Section 1
109 dòng · 3 người nói · 5 từ vựng
00:00Narrator a number of different recordings, and you will have to answer questions on what you hear.
00:06 There will be time for you to read the instructions and questions,
00:11 and you will have a chance to check your work.
00:14 All the recordings will be played once only.
00:18 The test is in four sections.
00:22 Write all your answers in the listening question booklet.
00:26 At the end of the test, you will be given 10 minutes
00:30 to transfer your answers to an answer sheet.
00:35 Now turn to section one on page two of your question booklet.
00:45 Section 1.
00:47 You will hear a woman phoning to enquire (hỏi) about sailing courses.
00:52 First, you have some time to look at questions 1 to 6 on page 2.
01:28 You will see that there is an example that has been done for you.
01:32 On this occasion only, the conversation relating to this will be played first.
01:41Representative Hello.
01:42Caller Oh, good morning.
01:43 I'm calling on behalf of my 13-year-old son, Jacob.
01:47 He's interested in learning to sail.
01:49Representative Great.
01:50 Well, we have what we call a taster day on the 22nd of June.
01:55Caller I'm not sure he can make it, but we'll see.
02:01Narrator The taster day is on the 22nd of June.
02:06 So 22nd June has been written in the space.
02:11 Now we shall begin.
02:13 You should answer the questions as you listen because you will not hear the recording a second time.
02:20 Listen carefully and answer questions 1 to 6.
02:28Representative Hello.
02:29Caller Oh, good morning.
02:30 I'm calling on behalf of my 13-year-old son, Jacob.
02:34 He's interested in learning to sail.
02:36Representative Great.
02:37 Well, we have what we call a taster day on the 22nd of June.
02:42Caller I'm not sure he can make it, but we'll see.
02:45 Jacob's really interested though.
02:47 So, can you tell me about the courses?
02:50Representative Okay.
02:50 We have two types of courses for children under 16,
02:54 two-day and five-day.
02:56Caller Could you explain the difference?
02:58Representative Well, the two-day one just covers basic techniques in sailing.
03:03 And on this course the kids always sail with the instructor they've been allocated (chỉ định).
03:07Caller Well, that's good to know.
03:08Representative Yeah.
03:09 And the cost is £65.
03:12Caller Oh, I thought it was more than that.
03:14 I heard it was £125.
03:17Representative That's for the five-day course.
03:18Caller Okay.
03:19 I presume that course goes into much more detail.
03:22Representative Yes.
03:23 And from the third day, the kids are given the choice to sail on their own if they want.
03:28 We use the same types of boat,
03:30 but we help them learn more techniques.
03:32 In particular, how to manage the boat in a variety of types of weather.
03:37Caller Hmm, I think Jacob would enjoy that course.
03:40 Do you give them a certificate if they complete the course?
03:43Representative Absolutely.
03:44 We give them out on the final day, which a lot of the kids really like.
03:48Caller Great.
03:49 Could you tell me a bit more about what the children have to bring and so forth?
03:54Representative Well, the most important thing is the clothing.
03:57 It goes without saying that whatever the time of year,
03:59 they should have plenty of warm clothes,
04:02 as it can be quite cool out on the water.
04:05Caller What about footwear?
04:06 Do they have to wear anything special?
04:08Representative The only rule is that they've got to have shoes of some kind.
04:11 They mustn't have bare feet.
04:13Caller Okay.
04:14Representative And we suggest the kids pack an extra pair of trousers.
04:18 You know, waterproof (chống nước) ones.
04:19 They don't have to wear them unless it starts to rain.
04:22Caller Fine.
04:23 So, basically it's just using your common sense.
04:26Representative Yes.
04:27 Oh, and uh, one other thing we do say is that the children mustn't wear jeans
04:32 because they get extremely heavy when they're wet.
04:34Caller Oh, okay.
04:39Narrator Before you hear the rest of the conversation,
04:41 you have some time to look at questions 7 to 10 on page 2.
05:07 Now listen and answer questions 7 to 10.
05:14Caller One thing I forgot to ask is whether it's possible to get a meal anywhere.
05:19Representative I'm afraid not.
05:20 But we do have a shop called the Marina (bến du thuyền) stores where he can get a snack.
05:25Caller Okay.
05:26 And before I forget, when I drop Jacob off, where can I park?
05:30Representative Good question.
05:31 There's spaces near the entrance, but you have to pay for them.
05:35 But there's no charge for the car park just by the bridge.
05:38 Do you know it?
05:39Caller Oh yes, I know where you mean.
05:42Representative Now, we do need you to fill in a registration form (đơn đăng ký).
05:45 You should send that in a couple of weeks before the course starts.
05:49 The form is on the website, but we ask you to print it off and add your signature.
05:53Caller Yes, of course.
05:55 What sort of information do you need?
05:57Representative About your child's swimming ability,
06:00 any special requirements and so on.
06:02Caller Will you need to know who his doctor is?
06:05Representative Yes.
06:06Caller We've just recently changed surgeries, so I'll make a note to get that.
06:10Representative And uh, one more thing.
06:11 There's a separate form on the website, which is optional,
06:15 that asks whether you're willing for photographs to be taken during the course.
06:19Caller Yes, of course, no problem.
06:21Representative Great.
06:22 So, um, I'll send you a...
06:27Narrator That is the end of section one.
06:30 You now have half a minute to check your answers.
Từ vựng · 5 từ
enquirehỏi
allocatedchỉ định
waterproofchống nước
Marinabến du thuyền
registration formđơn đăng ký
SECTION 2
89 dòng · 2 người nói · 15 từ vựng
Section 2
07:03Narrator Now turn to section 2 on page 3.
07:08 Section 2.
07:11 You will hear a manager called Mark Bergen,
07:13 who works for a large retailer (nhà bán lẻ) called Johnson Jones,
07:17 giving a talk at a recruitment fair (hội chợ tuyển dụng).
07:21 First, you have some time to look at questions 11 to 15 on page 3.
08:02 Now listen carefully and answer questions 11 to 15.
08:10Mark Bergen Good morning.
08:11 My name's Mark Bergen.
08:13 I'm a human resources (nhân sự) manager at Johnson Jones,
08:17 and I'm here to tell you about what it's like working for one of the country's best employers.
08:24 The company has 225 department stores (cửa hàng bách hóa)
08:28 and owns a further 150 supermarkets.
08:33 At our latest store opening,
08:35 we had over 9,000 applicants (ứng viên) for 750 posts.
08:42 So, why do so many people want to work for us?
08:47 Well, the first thing that attracts them isn't so much the salary,
08:51 although that is a little above average.
08:54 It's the idea of getting a massive 25% off everything
09:00 from washing machines to designer handbags.
09:04 People are prepared to put in long hours to get those kinds of perks (đặc quyền).
09:09 Johnson Jones has been going strong for nearly 150 years
09:14 and has outlived many of its strongest competitors (đối thủ cạnh tranh).
09:18 Of course, this has something to do with the high-quality products that we sell
09:23 and our motto (phương châm), better for less,
09:26 which means customers know they're getting good value for money.
09:30 But we're not alone in that.
09:33 Where we are different is in our approach to making a profit.
09:37 Other companies think in the short term,
09:40 whereas we always take a more strategic view (quan điểm chiến lược),
09:44 looking three or five years ahead.
09:48 The company isn't owned by a family or shareholders (cổ đông).
09:52 It's a partnership (sự hợp tác),
09:53 which means it's owned by its full-time employees,
09:58 who are all partners and have a share in the company.
10:02 In return for the very generous benefits they get,
10:06 they're expected to put in extra effort and take an active role in running the company.
10:12 This means they're involved in things like making decisions about pension contributions, for example.
10:19 Another very attractive reason for working for us is the annual bonus,
10:23 which we get as a percentage of our salary.
10:27 Last year it was 15%,
10:29 about two months salary, which is pretty standard.
10:33 It can go down to 8%, but that's unusual,
10:37 and a couple of times it's even been above 20%.
10:42 Some people use it to pay off loans,
10:44 others save it for a deposit on a house.
10:48 The most popular benefit for partners are the subsidized (được trợ cấp) holiday centers,
10:52 which are owned by the company.
10:55 Once a year, partners can book in for up to two weeks.
10:59 It's for anyone from cleaners to directors (giám đốc),
11:02 with a minimum of three months' service.
11:05 After six months' service,
11:06 partners are entitled to a further subsidy (trợ cấp) on the cost of their stay.
11:13Narrator Before you hear the rest of the talk,
11:15 you have some time to look at questions 16 to 20 on page 4.
11:53 Let me just give you an idea of what's on offer at the holiday centers.
11:58Mark Bergen The Grange, which is the largest of the holiday centers,
12:02 is used for conferences by the company,
12:05 and the board of directors (giám đốc) always have their annual meeting there.
12:09 It's all very informal, not like a normal conference center (trung tâm hội nghị).
12:13 Meadow House is located in Kent,
12:16 which is famous for its apples and other fruit,
12:19 and it's a large country house.
12:22 What's unusual about it is that,
12:23 unlike other hotels, you have access to the kitchen,
12:28 so it feels more like staying with a friend.
12:31 Coombe Manor is a working farm.
12:34 There are loads of cows and sheep,
12:36 none of which actually end up on our supermarket shelves.
12:41 It's a paradise for kids,
12:43 as there's plenty of space to run wild and also an indoor pool.
12:48 You can choose to stay in cottages or camp by the lake.
12:53 The Barn is where I recently celebrated my 25th wedding anniversary.
12:59 You can rent the whole place out for a large group of up to 40 friends.
13:04 We got all our food delivered from the nearest Johnson Jones supermarket,
13:10 so there was no cooking to be done.
13:12 Perfect.
13:13 All that was missing was the spa,
13:15 which should be opening next year.
13:18 The Stable is often hard to get into because it's so popular.
13:23 That's partly because it's right on the beach with beautiful sea views,
13:28 and only an hour by train from London.
13:31 Ideal for weekends.
13:33 The company sailing club is located there,
13:36 which was started by the company's founder in 1885.
13:41 So, I'm sure you'll all agree that there really is...
13:47Narrator That is the end of Section 2.
13:50 You now have half a minute to check your answers.
Từ vựng · 15 từ
retailernhà bán lẻ
recruitment fairhội chợ tuyển dụng
human resourcesnhân sự
department storescửa hàng bách hóa
applicantsứng viên
perksđặc quyền
competitorsđối thủ cạnh tranh
mottophương châm
strategic viewquan điểm chiến lược
shareholderscổ đông
partnershipsự hợp tác
subsidizedđược trợ cấp
directorsgiám đốc
subsidytrợ cấp
conference centertrung tâm hội nghị
Section 3
92 dòng · 4 người nói · 12 từ vựng
14:23Narrator Now turn to Section 3 on page 5.
14:48 Now listen carefully and answer questions 21 to 26.
14:55Tutor Right.
14:56 Now, you wanted to organize a formal discussion (cuộc thảo luận chính thức) of some sort in the class.
15:00 Is that right, Daniel?
15:01Daniel Yes.
15:02 We thought it would be really good to end our psychology course with a formal debate (cuộc tranh luận chính thức).
15:07 You know, where there's a statement and people argue for or against it.
15:12Tutor Good idea.
15:13 Where did the enthusiasm (sự nhiệt tình) come from?
15:15 Have either of you organized debates before?
15:18 Fiona?
15:19Fiona No, but one of my friends did in his last year at secondary school (trường trung học cơ sở),
15:24 and he says he got a lot out of doing it.
15:27 And I know they have debates in lots of other departments here at the university.
15:32Tutor I see.
15:33 So what do you think the students, you and the others, would get out of this?
15:38Fiona Well, a debate (cuộc tranh luận) will encourage people to study all sides of the subject matter,
15:43 and I also think listening to other people's ideas can have a focusing effect on your own.
15:49 Sometimes you kind of don't know what you truly believe until you hear something you disagree with.
15:56Tutor Okay.
15:56 What about the topic for the debate (cuộc tranh luận)?
15:58Daniel We've got three to choose from.
16:01 We'll show you in a minute to check they're okay.
16:04 At first, we thought we'd ask the other students to suggest something,
16:08 but we were afraid we'd get 30 different topics.
16:11 So, instead, we brainstormed (động não) some, just the two of us.
16:15 Then made a short list, and we'll get them to vote for the one they like best.
16:18Tutor Right.
16:19Daniel But the thing is, if people don't know how debates work,
16:22 they could feel at a disadvantage (bất lợi).
16:24 I mean, it wouldn't affect their grades or anything, but it could put them off.
16:28Fiona So we thought we should have a meeting beforehand
16:31 to make sure everyone's clear about what's involved in a debate (cuộc tranh luận)
16:35 and how to prepare for it.
16:37Tutor I think that's a good idea.
16:39Fiona And we thought we could establish (thiết lập) some key points of a successful debate (cuộc tranh luận) there.
16:44 Like that debates are effective methods for considering an issue
16:48 and that you need to understand both sides of an argument in order to support one side effectively.
16:54Tutor Mmm.
16:55Daniel We think it'll be best if we can use an issue that the students already have strong opinions about.
17:01 Then some people will be happy to speak in support of it, and others to oppose it.
17:05Tutor Right.
17:07 What else do you want to do at the meeting?
17:09Daniel Well, we've got to think about how people will do the background research for the debate (cuộc tranh luận).
17:14 We could organize everyone into two teams.
17:17 That should save time for the main speakers.
17:19 They won't have to do it on their own.
17:22 And we'll need to decide on some rules,
17:24 like how long each person speaks for.
17:27 And to select a chair for the debate (chủ tọa cuộc tranh luận), someone who's really confident.
17:31Tutor Fine.
17:32 Now, I think you should have some sort of follow-up to the debate (cuộc tranh luận).
17:36 After it's over, I'd like you to get everyone to write a short essay,
17:40 focusing on what they gained from participating in it,
17:44 and in turn, that can feed into the work we've been doing on learning and motivation.
17:49Fiona But would you be willing to read them and report back?
17:52 I mean, give some feedback on them?
17:55Tutor I wouldn't have made the suggestion if I wasn't.
17:57Fiona Thanks.
18:01Narrator Before you hear the rest of the discussion,
18:04 you have some time to look at questions 27 to 30.
18:35Tutor Okay.
18:35 Now let's think a bit more about the meeting.
18:38 You need to decide exactly how you'll introduce the students to different features of a debate (cuộc tranh luận).
18:44Daniel Well, first of all, we need to inform everyone about what actually happens at a debate (cuộc tranh luận),
18:49 the procedures and so on.
18:51 We could talk about that and write the main information on the board.
18:55Fiona Or instead of that, we could make a summary of the main stages and hand that out.
19:01Daniel Then talk it through.
19:02 Yes, okay, that's better.
19:04Tutor Mmm.
19:05Fiona Okay.
19:06 But we do need to talk about body language (ngôn ngữ cơ thể) as well.
19:09Tutor Yes, that's a very important tool.
19:11 I've got an interesting article on that with some good diagrams of techniques for things like eye contact (giao tiếp bằng mắt).
19:18 I'll make some copies for you to give out.
19:20Daniel Great.
19:21 Then we need to think about where people will find the information on the debate (cuộc tranh luận) topic.
19:26 So they'll need to know where to look for the information.
19:29 We could compile (biên soạn) a list of sources,
19:31 textbooks and articles and so on.
19:33Fiona We could, but couldn't people offer their own suggestions and advice on that at the meeting instead?
19:39Tutor Yes, get everyone involved.
19:41Daniel Right.
19:42Fiona What about preparation for asking and answering questions?
19:46 We could try to demonstrate that, but I'm not sure how.
19:51Daniel Maybe we could put up a list of points on the board, then discuss them.
19:55Fiona Yes, that sounds better.
19:57 Thanks.
19:58Tutor Okay.
19:59 Well, let's meet up again...
Từ vựng · 12 từ
formal discussioncuộc thảo luận chính thức
formal debatecuộc tranh luận chính thức
enthusiasmsự nhiệt tình
secondary schooltrường trung học cơ sở
debatecuộc tranh luận
brainstormedđộng não
disadvantagebất lợi
establishthiết lập
chair for the debatechủ tọa cuộc tranh luận
body languagengôn ngữ cơ thể
eye contactgiao tiếp bằng mắt
compilebiên soạn
Section 4
86 dòng · 2 người nói · 28 từ vựng
21:40Narrator Section 4.
21:42 You will hear part of a lecture to business management students
21:46 about what managers should do when their organization faces a crisis (khủng hoảng).
21:52 First, you have some time to look at questions 31 to 40 on page 7.
22:56Lecturer Today, I want to talk about how organizations can respond to a crisis (khủng hoảng),
23:01 which happens when a serious problem occurs suddenly (đột ngột)
23:06 and must be dealt with quickly.
23:08 I will talk about a theory that tells crisis (khủng hoảng) managers
23:12 how to communicate in different kinds of crises.
23:17 Some people ask why we need theory in crisis (khủng hoảng) communication.
23:22 Isn't logic (lôgic) the answer?
23:26 Yes, it is sometimes.
23:28 But organizations (tổ chức) often handle crisis (khủng hoảng) communication badly.
23:34 What we find is that in reality,
23:36 much of the advice that organizations (tổ chức) receive on how to respond to a crisis (khủng hoảng)
23:43 is just a guess.
23:45 Theory and research allow us to take those suggestions and test them.
23:51 Then, managers can be given advice based on actual evidence of what works
23:58 and what doesn't.
24:00 The crisis (khủng hoảng) theory has categorized three general types of crises.
24:07 One type is a crisis (khủng hoảng) where the organization (tổ chức) is a victim (nạn nhân)
24:12 and has very little responsibility (trách nhiệm).
24:15 For example, this kind of crisis (khủng hoảng) could be caused by a rumor (tin đồn).
24:21 The second kind is accidental (ngẫu nhiên).
24:25 There isn't much responsibility (trách nhiệm)
24:27 because there are other outside factors that contributed (đóng góp) to it.
24:32 And the third one, and the most difficult to actually manage,
24:37 is a preventable (có thể ngăn ngừa) crisis (khủng hoảng).
24:40 In this kind of crisis (khủng hoảng),
24:42 those affected (bị ảnh hưởng) believe strongly that a mistake was made within the organization (tổ chức).
24:49 The type of crisis (khủng hoảng) is important
24:51 because the more people think the organization (tổ chức) is responsible for the crisis (khủng hoảng),
24:57 the angrier they become at the organization (tổ chức).
25:01 The theory begins by suggesting a two-part basic response
25:06 that can be used in all kinds of crisis (khủng hoảng).
25:10 The first part is to provide information to those affected (bị ảnh hưởng)
25:15 so that they can protect themselves from further harm.
25:20 Many crises pose a risk to people.
25:23 For example, if there is a chemical release,
25:27 people might have to evacuate an area.
25:30 Or if there's a product which could be harmful,
25:33 people need to be told about it
25:35 so they don't buy it,
25:37 or so if they have bought it, they can return it.
25:42 The second part of the basic response is to communicate the action the organization (tổ chức) is planning
25:49 in order to prevent another crisis (khủng hoảng).
25:52 This is important because those affected (bị ảnh hưởng) by a crisis (khủng hoảng)
25:56 are often concerned that it is going to happen again.
26:05 Beyond this, crisis (khủng hoảng) managers also have other tools to shape how people think about the crisis (khủng hoảng).
26:14 Crisis managers can use several strategies to do this.
26:18 One strategy is to diminish (giảm bớt) the crisis (khủng hoảng).
26:22 If crisis (khủng hoảng) managers have proof which is convincing (thuyết phục),
26:26 they can argue that a crisis (khủng hoảng) is not as bad as people think.
26:32 If they can argue this successfully,
26:34 the harmful effects (tác động có hại) are reduced.
26:38 Another way to shape thinking is to give excuses which emphasize a lack of intent (thiếu chủ ý).
26:45 Therefore, people will see the crisis (khủng hoảng) as an accident.
26:50 This is important because an accidental (ngẫu nhiên) crisis (khủng hoảng)
26:54 is much easier to manage than an intentional (cố ý) crisis (khủng hoảng).
26:59 Crisis managers can also protect the organization's (của tổ chức) reputation (danh tiếng)
27:05 when there is a major crisis (khủng hoảng).
27:08 Their first goal is to reduce the negative opinions generated (tạo ra) by the crisis (khủng hoảng).
27:15 This can be done by presenting new positive facts and figures about the organization (tổ chức),
27:21 or by reminding people of past good works (những việc tốt trong quá khứ) done by the organization (tổ chức).
27:28 Rebuild strategies (chiến lược xây dựng lại) are useful for preventable (có thể ngăn ngừa) crises
27:32 or when there has been a series of accidental (ngẫu nhiên) crises,
27:36 as these crises present a severe threat (mối đe dọa nghiêm trọng)
27:39 to the perceived reliability (sự đáng tin cậy được cảm nhận) of the organization (tổ chức).
27:45 For example, a crisis (khủng hoảng) where the organization (tổ chức) is clearly at fault (có lỗi)
27:50 or broke a law can be very damaging
27:54 and can result in loss of business.
27:57 Rebuild strategies (chiến lược xây dựng lại) can also be used to reduce the impact of the crisis (khủng hoảng).
28:04 To do this, crisis (khủng hoảng) managers say and do things
28:08 to benefit those affected (bị ảnh hưởng) by the crisis (khủng hoảng).
28:13 The reputation (danh tiếng) of the organization (tổ chức) can also be protected in practical ways.
28:19 The problem can sometimes be addressed by offering an apology to those affected (bị ảnh hưởng) by the crisis (khủng hoảng).
28:27 This may be sufficient action when the problem is relatively minor (nhỏ).
28:33 However, if the crisis (khủng hoảng) is very severe,
28:37 the most common strategy is to offer compensation (bồi thường) to those affected (bị ảnh hưởng).
28:43 So, to summarize,
28:45 crisis (khủng hoảng) communication theory is interesting to managers
28:50 as it gives positive guidance (hướng dẫn tích cực) on how to respond.
28:55 It can help them figure out which strategy...
29:01Narrator That is the end of Section 4.
29:04 You now have half a minute to check your answers.
--- End of Transcript ---
Từ vựng · 28 từ
crisiskhủng hoảng
suddenlyđột ngột
logiclôgic
organizationstổ chức
organizationtổ chức
victimnạn nhân
responsibilitytrách nhiệm
rumortin đồn
accidentalngẫu nhiên
contributedđóng góp
preventablecó thể ngăn ngừa
affectedbị ảnh hưởng
diminishgiảm bớt
convincingthuyết phục
harmful effectstác động có hại
lack of intentthiếu chủ ý
intentionalcố ý
organization'scủa tổ chức
reputationdanh tiếng
generatedtạo ra
past good worksnhững việc tốt trong quá khứ
Rebuild strategieschiến lược xây dựng lại
severe threatmối đe dọa nghiêm trọng
perceived reliabilitysự đáng tin cậy được cảm nhận
at faultcó lỗi
minornhỏ
compensationbồi thường
positive guidancehướng dẫn tích cực