MaryOwenexaminestheroleandefficiencyofteams
SowhatmakesasuccessfulteamTherearesomegeneralqualitiesthathavebeenidentified.SteveGardnerrecommendsthatineveryteamthereshouldbesomeonewhoisgoodatresearchingideasandanotherwhoisgoodatshootingdownimpracticalones.Thereshouldbethosewhocanresolvethetensionsthatnaturallyoccurinateamandotherswhoarefocusedongettingthejobdone.Also,providingaclearandachievabletargetattheoutsetisthebestwayofensuringthattheteamwillmoveontogreaterthings.
13Whatpointdoesthewritermakeaboutteamworkingatthebeginningofthearticle
AItisthemostsuccessfulformofmanagement.
BIthaschangedtherecruitmentprocedureincompanies.
CWell-runteamsstillallowindividualstodemonstratetheirtalents.
DBeingateamplayerisnowconsideredanessentialmanagementskill.
14Accordingtothearticle,teamworkdevelopedwithincompaniesasaresponseto
Amodernofficedesign.
Bchangingworkpractices.
Careductioninadministrativetasks.
Dtheexpansionofinternationalbusiness.
15Inthethirdparagraph,DrBandysuggeststhat
Amanyemployeesdonotenjoyworkinginteams.
Bsomemanagersarenotveryeffectiveteamleaders.
Csometeamsarecreatedunnecessarily.
Dfewteamsarewellorganised.
16Accordingtothewriter,teamworkismoreeffectiveinthefieldofsportbecausetheplayers
Aknowwhattheywanttoachieve.
Baremorecompetitivebynature.
Chavemoreindividualtalent.
Dcanbedrivenbynationalpride.
17SteveGardnerandDrBandyagreethatwhenabusinessteamiscreatedpeopledonotpayenoughattentionto
Athestructureoftheteam.
Balternativestotheteam.
Cselectingtheteammembers.
AMaintainaflexibleapproachtomembership.
BAllowpersonalitiestodevelopwithintheteam.
CSelectpeoplewhofitnaturallyintocertainroles.
DMakeeveryefforttoavoidconflictbetweenmembers.
参考答案及解析
第十五题，问在第三段DrBandy暗示什么。答案是她的一句原话：Formingteamsandhavingmeetingshas,shesays,becomeanendinitself,almostregardlessofpurpose.形成团队然后开会成了它本身的终点，几乎不管目的是什么。也就是说很多团队的建立是没有意义的，多余的。选C，一些团队被不必要的创建了。
第十六题，问作者认为团队合作在体育领域里更有效的原因是什么。第四段讲当一群正确的人被组合到一起时会产生一种高于这些人个人能力的力量，在体育比赛里就是如此。这一题的答案是第四段的最后一句：fewbusinesssituationshaveasclearasetofobjectives,orasclearcriteriaofsuccessorfailure,aswinningamatch.。很少有企业能像赢得一场比赛一样有一系列清晰的目标，或者是对成功或失败有清晰的评判准则。也就是A选项所说的：知道他们想要实现什么。whattheywanttoachieve可以对应于asetofobjectives。
第十七题，问这两个人同意当一个商业团队被创立时人们没有把注意力放在什么上面。这一题要理解第五段的意思。第一句说Inbusiness,everyoneneedstobeclearaboutwhatthechallengeisandwhetherateamistherightwayofapproachingit。在企业，每个人都必须很清楚挑战是什么以及团队是否是实现它的最好的办法。考虑团队是不是最好的办法，也就是说要考虑其他可能的途径，即B选项所说的团队的替代品(alternativestotheteam)，后面有句focusinstead….人们却把注意力放在了其他的地方。从这些可以看出答案是B。
第十八题，问关于运作一个成功团队SteveGardner的建议是什么。这题的答案是对最后一段的概括。答案是最后一段第三句recommend后面的一长串there…who，要有不同的人胜任不同的角色。归纳起来，就是各司其职选C：选择能够自然融洽的胜任某个角色的人。其他几个选项都没提到。
第二段有个地方值得解释下。Globalisationhasaddedafurtherdimensiontoteamwork。
这里的dimension用法比较特别，表示方面，特征，并且是很地道常见的说法
牛津词典的解释：anaspectorfeatureofasituation,problem,orthing。
麦克米兰的解释：apartofasituation,especiallywhenitinfluencesthewayyouthinkaboutthesituation。
e.g:Doingvolunteerworkhasaddedawholenewdimensiontomylife.
常见搭配：anextra/added/additional/furtherdimension
HumanResourcesPolicy
Likeotherorganisations,CBAisreplacingthetraditionalhierarchywithaflatterorganisationalstructurewhichgivesemployeesmorebroadlydefined(22).......withinthecompany.Thechangeisofferingemployeesgreateropportunitiesforworkincross-disciplinaryprojectteams.Asaresult,interpersonal(23).......areextremelyimportant.
AnabilitytorelatetoallkindsofpeopleisthemostimportantattributeCBAlooksforin(26).......recruits.Graduatesare(27).......foratwo-yearperiodandexposedtoall(28).......ofretailfinancialservices.Bytheendofthistrainingperiod,theywillhavetakentheirInstituteofBankingexaminationand,iftheyhave(29).......theirperformancetargets,theywillhave(30).......ajobatthebank.
Thecompanyhasrecentlyintroducedanewpolicyonpay,anditisnow(32).......toperformancethroughbonusschemes,withtheobjectivebeingto(33).......employeesfortheirachievementsandeffort.
19AdesignsBpurposesCendsDobjectives
20AcontinuationBextensionCdevelopmentDadvancement
21AreviewsBtrialsCrevisionsDjudgements
22AcapacitiesBpartsCrolesDelements
23AabilitiesBtalentsCassetsDskills
24ArecommendBhonourCrespectDobey
25AsakeBreasonCbehalfDcause
26AexpectedBintendedCpotentialDeventual
27AtakenonBwritteninCputonDdrawnin
28AfieldsBareasCregionsDparts
29AarrivedBdoneCpassedDmet
30AsecuredBreachedCconfirmedDfixed
31AgainedBwonCearnedDrealised
32AattachedBlinkedCcombinedDjoined
33AreturnBrewardCrecompenseDrefund
第19、20、21题，这几空都是举例说明前面提到的humanresourcespractices。19空是说的将公司的发展目标传达给员工。公司目标，用objective。purpose是指具体做某件事情的意图。这里有必要区分一下objective和purpose，看英文解释。
purpose:thereasonyoudosomething,andthethingyouwanttoachievewhenyoudoit
objective:somethingthatyouareworkinghardtoachieve,especiallyinbusinessorpolitics
第20题，个人培训和发展计划的制定。个人发展计划，personaldevelopmentplans，选C。
第22题，说扁平化的组织结构可以给员工更加定义广泛的角色。broadlydefinedroles,选C。
第24题，这一句的意思很好理解，是说员工们越来越看重或者说是承认一个事实：顾客的满意是组织的主要目标。recommend是推荐、建议，后面不接thefact(事实)，honour是敬重，obey是遵守，这里应该选择respect。respect这里是重视或者接受的意思，看英英词典上的解释：toacceptthatsomethingwhichisestablishedorformallyagreedisrightorimportantandnottoattempttochangeitorharmit。所以这一空应该选择respectthefact，表示接受这个事实。
第26题，寻找潜在的新成员。地道的词是potential，比如potentialrecruits,potentialstaff,potentialcandidates.
第28题，把毕业生分配在各个连锁金融服务领域。用area。field做领域、范围讲的时候是指的研究、活动，region是指的具体的地区，parts是部分，应该用area。
第29题，完成目标，metthetargets。
第30题，完成了目标就可以得到工作。secure：togetpossessionof;acquire:
第31题，招的人已经具有了一定的生活经验。gain：toobtainsomethingthatisuseful,thatgivesyouanadvantage,orthatisinsomewaypositive,especiallyoveraperiodoftime
第32题，薪酬现在和业绩挂钩。linkto，联系。
第33题，rewardsb.奖励某人。rewardemployeesfortheirachievementsandeffort，因为功劳而奖励员工。
Evaluatingtheperformanceoftheboard
Fewemployeesescapetheannualortwice-yearlyperformancereview.(0).....G......Theanswerisnotagreatnumber.Andthesmallerthecompany,thefewerchecksthereareonhowwellthedirectorsaredoing.Someofthelargestcompaniesformallyassesstheperformanceoftheirboard,butveryfewneworgrowingcompanieshavemanagedtogetroundtoestablishinganysuchprocedure.
Manybusinessexpertsbelieve,however,thatitisimportantforallcompaniestoreviewtheperformanceoftheboard.(8).............Anotherreasonisthattheboarditselfneedsinformationonhowwellitisdoing,justasmuchasotheremployeesdo.Forthechiefexecutive,appraisalofsomesortisabsolutelyessentialforhisorherownsakeandforthegoodofthecompany.Indeed,manyofthosewhohavereachedthislevelremarkonhowlonelythejobofchiefexecutiveisandhowfewopportunitiestheygettodiscussissuesrelatingtoit.
Thereissomeevidencetoshowthatoncesmallercompaniesputaboardappraisalprocessinplace,theyfindthisprocessrelativelyeasytooperate.(9).............Theircounterpartsinlargerorganisations,however,areoftenafraidthatappraisalscouldbeachallengetotheirstatus.
Researchindicatestherehasbeensomeimprovementinthewaytheappraisalofboardmembersisconducted.(12).............Thechairmanwillhavebeeninvolveddirectlyorindirectlyintheappraisalofallmembersoftheboard.Whosejobisit,then,toappraisethechairman
AItisoftenthecasethatthedirectorsofsuchcompaniesareevenhappytoreceivecriticism,asthiscanpreventthemfrommakingbasicmistakes.
BTherestoftheworkforceseesitasunfairifthedirectorsaretheonlymembersofthecompanytoescapeappraisal.
CTheseareencouragingastheyputalimitonthepowerofthechairmantoassessfellowdirectors.
DAlternatively,questionnairesmightbedistributedtodirectors,formingthebasisforfuturediscussion.
EOneissueremains,however,whenalltheothershavebeendealtwith.
GHowever,onewondershowmanycompanieshaveinplaceaformalappraisalprocessfortheirboardofdirectors.
第八题，前面说对董事局的表现进行评估是很重要的。空格后面的句子中有anotherreason，可见这个第八空应该填入对董事局表现进行评估原因的句子。B符合这一特点，为什么要进行评估，因为“如果决策层是公司唯一逃避评估的成员的话，其他的员工会视之为不公平。”
第九题，前面说小公司会发现这种评估过程更容易操作。空格后面一个however，说大公司的决策层会认为评估是对他们地位的一种挑战。可见这个空格应该填入表示小公司愿意接受评估的句子。A符合这一特点：通常这些公司的决策层会很乐意接受批评，因为这可以防止他们犯错误。这里的suchcompanies是个暗示，可以和前面的smallercompanies对应上。
第十题，前面问怎样对公司的董事局进行评估。那么很明显，后面跟的句子应该和评估的方式方法有关。符合这一标准的只有F：一般认为确保对董事局里每个成员的定期评估是主席的责任。也就是说是依赖于主席进行评估。responsibility是个关键词。
第十一题。第五段依然是讲评估的方法，具体的过程。空格的前面说主席可以单独会见董事局的每一个成员，或者是集体在一起谈话。空格后面说这些可以询问人们关于董事局主要任务以及委员会的工作进展情况的意见。askforpeople’sopinion是个关键点，什么可以询问人们的观点调查。选D，questionnaires是个关键的暗示：或者，也许可以给经理们分发调查问卷，形成未来讨论的基础。
第十二题，这一空前面说有调查显示对董事局成员进行评估的方法有所改善。空格后面来了一个疑问，提出没有人评估主席。可见第十二题有转折的意思，选E，有关键的连词however,而且E的oneissueremains，正好对应最后一段最后一句话的一个问题。内容上也吻合。
Achievingasuccessfulmerger
Howeverattractivethefiguresmaylookonpaper,inthelongrunthesuccessorfailureofamergerdependsonthehumanfactor.Whentheagreementhasbeensignedandtheaccountantshavedeparted,therealproblemsmayonlyjustbebeginning.Ifthereisacultureclashbetweenthetwocompaniesinthewaytheirpeoplework,thenalltheeffortsofthefinanciersandlawyerstostrikeadealmayhavebeeninvain.
AccordingtoChrisBoltonofKSManagementConsultants,70%ofmergersfailtoliveuptotheirpromiseofshareholdervalue,riotthroughanyfailureineconomictermsbutbecausetheintegrationofpeopleisunsuccessful.Corporates,heexplains,concentratetheireffortsbeforeamergeronlegal,technicalandfinancialmatters.Theyemployarangeofexpertstoobtainthemostfavourablecontractpossible.Butevenattheseearlystages,peopleissuesmustbetakenintoconsideration.Thestrengthsandweaknessesofbothorganisationsshouldbeassessedand,ifitisamergerofequals,thencarefulthoughtshouldbegiventowhichpersonnel,fromwhichside,shouldtakeonthekeyroles.
Anothertoolthatcanhelptogettherightculturalmixisinterculturalanalysis.Thisinvolvescarryingoutresearchthatlooksatthecultureofacompanyandthebusinesscultureofthecountryinwhichitisbased.Itidentifieshowpeople,moneyandtimearemanagedinacompany,andinvestigatesthebusinesscustomsofthecountryandhowitspolitics,economicsandhistoryimpactonthewaybusinessisdone.
13Accordingtothetext,mergerscanencounterproblemswhen
Acontractsaresignedtooquickly.
Bexpertscannotpredictaccuratefigures.
Cconflictingattitudescannotberesolved.
Dstaffareopposedtothetermsofthedeal.
14AccordingtoChrisBolton,whatdomanyorganisationsdoinpreparationforamerger
Aensuretheirinterestsarerepresented
Bgivereassurancestoshareholders
Cconsidertheeffectofamergeronemployees
Danalysethevaryingstrengthsoftheirstaff
15Theproposedmergeroftwopharmaceuticalgroupsfailedbecause
Amajorshareholderswereopposed.
Btherewasafallinthedemandfortheirproducts.
Ctherewereproblemscombiningtheirareasofexpertise.
Danissueofpersonalrivalrycouldnotberesolved.
16Accordingtothetext,focusgroupscanhelpcompaniesto
Adevelopnewinitiatives.
Badoptcontingencyplans.
Cbedecisiveandreactrapidly.
Devaluatehowwellmatchedtheyare.
17Creatinganewcultureinanewlymergedorganisationmeansthat
Amanagementstylesbecomemoreflexible.
Bthereismorechanceofthemergerworking.中华考试网
Cstaffwillfinditmoredifficulttoadapttothechanges.
Dsuccessfulelementsoftheoriginalorganisationsarelost.
18Accordingtothetext,interculturalanalysiswillshow
Awhatkindofbenefitsamergercanleadto.
Bhowthenationalcontextaffectsthewayacompanyisrun.
Chowlongitwilltakeforacompanyculturetodevelop.
Dwhatchangescompaniesshouldmakebeforeamergertakesplace.
参考答案接解析
第十三题，问什么情况下并购会遇到麻烦。答案是A段的最后一句，关键词是cultureclash：如果两个公司的员工在工作方式上存在文化冲突，那么金融专家和律师们为了达成交易所做的一切努力都是徒劳的。所以选C：冲突性的态度无法得到解决。Conflictingattitude对应于cultureclash。attitude具体指公司员工做事情的方式和态度。
第十四题，问很多机构为并购所做的准备是什么。答案是第二段的这么一句话：Corporates,heexplains,concentratetheireffortsbeforeamergeronlegal,technicalandfinancialmatters。公司都把精力集中在法律、技术和金融事务上了。也就是更多的看重经济等方面的利益，而忽视了人的因素。选A：确保他们的利益得到很好的反映，也就是自己的利益有保障。represent在这里的意思是bepresentorfoundinsomething,especiallytoaparticulardegree。
第十五题，问这俩医药公司并购失败的原因是什么。答案是第三段的倒数第二句：thechiefexecutivesofthetwocompaniescouldnotagreewhichofthemwastoheaduptheneworganisation.在谁来领导新的机构的问题上无法达成一致。所以选D：人员竞争问题无法得到解决。Personalrivalry就是指两个领导谁也不服谁。
第十六题，问focusgroup可以帮助公司干什么。先弄明白focusgroup的意思，看剑桥高阶的解释：agroupofpeoplewhohavebeenbroughttogethertodiscussaparticularsubjectinordertosolveaproblemorsuggestideas。处理问题的团体。答案在第四段。这一段是举例说明两个合并公司的文化兼容性问题。经过focusgroup的调查，这两个公司的做事方式有很大差别，不能兼容。所以这一题的答案是选D：评估他们能否匹配。
第十七题，问在一个新合并的公司里创造新的文化意味着什么。答案是第五段的这么一句：Thismeanstakingthebestfrombothsidesandmakinganeworganisationthateveryonecanaccept。吸取双方的优点，创造一个所有人都能接受的新组织。每个人都能接受，那么合并成功的可能性会大大增加。选B：合并起作用的几率增加了。
第十八题，跨文化分析能够表明什么。答案是最后一段的最后一句：howitspolitics,economicsandhistoryimpactonthewaybusinessisdone.看看这个国家的政治、经济和历史是怎么影响商业行为的。也就是考察宏观的国家背景对微观的经济个体的影响。选B：国家背景怎样影响公司的运行方式。