【正文】 ove on, new ones will be needed to replace them. The next challenge will be to find a new generation of highflyers.PART TWOQuestions 8 12 ● Read the article below about possible reasons for acquiring a pany.● Choose the best sentence on the opposite page to fill each of the gaps.● For each gap 8 12, mark one letter (A G) on your Answer Sheet.● Do not use any letter more than once.● There is an example at the beginning, (0).There are many circumstances in which a pany may wish to take over another organisation through an acquisition.The need to keep up with a changing environment often dominates thinking about acquisitions. One pelling reason to develop by acquisition is the speed with which it allows the pany to enter new product or market areas. (0) G . This is particularly true of emerce. The strength of petitors may influence a pany to choose acquisition as a way forward, tn markets that are static and where market shares of panies are reasonably steady, it can be difficult for a pany to break into the market, since its presence may create excess capacity. (8) The same arguments also apply when an established supplier in an industry acquires a petitor. This may either be to gain the petitor39。We must help line managers to realise that if their panies are known as ones that develop their people, they will have a greater appeal to highflyers,39。attraction centres39。only to see them poached by another department or worse still, another firm.39。 highflyers.B TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with today39。 劍橋商務(wù)英語(yǔ)證書(shū)考試( BEC ) 中級(jí)模擬測(cè)試( 0612 )(內(nèi)部交流材料)閱讀部分TIME 1 hourINSTRUCTIONS TO CANDIDATESDo not open this paper until you are told to do so.Write your name, Centre number and candidate number in the spaces at the top of this page, Write thesedetails in pencil on your Answer Sheet if these are not already printed.Write all your answers in pencil on your Answer Sheet~ no extra time is allowed for this.Read carefully the instructions for each part and the instructions for pleting your Answer Sheet.Try to answer all the questions.At the end of the examination hand in both this question paper and your Answer Sheet.INFORMATION FOR CANDIDATESThere are fortyfive questions on this question paper.PART ONEQuestions 1 7● Look at the statements below and the article about the development of future business leaders on the opposite page● Which section of the article (A, B, C or D) does each statement 1 7 refer to?● For each statement I 7, mark one letter (A, B, C or D) on your Answer Sheet● You will need to use some of these letters more than once1 Managers need to take action to convince highflyers of their value to the firm.2 Organisations need to look beyond the highflyers they are currently developing.3 There is a concern that firms investing in training for highflyers may not gain the benefits themselves.4 Managers need expert assistance from within their own firms in developing highflyers.5 Firms currently identify highflyers without the support of a guidance strategy.6 Managers are frequently too busy to deal with the development of highflyers.7 Firms who work hard on their reputation as an employer will interest highflyers,The Stars of the FutureA Existing management research does not tell us much about how to find and develop highflyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow39。s Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations39。s flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, 39。 This fear of losing highflyers runs deep in the organisations that make up the research group.C TLRG argues that the task of management is not necessarily about employee retention, but about creating 39。. 39。 said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of mitment from management to an individual. Loyalty can then be more easily demanded in return.D TLRG has concluded that a pany39。s market share, or in some cases to shut down its capacity in order to restore a situation where supply and demand are more balanced. There may be financial motives for acquisition. If the share value of a pany is high, the motive may be to spot and acquire a firm with a low share value. (9) An extreme example is asset stripping, where the main motive for the ac