BEC中级全真测试三1202.docx

1、BEC中级全真测试三1202剑桥国际商务英语证书考试(BEC)中级全真测试三(1202)(内部交流)阅读部分TIME 1 hourINSTRUCTIONS TO CANDIDATESDo not open this paper until you are told to do so.Write your name, Centre number and candidate number in the spaces at the top so this page. Write these details in pencil on your Answer Sheet if these are not

2、 already printed. Write all your answers in pencil on your Answer Sheet-no extra time is allowed for this.Read carefully the instructions for each part and the instructions for completing your Answer Sheet.Try to answer all the questions.At the end of the examination hand in both this question paper

3、 and your Answer Sheet.INFORMATION FOR CANDIDATESThere are forty-five questions on this question pap6_ This question paper consists of 10 printed pages and 2 blank pages.You are the managing director of a company whose profits have recently increased and you would like to reward staff for thisWrite

4、a memo to all staff: Thanking them for their contribution Explaining why profits increased Telling them what their reward will be.Write 40-50 words. Write on the separate answer paper provided. MEMO To: All Staff From: Date: 7 December 2002 Subject: Staff RewardYour company requires a taxi firm that

5、 it could use on a regular basis for staff and clients. Your secretary has selected two advertisements from the local newspaper.Look at the advertisements below, on which you have already made some handwritten notes.Then, using all you notes, white a proposal for your line manager, saying which firm

6、 you think your company should use. Write 120-140 words.Write on the separate answer paper provided. TELECARS50 years experience in the transport businessWe offer Special deals on long-distance travel 24-hour service internet booking facilities STREETLIGHT CABSSpecialists in airport and hotel transf

7、ersNo distance is too1 Sometimes it is necessary to insist on further explanation.2 You shouldnt focus on your response while others are still speaking.3 People are reluctant to admit that they dont listen well.4 There are benefits in seeing things from the speakers perspective.5 Keen observation of

8、 the speaker can support our listening skills.6 It is risky to think about a different issue while someone is speaking.7 People do not mind hearing their own views summarized.Good listener, better managerAToo often we accuse others of not listening, pretending that we ourselves are faulthess, yet in

9、 our hearts we know that many of the mistakes we make come about because we havent listened carefully enough. We get things wrong because we havent quite understood what someone meant when they were talking to us. Anyone who has ever taken the minutes of a long meeting will know how hard it is to re

10、member-despite the benefit of notes-exactly what everyone said. But success depends on getting things right and that means listening.BListening is not the same thing as hearing; it is not an effortless activity. It demands attention and concentration. It may mean quizzing the speaker for additional

11、information or for clarification-it is always better to ask than to continue regardless and get things wrong. However, if you allow your mind to wander onto something else, even for a few minutes, youll miss what the speaker is saying-probably at the very moment when he or she is saying something cr

12、itical. And not having heard, you wont know youve missed anything until its too late.CThe most common bad habit we have is to start thinking of what we are going t say about the subject long before the other speaker has finished. We then stop listening. Even worse, this often adds rudeness to inatte

13、ntiveness, as once you have decided what to say there is a fair chance you will interrupt to say it . good listeners dont interrupt. In fact it is often worth explaining the main idea of what you have just been told before going on to make your own points. Nobody is offended by this and it shows tha

14、t you have listened well.DAbove all be patient and accept that many people are not very good communicators. Its helpful to remember that the ways people move and position themselves while they are speaking can reveal a great deal about what they are saying. Equally importantly you should put yoursel

15、f in the other persons place both intellectually and emotionally; it will help you to understand what they are getting at and form a response. But dont be too clever. Faced with a know-all, many people keep quiet because they see no point in continuing.PART TWOQuestions 8-12 Read the article below a

16、bout recruiting staff.Choose the best sentence from the opposite page to fill each of the gaps.For each gap8-12, mark one letter(A-G) on your Answer Sheet.Do not use any letter more than once.There is an example at the beginning.(0)Finding the right peopleWhen a small company grows, managers must ta

17、ke on many new roles. Besides the day-to-day running of the business, they find themselves responsible for, among other things, relations with outside investors, increased levels of cash flow and, hardest of all, recruitment.For most managers of small and medium sized enterprises, the job of searchi

18、ng for, interviewing and selecting staff is difficult and time-consuming.(0)-Interviewing, for example, is a highly skilled activity in itself.We have found the whole process very hard says Dan Baker founding partner of a PR company. In seven years we have grown from five to eighteen staff but we ha

19、ve not found it easy to locate and recruit the right people. (8)- As Dan Baker explains, we went to one for our first recruitment drive but they took a lot of money in advance and didnt put forward anybody suitable. In the end we had to do it ourselves.Most recruitment decisions are based or a pile

20、of CVs a couple of short interviews and two cautious references. David Rowe, a business psychologist studied how appointments were made in five small companies. He claims that selection was rarely based on clear criteria. (9)- This kind of approach to recruitment often has unhappy consequences for b

21、oth employers and new recruits.Small companies often know what kind of person they are looking for.(10)-. According to David Rowe, this means that small company managers themselves have to devote more time and energy to recruitment. It shouldnt be something that is left to the evenings or weekends.M

22、any companies start the recruitment process with over-optimistic ideas about the type of person that will fit into their team. Its very easy to say you must have the best people in the top positions says Alex Jones managing partner of an executive recruitment company. But someone who is excellent in

23、 one company may not do so well in another environment. (11) - You can never guarantee a successful transfer of skills.Whatever the candidates qualifications their personal qualities are just as important since they will have to integrate with existing members of staff. This is where the recruitment

24、 industry argues they can really help.According to Alex Jones, A good recruitment agency will visit your company and ask a lot of questions. (12) - They can ask applicants all sorts of questions you dont like to ask and present you with a shortlist of people who not only have the skills, but who are

25、 likely to fit in with your companys way of doing things.Example:0A B C D E F G A A finance director in a big company, for example, will often make a terrible small company finance director because he or she is used to having a team doing the day-to-day jobs.B More often than not the people making t

26、he choice prioritized different qualities in candidates or relied on guesswork.C Recruitment would seem an obvious task to outsource but the companys experience of recruitment agencies was not encouraging.D They need paying for that, of course, but you will have them working for you and not for the

27、candidate.E They are usually in very specific markets and the problem they face is that recruitment agencies may not really understand the sector.F This means that companies cannot spend more than the standard ten minutes interviewing each applicant.G Yet few are trained and competent for all aspect

28、s of the task.PART THREEQuestions 13-18Read the extract below from a book about the management of change and the questions on the opposite page.For each question 13-18 mark one letter (A, B, C or D) on your Answer Sheet for the answer you choose. The Management of Change Today change is a permanent

29、characteristic of business activity. In some cases it is expected and planned for in others it is not. For example a rapid growth in sales may demand extensive change but if this an be prepared for the process can be managed more effectively. In contrast some changes may be impossible to forecast an

30、d therefore pose the greatest danger. The effect will be heightened when the factors driving change fall beyond the control of the business. New consumer tastes, the rise of competitors, new legislation and economic fluctuations are all examples of this.People bring about change but they are also th

31、e most important barrier to its success. Individuals may resist change to protect pay, for example. It often takes time for workers to adapt, and if payment is based on output they may to begin with earn less. They may also since change can endanger a persons authority regard change as a threat to t

32、heir status. In addition, the wish to maintain group membership can be strong and workers may resist change because they are worried about what others may think if they do not.There are two key ways in which managers can help individuals overcome their natural resistance to change. They first is to involve those affected at every stage of the