BEC閱讀精選題目及解析
為了方便大家備考bec的高級，下面小編給大家?guī)鞡EC閱讀精選題目及解析，預祝大家取得高分。
BEC閱讀精選題目
Questions 1-7
Look at the statements below and the article about the development of future business leaders on the opposite page.
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 Sheet.
You will need to use some of these letters more than once.
1 Managers need to take action to convince high-flyers of their value to the firm.
2 Organisations need to look beyond the high-flyers they are currently developing.
3 There is a concern that firms investing in training for high-flyers may not gain the benefits themselves.
4 Managers need expert assistance from within their own firms in developing high-flyers.
5 Firms currently identify high-flyers without the support of a guidance strategy.
6 Managers are frequently too busy to deal with the development of high-flyers.
7 Firms who work hard on their reputation as an employer will interest high-flyers.
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 organisation. As a result, organisations are left to formulate their own systems. 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' high-flyers.
B TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with today's flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. 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 group.
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 advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.
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 high-flyers. 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 high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.
BEC閱讀精選題目解析
首先得搞明白的是這篇文章到底講的什么。不用看具體內(nèi)容，有兩個地方直接告訴了。一個是題目說明的第一句話，另一個是正文的標題。從這兩個地方就可以看出全文探討的是公司未來接班人——也就是潛力股——的培養(yǎng)問題。A段講了TLRG這個貫穿全文的研究組織誕生的原因：現(xiàn)行的研究滿足不了需要，于是大多數(shù)公司只能自己探索發(fā)掘接班人的模式;(即第五題的答案)B段講了直屬經(jīng)理(line managers)對于發(fā)掘接班人的重要性(真是干什么都要從基層抓起)，以及經(jīng)理們的一些疑慮;C段講的是接班人問題對公司的重要性，并且應該讓院線經(jīng)理們明白這種重要性;D段是針對前面列出的問題，提出的解決建議，什么專家協(xié)助等等。整篇文章分為四個部分，層層遞進，有很強的邏輯性。拿這樣的文章來做閱讀材料應該是相對容易把握的。
BEC高級閱讀材料：South Africa Bets on 2010 World Cup for
NATO has discovered it is not well equipped to train a new national police force for Afghanistan and has turned to the European Union and private contractors for guidance.
Afghan police beat their batons against their shields in a drill showing how they would react if a demonstration became violent.
They are the most highly trained of Afghanistan's police forces designed to handle difficult situations.
Italian Carabinieri Brigadier General Carmelo Burgio is helping train the police. He says they are just what Afghanistan needs right now.
"They are the right tools for this kind of job because they are policemen, so they have the mentality of policemen. They have to deal with people, but they have also a sort of military training," says Brigadier General Carmelo Burgio.
The police in Afghanistan are accused of widespread corruption and are said to make money from bribes at checkpoints or at the border. In November an Afghan policeman killed five British soldiers who were training him. Their commander told a British newspaper recently that police corruption is fueling the insurgency.
But six months ago, NATO set up a new command for training the police, and its officials say they are working to eradicate the culture of corruption and ill-discipline.
Earlier this year, police salaries were increased and many are now being paid through bank transfers, so no one is able to take a cut of a policeman's pay before it gets into the hands of the employee.
Journalist Massoud Farivar produces radio programs broadcast across the country. He says what NATO is doing is a start, but there is still a long way to go.
"I think there has been some change, but I do not think there has been significant change in the police," says Farivar. "In general, I would say that there is greater public trust in army than police. The police is still seen as incompetent, corrupt and predatory."
The man in charge of developing the police force, Canadian Major General Mike Ward, says that can be corrected with training.
"If people see them as incompetent, corrupt and predatory, they should also see them as untrained. We can address the untrained part," Major General Ward said.
Perhaps because of the pay raise, recruitment for the force is strong. Attrition rates had been high, likely because police have been threatened and killed by insurgents, especially in the south around Kandahar, the Taliban heartland. Ward says police are targeted because they are working with NATO.
"The police are the ones that are in the fight every day," he added. "They are the ones dying in tremendous numbers, being injured, being wounded. Their families are under great risk and threat."
The police are at the center of NATO's strategy for wresting control from the Taliban in southern Afghanistan, particularly around Kandahar.
A police convoy heading to Kandahar for the offensive was attacked eight times by insurgents on the road. That they defended themselves well is considered a victory, but NATO and Afghan police officials say there is still a lot of work to do before Afghanistan has a police force it can depend on.
BEC中、高級閱讀第一部分技巧詳解
BEC閱讀考試的第一部分是搭配題，出題形式是將句子和短文進行搭配。
這是中級和高級考試共有的一個題型，差別在于：
在中級考試中，選擇項是7個句子，短文是4篇，共約350詞，題目要求考生讀僅7個句子，并將它們與標有A、B、C、D四個字母的短文中最合適的一段進行匹配。
而在高級考試中，考生要將8個句子與標有A、B、C、D、E五個字母的5篇短文進行匹配，這部分的短文長度約為450詞。
需要注意的是，每個句子只能和一篇短文匹配，但一篇短文可以同時對應幾個句子。
這部分試題重點考査考生的略讀(skimming)和掃讀(scanning)能力，即考察考生在領(lǐng)會文章主旨的前提下，快速辨別細節(jié)和特定信息的能力。
考題中的短文通常節(jié)選自不同的文章，而內(nèi)容是相關(guān)的，來源是真實的。
偶爾也有一些短文是從一篇文章中摘出的4段或5段。
值得注意的是，句子和短文的語域或文體往往有很大的差別，這就給我們尋找兩者間的相同點造成了一定的難度，導致考生要花費比較長的時間才能找到答案。
這樣一來，考生用來做其他部分題目的時間就會相應減少，答題正確率當然會降低。
所以，如何快速又正確地完成這一部分的題目，是考試成功的關(guān)鍵。
要做到這一點，最重要的是要打下堅實的基礎(chǔ)。比如，在做全真題時，要注意收集真題中的重點詞匯和長難句。認真做好這一點，在考試中就不會遇到太大的詞匯障礙。
在做全真題時，要關(guān)注句子與相對應短文間的同義轉(zhuǎn)換。也就是說，要注意句子與短文中的相應部分是如何用不同的表達來傳遞相同倍息的。
經(jīng)?？偨Y(jié)這些問義轉(zhuǎn)換，有助于考生在答題時更迅速地找到句子與短文間的相同點，從而更快、更準確地找到答案。
答題技巧詳解
這一部分的理目在整個閱讀考試中難度居于第二位，僅次于第二部分的句子填空題。
要做好這道題，考生首先要熟悉商務英語考試中常考的一些商務詞匯。這其實也是整個商務英語考試的基礎(chǔ)，沒有這個基礎(chǔ)，就無法讀懂文章，做題的時候只有靠猜，答題的正確率肯定不高。
對于第一部分的題來說，有些句子就是對應短文中的某個特定單詞的，如果我們不知道這個單詞的意思，就無法找到與句子對應的短文。
所以在平時的備考中，大家可以多讀一些報紙和雜志上的商務文章，網(wǎng)上也有很多這一類型的文章。
在閱讀過程中要認真收集常用的商務詞匯，并關(guān)注商務文章的行文特點和常用句型。
可以選取其中的長難句進行翻譯，以提髙自己對商務句型的熟悉度，從而更快地理解句子和文章，為快速而正確地答題做好準備。
很多考生害怕這道題，不知道如何準備才能做好這道題。
其實，大家只要莩握了它的規(guī)律，這道題做起來并不難，也不需要花費太多的時間。
除了在備考時按前面提到的方法準備外，大家在做題的過程中也要注意答題的步驟，正確的答題步驟也能幫助我們提髙做題速度：
1. 快速瀏覽指令。
考生在備考時會做很多模擬題和全真題，對題目前面的考試指令已經(jīng)很熟悉了，所以大部分的指令都不需要讀，只需要讀一下指令中的第一條，它會告訴我們短文的主題，使我們對將要閱讀的短文有一個總體印象。
2. 快速閱讀考通中的7個(或8個)句子，邊讀邊標出關(guān)鍵詞。
先讀句子，并通過標關(guān)鍵詞簡化句子信息，再帶著這些信息讀短文，就可以有的放矢地在短文中尋找句子中信息的對應點，從而將句子和短文搭配起來。
3. 快速閱讀考題 中的4篇(或5篇)短文。
閱讀時主要關(guān)注每篇短文的細節(jié)信息，標出和句子對應的關(guān)鍵點。如果發(fā)現(xiàn)某些地方似曾相識時，那么這個部分就有可能和某個句子有關(guān)聯(lián)，考生應立刻返回到句子部分，查看和這個部分對應的關(guān)鍵詞在哪個句子中，這一題就解決了。接下來可以照此步驟解決其他6個(或7個)句子。
做這道題的一個基本原則：每篇短文最多對應2個句子，至少對應1個句子。
所以在考試過程中，大家只要在每篇短文中找出2個信息點和2個句子對應就可以了。
如果出現(xiàn)1篇短文對應3個句子的情況，我們就要再回頭快速瀏覽每篇短文，這次只需看一下短文中沒有畫線的部分就可以了。
由于這是我們第二次閱讀短文，對每篇短文的側(cè)重點已經(jīng)有了印象，需著重讀哪幾篇或是哪一篇已經(jīng)心中有數(shù)了;而且這次只需要讀未畫線部分，閱讀量又進一步減少，我們就可以很快找到需要對應第3個句子的短文了。
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