bec中級真題難度如何
bec中級真題的難度對我們的備考有很大的參考價值，為了幫助大家備考，下面小編給大家解答這個問題。
bec中級真題難度如何
BEC中級的難易程度 比大學(xué)4及稍微高點 考核的東西當然是商務(wù)知識 所以如果對自己英語還是有點自信的話 好好準備2個多月 應(yīng)該可以過的 如果條件允許還可以報班 輔導(dǎo)班 最好是你考試的地方報 比如哪個大學(xué) 因為口語的時候會照顧點的 呵呵 我中級剛過 去年12月份考的 慚愧 還是英語專業(yè)的 所以說么 BEc 不是說英語好才能過的 得靠自己努力學(xué)習(xí)的 我當時partner都沒有 自己硬過的 也沒報班 因為本身考試費用就很高了 書的費用也很高 很貴 所以就沒報 考試的時候要淡定 準備的時候要從容
準備一下聽力和口語把，聽力是中國人的通病，不是很容易的，口語自己底子還行的話，加強一些商務(wù)知識和禮節(jié)，還有一些巨型就可以了，注意啊 考試最好找一個partner 這樣口試就容易通過些，也就是說找你認識的人一起報名，這樣你們平時就可以練練，我大四考的BEC 沒找搭檔，也沒報班，沒有買資料，就是上書館看了一些書，(只有剛剛得個C 剛過，嘿嘿 小遺憾)其實說白了書里也沒啥玩意兒，主要是真題把，做3，4遍，我做了2遍還是有做錯的，但是每次做的時間要隔得長一些哦，寫作臨考前看一下格式，還有模版就行，真題買人民郵編出版的，權(quán)威哦，資料和書的話可以上淘寶網(wǎng)買盜版的，都一樣其實，不用在意的。
閱讀的話，平時小練習(xí)幾篇，剛開始不用講究速度，正確率是必須得。錯了也別太煩惱。主要是弄懂為什么錯了。時不時思路分析有錯誤，然后找到做題的技巧，看題目分析。以后你做過了就會慢慢有了正確的判斷能力。我剛開始也是5個錯4個，3個的。臨考前一個月狂做，有感覺就對了.
BEC中級寫作模擬題：邀請與答復(fù)
邀請與答復(fù)Invitation and Reply
Dear Mr. / Ms,
We should like to invite your Corporation to attend the 1997 International Fair which will be held from April 29 to May 4 at the above address. Full details on the Fair will be sent in a week.
We look forward to hearing from you soon, and hope that you will be able to attend.
Yours faithfully
尊敬的先生/小姐，
在上述地址，我們想請貴公司參加于四月二十九日到五月四日舉辦的1997國際商品交易會，關(guān)于交易會的詳情我們一周內(nèi)將寄給你。希望不久能收到你的來信，并能來參加。
您誠摯的
如果是肯定答復(fù)的話，可以參照下列寫法：
Dear Mr. / Ms,
Thank you for your letter of March 20 inviting our corporation to participate in the 1997 International Fair. We are very pleased to accept and will plan to display our electrical appliances as we did in previous years.
Mr. Li will be in your city from April 2 to 7 to make specific arrangements and would very much appreciate your assistance.
Yours faithfully
尊敬的先生/小姐，
感謝三月二十八日來信邀請我們公司參加1997國際商品交易會。我們樂于參加并計劃展示我們前幾年生產(chǎn)的電子設(shè)備。李先生將于四月二日至七日去你市做具體安排，非常感謝你的協(xié)助。
你誠摯的
如果是否定答復(fù)的話，可以參照下列寫法：
Dear Mr. / Ms,
Thank you very much for your invitation to attend the 1997 International Fair. As we are going to open a repair shop in your city at that time, we are sorry that we shall not be able to come.
We hope to see you on some future occasion.
Yours faithfully
尊敬的先生/小姐，
非常感謝您邀請我們參加1997國際商品交易會。由于我們將于同一時間到你市新開一家維修店，非常抱歉我們不能前去。
希望以后在某些場合見到您。
您誠摯的
BEC高頻詞匯：knocking copy
1. knocking copy (在廣告中對競爭對手產(chǎn)品進行批評的)詆毀性廣告文字
例句：The advert containing knocking copy has been withdrawn.
這則含有詆毀競爭對手產(chǎn)品字眼的廣告已經(jīng)被撤回。
2. know-how 專門技術(shù)、關(guān)鍵技術(shù)
例句：These products are the perfect combination of superb design and technological know-how.
這些產(chǎn)品將精美設(shè)計與專利技術(shù)完美地融合在一起。
3. key card system 鑰匙卡系統(tǒng)(在酒店、公寓中一種由電腦控制的開鎖系統(tǒng))
例句：Many hotels are trying to increase security by using a key card system which records every time a lock is opened and by
whom
許多酒店試圖通過使用鑰匙卡系統(tǒng)提高客房安全，這種系統(tǒng)能自動記錄每次開鎖以及開鎖人的情況。
4.knowledge management 知識管理(用來指企業(yè)和機構(gòu)怎樣確認和管理各種情報資源，以達到商業(yè)上的目標，這些資源包括來自各種渠道的資
訊，雇員共有的技術(shù)和使用的手段，甚至是林林總總的規(guī)章和程序)。
5. knowledge of the business 專業(yè)知識
例句：For leaders, knowledge of the business means good knowledge about the company, industry and technical matters.
對領(lǐng)導(dǎo)者而言，專業(yè)知識意味著對本公司、本行業(yè)及其技術(shù)有很好的了解。
BEC閱讀精選及解析
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 willinterest 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.
首先得搞明白的是這篇文章到底講的什么。不用看具體內(nèi)容，有兩個地方直接告訴了。一個是題目說明的第一句話，另一個是正文的標題。從這兩個地方就可以看出全文探討的是公司未來接班人——也就是潛力股——的培養(yǎng)問題。
A段講了TLRG這個貫穿全文的研究組織誕生的原因：現(xiàn)行的研究滿足不了需要，于是大多數(shù)公司只能自己探索發(fā)掘接班人的模式;(即第五題的答案)
B段講了直屬經(jīng)理(line managers)對于發(fā)掘接班人的重要性(真是干什么都要從基層抓起)，以及經(jīng)理們的一些疑慮;
C段講的是接班人問題對公司的重要性，并且應(yīng)該讓院線經(jīng)理們明白這種重要性;
D段是針對前面列出的問題，提出的解決建議，什么專家協(xié)助等等。
整篇文章分為四個部分，層層遞進，有很強的邏輯性。拿這樣的文章來做閱讀材料應(yīng)該是相對容易把握的。
題目解析：
圖中藍色的線為答案潛伏的地方。7個題干基本是將原文中的句子用另外的詞語和句型表述出來，所以題干中的關(guān)鍵詞都能在正文里 找到與之匹配的，比如第四題題干里的expert對應(yīng)D段的specialists,第六題的too busy to對應(yīng)于B段里的heavy workloads，第七題的interest對應(yīng)于C段的appeal。
第一題說“經(jīng)理們必須采取措施使?jié)摿蓚兿嘈潘麄儗镜膬r值”，也就是要讓潛力股們對公司忠誠，即C段說的creating “attraction centres”和loyalty。
第二題說“組織必須把目光投向正在培養(yǎng)中的潛力股以外的地方”，即D段最后兩句話所說的尋找新一代的潛力股。
第三題和B段的最后一句話完全是一個意思：怕培養(yǎng)潛力股的投入收不回成本。
第四題說開發(fā)潛力股，經(jīng)理們需要在公司內(nèi)部得到專家支持。答案是D段的第一句話：公司的人力資源專家需要采取行動。HR specialists就是expert。
第五題說公司現(xiàn)在沒有在指導(dǎo)策略的支持下辨別潛力股。也就是說公司是依靠自己來發(fā)掘人才的。答案是A段的第一句：現(xiàn)行的研究滿足不了需要，所以公司只能形成自己的一套體系。
第六題，經(jīng)理們太忙了，無暇顧及潛力股的發(fā)展。答案是B段的：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.。不幸落在了高工作負荷的人的肩上。高工作負荷，也就是too busy。
第七題，看重作為雇主名聲的公司可以吸引潛力股。答案是C段的這么一句：if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers。如果公司是以開發(fā)員工而著稱的話，將會對潛力股產(chǎn)生更大的吸引。以開發(fā)員工而著稱(known as ones that develop their people)，名聲很好，也就是看重自己作為雇主的名聲。
疑似生詞：
1、line managers 直屬經(jīng)理，業(yè)務(wù)經(jīng)理
2、flat organization 扁平化的組織，即企業(yè)中的單層管理組織對應(yīng)的單詞hierarchy 等級制的公司
3、poach vt. (侵入他人地界)偷獵(或捕魚), 水煮，剽竊，挖角
eg: A rival firm poached our best computer programmers.
我公司的競爭對手把我們最好的計算機程序編制員挖走了。
4、runs deep 純粹是想說一下那句著名的諺語：Still water runs deep靜水流深。
5、fall victim to 成為。。。。的受害者
B段中的原話：People development all too often falls victim to heavy workloads.人員發(fā)展成為高負荷工作的受害者，也就是說經(jīng)理們因為太忙而無暇顧及潛力股的培養(yǎng)，即第六題的答案。
6、retention 保留，在文中指留住員工。是風(fēng)險管理中常見的專業(yè)名詞。
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