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商務(wù)英語(yǔ)初級(jí)閱讀專項(xiàng)題推薦度：
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2017年初級(jí)商務(wù)英語(yǔ)閱讀專項(xiàng)題

　　商務(wù)英語(yǔ)是以適應(yīng)職場(chǎng)生活的語(yǔ)言要求為目的，內(nèi)容涉及到商務(wù)活動(dòng)的方方面面。下面是百分網(wǎng)小編精心為大家整理的2017年初級(jí)商務(wù)英語(yǔ)閱讀專項(xiàng)題，希望對(duì)大家考試有幫助，更多內(nèi)容請(qǐng)關(guān)注應(yīng)屆畢業(yè)生網(wǎng)!

2017年初級(jí)商務(wù)英語(yǔ)閱讀專項(xiàng)題

　　2017年初級(jí)商務(wù)英語(yǔ)閱讀專項(xiàng)題一

　　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.

　　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(gè)地方直接告訴了。一個(gè)是題目說(shuō)明的第一句話，另一個(gè)是正文的標(biāo)題。從這兩個(gè)地方就可以看出全文探討的是公司未來(lái)接班人——也就是潛力股——的培養(yǎng)問(wèn)題。A段講了TLRG這個(gè)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(duì)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(wèn)題對(duì)公司的重要性，并且應(yīng)該讓院線經(jīng)理們明白這種重要性;D段是針對(duì)前面列出的問(wèn)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(gè)部分，層層遞進(jìn)，有很強(qiáng)的邏輯性。拿這樣的文章來(lái)做閱讀材料應(yīng)該是相對(duì)容易把握的。

　　題目解析：

　　7個(gè)題干基本是將原文中的句子用另外的詞語(yǔ)和句型表述出來(lái)，所以題干中的關(guān)鍵詞都能在正文里找到與之匹配的，比如第四題題干里的expert對(duì)應(yīng)D段的specialists,第六題的too busy to對(duì)應(yīng)于B段里的heavy workloads，第七題的interest對(duì)應(yīng)于C段的appeal。第一題說(shuō)“經(jīng)理們必須采取措施使?jié)摿蓚兿嘈潘麄儗?duì)公司的價(jià)值”，也就是要讓潛力股們對(duì)公司忠誠(chéng)，即C段說(shuō)的creating “attraction centres”和loyalty。第二題說(shuō)“組織必須把目光投向正在培養(yǎng)中的潛力股以外的地方”，即D段最后兩句話所說(shuō)的.尋找新一代的潛力股。第三題和 B段的最后一句話完全是一個(gè)意思：怕培養(yǎng)潛力股的投入收不回成本。第四題說(shuō)開發(fā)潛力股，經(jīng)理們需要在公司內(nèi)部得到專家支持。答案是D段的第一句話：公司的人力資源專家需要采取行動(dòng)。HR specialists就是expert。第五題說(shuō)公司現(xiàn)在沒有在指導(dǎo)策略的支持下辨別潛力股。也就是說(shuō)公司是依靠自己來(lái)發(fā)掘人才的。答案是A段的第一句：現(xiàn)行的研究滿足不了需要，所以公司只能形成自己的一套體系。第六題，經(jīng)理們太忙了，無(wú)暇顧及潛力股的發(fā)展。答案是B段的：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.。不幸落在了高工作負(fù)荷的人的肩上。高工作負(fù)荷，也就是too busy。第七題，看重作為雇主名聲的公司可以吸引潛力股。答案是C段的這么一句：if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers。如果公司是以開發(fā)員工而著稱的話，將會(huì)對(duì)潛力股產(chǎn)生更大的吸引。以開發(fā)員工而著稱(known as ones that develop their people)，名聲很好，也就是看重自己作為雇主的名聲。

　　2017年初級(jí)商務(wù)英語(yǔ)閱讀專項(xiàng)題二

　　People from different cultures sometimes do things that make each other uncomfortable, sometimes without realizing it Most Americans ___1___ out of the country and have very ___2___ experience with foreigners. But they are usually spontaneous, friendly and open, and enjoy ___3___ new people, having guests and bringing people together formally or informally. They tend to use first names ___4___ most situations and speak freely about themselves. So if your American hosts do something that ___5___ you uncomfortable, try to let them know how you feel. Most people will __6__ your honesty and try not to take you uncomfortable again. And you’ll all __7__ something about another culture!

　　Many travelers find __8__ easier to meet people in the U.S. than in other countries. They may just come up and introduce themselves or even invite you over __9__ they really know you. Sometimes Americans are said to be __10__. Perhaps it seems so, but they are probably just __11__ a good time. Just like anywhere else, it takes time to become real friends __12__ people in the U.S.

　　If and when you __13__ American friends, they will probably __14__ introducing you to their friends and family, and if they seem proud __15__ you, it’s probably because they are. Relax and enjoy it!

　　EXERCICE

　　1. A) have never been B) have been never C) has never been D) has been never

　　2. A) a little B) little C) much D) a great deal

　　3. A) meet B) to meet Cㄘmeeting D) to have met

　　4. A) on B) among C) within D) in

　　5. A) makes B) make C) made D) making

　　6. A) praise B) honor C) appreciate D) confirm

　　7. A) pick B) select C) learn D) study

　　8. A) this B) it C) them D) /

　　9. A) when B) if C)after D)before

　　10. A) superficially friend B) superficial friend C) superficially friendly D) superficial friendly

　　11. A) having B) taking C) making D) killing