TEST1 PART ONE B 1 It would be advisable for Flacks to consult customers before developing a new product. D 2 Producing goods for specialist markets might increase Flacks' profits. C 3 Flacks may need to change the function of one of its facilities. A 4 Flacks should utilise its current expertise to enter a different market. B 5 Flacks may need to consider closing its current production facility. C 6 Flacks should develop the connections it has established with leading retailers. A 7 Expanding the product range would not be a problem for the workforce. Flacks is a UK-based company that produces fashion accessories for women. How can it continue to grow its business? A Susan Falmer Faced with a shrinking market, cheap imports and competitive pricing, Flacks will have to work hard to increase its margins. They need to move into a more promising market, one where demand is growing and where the company can exploit existing skills and contacts. They could think about brand extension - this would not be a giant leap and the sales force would take it in its stride. Also, they wouldn't need to re-equip their factory and could use non-UK sourcing if facilities here are in short supply. B Mesut Guzel They have the fundamentals of a survival strategy in a market where outsourced manufacture and brand differentiation hold the key to success. I think they should initially locate some of their production in another country, where manufacturing quality tends to be better and it is easier to meet changing customer demands. But they should also regularly monitor production in Britain and think about outsourcing all this work abroad at some point if they need it done faster. The company should continue to work on innovative products, and thorough market research will help to ensure any new ideas are well received. C Gary Wilmot In order to beat their rivals in a highly competitive market, Flacks should ensure their products are attractive and build on their relationships with the big stores rather than trying to go it alone and market directly. They should also consider refocusing production by using their UK factory for high-specification products. They could eventually build more production overseas in a cycle of continuous development. D Michal Kaminski The demand for fashion accessories is relatively flat and the company should consider exploiting niche markets to improve its margins. But even within these, Flacks must distinguish its goods from those of its rivals in terms of quality, performance and design. Innovative sales, marketing and PR are vital to exploit these niche products. One competitive advantage that Flacks does have is production times. Many retail chains now have two-tier supply chains and Flacks could focus on top-up orders. They might also investigate other sales channels such as mail order. 这篇文章是关于一个女性时尚饰品公司――Flacks 的发展战略问题，四个专家给出了自 己的建议。这套题目的答案稍微有些隐晦。 第一题，说在开发新产品前咨询客户的意见对于 Flacks 来讲是很明智的。答案是 B 段 的最后一句：thorough market research will help to ensure any new ideas are well received.彻底 的市场调查能够确保新的思想很好的被接受。Market research，市场调查，在很大程度上就是咨询客户的意见（consult customers） ，any new ideas 可以对应于 developing a new product, 能够 well received，那么对于公司来讲当然就是 advisable 了。选 B。 第二题，说为专业市场生产产品可以增加利润。答案是 D 段的这么一句：the company should consider exploiting niche markets to improve its margins 这题关键是要理解一个市场的 含义：niche market。看英英解释：a small area of trade within the economy, often involving specialized products。improve its margins 也就是 increase profits，选 D。 第三题，说 Flacks 可能需要改变它的一个设备的功能。这里答案不是太明显，是 C 段 的这么一句：They should also consider refocusing production by using their UK factory for high-specification products。 他们也需要考虑通过利用英国工厂生产高规格产品来调整生产焦 点。 也就是说， 英国工厂原来不是生产高规格产品的， 即题目说的改变它的一个设备的功能。 第四题，说 Flacks 可以利用现有的技能来进入一个新的市场。答案是 A 段的这么一句： They need to move into a more promising market, one where demand is growing and where the company can exploit existing skills and contacts。他们需要进入一个更有发展前景的市场，一 个需求增长并且公司可以利用现有技能和合同的市场。exploit existing skills 也就是 utilise its current expertise。 第五题，说 Flacks 可以考虑关闭现有的生产设备。这题也有些隐晦，答案是这么一句： think about outsourcing all this work abroad。关键就在于 outsource 这个词的意思：turn to outside suppliers or manufacturers 外购。既然是要考虑 outsource――turn to outside manufactures，那么也就是可以考虑关闭自己的生产设备了。选 B。 第六题，说 Flacks 应该考虑发展同领先的连锁商已经建立起来的关系。答案在 C 段： build on their relationships with the big stores 发展他们同大商店的关系。 第七题，说扩展产品范围对劳动力来讲不是问题。答案在 A 段：They could think about brand extension - this would not be a giant leap and the sales force would take it in its stride.他们 可以考虑品牌扩张――这不是一个巨大的跳跃，在销售力量的步调范围之内。言下之意，不 是问题。选 A。PART TWO Evaluating the performance of the board Few employees escape the annual or twice-yearly performance review. (0) .....G......The answer is not a great number. And the smaller the company, the fewer checks there are on how well the directors are doing. Some of the largest companies formally assess the performance of their board, but very few new or growing companies have managed to get round to establishing any such procedure. Many business experts believe, however, that it is important for all companies to review the performance of the board. (8) .............Another reason is that the board itself needs information on how well it is doing, just as much as other employees do. For the chief executive, appraisal of some sort is absolutely essential for his or her own sake and for the good of the company. Indeed, many of those who have reached this level remark on how lonely the job of chief executive is and how few opportunities they get to discuss issues relating to it. There is some evidence to show that once smaller companies put a board appraisal process in place, they find this process relatively easy to operate. (9) .............Their counterparts in larger organisations, however, are often afraid that appraisals could be a challenge to their status. So, how should companies assess their board? (10) .............At a very basic level,this could simply mean getting all the directors to write down what they have achieved and how they can improve on it. At the other end of the scale is the full '360-degree' appraisal. Here, each director is appraised in a systematic manner by a combination of the chairman and fellow directors. In the largest companies there are many methods for assessing the board. A number of such companies have self-assessment schemes. The chairman may meet each board member individually to ask how things are going, in a fairly informal way. The whole board might also meet to talk about its progress in open session. (11).............These might ask for people's opinions on the board's main tasks or on how well the committees are working. Research indicates there has been some improvement in the way the appraisal of board members is conducted. (12) .............The chairman will have been involved directly or indirectly in the appraisal of all members of the board. Whose job is it, then, to appraise the chairman? A It is often the case that the directors of such companies are even happy to receive criticism, as this can prevent them from making basic mistakes. B The rest of the workforce sees it as unfair if the directors are the only members of the company to escape appraisal. C These are encouraging as they put a limit on the power of the chairman to assess fellow directors. D Alternatively, questionnaires might be distributed to directors, forming the basis for future discussion. E One issue remains, however, when all the others have been dealt with. F It is generally agreed that it is the chairman's responsibility to ensure the regular appraisal of each member of the board. G However, one wonders how many companies have in place a formal appraisal process for their board of directors. 《Evaluating the performance of the board》 ，评估董事局的表现。众所周知一个公司里面 是经常对员工的表现进行评估的， 那么谁又来评估董事局的表现呢？这篇文章讲了对董事局 表现进行评估的重要性和一些方法。第八题，前面说对董事局的表现进行评估是很重要的。空格后面的句子中有 another reason，可见这个第八空应该填入对董事局表现进行评估原因的句子。B 符合这一特点，为 什么要进行评估，因为“如果决策层是公司唯一逃避评估的成员的话，其他的员工会视之为 不公平。 ” 第九题，前面说小公司会发现这种评估过程更容易操作。空格后面一个 however，说大 公司的决策层会认为评估是对他们地位的一种挑战。 可见这个空格应该填入表示小公司愿意 接受评估的句子。A 符合这一特点：通常这些公司的决策层会很乐意接受批评，因为这可以 防止他们犯错误。 这里的 such companies 是个暗示， 可以和前面的 smaller companies 对应上。 第十题，前面问怎样对公司的董事局进行评估。那么很明显，后面跟的句子应该和评估 的方式方法有关。符合这一标准的只有 F：一般认为确保对董事局里每个成员的定期评估是 主席的责任。也就是说是依赖于主席进行评估。responsibility 是个关键词。 第十一题。第五段依然是讲评估的方法，具体的过程。空格的前面说主席可以单独会见 董事局的每一个成员， 或者是集体在一起谈话。 空格后面说这些可以询问人们关于董事局主 要任务以及委员会的工作进展情况的意见。ask for people’s opinion 是个关键点，什么可以 询 问人们的观点？调查。选 D，questionnaires 是个关键的暗示：或者，也许可以给经理们分发 调查问卷，形成未来讨论的基础。 第十二题，这一空前面说有调查显示对董事局成员进行评估的方法有所改善。空格后面 来了一个疑问，提出没有人评估主席。可见第十二题有转折的意思，选 E，有关键的连词 however,而且 E 的 one issue remains，正好对应最后一段最后一句话的一个问题。内容上也 吻合。PART three Evaluating the performance of the board Few employees escape the annual or twice-yearly performance review. (0) .....G......The answer is not a great number. And the smaller the company, the fewer checks there are on how well the directors are doing. Some of the largest companies formally assess the performance of their board, but very few new or growing companies have managed to get round to establishing any such procedure. Many business experts believe, however, that it is important for all companies to review the performance of the board. (8) .............Another reason is that the board itself needs information on how well it is doing, just as much as other employees do. For the chief executive, appraisal of some sort is absolutely essential for his or her own sake and for the good of the company. Indeed, many of those who have reached this level remark on how lonely the job of chief executive is and how few opportunities they get to discuss issues relating to it. There is some evidence to show that once smaller companies put a board appraisal process in place, they find this process relatively easy to operate. (9) .............Their counterparts in larger organisations, however, are often afraid that appraisals could be a challenge to their status. So, how should companies assess their board? (10) .............At a very basic level,this could simply mean getting all the directors to write down what they have achieved and how they can improve on it. At the other end of the scale is the full '360-degree' appraisal. Here, each director is appraised in a systematic manner by a combination of the chairman and fellow directors. In the largest companies there are many methods for assessing the board. A number of such companies have self-assessment schemes. The chairman may meet each board member individually to ask how things are going, in a fairly informal way. The whole board might also meet to talk about its progress in open session. (11).............These might ask for people's opinions on the board's main tasks or on how well the committees are working. Research indicates there has been some improvement in the way the appraisal of board members is conducted. (12) .............The chairman will have been involved directly or indirectly in the appraisal of all members of the board. Whose job is it, then, to appraise the chairman? A It is often the case that the directors of such companies are even happy to receive criticism, as this can prevent them from making basic mistakes. B The rest of the workforce sees it as unfair if the directors are the only members of the company to escape appraisal. C These are encouraging as they put a limit on the power of the chairman to assess fellow directors. D Alternatively, questionnaires might be distributed to directors, forming the basis for future discussion. E One issue remains, however, when all the others have been dealt with. F It is generally agreed that it is the chairman's responsibility to ensure the regular appraisal of each member of the board. G However, one wonders how many companies have in place a formal appraisal process for their board of directors. 《Evaluating the performance of the board》 ，评估董事局的表现。众所周知一个公司里面 是经常对员工的表现进行评估的， 那么谁又来评估董事局的表现呢？这篇文章讲了对董事局 表现进行评估的重要性和一些方法。第八题，前面说对董事局的表现进行评估是很重要的。空格后面的句子中有 another reason，可见这个第八空应该填入对董事局表现进行评估原因的句子。B 符合这一特点，为 什么要进行评估，因为“如果决策层是公司唯一逃避评估的成员的话，其他的员工会视之为 不公平。 ” 第九题，前面说小公司会发现这种评估过程更容易操作。空格后面一个 however，说大 公司的决策层会认为评估是对他们地位的一种挑战。 可见这个空格应该填入表示小公司愿意 接受评估的句子。A 符合这一特点：通常这些公司的决策层会很乐意接受批评，因为这可以 防止他们犯错误。 这里的 such companies 是个暗示， 可以和前面的 smaller companies 对应上。 第十题，前面问怎样对公司的董事局进行评估。那么很明显，后面跟的句子应该和评估 的方式方法有关。符合这一标准的只有 F：一般认为确保对董事局里每个成员的定期评估是 主席的责任。也就是说是依赖于主席进行评估。responsibility 是个关键词。 第十一题。第五段依然是讲评估的方法，具体的过程。空格的前面说主席可以单独会见 董事局的每一个成员， 或者是集体在一起谈话。 空格后面说这些可以询问人们关于董事局主 要任务以及委员会的工作进展情况的意见。ask for people’s opinion 是个关键点，什么可以 询 问人们的观点？调查。选 D，questionnaires 是个关键的暗示：或者，也许可以给经理们分发 调查问卷，形成未来讨论的基础。 第十二题，这一空前面说有调查显示对董事局成员进行评估的方法有所改善。空格后面 来了一个疑问，提出没有人评估主席。可见第十二题有转折的意思，选 E，有关键的连词 however,而且 E 的 one issue remains，正好对应最后一段最后一句话的一个问题。内容上也 吻合。 Part Four BRITISH COMPANIES CROSS THE ATLANTIC Next month a large group of British business people are going to America on a venture which may generate export earnings for their companies' shareholders in years to come. A long list of sponsors will support the initiative, which will involve a ￡3-million media campaign and a fortnight of events and exhibitions. The ultimate goal is to persuade more Americans that British companies have something to interest them. While there have been plenty of trade initiatives in the past, the difference this time round is that considerable thinking and planning have gone into trying to work out just what it is that Americans look for in British products. Instead of exclusively promoting the major corporations, this time there is more emphasis on supporting the smaller, more unusual, niche businesses. Fresh in the memories of all those concerned is the knowledge that America has been the end of many a large and apparently successful business. For Carringtons, a retail group much respected by European customers and investors, America turned out to be a commercial disaster and the belief that they could even show some of the great American stores a retailing trick or two was hopelessly over-optimistic. Polly Brown, another very British brand that rode high for years on good profits and huge city confidence, also found that conquering America, in commercial and retailing terms, was not as easy as it had imagined. When it positioned itself in the US as a niche, luxury brand, selling shirts that were priced at $40 in the UK for $125 in the States, the strategy seemed to work. But once its management decided it should take on the middle market, this success rapidly drained away. It was a disastrous mistake and the high cost of the failed American expansion plans played a large role in its declining fortunes in the mid-nineties.Sarah Scott, managing director of Smythson, the upmarket stationer, has had to think long and hard about what it takes to succeed in America and she takes it very seriously indeed. 'Many British firms are quite patronising about the US,' she says. They think that we're so much more sophisticated than the Americans. They obviously haven't noticed Ralph Lauren, an American who has been much more skilled at tapping into an idealised Englishness than any English company. Also, many companies don't bother to study the market properly and think that because something's successful in the UK, it's bound to be successful over there. You have to look at what you can bring them that they haven't already got. On the whole, American companies are brilliant at the mass, middle market and people who've tried to take them on at this level have found it very difficult.' This time round it is just possible that changing tastes are running in Britain's favour. The enthusiasm for massive, centralised retail chains has decreased. People want things with some s they are fed up with the banal, middle-of-the-road taste that America does so well. They are now looking for the small, the precious, the 'real thing', and this is precisely what many of the companies participating in the initiative do best. 13 The main reason that the British business people are going to America is to A encourage American consumers to buy their products. B analyse how American companies attract media coverage. C look for financial backing from American investors and banks. D investigate how British and American companies could form partnerships. 14 In the writer's opinion, the proposed venture will be different to previous ones because A fewer British business leaders will be making the trip. B less well-known companies will be better represented. C the larger companies have decided they will not be participating. D it involves research into how British companies market themselves. 15 The writer states that Carringtons was wrong to A be cautious about trading in America. B borrow money from its European investors. C assume it was superior to American rivals. D ignore the advice of its American managers. 16 According to the writer, Polly Brown's mistake occurred when it A continued to trade despite making a loss. B attempted to attract a different type of customer. C tried to break into too many markets at the same time. D expected American consumers to pay British prices for goods. 17 Sarah Scott states that British companies hoping to succeed in America should A focus on a gap in the market. B be less concerned with their image. C concentrate on selling products in the mid-price range. D carry out research into the pricing policies of American companies. 18 The writer suggests that success in America depends upon A adopting a more American approach to marketing. B persuading the mid-range consumer to pay for quality.C copying the strategies of American companies. D building a reputation as a supplier of unique goods. 《British companies across the Atlantic》 ，跨洋英国公司。有一批在本土干的不错的英国公 司，雄心勃勃的要在大洋彼岸的美国去大展拳脚，结果遭遇了滑铁卢。文章根据这些公司的 经验和教训，说明了去海外开拓市场的注意事项。 13 题，问英国商人去美国的主要原因是什么。答案是第一段的最后一句话：The ultimate goal is to persuade more Americans that British companies have something to interest them.终极 目标是是更多的美国人信服英国公司有可以吸引他们的地方。 说的这么婉转动听， 其实意思 就是：要美国人买他们英国人的产品。答案是 A。ultimate goal 可以对应于 main reason。 14 题，说在作者的观点里，所推荐的企业（proposed 是 recommended 的意思）不同于 上次的一批，原因是什么。答案是第二段的最后的一句：Instead of exclusively promoting the major corporations, this time there is more emphasis on supporting the smaller, more unusual, niche businesses.这次的重点更多的在于支持规模小一些的特色企业，而不是单独促进大公 司。也就是说这次和上次的区别在于重点扶植的对象不同。选 B：less well-known companies will be better represented。 不那么出名的一些公司将得到更好的展现。 represented 在这里的意 思是 be present to a particular degree.看一个例句：Abstraction is well represented in this exhibition. 15 题，问作者认为 Carringtons 错误的地方在哪。答案是第三段的最后一句：the belief that they could even show some of the great American stores a retailing trick or two was hopelessly over-optimistic.认为自己可以给一些大的美国商店玩一下连锁的戏法，结果杯具了。也就是 答案 C 所说的认为他们强于美国对手。Show some of the great American stores a retailing trick 是关键点，理解了这个就好做出答案。 16 题，问依作者之见，Polly Brown 的错误在什么时候发生的。答案在第四段，前面说 当这个公司将自己定位于一个特殊的奢侈品牌时， 战略似乎是奏效的。 但是当管理层决定去 攻占中级市场时，成功的果实很快被榨干了。所以答案是 B：试图去吸引一个不同类型的消 费群体。a different type of customer 可以对应于 take on the middle market。take on 在这里是 occupy 的意思。 17 题，问 Sarah Scott 说英国公司要想在美国成功必须怎么样，答案在第五段。这个人 在第五段前面讲了很多英国公司的缺点， 比如自以为是。 最关键的句子是这么一个： have You to look at what you can bring them that they haven't already got.给他们带来他们现在还没有得 到的一些东西。也就是说要填补现有市场上的一些空白。选 A。 18 题，在美国成功取决于什么。答案在第六段。说人们需要有一点个性的东西，而这 正好是从事于这个领域的很多公司可以做的。答案选 D：建立一个独特商品提供者的名声。 unique goods 是关键词，可以对应 things with some sort of individuality。Promise of Jobs with Telephone Banking Centre An ￡80-million telephone banking centre is to open in Scotland, with the creation of about 500 new jobs. Grand Union Group, which owns the Dundee and Western Bank, said today it hopes to have the (19) fully operational by next August. It will be based at the new Caledonian Industrial Estate currently being built near Edinburgh. The centre is being (20) through a joint partnership (21) global telecommunications firm Concept and customer care specialists Businesslink. Sara Grimaldi, chief executive of the Dundee and Western Bank, said, 'I'm delighted we will be working in (22) with Concept and Businesslink and I'm confident we will (23) from their considerable experience. The new centre will make (24) use of innovative business procedures which will (25) to an improved service and experience for our valued customers.' Callum Martin, president of global accounts for Grand Union Group, added that he was very pleased his company will play a key role in such an important development employing state-of- the-art technology. The local council said new jobs were (26) of the efforts made to (27) investment to the region. Council leader Hugh MacArthur said, 'It's good news for Grand Union, but it will also (28) us to promote Edinburgh to companies considering a (29) to Scotland. The council will continue to work hard to ensure that today's (30) is just the latest (31) in our attempt to create high quality jobs in the area.' Scotland has become a European leader in terms of telephone banking centres and has (32) itself an excellent reputation. The call centre sector as a whole employs more than 28,000 people at more than 170 sites in Scotland. Taking this into (33) , it seems likely that this new centre will be another success story. 19.A facility B plant C function D situation 20.A assisted B invested C funded D paid 21.A consisting B engaging C containing D involving 22.A venture B teamwork C enterprise D collaboration 23.A benefit B improve C grow D advance 24.A inclusive B uniform C extensive D universal 25.A help B contribute C provide D combine 26.A facts B reasons C data D evidence 27.A acquire B gain C attract D win 28.A necessitate B ease C support D enable 29.A reorganisation B reassignment C relocation D replacement 30.A announcement B publication C notice D acknowledgement 31.A method B step C point D action 32.A achieved B taken C drawn D earned 33.A mind B regard C account D note 这篇文章主要讲的是一个大型的电话银行中心可能带来的就业前景。 19 题，首先排除 C、D，因为此处应该填入一个动词，用来指代即将于下个八月完全运作 的 telephone banking centre。plant 是指（工业用的）大型机器、设备，所以此处应该选 择 facility，设施。 20 题，指这个 centre 是让两个公司联合赞助的。assist 后接 with，invest 后接 in，paid 意思不对，不是一般付款而是提供资金，所以是 fund。 21 题，此处的动词是用来表明这个联合赞助所涉及到的两方。consist 后需要 of，engage意思不对，contain 一般用来表示整体包含某个部分，这个空格前后并不是包含关系。 involve，涉及到，用法对意思也对。 22 题，in collaboration with 固定用法，合作 23 题，benifit from 从。。中获益。 。 24 题和 25 题，这个句子翻译过来就是新中心将广泛利用创新型商业程序。这种程序有利 于对我们珍贵的客户提供改进的服务和经验。理解句子含义，不难选出答案。 26 和 27 题，作为一个整体进行考虑。吸引了投资所以增加了就业机会。26 题，B、C 首 先可以排除，这个空的意思是新的工作是吸引投资所做努力的证明，从意思上讲，应选 evidence。27 题，attract investment 吸引投资，是商英里非常地道的表达。其他几个从 汉语意思上貌似都说的通，但不是地道的英语表达。 28 题，enable to 使某人能够。 29 题，relocation 改变位置，办公室搬迁。意思是促使我们将爱丁堡“推销”给考虑在苏 格兰重置办公室的公司。 30 题，这个题目要想填对需要费一番心思，从整体上看这个空。整篇文章讲的是一个电话 银行中心要开在苏格兰了。 这个消息一经宣布， 引发了各方的猜想， 觉得可以创造就业机会， 带动当地经济的发展。 而这一段整个就是当地议会的表态， 这一空的前面就是议会官员说的 话。 所以 30 空和 31 空是最后的总结， 说今天的宣布就是最近的为了创造高质量工作所采取 的举措。理解了意思，30 空填 announcement，31 题填 step。 32 题，为自己挣一个好的名声。用 earn，固定用法。 33 题，take into account，固定用法，考虑到Consumer Behaviour 0 The consumer is the focus of all retail business and it is important to appreciate how 00 consumers are influenced in their buying decisions. Most of consumers, before making a 34 purchase, gather information and evaluate with the alternatives, but the extent to which 35 they look for information depends on the type of purchase. For example, in the case of 36 routine grocery purchases most consumers respond to automatically. However, for 37 purchases where the risk of making the wrong decision is greater, like buying a new 38 car, so the search for information is more important. The decision to purchase is never a 39 single decision but a number of these separate decisions, and at any time during this 40 process, consumers can change their minds about and choose an alternative route. For 41 example, although a consumer may have decided whereto buy a product only to realise 42 at the last moment that this is, in fact, having the wrong choice. The price in the store may 43 be too high or the staff unhelpful. On the other hand, a lack of queues, favourable credit 44 facilities and efficient staff all lead to a too positive impression, so retailers should 45 remember how difficulties in these areas that can affect a sale or even lose a customer permanently. 《Consumer Behaviour》 ，消费者行为。文章分析了一些影响消费者行为的因素。 34 题，evaluate 是及物动词，后面直接接宾语。evaluate the alternatives，评估替代的选择。 with 多余。 35 题，正确的 36 题，如果是 respond to，后面应该要接宾语，而这里的 respond to 后面的是副词，所以直 接用 respond 表示反应，to 是多余的。 37 题，正确的 38 题， 这里并没有因果关系。 完整的句子是这样的： purchases where the risk of making the for wrong decision is greater,(so)the search for information is more important.意思风险越大， 收集信 息越重要。so 是多余的。 39 题，separate decision 是和前面的 single decision 相对应说的，并没有特别指代，所以代 词 these 在这里是多余的。 40 题，change their minds，改变他们的主意，about 多余。 41 题，这个句子并没有转折的意思，完整的是 a consumer may have decided where to buy a product only to realize at the last moment that this is the wrong decision。连词 although 是多余 的。 42 题，从上面的完整句子可以看出，已经有了谓语 is，having 是多余的。 43 题，正确的。 44 题，too 是副词，后面不能跟着来修饰名词，只能是 too positive。而从这里的句子的意 思来看，是说好的设备和高效率的员工可以带来一个好的印象。所以 too 是多余的。 45 题，that 引导从句。而这个句子主谓宾很齐全，that 前面是主语，affect 是谓语，后面是 宾语，不是从句，所以 that 多余。 1 In order to complete a task well, it may not be necessary to deal with every detail. 2 If you have too much to do, you may need to turn down work in the future. 3 Any planning activity needs to take place on a regular basis. 4 You should avoid giving additional time to a particular task. 5 It is possible that some routine tasks do not need to be carried out. 6 If you are overloaded with work, it is important to identify the cause.7 People at all levels perform time-wasting activities. Successful Time Management A The secret of avoiding work pressure is thinking ahead. Every day you need to review your progress towards objectives and decide how you can best use the time available to make further progress. You may find this is best done at the start of your working day but some people prefer to have a planning session just before they finish. Whichever you select - and you may need to experiment to find what suits you best-find some way of fitting the activity into your schedule. Never say, 'I don't have time to plan today'. B Managers at all levels occasionally find they have taken on more than they can cope with. This is not a crime, but you must examine the reasons for such a situation and then plan a course of action. Until the problem is resolved, most of your time and energy will go into worrying about the situation and you will feel unmotivated. Think too about how to prevent it happening again. This may require you to be firm and avoid agreeing to more than is realistic. C If a review of your working practices shows that you are too much of a perfectionist, do something about this. Modern definitions of quality refer to Witness for purpose'. If you bear this in mind, you may find it easier to persuade yourself to settle for an acceptable level of quality rather than perfection. When thinking about objectives and planning how to achieve them, consider how thoroughly you need to do something in order to meet your requirements. Unless you have spare time, do not spend extra hours on an activity in an effort to cover absolutely everything. D If your review of a period of time shows that you are spending time on things that are not really necessary or important, then think hard about whether you can afford this time. Many people file unnecessary papers and attend endless, unproductive meetings. Even top managers can be guilty of misdirecting their efforts by supervising subordinates too closely or failing to delegate. If you question the necessity of certain work, you may find it easier to avoid these misdirected efforts and this will better inform your planning in the future. 《Successful Time Management》 ，成功的时间管理。文章针对怎么利用时间、提高工作 效率提出了一些建议。 第一题，为了完成好一个任务，没有必要处理每一个细节。答案是 C 段的最后一句话， 而且这句话同时是第一题和第四题的答案所在： Unless you have spare time, do not spend extra hours on an activity in an effort to cover absolutely everything.除非你有空闲的时间，否则不要 在一件事情上花费额外的时间去努力涉及到所有事情。cover absolutely everything 可以对应 于 deal with every detail。 第二题，如果你有很多要做的，也许需要拒绝以后的工作。答案是 B 段的最后一句， 有点绕：This may require you to be firm and avoid agreeing to more than is realistic.这需要你变 得坚定，避免答应超出现实的工作。more than is realistic，也就是眼前无法完成的工作，即 work in the future。 第三题，任何计划行为都需要建立在一个有规律的基础上。答案在 A 段。A 段整个就 是讲的计划的重要性， 有计划， 才能合理安排时间。 中间说有人喜欢在每天开始的时候计划， 有人喜欢在结束前。答案是这么一句：you may need to experiment to find what suits youbest-find some way of fitting the activity into your schedule.你必须去试验寻找到最适合你的― ―寻找将这个活动融入到你的时间表的某种方法。 要让计划融入进你的时间表， 也就是说计 划要成为你的日程的固定部分，即题目说的 take place on a regular basis。 第四题，在第一题已经说了，C 段的最后一句，extra hours 可以对应于 additional time。 第五题，可能有些例行的任务不需要被执行。答案是 D 段的第一句：If your review of a period of time shows that you are spending time on things that are not really necessary or important, then think hard about whether you can afford this time 如果回顾某段时间发现你在一 些并不是真正必要或者重要的事情上花费了时间，那么你需要仔细考虑这次你是否花的起。 言下之意，有些 things that are not really necessary or important（some routine tasks）可以不必 花时间(do not need to be carried out)。 第六题，如果你觉得自己工作负担过重，那么查明原因很重要。答案是 B 段的这么一 句：This is not a crime, but you must examine the reasons for such a situation and then plan a course of action。examine the reasons 可以对应于 identify the cause。 第七题，各个等级的人都会进行浪费时间的活动。答案在 D 段，需要提炼。D 段整个 讲的都是不要把时间浪费在不必要的事情上。前面说不要干一些 routine task，后面说顶端的 经理们也会误用他们的努力。最后一段盘点了很多人，前面的 many people，后面的 even top manager，和在一起就是题目说的 people at all levels。不管是 routine task，还是 misdirecting their efforts，都是 time-wasting activities。 Staff appraisals Good preparation for staff appraisals can pay dividends in terms of staff loyalty and satisfaction.Many managers, particularly those running smaller companies, feel they are too busy to give their employees appraisals, and many staff clearly dread them. (0) ........... They provide the opportunity for the manager to have one-to-one discussions with an employee and find out about any concerns, as well as identifying training needs and discovering career aspirations. They can make a staff member feel valued and so build loyalty. The annual appraisal can either be a rewarding or painful experience. According to research carried out among 500 employees, the standard office appraisal is far from perfect.(8).............The possible outcome for the c up to a quarter of employees will look for a new job within two weeks of a bad appraisal and 40% within a month. The quality of the appraisal lies with how the boss decides to carry it out. When it is done well, employees are able to use the feedback they receive to improve their performance. (9).............So how should a constructive appraisal be carried out? According to Andrew Gillingham, a consultant trainer, appraisals can be manager-led, with the appraiser preparing a document and sharing it with the employee. Establishing training needs and motivating the employee towards bigger and better things are part of this process. (10) ............. In both cases, Gillingham believes that the effectiveness of the appraisal discussion can determine the performance of the company. Gillingham believes that anyone who thinks it's just the employee who doesn't like the appraisal experience has got it wrong. Too many managers regard appraisals as a waste of time.(11) ..............................Managing people is a difficult matter, and without the necessary training, many managers try to avoid the uncomfortable issues that often need to be discussed at appraisals. Gillingham believes that calling the process an appraisal may be unhelpful.(12) ..........................In either case, it is important to ensure that the meeting is successful and results in better quality management. Gillingham firmly believes that the main thing is to emphasise an opencommunications ethos in the workplace that gives staff a chance to talk about issues and feel valued. A Alternatively, managers may want the employees themselves to evaluate their work performance. B In larger companies, the people likeiy to do something with this information will be found in the HR department. C. Problems such as rushing through the appraisal and being appraised by a manager who doesn't understand the employee's role were common concerns. D Arguably, 'performance review' is more appropriate since it helps create correct expectations from the meeting and indicates what will happen. E This is mainly because they have not been shown how to carry out appraisals properly. F But all too often, the format of the appraisal doesn't allow this. G But this can be avoided and, given a more positive attitude from participants, appraisals can prove enormously useful for all involved. 《Staff appraisals》 ，员工评估。很多公司的员工和经理都害怕评估，但是好的评估可以 增进员工的忠诚度和满意感，给公司带来益处。 第八题，前面说年度评估可能是个有用的或者是痛苦的经历。但是根据调查，标准的年 度评估效果却不尽如人意。那么正常来讲，后面应该接着说评估不好（far from perfect）的 原因或者是表现。C 选项讲的是表现（problems） 选项虽然有 because，但是不是讲的评 ，E 估不好的原因。选 C，正好和后面也对的上。出了问题，才使得后果更加严重（the possible outcome is even worse） 。 第九题，也需要理顺上下文的逻辑关系。前面说评估的质量取决于老板决定怎么去执行。 如果进行的好的话员工会根据收到的反馈来改进他们的表现。空格后面一个 SO，问到怎么 样让一个有建设性的评估被实行？那么前面的内容多少有点转折的意思。 实行的好对改进员 工的表现有好处， 可实行的不好呢？逻辑上看， 这里应该填入评估如果被执行的不好的话会 怎么样， 或者说影响实行的一些因素， 所以后面才会问到该怎么去执行。 从给出的几个选项， F 是最符合这一特征的：评估的格式不允许这个（指根据反馈的结果改进表现） 。 第十题，接着上面讲评估的具体方法。空格的前面讲评估都是 manager-led，并且介绍 了一些过程。空格后面有 in both cases，可以看出空格这里应该填入评估的另一种方法，和 manager-led 对应的。选项 A 最符合条件： 经理们可能想要员工们自己评价自己的工作表现。 alternatively 这个连词是个暗示。 第十一题，前面说很多经理视评估为浪费时间。后面说如果没有必要的训练，很多经理 都会回避那些需要在评估上讨论的让人不舒服的话题。E 选项可以对应于上下文：那主要是 因为他们并没有被演示怎么正确的进行评估。 因为没有接受训练才不理解， 才会认为是浪费 时间。have not been shown 也就是 without the necessary training。 第十二题，这一空是最明显的。叫评估不合适，那就换个名字吧，选 D，叫“performance review” 。 Problems in the IT industry In the information technology industry, it is widely acknowledged that how well IT departments of the future can fulfil their business goals will depend not on the regular updating of technology, which is essential for them to do, but on how well they can hold on to the people skilled at manipulating the newest technology. This is becoming more difficult. Best estimates of the current shortfall in IT staff in the UK are between 30,000 and 50,000, and growing. And there is no end to the problem in sight. A severe industry-wide lack of investment in trainingmeans the long-term skills base is both ageing and shrinking. Employers are chasing experienced staff in ever-decreasing circles, and, according to a recent government report, 250,000 new IT jobs will be created over the next decade. Most employers are confining themselves to dealing with the immediate problems. There is little evidence, for example, that they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions. This is the course of action recommended by the Computer Software Services Association, but research shows its members are adopting the short-term measure of bringing in more and more consultants on a contract basis. However, this approach is becoming less and less acceptable as the general shortage of skills, coupled with high demand, sends contractor rates soaring. An experienced contract programmer, for example, can now earn at least double the current permanent salary. With IT professionals increasingly attracted to the financial rewards and flexibility of consultancy work, average staff turnover rates are estimated to be around 15%. While many companies in the financial services sector are managing to contain their losses by offering skilled IT staff 'golden handcuffs' - deferred loyalty bonuses that tie them in until a certain date - other organisations, like local governments, are unable to match the competitive salaries and perks on offer in the private sector and contractor market, and are suffering turnover rates of up to 60% a year. But while loyalty bonuses have grabbed the headlines, there are other means of holding on to staff. Some companies are doing additional IT pay reviews in the year and paying market premiums. But such measures can create serious employee relations problems among those excluded, both within and outside IT departments. Many industry experts advise employers to link bonuses to performance wherever possible. However, employers are realising that bonuses will only succeed if they are accompanied by other incentives such as attractive career prospects, training, and challenging work that meets the individual's long-term ambitions. This means managers need to allocate assignments more strategically and think about advancing their staff as well as their business. Some employers advocate giving key employees projects that would normally be handled by people with slightly more experience or capability. For many employers, however, the urgency of the problem demands a more immediate solution, such as recruiting skilled workers from overseas. But even this is not easy, with strict quotas on the number of work permits issued. In addition, opposition to the recruitment of IT people from other countries is growing, as many professionals believe it will lead to even less investment in training and thus a long-term weakening of the UK skills base. 13 According to the first paragraph, the success of IT departments will depend on A their success at retaining their skilled staff. B the extent to which they invest in new technology. C their attempts to recruit staff with the necessary skills. D the ability of employees to keep up with the latest developments. 14 A problem referred to in the second paragraph is that A the government needs to create thousands of new IT posts. B the pool of skilled IT people will get even smaller in the future. C company budgets for IT training have been decreasing steadily. D older IT professionals have not had adequate training. 15 What possible solution to the long-term problems in the IT industry is referred to in the third paragraph?A ensure that permanent staff earn the same as contract staff B expand company training programmes for new and old employees C conduct more research into the reasons for staff leaving D offer top rates to attract the best specialist consultants 16 In some businesses in the financial services sector, the IT staffing problem has led to A cash promises for skilled staff after a specified period of time. B more employees seeking alternative employment in the public sector. C the loss of customers to rival organisations. D more flexible conditions of work for their staff. 17 Employers accept that IT professionals are more likely to stay in their present post if they A are set more realistic performance targets. B have a good working relationship with staff in other departments. C are provided with good opportunities for professional development. D receive a remuneration package at top market rates. 18 According to the final paragraph, the UK skills base will be weakened by A changes to managers' strategic thinking. B insufficient responsibility being given to IT staff. C the employment of IT staff with too little experience. D the hiring of IT personnel from abroad. 《Problems in the IT industry》 ，IT 行业的问题。IT 行业的人才紧缺并且青黄不接，很多 公司只顾短期利益，不愿意投入时间和成本进行培训。并且由于待遇等问题，人员流失现象 十分严重。 第十三题，问根据第一段，IT 部门的成功取决于什么。答案是 but 后面的一句：but on how well they can hold on to the people skilled at manipulating the newest technology.取决于他们能 否留住精通于掌握最新技术的人。也就是 A 所说的，成功留住有技术的员工。 第十四题，问第二段提到的一个问题是什么。第二段这么说：A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking。一个严重 的全行业范围的培训投入缺口意味着长期技术基础不仅老化而且紧缩。 简单的说， 就是人才 短缺并且青黄不接。选 B：有技术的 IT 人才未来会更少。Pool 在这里是供应、聚集的意思。 a pool of skilled labour：supply, common supply, reserve。 第十五题，问对于第三段提到的 IT 行业的长期问题的可能的解决方法是什么。答案在 这里：This is the course of action recommended。所以弄明白这里的 this is 是指代什么，就找 到了正确的答案， is 指代的内容在前面： this they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions.。他们开始对吸收的生手进行 室内培训，或者是从其他功能上对现有的员工重新培训。简单概括，就是培训，无论是新来 的还是老员工。答案选 B：为新旧员工扩展公司的培训计划。 第十六题，问金融服务行业的一些企业，IT 员工问题导致了什么。答案是第四段的这 么一句：While many companies in the financial services sector are managing to contain their losses by offering skilled IT staff 'golden handcuffs' - deferred loyalty bonuses that tie them in until a certain date 这些公司怎么留住人才避免损失呢？提供“黄金手铐”――延期的忠诚分 红将他们套到某一天。也就是说给这些员工的分红是延迟发放的。即 A 选项所说的：对有 技术员工一段时期后的现金许诺。Deferred 就是 after a specified period of time。 第十七题，IT 职业者更愿意待在现有的位置上，如果。 。答案是第五段的最后一句： employers are realising that bonuses will only succeed if they are accompanied by other incentivessuch as attractive career prospects, training, and challenging work that meets the individual's long-term ambitions.这些分红只有同其他的动力相结合才能成功：有吸引力的职业前景，培 训以及和个人长期目标相吻合的有挑战性的工作。也就是 C 段总结的：为职业发展提供良 好的机会。 第十八题，问最后一段说，英国技术基础将被什么削弱。答案是最后一段的最后一句： opposition to the recruitment of IT people from other countries is growing, as many professionals believe it will lead to even less investment in training and thus a long-term weakening of the UK skills base.。从其他国家招 IT 人员的反对意见在上升，很多专家相信这会导致培训的减少并 因此削弱长期的英国技术基础。即 D 段说的：从海外招聘 IT 人员。 Chairman's Report I am pleased to report that, although we had been expecting poor results for this half year because of slow growth in the world economy, the company has performed very satisfactorily.Operating profits for this first half are in fact very much (19) with those for the corresponding (20) last year. Profits reached ￡l 15 million before tax, compared with ￡l 16.3 million last year. Much of our success in the last six months can be (21) to the fact that all our major construction projects remained on schedule. Particularly pleasing was the early (22)of a major building contract in Canada. The company has made good progress with the initiatives announced at the Annual General Meeting. The majority of shareholders (23) the Board's decision to sell the company's loss-making engineering (24). It was the Board's belief that the company would (25) most benefit by (26) its resources on the expansion of its construction activities. Negotiations with a potential buyer began in February and are now at a critical (27) However, we feel that we are not as yet in a (28) to comment on what the outcome is likely to be. In June, we made a successful (29) for the Renishaw Construction Company of Hong Kong SAR, in order to give us greater (30) to markets in South East Asia. We still have sufficient resources to pursue our growth (31) and are at present (32) several other business opportunities which, like Renishaw Construction, would (33) new markets to us. 19 A in order B on track C in line D on target 20 A session B term C season D period 21 A attributed B referred C assigned D designated 22 A termination B ending C completion D finalising 23 A confirmed B maintained C agreed D supported 24 A portion B component C sector D division 25 A have B gain C find D earn 26 A focusing B directing C pointing D strengthening 27 A height B step C edge D stage 28 A condition B point C position D capacity 29 A request B price C demand D bid 30 A access B approach C admission D entrance 31 A strategy B process C promotion D system 32 A inquiring B deliberating C exploring D searching 33 A send B open C provide D give 文章是一篇报告，介绍了公司某段时间的发展状况，总体的势头是良好的，积极向上。 19 和 20 题需要在一起考虑，从整体上把握句子的意思。in line with 与??一致；on track ： ?doing or saying things that are likely to be successful or correct 步入正轨；on target（射击）准。 20 空选词关键要将空格前面的 those for the corresponding 和前面的 for this first half 对应， 这 里 空格填入的词要能和 this first half 相匹配，表示时间段，时期，所以是 period。因为是半年， 所以不选 season。整个句子的意思是这半年的营业利润（operating profit）实际上是与去年 同 期相一致的。 21 题，attribute to，表原因，联系整个句子不难做出选择。designate 是委任、指派 22 题，意思是完成了一个主要的建筑合同，从一个 pleasing 可以看出感情基调，A 和 B 肯定不选，不是终止也不是结束，finalise 最后定下来，定案。 23 题，大部分股东都支持、赞同董事会的决定，选 support，如果是 agree 的话后面需要 with。 24 题，董事会的决定是卖掉公司亏损的工程部。A、B 首先排除，做完形填空最忌讳的 是把汉语思维和汉语含义带入英文语境中， 有的时候宁可选自己从来没有见过的用法， 也不 要把从汉语意思出发强塞一个英文单词进去。 sector 是 （尤指一国经济的） 部门、 行业， division 是（一个机构的）部门。 25 和 26 题，句子的意思是公司将通过把资源集中在建筑活动的扩张上来获得大部分的 收益。25 题的 A 和 C 容易排除，关键是看 gain 还是 earn。earn 是通过努力挣到一笔钱（to receive a particular amount of money for the work that you do） ，gain 是获得或者实现什么（to obtain or achieve something you want or need） ，因为是公司的战略，所以用 gain 更合适一些。 27 题，at a critical stage，在一个关键的阶段。 28 题，in a position to do sth.能够做某事。固定搭配 29 题，成功招标，bid 30 题，give us greater access to markets 给我们更大的市场准入 31 题，growth strategy，增长策略，追求我们的增长策略。 32 题，探索更多的商业机会。inquire 询问；deliberate 仔细考虑，深思熟虑； 33 题，为我们开放新的市场。provide 后需要加 with1 This businessman has successfully targeted a different group of consumers. 2 With careful forward planning, this businessman is helping the company survive a difficult period. 3 The company is now more open to change because of this businessman's way of thinking. 4 This businessman has made and implemented certain decisions despite opposition to them. 5 This businessman has achieved some success by misleading people about his intentions. 6 The abilities of this businessman were previously doubted by the company that employs him. 7 This businessman is admired for his ability to manage a number of business interests. 'Businessman of the Year' Award A James King: Chief Executive of Fentons Finance King was nominated for the quality of his leadership, with the judges claiming that the Fentons Finance boss is almost revered by his team. He is credited with reinventing Fentons Finance revitalising its culture of inflexibility, removing outdated pre-merger barriers and playing a brilliant tactical game. He led everyone to believe he was opposed to large mergers and then jumped on the Westcombe Bank opportunity at just the right moment. History will be the judge, but for now the markets consider King to be a star. B Keith Nash: Chief Executive of Hamley's Supermarkets Nash took over as CEO when Hamley's systems and distribution were out of date and the brand badly needed freshening up. He began refocusing the brand at the higher quality end of the food market and launched several own-brand initiatives for the health conscious. As a result, the share price has gone up nearly 80 per cent. This should be extremely satisfying for Nash, who had left the retailer in 1986, disappointed after failing to secure the top job. C Jorge Marquez: Chairman of the Kenwick Group Marquez was a popular choice for his achievements at Kenwick. The judges say he has been courageous in pushing through the appointment of controversial or inexperienced chief executives to companies within the group, and then sponsoring them as they transformed their businesses. He operates as a 'virtual' chairman, without a permanent office in any one company. He phones his CEOs regularly, and several of them have acknowledged the vital contribution he makes to their effectiveness. Everyone is impressed at how he also finds the time to be chairman of two other large companies. D Richard Jenkins: Finance Director of Centron Advertising Labouring in the shadow of a high-profile boss can sometimes draw attention away from the finance director, and the judges considered it was high time Jenkins got that attention. The CEO may be the public face of Centron, but Jenkins is the one who makes it run smoothly. Behind the scenes, he is constantly demonstrating that budgets and forecasts are what is needed to make a company successful, particularly now that the advertising market has been hit by recession. It is largely thanks to him that Centron is in much better shape than its rivals. 《 ‘Businessman of the Year' Award》年度企业家奖。分别介绍了这个奖项的四个候选人的 英雄事迹。 第一题，这个企业家成功的定位了不同的消费群体。答案在 B 段：He began refocusing the brand at the higher quality end of the food market and launched several own-brand initiatives for the health conscious。他开始将品牌定位在高质量的食品市场并且发起了几项注重健康的自 主品牌的运动。Health conscious 是指注重健康的。一个是高质量的食品市场，一个是注重 健康的，联合起来，就是瞄准了不同的消费市场，即不同的消费群体。第二题，通过小心的前进计划，这个企业家帮助公司度过了一个困难时期。答案是 D 段的这么一句：budgets and forecasts are what is needed to make a company successful, particularly now that the advertising market has been hit by recession.。 预算和预告正是使得公司 可以成功的，尤其当现在整个广告市场被衰退袭击的时候。Budgets and forecast 就是题干中 说的 careful forward planning， successful 对应于 survive， different period 对应于 the market has a been hit by recession。 第三题，因为这个企业家的思维方式，公司对待变化更加开明了。答案是 A 段的这么 一句：He is credited with reinventing Fentons Finance - revitalising its culture of inflexibility。他 以重塑了 Fentons Finance 而受到嘉奖――给了固定守旧的文化以新的生命。more open to change 就可以对应于 revitalising its culture of inflexibility。revitalising 是 give new life to 的意 思。 第四题，尽管有反对意见，这个企业家还是制定并执行了某些决定。答案是 C 段的这 么一句：he has been courageous in pushing through the appointment of controversial or inexperienced chief executives to companies within the group 在推动某些争议性的或者是经验 不足的执行官的任命时他很有勇气。从 controversial 和 courageous 可以看出来，这些任命时 不完全被接受的，有反对意见（opposition） ，但他还是坚持了。 第五题，这个企业家通过让人们误会自己的意图而取得某些成功。答案是 A 段的这么 一句：He led everyone to believe he was opposed to large mergers and then jumped on the Westcombe Bank opportunity at just the right moment 他让所有人相信他是反对大的并购的， 然 后在最佳时期跳上 Westcombe 银行的机会（即收购了这个银行） 。let everyone believe，也就 是 misleading people about his intentions。 第六题，这个企业家的能力最初在雇佣他的公司里受到了怀疑。答案是 B 段最后一句， 稍微隐晦点：This should be extremely satisfying for Nash, who had left the retailer in 1986, disappointed after failing to secure the top job.因为无法得到高层的职位而失望离开，结果因为 他的决策，公司股价上升了，让他很满足。意思就是本来以这个人的能力是可以胜任高层的 工作的，但是他却没有得到。 第七题，这个企业家因为处理一些商业利益的能力而受到仰慕。答案在 C 段。C 段最 后说这个人在不同的公司担任要职（be chairman） ，不同的公司会有商业利益的冲突，而他 却能好好处理（manage） ，所以答案选 C。Setting up an appraisal scheme Appraisals can be a wonderful opportunity for your staff to focus on their jobs and make plans to develop their unused potential. (0) ..........So, if you have decided that an appraisal scheme should be set up in your company, you need to establish some formal procedures and make some decisions before you begin. Even if your company already has a scheme, you need to consider what you want to achieve and how you are going to do this. First of all, you need to decide on your key objectives and the real purpose of your scheme.(8).............A scheme should never be introduced at a time of redundancies, or simply for profit or competitive edge, because this will create fear and alienate staff. The next step is to decide how the scheme can most successfully be managed. It is essential that all senior staff are committed to the process and willing to make a positive contribution. The person given responsibility for designing the scheme and the appraisal forms needs to have knowledge of all roles within the organisation. He or she must also be aware of employees' potential needs. (9).............It should be someone who is trusted and whom staff will turn to if they are concerned about their appointed appraiser or the appraisal interview. The design of the scheme should indicate who will be appraising whom. This needs great tact and sensitivity. First, remember that no manager can effectively appraise more than seven or eight people. It is equally important to remember that, if significant numbers of staff are appraised by someone they dislike, or by a person whose values they do not share, the success of your scheme may be threatened.(10) ............. So bear this in mind from the beginning and, if necessary, establish an appeals procedure. Having decided on your policy and who will appraise which members of staff, you need to communicate this in the simplest possible way. Avoid lengthy documents - few people will read them. (11).............Most organisations choose a person's line manager to be the appraiser. This can be seen as an opportunity or a threat, so be ready to consider alternatives if necessary. Once you have established the appraisal process, make sure that appraisal interviews take place at a convenient time, and ideally on neutral ground. It should be borne in mind that some appraisals may involve the disclosure of confidential information. (12) .............These will show the decisions that were taken during the interview and will also indicate any new performance targets that have been agreed. A It is important to select a manager who can deal effectively with any suspicions staff may have about appraisals. B Such a measure can also reduce insecurity and unite staff in recognising the positive elements of appraisal. C Having even one staff member in such a position may affect how others respond to the process. D Ideally, this should be to provide a supportive framework that aids staff development. E Simply make sure that staff know who will appraise them and why, and what form the interview will take. F It is therefore important to decide who will have access to written records of the appraisal. G They can also be a means of getting the best out of staff, both as individuals, and as team members. 《Setting up an appraisal scheme》 ，制定评估计划。 第八题，前面说做评估最重要的是决定关键的目标，以及计划的真正目的。那么接着应 该说的就是这个计划的目的是什么。符合这一条件的是 D：理想的说，这是为了提供一个帮助员工发展的支持性框架。 第九题，这一段是讲选人的重要。空格前面说要挑选一个了解各个员工潜在需求的人， 后面说这个人要能被大家信任，这样当员工有什么疑问时才会转向他。从上下文看，第九空 仍然是和选人有关。A 最符合这个特点，有两个关键地方。select a manager 和 deal with any suspicions，分别可以和上下文对应。Select a manager 可以对应于前面的 the person given responsibility， with any suspicions 可以对应于后文的 staff will turn to if they are concerned. deal 第十题，前面说让员工被自己不喜欢的或者是价值观不认同的人来评估的话，评估计划 的成功会打折扣。 所以这个第十空的讲的还是关于选人的。 可以填在这里， 选项的 in such C C a position 是个暗示：让即使只有一个员工处在这样的位置上都会影响他人的反应。意思是 不能让一个被大家不喜欢的人处在评估人的位置上。 第十一题，这段讲评估的形式要尽可能的简单，避免冗长的文件。能接上的是 E：只需 要让员工知道谁来评估，为什么评估，以及评估的形式就行了。没有必要弄那些复杂的没人 愿意读的文件。 第十二题，前面说评估可能会涉及到一些机密信息的披露。后面说这些会展现一些访谈 的决定。 关键要理解空格后面的 these 代表什么。 能够 show the decisions that were taken during the interview，一般是文字材料。空格 12 应该填入 F，written records 是个关键暗示：因此决 定谁来接触这些文字材料是很重要的。 SHEER GENIUS - OR A WASTE OF TIME? Encourage your original thinkers and live with their strange habits, says Alan Worthin If one of your research staff announced that he had worked out a way to propel a vehicle on a cushion of air, would you tell him to concentrate on something practical, or suggest taking it further? If a member of your development team asked if she could come in late because she had her best ideas at 3 am would you insist that she is in the office at 9 am like everyone else? Current business wisdom is that companies need creative, innovative people to beat competitors. The reality is that companies have always needed new ideas to survive and progress, but in the past they weren't particularly good at encouraging the people who produced them. Original thinkers don't always fit easily into the framework of an organisation. However, the advice from managing director, John Serrano is, 'Get rid of the dull people and encourage the unusual ones'. Essentially, he believes that companies need to learn how to manage their original thinkers in order to ensure that the business profits from their contribution. He also says, 'Original thinkers often find it difficult to drive change within the organisation, so they resign, feeling angry and disappointed. It is essential to avoid this.' 'You can't recognise original thinkers by the way they look,' says Ian Freeman. An apparently ordinary exterior can conceal a very creative thinker.' His consultancy, IBT Personnel, has devised a structured way to identify original thinkers. 'We define employees as champions, free-wheelers, bystanders and weak links, and most original thinkers come into the category of free-wheelers. They may miss deadlines if they become involved in something more interesting. They are passionate and highly motivated but have li ttle or no understanding of business directions and systems.' Headhunter George Solomon also thinks original thinkers have their disadvantages. 'They may have a bad influence within an organisation, especially given the current management trend for working in teams. The original thinkers themselves may be unaware of any problem, but having them around can be disruptive to colleagues. who have to be allowed to point out when they are being driven crazy by the original thinkers' behaviour.' Yet, in his opinion, the 'dream team' in anycreative organisation consists of a balanced mixture of original thinkers and more practical, realistic people. So, having identified your original thinkers, how do you handle them? One well-known computer games company has a very inventive approach. 'We encourage our games designers by creating an informal working environment,' says director Lorna Marsh. 'A company cannot punish risk-takers if it wants to encourage creativity. Management has to provide support, coaching and advice - and take the risk that new ideas may not work. Our people have flexible working hours and often make no clear distinction between their jobs and their home lives.' Original thinkers may fit into the culture of 21st century organisations, but more traditional organisations may have to change their approach. Business psychologist Jean Row believes that the first step is to check that original thinkers are worth the effort. 'Are the benefits they bring worth the confusion they cause? If so, give them what they want, allow plenty of space, but set clear limits. Give them extremely demanding targets. If they fail to meet them, then the game is up. But if they succeed, your organisation stands only to gain.' 13 It is important for a company to encourage original thinkers because A this allows it to promote innovative products. B this enables it to stay ahead of its rivals. C they are very flexible about their working hours. D their talents are ideally suited to the market. 14 John Serrano thinks that original thinkers should be A helped to develop better people management skills. B asked to manage change within the organisation.}