商务英语考试虽然难度不大，但是通过率较低，因为每年考生们都不重视备考，没有提早学习。要想一次性通过考试，一定要尽早备考。今天帮考网就分享一下2020年BEC初级的真题内容，一起来学习一下吧。

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

参考答案及解析：

这是一篇关于员工评估和反馈的文章。第一题，说真正的反馈可以释放用在别处的资源。意思上真正的反馈可以让人腾出精力。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。

第二题，说经理们是被期望着使员工工作得更有效率。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.

第三题,说专家不大可能有利于真正反馈的进程。答案是E段的最后一句：which almost certainly will not be forthcoming from the human resources profession。

第四题，说商讨评估表现的方法是有利的。答案是在C段，有点分散。

第五题，说评估倾向聚焦于员工和他们直属经理们之间面对面关系的性质。答案是D段：Thus the appraisal experience becomes a question of pleasing the boss。

第六题，说员工对他们所作负责的想法听起来很合理。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。

第七题，说虽然有专家们的主张，管理层的结构阻止了真正的反馈。答案是A段：the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback。

第八题，说在评估过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年商务英语考试真题分享，希望对各位考生有所帮助。BEC考试的知识点非常多，并且考查得很细致，考生一定要以课本为主，加上做题练习，才能巩固所学知识点。