2014商务英语考试高级阅读试题7 Questions 1-7 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;转自:考试网 - [Examw.Com] 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。
2014商务英语考试高级阅读试题的延伸阅读——怎样快速学习好商务英语 简易英语读物，一、两千单词，就能讲述很复杂的故事。当我们用英语能讲述这样复杂的故事时，日常生活中的英语，还会有困难吗？ 第一步：先看英汉对照吧，然后脱离中文，看改写本的英文简易读物。 第二步：看简易英文的原著。这步很关键，这步跨过去了，你学英语就基本成功了，否则，很容易退化的。 第三步：看英文原著。 胆要大，不要追求精确 说错了不要紧。发音不准也不要紧。 遣词造句，中国人说中国话，也没那么精确。英语也一样。 语感很重要，这需要在第一点说的“量”上去了，语感就培养起来了。 在实践中应用英语多看英文网站，上英文的论坛，查英文的资料。看多了，用多了，英语就跟中文似的，成了你的工作、学习和赚钱的工具了。 最后一点，就是要坚持。
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