2016年11月剑桥商务英语考试练习题

2016年的剑桥商务英语考试即将举行，以下是小编yjbys为您推荐的一些关于剑桥商务英语考试练习题，欢迎学习参考，同时祝所有考生获得理想的好成绩!

　　Questions 1-7

Look at the statements below and the articleabout the development of future business leaders onthe opposite page.

Which section of the article (A, B, C or D) doeseach 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 morethan 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 benefitsthemselves.

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 fordeveloping future leaders is needed, which is why the London Business School has launched theTomorrow's Leaders Research Group (TLRG). The group contains representatives from 20firms, 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 leadershipdevelopment. Unfortunately, with today's flat organisations, where managers have functionalas well as managerial responsibilities, people development all too often falls victim to heavyworkloads. One manager in the research group was unconvinced by the logic of sending hisbest people away on development courses, 'only to see them poached by another departmentor, worse still, another firm'. This fear of losing high-flyers runs deep in the organisations thatmake 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 theircompanies are known as ones that develop their people, they will have a greater appeal tohigh-flyers,' said one advisor. Furthermore, selecting people for, say, a leadership developmentprogramme is a sign of commitment from management to an individual. Loyalty can then bemore easily demanded in return.

D TLRG has concluded that a company's HR specialists need to take action and engagewith line managers individually about their role in the development of high-flyers. Indeed, inorder to benefit fully from training high-flyers as the senior managers of the future, firmsmust actually address the development of all managers who will be supporting the out this, managers will not be in a position to give appropriate advice. And wheneventually the high-flyers do move on, new ones will be needed to replace them. The nextchallenge will be to find a new generation of high-flyers.

首先得搞明白的是这篇文章到底讲的什么。不用看具体内容，有两个地方直接告诉了。一个是题目说明的第一句话，另一个是正文的标题。从这两个地方就可以看出全文探讨的是公司未来接班人——也就是潜力股——的培养问题。

A段讲了TLRG这个贯穿全文的研究组织诞生的原因：现行的研究满足不了需要，于是大多数公司只能自己探索发掘接班人的模式;(即第五题的答案)

B段讲了直属经理(line managers)对于发掘接班人的重要性(真是干什么都要从基层抓起)，以及经理们的一些疑虑;

C段讲的是接班人问题对公司的重要性，并且应该让院线经理们明白这种重要性;

D段是针对前面列出的问题，提出的解决建议，什么专家协助等等。

整篇文章分为四个部分，层层递进，有很强的逻辑性。拿这样的文章来做阅读材料应该是相对容易把握的。

　　题目解析：

图中蓝色的线为答案潜伏的地方。7个题干基本是将原文中的句子用另外的词语和句型表述出来，所以题干中的关键词都能在正文里 找到与之匹配的，比如第四题题干里的expert对应D段的specialists,第六题的toobusy to对应于B段里的heavy workloads，第七题的interest对应于C段的appeal。

第一题说“经理们必须采取措施使潜力股们相信他们对公司的价值”，也就是要让潜力股们对公司忠诚，即C段说的creating “attraction centres”和loyalty。

第二题说“组织必须把目光投向正在培养中的潜力股以外的地方”，即D段最后两句话所说的寻找新一代的潜力股。

第三题和B段的最后一句话完全是一个意思：怕培养潜力股的'投入收不回成本。

第四题说开发潜力股，经理们需要在公司内部得到专家支持。答案是D段的第一句话：公司的人力资源专家需要采取行动。HR specialists就是expert。