2017年商務英語BEC初級閱讀翻譯輔導
商務英語，作為一種特定的教程，強調的不僅僅是語言的水平，而是一種實際綜合素質的提高。BEC會幫助學員學會如何利用英語語言達到更高的職業目標。例如西方的管理理念、工作心理、如何與外國人打交道等等，實際的在工作中給學員以幫助。下面是小編為您整理的2017年商務英語BEC初級閱讀翻譯輔導。
At a Farewell Party
Jennifer的同事Kate，原是Action總公司的會計主任，由于表現杰出，公司將她調往臺中分公司，擔任中南部的會計部經理。在她南下就任之前，公司同仁為她舉辦了一個歡送會，由Jennifer代表致辭。
英文正文
Thank you for taking a moment to join us today. As you know, Kate is taking off next week for our Taichung branch office. She has been promoted to regional Accounting Manager for Action's central and southern regions.
Kate has worked hard in our accounting department for three years now, and I'd just like to say that I've heard nothing but good things about her performance! Actually, the employee grapevine says she's a real slavedriver.
Seriously, though, it comes as no surprise to me that you are moving up the Action corporate ladder. Everyone knows you are a hard worker. Accounting isn't going to be the same without you.
Kate, we'd all just like to say congratulations. Please let us know how you're doing, and the best of luck!
中文翻譯
感謝各位今天的蒞臨。大家都知道，Kate在下星期就要到臺中分公司上任，她剛升任為會計經理在本公司的中南部地區。
Kate在公司的會計部門已認真工作了三年，而我得說，對于她的表現，我聽到的除了贊美還是贊美!事實上呢，同事們的小道消息說，她可是個十足嚴苛的上司!
說真的，你這次要升官，一點也不令我覺得意外。每個人都知道你工作賣力;會計部若沒有你，就不可能有今天。
Kate，我們全體跟你說一聲恭喜!請與我們保持聯絡。祝你一切順利!
短語解說
take off (for…) 離開(前往…)
在此為俚語用法，意同"leave"。這詞組另外還有‘脫下’、‘起飛’等意思。
I usually take off for the office at eight every morning.
我早上通常是八點出門上班。
branch office 分公司;分處
"branch"原為‘樹枝’的意思，"branch office"顧名思義，指一家大企業‘分設的子公司’;與其相對的是"headquarters"，總公司。
He worked at the branch office before being transferred to the company's headquarters.
他在調到總公司之前，就在分公司上班。
nothing but good things 贊譽有加
"nothing but"等于"only"，‘唯有’的意思。這是個口語的說法，表示說話者對某件事或某個人只聽過贊美的話;用于極力肯定某人、某物。
Moviegoers across the island have said nothing but good things about the latest Madonna movie.
全島的觀眾對麥丹娜最近的一部電影贊譽有加。
come as no surprise 意料之中;不會令人覺得訝異
這個詞組的重點放在：以否定的形式表達肯定的含意。表示某件事的出現并非一個令人驚訝的結果，而是‘意料之中’。"surprise"在此當名詞。
The rise in crime in Taiwan comes as no surprise, because that's one of the effects of overcrowding.
臺灣犯罪案件的增加，一點也不令人訝異，因為那是人口過多的后果之一。
move up the corporate ladder 升官;升遷
"corporate ladder"是個俚語，比喻公司里職位的等級、升遷的制度。"move up"原意是‘往上移動’，在這里即指‘升遷;升官’。"ladder"原意‘梯子’，在此象征職等的階級。
It takes hard work and a little bit of help and luck to move up the corporate ladder.
在一個企業里想要升遷，必須努力工作，再加上一點他人的幫助和運氣。
not going to be the same without
這個表達語的用意通常在贊揚某人的工作表現極為杰出。
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 will interest 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.
首先得搞明白的是這篇文章到底講的什么。不用看具體內容，有兩個地方直接告訴了。一個是題目說明的第一句話，另一個是正文的標題。從這兩個地方就可以看出全文探討的是公司未來接班人——也就是潛力股——的培養問題。A段講了TLRG這個貫穿全文的研究組織誕生的原因：現行的研究滿足不了需要，于是大多數公司只能自己探索發掘接班人的模式;(即第五題的答案)B段講了直屬經理(line managers)對于發掘接班人的重要性(真是干什么都要從基層抓起)，以及經理們的一些疑慮;C段講的是接班人問題對公司的重要性，并且應該讓院線經理們明白這種重要性;D段是針對前面列出的問題，提出的解決建議，什么專家協助等等。整篇文章分為四個部分，層層遞進，有很強的邏輯性。拿這樣的文章來做閱讀材料應該是相對容易把握的。
題目解析：
7個題干基本是將原文中的句子用另外的詞語和句型表述出來，所以題干中的關鍵詞都能在正文里 找到與之匹配的，比如第四題題干里的expert對應D段的specialists,第六題的too busy to對應于B段里的heavy workloads，第七題的interest對應于C段的appeal。第一題說“經理們必須采取措施使潛力股們相信他們對公司的價值”，也就是要讓潛力股們對公司忠誠，即C段說的creating “attraction centres”和loyalty。第二題說“組織必須把目光投向正在培養中的潛力股以外的地方”，即D段最后兩句話所說的尋找新一代的潛力股。第三題和 B段的最后一句話完全是一個意思：怕培養潛力股的投入收不回成本。第四題說開發潛力股，經理們需要在公司內部得到專家支持。答案是D段的第一句話：公司的人力資源專家需要采取行動。HR specialists就是expert。第五題說公司現在沒有在指導策略的支持下辨別潛力股。也就是說公司是依靠自己來發掘人才的。答案是A段的第一句：現行的研究滿足不了需要，所以公司只能形成自己的一套體系。第六題，經理們太忙了，無暇顧及潛力股的發展。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.。不幸落在了高工作負荷的人的肩上。高工作負荷，也就是too busy。第七題，看重作為雇主名聲的公司可以吸引潛力股。答案是C段的這么一句：if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers。如果公司是以開發員工而著稱的話，將會對潛力股產生更大的吸引。以開發員工而著稱(known as ones that develop their people)，名聲很好，也就是看重自己作為雇主的名聲。
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