什么是《50天攻克BEC》

备考需要什么图书?什么是《50天攻克BEC》?今天小编给大家带来了50天攻克BEC，希望能够帮助到大家，下面小编就和大家分享，来欣赏一下吧。

备考图书详解 |《50天攻克BEC》系列(高级)

备考需要什么图书?什么是《50天攻克BEC》?

A:

想必下面的书BEC考生都不太陌生，各大书店网点都有售卖，我们的《50天攻克BEC》系列。见过不代表拥有过、使用过。今天小森就介绍我们美森的市售图书。带大家了解我们的书究竟拥有着什么内核，会给大家什么帮助~

美森50天攻克BEC高级

◆ 50天攻克BEC高级 阅读篇(16天)

◆ 50天攻克BEC高级 听力篇(12天)

◆ 50天攻克BEC高级 口语篇(12天)

◆ 50天攻克BEC高级 写作篇(10天)

现货剑桥商务英语应试辅导用书，BEC考官&剑桥官方授权BEC培训师亲自操刀编写!

编著：包楠迪

● 剑桥BEC授权培训师

● 托业师资培训认证教师

● 剑桥雅思师资培训认证老师

● ETS托福师资培训认证老师

● 商务英语硕士，超过5年授课经验

● 出版《16天攻克BEC高级阅读》、《新版剑桥BEC考试真题集详解》系列等畅销图书;

今天我就从阅读、听力、口语、写作四方面着手，带大家看看美森《50天攻克BEC》系列有何独到之处!

50天攻克BEC高级 阅读篇(16天)

本书分为“基础篇”和“提高篇”。详细分析每个模块的题型、解题思路和答题步骤，配有样题详解;结合答案详解进行复习。在本书最后一部分配有四套全真综合试题，大家在一定的积累之后可以通过综合试题进行评测哦~

当你在阅读完本书后，在考场上会有似曾相识的踏实感~

50天攻克BEC高级 听力篇(12天)

根据历年真题出现的频率和重点，最大程度的进行了有针对性的节选，全书分为十二天，时间安排的十分合理有序。

并整理高频商务词汇以及核心的商务背景知识链接，从词汇，题型，话题场景，商务交流等多方面提高你的听力水平。为参加考试做好预热准备!

50天攻克BEC高级 口语篇(12天

一线BEC培训教师、考官的教学经验，及多名考生备考实考经验，编写此书。根据历年真题出现的频率和重点，最大程度的进行了有针对性的节选，让考生读完此书更有信心迎接考试~

本书编写的特色之一是针对每部分的真题或模拟试题先给出答题思路，然后再给出供参考的完整陈述，这样有助于考生独立自考的能力，同时又不限制自我发挥，避免考试时出现机械记忆的现象。

50天攻克BEC高级 写作篇(10天)

本书每一道真题都配有范文及解析。在真题选取和结构布置上，根据历年真题出现的频率和重点。

本书编写的一个重要指导原则是既要考虑到应试的基本需求，又要兼顾语言应用能力的实际提高，集中讲解商务英语背景知识。为了考生理解，其中涉及到的术语或生词都分别进行了集中注释。

2020上半年高级商务英语考试写作模拟题

题目：催款

Dear Sirs,

Account No.8756

As you are usually very prompt in settling your accounts, we wonder whether there is any special reason why we have not received payment of the above account, already a month overdue.考生如果怕自己错过考试报名时间和考试时间的话，可以 免费预约短信提醒，届时会以短信的方式提醒大家报名和考试时间。

We think you may not have received the statement of account we sent you on 30th August showing the balance of US$ 80,000 you owe. We send you a copy and hope it may have your early attention.

Yours faithfully,

2020上半年高级商务英语考试阅读理解习题

Look at the statements below and the article 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 letters more than 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 benefits themselves.

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 for developing future leaders is needed, which is why the London Business School has launched the Tomorrow’s Leaders Research Group (TLRG). The group contains representatives from 20 firms,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 leadership development. Unfortunately, with today’s flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, ’only to see them poached by another department or, worse still, another firm’. This fear of losing high-flyers runs deep in the organisations that make 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 their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,’ said one advisor. Furthermore,selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.

D TLRG has concluded that a company’s HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.

首先得搞明白的是这篇文章到底讲的什么。不用看具体内容，有两个地方直接告诉了。一个是题目说明的第一句话，另一个是正文的标题。从这两个地方就能够看出全文探讨的是公司未来接班人——也就是潜力股——的培养问题。

A段讲了TLRG这个贯穿全文的研究组织诞生的原因：现行的研究满足不了需要，于是绝大部分公司只能自己探索发掘接班人的模式;(即第五题的答案)

B段讲了直属经理(line managers)对于发掘接班人的重要性(真是干什么都要从基层抓起)，以及经理们的一些疑虑;

C段讲的是接班人问题对公司的重要性，并且应该让院线经理们明白这种重要性;

D段是针对前面列出的问题，提出的解决建议，什么专家协助等等。

整篇文章分为四个部分，层层递进，有很强的逻辑性。拿这样的文章来做阅读材料应该是相对容易把握的。

题目解析：

图中蓝色的线为答案潜伏的地方。7个题干基本是将原文中的句子用另外的词语和句型表述出来，所以题干中的关键词都能在正文里

找到与之匹配的，比如第四题题干里的expert对应D段的specialists,第六题的too busy to对应于B段里的heavy

workloads，第七题的interest对应于C段的appeal。

第一题说“经理们必须采取措施使潜力股们相信他们对公司的价值”，也就是要让潜力股们对公司忠诚，即C段说的creating “attraction

centres”和loyalty。

第二题说“组织必须把目光投向正在培养中

中的潜力股以外的地方”，即D段最后两句话所说的寻找新一代的潜力股。

第三题和B段的最后一句话完全是一个意思：怕培养潜力股的投入收不回成本。

第四题说开发潜力股，经理们需要在公司内部得到专家支持。答案是D段的第一句话：公司的人力资源专家需要采取行动。HR

specialists就是expert。

第五题说公司现在没有在指导策略的支持下辨别潜力股。也就是说公司是依靠自己来发掘人才的。答案是A段的第一句：现行的研究满足不了需要，所以公司只能形成自己的一套体系。

第六题，经理们太忙了，无暇顾及潜力股的发展。答案是B段的：Unfortunately, with today’s flat

organisations, where managers have functional as well as managerial

responsibilities, people development all too often falls victim to heavy

workloads.。不幸落在了高工作负荷的人的肩上。高工作负荷，也就是too busy。

第七题，看重作为雇主名声的公司能够吸引潜力股。答案是C段的这么一句：if their companies are known as ones that

develop their people, they will have a greater appeal to

high-flyers。如果公司是以开发员工而着称的话，将会对潜力股产生更大的吸引。以开发员工而着称(known as ones that develop

their people)，名声很好，也就是看重自己作为雇主的名声。

疑似生词：

1、line managers 直属经理，业务经理

2、flat organization 扁平化的组织，即企业中的单层管理组织对应的单词hierarchy 等级制的公司

3、poach vt. (侵入他人地界)偷猎(或捕鱼), 水煮，剽窃，挖角

eg： A rival firm poached our best computer programmers.

我公司的竞争对手把我们的计算机程序编制员挖走了。

4、runs deep 纯粹是想说一下那句着名的谚语：Still water runs deep静水流深。

5、fall victim to 成为。。。。的受害者

B段中的原话：People development all too often falls victim to heavyworkloads.人员发展成为高负荷工作的受害者，也就是说经理们因为太忙而无暇顾及潜力股的培养，即第六题的答案。

6、retention 保留，在文中指留住员工。是风险管理中常见的专业名词。

2020上半年高级商务英语考试写作模拟题题目：拒绝签订合同

范文：

Dear

This letter will confirm [individual’s] telephone conversation with you today concerning an increase in our billing rate to [amount] per hour， effective [date] It is necessary that we request this increase due to a rise in the cost of conducting our business. We are faced with an increase in payroll taxes and insurance， along with an increase in our overhead costs. In addition to the above，we also seek a modest profit.

Attached are copies of our service agreement and we request that you sign one copy and return it to us indicating your approval of this new rate.