bec中級(jí)和六級(jí)相比簡單嗎
為了幫助大家備考bec中級(jí)，下面小編給大家?guī)韇ec中級(jí)和六級(jí)相比簡單嗎，希望能夠幫助大家!
bec中級(jí)和六級(jí)相比簡單嗎
BEC中級(jí)和六級(jí)哪個(gè)難?其實(shí)BEC中級(jí)通常被拿來和四級(jí)比較，BEC中級(jí)相當(dāng)于CET四級(jí)高分及以上水平。而四級(jí)高分的考生通常能達(dá)到六級(jí)的通過線，所以可以說：BEC中級(jí)和六級(jí)的難度相當(dāng)。
接下來我們就詳細(xì)介紹下BEC考試的三個(gè)等級(jí)吧：
BEC考試難度分級(jí)
BEC考試分為三級(jí)，分別為：
BEC初級(jí)(Preliminary Level)
BEC中級(jí)(Vantage Level)
BEC高級(jí)(Higher Level)
如果和其他英語考試對(duì)比的話，大概是以下的對(duì)應(yīng)關(guān)系：
BEC初級(jí)相當(dāng)于CET四級(jí)中低分
BEC中級(jí)相當(dāng)于CET四級(jí)高分及以上水平，或英語專四及以上水平;或相當(dāng)于相當(dāng)于雅思5.0-6.5分，這也是每年BEC報(bào)考最多的級(jí)別。
BEC高級(jí)相當(dāng)于CET六級(jí)高分，英語專八，或雅思7.0-7.5分。所以，如果能考到BEC高級(jí)，那就相當(dāng)厲害了，基本上HR都會(huì)眼前一亮。
那么接下來，我們再來總體介紹一下BEC考試吧。
它考什么?具體有什么用?
BEC證書
BEC certificate
BEC劍橋商務(wù)英語是專為職場人士所設(shè)計(jì)的國際商務(wù)英語資格證書考試。
BEC主要考察應(yīng)試者在真實(shí)工作環(huán)境中的英語交流能力。
它1993年就就進(jìn)入中國。
此后，BEC考試因?yàn)楦吆鹆?，成為“職場英語”、“商務(wù)英語”的代名詞。
BEC考試由誰出題?
BEC考試之所以被業(yè)界認(rèn)可，很大原因是它由劍橋大學(xué)外語考試部出題。
這個(gè)機(jī)構(gòu)是全球最權(quán)威的語言測評(píng)機(jī)構(gòu)之一，著名的雅思考試(IELTS)也是由該機(jī)構(gòu)負(fù)責(zé)出題。
BEC和雅思一樣，都是考察真實(shí)環(huán)境中的語言應(yīng)用。但BEC更偏向職場、商務(wù)英語，專業(yè)性和細(xì)分性更強(qiáng)。
所以，每年，全球130個(gè)國家，有500萬考生參加劍橋英語考試，以拓展海外學(xué)習(xí)機(jī)會(huì)、尋求職業(yè)發(fā)展。
BEC考察范圍
BEC 考試內(nèi)容與職場環(huán)境密切相關(guān)，主要是考察英語聽、說、讀、寫四項(xiàng)技能以及英語實(shí)際運(yùn)用能力。
BEC 考試內(nèi)容涉及固定搭配、英文語法等應(yīng)試能力，此外語言溝通、場景應(yīng)用等拓展性能力也在考試要求范圍內(nèi)。
BEC考試有一些特色題型，比如：商業(yè)英文文書撰寫、商業(yè)英文文件閱讀、職場小組討論等，都是根據(jù)真實(shí)職場環(huán)境而設(shè)計(jì)。
BEC考試具體考啥?
BEC考試有四個(gè)項(xiàng)目考試內(nèi)容，分別為閱讀、寫作、聽力、口語，題型多樣，既有選擇題，也有填空題，還有口語問答題。
BEC的價(jià)值
Value
BEC是重要的商務(wù)英語考試，是全球范圍里備受認(rèn)可的能力證書類型。而且，BEC對(duì)理論、綜合知識(shí)的要求比較高。
常有人說，BEC最有價(jià)值的部分倒不是證書本身，而是備考的過程。(尤其是BEC高級(jí))
考試時(shí)間
BEC考試一年有上半年、下半年兩次考試機(jī)會(huì)。
2020年BEC上半年考試由于疫情延期了，暫時(shí)還未通知新的時(shí)間。
考試報(bào)名網(wǎng)址：
http://bec.neea.edu.cn
BEC中級(jí)寫作模擬題：圖表題
1 曲線圖、柱狀圖
注意語言多樣性、導(dǎo)入數(shù)據(jù)
2 餅狀圖
注意順序
例題
You work for Marks & Spencer, Britain’s leading retailer. Your company plans to invest in a local retail market. You are asked to assess the local purchasing power.
l Read the following pie chart which demonstrates the local family income after taxes.
l Use the information in the chart to write a report (about 100 - 120 words) interpreting the chart, discussing the prospects of your company’s investment in the local retail market, and explaining the conclusion you reach from the information in the chart and how the chart supports your conclusion.
Write on your Answer Sheet.
Local Family Income After Taxes
例題
You are a social investigator and are required to carry out a survey on the average family expenses in the United States.
Read the following chart showing the results of the survey of the expenses in 1970 and 1975.
l Using the information in the chart to write a short report (about 100 - 120 words), analyzing the changes in the average expenses and making some recommendations to the Americans.
1 表格題
You are a clerk in Lucky Tourism Company. You are responsible for arranging travelling lines. One day, you received the data as follows:
Read the following table which shows the changes in the way people spend their holidays. The table divides the tourism business into four parts, telling the different percentages in 1980 and in 1990, from which you will notice the trend of current tourism business.
l Use the information in the table to write a short report (about 120 - 140 words) emphasizing changes of the main business for your company.
l Write on your Answer Sheet.
WHERE PEOPLE SPEND THEIR HOLIDAYS
2006
2016
Travelling abroad
12%
23%
Going to seaside
38%
32%
Camping
9%
35%
Staying at home
41%
10%
Total
100%
100%
BEC中級(jí)閱讀理解模擬題
1 Genuine feedback would release resources to be used elsewhere.
2 Managers are expected to enable their staff to work effectively.
3 Experts are unlikely to facilitate a move to genuine feedback.
4 There are benefits when methods of evaluating performance have been negotiated.
5 Appraisals tend to focus on the nature of the face-to-face relationship between employees and their line managers.
6 The idea that employees are responsible for what they do seems reasonable.
7 Despite experts’ assertion, management structures prevent genuine feedback
8 An increasing amount of effort is being dedicated to the appraisal process.
A
Performance appraisal is on the up and up. It used to represent the one time of year when getting on with the work was put on hold while enormous quantities of management hours were spent in the earnest ritual of rating and ranking performance. Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted. Human resources professionals claim that managers should strive for objectivity and thus for feedback rather than judgement. But the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback because performance measure are conceived hierarchically. Unfortunately, all too many workers suffer from the injustices that this generates.
B
The notion behind performance appraisal- that workers should be held accountable for their performance-is plausible. However, the evidence suggests that the premise is wrong. Contrary to assumptions appraisal is not an effective means of performance improvement- it is judgement imposed rather than feedback, a judgement imposed by the hierarchy. Useful feedback , on the other hand, would be information that told both the manager and worker how well the work system functioned, and suggested ways to make it better.
C
Within the production system at the car manufacturer Toyota, there is nothing that is recognizable as performance appraisal. Every operation in the system has an associated measure. The measure has been worked out between the operators and their manager. In every case, the measure is related to the purpose of the work. That measure is the basis of feedback to the manager and worker alike. Toyota’s basic idea is expressed in the axiom “bad news first” . Both managers and workers are psychologically safe in the knowledge that it is the system- not the worker –that is the primary influence on performance. It is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.
D
In many companies , performance appraisal springs from misguided as assumptions. To judge achievement, managers use date about each worker’s activity, not an evaluation of the process or system’s achievement of purpose. The result is that performance appraisal involves managers’ judgement overruling their staff’s, ignoring the true influences on performance. Thus the appraisal experience becomes a question of pleasing the boss, particularly in meetings, which is psychologically 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 more time to devote to their customers and their business. No time will be wasted in appraisal . This requires 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.
關(guān)于員工評(píng)估和反饋的文章。一個(gè)組織內(nèi)部的上下級(jí)溝通真的太重要了。
第一題，說真正的反饋可以釋放用在別處的資源。意思上真正的反饋可以讓人騰出精力。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。這題的意思還算比較明顯，feedback in the true sense，就是genuine feedback，devote to their customers and the business,就是把資源釋放在別的地方。
第二題，說經(jīng)理們是被期望著使員工工作得更有效率。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 performance.經(jīng)理們的責(zé)任，也就是managers are expected to，有利于他們的表現(xiàn)，就是enable their staff to work effectively。
第三題,說專家不大可能有利于真正反饋的進(jìn)程。答案是E段的最后一句：which almost certainly will not be forthcoming from the human resources profession。人力資源專家，就是experts。需要理解下這里的forthcoming的含義：willing to divulge information. (人)愿意透露消息的。專家們不愿意透露消息，也就是不能指望專家來facilitate。
第四題，說商討評(píng)估表現(xiàn)的方法是有利的。答案是在C段，有點(diǎn)分散。前面說The measure has been worked out between the operators and their manager。這個(gè)措施是在操作者和經(jīng)理們之間擬定的。between the operators and managers，也就是評(píng)估表現(xiàn)的方法是被商討了的。后面介紹的情況都是這個(gè)measure有多么的好：is the basis of feedback。綜合起來，就是選項(xiàng)說的，商討是有好處的。
第五題，說評(píng)估傾向聚焦于員工和他們直屬經(jīng)理們之間面對(duì)面關(guān)系的性質(zhì)。這個(gè)選項(xiàng)可能會(huì)弄的人一頭霧水，首先得弄明白這里的面對(duì)面關(guān)系指的是什么。員工和直屬經(jīng)理的關(guān)系，就是上下級(jí)的關(guān)系，過分看重這個(gè)關(guān)系，那么在評(píng)估過程中就會(huì)有顧慮，誰還敢揭自己上司的短?所以這個(gè)句子的意思是說評(píng)估過程中有顧忌，無人敢說真話。答案是D段的這么一句：Thus the appraisal experience becomes a question of pleasing the boss。評(píng)估過程成了討好自己的老板，說的就是這個(gè)意思。
P.S：這是我個(gè)人對(duì)這道題的理解，大家有異議，可以提。
第六題，說員工對(duì)他們所作負(fù)責(zé)的想法聽起來很合理。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。這里的accountable就是負(fù)有責(zé)任。Plausible是貌似真實(shí)的，也就是seems reasonable。
第七題，說雖然有專家們的主張，管理層的結(jié)構(gòu)阻止了真正的反饋。答案是A段的這么一句：the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback。管理層的機(jī)構(gòu)，就是這句里提到的the nature of hierarchy，等級(jí)制的性質(zhì)。這個(gè)單詞在BEC閱讀里常出現(xiàn)。distort，扭曲，就是選項(xiàng)里的prevent。
第八題，說在評(píng)估過程中投入了更多的努力。答案是A段的這么一句，有點(diǎn)隱晦：Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted.這個(gè)句子是緊跟上文的，the practice指的就是appraisal。評(píng)估的更頻繁，評(píng)估是怎么進(jìn)行的顯得更加重要。認(rèn)為更加重要了(makes it all the more important)，就會(huì)投入更多努力了。綜合起來，這些的意思就是評(píng)估過程投入了更多的努力。不太容易看出來。
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