bec中级真题难度如何
bec中级真题的难度对我们的备考有很大的参考价值，为了帮助大家备考，下面小编给大家解答这个问题。
bec中级真题难度如何
BEC中级的难易程度 比大学4及稍微高点 考核的东西当然是商务知识 所以如果对自己英语还是有点自信的话 好好准备2个多月 应该可以过的 如果条件允许还可以报班 辅导班 最好是你考试的地方报 比如哪个大学 因为口语的时候会照顾点的 呵呵 我中级刚过 去年12月份考的 惭愧 还是英语专业的 所以说么 BEc 不是说英语好才能过的 得靠自己努力学习的 我当时partner都没有 自己硬过的 也没报班 因为本身考试费用就很高了 书的费用也很高 很贵 所以就没报 考试的时候要淡定 准备的时候要从容
准备一下听力和口语把，听力是中国人的通病，不是很容易的，口语自己底子还行的话，加强一些商务知识和礼节，还有一些巨型就可以了，注意啊 考试最好找一个partner 这样口试就容易通过些，也就是说找你认识的人一起报名，这样你们平时就可以练练，我大四考的BEC 没找搭档，也没报班，没有买资料，就是上书馆看了一些书，(只有刚刚得个C 刚过，嘿嘿 小遗憾)其实说白了书里也没啥玩意儿，主要是真题把，做3，4遍，我做了2遍还是有做错的，但是每次做的时间要隔得长一些哦，写作临考前看一下格式，还有模版就行，真题买人民邮编出版的，权威哦，资料和书的话可以上淘宝网买盗版的，都一样其实，不用在意的。
阅读的话，平时小练习几篇，刚开始不用讲究速度，正确率是必须得。错了也别太烦恼。主要是弄懂为什么错了。时不时思路分析有错误，然后找到做题的技巧，看题目分析。以后你做过了就会慢慢有了正确的判断能力。我刚开始也是5个错4个，3个的。临考前一个月狂做，有感觉就对了.
BEC中级写作模拟题：邀请与答复
邀请与答复Invitation and Reply
Dear Mr. / Ms,
We should like to invite your Corporation to attend the 1997 International Fair which will be held from April 29 to May 4 at the above address. Full details on the Fair will be sent in a week.
We look forward to hearing from you soon, and hope that you will be able to attend.
Yours faithfully
尊敬的先生/小姐，
在上述地址，我们想请贵公司参加于四月二十九日到五月四日举办的1997国际商品交易会，关于交易会的详情我们一周内将寄给你。希望不久能收到你的来信，并能来参加。
您诚挚的
如果是肯定答复的话，可以参照下列写法：
Dear Mr. / Ms,
Thank you for your letter of March 20 inviting our corporation to participate in the 1997 International Fair. We are very pleased to accept and will plan to display our electrical appliances as we did in previous years.
Mr. Li will be in your city from April 2 to 7 to make specific arrangements and would very much appreciate your assistance.
Yours faithfully
尊敬的先生/小姐，
感谢三月二十八日来信邀请我们公司参加1997国际商品交易会。我们乐于参加并计划展示我们前几年生产的电子设备。李先生将于四月二日至七日去你市做具体安排，非常感谢你的协助。
你诚挚的
如果是否定答复的话，可以参照下列写法：
Dear Mr. / Ms,
Thank you very much for your invitation to attend the 1997 International Fair. As we are going to open a repair shop in your city at that time, we are sorry that we shall not be able to come.
We hope to see you on some future occasion.
Yours faithfully
尊敬的先生/小姐，
非常感谢您邀请我们参加1997国际商品交易会。由于我们将于同一时间到你市新开一家维修店，非常抱歉我们不能前去。
希望以后在某些场合见到您。
您诚挚的
BEC高频词汇：knocking copy
1. knocking copy (在广告中对竞争对手产品进行批评的)诋毁性广告文字
例句：The advert containing knocking copy has been withdrawn.
这则含有诋毁竞争对手产品字眼的广告已经被撤回。
2. know-how 专门技术、关键技术
例句：These products are the perfect combination of superb design and technological know-how.
这些产品将精美设计与专利技术完美地融合在一起。
3. key card system 钥匙卡系统(在酒店、公寓中一种由电脑控制的开锁系统)
例句：Many hotels are trying to increase security by using a key card system which records every time a lock is opened and by
whom
许多酒店试图通过使用钥匙卡系统提高客房安全，这种系统能自动记录每次开锁以及开锁人的情况。
4.knowledge management 知识管理(用来指企业和机构怎样确认和管理各种情报资源，以达到商业上的目标，这些资源包括来自各种渠道的资
讯，雇员共有的技术和使用的手段，甚至是林林总总的规章和程序)。
5. knowledge of the business 专业知识
例句：For leaders, knowledge of the business means good knowledge about the company, industry and technical matters.
对领导者而言，专业知识意味着对本公司、本行业及其技术有很好的了解。
BEC阅读精选及解析
Look at the statements below and the article about the development of future business leaders on the opposite page.
Which section of the article (A, B, C or D) does each statement (1-7) refer to?
For each statement (1-7), mark one letter (A, B, C or D) on your Answer Sheet.
You will need to use some of these letters more than once.
1 Managers need to take action to convince high-flyers of their value to the firm.
2 Organisations need to look beyond the high-flyers they are currently developing.
3 There is a concern that firms investing in training for high-flyers may not gain the benefits themselves.
4 Managers need expert assistance from within their own firms in developing high-flyers.
5 Firms currently identify high-flyers without the support of a guidance strategy.
6 Managers are frequently too busy to deal with the development of high-flyers.
7 Firms who work hard on their reputation as an employer willinterest high-flyers.
The Stars of the Future
A Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow's Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations' high-flyers.
B TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with today's flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, 'only to see them poached by another department or, worse still, another firm'. This fear of losing high-flyers runs deep in the organisations that make up the research group.
C TLRG argues that the task of management is not necessarily about employee retention, but about creating 'attraction centres'. 'We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,' said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.
D TLRG has concluded that a company's HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.
首先得搞明白的是这篇文章到底讲的什么。不用看具体内容，有两个地方直接告诉了。一个是题目说明的第一句话，另一个是正文的标题。从这两个地方就可以看出全文探讨的是公司未来接班人——也就是潜力股——的培养问题。
A段讲了TLRG这个贯穿全文的研究组织诞生的原因：现行的研究满足不了需要，于是大多数公司只能自己探索发掘接班人的模式;(即第五题的答案)
B段讲了直属经理(line managers)对于发掘接班人的重要性(真是干什么都要从基层抓起)，以及经理们的一些疑虑;
C段讲的是接班人问题对公司的重要性，并且应该让院线经理们明白这种重要性;
D段是针对前面列出的问题，提出的解决建议，什么专家协助等等。
整篇文章分为四个部分，层层递进，有很强的逻辑性。拿这样的文章来做阅读材料应该是相对容易把握的。
题目解析：
图中蓝色的线为答案潜伏的地方。7个题干基本是将原文中的句子用另外的词语和句型表述出来，所以题干中的关键词都能在正文里 找到与之匹配的，比如第四题题干里的expert对应D段的specialists,第六题的too busy to对应于B段里的heavy workloads，第七题的interest对应于C段的appeal。
第一题说“经理们必须采取措施使潜力股们相信他们对公司的价值”，也就是要让潜力股们对公司忠诚，即C段说的creating “attraction centres”和loyalty。
第二题说“组织必须把目光投向正在培养中的潜力股以外的地方”，即D段最后两句话所说的寻找新一代的潜力股。
第三题和B段的最后一句话完全是一个意思：怕培养潜力股的投入收不回成本。
第四题说开发潜力股，经理们需要在公司内部得到专家支持。答案是D段的第一句话：公司的人力资源专家需要采取行动。HR specialists就是expert。
第五题说公司现在没有在指导策略的支持下辨别潜力股。也就是说公司是依靠自己来发掘人才的。答案是A段的第一句：现行的研究满足不了需要，所以公司只能形成自己的一套体系。
第六题，经理们太忙了，无暇顾及潜力股的发展。答案是B段的：Unfortunately, with today's flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads.。不幸落在了高工作负荷的人的肩上。高工作负荷，也就是too busy。
第七题，看重作为雇主名声的公司可以吸引潜力股。答案是C段的这么一句：if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers。如果公司是以开发员工而著称的话，将会对潜力股产生更大的吸引。以开发员工而著称(known as ones that develop their people)，名声很好，也就是看重自己作为雇主的名声。
疑似生词：
1、line managers 直属经理，业务经理
2、flat organization 扁平化的组织，即企业中的单层管理组织对应的单词hierarchy 等级制的公司
3、poach vt. (侵入他人地界)偷猎(或捕鱼), 水煮，剽窃，挖角
eg: A rival firm poached our best computer programmers.
我公司的竞争对手把我们最好的计算机程序编制员挖走了。
4、runs deep 纯粹是想说一下那句著名的谚语：Still water runs deep静水流深。
5、fall victim to 成为。。。。的受害者
B段中的原话：People development all too often falls victim to heavy workloads.人员发展成为高负荷工作的受害者，也就是说经理们因为太忙而无暇顾及潜力股的培养，即第六题的答案。
6、retention 保留，在文中指留住员工。是风险管理中常见的专业名词。
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