在线词典,在线翻译

BEC阅读真题详解中级篇(5)

所属:BEC商务英语 阅读:4500 次 评论:0 条 [我要评论]  [+我要收藏]

小编摘要:BEC阅读在BEC考试中占了很大比重的分值,研读BEC阅读真题,是较有针对性的阅读训练,对提高考试成绩还有商务英语阅读技能都能起到一定效果。本版块搜集互联网共享BEC阅读真题详解,助您一臂之力。

人邮版第四辑真题TEST 1 READING PART 1

Questions 1-7

Look at the statements below and thearticle 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 lettersmore than once.

1 Managers need to take action to convincehigh-flyers of their value to the firm.

2 Organisations need to look beyond thehigh-flyers they are currently developing.

3 There is a concern that firms investingin training for high-flyers may not gain the benefits themselves.

4 Managers need expert assistance fromwithin their own firms in developing high-flyers.

5 Firms currently identify high-flyerswithout the support of a guidance strategy.

6 Managers are frequently too busy to dealwith the development of high-flyers.

7 Firms who work hard on their reputationas an employer willinterest high-flyers.

The Stars of the Future

A Existing management research does nottell us much about how to find and develop high-flyers, those people who havethe potential to reach the top of an organisation. As a result, organisationsare 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 representativesfrom 20 firms, and meets regularly to discuss the leadership development of theorganisations' high-flyers.

B TLRG recognises just how significant linemanagers are in the process of leadership development. Unfortunately, withtoday's flat organisations, where managers have functional as well asmanagerial responsibilities, people development all too often falls victim toheavy workloads. One manager in the research group was unconvinced by the logicof sending his best people away on development courses, 'only to see thempoached by another department or, worse still, another firm'. This fear oflosing high-flyers runs deep in the organisations that make up the researchgroup.

C TLRG argues that the task of managementis not necessarily about employee retention, but about creating 'attractioncentres'. 'We must help line managers to realise that if their companies areknown as ones that develop their people, they will have a greater appeal tohigh-flyers,' said one advisor. Furthermore, selecting people for, say, aleadership development programme is a sign of commitment from management to anindividual. Loyalty can then be more easily demanded in return.

D TLRG has concluded that a company's HRspecialists need to take action and engage with line managers individuallyabout their role in the development of high-flyers. Indeed, in order to benefitfully from training high-flyers as the senior managers of the future, firmsmust actually address the development of all managers who will be supportingthe high-flyers. Without this, managers will not be in a position to giveappropriate advice. And when eventually the high-flyers do move on, new oneswill be needed to replace them. The next challenge will be to find a newgeneration of high-flyers.

0
2011-08-16 15:20 编辑:jeannn
分享到:
关注海词微博:
发表评论:
表达一些您的想法吧!已有0条评论>>
登录,再发表评论
文明上网,理性发言!
您可能还感兴趣的文章:
>>精华推荐阅读
热门评论文章