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2019年BEC商务英语低级浏览试题及谜底(15)

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导读: 2019年BEC商务英语低级浏览试题及谜底(15)

  1 Genuine feedback would release resources to be usedelsewhere.

  2 Managers are expected to enable their staff to workeffectively.

  3 Experts are unlikely to facilitate a move to genuinefeedback.

  4 There are benefits when methods of evaluatingperformance have been negotiated.

  5 Appraisals tend to focus on the nature of the face-to-face relationship between employeesand their line managers.

  6 The idea that employees are responsible for what they do seems reasonable.

  7 Despite experts’ assertion, management structures prevent genuine feedback

  8 An increasing amount of effort is being dedicated to the appraisal process.

  A

  Performance appraisal is on the up and up. It used to represent the one time of year whengetting on with the work was put on hold while enormous quantities of management hours werespent in the earnest ritual of rating and ranking performance. Now the practice is even morefrequent. This of course makes it all the more important how appraisal is conducted. Humanresources professionals claim that managers should strive for objectivity and thus for feedbackrather than judgement. But the simple fact of the matter is that the nature of hierarchy distortsthe concept of feedback because performance measure are conceived hierarchically.Unfortunately, all too many workers suffer from the injustices that this generates.

  B

  The notion behind performance appraisal- that workers should be held accountable for theirperformance-is plausible. However, the evidence suggests that the premise is wrong. Contrary toassumptions appraisal is not an effective means of performance improvement- it is judgementimposed rather than feedback, a judgement imposed by the hierarchy. Useful feedback , on theother hand, would be information that told both the manager and worker how well the worksystem functioned, and suggested ways to make it better.

  C

  Within the production system at the car manufacturer Toyota, there is nothing that isrecognizable as performance appraisal. Every operation in the system has an associated measure.The measure has been worked out between the operators and their manager. In every case, themeasure is related to the purpose of the work. That measure is the basis of feedback to themanager and worker alike. Toyota’s basic idea is expressed in the axiom “bad news first” . Bothmanagers and workers are psychologically safe in the knowledge that it is the system- not theworker –that is the primary influence on performance. It is management’s responsibility to ensurethat the workers operate in a system that facilitates their performance.

  D

  In many companies , performance appraisal springs from misguided as assumptions. To judgeachievement, managers use date about each worker’s activity, not an evaluation of the process orsystem’s achievement of purpose. The result is that performance appraisal involves managers’judgement overruling their staff’s, ignoring the true influences on performance. Thus the appraisalexperience becomes a question of pleasing the boss, particularly in meetings, which ispsychologically unsafe and socially driven, determining who is “in” and who is “ out”.

  E

  When judgement is replaced by feedback in the true sense, organizations will have a lot moretime to devote to their customers and their business. No time will be wasted in appraisal . Thisrequires a fundamental shift in the way we think about the organization of performance appraisals,which almost certainly will not be forthcoming from the human resources profession

  参考谜底及剖析

  关于员工评价和反映的文章。一个组织外部的曲折级类似真的太主要了。

  第一题,说真实的反映可以释放用在别处的资源。意思上真实的反映可让人腾出精神。谜底是E段的第一句:When judgement is replaced by feedback in the true sense, organizations will have a lot more time to devote to their customers and their business。这题的意思还算较量显着,feedback in the true sense,就是genuine feedback,devote to their customers and the business,就是把资源释放在其他地方。

  第二题,说司理们是被希冀着使员工使命得更有用力。谜底是C段的最后一句:It is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.司理们的义务,也就是managers are expected to,有益于他们的体现,就是enable their staff to work effectively。

  第三题,说专家不大能够有益于真正反映的历程。谜底是E段的最后一句:which almost certainly will not be forthcoming from the human resources profession。人力资源专家,就是experts。须要明确下这里的forthcoming的寄义:willing to divulge information. (人)宁愿走漏新闻的。专家们不愿意走漏新闻,也就是不克不及希冀专家来facilitate。

  第四题,说商讨评价体现的措施是有益的。谜底是在C段,有点疏散。前面说The measure has been worked out between the operators and their manager。这个措施是在操作者和司理们之间制订的。between the operators and managers,也就是评价体现的措施是被商讨了的。前面简介的情形都是这个measure有何等的好:is the basis of feedback。综合起来,就是选项说的,商讨是有利益的。

  第五题,说评价偏向聚焦于员工和他们直属司理们之间面扑面关系的性子。这个选项能够会弄的人一头雾水,首先得弄明确这里的面扑面关系指的是甚么。员工和直属司理的关系,就是曲折级的关系,太过看重这个关系,那么在评价历程当中就会有记挂,谁还敢揭自己下属的短?以是这个句子的意思是说评价历程当中有忌惮,无人敢说真话。谜底是D段的这么一句:Thus the appraisal experience becomes a question of pleasing the boss。评价历程成了谄媚自己的老板,说的就是这个意思。

  第六题,说员工对他们所作担负的想法主意主意听起来很公正。谜底是B段的第一句:The notion behind performance appraisal- that workers should be held accountable for their performance-is plausible。这里的accountable就是负有义务。Plausible是貌似真实的,也就是seems reasonable。

  第七题,说虽然有专家们的主意,治理层的结构阻挡了真实的反映。谜底是A段的这么一句:the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback。治理层的机构,就是这句里提到的the nature of hierarchy,品级制的性子。这个单词在BEC浏览里常泛起。distort,曲解,就是选项里的prevent。

  第八题,说在评价历程当中投入了更多的起劲。谜底是A段的这么一句,有点隐晦:Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted.这个句子是紧跟上文的,the practice指的就是appraisal。评价的更频仍,评价是怎样阻拦的显得加倍主要。以为加倍主要了(makes it all the more important),就会投入更多起劲了。综合起来,这些的意思就是评价历程投入了更多的起劲。不太容易看出来。


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