英语新闻 英语考试 留学英语 TEM英语 CET英语 BEC英语 托福英语 雅思英语 英语作文 英语故事 英语笑话 娱乐英语 行业英语 英语学习 生活英语
工作英语 奥运英语 法律英语 英语口语 英文阅读 写作翻译 词汇语法 专四八级 四级六级 考研英语 职称英语 疯狂英语 英文简历 奥运知识 名人演说
您现在的位置: 3edu教育网 >> 英语角 >> BEC英语 >> BEC中级 >> 正文    3edu教育网,百万资源,完全免费,无需注册,天天更新!

2013年BEC中级阅读模拟试题1

2013年BEC中级阅读模拟试题1

分类:BEC中级   更新:2014/1/20   来源:网络

2013年BEC中级阅读模拟试题1

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.
    2013年BEC中级阅读模拟试题1
    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.

| 设为首页 | 加入收藏 | 联系我们 | 版权申明 | 隐私策略 | 关于我们 | 手机3edu | 返回顶部 |