bec初级试题（1）

Human Resources Policy

CBA Bank was the largest financial institution to sign theemployers' 'People Come First' code of practice in the In doing so, it committed itself to the highest (0) inhuman resources practices such as the communication ofcompany(19) to employees, the setting of individualtraining and personal (20), and the holding of regularperformance (21) for all

Like other organisations, CBA is replacing the traditional hierarchy with a flatter organisationalstructure which gives employees more broadly defined (22) the The changeis offering employees greater opportunities for work in cross-disciplinary project As a result,interpersonal (23) are extremely

The policy seems to be There is a great deal of goodwill among employees, who(24) fact that customer satisfaction is the organisation's chief CBA claims to pursuethis aim for its own (25) , rather than as a means of earning profits for

An ability to relate to all kinds of people is the most important attribute CBA looks for in(26) Graduates are (27) for a two-year period and exposed to all (28) ofretail financial By the end of this training period, they will have taken their Institute ofBanking examination and, if they have (29) their performance targets, they will have (30) job at the

'On the whole, we are not looking for people straight out of college,' says human resourcesmanager Maiy 'We would prefer that they had (31) experience of life and hadtaken a year out between school and college to travel or do some kind of '

The company has recently introduced a new policy on pay, and it is now (32) through bonus schemes, with the objective being to (33) employees for theirachievements and

19 A designs B purposes C ends D objectives

20 A continuation B extension C development D advancement

21 A reviews B trials C revisions D judgements

22 A capacities B parts C roles D elements

23 A abilities B talents C assets D skills

24 A recommend B honour C respect D obey

25A sake B reason C behalf D cause

26 A expected B intended C potential D eventual

27 A taken on B written in C put on D drawn in

28 A fields B areas C regions D parts

29 A arrived B done C passed D met

30 A secured B reached C confirmed D fixed

31 A gained B won C earned D realised

32 A attached B linked C combined D joined

33 A return B reward C recompense D refund

参考答案及解析

《Human Resource Policy》，人力资源政策。主要是讲的CBA银行的人力资源政策，。先简单介绍了这个银行的管理结构，是扁平化的组织结构(flatter organizational structure)，而不是等级制公司(hierarchy)。总体原则是不招应届的刚出校门的毕业生，而要有一定的生活经验或者是工作经验。

第19、20、21题，这几空都是举例说明前面提到的human resources practices。19空是说的将公司的发展目标传达给员工。公司目标，用objective。purpose是指具体做某件事情的意图。这里有必要区分一下objective和purpose，看英文解释。

purpose: the reason you do something, and the thing you want to achieve when you do it

objective: something that you are working hard to achieve, especially in business or politics

第20题，个人培训和发展计划的制定。个人发展计划，personal development plans，选C。

第21题，定期的表现回顾。用review。hold在这个句子里是举行的意思。the holding of regular performance review，定期举行员工的表现回顾。

第22题，说扁平化的组织结构可以给员工更加定义广泛的角色。broadly defined roles,选C。

第23题，人际交往技巧是很重要的。interpersonal skills,是地道的说法。参见一个例句：you will need good interpersonal

第24题，这一句的意思很好理解，是说员工们越来越看重或者说是承认一个事实：顾客的满意是组织的主要目标。recommend是推荐、建议，后面不接 the fact(事实)，honour是敬重，obey是遵守，这里应该选择respect。respect这里是重视或者接受的意思，看英英词典上的解释：to accept that something which is established or formally agreed is right or important and not to attempt to change it or harm it。所以这一空应该选择respect the fact，表示接受这个事实。

第25题，CBA银行追求这个目的是为着自己的利益，而不是为股东挣利润的工具。for the sake of something 或 for something's sake：for the purpose of; in the interest of; in order to achieve or preserve 为了…目的;为了…的利益;为了。。。固定用法，选A。

第26题，寻找潜在的新成员。地道的词是potential，比如potential recruits, potential staff, potential

第27题，考察的是短语take on的一个用法，雇佣：If you take someone on, you employ them to do a ;write in：to write a letter to a newspaper, television company or other organization, to state an opinion or ask something以群众来信的形式表达的意见。

第28题，把毕业生分配在各个连锁金融服务领域。用area。field做领域、范围讲的时候是指的研究、活动，region是指的具体的地区，parts是部分，应该用area。

第29题，完成目标，met the targets。

第30题，完成了目标就可以得到工作。secure：to get possession of; acquire:

第31题，招的人已经具有了一定的生活经验。gain：to obtain something that is useful, that gives you an advantage, or that is in some way positive, especially over a period of time

eg: After you've gained some experience teaching abroad you can come home and get a

第32题，薪酬现在和业绩挂钩。link to，联系。

第33题，reward 奖励某人。reward employees for their achievements and effort，因为功劳而奖励员工。

bec初级试题（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 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

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 It (26) companiesto add value by identifying key elements of a position and then testing candidates to ascertain theirability against those identified

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 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

suggestB convinceC adviseD believe

worthB creditC qualityD distinction

secureB reliesC attainD achieve

liftedB enlargedC expandedD risen

providesB offersC contributesD gives

lets B enablesC agreesD admits

A portion B memberC share D component

A extentB sizeC amountD measure

occupiedB met C filledD appointed

30 A businessB topicC pointD affair

参考答案及解析

《The 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，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，尤其是portion和component，看英英解释。

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

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：

We’re in the business of stimulating the economy(By Obama)

Energetics is a specialist management consultancy in the business of climate change

bec初级试题（3）

Trouble with Teamwork

Mary Owen examines the role and efficiency of teams

Recruiters say that candidates who can give examples ofwork they have done as members of a successful team are in asstrong a position as those who can point to significant Indeed, too much of the latter may suggest thatthe person concerned is not a 'team player' - one of the moreserious failings in the book of

The importance of being a team player is a side effect of the increasing interaction acrossdepartments and functional Instead of pushing reports, paperwork and decisions aroundthe organisation, 'teams provide a dynamic meeting place where ideas can be shared and expertisemore carefully targeted at important business issues,' says Steve Gardner, in his book KeyManagement He adds, 'Globalisation has added a further dimension to teams now study policy decisions in the light of their impact on the local '

But is teamworking being overdone? 'Some managers are on as many as seven or eightdifferent teams', says Dr Cathy Bandy, a psychologist who recently ran a conference on 'They take up so much time that managers can't get on with core ' Forming teamsand having meetings has, she says, become an end in itself, almost regardless of There isalso the danger of an unhealthy desire to keep the team going after the work has been 'People feel the need to belong, and team membership can provide a kind of '

The idea behind teamworking is that, when the right group of people is brought together, a'force' develops which is greater than the sum of their individual This is often true in sport,where good players can reach unexpected heights as members of an international ,few business situations have as clear a set of objectives, or as clear criteria of success orfailure, as winning a

'In business, everyone needs to be clear about what the challenge is and whether a team isthe right way of approaching it', says Steve 'Unfortunately, people focus instead on whothe members of the team should be and what roles they are to play' Dr Bandy 'There isalways a danger that teams can turn into committees,' she 'In a lot of situations, one or twoindividuals would be much more '

So what makes a successful team? There are some general qualities that have been Gardnerrecommends that in every team there should be someone who is good atresearching ideas and another who is good at shooting down impractical There should bethose who can resolve the tensions that naturally occur in a team and others who are focused ongetting the job Also, providing a clear and achievable target at the outset is the best way ofensuring that the team will move on to greater

13 What point does the writer make about teamworking at the beginning of the article?

A It is the most successful form of

B It has changed the recruitment procedure in

C Well-run teams still allow individuals to demonstrate their

D Being a team player is now considered an essential management

14 According to the article, teamwork developed within companies as a response to

A modern office

B changing work

C a reduction in administrative

D the expansion of international

15 In the third paragraph, Dr Bandy suggests that

A many employees do not enjoy working in

B some managers are not very effective team

C some teams are created

D few teams are well

16 According to the writer, teamwork is more effective in the field of sport because the players

A know what they want to

B are more competitive by

C have more individual

D can be driven by national

17 Steve Gardner and Dr Bandy agree that when a business team is created people do notpay enough attention to

A the structure of the

B alternatives to the

C selecting the team

D directing the team's

18 What is Steve Gardner's advice on operating a successful team?

A Maintain a flexible approach to

B Allow personalities to develop within the

C Select people who fit naturally into certain

D Make every effort to avoid conflict between

参考答案及解析

《Trouble with Teamwork》，团队合作的麻烦。文章讲了团队的重要性和很多团队存在的问题，以及怎么样才能打造一个成功有效的团队。

第十三题，问文章开头作者针对团队合作做了什么论点。第一段是强调团队合作的重要性，太多的个人成果会显得这个人不是个合格的团队成员。选答案要理解第一句话的含义：Recruiters say that candidates who can give examples of work they have done as members of a successful team are in as strong a position as those who can point to significant individual 招聘者说能够给出自己作为一个成功团队成员的例子的候选人同那些指出重要的个人成果的人具有同样重要的地位。言下之意，拥有团队成员的经历也很重要。所以选D，作为一个团队成员如今被视为必要的管理技巧。A、B、C都没有提到。

第十四题，问公司内部的团队合作是作为对什么的回应。也就是问团队合作的目的是什么，答案是第二段的这么一句：'teams provide a dynamic meeting place where ideas can be shared and expertise more carefully targeted at important business issues 团队提供了一个动态的会议场所，使得思想可以分享，技能可以更加仔细的对准重要的商业问题。这句里的dynamic meeting place可以对应于B段的changing work practice。

第十五题，问在第三段Dr Bandy暗示什么。答案是她的一句原话：Forming teams and having meetings has, she says, become an end in itself, almost regardless of 形成团队然后开会成了它本身的终点，几乎不管目的是什么。也就是说很多团队的建立是没有意义的，多余的。选C，一些团队被不必要的创建了。

第十六题，问作者认为团队合作在体育领域里更有效的原因是什么。第四段讲当一群正确的人被组合到一起时会产生一种高于这些人个人能力的力量，在体育比赛里就是如此。这一题的答案是第四段的最后一句：few business situations have as clear a set of objectives, or as clear criteria of success or failure, as winning a 。很少有企业能像赢得一场比赛一样有一系列清晰的目标，或者是对成功或失败有清晰的评判准则。也就是A选项所说的：知道他们想要实现什么。what they want to achieve可以对应于a set of objectives。

第十七题，问这两个人同意当一个商业团队被创立时人们没有把注意力放在什么上面。这一题要理解第五段的意思。第一句说In business, everyone needs to be clear about what the challenge is and whether a team is the right way of approaching it。在企业，每个人都必须很清楚挑战是什么以及团队是否是实现它的最好的办法。考虑团队是不是最好的办法，也就是说要考虑其他可能的途径，即B选项所说的团队的替代品(alternatives to the team)，后面有句focus instead….人们却把注意力放在了其他的地方。从这些可以看出答案是B。

第十八题，问关于运作一个成功团队Steve Gardner的建议是什么。这题的答案是对最后一段的概括。答案是最后一段第三句recommend后面的一长串there…who，要有不同的人胜任不同的角色。归纳起来，就是各司其职选C：选择能够自然融洽的胜任某个角色的人。其他几个选项都没提到。

第二段有个地方值得解释下。Globalisation has added a further dimension to teamwork。

这里的dimension用法比较特别，表示方面，特征，并且是很地道常见的说法

牛津词典的解释：an aspect or feature of a situation, problem, or thing。

麦克米兰的解释：a part of a situation, especially when it influences the way you think about the situation。

Doing volunteer work has added a whole new dimension to my

常见搭配：an extra/added/additional/further dimension

bec初级试题（4）

Human Resources Policy

CBA Bank was the largest financial institution to sign theemployers' 'People Come First' code of practice in the In doing so, it committed itself to the highest (0) inhuman resources practices such as the communication ofcompany(19) to employees, the setting of individualtraining and personal (20), and the holding of regularperformance (21) for all

Like other organisations, CBA is replacing the traditional hierarchy with a flatter organisationalstructure which gives employees more broadly defined (22) the The changeis offering employees greater opportunities for work in cross-disciplinary project As a result,interpersonal (23) are extremely

The policy seems to be There is a great deal of goodwill among employees, who(24) fact that customer satisfaction is the organisation's chief CBA claims to pursuethis aim for its own (25) , rather than as a means of earning profits for

An ability to relate to all kinds of people is the most important attribute CBA looks for in(26) Graduates are (27) for a two-year period and exposed to all (28) ofretail financial By the end of this training period, they will have taken their Institute ofBanking examination and, if they have (29) their performance targets, they will have (30) job at the

'On the whole, we are not looking for people straight out of college,' says human resourcesmanager Maiy 'We would prefer that they had (31) experience of life and hadtaken a year out between school and college to travel or do some kind of '

The company has recently introduced a new policy on pay, and it is now (32) through bonus schemes, with the objective being to (33) employees for theirachievements and

19 A designs B purposes C ends D objectives

20 A continuation B extension C development D advancement

21 A reviews B trials C revisions D judgements

22 A capacities B parts C roles D elements

23 A abilities B talents C assets D skills

24 A recommend B honour C respect D obey

25A sake B reason C behalf D cause

26 A expected B intended C potential D eventual

27 A taken on B written in C put on D drawn in

28 A fields B areas C regions D parts

29 A arrived B done C passed D met

30 A secured B reached C confirmed D fixed

31 A gained B won C earned D realised

32 A attached B linked C combined D joined

33 A return B reward C recompense D refund

参考答案及解析

《Human Resource Policy》，人力资源政策。主要是讲的CBA银行的人力资源政策，。先简单介绍了这个银行的管理结构，是扁平化的组织结构(flatter organizational structure)，而不是等级制公司(hierarchy)。总体原则是不招应届的刚出校门的毕业生，而要有一定的生活经验或者是工作经验。

第19、20、21题，这几空都是举例说明前面提到的human resources practices。19空是说的将公司的发展目标传达给员工。公司目标，用objective。purpose是指具体做某件事情的意图。这里有必要区分一下objective和purpose，看英文解释。

purpose: the reason you do something, and the thing you want to achieve when you do it

objective: something that you are working hard to achieve, especially in business or politics

第20题，个人培训和发展计划的制定。个人发展计划，personal development plans，选C。

第21题，定期的表现回顾。用review。hold在这个句子里是举行的意思。the holding of regular performance review，定期举行员工的表现回顾。

第22题，说扁平化的组织结构可以给员工更加定义广泛的角色。broadly defined roles,选C。

第23题，人际交往技巧是很重要的。interpersonal skills,是地道的说法。参见一个例句：you will need good interpersonal

第24题，这一句的意思很好理解，是说员工们越来越看重或者说是承认一个事实：顾客的满意是组织的主要目标。recommend是推荐、建议，后面不接 the fact(事实)，honour是敬重，obey是遵守，这里应该选择respect。respect这里是重视或者接受的意思，看英英词典上的解释：to accept that something which is established or formally agreed is right or important and not to attempt to change it or harm it。所以这一空应该选择respect the fact，表示接受这个事实。

第25题，CBA银行追求这个目的是为着自己的利益，而不是为股东挣利润的工具。for the sake of something 或 for something's sake：for the purpose of; in the interest of; in order to achieve or preserve 为了…目的;为了…的利益;为了。。。固定用法，选A。

第26题，寻找潜在的新成员。地道的词是potential，比如potential recruits, potential staff, potential

第27题，考察的是短语take on的一个用法，雇佣：If you take someone on, you employ them to do a ;write in：to write a letter to a newspaper, television company or other organization, to state an opinion or ask something以群众来信的形式表达的意见。

第28题，把毕业生分配在各个连锁金融服务领域。用area。field做领域、范围讲的时候是指的研究、活动，region是指的具体的地区，parts是部分，应该用area。

第29题，完成目标，met the targets。

第30题，完成了目标就可以得到工作。secure：to get possession of; acquire:

第31题，招的人已经具有了一定的生活经验。gain：to obtain something that is useful, that gives you an advantage, or that is in some way positive, especially over a period of time

eg: After you've gained some experience teaching abroad you can come home and get a

第32题，薪酬现在和业绩挂钩。link to，联系。

第33题，reward 奖励某人。reward employees for their achievements and effort，因为功劳而奖励员工。

bec初级试题（5）

Achieving a successful merger

However attractive the figures may look on paper, in thelong run the success or failure of a merger depends on thehuman When the agreement has been signed and theaccountants have departed, the real problems may only just If there is a culture clash between the two companiesin the way their people work, then all the efforts of the financiersand lawyers to strike a deal may have been in

According to Chris Bolton of KS Management Consultants, 70% of mergers fail to live up totheir promise of shareholder value, riot through any failure in economic terms but because theintegration of people is Corporates, he explains, concentrate their efforts before amerger on legal, technical and financial They employ a range of experts to obtain themost favourable contract But even at these early stages, people issues must be takeninto The strengths and weaknesses of both organisations should be assessed and, ifit is a merger of equals, then careful thought should be given to which personnel, from which side,should take on the key

This was the issue in 20XX when the proposed merger between two pharmaceuticalcompanies promised to create one of the largest players in the For both companies themerger was intended to reverse falling market share and shareholder However, although thecompanies' skill bases were compatible, the chief executives of the two companies could not agreewhich of them was to head up the new This illustrates the need to compromise if amerger is to take

But even in mergers that do go ahead, there can be culture One way to avoid this isto work with focus groups to see how employees view the existing culture of their Inone example, where two global organisations in the food sector were planning to merge, focusgroups discovered that the companies displayed very different One was sales-focused,knew exactly what it wanted to achieve and pushed initiatives The other got involved inlengthy discussions, trying out options methodically and making contingency The firstresponded quickly to changes in the marketplace; the second took longer, but the option iteventually chose was usually the correct Neither company's approach would have worked forthe

The answer is not to adopt one company's approach, or even to try to incorporate everyaspect of both organisations, but to create a totally new This means taking the best fromboth sides and making a new organisation that everyone can Or almost there will be those who cannot adapt to a different Research into the impact ofmergers has found that companies with differing management styles are the ones that need towork hardest at creating a new

Another tool that can help to get the right cultural mix is intercultural This involvescarrying out research that looks at the culture of a company and the business culture of thecountry in which it is 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 historyimpact on the way business is

13 According to the text, mergers can encounter problems when

A contracts are signed too

B experts cannot predict accurate

C conflicting attitudes cannot be

D staff are opposed to the terms of the

14 According to Chris Bolton, what do many organisations do in preparation for a merger?

A ensure their interests are represented

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

B there was a fall in the demand for their

C there were problems combining their areas of

D an issue of personal rivalry could not be

16 According to the text, focus groups can help companies to

A develop new

B adopt contingency

C be decisive and react

D evaluate how well matched they

17 Creating a new culture in a newly merged organisation means that

A management styles become more

B there is more chance of the merger 中华考试网

C staff will find it more difficult to adapt to the

D successful elements of the original organisations are

18 According to the text, intercultural analysis will show

A what kind of benefits a merger can lead

B how the national context affects the way a company is

C how long it will take for a company culture to

D what changes companies should make before a merger takes

参考答案接解析

《Achieving a successful merger》，实现一个成功的并购。文章没有从技术和经济效益的角度来分析并购成功的因素，而是强调了一个在并购中容易被忽视的重要因素：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成功的关键因素。一个比较著名的例子是当年惠普与康柏的并购。

第十三题，问什么情况下并购会遇到麻烦。答案是A段的最后一句，关键词是culture clash：如果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：冲突性的态度无法得到解决。Conflicting attitude对应于culture clash。attitude具体指公司员工做事情的方式和态度。

第十四题，问很多机构为并购所做的准备是什么。答案是第二段的这么一句话：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，问这俩医药公司并购失败的原因是什么。答案是第三段的倒数第二句：the chief executives of the two companies could not agree which of them was to head up the new 在谁来领导新的机构的问题上无法达成一致。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，看剑桥高阶的解释：a group of people who have been brought together to discuss a particular subject in order to solve a problem or suggest ideas。处理问题的团体。答案在第四段。这一段是举例说明两个合并公司的文化兼容性问题。经过focus group的调查，这两个公司的做事方式有很大差别，不能兼容。所以这一题的答案是选D：评估他们能否匹配。

第十七题，问在一个新合并的公司里创造新的文化意味着什么。答案是第五段的这么一句：This means taking the best from both sides and making a new organisation that everyone can accept。吸取双方的优点，创造一个所有人都能接受的新组织。每个人都能接受，那么合并成功的可能性会大大增加。选B：合并起作用的几率增加了。

第十八题，跨文化分析能够表明什么。答案是最后一段的最后一句：how its politics, economics and history impact on the way business is 看看这个国家的政治、经济和历史是怎么影响商业行为的。也就是考察宏观的国家背景对微观的经济个体的影响。选B：国家背景怎样影响公司的运行方式。

bec初级试题（6）

1 Genuine feedback would release resources to be

2 Managers are expected to enable their staff to

3 Experts are unlikely to facilitate a move to

4 There are benefits when methods of evaluatingperformance have been

5 Appraisals tend to focus on the nature of the face-to-face relationship between employeesand their line

6 The idea that employees are responsible for what they do seems

7 Despite experts’ assertion, management structures prevent genuine feedback

8 An increasing amount of effort is being dedicated to the appraisal

A

Performance appraisal is on the up and 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 Now the practice is even This of course makes it all the more important how appraisal is Humanresources professionals claim that managers should strive for objectivity and thus for feedbackrather than But the simple fact of the matter is that the nature of hierarchy distortsthe concept of feedback because performance measure are conceived , all too many workers suffer from the injustices that this

B

The notion behind performance appraisal- that workers should be held accountable for theirperformance-is However, the evidence suggests that the premise is Contrary toassumptions appraisal is not an effective means of performance improvement- it is judgementimposed rather than feedback, a judgement imposed by the 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

C

Within the production system at the car manufacturer Toyota, there is nothing that isrecognizable as performance Every operation in the system has an associated measure has been worked out between the operators and their In every case, themeasure is related to the purpose of the That measure is the basis of feedback to themanager and worker 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 It is management’s responsibility to ensurethat the workers operate in a system that facilitates their

D

In many companies , performance appraisal springs from misguided as To judgeachievement, managers use date about each worker’s activity, not an evaluation of the process orsystem’s achievement of The result is that performance appraisal involves managers’judgement overruling their staff’s, ignoring the true influences on 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 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

参考答案及解析

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，说真正的反馈可以释放用在别处的资源。意思上真正的反馈可以让人腾出精力。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。这题的意思还算比较明显，feedback in the true sense，就是genuine feedback，devote to their customers and the business,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：It is management’s responsibility to ensure that the workers operate in a system that facilitates their 经理们的责任，也就是managers are expected to，有利于他们的表现，就是enable their staff to work effectively。

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：which almost certainly will not be forthcoming from the human resources profession。人力资源专家，就是experts。需要理解下这里的forthcoming的含义：willing to divulge (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facilitate。

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The measure has been worked out between the operators and their manager。这个措施是在操作者和经理们之间拟定的。between the operators and managers，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：is the basis of feedback。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他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?所以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：Thus the appraisal experience becomes a question of pleasing the boss。评估过程成了讨好自己的老板，说的就是这个意思。

第六题，说员工对他们所作负责的想法听起来很合理。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。这里的accountable就是负有责任。Plausible是貌似真实的，也就是seems reasonable。

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：the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback。管理层的机构，就是这句里提到的the nature of hierarchy，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prevent。

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：Now the practice is even more This of course makes it all the more important how appraisal is 这个句子是紧跟上文的，the practice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(makes it all the more important)，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。