bec中級(jí)要多少詞匯量
最多人擔(dān)心的是口語(yǔ)和詞匯量的問(wèn)題：考BEC中級(jí)，是不是又要大量背單詞，到底需要多大的詞匯量呢?下面小編就來(lái)聊聊這個(gè)話題。
考BEC，多大詞匯量才夠用
怎么說(shuō)呢?"BEC需要多少詞匯量“這個(gè)問(wèn)題，并沒(méi)有標(biāo)準(zhǔn)答案。
BEC商務(wù)英語(yǔ)的考試中，對(duì)詞匯、句型的商務(wù)用法有一定要求，但是涉及得比較泛泛。
BEC里涉及的大多數(shù)詞匯，對(duì)于英語(yǔ)四六級(jí)水平的人來(lái)說(shuō)，并不算陌生。
比較難的是熟詞僻義。60%-80%的詞匯大家都認(rèn)識(shí)，可是有些釋義和日常用法卻不太一樣。所以剛扎進(jìn)BEC的詞匯海洋里的時(shí)候，可能會(huì)有點(diǎn)蒙。
BEC核心單詞單詞打卡【Day1】
1、challenge n.挑戰(zhàn)
常見(jiàn)商務(wù)短語(yǔ)搭配
▼
major/main/central challenge;
主要挑戰(zhàn)
face a challenge;
面對(duì)挑戰(zhàn)
real challenge;
真正的挑戰(zhàn)
衍生詞
▼
challenging adj.有挑戰(zhàn)的
2、expert n.專家
常見(jiàn)商務(wù)短語(yǔ)搭配
▼
technical expert;
技術(shù)專家
business expert;
商務(wù)專家
衍生詞
▼
expertise n.專門(mén)知識(shí)
3、feedbackn.反饋
常見(jiàn)商務(wù)短語(yǔ)搭配
▼
positive feedback;
積極反饋
feedback form;
反饋表
regular feedback;
定期反饋
4、prepare
vt.準(zhǔn)備，籌備
常見(jiàn)商務(wù)短語(yǔ)搭配
▼
prepare a report ;
擬定報(bào)告
衍生詞
▼
preparation n.準(zhǔn)備
5、professional
adj.專業(yè)的 n.專業(yè)人士
常見(jiàn)商務(wù)短語(yǔ)搭配
▼
professional service;
專業(yè)服務(wù)
professional development;
專業(yè)發(fā)展
衍生詞
▼
profession n.專業(yè);職業(yè);
professionalism n.職業(yè)水準(zhǔn);
unprofessional adj.不專業(yè)的;
老有人問(wèn)，單詞得背到啥時(shí)候才是頭啊?
其實(shí)大家可以了解下英國(guó)人自己的英語(yǔ)單詞儲(chǔ)備量，就會(huì)發(fā)現(xiàn)，學(xué)英語(yǔ)的詞匯量沒(méi)有我們想的那么可怕。
1986年，英國(guó)《衛(wèi)報(bào)》估算，英國(guó)人2歲的單詞量約為300個(gè)，5歲時(shí)為5000個(gè)，到了12歲，詞匯量在12000個(gè)左右。
《衛(wèi)報(bào)》的研究認(rèn)為大多數(shù)人之后的詞匯量都不會(huì)有太大的變化。它還指出，12000詞匯量基本等同于流行報(bào)紙每天文章里的詞匯量。但是大學(xué)畢業(yè)生的詞匯量大約是其2倍，約23000個(gè)。莎士比亞則是所有英語(yǔ)作家中詞匯量較大的之一，約30000個(gè)單詞。
Francis和Kucera在1982年發(fā)表的研究結(jié)果稱，2000個(gè)最常用單詞覆蓋了79.7%的英文文本內(nèi)容，最常用的3000單詞及變形的覆蓋率達(dá)到84%，4000最常用單詞及變形的覆蓋率為86.7%,當(dāng)詞匯量增加到5000時(shí)，覆蓋率為88.6%。
綜上所述，英語(yǔ)學(xué)習(xí)者的第一個(gè)目標(biāo)是2000常用單詞(記住，是常用單詞!)，這樣就能看懂將近80%的英文內(nèi)容。至于終極目標(biāo)則是20000單詞，也就是和受過(guò)良好教育的英國(guó)人的詞匯量相當(dāng)。
BEC商務(wù)英語(yǔ)中級(jí)詞匯大全
abroad adv. 在國(guó)外，出國(guó)，廣泛流傳
absence n. 缺席，離開(kāi)
absent adj. 不在，不參與
absenteeism n.(經(jīng)常性)曠工，曠職
absorb v. 吸收，減輕(沖擊、困難等)作用或影響
abstract n. 摘要
access n. 接近(或進(jìn)入)的機(jī)會(huì)，享用權(quán)v.獲得使用計(jì)算機(jī)數(shù)據(jù)庫(kù)的權(quán)利
accommodation n.設(shè)施，住宿
account n.會(huì)計(jì)帳目
accountancy n會(huì)計(jì)工作
accountant n.會(huì)計(jì)
accounts n.往來(lái)帳目
account for解釋，說(shuō)明
account executive n.(廣告公司)客戶經(jīng)理
_ccruals n. 增值，應(yīng)計(jì)
achieve v. 獲得或達(dá)到，實(shí)現(xiàn)，完成
acknowledge v. 承認(rèn)，告知已收到(某物)，承認(rèn)某人
acquire v.獲得，得到
_cquisition n收購(gòu)，被收購(gòu)的公司或股份
acting adj. 代理的
activity n.業(yè)務(wù)類型
actual adj. 實(shí)在的，實(shí)際的，確實(shí)的
adapt v. 修改，適應(yīng)
adjust v.整理，使適應(yīng)
administration 實(shí)施，經(jīng)營(yíng)，行政
administer v.管理，實(shí)施
Adopt v. 采納，批準(zhǔn)，挑選某人作候選人
advertise v. 公布，做廣告
ad n.做廣告，登廣告
advertisement n.出公告，做廣告
advertising n.廣告業(yè)
after-sales service n.售后服務(wù)
agenda n.議事日程
agent n.代理人，經(jīng)紀(jì)人
allocate v.分配，配給
amalgamation n合并，重組
ambition n. 強(qiáng)烈的欲望，野心
_mortise v. 攤還
analyse v 分析，研究
analysis n.分析，分析結(jié)果的報(bào)告
analyst n. 分析家，化驗(yàn)員
annual adj.每年的，按年度計(jì)算的
annual general meeting (AGM) 股東年會(huì)
anticipate v. 期望
anticipated adj. 期待的
appeal n.吸引力
apply v. 申請(qǐng)，請(qǐng)求;應(yīng)用，運(yùn)用
Applicant n. 申請(qǐng)人
Application n.申請(qǐng)，施用，實(shí)施
Appointee n.被任命人
Appraisal n.估量，估價(jià)
Appreciate v. 賞識(shí)，體諒，增值
_ppropriate v.撥出(款項(xiàng))
approve v. 贊成，同意，批準(zhǔn)
aptitude n.天資，才能
_rbitrage n.套
arbitration n.仲裁_rrears n. 欠帳assemble v.收集，集合
assembly-line n. 裝配線，流水作業(yè)線
assess v. 評(píng)定，估價(jià)
asset n. 資產(chǎn)current asset n.流動(dòng)資產(chǎn)
BEC中級(jí)閱讀真題精講
1 the contact between coach and employee not solving all difficulties at work
2 the discussion of how certain situations could be better handled if they occur again
3 a coach encouraging an employee to apply what has been taught to routine work situations
4 coaching providing new interest to individuals who are unhappy in their current positions
5 coaching providing a supportive environment to discuss performance
6 employees being asked to analyse themselves and practise greater self-awareness
7 coaching enabling a company to respond rapidly to a lack of expertise in a certain area
Coaching
A
Coaching involves two or more people sitting down together to talk through issues that have come up recently at work, and analysing how they were managed and how they might be dealt with more effectively on subsequent occasions. Coaching thus transfers skills and information from one person to another in an on-the-job situation so that the work experience of the coach is used to advise and guide the individual being coached. It also allows successes and failures to be evaluated in a non-threatening atmosphere.
B
Coaching means influencing the learner's personal development, for example his or her confidence and ambition. It can take place any time during an individual's career. Coaching is intended to assist individuals to function more effectively, and it is a powerful learning model. It begins where skills-based training ends, and helps individuals to use formally learnt knowledge in day-to-day work and management situations. Individuals being coached are in a demanding situation with their coach, which requires them to consider their own behaviour and question their reasons for doing things.
C
The coach professionally assists the career development of another individual, outside the normal manager/subordinate relationship. In theory, the coaching relationship should provide answers to every problem, but in practice it falls short of this. However, it can provide a space for discussion and feedback on topics such as people management and skills, behaviour patterns, confidence-building and time management. Through coaching, an organisation can meet skills shortages, discuss targets and indicate how employees should deal with challenging situations, all at short notice.
D
Effective coaches are usually those who get satisfaction from the success of others and who give time to the coaching role. Giving people coaching responsibilities can support their development, either by encouraging management potential through small-scale one-to-one assignments, or by providing added job satisfaction to managers who feel they are stuck in their present jobs. A coach is also a confidential adviser, accustomed to developing positive and effective approaches to complex management, organisational and change problems.
這篇文章講的是培訓(xùn)(coaching)的作用。培訓(xùn)對(duì)一個(gè)公司的發(fā)展和員工的成長(zhǎng)都是至關(guān)重要的。文章的內(nèi)容比較泛，但是題目的答案比較明顯。
第一題，教練和員工之間的接觸不能解決工作中的所有困難。答案是C段的這么一句：In theory, the coaching relationship should provide answers to every problem, but in practice it falls short of this.理論上，培訓(xùn)可以提供所有問(wèn)題的答案。但是實(shí)踐中達(dá)不到這樣。Fall short of是關(guān)鍵詞。
第二題，討論某些情況如果再度出現(xiàn)的話怎么樣可以處理的更好。答案是A段的這么一句：analysing how they were managed and how they might be dealt with more effectively on subsequent occasions.分析應(yīng)該如何進(jìn)行處理并且在接下來(lái)的情況下怎樣可以處理的更有效。這里的dealt with more effectively對(duì)應(yīng)于題干中的better handled，on subsequent occasions.也就是occur again。
第三題，教練鼓勵(lì)員工將所學(xué)應(yīng)用到日常的工作中。答案是B段的這么一句：helps individuals to use formally learnt knowledge in day-to-day work and management situations.幫助個(gè)人將學(xué)到的正式知識(shí)用在日常工作和管理情況下。這里的day-to-day work and management situations就是題干中的routine work situations，what has been taught也就是formally learnt knowledge。
第四題，培訓(xùn)為在現(xiàn)有崗位上不高興的個(gè)人提供了新的興趣。答案是D段的這么一句：providing added job satisfaction to managers who feel they are stuck in their present jobs。對(duì)感覺(jué)自己在現(xiàn)有崗位上受困的經(jīng)理們提供附加的工作滿足感。這里的stuck in their present jobs就是題干中的unhappy in their current position，added job satisfaction可以對(duì)應(yīng)于題干中的new interest。
第五題，培訓(xùn)提供了一個(gè)有力的、支持性的討論工作表現(xiàn)的環(huán)境。答案是A段的：It also allows successes and failures to be evaluated in a non-threatening atmosphere.它允許成功和失敗在一個(gè)沒(méi)有威脅的氣氛下被評(píng)估。成功和失敗也就是performance，supportive environment可以對(duì)應(yīng)于non-threatening atmosphere。
第六題，員工被要求分析他們自己并且培養(yǎng)出更強(qiáng)的自知。有必要理解下self-awareness的含義，不能簡(jiǎn)單的從中文理解成自我意識(shí)，看英文解釋：knowledge and understanding of yourself。所以答案是B段的這么一句：requires them to consider their own behaviour and question their reasons for doing things.要求他們考慮自己的行為并且思考這么做的理由。consider their own behaviour可以對(duì)應(yīng)于題干中的analyse themselves，思考這么做的理由也是為了進(jìn)一步增進(jìn)對(duì)自己的認(rèn)識(shí)。
第七題，培訓(xùn)可以使得公司對(duì)某個(gè)領(lǐng)域的技術(shù)缺失迅速做出反應(yīng)。答案是C段的最后一句：indicate how employees should deal with challenging situations, all at short notice.指出員工怎樣處理有挑戰(zhàn)性的情況，在短時(shí)間內(nèi)。At short notice是一接到通知就，短時(shí)間內(nèi)的意思,可以對(duì)應(yīng)這一題的respond rapidly，challenging situations可以指代題干中的a lack of expertise in a certain area.
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