剑桥商务英语中级阅读答题技巧

阅读是个不小的题型，当然考生不必担心自己对专业商务知识了解有限，就一定会影响阅读水平的发挥。今天给大家分享了剑桥商务英语中级阅读答题技巧，赶紧来看看吧!

剑桥商务英语中级阅读答题技巧

一、搭配题

1.考察点：重在考查考生寻找语篇大意和具体信息的能力。

2.技巧：先快速阅读7个句子，找出每句关键词。7个句子一般要比四个文本要简单，先读句子有利于帮助理解文本。然后再去仔细阅读4个文本，注意查看有没有和7个句子意思一致的表达。一般文本中很少出现和前面7个句子中完全一样的单词，多半会以同义词和近义词的表达出现。如果有一样的表达，很有可能是用来迷惑考生的，切忌要谨慎选择。

二、句子填空题

1.考察点：重在考查考生语篇整体意义的理解能力，以及根据语篇逻辑关系有条理地对内容进行组织衔接的能力。

2.技巧：瞻前顾后，把空前后的句子都看一遍，特别要注意上下文中的连接词、指示词和代词。看在语义和逻辑上是否吻合。最后没有填上的空，建议采用试错法，一个一个句子的试，凭自己的语感猜测答案。

三、阅读理解题

1.考察点：重在考查考生寻找语篇大意和具体信息的能力。

2.技巧：阅读理解题之前也给大家做过分类，包括主旨大意题、词义推测题、事实细节题、推理判断题等等。这是我们中国学生最擅长的题，从中学到大学我们都在练，之前的文章也给大家具体分析过每种提醒的解题技巧，这里就不再赘述了。

四、完形填空题

1.考察点：重在考查近义词辩析，搭配，惯用法等。

2.技巧：完形填空题之前我们也做过不少，大家应该都注意到它首句一般不设空的特点。所以抓住首句对我们了解文章主题和大意有很大的帮助。在填每一个空的时候要记得“瞻前顾后”，根据空格的前后内容来判断，具体可从词义辨析，词语搭配，上下文语境，习惯用法等方面入手。有时候要填的词还会在下文复现。大家做完有时间的话可以复核一下全文。

五、改错题

1.考察点：主要考查考生语法能力，包括时态、语态、虚拟语气，一致，非谓语动词用法，从句，限定词，代词，介词等。

2.技巧：考生只要把多余的单词挑出来就行。多余的单词经常是虚词，所以做题时把注意力集中在冠词、介词、连词、代词、副词等上面。根据以往的经验，每道题大概有两、三行是对的。所以不要认为每行都有多余的单词，实在找不出来，就填CORRECT。

剑桥商务英语中级阅读解题方法

1、略读法(skimming)

略读就是有所省略地读，而不是逐字逐字地读。不要花时间去琢磨难句和生词而要把握文章的总体轮廓，领会文章的大意或中心思想。在阅读时，考生可有意识地读取段落主题句(topic sentences)，而段落主题句又可汇成整篇文章的中心思想。一般来说，主题句往往在各抉的段首或段尾。

2、扫读法(scanning)

扫读法也称为查读法(fast reading)、寻读法(searching reading)、捷效阅读法(expeditious reading)。这种方法的目的是找出某些特定信息或回答阅读理解题需要的事实及依据。在对通篇文章疏而不漏的快速扫描中，迅速定位信息点，而和内容无关或关系不大的部分则可一带而过。

3、研读法(scouring)

研读法又称细读法(reading for full understanding)。研读法是指在阅读期间仔细研究篇章内容，不仅要掌握文章的大致内容，还要清楚了解和理解篇章涉及的一切细节。如在做BEC Vantage完形填空题时就应采取这种方法。

剑桥商务英语中级阅读试题

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

参考答案及解析

关于员工评估和反馈的文章。一个组织内部的上下级沟通真的太重要了。

第一题，说真正的反馈可以释放用在别处的资源。意思上真正的反馈可以让人腾出精力。答案是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。这题的意思还算比较明显，feedback in the true sense，就是genuine feedback，devote to their customers and the business,就是把资源释放在别的地方。

第二题，说经理们是被期望着使员工工作得更有效率。答案是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.经理们的责任，也就是managers are expected to，有利于他们的表现，就是enable their staff to work effectively。

第三题,说老师不大可能有利于真正反馈的进程。答案是E段的最后一句：which almost certainly will not be forthcoming from the human resources profession。人力资源老师，就是experts。需要理解下这里的forthcoming的含义：willing to divulge information. (人)愿意透露消息的。老师们不愿意透露消息，也就是不能指望老师来facilitate。

第四题，说商讨评估表现的方法是有利的。答案是在C段，有点分散。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经理们之间拟定的。between the operators and managers，也就是评估表现的方法是被商讨了的。后面介绍的情况都是这个measure有多么的好：is the basis of feedback。综合起来，就是选项说的，商讨是有好处的。

第五题，说评估倾向聚焦于员工和他们直属经理们之间面对面关系的性质。这个选项可能会弄的人一头雾水，首先得弄明白这里的面对面关系指的是什么。员工和直属经理的关系，就是上下级的关系，过分看重这个关系，那么在评估过程中就会有顾虑，谁还敢揭自己上司的短?所以这个句子的意思是说评估过程中有顾忌，无人敢说真话。答案是D段的这么一句：Thus the appraisal experience becomes a question of pleasing the boss。评估过程成了讨好自己的老板，说的就是这个意思。

第六题，说员工对他们所作负责的想法听起来很合理。答案是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就是负有责任。Plausible是貌似真实的，也就是seems reasonable。

第七题，说虽然有老师们的主张，管理层的结构阻止了真正的反馈。答案是A段的这么一句：the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback。管理层的机构，就是这句里提到的the nature of hierarchy，等级制的性质。这个单词在BEC阅读里常出现。distort，扭曲，就是选项里的prevent。

第八题，说在评估过程中投入了更多的努力。答案是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。评估的更频繁，评估是怎么进行的显得更加重要。认为更加重要了(makes it all the more important)，就会投入更多努力了。综合起来，这些的意思就是评估过程投入了更多的努力。不太容易看出来。