商务英语考试高级阅读试题整理（1）

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 Yet employers like to (21) themselves that they are being exceptionally thorough in their selection In today’s competitive market place, the (22) of staff in many organizations is fundamental to the company’s success and, as a 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) an organization with an extra way of establishing a candidate’s suitability for a It (26) companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified

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 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

Example :

A have B decide C do D make

0A B C D

suggest B convince C advise D believe

worth B credit C quality D distinction

secure B relies C attain D achieve

lifted B enlarged C expanded D risen

provides B offers C contributes D gives

lets B enables C agrees D admits

A portion B member C share D component

A extent B size C amount D measure

occupied B met C filled D appointed

30 A business B topic C point D affair

参考答案：

21-30 B C A D A B D D C A

商务英语考试高级阅读试题整理（2）

Read the following article on negotiating techniques and the question on the opposite page .

For each question 15 – 20 , mark one letter (A, B, C or D ) on your Answer Sheet for the answer you

The Negotiating Table:

You can negotiate virtually Projects, resources, expectations and deadlines are all outcomes of Some people negotiate deals for a 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 He is working in a competitive field and needs to avoid being too Whether he succeeds or not, it is important to him to make a good impression so that people will recommend

The starting point for any deal, he believes, is to identify exactly what you want from each More often than not, one party will be trying to persuade the other round to their point of 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 Top management may well reject the idea initially because it is the safer option but they would not be there if they were not

It is a misconception that skilled negotiators are smooth operators in smart Dr Cohen says that one of his strategies is to dress down so that the other side can relate to Pitch your look to suit your 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 People will generally feel more comfortable with somebody who appears to be like them rather than superior to They may not like you but they will feel they can trust

Dr Cohen suggests that the best way to sell your proposal is by getting into the world of the other 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 You do not need to become their best friends but being too clever will alienate A lot of deals are made on Do not rush what you are saying---put a few hesitations in , do not try to blind them with your verbal Also, you should repeat back to them what they have said to show you take them

Inevitably some deals will not 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 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 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

De Cohen thinks that children are the masters of Their goals are totally They understand the decision-making process within families If Mum refuses their request , they will troop along to Dad and pressure If al else fails, they will try the grandparents, using some emotional They can also be very single-minded and have an inexhaustible supply of energy for the cause they are So there are lesson to be learned from watching and listening to

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

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

D convince 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

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 route

B try not to make people feel guilty

C be careful not to exhaust yourself

D control the decision-making

商务英语考试高级阅读试题整理（3）

Look at the statements below and the article about the development of future business leaders on the opposite

Which section of the article (A, B, C or D) does each statement (1-7) refer to?

For each statement (1-7), mark one letter (A, B, C or D) on your Answer

You will need to use some of these letters more than

1 Managers need to take action to convince high-flyers of their value to the

2 Organisations need to look beyond the high-flyers they are currently

3 There is a concern that firms investing in training for high-flyers may not gain the benefits

4 Managers need expert assistance from within their own firms in developing

5 Firms currently identify high-flyers without the support of a guidance

6 Managers are frequently too busy to deal with the development of

7 Firms who work hard on their reputation as an employer will interest

The Stars of the Future

A Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an As a result, organisations are left to formulate their own A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow’s Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations’

B TLRG recognises just how significant line managers are in the process of leadership Unfortunately, with today’s flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy One manager in the research group was unconvinced by the logic of sending his best people away on development courses, ’only to see them poached by another department or, worse still, another firm’. This fear of losing high-flyers runs deep in the organisations that make up the research

C TLRG argues that the task of management is not necessarily about employee retention, but about creating ’attraction centres’. ’We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,’ said one Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an Loyalty can then be more easily demanded in

D TLRG has concluded that a company’s HR specialists need to take action and engage with line managers individually about their role in the development of Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the Without this, managers will not be in a position to give appropriate And when eventually the high-flyers do move on, new ones will be needed to replace The next challenge will be to find a new generation of

首先得搞明白的是这篇文章到底讲的什么。不用看具体内容，有两个地方直接告诉了。一个是题目说明的第一句话，另一个是正文的标题。从这两个地方就可以看出全文探讨的是公司未来接班人——也就是潜力股——的培养问题。

A段讲了TLRG这个贯穿全文的研究组织诞生的原因：现行的研究满足不了需要，于是大多数公司只能自己探索发掘接班人的模式;(即第五题的答案)

B段讲了直属经理(line managers)对于发掘接班人的重要性(真是干什么都要从基层抓起)，以及经理们的一些疑虑;

C段讲的是接班人问题对公司的重要性，并且应该让院线经理们明白这种重要性;

D段是针对前面列出的问题，提出的解决建议，什么专家协助等等。

整篇文章分为四个部分，层层递进，有很强的逻辑性。拿这样的文章来做阅读材料应该是相对容易把握的。

商务英语考试高级阅读试题整理（4）

Look at the statements below and the article about the development of future business leaders on the opposite

Which section of the article (A, B, C or D) does each statement (1-7) refer to?

For each statement (1-7), mark one letter (A, B, C or D) on your Answer

You will need to use some of these letters more than

1 Managers need to take action to convince high-flyers of their value to the

2 Organisations need to look beyond the high-flyers they are currently

3 There is a concern that firms investing in training for high-flyers may not gain the benefits

4 Managers need expert assistance from within their own firms in developing

5 Firms currently identify high-flyers without the support of a guidance

6 Managers are frequently too busy to deal with the development of

7 Firms who work hard on their reputation as an employer will interest

The Stars of the Future

A Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an As a result, organisations are left to formulate their own A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow’s Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations’

B TLRG recognises just how significant line managers are in the process of leadership Unfortunately, with today’s flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy One manager in the research group was unconvinced by the logic of sending his best people away on development courses, ’only to see them poached by another department or, worse still, another firm’. This fear of losing high-flyers runs deep in the organisations that make up the research

C TLRG argues that the task of management is not necessarily about employee retention, but about creating ’attraction centres’. ’We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,’ said one Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an Loyalty can then be more easily demanded in

D TLRG has concluded that a company’s HR specialists need to take action and engage with line managers individually about their role in the development of Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the Without this, managers will not be in a position to give appropriate And when eventually the high-flyers do move on, new ones will be needed to replace The next challenge will be to find a new generation of

首先得搞明白的是这篇文章到底讲的什么。不用看具体内容，有两个地方直接告诉了。一个是题目说明的第一句话，另一个是正文的标题。从这两个地方就可以看出全文探讨的是公司未来接班人——也就是潜力股——的培养问题。

A段讲了TLRG这个贯穿全文的研究组织诞生的原因：现行的研究满足不了需要，于是大多数公司只能自己探索发掘接班人的模式;(即第五题的答案)

B段讲了直属经理(line managers)对于发掘接班人的重要性(真是干什么都要从基层抓起)，以及经理们的一些疑虑;

C段讲的是接班人问题对公司的重要性，并且应该让院线经理们明白这种重要性;

D段是针对前面列出的问题，提出的解决建议，什么专家协助等等。

整篇文章分为四个部分，层层递进，有很强的逻辑性。拿这样的文章来做阅读材料应该是相对容易把握的。

商务英语考试高级阅读试题整理（5）

Read the text about career-planning

Choose the best sentence from the opposite page to fill each of the gaps .

For each gap 9– 14, mark one letter (A-H) on your Answer Sheet .

Do not use any letter more than once .

There is an example at the beginning .(0)

Your Career Path Can Lead You Anywhere

We used to be advised to plan our We were told to make a plan during the later stages of our education and continue with it through our working (0)_____ some people still see careers in this However, to pursue a single option for life has always been

Planning for a single career assumes that we set out with a full understanding of our likes and dislikes and the employment opportunities open to (9)____ For most people this degree of certainty about the future does not

Our initial choice of career path and employer is often based on inadequate knowledge and false But with age and experience, we develop new interests and aptitudes and our priorities The structure of the employment market and, indeed of employment itself, is subject to change as both new technologies and new work systems are introduced (10) _____ We must face the uncertainties of a portfolio

It is clear from the recent past that we cannot foresee the changes which will affect our working The pace of change is accelerating , as a result of which traditional career plans will be of very limited (11)_____ They will need updating to reflect changes in our own interests as well as in the external work Flexible workers already account for about half the (12)______ We are likely to face periods as contract workers, self-employed freelances, consultants, temps or

Many employers encourage staff to write a personal development development (PDP) (13)_____ Although some people use it only to review the skills needed for their job, a PDP could be the nucleus of wider career plan –setting out alternative long-term learning needs and a plan of

A report issued by the Institute of Employment Studies advises people to enhance their employability by moving from traditional technical skills towards the attainment of a range of transferable (14)_____ Instead, special schemes should be established to encourage people to examine their effectiveness and to consider a wider range of

0 A B C D E F G H

A This dual effect means that the relationship between employers and workers has evolved to such and extent that we can no longer expect a long-term relationship with one

It carries an implicit assumption that we ourselves, and the jobs we enter, will change little during our working

This growth suggests that a career plan should not be expressed only in terms of full-time employment but should make provision for the possibility of becoming one of

D this is a summary of one’s personal learning needs and an action plan to meet

E Consequently, they must now accommodate a number of objectives and enable us to prepare for each on a contingency

F However, it warns that employers often identify training needs through formal appraisals, which take too narrow a view of

G . Such a freelance of consultant would be constantly in

H We were expected to work towards that one clear goal and to consider a career change as a bad

商务英语考试高级阅读试题整理（6）

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 Yet employers like to (21) themselves that they are being exceptionally thorough in their selection In today’s competitive market place, the (22) of staff in many organizations is fundamental to the company’s success and, as a 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) an organization with an extra way of establishing a candidate’s suitability for a It (26) companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified

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 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

Example :

A have B decide C do D make

0A B C D

suggest B convince C advise D believe

worth B credit C quality D distinction

secure B relies C attain D achieve

lifted B enlarged C expanded D risen

provides B offers C contributes D gives

lets B enables C agrees D admits

A portion B member C share D component

A extent B size C amount D measure

occupied B met C filled D appointed

30 A business B topic C point D affair

参考答案：

21-30 B C A D A B D D C A