单选题People ExpressPeople Express, founded in April 1981, grew rapidly on the basis of low fares and no-frills service. It soon became a leading airline and (19) changed the industry as firms constantly engaged in price wars to lure passengers. Then, People Express' bubble (20) because it overexpanded, consumer complaints mounted and other airlines matched its fares on popular routes. In 1986, People Express (21) hundreds of millions of dollars and was forced to sell out to Texas Air, the owner of Continental and Eastern Airlines.In early 1987, Texas Air (22) People Express into its Continental division and industry observers believed (23) the costly fare wars would be ended. They could not have been more wrong. To stimulate business for its (24) Continental Airlines, Texas Air instituted a new low fare category (25) MaxSaver. The fare offered prices that were up to 40 per cent lower than "supersaver" rates offered (26) all airlines. For example, the round-trip MaxSaver fare from New York to Houston was $79. The MaxSaver fares were immediately matched by all major airlines, (27) feared losing business.While MaxSaver rates were low, they also had restrictions. Tickets could not be (28) or flight times modified after purchase. Passengers would have to stay over either a Saturday or Sunday, Reservations had to be made at least two days (29) and there were limited seats available. Three weeks after MaxSaver rates were (30) American Airlines announced plans to raise its discount fares and require 30-day (31) purchasing for its lowest fares. It felt it could not continue at the rates in effect. However, just 10 days (32) American Airlines had to revise its plan. Texas Air refused to abandon the MaxSaver fare; it even extended the program into the busy summer sea son. Competitors went along and the price war raged on, (33) an executive's comment that "nobody's cost structure can survive MaxSavers./

单选题Accordingtotheanchor,whatcan'tbedonebycomputer?A.Boardmeeting.B.Jobinterview.C.Fishforcandidates.

单选题What did McNamara's wife do to help him?

单选题·For each question 13-18, mark one letter (A, B, C or D) on your Answer Sheet for the answer you choose. {{B}}GETTING THE MOST OUT OF MEETINGS{{/B}}One aspect of business life which many managers are unhappy with is the need to attend meetings. Research indicates that managers will spend between a third and a half of their working lives in meetings. Although most managers would agree that it is hard to think of an alternative to meetings, as a means of considering information and making collective decisions, their length and frequency can cause problems with the workload of even the best-organised executives.Meetings work best if they take place only when necessary and not as a matter of routine. One example of this is the discussion of personal or career matters between members of staff and their line and personnel managers. Another is during the early stages of a project when the team managing it need to learn to understand and trust one another.Once it has been decided that a meeting is necessary, decisions need to be taken about who will attend and about the location and length of the meeting. People should only be invited to attend if they are directly involved in the matters under discussion and the agenda should be distributed well in advance. An agenda is vital because it acts as a road map to keep discussion focused and within the time limit allocated. This is also the responsibility of the person chairing the meeting, who should encourage those who say little to speak and stop those who have a great deal to say from talking too much.At the end of a well organised meeting, people will feel that the meeting has been a success and be pleased they were invited. They will know not only what decisions were made but also the reasons for these decisions. Unfortunately, at the end of a badly organised meeting those present will leave feeling that they have wasted their time and that nothing worthwhile has been achieved.Much thought has been given over the years to ways of keeping meetings short. One man who has no intention of spending half his working life in meetings is Roland Winterson, chief executive of a large manufacturing company. He believes that meetings should be short, sharp and infrequent. 'I try to hold no more than two or three meetings a week, attended by a maximum of three people for no longer than half an hour,' he says. 'They are clearly aimed at achieving a specific objective, such as making a decision or planning a strategy, and are based on careful preparation. I draw up the agenda for every meeting and circulate it in advance; those attending are expected to study it carefully and should be prepared to both ask and answer questions. Managers are best employed carrying out tasks directly connected with their jobs not attending endless meetings. In business, time is money and spending it in needless meetings that don't achieve anything Can be very costly. Executives should follow the example of lawyers and put a cost on each hour of their time and then decide whether attending a long meeting really is the best way to spend their time.

单选题InherjobasrecruitmentmanageratCarters,KateOrebi______.

单选题THE DIFFICULTIES OF MANAGING A SMALL BUSINESS"The organizational weaknesses that entrepreneurs have to deal with every day would cause the managers of a mature company to panic." Andrew Bidden wrote recently in Boston Business Review. This seems to suggest that the leaders of entrepreneurial or small businesses must be unlike other managers, or the problems faced by such leaders must be the subject of a specialized body of wisdom, or possibly both. Unfortunately, neither is true. Not much worth reading about managing the entrepreneurial or small businesses has been written, and the leaders of such businesses are made of flesh and blood, like the rest of us.Furthermore, little has been done to address the aspects of entrepreneurial or small businesses that are so difficult to deal with and so different from the challenges faced by management in big businesses. In part this is because those involved in gathering expertise about businesses and in selling advice to businesses have historically been more interested in the needs of big business. In part, in the UK at least, it is also because small businesses have always preferred to adapt to changing circumstances.The organizational problems of entrepreneurial or small businesses are thus forced upon the individuals who lead them. Even more so than for bigger businesses, the old saying is true--that people, particularly those who make the important decisions, are business' most important asset. The research that does exist shows that neither money nor the ability to access more of it is the major factor determining growth. The main reason an entrepreneurial business stops growing is the lack of management and leadership resource available to the business when it matters. Give an entrepreneur an experienced, skilled team and he or she will find the funds every time. Getting the team, though, is the difficult bit. Part of the problem for entrepreneurs is the speed of change that affects their businesses. They have to cope with continuous change yet have always been suspicious about the latest management solution. They regard the many offerings from business schools as out of date even before they leave the planning board and have little faith in the recommendations of consultants when they arrive in the hands of young, inexperienced graduates. But such impatience with management solutions does not mean that problems can be left to solve themselves. However, the leaders of growing businesses are still left with the problem of who to turn to for advice.The answer is horribly simple: leaders of small businesses can ask each other. The collective knowledge of a group of leaders can prove to be enormously helpful in solving the specific problems of individuals. One leader's problems have certainly been solved already by someone else. There is an organization called KITE which enables those responsible for small businesses to meet. Its members, all of whom are chief executives, go through a demanding selection process, and then join a small group of other chief executives. They come from a range of business sectors and each offers a different corporate history. Each group is led by a moderator, an independently selected businessman or businesswoman who has been specially trained to head the group. Each member takes it in turn to host a meeting at his or her business premises and, most important of all, group discussions are kept strictly confidential. This encourages a free sharing of problems and increases the possibility of solutions being discovered.

单选题 PROCESS MANAGEMENT TO QUALITY IMPROVEMENT The examples above illustrate the need for integrated process and quality management, based on well-structured procedures, sensibly applied. For an organization to function effectively, it must have visible and easily understood procedures that assist staff in carrying out their work and provide accountability for all operations. Providing such a system is not trivial, and it cannot be done without considerable thought and hard work. But the results will more than justify the effort. Modern management must deal with degrees of complexity unheard of only a few decades ago. They must integrate many systems--for example, for purchasing, personnel, accounting, stock control, and computing--when each of these systems is itself highly complex. At the same time, they must ensure that they comply with a baffling variety of legal, safety, and regulatory and other requirements relevant to their organization. While struggling with these issues, the manager is under irresistible pressure from global competition to reduce costs to the minimum. With such pressure, we are obliged to provide structure and organization, which enable us to deal with such complexity. We group similar processes, collect similar information into records and classify the various activities that the organization must deal with. We organize staff and computer systems into units that deal with similar types of problems or situations. In all disciplines, the provision of structure of classification is dealt with through a systematic method recognized by the practitioners. In engineering, architecture, medicine and other practical professions, the practitioners learn the relevant methods and then apply them to solve problems. Process and quality management have the same need to approach the problems with a systematic method, which facilitates structuring of problems and produces practical solutions. One of the key criteria for a satisfactory method is that it should be applicable to a wide range of problems and concerns dealt with by the discipline. Once a method is in place, it provides a language and a framework for doing works therefore, it must have the scope to deal with all problems that may arise. In quality management, the range of problems centers on "conformance to requirements". When this is interpreted most widely, as in TQM, requirements are not just those of the direct customer, but also those in internal departments and the wider requirement of the law and of regulatory agencies. Seen this way, all procedures and operations carried out are deal with all such issues uniformly which will provide an efficient and elegant solution to the problem of quality management. In process management, the problem centers on definition of the objectives of the organization, and the design of processes that support them. Since efficiency and effectiveness are always major objectives, the organization will also require that processes make efficient use of resources, including human and material resources and provide effective results, in terms of meeting the requirements of customers and other stakeholders in the organization. A systematic method must also provide support for these essential process attributes. Finally, the method must support people as they carry out processes. It should enhance their working lives and help them to discover better and more interesting ways of doing their jobs. It should endow empowerment and an involvement in decision-making by everyone involved in the process.

单选题The move to self-service has meant that in many shops, fewer tasks are now performed by store assistants.Typical tasks which remain are making sure that shelves and counters are fully (19) taking the customer's payment, and (20) the purchases.However, in some shops, the more traditional selling skills are still important.In larger stores, it is normal for a range of (21) to be rotated among staff, giving greater work variety. Every customer has different (22) and different reasons for coming into the store.Some know (23) what they want, ask for it and buy it.Many, however,are not sure, and if they are not (24) correctly they may go somewhere else to buy.The store assistant must (25) when and how to offer help, and gain the customer's confidence with the (26) amount of questioning about what they are looking for.They can then give information and advice about the products which might (27) the customer's requirements.This demands both communication skills and knowledge of the product.Finally, they have to persuade the customer to make the (28) to buy, and " close the deal " If the customer is just (29) the store assistant needs to offer efficient and friendly service, hoping that the customer will return when he or she is ready to buy.It is worth remembering that many stores depend on their (30) customers for a large part of their (31) . The actual tasks of a store assistant vary with the type of goods sold.In a men's outfitters these could include (32) a customer for a suit.In an electronics store,it is vital to be able to (33) how a computer or hi-fi unit works and to ensure that the customer has any accessories they might need.

单选题Who would like sell particular goods at low prices?

单选题15 The number of orders went up we increased our prices by 15%. A. because B. although C. when D. if

单选题A The need for good managers is not going away. It is intensifying. With ''flatter'' organizations and self-directed teams becoming common? with personal computers and networks making information available to more people more quickly; the raw number of managers needed is decreasing. However, the need for good managers, people who can manage themselves and others in a high stress environment, is increasing. B I believe anyone can be a good manager. It is as much trainable skill as it is inherent ability; as much science as art. You have confidence in yourself and your abilities. You are happy with who you are, but you are still learning and getting better. You are something of an extrovert. You don''t have to be the life of the party, but you can''t be a wallflower. Management is a people skill—it''s not the job for someone who doesn''t enjoy people. C You are honest and straight forward. Your success depends heavily on the trust of others. You are an includer not an excluder. You bring others into what you do. You don''t exclude other because they lack certain attributes. You have a presence. Managers must lead. Effective leaders have a quality about them that makes people notice when they enter a room. D You are consistent, but not rigid; dependable, but can change your mind. You make decisions, but easily accept input from others. You are a little bit crazy. You think out-of-the box. You try new things and if they fail, you admit the mistake, but don''t apologize for having tried. You are not afraid to "do the math". You make plans and schedules and work toward them. 0. A good manager must be courageous to admit the mistake. (D)

单选题[此试题无题干]

单选题 A Critical Concern in Merger and Acquisition Strategies Mergers and acquisitions as growth strategies are once again in vogue. This business drama seems to be (19) by recent highly visible mergers between rich and famous players. Even speculation around a low ball offered by Comcast to acquire Disney seems to excite global (20) in corporate marriages. However, like all such (21) , long-term success is rarely accomplished by a mere combination of cool stuff and know-how. In the midst of all the hype, a well documented fact is that most merger and acquisition activity rarely (22) the highly anticipated cooperation between companies. Throughout a merger or acquisition, people in an acquired company often (23) that they don't know what is happening, express fear about (24) their jobs, and feel demoralized as to the future of their contributions. Failed mergers that otherwise have a (25) strategic and financial fit are typically the (26) of the irretrievable loss of intangible, messy-to-measure, and difficult-to-implement human (27) on which the company's tangible assets ultimately (28) . Traditional integration practices have been (29) around consolidating key resources, financial and physical assets, (30) names, and tradable endowments. The most forward-thinking integration strategies also capture key pieces of elusive core competencies, such as a/an (31) 's best practices, skills, knowledge bases, and routines. (32) excluded are critical root strategic assets, which can make or break a union that is otherwise "made in heaven". These root strategic assets (33) collaborative leadership, cultural cohesion and talent retention.

单选题GETTING THE BALANCE RIGHTLeaving work on time may not sound like much of a (0).... However, in an experiment by glass manufacturers Dartington Crystal, it (19) ... surprisingly difficult. Four managers, who all worked very long hours, took (20) ... in a simple experiment: they agreed to (21) ... to their set hours for a week, with no coming in early, leaving late or taking work home. The aim of the exercise was to (22) ... the balance between the managers' work and home lives. It was a way to get everyone thinking about their working hours and how to (23) ... them,Robin Ritchie, the company's managing director, was very aware that his company was (24) ,.. on the experiment at its busiest time of the year. They were also just days away from a big product (25) .... So not surprisingly, perhaps, it soon became clear that it wasn't going to be easy: even on the first day, director of design Simon Moore took home a design problem to (26) .... as he couldn't relax until he had dealt with it.As the week progressed, the four people involved found it hard to (27) ... with the pressure of leaving work undone. They felt they were (28) ... people down, and worried about the effect on the business. (29) ... crises made it more and more difficult to go home on time. Changing working habits wasn't easy. (30) .... they saw the experiment through to the end.There was some (31) ... up to do the following week, but the company did not appear to have suffered. Significantly, too, the experiment made the managers reappraise their (32) ... to staying late and start prioritising tasks. All in all, they felt the experiment was of (33) ... benefit, and that it helped them to create a better balance in their lives.

单选题·Read the article below about marketing management.·For questions 18—20, mark one letter (A, B, C, D) on your answer sheat for the ansuer you choose. {{B}}Marketing Management{{/B}}Playboy's principal distritution channel until 1979 was a network of approximately 450 nonproprietary retail outlets throughout the United States, many of which also sold other brands of men's premium shoes. Play boy's shoes were sold wholesale to retailers at approximately 50 percent of the suggested retail price. Price increases usually were announced in February or August. The company did not offer its retail accounts quantity discounts.Because producing high-quality men's dress shoes demanded highly skilled labor and specialized facilities, Playboy's entire product life had been manufactured at the company's facility in Lynn, Massachusetts, through our most of the company's history. As consumer preferences changed and fashion became more important in men's shoes during the 1970s, Playboy began contracting with outside manufacturers to produce casual shoes that matched Playboy's quality and feature specifications yet could extend the brand's franchise to a younger age group. Playboy's executives labeled these styles "outside" shoes, while those manufactured at the Lynn plant were called "inside" shoes, in 1985, the average prices the retailer paid Playboy for pair of inside shoes was $52 and, for a pair of outside shoes, $34. Variable manufacturing costs per pair of inside shoes were $40. The average cost of a pair of outside shoes to Playboy was $28.Playboy sold approximately 160 inside shoe styles and 56 styles made by outside mahufacturers, Since there were 80 sizes to each style, Playboy' total SKUs numbered around 17,280, and it carried an inventory in stock of over 64,000 pairs, Both internal and external production schedules for each style were set in advance, based on sales projections. Playboy rarely did "makeup" (styles not included in its regular product line, manufactured to the specification of a retailer) for a particular retail account.Each of Playboy's 16 salespeople was assigned a geographic territory and was responsible for retailer sales and service with the area. Salespeople also were expected to perform "previews" at the beginning of fail and spring seasons as a method of increasing both consumer and trade sales, Previews consisted of a sales presentation at retail store, where the Playboy salesperson would display and explain the company's entire line to store customers. During the preview, the customer was offered a price promotion of $10 off any pair of Playboy shoes. The retailer was responsible for absorbing the cost of the promotion, while the cost of advertising placed to stimulate retail traffic during the preview was shared between Playboy and the retailer. The Playboy sales person would spend time with the retailer's salespeople and customers describing the quality and comfort of Playboy shoes. Company management believed that consumers were likely to "trade up" to a higher-priced brand if they understood the features and benefits of premium shoes. The managers believed that retail sales people often missed sales opportunities by assuming that casually dressed customers would not buy expensive high-quality shoes, and one of Playboy's goals was to have retail salespeople try a pair of Playboy shoes on every customer. For some Playboy retail accounts, close to 30 percent of annual sales were made during the fall and spring previews.Playboy management tracked the sales of every shoe style. If sales of a particular style slowed, management might elect to replace only the middle sizes, ensuring that Playboy would end up with the most popular sizes of a style before the style was terminated or "closed out". Established retail accounts had the option of purchasing close-outs at a 30 percent discount from the regular wholesale price. A list of close-outs was sent to retail accounts twice each year. Retailers would often try to sell these styles at full retail price to increase their unit margins, then mark them down, as necessary. Close-outs accounted for unit sales of 5,500 to 6,500 pairs of Playboy shoes per year..