商務(wù)英語(yǔ)讀寫教程6

前言

　　伴隨經(jīng)濟(jì)全球化和我國(guó)經(jīng)濟(jì)國(guó)際化的進(jìn)程，國(guó)內(nèi)外大中型企業(yè)、跨國(guó)公司等對(duì)既懂商務(wù)又會(huì)英語(yǔ)的復(fù)合型人才的需求與日俱增，這也促進(jìn)了我國(guó)高等教育商務(wù)英語(yǔ)專業(yè)的快速發(fā)展。目前，全國(guó)有700多所高等院校開設(shè)了外貿(mào)英語(yǔ)、商務(wù)英語(yǔ)等課程，工商管理、金融等商科專業(yè)也都開設(shè)了以商務(wù)為核心內(nèi)容的英語(yǔ)課程，部分院校甚至設(shè)立了商務(wù)英語(yǔ)專業(yè)。近幾年來(lái)，全國(guó)性的商務(wù)英語(yǔ)教學(xué)、學(xué)術(shù)研討會(huì)頻頻召開。我國(guó)國(guó)際商務(wù)快速發(fā)展及人才市場(chǎng)對(duì)商務(wù)英語(yǔ)人才的強(qiáng)勁需求、外語(yǔ)就業(yè)市場(chǎng)人才多元化推動(dòng)了英語(yǔ)專業(yè)教學(xué)改革和教材的建設(shè)，各院校都迫切需要一套能體現(xiàn)商務(wù)特色與人才培養(yǎng)規(guī)格相適應(yīng)的新教材，以改變英語(yǔ)教材與人才培養(yǎng)和需求不相適應(yīng)的狀況。　　商務(wù)英語(yǔ)屬于專門用途英語(yǔ)，國(guó)外大學(xué)多將其歸為EsP（English for special Purposes）。目前，我們國(guó)內(nèi)這樣系統(tǒng)的專業(yè)教材并不很多。王正元教授領(lǐng)銜總主編、由全國(guó)20余所大學(xué)40余名英語(yǔ)教授、副教授、講師歷時(shí)兩年多編寫的這套“新時(shí)代大學(xué)商務(wù)英語(yǔ)系列教材”的出版是我國(guó)高等教育商務(wù)英語(yǔ)教材建設(shè)的一個(gè)新成果?！　∵@套教材共14本，包括讀寫、視聽說(shuō)、寫作、口譯，涵蓋了商務(wù)英語(yǔ)的基本主體課程，編著者基于“商務(wù)知識(shí)+英語(yǔ)能力=核心競(jìng)爭(zhēng)力”的編寫理念，力求在企業(yè)戰(zhàn)略、市場(chǎng)營(yíng)銷、人力資源、企業(yè)文化、經(jīng)營(yíng)運(yùn)作等商務(wù)語(yǔ)境中培養(yǎng)學(xué)生的英語(yǔ)交際能力。商務(wù)知識(shí)與英語(yǔ)能力相結(jié)合、商務(wù)語(yǔ)境與語(yǔ)言活動(dòng)相結(jié)合、能力培養(yǎng)與就業(yè)需求相結(jié)合的編寫思路使這套教材商務(wù)內(nèi)容豐富，英語(yǔ)操練有的放矢，凸顯了人才培養(yǎng)規(guī)格，給這套教材帶來(lái)了亮點(diǎn)?！　∵@套教材在內(nèi)容安排上注重了語(yǔ)言的體驗(yàn)觀、語(yǔ)用觀，體現(xiàn)了商務(wù)英語(yǔ)的科學(xué)性、系統(tǒng)性、實(shí)用性及任務(wù)型教學(xué)法。這是一套適合高等院校商務(wù)英語(yǔ)專業(yè)和商科英語(yǔ)課程使用的教材?！　⊥瑐鹘y(tǒng)的英語(yǔ)語(yǔ)言文學(xué)比較起來(lái)，商務(wù)英語(yǔ)是我們這個(gè)時(shí)代經(jīng)濟(jì)發(fā)展催生的新事物，它必將在市場(chǎng)經(jīng)濟(jì)的強(qiáng)勁需求中茁壯成長(zhǎng)。為更好地培養(yǎng)復(fù)合型人才，英語(yǔ)教材的建設(shè)任務(wù)是繁重的。這套教材需要在使用中逐步完善提高，以滿足我國(guó)對(duì)外經(jīng)濟(jì)貿(mào)易、國(guó)際商務(wù)活動(dòng)對(duì)英語(yǔ)人才的需要。

內(nèi)容概要

為了編寫這套教材，我們反復(fù)學(xué)習(xí)了教育部高等學(xué)校英語(yǔ)教學(xué)大綱，訪問(wèn)了畢業(yè)生用人單位，舉行了英語(yǔ)畢業(yè)生座談會(huì)，廣泛地聽取了師生的意見。　　高等學(xué)校英語(yǔ)專業(yè)《英語(yǔ)教學(xué)大綱》指出：“我們也應(yīng)當(dāng)清醒地面對(duì)這樣一個(gè)現(xiàn)實(shí)，即我國(guó)每年僅需要少量外語(yǔ)與文學(xué)，外語(yǔ)與語(yǔ)言學(xué)相結(jié)合的專業(yè)人才以從事外國(guó)文學(xué)和語(yǔ)言學(xué)教學(xué)的研究工作，而大量需要的則是外語(yǔ)和其他相關(guān)學(xué)科——如外交、經(jīng)貿(mào)、法律、新聞等結(jié)合的復(fù)合型人才，培養(yǎng)這種復(fù)合型外語(yǔ)及專業(yè)人才是社會(huì)主義市場(chǎng)經(jīng)濟(jì)對(duì)外語(yǔ)專業(yè)提高的要求，也是新時(shí)代的要求?！?/pre>


作者簡(jiǎn)介
為了編寫這套教材，我們反復(fù)學(xué)習(xí)了教育部高等學(xué)校英語(yǔ)教學(xué)大綱，訪問(wèn)了畢業(yè)生用人單位，舉行了英語(yǔ)畢業(yè)生座談會(huì)，廣泛地聽取了師生的意見。
    高等學(xué)校英語(yǔ)專業(yè)《英語(yǔ)教學(xué)大綱》指出：“我們也應(yīng)當(dāng)清醒地面對(duì)這樣一個(gè)現(xiàn)實(shí)，即我國(guó)每年僅需要少量外語(yǔ)與文學(xué)，外語(yǔ)與語(yǔ)


書籍目錄
序前言Unit 1 The Seven Habits of Highly Effective People  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 2 Fishing in the Global Talent Pool  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 3 The World Is Our Oyster  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 4 The Manager’S Job：Folklore and Fact  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 5 Matching People and Jobs  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 6 Training and Performance Appraisal in Staffing  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 7 Business Cultures  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 8 Put 0ut of Joint  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 9 Sales Slip  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 10 Good to Great  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 11 Working Identity：Reinvent Yourself  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 12 Opting Out  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 13 The Disposable American  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 14 Are You Ignoring Old Workers?  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 15The HP Way：Fostering an Ethical Culture in The Wake of Scandal  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsUnit 16 Global Champions from Emerging Markets  ◆Objectives  ◆Listening  ◆Reading  ◆Vocabulary Drills  ◆Grammar Focus  ◆Speaking Skills  ◆Translation Drills  ◆Writing DrillsAppendix 1 Text A Transcripts for ListeningAppendix 2 Grammar Tips FileAppendix 3 Writing Assignment(Reference version)FileAppendix 4 Answer Keys File


章節(jié)摘錄
　　The level of employee engagement here falls short of international standards. Hewitts "2003 Best Employer Study"， which measured the degrees to which employees said good things about their employers， stayed with their finn and strived for their companies， showed that Chinese employees were generally less engaged than their counterparts in other countries around the world. A low level of engagement is linked to higher staff turnover， lower productivity and lower financial performance for a company. According to the study， the drivers for employee engagement in China are： career opportunities， work resources and non-cash benefits. The companies that emerged top of the table in the Best Employer survey used a number of measures to ensure high employee engagement. Typically， the measures are not reliant on a pay that is above the market rate； instead， attractive programs for career development， manager and leadership training and assessment， and work-life balance are taken into account.　　An additional HR challenge —— not unique to China but more pronounced here —— is the need for companies to explain to their employees how their daily work activities affects the overall business results and rewards. Many employees are seeking to understand how their work contributes to the business goals； they typically develop a higher commitment and loyalty to their employers if they understand how "important" their work is for the company. A clear link between individual performance and rewards —— both financial and otherwise —— has to be provided， as many employees in China still believe that seniority and loyalty rather than individual job performance should determine compensation. This is especially true of staff members of an older generation. Chinese employees consider non-cash benefits as one of the most important factors in joining and staying with a company. The challenge for foreign companies is to balance the costs of supplemental benefits with the need to provide a competitive total compensation package. Chinas social security is still being developed and at the moment provides minimal benefits.








圖書封面






評(píng)論、評(píng)分、閱讀與下載



還沒讀過(guò)(60)
勉強(qiáng)可看(439)
一般般(750)
內(nèi)容豐富(3110)
強(qiáng)力推薦(255)


 


    商務(wù)英語(yǔ)讀寫教程6 PDF格式下載