商務(wù)英語(yǔ)BEC高級(jí)全真測(cè)試
一個(gè)人不能騎兩匹馬，騎上這匹，就要丟掉那匹。聰明人會(huì)把凡是分散精力的`要求置之度外，只專(zhuān)心致志地去學(xué)一門(mén)。以下是小編為大家搜索整理的2017年商務(wù)英語(yǔ)BEC高級(jí)全真測(cè)試題，希望能給大家?guī)?lái)幫助!
Reading 1 hour
PART ONE
Questions 1 – 8
Look at the sentences below and at the five extracts from a book about staff appraisals and feedback on the opposite page .
Which new item (A, B, C ,D or E) dose each statement 1 – 8 refer to ?
For each statement 1 – 8 , make one letter(A, B, C ,D or E) on your Answer Sheet .
You will need to use some of these letters more than once .
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 w
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