BEC商务英语高级考试历年真题

...BEC(​http:​/​​/​www.koolearn.com​/​bec​/​"\t"_blank​)商务英语高级考试历年真 题 快递公司问题件快递公司问题件货款处理关于圆的周长面积重点题型关于解方程组的题及答案关于南海问题 （1）　　TheNegotiatingTable　　Youcannegotiatevirtuallyanything.Projects,resources,expectationsanddeadlinesarealloutcomesofnegotiation.Somepeoplenegotiatedealsforaliving.DrHerbCohenisoneoftheseprofessionaltalkers,calledinbycompaniestonegotiateontheir??behalf.Heapproachestheartofnegotiationasagamebecause,asheisusuallynegotiatingforsomebodyelse,hesaysthishelpshimdraintheemotionalcontentfromhisconversation.Heisworkinginacompetitivefieldandneedstoavoidbeingtooadversarial.Whetherhesucceedsornot,itisimportanttohimtomakeagoodimpressionsothatpeoplewillrecommendhim.　　Thestartingpointforanydeal,hebelieves,istoidentifyexactlywhatyouwantfromeachother.Moreoftenthannot,onepartywillbetryingtopersuadetheotherroundtotheirpointofview.Negotiationrequirestwopeopleattheendsaying‘yes”.Thiscanbeaproblembecauseoneofthemusuallybeginsbysaying“no”.However,althoughthiscanmaketalksmoredifficult,thisisoftenjustastartingpointinthenegotiationgame.Topmanagementmaywellrejecttheideainitiallybecauseitisthesaferoptionbuttheywouldnotbethereiftheywerenotinterested.　　Itisamisconceptionthatskillednegotiatorsaresmoothoperatorsinsmartsuits.DrCohensaysthatoneofhisstrategiesistodressdownsothattheothersidecanrelatetoyou.Pitchyourlooktosuityourcustomer.Youdonotneedtomakethemfeelbetterthanyoubut,Forexample,dressinginastylethatisnotovertlyexpensiveorsuccessfulwillmakeyoumoreapproachable.Peoplewillgenerallyfeelmorecomfortablewithsomebodywhoappearstobelikethemratherthansuperiortothem.Theymaynotlikeyoubuttheywillfeeltheycantrustyou.　　DrCohensuggeststhatthebestwaytosellyourproposalisbygettingintotheworldoftheotherside.Askquestionsratherthangiveanswersandtakeaninterestinwhattheotherpersonissaying,evenifyouthinkwhattheyaresayingissilly.Youdonotneedtobecometheirbestfriendsbutbeingtoocleverwillalienatethem.Alotofdealsaremadeonimpressions.Donotrushwhatyouaresaying---putafewhesitationsin,donottrytoblindthemwithyourverbaldexterity.Also,youshouldrepeatbacktothemwhattheyhavesaidtoshowyoutakethemseriously.　　Inevitablysomedealswillnotsucceed.Generallythelongerthenegotiationsgoon,thebetterchancetheyhavebecausepeopledonotwanttothinktheirinvestmentandenergieshavegonetowaste.However,jointventurecanmeanjointriskandsometimes,ifthisbecomestoogreat,neitherpartymaybepreparedtoseethedealthrough.Morecommonisacorporatecultureclashbetweencompanies,whichcanputpaidtoanydeal.Evenhavingagreedadeal,thingsmaynotbetiedupquicklybecausewhenthelawyersgetinvolved,everythinggetssloweddownastheyargueaboutsmalldetails.　　DeCohenthinksthatchildrenarethemastersofnegotiation.Theirgoalsaretotallyselfish.Theyunderstandthedecision-makingprocesswithinfamiliesperfectly.IfMumrefusestheirrequest,theywilltroopalongtoDadandpressurehim.Ifalelsefails,theywilltrythegrandparents,usingsomeemotionalblackmail.Theycanalsobeverysingle-mindedandhaveaninexhaustiblesupplyofenergyforthecausetheyarepursuing.Sotherearelessontobelearnedfromwatchingandlisteningtochildren.　　15DrCohentreatsnegotiationasagameinorderto　　Aputpeopleatease　　Bremaindetached　　Cbecompetitive　　Dimpressrivals　　16Manypeoplesay“no”toasuggestioninthebeginningto　　Aconvincetheotherpartyoftheirpointofview　　Bshowtheyarenotreallyinterested　　Cindicatetheywishtotaketheeasyoption　　Dprotecttheircompany’ssituation　　17DrCohensaysthatwhenyouaretryingtonegotiateyoushould　　Aadaptyourstyletothepeopleyouaretalkingto　　Bmaketheothersidefeelsuperiortoyou　　Cdressinawaytomakeyoufeelcomfortable.　　Dtrytomaketheothersidelikeyou　　18AccordingtoDrCohen,understandingtheotherpersonwillhelpyouto　　Againtheirfriendship　　Bspeedupthenegotiations　　Cplanyournextmove.　　Dconvincethemofyourpointofview　　19Dealssometimesfailbecause　　Anegotiationshavegoneontoolong　　Bthecompaniesoperateindifferentways　　Conepartyrisksmorethantheother.　　Dthelawyersworktooslowly　　20DrCohenmentionschildren’snegotiationtechniquestoshowthatyoushould　　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：hesaysthishelpshimdraintheemotionalcontentfromhisconversation。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：notreactingtoorbecominginvolvedinsomethinginanemotionalway　　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：Topmanagementmaywellrejecttheideainitiallybecauseitisthesaferoptionbuttheywouldnotbethereiftheywerenotinterested.。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saferoption。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saferoption。　　17题，答案也很明显：DrCohensaysthatoneofhisstrategiesistodressdownsothattheothersidecanrelatetoyou.这里的两个词组可以解释下：　　dressdown:towearclothesthataremoreinformalthantheonesyouwouldusuallywearrelateto:tofeelthatyouunderstandsomeone'sproblem,situationetc　　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makeyoufeelcomfortable，而是makeothersfeelcomfortable。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：DrCohensuggeststhatthebestwaytosellyourproposalisbygettingintotheworldoftheotherside.。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：Morecommonisacorporatecultureclashbetweencompanies,whichcanputpaidtoanydeal。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inexhaustiblesupplyofenergy。D也没有提到。　BEC(​http:​/​​/​www.koolearn.com​/​bec​/​"\t"_blank​)商务英语高级考试历年真题（2）　　TheScientificApproachtoRecruitment　　Whenit(0)toselectingcandidatesthroughinterview,moreoftenthannotthedecisionismadewithinthefirstfiveminutesofameeting.??Yetemployersliketo(21)themselvesthattheyarebeingexceptionallythoroughintheirselectionprocesses.Intoday’scompetitivemarketplace,the(22)ofstaffinmanyorganizationsisfundamentaltothecompany’ssuccessand,asaresult,recruitersuseallmeansattheirdisposalto(23)thebestinthefield.　　Onemethodinparticularthathas(24)inpopularityistesting,eitherpsychometrictesting,whichattemptstodefinepsychologicalcharacteristics,orability￡aptitudetesting(25)anorganizationwithanextrawayofestablishingacandidate’ssuitabilityforarole.It(26)companiestoaddvaluebyidentifyingkeyelementsofapositionandthentestingcandidatestoascertaintheirabilityagainstthoseidentifiedelements.　　Theemploymentofpsychometricorabilitytestingasone(27)oftherecruitmentprocessmayhavesomemerit,butinrealitythereisnoreal(28),scientificorotherwise,ofthepotentialfutureperformanceofanyindividual.Theanswertothisproblemisexperienceininterviewtechniquesandstrongdefinitionoftheelementsofeachpositiontobe(29)asthewholerecruitmentprocessisbasedonfewrealcertainties,theinstinctivedecisionsthatmanyemployersmake,basedonaCTandthefirstfiveminutesofameeting,areprobablynolessvalidthananyothertoolemployedinthe(30)ofrecruitment.　　21.Asuggest　Bconvince　Cadvise　Dbelieve　　22.Aworth　Bcredit　Cquality　Ddistinction　　23.Asecure　Brelies　Cattain　Dachieve　　24.Alifted　Benlarged　Cexpanded　Drisen　　25.Aprovides　Boffers　Ccontributes　Dgives　　26.AletsBenables　Cagrees　Dadmits　　27.AportionBmember　CshareDcomponent　　28.Aextent　Bsize　Camount　Dmeasure　　29.Aoccupied　Bmet　Cfilled　Dappointed　　30Abusiness　Btopic　Cpoint　Daffair　　《Thescientificapproachtorecruitment》，招人的科学 方法 快递客服问题件处理详细方法山木方法pdf计算方法pdf华与华方法下载八字理论方法下载 。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。Convinceoneself，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），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，popularity是知名度的意思，这个词组应该可以 翻译 阿房宫赋翻译下载德汉翻译pdf阿房宫赋翻译下载阿房宫赋翻译下载翻译理论.doc 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，尤其是portion和component，看英英解释。　　Component：oneofseveralpartsthattogethermakeupawholemachine,systemetc　　Portion：apartofsomethinglarger,especiallyapartthatisdifferentfromtheotherparts　　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，fillaposition，填补空位，fill在这里的意思是toperformaparticularjob,activity,orpurposeinanorganization,ortofindsomeoneorsomethingtodothis。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。很多场合都可以使用。可以多看几个例句：　　We’reinthebusinessofstimulatingtheeconomy（ByObama）　　EnergeticsisaspecialistmanagementconsultancyinthebusinessofclimatechangeBEC(​http:​/​​/​www.koolearn.com​/​bec​/​"\t"_blank​)商务英语高级考试历年真题（3）　　Thereisacommonlyheldviewthattheonlywaytoget(0)decentpayincreaseistomoveon:togooutintothejobmarketandfindsomeone(31)ispreparedtopayyouafiguremoreinline(32)thetalentsyoucanoffer.Whilstchangingemployersfromtime(33)timeissomethingweprobablyallneedtodotoadvanceourcareersinthedirectionswewantthemtotake,itisneverthelessanactivitythatcarriesquitedefiniterisks.Irrespectiveof(34)wellweresearchprospectiveemployers,anewjobisstilllargelyastepintotheunknown.Itmayturn(35)tobeagoodmoveoritcouldprovetobeacompletedisaster:mostofus(36)hadexperienceofboth.Thepointhere,though,isthatchangingemployersisnotsomethingwewanttobedoingallthetimeandcertainlynot(37)timewefeeltheurgeforbetterpay.We’d(38)takingmorerisksthanweneededtojusttoachieveapayrise.Gettingapayriseshouldalwaysbeviewed(39)aseriousbusiness.Therearenoquickfixesorgoldmethodswith“guaranteed“results.Quickfixesonlyservetotrivializetheissuesandcould(40)somecircumstancesgetyouintoveryseroustroubleindeed.　　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，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howwell。　　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。是表示对将来的假设，我们要承担更多的风险。所以用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(​http:​/​​/​www.koolearn.com​/​bec​/​"\t"_blank​)商务英语高级考试历年真题（4）　　1Genuinefeedbackwouldreleaseresourcestobeusedelsewhere.　　2Managersareexpectedtoenabletheirstafftoworkeffectively.　　3Expertsareunlikelytofacilitateamovetogenuinefeedback.　　4Therearebenefitswhenmethodsofevaluatingperformancehavebeennegotiated.　　5Appraisalstendtofocusonthenatureoftheface-to-facerelationshipbetweenemployeesandtheirlinemanagers.　　6Theideathatemployeesareresponsibleforwhattheydoseemsreasonable.　　7Despiteexperts’assertion,managementstructurespreventgenuinefeedback　　8Anincreasingamountofeffortisbeingdedicatedtotheappraisalprocess.　　A　　Performanceappraisalisontheupandup.Itusedtorepresenttheonetimeofyearwhengettingonwiththeworkwasputonholdwhileenormousquantitiesofmanagementhourswerespentintheearnestritualofratingandrankingperformance.Nowthepracticeisevenmorefrequent.Thisofcoursemakesitallthemoreimportanthowappraisalisconducted.Humanresourcesprofessionalsclaimthatmanagersshouldstriveforobjectivityandthusforfeedbackratherthanjudgement.Butthesimplefactofthematteristhatthenatureofhierarchydistortstheconceptoffeedbackbecauseperformancemeasureareconceivedhierarchically.Unfortunately,alltoomanyworkerssufferfromtheinjusticesthatthisgenerates.　　B　　Thenotionbehindperformanceappraisal-thatworkersshouldbeheldaccountablefortheirperformance-isplausible.However,theevidencesuggeststhatthepremiseiswrong.Contrarytoassumptionsappraisalisnotaneffectivemeansofperformanceimprovement-itisjudgementimposedratherthanfeedback,ajudgementimposedbythehierarchy.Usefulfeedback,ontheotherhand,wouldbeinformationthattoldboththemanagerandworkerhowwelltheworksystemfunctioned,andsuggestedwaystomakeitbetter.　　C　　WithintheproductionsystematthecarmanufacturerToyota,thereisnothingthatisrecognizableasperformanceappraisal.Everyoperationinthesystemhasanassociatedmeasure.Themeasurehasbeenworkedoutbetweentheoperatorsandtheirmanager.Ineverycase,themeasureisrelatedtothepurposeofthework.Thatmeasureisthebasisoffeedbacktothemanagerandworkeralike.Toyota’sbasicideaisexpressedintheaxiom“badnewsfirst”.Bothmanagersandworkersarepsychologicallysafeintheknowledgethatitisthesystem-nottheworker–thatistheprimaryinfluenceonperformance.Itismanagement’sresponsibilitytoensurethattheworkersoperateinasystemthatfacilitatestheirperformance.　　D　　Inmanycompanies,performanceappraisalspringsfrommisguidedasassumptions.Tojudgeachievement,managersusedateabouteachworker’sactivity,notanevaluationoftheprocessorsystem’sachievementofpurpose.Theresultisthatperformanceappraisalinvolvesmanagers’judgementoverrulingtheirstaff’s,ignoringthetrueinfluencesonperformance.Thustheappraisalexperiencebecomesaquestionofpleasingtheboss,particularlyinmeetings,whichispsychologicallyunsafeandsociallydriven,determiningwhois“in”andwhois“out”.　　E　　Whenjudgementisreplacedbyfeedbackinthetruesense,organizationswillhavealotmoretimetodevotetotheircustomersandtheirbusiness.Notimewillbewastedinappraisal.Thisrequiresafundamentalshiftinthewaywethinkabouttheorganizationofperformanceappraisals,whichalmostcertainlywillnotbeforthcomingfromthehumanresourcesprofession.　　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：Whenjudgementisreplacedbyfeedbackinthetruesense,organizationswillhavealotmoretimetodevotetotheircustomersandtheirbusiness。这题的意思还算比较明显，feedbackinthetruesense，就是genuinefeedback，devotetotheircustomersandthebusiness,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：Itismanagement’sresponsibilitytoensurethattheworkersoperateinasystemthatfacilitatestheirperformance.经理们的责任，也就是managersareexpectedto，有利于他们的表现，就是enabletheirstafftoworkeffectively。　　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：whichalmostcertainlywillnotbeforthcomingfromthehumanresourcesprofession。人力资源专家，就是experts。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Themeasurehasbeenworkedoutbetweentheoperatorsandtheirmanager。这个 措施 《全国民用建筑工程设计技术措施》规划•建筑•景观全国民用建筑工程设计技术措施》规划•建筑•景观软件质量保证措施下载工地伤害及预防措施下载关于贯彻落实的具体措施 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：isthebasisoffeedback。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：Thustheappraisalexperiencebecomesaquestionofpleasingtheboss。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，可以提。　　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：Thenotionbehindperformanceappraisal-thatworkersshouldbeheldaccountablefortheirperformance-isplausible。这里的accountable就是负有责任。Plausible是貌似真实的，也就是seemsreasonable。　　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：thesimplefactofthematteristhatthenatureofhierarchydistortstheconceptoffeedback。管理层的机构，就是这句里提到的thenatureofhierarchy，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：Nowthepracticeisevenmorefrequent.Thisofcoursemakesitallthemoreimportanthowappraisalisconducted.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（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(​http:​/​​/​www.koolearn.com​/​bec​/​"\t"_blank​)商务英语高级考试历年真题（5）　　Inthelastfewyears,managersthroughoutindustryhaveseenmorechangesthanmanyofthemcouldhaveexpectedtoseeintheirentireworkingliveshavingtocommunicateinformationwhichoftenleadstofeelingsofinsecurityhasbecomeakeyactivity.Frombeingregardedasrelativelyunimportantinmanycompanies,managementemployeecommunicationhasbecomeacentralcorporateneed.　　ConcordiaInternationalprovidesagoodexampleofacompanythathasadjustedwelltothechangingneedsforcommunication.since1995,Concordiahasbeenturnedinside-outandupside-down,toensurethatitisamarketing–led,customer-responsivebusiness,onethatlooksoutwardsatcustomersandcompetitors,ratherthaninwardsatitsownprocessesandthewaythingsweredoneinthepast.Inthelasteightyears,Concordiahasreduceditsworkforcebymorethan80.000people-or35%-onavoluntarybasis,withfurtherdownsizinganticipated.　　Frombeinganengineeringcompany,Concordiaisnowremakingitselfasaservicecompany.Theroleofemployeecommunicationinsuchacontextistobuildpeople’sself-confidence,topersuadethemthat,althoughitisinevitablethatthechangeswillgoahead,theyalsobringwiththemnewopportunitiesforemployees.However,thisisnotaneasytask.Peopletendtobeskepticaloftheseclaimsandtofeelthattheyarelosingtouchwiththecompanytheyhaveworkedforovermanyyears.Thisisunderstandable,sincemanyoftheoldcertaintiesarebeingsweptaway,includingthecoreactivitiesofthecompanytheyworkfor.Aboveall,theyhavehadtofaceuptothefactthattheynolongerhaveajobforlife.　　Researchindicatesthatpeoplerespondtothispredicamentinavarietyofways.Thebulkofemployeesfallintotwomaincategoriesintermsoftheirresponsetothenewsituation:ontheonehandtherearethe“pragmatists”andontheother“thehighlyanxious”theformerseetheirjobasameanstoanendandhavearelativelyshort-termperspective,withstrongloyaltytotheirlocalterm,ratherthanthecompanyasawhole.Thesecondcategory,usuallythemajority,mayrespondtothreatenedchangeswithafeelingofhavingbeenletdown,andevenfeelangeratthecompanyforwhattheyseeaschangingthetermsoftheiremployment.　　`Theemployeecommunicationprocessneedstobecapableofaccuratelydirectingitsmessagesatavarietyofemployeegroupsanddepartmentswithintheworkforce.thisiswhymiddlemanagersandlinemanagersaresokeytocommunication.Theyarethepeoplewhoknowaboutthefullrageofconcernsamongtheworkforce.Theprobleminthepastwasthatthiscrucialareawasoftentheresponsibilityofaseparate,relativelyisolatedunit.Concordiaputsresponsibilityforcommunicationfirmlyonlinemanagers.Alltheirresearchpointstothesameconclusion:peopleprefertogettheirinformationface-to-facefromtheirlinemanagers.Thatisthekeyrelationshipandwhereargumentsandheartsandminds–arelost.　　Thegeneralruleincompanycommunicationistotellemployeesasmuchasyoucanassoonasyoucan.Ifyoucan’tprovidedetails,thenatleastputthenewsincontextandcommityourselftoprovidinggreaterdetailwhenitbecomesavailableanotherruleofcompanycommunicationisthattheremustbeafitbetweenwhatthecompanyistellingitsemployeesandwhatitistellingitsshareholders.15Inthelasteightyears,Concordiahas　　Amadeover80.000employeesreduncdant　　Bcompletedaperiodofdownsizing　　Creduceditsworkforceof80.000by35%　　Dgiven35%ofdepartingemployeesvoluntaryredundancy　　16FromConcordia’spointofview,theroleofcommunicationisto　　Awinemployeesupportbeforegoingaheadwiththechanges　　Bchangethecompany’scoreactivities.　　Cemphasisethepositiveaspectsofthechanges　　Dexplaintheneedforthechanges　　17whatdoesresearchshowaboutmostemployees’responsetochange?　　Atheyexpectittohaveabadeffectonthecompany　　Btheyfeelcompletelypowerless　　Ctheybecomelessloyal　　Dtheyfelltheyhavebeentreatedunfairly　　18Concordia’scommunicationprocessmainlyrelieson　　Aprintedcommunication　　Bdepartmentalheads　　Cpersonalcommunication　　Daseparate,specializedunit　　19Accordingtothewriter,whatistheguidingprincipleaboutgivinginformationwithinanorganization?　　ANevermakepromisesaboutfuturedevelopments　　BGivepeopleanoverallviewattheearliestpossiblestage　　Calwaysincludeplentyofhardinformation　　DHoldbackuntilallthedetailscanbeprovided　　20whichofthefollowingwouldbethemostsuitabletitleforthearticle?　　Aemployeeattitudestocompanycommunication　　Bmakingcompanycommunicationmoreeffective　　CResearchingcompanycommmucation　　DMakingemployeesfeellesspowerless　　文章取材自一本管理 手册 华为质量管理手册 下载焊接手册下载团建手册下载团建手册下载ld手册下载 ，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，但是选项很有迷惑性。答案是第二段的最后一句：Inthelasteightyears,Concordiahasreduceditsworkforcebymorethan80.000people-or35%-onavoluntarybasis,withfurtherdownsizinganticipated.减少了80000员工（或者说减少了35%的员工），预期还会减少更多。A选项是对的，maderedundant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（withfurtherdownsizinganticipated）；C也不对，迷惑性最大，reduceditsworkforceof80.000，用了介词of，所以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，说服他们虽然要面临一些变化，但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positiveaspects是对前面说的bringwiththemnewopportunities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