商务英语中级考试总结7篇。
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商务英语中级考试总结(篇1)
市场是指为了买和卖某些商品而与其他厂商和个人相联系的一群厂商和个人。
市场需求曲线表示在整个市场中产品的价格和它的需求量之间的关系。
市场周期是指一种商品的供给量保持不变的一段时期。
四种一般的市场类型是完全竞争、垄断、垄断竞争和寡头垄断。一个市场的结构依赖于买者和卖者的数量以及产品差别的大小。
市场供给表表示在各种价格下一种商品所能够供给的数量。
加成定价是指，为了确定一种产品的价格而把一个百分比(或绝对的)数量加到所估计的产品平均(或边际的)成本上，这就意味着该数量要计入某些无法化归任何具体产品中去的成本，并且旨在维持厂商的某一投资回报率。
最大最小策略是指局中人使得能够获得的最小收益最大化的策略。
微观经济学是经济学的一部分，它分析像消费者、厂商和资源所有者这些个体的经济行为(宏观经济学与之相反，它分析像国内总产品这样的经济总体行为)。
9、工厂的最小有效规模(Minimum efficient size of plant)
在长期中平均成本处于或接近其最小值的最小的工厂规模。
模型是指以对现实进行简化和抽象的假设为基础的理论，根据它可以引申出对现实世界的预测或结论。
货币收入是指用每个时期的实际美元数量度量的消费者的收入。
12、垄断竞争(Monopolisticcompetition)
垄断竞争是指这样一种市场结构，在该市场中有很多有差别产品的卖者，进入很容易并且厂商之间没有勾结行为。
垄断是指一种产品只有一个卖者的市场结构。公共事业通常就是这样的情形。
买方垄断是指一种产品只有一个买者的市场结构。雇用一个工业城镇的全部劳动力的厂商就是一个例子。
道德风险是指，在购买了保险之后一个人或厂商的行为发生变化以致增加了保险公司承担的盗窃、火灾和其他损失发生的概率。
跨国公司是指在其他国家投资并且在国外生产和销售产品的厂商。
多厂垄断是指拥有和经营不止一个工厂并且要决定每个工厂产量的一个厂商。
多产品厂商是指生产不止一种产品的厂商。例如，杜邦公司生产化工、石油等方面的种类繁多的产品。
共同基金是把大量投资者和雇员的钱集中在一起，从而购买各个厂商的股票。
纳什均衡是指博弈论中的一种均衡，如果给出每个其他局中人的策略，在此均衡下，所有局中人都没有理由改变他自己的策略。
商务英语中级考试总结(篇2)
一项全球污染研究昨日发现，中国、印度和俄罗斯名列全球污染严重地区之首。
China, India and Russia top the list of the world’s most polluted places, a study of global pollution yesterday found.
在全球十大污染严重的地区中，上述三个国家各占两个，而另外四个地区分别位于秘鲁、乌克兰、赞比亚和阿塞拜疆。
The three countries are each home to two of the world’s top 10 polluted sites, while the others are in Peru, Ukraine, Zambia and Azerbaijan.
临汾和天津分别因空气质量糟糕和金属工业，成为中国污染严重的城市。Sukinda和Vapi由于采矿业和一般工业，名列印度污染严重地区榜首。金属冶炼中心诺里尔斯克和武器制造基地捷尔任斯克，是俄罗斯污染严重的地区。
Linfen and Tianjin are the worst polluted places in China because of poor air quality and the metal industry respectively. Sukinda and Vapi are the worst in India, the former because of mining and the latter from general industry. Norilsk, where metals are extracted, and Dzerzhinsk, home to weapons manufacture, are Russia’s most polluted locations.
铁匠研究所(Blacksmith Institute)发布了有关全球30个污染严重地区的报告。该组织表示，不太可能将十大污染地区进行排序，因为每个地区的污染形式不同，而且在其地理和人口方面也存在很大差别。
The Blacksmith Institute, which produced the report on the “dirty 30” most polluted places on the planet, said it was not possible to rank the top 10 in order because of the different forms of pollution in each place and because they differed widely in their geography and population.
铁匠研究所全球业务主管大卫?汉拉汉(David Hanrahan)表示：“这30个污染城市都对人类健康造成很大毒害。”
“All sites in the dirty 30 are very toxic and dangerous to human health,” said David Hanrahan, director of global operations at Blacksmith.
该研究所所长理查德?富勒(Richard Fuller)称：“事实上，这些污染地区的儿童正罹患疾病，(有些人)生命垂危，而目前还没有解决这些问题的先进科学。”
Richard Fuller, director of the institute, said: “The fact of the matter is that children are sick and dying in these polluted places and it’s not rocket science to fix them.”
报告发现，在30个污染严重地区中，采矿业是污染主要的原因，而金属冶炼、石化及其它工业也是污染的原因。
Mining was found to be the most frequent cause of pollution in the dirty 30 but metals extraction, petrochemicals and other industries were also to blame.
空气污染严重地区分别是中国的临汾、兰州和乌鲁木齐，俄罗斯的马格尼托哥尔斯克，以及墨西哥城。
The worst places for air pollution were Linfen, Lanzhou and Urumqi in China, Magnitogorsk in Russia and Mexico City.
肯尼亚的丹罗拉垃圾场也榜上有名，成为城市垃圾污染严重的地区。
The Dandora dump in Kenya made it on to the list for being the worst site polluted by urban waste.
乌克兰切尔诺贝利的核污染残留物使该地区进入十大污染城市之列，吉尔吉斯斯坦的梅鲁苏地区也因其核场所而上榜。
Chernobyl’s legacy of nuclear contamination put the region in the top 10, and Mailuu-Suu in Kyrgyzstan was also judged one of the worst polluted for its nuclear site
商务英语中级考试总结(篇3)
1.SHEER GENIUS - OR A WASTE OF TIME?
Encourage your original thinkers and live with their strange habits, says Alan Worthin
If one of your research staff announced that he had worked out a way to propel a vehicle on a cushion of air, would you tell him to concentrate on something practical, or suggest taking it further? If a member of your development team asked if she could come in late because she had her best ideas at 3 am would you insist that she is in the office at 9 am like everyone else?
Current business wisdom is that companies need creative, innovative people to beat competitors. The reality is that companies have always needed new ideas to survive and progress, but in the past they weren't particularly good at encouraging the people who produced them.
Original thinkers don't always fit easily into the framework of an organisation. However, the advice from managing director, John Serrano is, 'Get rid of the dull people and encourage the unusual ones'. Essentially, he believes that companies need to learn how to manage their original thinkers in order to ensure that the business profits from their contribution. He also says, 'Original thinkers often find it difficult to drive change within the organisation, so they resign, feeling angry and disappointed. It is essential to avoid this.'
'You can't recognise original thinkers by the way they look,' says Ian Freeman. An apparently ordinary exterior can conceal a very creative thinker.' His consultancy, IBT Personnel, has devised a structured way to identify original thinkers. 'We define employees as champions, free-wheelers, bystanders and weak links, and most original thinkers come into the category of free-wheelers. They may miss deadlines if they become involved in something more interesting. They are passionate and highly motivated but have li ttle or no understanding of business directions and systems.'
Headhunter George Solomon also thinks original thinkers have their disadvantages. 'They may have a bad influence within an organisation, especially given the current management trend for working in teams. The original thinkers themselves may be unaware of any problem, but having them around can be disruptive to colleagues. who have to be allowed to point out when they are being driven crazy by the original thinkers' behaviour.' Yet, in his opinion, the 'dream team' in any creative organisation consists of a balanced mixture of original thinkers and more practical, realistic people.
So, having identified your original thinkers, how do you handle them? One well-known computer games company has a very inventive approach. 'We encourage our games designers by creating an informal working environment,' says director Lorna Marsh. 'A company cannot punish risk-takers if it wants to encourage creativity. Management has to provide support, coaching and advice - and take the risk that new ideas may not work. Our people have flexible working hours and often make no clear distinction between their jobs and their home lives.'
Original thinkers may fit into the culture of 21st century organisations, but more traditional organisations may have to change their approach. Business psychologist Jean Row believes that the first step is to check that original thinkers are worth the effort. 'Are the benefits they bring worth the confusion they cause? If so, give them what they want, allow plenty of space, but set clear limits. Give them extremely demanding targets. If they fail to meet them, then the game is up. But if they succeed, your organisation stands only to gain.'
13 It is important for a company to encourage original thinkers because
A this allows it to promote innovative products.
B this enables it to stay ahead of its rivals.
C they are very flexible about their working hours.
D their talents are ideally suited to the market.
14 John Serrano thinks that original thinkers should be
A helped to develop better people management skills.
B asked to manage change within the organisation.
C supported so they can perform well for the company.
D encouraged to follow company procedures.
15 What does Ian Freeman say about original thinkers?
A They are unenthusiastic and poorly motivated.
B Their work standards are impossibly high.
C Their abilities are hard to recognise.
D They lack awareness of commercial processes.
16 What problems can be observed when there are original thinkers in the workforce?
A They may have a negative effect on other workers.
B They dislike the concept of teamwork.
C They rush tasks through to completion.
D They cannot work with less creative colleagues.
17 In what way is the games company's approach to original thinkers special?
A It allows them to work from home whenever they wish.
B It uses different forms of disciplinary action for them.
C It promotes a relaxed atmosphere in the workplace.
D It encourages them to reduce the risks that they take.
18 A traditional organisation wishing to employ original thinkers needs to
A provide them with projects they are interested in.
B assess whether their contribution makes up for any problems.
C have a flexible approach if goals are not always achieved.
D be prepared to handle any negative feedback from colleagues.
《Sheer genius—or a waste of time》，纯粹是天才，还是浪费时间?文章讲的是公司里的那些有创意的人(original thinkers)，他们对于公司的存在到底有什么价值，公司又该怎么利用他们?
13题，问对于公司来讲鼓励有创意的人很重要的原因是什么。答案是第二段的第一句，非常明显：Current business wisdom is that companies need creative, innovative people to beat competitors。现如今的商业智慧是公司需要有创造性的、创新型的人才来打败对手。也就是B选项说的：让他们能够超越对手。
14题，问John认为有创意的人应该怎么样。答案是第三段：He believes that companies need to learn how to manage their original thinkers in order to ensure that the business profits from their contribution公司应该学会怎样管理有创意的人，从而确保公司能够从他们的贡献中盈利。也就是应该努力使那些有创意的人的才华能够造福公司。选C：他们应该得到支持，从而为公司做的好。其他几个选项根本没有说到点子上，一看就可以pass掉。
15题，Ian关于有创意的人是怎么说的。答案是第四段的最后一句：他们有激情有动力但是却对商业方向和系统一无所知。选D：缺乏对商业过程的了解。Business direction and systems可以和commercial processes相对应。
16题，问当工作场所出现了有创意的人，会发生什么问题。答案是第五段的这么一句：The original thinkers themselves may be unaware of any problem, but having them around can be disruptive to colleagues。他们自己可能没有意识到，但是有这样的人在身边会对同事们造成麻烦。disruptive是disturbing的意思。
17题，问游戏公司对待有创意的人的方式特别在什么地方。答案是第六段，看公司总监的原话：We encourage our games designers by creating an informal working environment。创造一种非正式的工作环境，也就是C选项说的relaxed atmosphere。这题可能会有人误选A，那是错误的理解了最后一句。最后一句说工作和家庭生活没有明显的区别，是说工作时间是弹性的，不代表同意他们随时随意在家里工作。
18题，问传统的机构如果想要雇佣有创意的人需要什么。答案是最后一段的这么一句话：the first step is to check that original thinkers are worth the effort.。第一步是检测这些有创意的人是否值得所作的这些努力。后面紧接着问了，他们带来的好处是否值得他们造成的混乱?所以答案是B：评估他们的贡献能否弥补任何问题。
4.Setting up an appraisal scheme
Appraisals can be a wonderful opportunity for your staff to focus on their jobs and make plans to develop their unused potential. (0) ..........So, if you have decided that an appraisal scheme should be set up in your company, you need to establish some formal procedures and make some decisions before you begin. Even if your company already has a scheme, you need to consider what you want to achieve and how you are going to do this.
First of all, you need to decide on your key objectives and the real purpose of your scheme.(8).............A scheme should never be introduced at a time of redundancies, or simply for profit or competitive edge, because this will create fear and alienate staff. The next step is to decide how the scheme can most successfully be managed. It is essential that all senior staff are committed to the process and willing to make a positive contribution.
The person given responsibility for designing the scheme and the appraisal forms needs to have knowledge of all roles within the organisation. He or she must also be aware of employees' potential needs. (9).............It should be someone who is trusted and whom staff will turn to if they are concerned about their appointed appraiser or the appraisal interview. The design of the scheme should indicate who will be appraising whom. This needs great tact and sensitivity. First, remember that no manager can effectively appraise more than seven or eight people. It is equally important to remember that, if significant numbers of staff are appraised by someone they dislike, or by a person whose values they do not share, the success of your scheme may be threatened.(10) ............. So bear this in mind from the beginning and, if necessary, establish an appeals procedure.
Having decided on your policy and who will appraise which members of staff, you need to communicate this in the simplest possible way. Avoid lengthy documents - few people will read them. (11).............Most organisations choose a person's line manager to be the appraiser. This can be seen as an opportunity or a threat, so be ready to consider alternatives if necessary.
Once you have established the appraisal process, make sure that appraisal interviews take place at a convenient time, and ideally on neutral ground. It should be borne in mind that some appraisals may involve the disclosure of confidential information. (12) .............These will show the decisions that were taken during the interview and will also indicate any new performance targets that have been agreed.
A It is important to select a manager who can deal effectively with any suspicions staff may have about appraisals.
B Such a measure can also reduce insecurity and unite staff in recognising the positive elements of appraisal.
C Having even one staff member in such a position may affect how others respond to the process.
D Ideally, this should be to provide a supportive framework that aids staff development.
E Simply make sure that staff know who will appraise them and why, and what form the interview will take.
F It is therefore important to decide who will have access to written records of the appraisal.
G They can also be a means of getting the best out of staff, both as individuals, and as team members.
《Setting up an appraisal scheme》，制定评估计划。
第八题，前面说做评估最重要的是决定关键的目标，以及计划的真正目的。那么接着应该说的就是这个计划的目的是什么。符合这一条件的是D：理想的说，这是为了提供一个帮助员工发展的支持性框架。
第九题，这一段是讲选人的重要。空格前面说要挑选一个了解各个员工潜在需求的人，后面说这个人要能被大家信任，这样当员工有什么疑问时才会转向他。从上下文看，第九空仍然是和选人有关。A最符合这个特点，有两个关键地方。select a manager和deal with any suspicions，分别可以和上下文对应。Select a manager可以对应于前面的 the person given responsibility，deal with any suspicions可以对应于后文的staff will turn to if they are concerned.
第十题，前面说让员工被自己不喜欢的或者是价值观不认同的人来评估的话，评估计划的成功会打折扣。所以这个第十空的讲的还是关于选人的。C可以填在这里，C选项的in such a position是个暗示：让即使只有一个员工处在这样的位置上都会影响他人的反应。意思是不能让一个被大家不喜欢的人处在评估人的位置上。
第十一题，这段讲评估的形式要尽可能的简单，避免冗长的文件。能接上的是E：只需要让员工知道谁来评估，为什么评估，以及评估的形式就行了。没有必要弄那些复杂的没人愿意读的文件。
第十二题，前面说评估可能会涉及到一些机密信息的披露。后面说这些会展现一些访谈的决定。关键要理解空格后面的these代表什么。能够show the decisions that were taken during the interview，一般是文字材料。空格12应该填入F，written records是个关键暗示：因此决定谁来接触这些文字材料是很重要的。
商务英语中级考试总结(篇4)
自由资源是指特别富裕以致在零价格就可以获得的资源。
2、一般均衡分析(General equilibrium analysis)
一般均衡分析是指(与局部均衡分析相反)把各种市场和价格的相互作用都考虑进去的分析。
吉芬反论是指商品的需求量与价格成正向关系这样一种状况。当劣质商品价格的替代效应并不足以抵消收人效应时就会发生这样的情况。
使用企业所有者拥有的资源(诸如他的时间与资本)的选择成本就是隐成本。
5、收入补偿的需求曲线(Income-compensated demand curve)
收入补偿的需求曲线表示，当消费者的收入调整到不论价格如何都可以购买最初的市场篮子，这时在每一种价格下消费者所需求的商品的数量有多少。
6、收入--消费曲线(Income-consumption curve)
收入一消费曲线是把代表与全部可能的消费者货币收入相应的均衡市场篮子的点连接而成的一条曲线。这种曲线可以用于推导恩格尔曲线。
收入效应是指，所有价格不变时完全由于消费者满足水平的变化所引起的商品X的需求量的改变。
8、需求的收入弹性(income elasticity of demand)
需求的收入弹性是指，当价格保持不变时消费者收入发生1%的变化时，所引起的需求数量变化的百分比。
9、成本递增的产业(Increasing-cost industry)
成本递增的行业是指具有向上倾斜的长期供给曲线的行业，它的扩大会引起投入品价格的上升。
10、规模收益递增(increasing returns to scale)
如果所有投入品的数量都以相同的百分数增加，并导致产量增加的百分数大于该百分数，就是规模收益递增的。
无差异曲线表示对消费者没有区别的市场篮子的点的轨迹。
劣质商品是指其收入效应使得实际收人增加导致需求量减少的商品。
当一项发明第一次使用时，我们称之为创新。
生产过程中所使用的任何资源都是投入品。
如果他借出1美元一年，一年后借出者收到的贴水为利率。如果利率为r，他一年后将收到(1+r)美元。
中间品是指用于生产其他商品和服务的产品。
17、内部收益率(Internal rate of return)
内部收益率是使一项投资项目的净现金流的现值等于项目投资支出的利率。
投资是指创造新资产的过程。
19、投资需求曲线(Investment demand curve)
投资需求曲线表示投资的总数量与额外1美元投资的收益率之间的关系。
等成本曲线表示一个固定的总支出所能得到的各种投入品组合。
商务英语中级考试总结(篇5)
等利润曲线表示能够产生某一利润水平的所有投入品组合。
等产量曲线表示能够产生某一产量的所有可能的(有效率的)投入品组合.
等收益线表示能够产生相同总收益的两种商品产量的全部组合。
折弯的需求曲线是垄断厂商面对的在现行的价格下有一个折点的需求曲线，需求在价格上升时要比价格下降时更富有弹性。
劳动是指生产商品和服务的过程中所使用的人们的努力、体力和脑力。
土地是指用于生产的、包括矿产和土地在内的自然资源。
7、边际收益递减律(Law of diminishing marginalreturns)
根据这一法则，如果不断添加相同增量的一种投入品(且若其他投入品保持不变)，这样所导致的产品增量在超过某一点后将会下降，也就是说，边际产品将会减少。
边际效用递减律(Law of diminishing marginal utility)
根据这一法则，当一个人消费越来越多的某种商品时(其他商品的消费保持不变)，商品的边际效用最终会趋于下降。
勒纳指数度量一个厂商所拥有的垄断势力的大小，它等于(P-MC)/P，此处P是厂商的价格，MC是边际成本。
学习曲线表示一种商品的平均成本与生产者的累积总产量之间的关系。
限制性定价是指为了阻止其他厂商进人而采取的一种定价。限制性价格是一种使得进入者失望或阻止它们进入的价格。
长期是指所有投入品都是可变的时间期限。在长期中厂商可以全部改变它所使用的资源。
边际成本是指由于增加最后一单位产量导致的总成本的增加。
13、边际成本定价(Marginal cost pricing)
边际成本定价是指这样一种定价规则，厂商或国有企业使得价格等于边际成本。
14、边际支出曲线(Marginal expenditurecurve)
边际支出曲线表示厂商增加1单位投人品X所引起的成本的增加。
边际产品是指由于增加最后一单位某种投入品(其他投入品的数量保持不变)所带来的总产量的增加。
16、边际产品转换率(Marginal rate of product transformation)
边际产品转换率是指生产可能性曲线斜率的负数。
17、边际替代率(Marginal rate of substitution)
边际替代率是指如果消费者在收到额外一单位商品X之后要保持满足水平不变而必须放弃的商品Y的数量。
边际收益是指出售额外一单位产品所带来的总收益的增加。
19、边际收益产品(Marginal revenue product)
边际收益产品是指由于使用额外一单位投入品X所带来的总收益的增加。它等于投入X的边际产品乘以厂商的边际收益。
边际效用是指(当所有其他的商品的消费水平保持不变时)从额外一单位商品中所获得额外满足(即效用)。
商务英语中级考试总结(篇6)
勾结是指一个厂商和同业内其他的厂商签订有关价格、产量和其他事宜的协议。
如果与生产其他商品的成本相比，一个国家生产的某种产品的成本比另一个国家低，那么，该国就在这种商品的生产上与另一个国家相比具有比较优势。
如果X和Y是互补品，X的需求量就与Y的价格成反向变化。
4、成本不变行业(Constant-cost industry)
成本不变的行业是指具有水平的长期供给曲线的行业，它的扩大并不会引起投入品价格的上升或下降。
5、规模收益不变(Constant returns to scale)
如果所有投入品的数量都以相同的百分数增加，并导致产量也以相同的百分数增加，就是规模收益不变的。
消费者剩余是指消费者愿意为某种商品或服务所支付的最大数量与他实际支付的数量之差。
可竞争市场是指那种进入完全自由以及退出没有成本的市场。可竞争市场的本质在于它们很容易受到打了就跑的进入者的伤害。
契约曲线是(在消费者之间进行交换时)两个消费者的边际替代率相等的点的轨迹，或者(在生产者之间进行交换时)两个生产者的边际技术替代率相等的点的轨迹。
角点解是指这样一种情形，预算线在位于坐标轴上的点处达到最高的可获得的无差异曲线。(在生产者理论中也会发生类似的情况。)
10、需求的交叉弹性(Cross elasticityof demand)
需求的交叉弹性是指商品Y的价格发生1%的变化时所引起的商品X的需求量变化的百分比。
11、垄断的无谓损失(Deadweightloss of monopoly)
如果一个完全竞争的市场转变为一个垄断的市场，这种转变所带来的总剩余的减少就是无谓损失。
12、买方垄断的无谓损失(Deadweight loss of monopsony)
如果一个完全竞争的市场转变成一个买方垄断的市场，这种转变所带来的总剩余的减少即为无谓损失。
13、成本递减行业(Decreasing-cost industry)
成本递减行业是指具有向下倾斜的长期供给曲线的行业，它的扩大会引起平均成本下降。
14、规模收益递减( Decreasing return to scale)
如果所有投入品的数量都以相同的百分数增加，并导致产量增加的百分数小于该百分数，就是规模收益递减的。
需求曲线表示在每一价格下所需求的商品数量。
16、可贷资金的需求曲线(Demand curve of loanable funds)
可贷资金的需求曲线表示可贷资金的需求量与利率二者之间的关系。
当利率用于计算投资的净现值时，它被称为贴现率。
可以通过多样化来避免的风险是可分散风险。
在寡头垄断的行业中，主导厂商是一个制定价格的大型厂商，它允许该行业中的小厂商在此价格下销售它们想出售的全部数量的商品。
不论其他局中人采取什么策略，优势策略对一个局中人而言都是最好的策略。
商务英语中级考试总结(篇7)
如果一个国家用一单位资源生产的某种产品比另一个国家多，那么，这个国家在这种产品的生产上与另一国相比就具有绝对优势。
在此状况下，保险公司发现它们的客户中有太大的一部分来自高风险群体。
如果以最好的另一种方式使用的某种资源，它所能生产的价值就是选择成本，也可以称之为机会成本。
4、需求的弧弹性( Arc elasticityof demand)
如果P1和Q1分别是价格和需求量的初始值，P2 和Q2 为第二组值，那么，弧弹性就等于
在某些市场中，每个参与者拥有的信息并不相同。例如，在旧车市场上，有关旧车质量的信息，卖者通常要比潜在的买者知道得多。
平均成本是总成本除以产量。也称为平均总成本。
平均固定成本是总固定成本除以产量。
平均产品是总产量除以投入品的数量。
平均可变成本是总可变成本除以产量。
β度量的是与投资相联的不可分散的风险。对于一种股票而言，它表示所有现行股票的收益发生变化时，一种股票的收益会如何敏感地变化。
债券收益是债券所获得的利率。
收支平衡图表示一种产品所出售的总数量改变时总收益和总成本是如何变化的。收支平衡点是为避免损失而必须卖出的最小数量。
预算线表示消费者所能购买的商品X和商品Y的数量的全部组合。它的斜率等于商品X的价格除以商品Y的价格再乘以一1。
捆绑销售指这样一种市场营销手段，出售两种产品的厂商，要求购买其中一种产品的客户，也要购买另一种产品。