2025-05-24
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序号：1， 题目类型：交际用语（单选题）
题目： - Could you give us a speech on management functions some day this week? -_____________________.
选项：
A. That's a good idea
B. No, I already have plans
C. I'd love to, but I'm busy this week
答案：
C. I'd love to, but I'm busy this week
序号：2， 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.
选项：
A. It's not my cup of tea
B. I don't think so
C. I couldn't agree more
答案：
C. I couldn't agree more
序号：3， 题目类型：交际用语（单选题）
题目： - Do you mind if I use vouchers to spend in a restaurant? - _____________________.
选项：
A. Yes, please
B. Not at all. Go ahead
C. No, thank you
答案：
B. Not at all. Go ahead
序号：4， 题目类型：交际用语（单选题）
题目： - Sorry for being late. I should have called you earlier. -_____________________. I've just arrived.
选项：
A. That's no trouble
B. You are welcome
C. That's all right
答案：
序号：5， 题目类型：交际用语（单选题）
题目： - I wanted to talk to you about how to motivate our staff in the business intelligence team. - _____________________.
选项：
A. Thanks for your compliment
B. That's why we need to encourage them
C. That's also what I am concerned about
答案：
序号：6， 题目类型：词汇与结构（单选题）
题目： I think the primary ________factor is there's been so much absence lately.
选项：
A. contributing
B. developing
C. increasing
答案：
序号：7， 题目类型：词汇与结构（单选题）
题目： If there is friction between team members, examine the work processes they mutually own. Which of the following words can replace the above underlined word?
选项：
A. currently
B. jointly
C. simply
答案：
序号：8， 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.
选项：
A. give
B. giving
C. Being able to
答案：
序号：9， 题目类型：词汇与结构（单选题）
题目： Until a strategic plan is ___________, it has no real value.
选项：
A. put into effect
B. put into use
C. put into production
答案：
序号：10， 题目类型：词汇与结构（单选题）
题目： All of the tables and chairs ____________ away.
选项：
A. had stored
B. had been stored
C. stored
答案：
序号：11， 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.
选项：
A. these
B. those
C. which
答案：
序号：12， 题目类型：词汇与结构（单选题）
题目： Learning new things has always been a great ______ for me.
选项：
A. motivator
B. movement
C. motor
答案：
序号：13， 题目类型：词汇与结构（单选题）
题目： Please ______ your hand if you have any question at all.
选项：
A. raise
B. rise
C. arise
答案：
序号：14， 题目类型：词汇与结构（单选题）
题目： To be________, 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.
选项：
A. effectively
B. effective
C. effect
答案：
序号：15， 题目类型：词汇与结构（单选题）
题目： The scientists are still _____ inventing new methods of reaching outer space.
选项：
A. working with
B. working on
C. working for
答案：
序号：16， 题目类型：词汇与结构（单选题）
题目： What can we _____ him?
选项：
A. expect in
B. expect from
C. expect on
答案：
序号：17， 题目类型：词汇与结构（单选题）
题目： Sometimes, members of teams _____ obstacles by focusing on solely their own pursuits and goals.
选项：
A. create
B. creates
C. creating
答案：
序号：18， 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.
选项：
A. that
B. which
C. why
答案：
序号：19， 题目类型：词汇与结构（单选题）
题目： It's about a successful businessman's management experience, ______?
选项：
A. is that
B. is it
C. isn't it
答案：
序号：20， 题目类型：词汇与结构（单选题）
题目： ______ on the hilltop, you could enjoy the scenery of the city bathed in the sun.
选项：
A. Standing
B. Stand
C. Stood
答案：
序号：21， 题目类型：单选题
题目： Working for Google is a dream of many, not just because of what this company has achieved in the last 15 years, but because of its enviable work culture. With about 37,000 employees in 40 countries, you might wonder how Google maintains a motivating work experience throughout its entire company. Working for Google comes with perks that most other organizations can't provide – bowling alleys, free haircuts, gym memberships, and shuttles to and from work. The company's secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products. Back when the company was just a start-up, co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at. Their idea was simple: creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company. “It's less about the aspiration to be No. 1 in the world, and more that we want our employees and future ones to love it here, because that's what's going to make us successful,” said Karen May, the Vice President of people development at Google. Google also makes its employees want to work because managers provide tasks that are inspiring and challenging. Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose. This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs. Lastly, Google shows each employee just how important he or she is to the company. Each employee, regardless of her spot on the totem pole, has an influence on how Google performs. “If you value people, and care about them as whole people, one thing you do is giving them a voice, and you really listen,” May said. Google does just that by hosting employee forums every Friday, where they discuss the 20 most-asked questions. Employees have access to all company information, adding a sense of trust, and employees and leaders work together to solve problems. @@@How would you describe Google?
选项：
A. Medium-sized international company.
B. Large global enterprises.
C. Large Chinese company.
答案：
序号：22， 题目类型：单选题
题目： Working for Google is a dream of many, not just because of what this company has achieved in the last 15 years, but because of its enviable work culture. With about 37,000 employees in 40 countries, you might wonder how Google maintains a motivating work experience throughout its entire company. Working for Google comes with perks that most other organizations can't provide – bowling alleys, free haircuts, gym memberships, and shuttles to and from work. The company's secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products. Back when the company was just a start-up, co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at. Their idea was simple: creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company. “It's less about the aspiration to be No. 1 in the world, and more that we want our employees and future ones to love it here, because that's what's going to make us successful,” said Karen May, the Vice President of people development at Google. Google also makes its employees want to work because managers provide tasks that are inspiring and challenging. Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose. This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs. Lastly, Google shows each employee just how important he or she is to the company. Each employee, regardless of her spot on the totem pole, has an influence on how Google performs. “If you value people, and care about them as whole people, one thing you do is giving them a voice, and you really listen,” May said. Google does just that by hosting employee forums every Friday, where they discuss the 20 most-asked questions. Employees have access to all company information, adding a sense of trust, and employees and leaders work together to solve problems. @@@Which of the following belongs to the methods that Google motivates its employees?
选项：
A. Providing haircuts at a discounted price.
B. Shuttling the founders between home and office.
C. Offering entertaining equipment in the workplace.
答案：
序号：23， 题目类型：单选题
题目： Working for Google is a dream of many, not just because of what this company has achieved in the last 15 years, but because of its enviable work culture. With about 37,000 employees in 40 countries, you might wonder how Google maintains a motivating work experience throughout its entire company. Working for Google comes with perks that most other organizations can't provide – bowling alleys, free haircuts, gym memberships, and shuttles to and from work. The company's secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products. Back when the company was just a start-up, co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at. Their idea was simple: creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company. “It's less about the aspiration to be No. 1 in the world, and more that we want our employees and future ones to love it here, because that's what's going to make us successful,” said Karen May, the Vice President of people development at Google. Google also makes its employees want to work because managers provide tasks that are inspiring and challenging. Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose. This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs. Lastly, Google shows each employee just how important he or she is to the company. Each employee, regardless of her spot on the totem pole, has an influence on how Google performs. “If you value people, and care about them as whole people, one thing you do is giving them a voice, and you really listen,” May said. Google does just that by hosting employee forums every Friday, where they discuss the 20 most-asked questions. Employees have access to all company information, adding a sense of trust, and employees and leaders work together to solve problems. @@@Who founded Google?
选项：
A. Larry Page and Sergey Brin.
B. Karen May and Larry Page.
C. Sergey Brin and Karen May.
答案：
序号：24， 题目类型：单选题
题目： Working for Google is a dream of many, not just because of what this company has achieved in the last 15 years, but because of its enviable work culture. With about 37,000 employees in 40 countries, you might wonder how Google maintains a motivating work experience throughout its entire company. Working for Google comes with perks that most other organizations can't provide – bowling alleys, free haircuts, gym memberships, and shuttles to and from work. The company's secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products. Back when the company was just a start-up, co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at. Their idea was simple: creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company. “It's less about the aspiration to be No. 1 in the world, and more that we want our employees and future ones to love it here, because that's what's going to make us successful,” said Karen May, the Vice President of people development at Google. Google also makes its employees want to work because managers provide tasks that are inspiring and challenging. Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose. This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs. Lastly, Google shows each employee just how important he or she is to the company. Each employee, regardless of her spot on the totem pole, has an influence on how Google performs. “If you value people, and care about them as whole people, one thing you do is giving them a voice, and you really listen,” May said. Google does just that by hosting employee forums every Friday, where they discuss the 20 most-asked questions. Employees have access to all company information, adding a sense of trust, and employees and leaders work together to solve problems. @@@What can we learn from this passage?
选项：
A. Google employees don't want to work because the tasks are boring.
B. Google employees have no chance to work on the project they choose.
C. Google employees have the chance to get away from mundane errands.
答案：
序号：25， 题目类型：单选题
题目： Working for Google is a dream of many, not just because of what this company has achieved in the last 15 years, but because of its enviable work culture. With about 37,000 employees in 40 countries, you might wonder how Google maintains a motivating work experience throughout its entire company. Working for Google comes with perks that most other organizations can't provide – bowling alleys, free haircuts, gym memberships, and shuttles to and from work. The company's secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products. Back when the company was just a start-up, co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at. Their idea was simple: creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company. “It's less about the aspiration to be No. 1 in the world, and more that we want our employees and future ones to love it here, because that's what's going to make us successful,” said Karen May, the Vice President of people development at Google. Google also makes its employees want to work because managers provide tasks that are inspiring and challenging. Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose. This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs. Lastly, Google shows each employee just how important he or she is to the company. Each employee, regardless of her spot on the totem pole, has an influence on how Google performs. “If you value people, and care about them as whole people, one thing you do is giving them a voice, and you really listen,” May said. Google does just that by hosting employee forums every Friday, where they discuss the 20 most-asked questions. Employees have access to all company information, adding a sense of trust, and employees and leaders work together to solve problems. @@@What is Google's secret to success?
选项：
A. Innovating hi-tech products.
B. Paying high salaries to the employees and practicing strict management.
C. Valuing the happiness of its employees as well as innovating good products.
答案：
序号：26， 题目类型：判断题
题目： Communication Failure 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. 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. @@@ Communication chain does not involve confirmation of receiving messages.
选项：
A. T
B. F
答案：
序号：27， 题目类型：判断题
题目： Communication Failure 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. 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. @@@If demand is decreasing, allocative communication failure will result in overstocking and understaffing.
选项：
A. T
B. F
答案：
序号：28， 题目类型：判断题
题目： Communication Failure 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. 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. @@@Increasing customer complaints is one of the symptoms of executive failure.
选项：
A. T
B. F
答案：
序号：29， 题目类型：判断题
题目： Communication Failure 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. 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. @@@Human failure happens when two departments do not communicate effectively.
选项：
A. T
B. F
答案：
序号：30， 题目类型：判断题
题目： Communication Failure 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. 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. @@@The communication chain is completely different in daily life as in a business.
选项：
A. T
B. F
答案：
序号：31， 题目类型：写作（问答题）
题目： Write a passage of at least 100 words according to the title and the following requirements. 题目：How to Communicate Effectively 主要内容： (1) The importance of effective communication. (2) How to communicate with people effectively.
选项：
答案：
1.评分原则
（1）本题总分为，按6个档次给分。
（2）评分时，先根据文章的内容和语言初步确定其所属档次，然后以该档次的要求来衡量、确定或调整档次，最后给分。
（3）评分时应注意的主要内容为：内容要点、句型变化、词汇运用和语法结构的准确性，语义的连贯性、逻辑性以及应用文的格式要求。
（4）评分时，若拼写错误较多，书写较差，以至影响交际，则将分数降低一个档次。
2.各档次的给分范围和要求
16～20 分
* 完全完成了试题规定的任务；
* 覆盖所有内容要点；
* 语法结构、句型和词汇有变化；
* 语法结构和用词准确；
* 语义连贯、逻辑性强
11～15 分
* 较好地完成了试题规定的任务；
* 覆盖所有内容要点；
* 句型和词汇有变化；
* 语法结构和词汇运用基本准确，些许错误主要是由尝试使用较复杂的语法结构或词汇所致；
* 语义基本连贯、有一定的逻辑性
6～10 分
* 基本完成了试题规定的任务；
* 覆盖所有内容要点；
* 语法结构和词汇运用方面的能力能满足任务的基本要求；
* 有一些语法结构或词汇运用方面的错误，但不影响理解；
* 语义连贯性及逻辑性方面存在一定问题
3～5 分
* 虽尽力但不足以完成试题规定的任务；
* 仅覆盖部分主要内容，或写了一些无关内容；
* 语法结构和词汇运用能力很弱；
* 有许多语法结构或词汇运用方面的错误，影响了对写作内容的理解；
* 语义不连贯，逻辑性方面问题较大
1～
* 未完成试题规定的任务；
* 句子不完整或无法理解；
* 语法结构或词汇运用方面错误连篇，影响对写作内容的理解；语言运用能力差；
* 语义不清，毫无逻辑
* 未答题，或虽作答但让人不知所云，或所写内容与要求写作内容无关
