一、交际用语：5小题，每小题2分，共10分。
试题 1
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— Could you give us a speech on managementfunctions some day this week?
—________________.
选择一项：
A.
That'a good idea
B.
No, I already have plans
C.
I'd love to, but I'm busy this week
试题 2
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—How can you explain the latest situation?
—____________________,I know it is all my
fault.
选择一项：
A.
Sorry
B.
Excuse me
C.
I'm afraid
试题 3
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— Sorry for being late. I should have calledyou earlier.
—__________. I've just arrived
选择一项：
A.
That's no trouble
B.
You are welcome
C.
That's all right
试题 4
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— Do you mind if I use vouchers to spend in arestaurant?
— __________
选择一项：
A.
Yes, please.
B.
Not at all. Go ahead.
C.
No, thank you.
试题 5
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—It's about a successful businessman'smanagement experience, isn't it?
— ____________
选择一项：
A.
My pleasure!
B.
That's right!
C.
It's up to you!
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二、词汇语法：15小题，每小题2分，共30分。
试题 6
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I think a big part of it is ______ we know
how to have fun on the job.
选择一项：
A.
that
B.
which
C.
why
试题 7
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Creativity, especially __________ which takes
place across departmental boundaries, is likely to suffer hugely as team
synergy slips.
选择一项：
A.
that
B.
those
C.
/
试题 8
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Companies are ______ interested in your soft
skills ______ they are in your hard skills.
选择一项：
A.
so… that…
B.
as…as…
C.
not…until…
试题 9
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Self-esteem needs might include the
______ from a workplace.
选择一项：
A.
rewards
B.
rewarded
C.
rewarded
试题 10
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An appreciated gift and the gesture of
providing it will ______ your coworker's day.
选择一项：
A.
look up
B.
light up
C.
lift to
试题 11
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Even the best continually seek ways to ______
their skills.
选择一项：
A.
sharp
B.
sharpener
C.
sharpen
试题 12
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The Human Resource Managing Department at
Honda is given specific instructions ______ employ the best possible workers.
选择一项：
A.
how to
B.
on what to
C.
on how to
试题 13
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They have come to the conclusion ________
this winter will be even colder than before.
选择一项：
A.
that
B.
for
C.
which
试题 14
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At a rough ________, we will take another
four weeks to finish this plan.
选择一项：
A.
estimate
B.
value
C.
account
试题 15
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The workmen want to ________ the number of
working hours and to increase pay.
选择一项：
A.
delete
B.
decrease
C.
depress
试题 16
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He ordered that nothing ________ until the
police arrived.
选择一项：
A.
was touched
B.
should be touched
C.
had been touched
试题 17
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By the end of the year, the sales plan for
the next year______.
选择一项：
A.
will be made
B.
will have been made
C.
have been made
试题 18
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Learning new things has always been a great
______ for me.
选择一项：
A.
motivator
B.
motivate
C.
motivation
试题 19
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We need ________ communication skills: listen
carefully, think before you speak and manage conflicts diplomatically.
选择一项：
A.
outstanding
B.
plain
C.
general
试题 20
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Without his assistance, I ________ the
research last month.
选择一项：
A.
would not have completed
B.
could not finish
C.
should not finish
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三、阅读理解/听力理解/完形填空（题型随机）：2篇，每篇5小题，每小题4分，共40分。
试题 21
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阅读理解：根据文章内容，完成选择题。
How to
Handle a Bad Performance Review
Getting a bad performance review can
make you feel angry, unappreciated, defeated, and hopeless. But it's not the
end of the world. Remember that the way you respond to this appraisal can make
all the difference in the next one. Even if you believe that the review is
inaccurate and that your boss is completely wrong, you will benefit by reacting
in a mature, adult manner. Here are some suggestions:
Stay calm. Relax. Breathe. Do not
overreact and be objective. Especially, do not say things that will likely be
regretted later. Besides, the person giving the performance review may or may
not be the one who has written the bad review.
What to Do When Receiving a Bad
Performance Review
It's best to listen attentively. And
make comments or remarks only when asked for them. Besides, during
the performance review, you will be given the chance to respond and may
disagree.
What to Do After Receiving a Bad
Performance Review
Don't be intimidated by the bad
performance review and want to quit the job; instead, learn from it. Also, if
the organization allows their employees to make a written statement on their
own behalf, do make one. It is important for the worker to show why she does
not agree with the bed performance review; for instance, an employee may
express their different understanding and, at the same time, a willingness to
comply with any constructive suggestions.
Ways to Improve a Bad
Performance Review
A way to improve a bad performance
review is to set self-reviews, that is, establish performance standards.
Another way to improve a bad review is to learn more about what the manager,
supervisor, or boss wants or expects from his/her employees. Learning what it
was that caused a bad performance review helps to improve professional growth and
encourages as well as motivates the worker to do better in order to receive a
good review next time.
操作提示：通过题目后的下拉选项框选择正确答案。
1. What should you do when you are given a
bad performance review?回答
A. Argue with your boss.
B. Make immediate remarks.
C. Stay calm and listen carefully.
2. What should you do after you are given a
bad performance review?回答
A. Quit your job immediately.
B. Insist on making comments.
C. Learn from the review.
3. What should you do if you do not agree
with the bad performance review?回答
A. Tell the boss directly that you do not
agree with the review.
B. Make a written statement on your own
behalf if it is allowed.
C. Do not express your different
understanding in a written statement.
4. How do you improve a bad performance
review?回答
A. Understand the established performance
standards.
B. Learn more about what the employee wants
or expects.
C. Learn what the person who gives the review
may think.
5. Why should we understand the cause of a
bad performance review?回答
A. Because it helps the employee to get
promoted immediately.
B. Because it encourages and motivates the
worker to do better.
C. Because it prevents the employee from
professional growth.
试题 22
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阅读理解：根据文章内容，判断正误。
Who Killed Nokia?
Nokia executives attempted to explain its fall from the top of the
smartphone pyramid with three factors: 1) that Nokia was technically inferior
to Apple, 2) that the company was complacent and 3) that its leaders didn't see
the disruptive iPhone coming.
It has also been argued that it was none
of the above. Nokia lost the smartphone battle because of divergent shared
fears among the company's middle and top managers which led to company-wide
inertia that left it powerless to respond to Apple's game.
Based on the findings of an in-depth
investigation and 76 interviews with top and middle managers, engineers and
external experts, the researchers discovered a culture of fear due to
temperamental leaders and that frightened middle managers were scared of
telling the truth.
The fear that froze the company came
from two places. First, the company's top managers had a terrifying reputation.
Some members of Nokia's board and top management were described as “extremely
temperamental” and they regularly shouted at people “at the top of their
lungs”. It was very difficult to tell them things they didn't want to hear.
Secondly, top managers were afraid of the external environment and not meeting
their quarterly targets, which also impacted how they treated middle managers.
Top managers thus made middle managers
afraid of disappointing them. Middle managers were told that they were not
ambitious enough to meet top managers' goals.
Fearing the reactions of top managers,
middle managers remained silent or provided optimistic, filtered information.
Thus, middle managers directly lied to top management.
Worse, a culture of status inside Nokia
made everyone want to hold onto vested power for fear of resources being
allocated elsewhere if they delivered bad news or showed that they were not
bold or ambitious enough to undertake challenging assignments.
Beyond verbal pressure, top managers
also applied pressure for faster performance in personnel selection. This led
middle managers to over promise and under deliver. One middle manager told us
that “you can get resources by promising something earlier, or promising a lot.
It's sales work.”
While modest fear might be healthy for
motivation, abusing it can be like overusing a drug, which risks generating
harmful side effects. To reduce this risk, leaders should coordinate with the
varied emotions of the staff. Nokia's top managers should have encouraged safe
dialogue, internal coordination and feedback to understand the true emotion in
the organization.
操作提示：正确选T，错误选F。
1. Nokia lost the smartphone battle
because its technology is not as good as that of Apple.回答
2. Nokia's middle managers were frank
to tell the truth, but the top ones didn't listen to them.回答
3. Nokia's top managers were too moody
to hear anything good but harsh.回答
4. Middle managers in Nokia delivered
results more than they promised earlier.回答
5. Nokia's top managers should have had
better conversation techniques to encourage internal coordination and truth.回答
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四、写作：1篇，共20分。
试题 23
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Make an action plan based on the following
hints of steps. The first line has been done for you.
Action Steps：
A. Identify wasteful usage.
B. Identify person(s) or department(s) with
highest supply usage.
C. Perform audit（审计；审核）of supply
costs for last 24 hours.
D. Perform audit of supply usage for last 24
hours.
E. Shop（解聘，辞退）suppliers.
F. Negotiate new supply rates.
G. Create standard supply list and
utilization controls.
H. Evaluate supplier agreements.
ObjectivePriorityAction StepsResponsible Person (who)Due date (when)Status
Reduce office supply costs by 10%
by the end of the 4th quarter.
1CJack BrownSeptember 15Completed
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