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2017年商务英语BEC初级阅读翻译辅导
商务英语，作为一种特定的教程，强调的不仅仅是语言的水平，而是一种实际综合素质的提高。BEC会帮助学员学会如何利用英语语言达到更高的职业目标。例如西方的管理理念、工作心理、如何与外国人打交道等等，实际的在工作中给学员以帮助。下面是小编为您整理的2017年商务英语BEC初级阅读翻译辅导。
At a Farewell Party
Jennifer的同事Kate，原是Action总公司的会计主任，由于表现杰出，公司将她调往台中分公司，担任中南部的会计部经理。在她南下就任之前，公司同仁为她举办了一个欢送会，由Jennifer代表致辞。
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!
中文翻译
感谢各位今天的莅临。大家都知道，Kate在下星期就要到台中分公司上任，她刚升任为会计经理在本公司的中南部地区。
Kate在公司的会计部门已认真工作了三年，而我得说，对于她的表现，我听到的除了赞美还是赞美!事实上呢，同事们的小道消息说，她可是个十足严苛的上司!
说真的，你这次要升官，一点也不令我觉得意外。每个人都知道你工作卖力;会计部若没有你，就不可能有今天。
Kate，我们全体跟你说一声恭喜!请与我们保持联络。祝你一切顺利!
短语解说
take off (for…) 离开(前往…)
在此为俚语用法，意同"leave"。这词组另外还有‘脱下’、‘起飞’等意思。
I usually take off for the office at eight every morning.
我早上通常是八点出门上班。
branch office 分公司;分处
"branch"原为‘树枝’的意思，"branch office"顾名思义，指一家大企业‘分设的子公司’;与其相对的是"headquarters"，总公司。
He worked at the branch office before being transferred to the company's headquarters.
他在调到总公司之前，就在分公司上班。
nothing but good things 赞誉有加
"nothing but"等于"only"，‘唯有’的意思。这是个口语的说法，表示说话者对某件事或某个人只听过赞美的话;用于极力肯定某人、某物。
Moviegoers across the island have said nothing but good things about the latest Madonna movie.
全岛的观众对麦丹娜最近的一部电影赞誉有加。
come as no surprise 意料之中;不会令人觉得讶异
这个词组的重点放在：以否定的形式表达肯定的含意。表示某件事的出现并非一个令人惊讶的结果，而是‘意料之中’。"surprise"在此当名词。
The rise in crime in Taiwan comes as no surprise, because that's one of the effects of overcrowding.
台湾犯罪案件的增加，一点也不令人讶异，因为那是人口过多的后果之一。
move up the corporate ladder 升官;升迁
"corporate ladder"是个俚语，比喻公司里职位的等级、升迁的制度。"move up"原意是‘往上移动’，在这里即指‘升迁;升官’。"ladder"原意‘梯子’，在此象征职等的阶级。
It takes hard work and a little bit of help and luck to move up the corporate ladder.
在一个企业里想要升迁，必须努力工作，再加上一点他人的帮助和运气。
not going to be the same without
这个表达语的用意通常在赞扬某人的工作表现极为杰出。
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：
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。
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