2016年的劍橋商務英語考試即將舉行，以下是小編yjbys為您推薦的一些關於劍橋商務英語考試練習題，歡迎學習參考，同時祝所有考生獲得理想的好成績!
Questions 1-7
Look at the statements below and the articleabout the development of future business leaders onthe opposite page.
Which section of the article (A, B, C or D) doeseach 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 morethan 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 benefitsthemselves.
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 will interest 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 fordeveloping future leaders is needed, which is why the London Business School has launched theTomorrow's Leaders Research Group (TLRG). The group contains representatives from 20firms, 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 leadershipdevelopment. Unfortunately, with today's flat organisations, where managers have functionalas well as managerial responsibilities, people development all too often falls victim to heavyworkloads. One manager in the research group was unconvinced by the logic of sending hisbest people away on development courses, 'only to see them poached by another departmentor, worse still, another firm'. This fear of losing high-flyers runs deep in the organisations thatmake 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 theircompanies are known as ones that develop their people, they will have a greater appeal tohigh-flyers,' said one advisor. Furthermore, selecting people for, say, a leadership developmentprogramme is a sign of commitment from management to an individual. Loyalty can then bemore easily demanded in return.
D TLRG has concluded that a company's HR specialists need to take action and engagewith line managers individually about their role in the development of high-flyers. Indeed, inorder to benefit fully from training high-flyers as the senior managers of the future, firmsmust actually address the development of all managers who will be supporting the out this, managers will not be in a position to give appropriate advice. And wheneventually the high-flyers do move on, new ones will be needed to replace them. The nextchallenge 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麼。不用看具體內容，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——的培養問題。
A段講了TLRG這個貫穿全文的研究組織誕生的原因：現行的研究滿足不了需要，於是大多數公司只能自己探索發掘接班人的模式;(即第五題的答案)
B段講了直屬經理(line managers)對於發掘接班人的重要性(真是幹什麼都要從基層抓起)，以及經理們的一些疑慮;
C段講的是接班人問題對公司的重要性，並且應該讓院線經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，什麼專家協助等等。
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個題幹基本是將原文中的句子用另外的詞語和句型表述出來，所以題幹中的關鍵詞都能在正文裡 找到與之匹配的，比如第四題題幹裡的expert對應D段的specialists,第六題的toobusy to對應於B段裡的heavy workloads，第七題的interest對應於C段的appeal。
第一題說“經理們必須採取措施使潛力股們相信他們對公司的價值”，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中的潛力股以外的地方”，即D段最後兩句話所說的尋找新一代的潛力股。
第三題和B段的最後一句話完全是一個意思：怕培養潛力股的'投入收不回成本。
第四題說開發潛力股，經理們需要在公司內部得到專家支援。答案是D段的第一句話：公司的人力資源專家需要採取行動。HR specialists就是expert。
