BEC商务英语高级真题及解析

BEC商务英语高级真题及解析1Genuinefeedbackwouldreleaseresourcestobeusedelsewhere.2Managersareexpectedtoenabletheirstafftoworkeffectively.3Expertsareunlikelytofacilitateamovetogenuinefeedback.4Therearebenefitswhenmethodsofevaluatingperformancehavebeennegotiated.5Appraisalstendtofocusonthenatureoftheface-to-facerelationshipbetweenemployeesandtheirlinemanagers.6Theideathatemployeesareresponsibleforwhattheydoseemsreasonable.7Despiteexperts’assertion,managementstructurespreventgenuinefeedback8Anincreasingamountofeffortisbeingdedicatedtotheappraisalprocess.APerformanceappraisalisontheupandup.Itusedtorepresenttheonetimeofyearwhengettingonwiththeworkwasputonholdwhileenormousquantitiesofmanagementhourswerespentintheearnestritualofratingandrankingperformance.Nowthepracticeisevenmorefrequent.Thisofcoursemakesitallthemoreimportanthowappraisalisconducted.Humanresourcesprofessionalsclaimthatmanagersshouldstriveforobjectivityandthusforfeedbackratherthanjudgement.Butthesimplefactofthematteristhatthenatureofhierarchydistortstheconceptoffeedbackbecauseperformancemeasureareconceivedhierarchically.Unfortunately,alltoomanyworkerssufferfromtheinjusticesthatthisgenerates.BThenotionbehindperformanceappraisal-thatworkersshouldbeheldaccountablefortheirperformance-isplausible.However,theevidencesuggeststhatthepremiseiswrong.Contrarytoassumptionsappraisalisnotaneffectivemeansofperformanceimprovement-itisjudgementimposedratherthanfeedback,ajudgementimposedbythehierarchy.Usefulfeedback,ontheotherhand,wouldbeinformationthattoldboththemanagerandworkerhowwelltheworksystemfunctioned,andsuggestedwaystomakeitbetter.CWithintheproductionsystematthecarmanufacturerToyota,thereisnothingthatisrecognizableasperformanceappraisal.Everyoperationinthesystemhasanassociatedmeasure.Themeasurehasbeenworkedoutbetweentheoperatorsandtheirmanager.Ineverycase,themeasureisrelatedtothepurposeofthework.Thatmeasureisthebasisoffeedbacktothemanagerandworkeralike.Toyota’sbasicideaisexpressedintheaxiom“badnewsfirst”.Bothmanagersandworkersarepsychologicallysafeintheknowledgethatitisthesystem-nottheworker–thatistheprimaryinfluenceonperformance.Itismanagement’sresponsibilitytoensurethattheworkersoperateinasystemthatfacilitatestheirperformance.DInmanycompanies,performanceappraisalspringsfrommisguidedasassumptions.Tojudgeachievement,managersusedateabouteachworker’sactivity,notanevaluationoftheprocessorsystem’sachievementofpurpose.Theresultisthatperformanceappraisalinvolvesmanagers’judgementoverrulingtheirstaff’s,ignoringthetrueinfluencesonperformance.Thustheappraisalexperiencebecomesaquestionofpleasingtheboss,particularlyinmeetings,whichispsychologicallyunsafeandsociallydriven,determiningwhois“in”andwhois“out”.EWhenjudgementisreplacedbyfeedbackinthetruesense,organizationswillhavealotmoretimetodevotetotheircustomersandtheirbusiness.Notimewillbewastedinappraisal.Thisrequiresafundamentalshiftinthewaywethinkabouttheorganizationofperformanceappraisals,whichalmostcertainlywillnotbeforthcomingfromthehumanresourcesprofession.关于员工评估和反馈的文章。一个组织内部的上下级沟通真的太重要了。第一题，说真正的反馈能够释放用在别处的资源。意思上真正的反馈能够让人腾出精力。答案是E段的第一句：Whenjudgementisreplacedbyfeedbackinthetruesense,organizationswillhavealotmoretimetodevotetotheircustomersandtheirbusiness。这题的意思还算比较明显，feedbackinthetruesense，就是genuinefeedback，devotetotheircustomersandthebusiness,就是把资源释放在别的地方。第二题，说经理们是被期望着使员工工作得更有效率。答案是C段的最后一句：Itismanagement’sresponsibilitytoensurethattheworkersoperateinasystemthatfacilitatestheirperformance.经理们的责任，也就是managersareexpectedto，有利于他们的表现，就是enabletheirstafftoworkeffectively。第三题,说专家不大可能有利于真正反馈的进程。答案是E段的最后一句：whichalmostcertainlywillnotbeforthcomingfromthehumanresourcesprofession。人力资源专家，就是experts。需要理解下这里的forthcoming的含义：willingtodivulgeinformation.(人)愿意透露消息的。专家们不愿意透露消息，也就是不能指望专家来facilitate。第四题，说商讨评估表现的方法是有利的。答案是在C段，有点分散。前面说Themeasurehasbeenworkedoutbetweentheoperatorsandtheirmanager。这个措施是在操作者和经理们之间拟定的。betweentheoperatorsandmanagers，也就是评估表现的方法是被商讨了的。后面介绍的情况都是这个measure有多么的好：isthebasisoffeedback。综合起来，就是选项说的，商讨是有好处的。第五题，说评估倾向聚焦于员工和他们直属经理们之间面对面关系的性质。这个选项可能会弄的人一头雾水，首先得弄明白这里的面对面关系指的是什么。员工和直属经理的关系，就是上下级的关系，过度看重这个关系，那么在评估过程中就会有顾虑，谁还敢揭自己上司的短?所以这个句子的意思是说评估过程中有顾忌，无人敢说真话。答案是D段的这么一句：Thustheappraisalexperiencebecomesaquestionofpleasingtheboss。评估过程成了讨好自己的老板，说的就是这个意思。P.S：这是我个人对这道题的理解，大家有异议，能够提。第六题，说员工对他们所作负责的想法听起来很合理。答案是B段的第一句：Thenotionbehindperformanceappraisal-thatworkersshouldbeheldaccountablefortheirperformance-isplausible。这里的accountable就是负有责任。Plausible是貌似真实的，也就是seemsreasonable。第七题，说虽然有专家们的主张，管理层的结构阻止了真正的反馈。答案是A段的这么一句：thesimplefactofthematteristhatthenatureofhierarchydistortstheconceptoffeedback。管理层的机构，就是这句里提到的thenatureofhierarchy，等级制的性质。这个单词在BEC阅读里常出现。distort，扭曲，就是选项里的prevent。第八题，说在评估过程中投入了更多的努力。答案是A段的这么一句，有点隐晦：Nowthepracticeisevenmorefrequent.Thisofcoursemakesitallthemoreimportanthowappraisalisconducted.这个句子是紧跟上文的，thepractice指的就是appraisal。评估的更频繁，评估是怎么实行的显得更加重要。认为更加重要了(makesitallthemoreimportant)，就会投入更多努力了。综合起来，这些的意思就是评估过程投入了更多的努力。不太容易看出来。