bec中級和六級相比簡單嗎
爲了幫助大家備考bec中級，下面小編給大家帶來bec中級和六級相比簡單嗎，希望能夠幫助大家!
bec中級和六級相比簡單嗎
BEC中級和六級哪個難?其實BEC中級通常被拿來和四級比較，BEC中級相當於CET四級高分及以上水平。而四級高分的考生通常能達到六級的通過線，所以可以說：BEC中級和六級的難度相當。
接下來我們就詳細介紹下BEC考試的三個等級吧：
BEC考試難度分級
BEC考試分爲三級，分別爲：
BEC初級(Preliminary Level)
BEC中級(Vantage Level)
BEC高級(Higher Level)
如果和其他英語考試對比的話，大概是以下的對應關係：
BEC初級相當於CET四級中低分
BEC中級相當於CET四級高分及以上水平，或英語專四及以上水平;或相當於相當於雅思5.0-6.5分，這也是每年BEC報考最多的級別。
BEC高級相當於CET六級高分，英語專八，或雅思7.0-7.5分。所以，如果能考到BEC高級，那就相當厲害了，基本上HR都會眼前一亮。
那麼接下來，我們再來總體介紹一下BEC考試吧。
它考什麼?具體有什麼用?
BEC證書
BEC certificate
BEC劍橋商務英語是專爲職場人士所設計的國際商務英語資格證書考試。
BEC主要考察應試者在真實工作環境中的英語交流能力。
它1993年就就進入中國。
此後，BEC考試因爲高含金量，成爲“職場英語”、“商務英語”的代名詞。
BEC考試由誰出題?
BEC考試之所以被業界認可，很大原因是它由劍橋大學外語考試部出題。
這個機構是全球最權威的語言測評機構之一，著名的雅思考試(IELTS)也是由該機構負責出題。
BEC和雅思一樣，都是考察真實環境中的語言應用。但BEC更偏向職場、商務英語，專業性和細分性更強。
所以，每年，全球130個國家，有500萬考生參加劍橋英語考試，以拓展海外學習機會、尋求職業發展。
BEC考察範圍
BEC 考試內容與職場環境密切相關，主要是考察英語聽、說、讀、寫四項技能以及英語實際運用能力。
BEC 考試內容涉及固定搭配、英文語法等應試能力，此外語言溝通、場景應用等拓展性能力也在考試要求範圍內。
BEC考試有一些特色題型，比如：商業英文文書撰寫、商業英文文件閱讀、職場小組討論等，都是根據真實職場環境而設計。
BEC考試具體考啥?
BEC考試有四個項目考試內容，分別爲閱讀、寫作、聽力、口語，題型多樣，既有選擇題，也有填空題，還有口語問答題。
BEC的價值
Value
BEC是重要的商務英語考試，是全球範圍裏備受認可的能力證書類型。而且，BEC對理論、綜合知識的要求比較高。
常有人說，BEC最有價值的部分倒不是證書本身，而是備考的過程。(尤其是BEC高級)
考試時間
BEC考試一年有上半年、下半年兩次考試機會。
2020年BEC上半年考試由於疫情延期了，暫時還未通知新的時間。
考試報名網址：
BEC中級寫作模擬題：圖表題
1 曲線圖、柱狀圖
注意語言多樣性、導入數據
2 餅狀圖
注意順序
例題
You work for Marks & Spencer, Britain’s leading retailer. Your company plans to invest in a local retail market. You are asked to assess the local purchasing power.
l Read the following pie chart which demonstrates the local family income after taxes.
l Use the information in the chart to write a report (about 100 - 120 words) interpreting the chart, discussing the prospects of your company’s investment in the local retail market, and explaining the conclusion you reach from the information in the chart and how the chart supports your conclusion.
Write on your Answer Sheet.
Local Family Income After Taxes
例題
You are a social investigator and are required to carry out a survey on the average family expenses in the United States.
Read the following chart showing the results of the survey of the expenses in 1970 and 1975.
l Using the information in the chart to write a short report (about 100 - 120 words), analyzing the changes in the average expenses and making some recommendations to the Americans.
1 表格題
You are a clerk in Lucky Tourism Company. You are responsible for arranging travelling lines. One day, you received the data as follows:
Read the following table which shows the changes in the way people spend their holidays. The table divides the tourism business into four parts, telling the different percentages in 1980 and in 1990, from which you will notice the trend of current tourism business.
l Use the information in the table to write a short report (about 120 - 140 words) emphasizing changes of the main business for your company.
l Write on your Answer Sheet.
WHERE PEOPLE SPEND THEIR HOLIDAYS
2006
2016
Travelling abroad
12%
23%
Going to seaside
38%
32%
Camping
9%
35%
Staying at home
41%
10%
Total
100%
100%
BEC中級閱讀理解模擬題
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.
關於員工評估和反饋的文章。一個組織內部的上下級溝通真的太重要了。
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。這題的意思還算比較明顯，feedback in the true sense，就是genuine feedback，devote to their customers and the business,就是把資源釋放在別的地方。
第二題，說經理們是被期望着使員工工作得更有效率。答案是C段的最後一句：It is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.經理們的責任，也就是managers are expected to，有利於他們的表現，就是enable their staff to work effectively。
第三題,說專家不大可能有利於真正反饋的進程。答案是E段的最後一句：which almost certainly will not be forthcoming from the human resources profession。人力資源專家，就是experts。需要理解下這裏的forthcoming的含義：willing to divulge information. (人)願意透露消息的。專家們不願意透露消息，也就是不能指望專家來facilitate。
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。前面說The measure has been worked out between the operators and their manager。這個措施是在操作者和經理們之間擬定的。between the operators and managers，也就是評估表現的方法是被商討了的。後面介紹的情況都是這個measure有多麼的好：is the basis of feedback。綜合起來，就是選項說的，商討是有好處的。
第五題，說評估傾向聚焦於員工和他們直屬經理們之間面對面關係的性質。這個選項可能會弄的人一頭霧水，首先得弄明白這裏的面對面關係指的是什麼。員工和直屬經理的關係，就是上下級的關係，過分看重這個關係，那麼在評估過程中就會有顧慮，誰還敢揭自己上司的短?所以這個句子的意思是說評估過程中有顧忌，無人敢說真話。答案是D段的這麼一句：Thus the appraisal experience becomes a question of pleasing the boss。評估過程成了討好自己的老闆，說的就是這個意思。
P.S：這是我個人對這道題的理解，大家有異議，可以提。
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。這裏的accountable就是負有責任。Plausible是貌似真實的，也就是seems reasonable。
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段的這麼一句：the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback。管理層的機構，就是這句裏提到的the nature of hierarchy，等級制的性質。這個單詞在BEC閱讀裏常出現。distort，扭曲，就是選項裏的prevent。
第八題，說在評估過程中投入了更多的努力。答案是A段的這麼一句，有點隱晦：Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted.這個句子是緊跟上文的，the practice指的就是appraisal。評估的更頻繁，評估是怎麼進行的顯得更加重要。認爲更加重要了(makes it all the more important)，就會投入更多努力了。綜合起來，這些的意思就是評估過程投入了更多的努力。不太容易看出來。
