisacommonlyheldviewthatthe

onlywaytoget(0)decentpayincreaseis

tomoveon:togooutintothejobmarketand

findsomeone(31)ispreparedtopayyoua

figuremoreinline(32)thetalentsyoucan

offer.Whilstchangingemployersfromtime

(33)timeissomethingweprobablyallneed

todotoadvanceourcareersinthe

资料仅供参考

directionswewantthemtotake,itis

neverthelessanactivitythatcarriesquite

definiterisks.Irrespectiveof(34)wellwe

researchprospectiveemployers,anewjobis

stilllargelyastepintotheunknown,It

mayturn(35)tobeagoodmoveoritcould

provetobeacompletedisaster:mostofus

(36)hadexperienceofboth.Thepointhere,

though,isthatchangingemployersisnot

somethingwewanttobedoingallthetime

andcertainlynot(37)timewefeeltheurge

forbetterpay.We'd(38)takingmorerisks

thanweneededtojusttoachieveapayrise.

Gettingapayriseshouldalwaysbeviewed

(39)aseriousbusiness.Therearenoquick

fixesorgoldmethodswith“guaranteed

“results.Quickfixesonlyserveto

trivializetheissuesandcould(40)some

circumstancesgetyouintoveryserous

troubleindeed.

答案及解析

关于加薪的文章，教你怎么样实现加薪。这

资料仅供参考

道题目不难，可是抛开题目，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whoo

32题，inlinewith,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，fromtimetotime,时不时的。

changingemployersfromtimetotime,时不

时的换老板。

34题，Irrespectiveof,同regardlessof

一样，后面接让步状语从句，不论我们对可能的

雇主研究的多么好，新的工作都是一个未知数。

用howwello

35题，turnouttobe,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

资料仅供参考

们经常愿意做的事情，而且也不是一想要加薪就

要换老板。用everytime,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，We'd是wewould

的缩写，而不是wehad。是表75对将来的假设,

我们要承担更多的风险。因此用wouldbe。

39题，比较明显的，viewas,将什么视作

什么。

40题，和circumstance相关的词组，很容

易想到under/onsomecircumstance,在某种

情况下。

BEC商务英语高级考试历年真题（4）

1Genuinefeedbackwouldrelease

resourcestobeusedelsewhere.

2Managersareexpectedtoenabletheir

stafftoworkeffectively.

3Expertsareunlikelytofacilitateamove

togenuinefeedback.

4Therearebenefitswhenmethodsof

资料仅供参考

evaluatingperformancehavebeennegotiated.

5Appraisalstendtofocusonthenatureof

theface-to-facerelationshipbetweenemployees

andtheirlinemanagers.

6Theideathatemployeesareresponsible

forwhattheydoseemsreasonable.

7Despiteexperts9assertion,management

structurespreventgenuinefeedback

8Anincreasingamountofeffortisbeing

dedicatedtotheappraisalprocess.

A

Performanceappraisalisontheupandup.

Itusedtorepresenttheonetimeofyearwhen

gettingonwiththeworkwasputonholdwhile

enormousquantitiesofmanagementhourswere

spentintheearnestritualofratingandranking

performance.Nowthepracticeisevenmore

frequent.Thisofcoursemakesitallthemore

importanthowappraisalisconducted.Human

resourcesprofessionalsclaimthatmanagers

shouldstriveforobjectivityandthusfor

feedbackratherthanjudgement.Butthesimple

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factofthematteristhatthenatureofhierarchy

distortstheconceptoffeedbackbecause

performancemeasureareconceived

hierarchically.Unfortunately,alltoomany

workerssufferfromtheinjusticesthatthis

generates.

B

Thenotionbehindperformanceappraisal-

thatworkersshouldbeheldaccountablefor

theirperformance-isplausible.However,the

evidencesuggeststhatthepremiseiswrong.

Contrarytoassumptionsappraisalisnotan

effectivemeansofperformanceimprovement-it

isjudgementimposedratherthanfeedback,a

judgementimposedbythehierarchy.Useful

feedback,ontheotherhand,wouldbe

informationthattoldboththemanagerand

workerhowwelltheworksystemfunctioned,

andsuggestedwaystomakeitbetter.

C

Withintheproductionsystematthecar

manufacturerToyota,thereisnothingthatis

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recognizableasperformanceappraisal.Every

operationinthesystemhasanassociated

measure.Themeasurehasbeenworkedout

betweentheoperatorsandtheirmanager.In

everycase,themeasureisrelatedtothepurpose

ofthework.Thatmeasureisthebasisof

feedbacktothemanagerandworkeralike.

Toyota'sbasicideaisexpressedintheaxiom

“badnewsfirst".Bothmanagersandworkers

arepsychologicallysafeintheknowledgethatit

isthesystem-nottheworker-thatisthe

primaryinfluenceonperformance.Itis

managemenfsresponsibilitytoensurethatthe

workersoperateinasystemthatfacilitatestheir

performance.

D

Inmanycompanies,performance

appraisalspringsfrommisguidedas

assumptions.Tojudgeachievement,managers

usedateabouteachworker'sactivity,notan

evaluationoftheprocessorsystem's

achievementofpurpose.Theresultisthat

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performanceappraisalinvolvesmanagers9

judgementoverrulingtheirstaffs,ignoringthe

trueinfluencesonperformance.Thusthe

appraisalexperiencebecomesaquestionof

pleasingtheboss,particularlyinmeetings,

whichispsychologicallyunsafeandsocially

driven,determiningwhois"in”andwhois

“out”.

E

Whenjudgementisreplacedbyfeedbackin

thetruesense,organizationswillhavealotmore

timetodevotetotheircustomersandtheir

business.Notimewillbewastedinappraisal.

Thisrequiresafundamentalshiftinthewaywe

thinkabouttheorganizationofperformance

appraisals,whichalmostcertainlywillnotbe

forthcomingfromthehumanresources

profession.

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，说真正的反馈能够释放用在别处的

资源。意思上真正的反馈能够让人腾出精力。答

资料仅供参考

案是E段的第一句：Whenjudgementisreplaced

byfeedbackinthetruesense,organizationswill

havealotmoretimetodevotetotheir

customersandtheirbusinesso这题的意思还算

比较明显，feedbackinthetruesense,就是

genuinefeedback,devotetotheircustomersand

thebusiness,就是把资源释放在别的地方。

第二题，说经理们是被期望着使员工工作得

更有效率。答案是C段的最后一句：Itis

managemenfsresponsibilitytoensurethatthe

workersoperateinasystemthatfacilitatestheir

performance.经理们的责任，也就是managers

areexpectedto,有利于她们的表现，就是enable

theirstafftoworkeffectivelyo

第三题，说专家不大可能有利于真正反馈的

进程。答案是E段的最后一句：whichalmost

certainlywillnotbeforthcomingfromthe

humanresourcesprofessiono人力资源专家，就

是expertso需要理解下这里的forthcoming的含

义：willingtodivulgeinformation.（人）愿意

透露消息的。专家们不愿意透露消息，也就是不

能指望专家来facilitateo

资料仅供参考

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Themeasure

hasbeenworkedoutbetweentheoperatorsand

theirmanagero这个措施是在操作者和经理们之

间拟定的。betweentheoperatorsandmanagers,

也就是评估表现的方法是被商讨了的。后面介绍

的情况都是这个measure有多么的好：isthe

basisoffeedbacko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她们直属

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，首先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，谁还敢揭自己上司的短？因此

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：Thusthe

appraisalexperiencebecomesaquestionof

pleasingthebosso评估过程成了讨好自己的老

板，说的就是这个意思。

P.S：这是我个人对这道题的理解，大家有

异议，能够提。

资料仅供参考

第六题，说员工对她们所作负责的想法听起

来很合理。答案是B段的第一句：Thenotion

behindperformanceappraisal-thatworkers

shouldbeheldaccountablefortheir

performance-isplausibleo这里的accountable

就是负有责任。Plausible是貌似真实的，也就是

seemsreasonableo

第七题，说虽然有专家们的主张，管理层的

结构阻止了真正的反馈。答案是A段的这么一

句：thesimplefactofthematteristhatthe

natureofhierarchydistortstheconceptof

feedbacko管理层的机构，就是这句里提到的the

natureofhierarchy,等级制的性质。这个单词

在BEC阅读里常出现。distort,扭曲，就是选

项里的prevento

第八题，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：Nowthe

practiceisevenmorefrequent.Thisofcourse

makesitallthemoreimportanthowappraisalis

conducted.这个句子是紧跟上文的，thepractice

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

资料仅供参考

(makesitallthemoreimportant),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。不太容易看出来。

BEC商务英语高级考试历年真题(5)

Inthelastfewyears,managersthroughout

industryhaveseenmorechangesthanmanyof

themcouldhaveexpectedtoseeintheirentire

workingliveshavingtocommunicate

informationwhichoftenleadstofeelingsof

insecurityhasbecomeakeyactivity.From

beingregardedasrelativelyunimportantin

manycompanies,managementemployee

communicationhasbecomeacentralcorporate

need.

ConcordiaInternationalprovidesagood

exampleofacompanythathasadjustedwellto

thechangingneedsforcommunication.since

1995,Concordiahasbeenturnedinside-outand

upside-down,toensurethatitisamarketing

-led,customer-responsivebusiness,onethat

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looksoutwardsatcustomersandcompetitors,

ratherthaninwardsatitsownprocessesandthe

waythingsweredoneinthepast.Inthelast

eightyears,Concordiahasreducedits

workforcebymorethan80.000people-or35%

-onavoluntarybasis,withfurtherdownsizing

anticipated.

Frombeinganengineeringcompany,

Concordiaisnowremakingitselfasaservice

company.Theroleofemployeecommunication

insuchacontextistobuildpeople's

self-confidence,topersuadethemthat,although

itisinevitablethatthechangeswillgoahead,

theyalsobringwiththemnewopportunitiesfor

employees.However,thisisnotaneasytask.

Peopletendtobeskepticaloftheseclaimsandto

feelthattheyarelosingtouchwiththecompany

theyhaveworkedforovermanyyears.Thisis

understandable,sincemanyoftheold

certaintiesarebeingsweptaway,includingthe

coreactivitiesofthecompanytheyworkfor.

Aboveall,theyhavehadtofaceuptothefact

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thattheynolongerhaveajobforlife.

Researchindicatesthatpeoplerespondto

thispredicamentinavarietyofways.Thebulk

ofemployeesfallintotwomaincategoriesin

termsoftheirresponsetothenewsituation:on

theonehandtherearethe"pragmatists"and

ontheother"thehighlyanxious“theformer

seetheirjobasameanstoanendandhavea

relativelyshort-termperspective,withstrong

loyaltytotheirlocalterm,ratherthanthe

companyasawhole.Thesecondcategory,

usuallythemajority,mayrespondtothreatened

changeswithafeelingofhavingbeenletdown,

andevenfeelangeratthecompanyforwhat

theyseeaschangingthetermsoftheir

employment.

'Theemployeecommunicationprocess

needstobecapableofaccuratelydirectingits

messagesatavarietyofemployeegroupsand

departmentswithintheworkforce.thisiswhy

middlemanagersandlinemanagersaresokey

tocommunication.Theyarethepeoplewho

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knowaboutthefullrageofconcernsamongthe

workforce.Theprobleminthepastwasthatthis

crucialareawasoftentheresponsibilityofa

separate,relativelyisolatedunit.Concordiaputs

responsibilityforcommunicationfirmlyonline

managers.Alltheirresearchpointstothesame

conclusion:peopleprefertogettheir

informationface-to-facefromtheirline

managers.Thatisthekeyrelationshipand

whereargumentsandheartsandminds-are

lost.

Thegeneralruleincompany

communicationistotellemployeesasmuchas

youcanassoonasyoucan.Ifyoucan'tprovide

details,thenatleastputthenewsincontextand

commityourselftoprovidinggreaterdetail

whenitbecomesavailableanotherruleof

companycommunicationisthattheremustbea

fitbetweenwhatthecompanyistellingits

employeesandwhatitistellingits

shareholders.15Inthelasteightyears,

Concordiahas

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Amadeover80.000employeesreduncdant

Bcompletedaperiodofdownsizing

Creduceditsworkforceof80.000by35%

Dgiven35%ofdepartingemployees

voluntaryredundancy

16FromConcordia'spointofview,therole

ofcommunicatioiiisto

Awinemployeesupportbeforegoingahead

withthechanges

Bchangethecompany'scoreactivities.

Cemphasisethepositiveaspectsofthe

changes

Dexplaintheneedforthechanges

17whatdoesresearchshowaboutmost

employees9responsetochange?

Atheyexpectittohaveabadeffectonthe

company

Btheyfeelcompletelypowerless

Ctheybecomelessloyal

Dtheyfelltheyhavebeentreatedunfairly

18Concordia'scommunicationprocess

mainlyrelieson

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Aprintedcommunication

Bdepartmentalheads

Cpersonalcommunication

Daseparate,specializedunit

19Accordingtothewriter,whatisthe

guidingprincipleaboutgivinginformation

withinanorganization?

ANevermakepromisesaboutfuture

developments

BGivepeopleanoverallviewattheearliest

possiblestage

Calwaysincludeplentyofhard

information

DHoldbackuntilallthedetailscanbe

provided

20whichofthefollowingwouldbethemost

suitabletitleforthearticle?

Aemployeeattitudestocompany

communication

Bmakingcompanycommunicationmore

effective

CResearchingcompanycommmucation

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DMakingemployeesfeellesspowerless

文章取材自一本管理手册，说的是一个组织

里的有效沟通问题。这套题目有些特别，不像之

前的阅读的第三部分，六道题目分别依次对应文

章的六个段落，这题的答案稍微分散了些。

15题，答案很明显，可是选项很有迷惑性。

答案是第二段的最后一句：Inthelasteightyears,

Concordiahasreduceditsworkforcebymore

than80.000people-or35%-onavoluntary

basis,withfurtherdownsizinganticipated•减少

T80000员工(或者说减少了35%的员工)，

预期还会减少更多。A选项是正确，made

redundant是前面某套题目阅读的第五部分考过

的词组；B不对，没有完成(completed),因

为预期还会裁减更多(withfurtherdownsizing

anticipated)；C也不对，迷惑性最大，reduced

itsworkforceof80.000,用了介词of,因此这句

的意思是一共就80000员工，而实际情况是减少

了80000员工；D不对，35%的员工被裁减，都

是在自愿的基础上的,而不是离开的人中有35%

是自愿的。

16题，问根据此人的观点，沟通的角色是

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什么。也就是问沟通的目的或者作用是什么。答

案在第三段。沟通是为了帮助人树立自信，说服

她们虽然要面临一些变化，可是同样也会拥有一

些新的机会。说白了，就是鼓励这些被裁的人。

答案选C,强调变化的积极方面。这里的positive

aspects是对前面说的bringwiththemnew

opportunities的一个概括。（想起了电影《在云

端》,upintheair,里面那个老男人的工作就

是职业裁员专家，专门对被裁的人说些这样的

话。）

17题，问调查显示大多数人对change的反

应是什么。这题在答案中也很明显，可是选项很

纠结。都有点似是而非。Thesecondcategory,

usuallythemajority,mayrespondtothreatened

changeswithafeelingofhavingbeenlet

down.,andevenfeelangeratthecompanyfor

whattheyseeaschangingthetermsoftheir

employment大多数员工的反应就是很失望，甚

至会很愤怒。个人觉得这题出的不够严谨，没有

哪个选项能严格从原文中提炼出来。对比下D

要好点，因为对公司失望和愤怒，就是觉得受到

了不公正的待遇。此题有待高手补充更完美的理

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由。

18题，问沟经过程主要依赖于什么。答案

是第五段的这句：peopleprefertogettheir

informationface-to-facefromtheirline

managers。喜欢面对面的从直属经理那里获取信

息。因此选C,个人的交流。

19题，问组织内部提供信息的指导准则是

什么。最后一段的第一句就是：Thegeneralrule

incompanycommunicationistotellemployees

asmuchasyoucanassoonasyoucan。尽可能

的快，尽可能的多。不能提供细节的，至少给个

大致的背景消息(putthenewsincontext)o时

机成熟了，再告知更多。选B：在可能的最早的

阶段让人有个总体的印象。

20题，给文章选标题。这种题在BEC的阅

读里还真不多见。选标题，就是要挑选文章的最

主要意思，从整体上把握文章的mainideas。这

篇文章通篇说的就是communication,前面介绍

了沟通的背景：裁员；接着说了员工对裁员的反

应；然后最后两段，一段说员工喜欢什么样的沟

通方式，一段说沟通的原则是什么。综合起来，

就是关于怎样进行有效沟通的问题。选B。A不

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对，片面了，只是文中某部分的内容，而且这部

分内容是为后面做背景介绍，不是主要的；C不

对，不是简单的research,research仅仅是介绍

状况，文章还有关于实现措施的。

BEC商务英语高级考试历年真题（6）

TheNegotiatingTable

Youcannegotiatevirtuallyanything.

Projects,resources,expectationsanddeadlines

arealloutcomesofnegotiation.Somepeople

negotiatedealsforaliving.DrHerbCohenis

oneoftheseprofessionaltalkers,calledinby

companiestonegotiateontheirbehalf.He

approachestheartofnegotiationasagame

because,asheisusuallynegotiatingfor

somebodyelse,hesaysthishelpshimdrainthe

emotionalcontentfromhisconversation.Heis

workinginacompetitivefieldandneedsto

avoidbeingtooadversarial.Whetherhe

succeedsornot,itisimportanttohimtomakea

goodimpressionsothatpeoplewillrecommend

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him.

T