現(xiàn)代商務(wù)英語綜合教程 教學(xué)參考書（第1冊）

內(nèi)容概要

自20世紀(jì)90年代以來，經(jīng)濟(jì)全球化逐漸滲透到社會生活的方方面面，而隨著中國加入WTO后與國際接軌程度的進(jìn)一步加深，對于具有良好的英語語言技能同時(shí)精通商務(wù)知識的復(fù)合型人才的需要日益凸顯。當(dāng)今，商務(wù)英語的范疇已延伸到與商務(wù)有關(guān)的所有領(lǐng)域，包括營銷、管理、貿(mào)易、金融、法律、電子商務(wù)和跨文化交際等，構(gòu)成了具有自己特色的完整的商務(wù)英語體系?！　呐囵B(yǎng)目標(biāo)上看，商務(wù)英語課程的教學(xué)目的不僅僅是了解有關(guān)領(lǐng)域的基本知識，更重要的是能夠靈活運(yùn)用英語進(jìn)行有效的商務(wù)溝通，處理國際商務(wù)中的實(shí)際問題。這種變化和概念的更新給商務(wù)英語教學(xué)在內(nèi)容和質(zhì)量上都提出了更高的要求，這是傳統(tǒng)的大學(xué)英語教學(xué)所不能達(dá)到的。教育部《關(guān)于外語專業(yè)面向21世紀(jì)本科教育改革的若干意見》中也明確指出：“從根本上來講，外語是一種技能，一種載體；只有當(dāng)外語與某一被載體相結(jié)合，才能形成專業(yè)。過去常見的是外語與文學(xué)、外語與語言學(xué)的結(jié)合。應(yīng)該看到，即使在社會主義市場經(jīng)濟(jì)的條件下，我國高校仍肩負(fù)著為國家培養(yǎng)外國語言文學(xué)學(xué)科領(lǐng)域的研究人員的任務(wù)。同時(shí)，我們也應(yīng)當(dāng)清醒地面對這樣一個(gè)現(xiàn)實(shí)，即我國每年僅需要少量外語與文學(xué)、外語與語言學(xué)相結(jié)合的專業(yè)人才以從事外國文學(xué)和語言學(xué)的教學(xué)和研究工作，而大量需要的則是外語與其他有關(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)合型的外語專業(yè)人才是社會主義市場經(jīng)濟(jì)對外語專業(yè)教育提出的要求，也是新時(shí)代的需求?！边m應(yīng)這一要求，我們設(shè)計(jì)了這套系列教材。

書籍目錄

Chapter 1 Introduction to Business Chapter 2 Business Recruitment Chaptor 3 BusinessCommunication Chapter 4 Teamwork Chapter 5 Business Travel Chapter 6 Business Etiquette Chapter 7 Health and Safety Chapter 8 Setting Up a Business Chaptar 9 Products Chapter 10 Price Chapter 11 Markets Chaptar 12 Customers

章節(jié)摘錄

　　5. Develop a series of phone-screening questions. Compile a list of suitablequestions you can ask over the phone to help you quickly identify qualified candidatesand eliminate everyone else.　　6. Review the resumes you receive and identify your best candidates. Once you postyour ad, youll start receiving resumes, sometimes many more than you anticipated.Knowing what youre looking for in terms of experience, education and skills will helpyou weed through these resumes quickly and identify potential candidates.　　7. Screen candidates by phone. Once youve narrowed your stack of resumes toa handful of potential applicants, call the candidates and use your phone-screeningquestions to further narrow the field. Using a consistent set of questions in both thisstep and your face-to-face interviews will help ensure youre evaluating candidatesequally.　　8. Select candidates for assessment. Based on the responses to your phoneinterviews, select the candidates you feel are best qualified for the next step in theprocess.　　9. Assess your potential candidates for their skills and attributes using a provenassessment tool. A resume and phone interview can only tell you so much about a jobapplicant, so youll need a dependable assessment tool to help you analyze the corebehavioral traits and cognitive reasoning speed of your applicants. For example, a goodtest will provide insights as to whether the individual is conscientious or lackadaisical,introverted or extroverted, agreeable or uncompromising, open to new ideas or close-minded, and emotionally stable or anxious and insecure.

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