剑桥商务英语高级-146及答案解析.doc

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1、剑桥商务英语高级-146 及答案解析(总分：114.00，做题时间：90 分钟)一、BManaging people(总题数：0，分数：0.00)二、BReading/B(总题数：1，分数：42.00)What sort of boss really cares about his staff?A survey by management consultancy Hudson has found that one in six senior executives think they could get rid of 20% of employees without damaging perf

2、ormance or morale. Nearly half reckon firing up to 5% a year would be a good thing. Even though only 4% actually carry out this threat, it is still a revealing finding. This is what executives really think of their most valued asset: something to be disposed of against a mechanical target.In another

3、 survey, only 38%, of employees feel senior managers treat them with respect. Around a quarter of employees rarely or never look forward to going to work, and almost half are leaving or trying to. The findings suggest many managers arent doing enough to keep their staff interested, said Mike Emmott.

4、 The result: underperformance, low productivity and high staff turnover.The last UK survey for Gallups Employee Engagement Index makes similar conclusions. In 2005 just 16% of UK employees were positively engagedloyal and committed to the organisation. Gallup puts the cost to the economy of active d

5、isengagement at 40 billion, as employees express their disenchantment by going sick, not trying, leaving, or threatening strikes. The culprit, says Gallup, is poor management. Workers say they dont know what is expected of them and managers dont care about them as people.In a perverted way, then, em

6、ployers are right when they say theres something the matter with their workforce. Its just that they are kidding themselves about where the blame lies. In any case, bottom-slicing the worst employees is likely to make things worse, not better. Yes, forced ranking is a way of life at General Electric

7、, and Microsoft does it too, but there is no evidence that it is linked to their success and in most cases it usually does more harm than good.Forced ranking rests on the idea that the performance of the whole is the sum of those of the individual parts. But the sports pages confirm that teams with

8、the most talented individuals dont always win. Of course, individual ability makes a difference. Sometimes companies do have to get rid of people, particularly if they recruit them incompetently. But forced ranking introduces fear and competition, and while in (economic) theory these optimise indivi

9、dual performance, in (management) practice they damage collective performance. This is the authentic magic of management: getting outstanding performance from ordinary resources by multiplying individual and organisational talent.（分数：42.00）(1).Read the text and underline the phrases in the text whic

10、h answer the following questions:According to the survey almost 50% of managers believe that.（分数：3.00）填空项 1:_(2).The results of the survey of employees show that.（分数：3.00）填空项 1:_(3).What has cost the economy 40 billion?（分数：3.00）填空项 1:_(4).The term bottom slicing means.（分数：3.00）填空项 1:_(5).The lesson

11、we can learn from sport is that.（分数：3.00）填空项 1:_(6).The effect of forced ranking on the workforce is.（分数：3.00）填空项 1:_(7).The art of management is to.（分数：3.00）填空项 1:_(8).Choose the best option to answer the questions in exercise 7. A. the workforce can be reduced by a bit each year. B. 5% of the work

12、force is lazy. C. 20% of the workforce can be fired. D. targets are more important than jobs.（分数：3.00）A.B.C.D.(9). A. employees have no confidence in management. B. employees dont respect their managers. C. managers have failed to motivate their staff. D. productivity is not a priority for companies

13、.（分数：3.00）A.B.C.D.(10). A. Strikes and poor industrial relations. B. People taking sick leave. C. Management bonuses. D. Employees not feeling committed to their jobs.（分数：3.00）A.B.C.D.(11). A. getting rid of the least effective employees. B. cutting costs. C. making the employees responsible for tar

14、gets. D. paying employees less when they underperform.（分数：3.00）A.B.C.D.(12). A. gifted individuals can make all the difference. B. talented individuals are not always team players. C. the best teams are not always made up of the best players. D. talent is very subjective.（分数：3.00）A.B.C.D.(13). A. to

15、 make the recruitment process more efficient. B. to help them work together as a team. C. to improve their individual performance. D. to make them afraid that someone else will take their job.（分数：3.00）A.B.C.D.(14). A. create a sense of magic. B. get the best out of what youve got. C. look after the

16、most talented in the organisation. D. manage resources carefully.（分数：3.00）A.B.C.D.三、BReport writing(总题数：0，分数：0.00)四、BA business repo(总题数：2，分数：60.00)This report makes some recommendations for a company planning to buy new computers. It is well organised, concise and relevant. But it contains several

17、mistakes in grammar and spelling which are underlined. Correct the mistakes.To: Said KamalRe: New computersThe aim of this report is Upresenting/U (to present) the best U U 2 /U /UUchoose/U for the company in replacing its computers in the central administration offices. Following some U U 3 /U /UUi

18、nitially/U research, we narrowed the field down to three possibilities:The first, DX590, is the U U 4 /U /UUmore/U expensive of the three, U U 5 /U /UUwith/U a cost of $590 per unit. However, it is the most U U 6 /U /UUpowerfull/U and adaptable. The second, the HS Venturer, is a little cheaper to pu

19、rchase, at $555, but has a smaller hard disk capacity and a slower processor. The third, the Songsing AF100, is U U 7 /U /UUthe/U bargain at $480 and has similar specifications to the HS Venturer. However, Songsing is a relatively new company and thus it is difficult U U 8 /U /UUgetting/U references

20、 for the product.U U 9 /U /UUThe another/U very important factor is the after-sales package. U U 10 /U /UUEvery/U three companies offer between 1 and 3-year service U U 11 /U /UUgarantees/U, but on slightly different terms and at different prices. The best of these is the DX590s two-year warranty, U

21、 U 12 /U /UUthat/U is an on-site 24-hour repair service.In conclusion, we recommend U U 13 /U /UUto purchase/U the DX590. The HS Venturer offers much less for a similar price, while the Songsing AF100 is probably too risky, because it has U U 14 /U /UUany/U track record. With good service back-up, t

22、he DX590 U U 15 /U /UUcan/U also prove to be the most economical U U 16 /U /UUon/U the long run.（分数：45.00）填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_Connect the ideas in this report with a linking phrase from the box. (Some phrases are no

23、t needed.)on the whole due to although howeverin conclusion since indeed consequentlyThirdly, there is the Giordano Centre in York. U U 17 /U /Uwe didnt have a lot of time to visit, what we saw impressed us. There are quite a few suitable hotels in the area, all within easy walking distance of the c

24、onference centre. U U 18 /U /U, they are reasonably priced U U 19 /U /U, bookings would have to be made early, U U 20 /U /Udemand for rooms rises quite dramatically in the summer season. U U 21 /U /U, this seems to be the case with all the venues under consideration, so an early decision is recommen

25、ded.（分数：15.00）填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_五、BReading Test: P(总题数：0，分数：0.00)六、BPART ONE/B(总题数：1，分数：12.00)Do Part Two of the Reading Test. Give yourself 10-12 minutes to complete the task.PART TWORead this text about work-life balance.Choose the best sentence A-H to fill each of the gaps 1-6.Do

26、 not use any letter more than once.Business life: Uncomfortable truths about the work-life balanceBalancing work and life is an unattainable goal. At least, it is for anyone who wants to get ahead. Simply cutting back on work inevitably fails, because in real life, success in work is predicated on a

27、chievement, Mr Hammonds writes. In a competitive business environment leadership requires commitment, passion and a lot of time.It is not just that people who want to leave the office at a reasonable time are competing against those who work until the early hours. They are also, increasingly, compet

28、ing against people on the other side of the world who are ready to work any hours. Pavan Vishwakarma is a freelance software developer who lives in Bhopal and who advertises himself as being available at any time. Do you want balance? Vishwakarma doesnt. U U 1 /U /UIf youre competing against Pavan V

29、ishwakarmaand ultimately, we all areyou cant have both a big paycheck and reasonable hours. U U 2 /U /UIt is not that work-life balance is not worth having. U U 3 /U /UIt is just that it has its price, which is that you are not going to rise as high in the organisation or be as rich as those who hav

30、e no interest in work-life balance. You can work more intelligently, and delegate as much as you like, but if you are the sort of person who, faced with a choice between a school play and a crucial meeting, opts for the play, you will fall behind those who would not dream of missing the meeting.Show

31、 me a high-riding chief executive, or a successful politician. U U 4 /U /UThere is no point, as Mr Hammonds rightly argues, in pretending we can have it all. We cant. The usually unspoken truth about work-life balance is that if you want a life, you have to surrender some of the rewards of work. Tho

32、se who opt for children, spouse and friends will be richer in all the ways that really count. U U 5 /U /UOf course, for most people, all this is academic. They cannot afford to earn less. U U 6 /U /UFor them, life is an endless struggle to find jobs, put food on the table, arrange childcareand hope

33、that grandparents can step in when children wake up covered in chicken pox. Those who can afford to trade promotion and salary for family time are a lucky minority.A. They can barely get by as it is.B. I will show you someone who barely sees his or her children.C. A few superhuman people may be able

34、 to achieve this.D. He wants to work, and hell work cheapa lot cheaper than you will.E. However, unless they win the lottery, they will have less money in the bank.F. The laws of economics wont allow it.G. They are also, increasingly, competing against people on the other side of the world who are r

35、eady to work any hours.H. It certainly is.（分数：12.00）填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_剑桥商务英语高级-146 答案解析(总分：114.00，做题时间：90 分钟)一、BManaging people(总题数：0，分数：0.00)二、BReading/B(总题数：1，分数：42.00)What sort of boss really cares about his staff?A survey by management consultancy Hudson has found that on

36、e in six senior executives think they could get rid of 20% of employees without damaging performance or morale. Nearly half reckon firing up to 5% a year would be a good thing. Even though only 4% actually carry out this threat, it is still a revealing finding. This is what executives really think o

37、f their most valued asset: something to be disposed of against a mechanical target.In another survey, only 38%, of employees feel senior managers treat them with respect. Around a quarter of employees rarely or never look forward to going to work, and almost half are leaving or trying to. The findin

38、gs suggest many managers arent doing enough to keep their staff interested, said Mike Emmott. The result: underperformance, low productivity and high staff turnover.The last UK survey for Gallups Employee Engagement Index makes similar conclusions. In 2005 just 16% of UK employees were positively en

39、gagedloyal and committed to the organisation. Gallup puts the cost to the economy of active disengagement at 40 billion, as employees express their disenchantment by going sick, not trying, leaving, or threatening strikes. The culprit, says Gallup, is poor management. Workers say they dont know what

40、 is expected of them and managers dont care about them as people.In a perverted way, then, employers are right when they say theres something the matter with their workforce. Its just that they are kidding themselves about where the blame lies. In any case, bottom-slicing the worst employees is like

41、ly to make things worse, not better. Yes, forced ranking is a way of life at General Electric, and Microsoft does it too, but there is no evidence that it is linked to their success and in most cases it usually does more harm than good.Forced ranking rests on the idea that the performance of the who

42、le is the sum of those of the individual parts. But the sports pages confirm that teams with the most talented individuals dont always win. Of course, individual ability makes a difference. Sometimes companies do have to get rid of people, particularly if they recruit them incompetently. But forced

43、ranking introduces fear and competition, and while in (economic) theory these optimise individual performance, in (management) practice they damage collective performance. This is the authentic magic of management: getting outstanding performance from ordinary resources by multiplying individual and

44、 organisational talent.（分数：42.00）(1).Read the text and underline the phrases in the text which answer the following questions:According to the survey almost 50% of managers believe that.（分数：3.00）填空项 1:_ （正确答案：Nearly half reckon firing up to 5% a year would be a good thing.）解析：(2).The results of the

45、survey of employees show that.（分数：3.00）填空项 1:_ （正确答案：The findings suggest many managers arent doing enough to keep their staff interested,.）解析：(3).What has cost the economy 40 billion?（分数：3.00）填空项 1:_ （正确答案：.active disengagement. employees. going sick, not trying, leaving, or threatening strikes.）解析：(4).The term bottom slicing means.（分数：3.00）填空项 1:_ （正确答案：.bottom-slicing the worst employees）解析：(5).The lesson we can learn from sport is that.（分数：3.00）填空项 1: