2017年商务英语阅读理解专项训练

  参加商务英语考试的同学们,出国留学网为你整理“2017年商务英语阅读理解专项训练”供大家参考学习,希望广大放松心态,从容应对,正常发挥。更多资讯请关注我们网站的更新哦!

  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 company is even worse; 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),E选项虽然有because,但是不是讲的评估不好的原因。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)。


  英语考试网为您整理提供:

  英语口语考试

  英语四级考试时间

  英语四级 | 英语六级

  四六级英语成绩查询时间

分享
qqQQ
qzoneQQ空间
weibo微博
《2017年商务英语阅读理解专项训练.doc》
将本文的Word文档下载,方便收藏和打印
下载文档

热门关注

商务英语就业方向有哪些呢

关于商务英语

商务英语主要学什么内容呢

英语学习内容

商务英语主要学什么课程

学商务英语

商务英语证书报考条件有什么

商务英语证书

商务英语是学什么毕业后能干什么

关于商务英语

商务英语学什么 怎么学习商务英语

商务英语学什么

如何学好商务英语 商务英语学习方法

如何学好商务英语

商务英语写作方法 关于商务英语备考

商务英语写作方法

什么是商务英语 商务英语的报考条件

什么是商务英语

商务英语证书含金量怎么样 怎么考商务英语证书

商务英语证书

热门问答

付费下载
付费后无需验证码即可下载
限时特价:4.99元/篇 原价10元
微信支付

免费下载仅需3秒

1、微信搜索“月亮说故事点击复制

2、进入公众号免费获取验证码

3、输入验证码确认 即可复制

4、已关注用户回复“复制”即可获取验证码

微信支付中,请勿关闭窗口
微信支付中,请勿关闭窗口
×
温馨提示
支付成功,请下载文档
咨询客服
×
常见问题
  • 1、支付成功后,为何无法下载文档?
    付费后下载不了,请核对下微信账单信息,确保付费成功;已付费成功了还是下载不了,有可能是浏览器兼容性问题。
  • 2、付费后能否更换浏览器或者清理浏览器缓存后下载?
    更换浏览器或者清理浏览器缓存会导致下载不成功,请不要更换浏览器和清理浏览器缓存。
  • 3、如何联系客服?
    如已按照上面所说方法进行操作,还是无法复制文章,请及时联系客服解决。客服微信:ADlx86
    添加时请备注“文档下载”,客服在线时间为周一至周五9:00-12:30 14:00-18:30 周六9:00-12:30

  参加商务英语考试的同学们,出国留学网为你整理“2017年商务英语阅读理解专项训练”供大家参考学习,希望广大放松心态,从容应对,正常发挥。更多资讯请关注我们网站的更新哦!

  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 company is even worse; 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),E选项虽然有because,但是不是讲的评估不好的原因。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)。


  英语考试网为您整理提供:

  英语口语考试

  英语四级考试时间

  英语四级 | 英语六级

  四六级英语成绩查询时间

一键复制全文