序号：1，   题目类型：交际用语（单选题）

题目：          - Could I borrow your iPad for a few hours?         -_____________________. Enjoy your time.        

答案：  Sure, here you are

序号：2，   题目类型：交际用语（单选题）

题目：          - Don't worry, Mum. The doctor said it was only a common cold.         -_____________________! I'll tell Dad there's nothing serious.         

答案：  What a relief

序号：3，   题目类型：交际用语（单选题）

题目：          - I think we'll have to talk later. I've got to go now. Great seeing you.        - _____________________.        

答案：  Nice meeting you

序号：4，   题目类型：交际用语（单选题）

题目：          - You have to believe in yourself. No one else will, if you don't.          - _____________________. Confidence is really important.        

答案：

序号：5，   题目类型：交际用语（单选题）

题目：          - Scott, I'd like to have your opinions about my written report.        - _____________________.But I have one suggestion.        

答案：

序号：6，   题目类型：词汇与结构（单选题）

题目：          It's about my new role as project coordinator that I'm ______.        

答案：

序号：7，   题目类型：词汇与结构（单选题）

题目：          The responsibilities in handbook ______ that managers have to be concerned with efficiency and effectiveness in the work process.        

答案：

序号：8，   题目类型：词汇与结构（单选题）

题目：          I have no idea ______ you mean.        

答案：

序号：9，   题目类型：词汇与结构（单选题）

题目：          Men and women in the team are interested in different things, we should avoid ________ them something they don't want.        

答案：

序号：10，   题目类型：词汇与结构（单选题）

题目：          The director says to me, “____ argue with customers.”        

答案： 

序号：11，   题目类型：词汇与结构（单选题）

题目：          ________ foster a creative culture, it is important to find the right employees during the recruitment process and bring them into the company.        

答案：

序号：12，   题目类型：词汇与结构（单选题）

题目：          Regular and concrete feedback is important when ______ with a worker who is not performing up to her potential.        

答案：

序号：13，   题目类型：词汇与结构（单选题）

题目：          Their economy is export ______.        

答案：

序号：14，   题目类型：词汇与结构（单选题）

题目：          Please ______ your hand if you have any question at all.        

答案：

序号：15，   题目类型：词汇与结构（单选题）

题目：          At a rough ________, we will take another four weeks to finish this plan.        

答案：

序号：16，   题目类型：词汇与结构（单选题）

题目：          Greater employee satisfaction ________ higher performance.        

答案：

序号：17，   题目类型：词汇与结构（单选题）

题目：          I think a big part of it is ______ we know how to have fun on the job.        

答案：

序号：18，   题目类型：词汇与结构（单选题）

题目：          The demands and requirements placed on the CEO of Sony are different from ______ on the manager of your local Wendy's restaurant.         

答案：

序号：19，   题目类型：词汇与结构（单选题）

题目：          The leader ______ at creating opportunities to provide rewards, recognition and thanks to his or her staff.        

答案：

序号：20，   题目类型：词汇与结构（单选题）

题目：          All the _____ guests are seated in the front row.        

答案： 

序号：21，   题目类型：单选题

题目：          The meaning of “communication” goes a lot deeper than people often think. Communication is about conceiving, sending, receiving, and interpreting messages as well as confirming reception of these messages. A failure at any point in this chain can result in ineffective communication.                Ineffective communication can be disastrous. There is a famous story of a British Army Commander who sent the message “Send reinforcements, we're going to advance.” back to his Command Center, through a long chain of subordinates. When the message finally reached the Command Center, it had “mutated” to become—“Send three and four-pence, we're going to a dance.” The reinforcements never arrived.                You can demonstrate this same principle, albeit on a less dramatic scale, by trying to play Chinese Whispers with more than 20 people. It is highly unlikely the same message you started with will be the one you end with.                In a business, there are three main types of communication failure. Each has its own indicative signs.                The first type is known as allocative failure. This occurs when a firm is not gathering enough intelligence about its market or (most often), the information is not reaching the right points. The firm will not be allocating resources in step with the shifts in demand. If demand is rising but the firm is suffering from allocative communication failure, then stocks will fall and there will be understaffing. If the inverse happens, there will be a surplus of stocks and overstaffing.                The second type is executive failure, where communication to trigger specific events/actions is either late, lacking, or in error. The symptoms of this are a general loss of direction in the company or departments, a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.                The final type is human failure. This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication. This leads to alienated staff, an increase in staff turnover, an increase in absenteeism, and general frustration among staff. Creativity, especially that which takes place across departmental boundaries, is likely to suffer hugely as team synergy slips.                 @@@What does the phrase “confirming reception of the sent messages” mean in Paragraph 1?

答案：

序号：22，   题目类型：单选题

题目：          The meaning of “communication” goes a lot deeper than people often think. Communication is about conceiving, sending, receiving, and interpreting messages as well as confirming reception of these messages. A failure at any point in this chain can result in ineffective communication.                Ineffective communication can be disastrous. There is a famous story of a British Army Commander who sent the message “Send reinforcements, we're going to advance.” back to his Command Center, through a long chain of subordinates. When the message finally reached the Command Center, it had “mutated” to become—“Send three and four-pence, we're going to a dance.” The reinforcements never arrived.                You can demonstrate this same principle, albeit on a less dramatic scale, by trying to play Chinese Whispers with more than 20 people. It is highly unlikely the same message you started with will be the one you end with.                In a business, there are three main types of communication failure. Each has its own indicative signs.                The first type is known as allocative failure. This occurs when a firm is not gathering enough intelligence about its market or (most often), the information is not reaching the right points. The firm will not be allocating resources in step with the shifts in demand. If demand is rising but the firm is suffering from allocative communication failure, then stocks will fall and there will be understaffing. If the inverse happens, there will be a surplus of stocks and overstaffing.                The second type is executive failure, where communication to trigger specific events/actions is either late, lacking, or in error. The symptoms of this are a general loss of direction in the company or departments, a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.                The final type is human failure. This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication. This leads to alienated staff, an increase in staff turnover, an increase in absenteeism, and general frustration among staff. Creativity, especially that which takes place across departmental boundaries, is likely to suffer hugely as team synergy slips.                 @@@In the famous British Army Commander story, which step probably was right in the communication chain?

答案：

序号：23，   题目类型：单选题

题目：          The meaning of “communication” goes a lot deeper than people often think. Communication is about conceiving, sending, receiving, and interpreting messages as well as confirming reception of these messages. A failure at any point in this chain can result in ineffective communication.                Ineffective communication can be disastrous. There is a famous story of a British Army Commander who sent the message “Send reinforcements, we're going to advance.” back to his Command Center, through a long chain of subordinates. When the message finally reached the Command Center, it had “mutated” to become—“Send three and four-pence, we're going to a dance.” The reinforcements never arrived.                You can demonstrate this same principle, albeit on a less dramatic scale, by trying to play Chinese Whispers with more than 20 people. It is highly unlikely the same message you started with will be the one you end with.                In a business, there are three main types of communication failure. Each has its own indicative signs.                The first type is known as allocative failure. This occurs when a firm is not gathering enough intelligence about its market or (most often), the information is not reaching the right points. The firm will not be allocating resources in step with the shifts in demand. If demand is rising but the firm is suffering from allocative communication failure, then stocks will fall and there will be understaffing. If the inverse happens, there will be a surplus of stocks and overstaffing.                The second type is executive failure, where communication to trigger specific events/actions is either late, lacking, or in error. The symptoms of this are a general loss of direction in the company or departments, a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.                The final type is human failure. This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication. This leads to alienated staff, an increase in staff turnover, an increase in absenteeism, and general frustration among staff. Creativity, especially that which takes place across departmental boundaries, is likely to suffer hugely as team synergy slips.                 @@@What is Chinese whispers?

答案： 

序号：24，   题目类型：单选题

题目：          The meaning of “communication” goes a lot deeper than people often think. Communication is about conceiving, sending, receiving, and interpreting messages as well as confirming reception of these messages. A failure at any point in this chain can result in ineffective communication.                Ineffective communication can be disastrous. There is a famous story of a British Army Commander who sent the message “Send reinforcements, we're going to advance.” back to his Command Center, through a long chain of subordinates. When the message finally reached the Command Center, it had “mutated” to become—“Send three and four-pence, we're going to a dance.” The reinforcements never arrived.                You can demonstrate this same principle, albeit on a less dramatic scale, by trying to play Chinese Whispers with more than 20 people. It is highly unlikely the same message you started with will be the one you end with.                In a business, there are three main types of communication failure. Each has its own indicative signs.                The first type is known as allocative failure. This occurs when a firm is not gathering enough intelligence about its market or (most often), the information is not reaching the right points. The firm will not be allocating resources in step with the shifts in demand. If demand is rising but the firm is suffering from allocative communication failure, then stocks will fall and there will be understaffing. If the inverse happens, there will be a surplus of stocks and overstaffing.                The second type is executive failure, where communication to trigger specific events/actions is either late, lacking, or in error. The symptoms of this are a general loss of direction in the company or departments, a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.                The final type is human failure. This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication. This leads to alienated staff, an increase in staff turnover, an increase in absenteeism, and general frustration among staff. Creativity, especially that which takes place across departmental boundaries, is likely to suffer hugely as team synergy slips.                 @@@When does “allocative success” happen?

答案： 

序号：25，   题目类型：单选题

题目：          The meaning of “communication” goes a lot deeper than people often think. Communication is about conceiving, sending, receiving, and interpreting messages as well as confirming reception of these messages. A failure at any point in this chain can result in ineffective communication.                Ineffective communication can be disastrous. There is a famous story of a British Army Commander who sent the message “Send reinforcements, we're going to advance.” back to his Command Center, through a long chain of subordinates. When the message finally reached the Command Center, it had “mutated” to become—“Send three and four-pence, we're going to a dance.” The reinforcements never arrived.                You can demonstrate this same principle, albeit on a less dramatic scale, by trying to play Chinese Whispers with more than 20 people. It is highly unlikely the same message you started with will be the one you end with.                In a business, there are three main types of communication failure. Each has its own indicative signs.                The first type is known as allocative failure. This occurs when a firm is not gathering enough intelligence about its market or (most often), the information is not reaching the right points. The firm will not be allocating resources in step with the shifts in demand. If demand is rising but the firm is suffering from allocative communication failure, then stocks will fall and there will be understaffing. If the inverse happens, there will be a surplus of stocks and overstaffing.                The second type is executive failure, where communication to trigger specific events/actions is either late, lacking, or in error. The symptoms of this are a general loss of direction in the company or departments, a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.                The final type is human failure. This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication. This leads to alienated staff, an increase in staff turnover, an increase in absenteeism, and general frustration among staff. Creativity, especially that which takes place across departmental boundaries, is likely to suffer hugely as team synergy slips.                 @@@According to the last paragraph, what result will be caused by human failure?

答案：

序号：26，   题目类型：判断题

题目：          Performance Management and Performance Appraisal        Performance management aims to acknowledge employee achievements, support their personal and professional development, and motivate and empower them to perform their work effectively.  Performance management helps employees to develop their understanding, knowledge, and skills so that they can contribute to the achievement of the enterprise's goals and gain personal and job satisfaction.  It is a vital part of any quality human resource system.                Every enterprise wants and should expect high performance from each employee. The elements of a competency-based performance management system will, if implemented well, enable high performance which will define enterprise and personal success.  Using performance management processes, an enterprise can be better placed to meet competitive challenges. This is done by:                 * identifying the critical positions        * determining the most important competencies for those positions        * providing the education, training, and feedback required by employees        * holding each person accountable for their results                The key to the performance management process is ‘performance appraisal’. Performance appraisal is simply an evaluation of how well an employee performs his or her job compared to a set of predetermined standards.  It is a systematic process of feedback on an employee's work performance, and agreement to future training plans, job goals, and job aspirations.                To be effective, a performance appraisal needs to have a set of agreed criteria that will be the basis of feedback as well as of setting future goals.  Units of competency provide a very effective tool for setting benchmarks or criteria for work performance. The performance criteria within units of competency can be used as measures to assess against in a performance appraisal or review.                @@@ Performance management is a very important part of any quality human resource system.

答案：  

序号：27，   题目类型：判断题

题目：          Performance Management and Performance Appraisal        Performance management aims to acknowledge employee achievements, support their personal and professional development, and motivate and empower them to perform their work effectively.  Performance management helps employees to develop their understanding, knowledge, and skills so that they can contribute to the achievement of the enterprise's goals and gain personal and job satisfaction.  It is a vital part of any quality human resource system.                Every enterprise wants and should expect high performance from each employee. The elements of a competency-based performance management system will, if implemented well, enable high performance which will define enterprise and personal success.  Using performance management processes, an enterprise can be better placed to meet competitive challenges. This is done by:                 * identifying the critical positions        * determining the most important competencies for those positions        * providing the education, training, and feedback required by employees        * holding each person accountable for their results                The key to the performance management process is ‘performance appraisal’. Performance appraisal is simply an evaluation of how well an employee performs his or her job compared to a set of predetermined standards.  It is a systematic process of feedback on an employee's work performance, and agreement to future training plans, job goals, and job aspirations.                To be effective, a performance appraisal needs to have a set of agreed criteria that will be the basis of feedback as well as of setting future goals.  Units of competency provide a very effective tool for setting benchmarks or criteria for work performance. The performance criteria within units of competency can be used as measures to assess against in a performance appraisal or review.                @@@The aim of performance management is to punish unqualified employees.

答案：  

序号：28，   题目类型：判断题

题目：          Performance Management and Performance Appraisal        Performance management aims to acknowledge employee achievements, support their personal and professional development, and motivate and empower them to perform their work effectively.  Performance management helps employees to develop their understanding, knowledge, and skills so that they can contribute to the achievement of the enterprise's goals and gain personal and job satisfaction.  It is a vital part of any quality human resource system.                Every enterprise wants and should expect high performance from each employee. The elements of a competency-based performance management system will, if implemented well, enable high performance which will define enterprise and personal success.  Using performance management processes, an enterprise can be better placed to meet competitive challenges. This is done by:                 * identifying the critical positions        * determining the most important competencies for those positions        * providing the education, training, and feedback required by employees        * holding each person accountable for their results                The key to the performance management process is ‘performance appraisal’. Performance appraisal is simply an evaluation of how well an employee performs his or her job compared to a set of predetermined standards.  It is a systematic process of feedback on an employee's work performance, and agreement to future training plans, job goals, and job aspirations.                To be effective, a performance appraisal needs to have a set of agreed criteria that will be the basis of feedback as well as of setting future goals.  Units of competency provide a very effective tool for setting benchmarks or criteria for work performance. The performance criteria within units of competency can be used as measures to assess against in a performance appraisal or review.                @@@An enterprise can be better placed to meet competitive challenges by providing the education, training, and feedback required by employees, for example.

答案：  

序号：29，   题目类型：判断题

题目：          Performance Management and Performance Appraisal        Performance management aims to acknowledge employee achievements, support their personal and professional development, and motivate and empower them to perform their work effectively.  Performance management helps employees to develop their understanding, knowledge, and skills so that they can contribute to the achievement of the enterprise's goals and gain personal and job satisfaction.  It is a vital part of any quality human resource system.                Every enterprise wants and should expect high performance from each employee. The elements of a competency-based performance management system will, if implemented well, enable high performance which will define enterprise and personal success.  Using performance management processes, an enterprise can be better placed to meet competitive challenges. This is done by:                 * identifying the critical positions        * determining the most important competencies for those positions        * providing the education, training, and feedback required by employees        * holding each person accountable for their results                The key to the performance management process is ‘performance appraisal’. Performance appraisal is simply an evaluation of how well an employee performs his or her job compared to a set of predetermined standards.  It is a systematic process of feedback on an employee's work performance, and agreement to future training plans, job goals, and job aspirations.                To be effective, a performance appraisal needs to have a set of agreed criteria that will be the basis of feedback as well as of setting future goals.  Units of competency provide a very effective tool for setting benchmarks or criteria for work performance. The performance criteria within units of competency can be used as measures to assess against in a performance appraisal or review.                @@@Every enterprise can expect high performance from each employee. 

答案：  

序号：30，   题目类型：判断题

题目：          Performance Management and Performance Appraisal        Performance management aims to acknowledge employee achievements, support their personal and professional development, and motivate and empower them to perform their work effectively.  Performance management helps employees to develop their understanding, knowledge, and skills so that they can contribute to the achievement of the enterprise's goals and gain personal and job satisfaction.  It is a vital part of any quality human resource system.                Every enterprise wants and should expect high performance from each employee. The elements of a competency-based performance management system will, if implemented well, enable high performance which will define enterprise and personal success.  Using performance management processes, an enterprise can be better placed to meet competitive challenges. This is done by:                 * identifying the critical positions        * determining the most important competencies for those positions        * providing the education, training, and feedback required by employees        * holding each person accountable for their results                The key to the performance management process is ‘performance appraisal’. Performance appraisal is simply an evaluation of how well an employee performs his or her job compared to a set of predetermined standards.  It is a systematic process of feedback on an employee's work performance, and agreement to future training plans, job goals, and job aspirations.                To be effective, a performance appraisal needs to have a set of agreed criteria that will be the basis of feedback as well as of setting future goals.  Units of competency provide a very effective tool for setting benchmarks or criteria for work performance. The performance criteria within units of competency can be used as measures to assess against in a performance appraisal or review.                @@@“Performance management” is also called “performance appraisal”.

答案：  

序号：31，   题目类型：写作（问答题）

题目：          Write an essay with at least 100 words on “The Importance of Having a Sense of Team Responsibility”.        

答案：