商務英語考試雖然難度不大，但是通過率較低，因為每年考生們都不重視備考，沒有提早學習。要想一次性通過考試，一定要盡早備考。今天幫考網就分享一下2020年BEC初級的真題內容，一起來學習一下吧。

1. Genuine feedback would release resources to be used elsewhere.

2. Managers are expected to enable their staff to work effectively.

3. Experts are unlikely to facilitate a move to genuine feedback.

4. There are benefits when methods of evaluating performance have been negotiated.

5. Appraisals tend to focus on the nature of the face-to-face relationship between employees and 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 when getting on with the work was put on hold while enormous quantities of management hours were spent in the earnest ritual of rating and ranking performance. Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted. Human resources professionals claim that managers should strive for objectivity and thus for feedback rather than judgement. But the simple fact of the matter is that the nature of hierarchy distorts the 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 their performance-is plausible. However, the evidence suggests that the premise is wrong. Contrary to assumptions appraisal is not an effective means of performance improvement- it is judgement imposed rather than feedback, a judgement imposed by the hierarchy. Useful feedback , on the other hand, would be information that told both the manager and worker how well the work system functioned, and suggested ways to make it better.

C

Within the production system at the car manufacturer Toyota, there is nothing that is recognizable 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, the measure is related to the purpose of the work. That measure is the basis of feedback to the manager and worker alike. Toyota’s basic idea is expressed in the axiom “bad news first” . Both managers and workers are psychologically safe in the knowledge that it is the system- not the worker –that is the primary influence on performance. It is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.

D

In many companies , performance appraisal springs from misguided as assumptions. To judge achievement, managers use date about each worker’s activity, not an evaluation of the process or system’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 appraisal experience becomes a question of pleasing the boss, particularly in meetings, which is psychologically 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 more time to devote to their customers and their business. No time will be wasted in appraisal . This requires 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

參考答案及解析：

這是一篇關于員工評估和反饋的文章。第一題，說真正的反饋可以釋放用在別處的資源。意思上真正的反饋可以讓人騰出精力。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。

第二題，說經理們是被期望著使員工工作得更有效率。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.

第三題,說專家不大可能有利于真正反饋的進程。答案是E段的最后一句：which almost certainly will not be forthcoming from the human resources profession。

第四題，說商討評估表現的方法是有利的。答案是在C段，有點分散。

第五題，說評估傾向聚焦于員工和他們直屬經理們之間面對面關系的性質。答案是D段：Thus the appraisal experience becomes a question of pleasing the boss。

第六題，說員工對他們所作負責的想法聽起來很合理。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。

第七題，說雖然有專家們的主張，管理層的結構阻止了真正的反饋。答案是A段：the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback。

第八題，說在評估過程中投入了更多的努力。答案是A段：Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted.

以上就是2020年商務英語考試真題分享，希望對各位考生有所幫助。BEC考試的知識點非常多，并且考查得很細致，考生一定要以課本為主，加上做題練習，才能鞏固所學知識點。