Read the following passage and choose the letter A, B, C or D to indicate the correct answer to each of the questions from 35 to 42.

In the USA, the UK and many other countries, a lot of babies were born in the “baby boom” of the late 1940s and 1950s; after that the birth-rate fell. Baby boomers have now retired, or are approaching retirement, and this is causing headaches for many organizations: there are not enough people to succeed their top managers when they retire.

Does your organization have key staff who can’t easily be replaced? A CEO or financial director, perhaps, or a technical expert with knowledge that nobody else in the organization has. If your answer is “yes”, what will happen when they retire, or leave for another company? Will you wait until the last moment before looking for someone to replace them? Or is your organization thinking about likely future changes now, as it should be, and making plans, so that there is likely to be someone ready to replace the person leaving? If the answer is that you are planning ahead, your organization is carrying out succession planning.

Succession planning means looking inside the organization for “high-fliers” - current staff members with the potential to fill key positions - and planning the training, responsibilities and promotion they need, to make them ready when a senior vacancy occurs - which may not be for several years. The company benefits by being able to make an internal promotion when a key person leaves, and in the meantime it benefits by developing the skills of its high-fliers and encouraging them to stay. And the high-fliers benefit, because they achieve their full potential, a career is planned for them within the organization, and they can look forward to a senior post in time.

The training program planned for the high-fliers will help them to develop the leadership skills they need for more senior roles, skills such as planning long-term strategies. A career path is also planned, so that each high-flier moves into a number of different positions over a few years, to gain the experience and know ledge they need.

Sometimes a staff member is chosen as a potential successor to a particular senior manager, but a better method is for organizations to select a number of high-fliers, and prepare them for a range of senior roles. An organization can’t be certain when a particular senior manager will leave. Having a group of people being prepared fee top positions makes it easier to replace someone who leaves unexpectedly, and also means that there are other people available if a high-flier leaves the company.

According to the 2nd paragraph, which of the following is NOT stated about key staff?

A. A CEO

B. a financial director

C. a technical expert

D. a baby boomer

Read the following passage and choose the letter A, B, C or D to indicate the correct answer to each of the questions from 35 to 42.

In the USA, the UK and many other countries, a lot of babies were born in the “baby boom” of the late 1940s and 1950s; after that the birth-rate fell. Baby boomers have now retired, or are approaching retirement, and this is causing headaches for many organizations: there are not enough people to succeed their top managers when they retire.

Does your organization have key staff who can’t easily be replaced? A CEO or financial director, perhaps, or a technical expert with knowledge that nobody else in the organization has. If your answer is “yes”, what will happen when they retire, or leave for another company? Will you wait until the last moment before looking for someone to replace them? Or is your organization thinking about likely future changes now, as it should be, and making plans, so that there is likely to be someone ready to replace the person leaving? If the answer is that you are planning ahead, your organization is carrying out succession planning.

Succession planning means looking inside the organization for “high-fliers” - current staff members with the potential to fill key positions - and planning the training, responsibilities and promotion they need, to make them ready when a senior vacancy occurs - which may not be for several years. The company benefits by being able to make an internal promotion when a key person leaves, and in the meantime it benefits by developing the skills of its high-fliers and encouraging them to stay. And the high-fliers benefit, because they achieve their full potential, a career is planned for them within the organization, and they can look forward to a senior post in time.

The training program planned for the high-fliers will help them to develop the leadership skills they need for more senior roles, skills such as planning long-term strategies. A career path is also planned, so that each high-flier moves into a number of different positions over a few years, to gain the experience and know ledge they need.

Sometimes a staff member is chosen as a potential successor to a particular senior manager, but a better method is for organizations to select a number of high-fliers, and prepare them for a range of senior roles. An organization can’t be certain when a particular senior manager will leave. Having a group of people being prepared fee top positions makes it easier to replace someone who leaves unexpectedly, and also means that there are other people available if a high-flier leaves the company.

The word “succeed” in the passage is closest in meaning to ________.

A. achieve

B. question

C. replace

D. reply

Read the following passage and choose the letter A, B, C or D to indicate the correct answer to each of the questions from 35 to 42.

In the USA, the UK and many other countries, a lot of babies were born in the “baby boom” of the late 1940s and 1950s; after that the birth-rate fell. Baby boomers have now retired, or are approaching retirement, and this is causing headaches for many organizations: there are not enough people to succeed their top managers when they retire.

Does your organization have key staff who can’t easily be replaced? A CEO or financial director, perhaps, or a technical expert with knowledge that nobody else in the organization has. If your answer is “yes”, what will happen when they retire, or leave for another company? Will you wait until the last moment before looking for someone to replace them? Or is your organization thinking about likely future changes now, as it should be, and making plans, so that there is likely to be someone ready to replace the person leaving? If the answer is that you are planning ahead, your organization is carrying out succession planning.

Succession planning means looking inside the organization for “high-fliers” - current staff members with the potential to fill key positions - and planning the training, responsibilities and promotion they need, to make them ready when a senior vacancy occurs - which may not be for several years. The company benefits by being able to make an internal promotion when a key person leaves, and in the meantime it benefits by developing the skills of its high-fliers and encouraging them to stay. And the high-fliers benefit, because they achieve their full potential, a career is planned for them within the organization, and they can look forward to a senior post in time.

The training program planned for the high-fliers will help them to develop the leadership skills they need for more senior roles, skills such as planning long-term strategies. A career path is also planned, so that each high-flier moves into a number of different positions over a few years, to gain the experience and know ledge they need.

Sometimes a staff member is chosen as a potential successor to a particular senior manager, but a better method is for organizations to select a number of high-fliers, and prepare them for a range of senior roles. An organization can’t be certain when a particular senior manager will leave. Having a group of people being prepared fee top positions makes it easier to replace someone who leaves unexpectedly, and also means that there are other people available if a high-flier leaves the company.

Which of the following can best replace the word “senior” the passage?

A. junior

B. top ranking

C. older 

D. low-paid

Read the following passage and choose the letter A, B, C or D to indicate the correct answer to each of the questions from 35 to 42.

In the USA, the UK and many other countries, a lot of babies were born in the “baby boom” of the late 1940s and 1950s; after that the birth-rate fell. Baby boomers have now retired, or are approaching retirement, and this is causing headaches for many organizations: there are not enough people to succeed their top managers when they retire.

Does your organization have key staff who can’t easily be replaced? A CEO or financial director, perhaps, or a technical expert with knowledge that nobody else in the organization has. If your answer is “yes”, what will happen when they retire, or leave for another company? Will you wait until the last moment before looking for someone to replace them? Or is your organization thinking about likely future changes now, as it should be, and making plans, so that there is likely to be someone ready to replace the person leaving? If the answer is that you are planning ahead, your organization is carrying out succession planning.

Succession planning means looking inside the organization for “high-fliers” - current staff members with the potential to fill key positions - and planning the training, responsibilities and promotion they need, to make them ready when a senior vacancy occurs - which may not be for several years. The company benefits by being able to make an internal promotion when a key person leaves, and in the meantime it benefits by developing the skills of its high-fliers and encouraging them to stay. And the high-fliers benefit, because they achieve their full potential, a career is planned for them within the organization, and they can look forward to a senior post in time.

The training program planned for the high-fliers will help them to develop the leadership skills they need for more senior roles, skills such as planning long-term strategies. A career path is also planned, so that each high-flier moves into a number of different positions over a few years, to gain the experience and know ledge they need.

Sometimes a staff member is chosen as a potential successor to a particular senior manager, but a better method is for organizations to select a number of high-fliers, and prepare them for a range of senior roles. An organization can’t be certain when a particular senior manager will leave. Having a group of people being prepared fee top positions makes it easier to replace someone who leaves unexpectedly, and also means that there are other people available if a high-flier leaves the company.

What can be inferred from the passage?

A. Big companies always have only one staff member for an available top position. 

B. All organizations hold training programs for newly appointed people. 

C. Succession planning helps improve the relationship among staff in a company. 

D. An unusually great number of children were born during a decade of mid - twentieth century.

Read the following passage and choose the letter A, B, C or D to indicate the correct answer to each of the questions from 35 to 42.

In the USA, the UK and many other countries, a lot of babies were born in the “baby boom” of the late 1940s and 1950s; after that the birth-rate fell. Baby boomers have now retired, or are approaching retirement, and this is causing headaches for many organizations: there are not enough people to succeed their top managers when they retire.

Does your organization have key staff who can’t easily be replaced? A CEO or financial director, perhaps, or a technical expert with knowledge that nobody else in the organization has. If your answer is “yes”, what will happen when they retire, or leave for another company? Will you wait until the last moment before looking for someone to replace them? Or is your organization thinking about likely future changes now, as it should be, and making plans, so that there is likely to be someone ready to replace the person leaving? If the answer is that you are planning ahead, your organization is carrying out succession planning.

Succession planning means looking inside the organization for “high-fliers” - current staff members with the potential to fill key positions - and planning the training, responsibilities and promotion they need, to make them ready when a senior vacancy occurs - which may not be for several years. The company benefits by being able to make an internal promotion when a key person leaves, and in the meantime it benefits by developing the skills of its high-fliers and encouraging them to stay. And the high-fliers benefit, because they achieve their full potential, a career is planned for them within the organization, and they can look forward to a senior post in time.

The training program planned for the high-fliers will help them to develop the leadership skills they need for more senior roles, skills such as planning long-term strategies. A career path is also planned, so that each high-flier moves into a number of different positions over a few years, to gain the experience and know ledge they need.

Sometimes a staff member is chosen as a potential successor to a particular senior manager, but a better method is for organizations to select a number of high-fliers, and prepare them for a range of senior roles. An organization can’t be certain when a particular senior manager will leave. Having a group of people being prepared fee top positions makes it easier to replace someone who leaves unexpectedly, and also means that there are other people available if a high-flier leaves the company.

What does the word “them” in the 3rd paragraph refer to?

A. high-fliers

B. key positions

C. responsibilities

D. organizations

Read the following passage and choose the letter A, B, C or D to indicate the correct answer to each of the questions from 35 to 42.

In the USA, the UK and many other countries, a lot of babies were born in the “baby boom” of the late 1940s and 1950s; after that the birth-rate fell. Baby boomers have now retired, or are approaching retirement, and this is causing headaches for many organizations: there are not enough people to succeed their top managers when they retire.

Does your organization have key staff who can’t easily be replaced? A CEO or financial director, perhaps, or a technical expert with knowledge that nobody else in the organization has. If your answer is “yes”, what will happen when they retire, or leave for another company? Will you wait until the last moment before looking for someone to replace them? Or is your organization thinking about likely future changes now, as it should be, and making plans, so that there is likely to be someone ready to replace the person leaving? If the answer is that you are planning ahead, your organization is carrying out succession planning.

Succession planning means looking inside the organization for “high-fliers” - current staff members with the potential to fill key positions - and planning the training, responsibilities and promotion they need, to make them ready when a senior vacancy occurs - which may not be for several years. The company benefits by being able to make an internal promotion when a key person leaves, and in the meantime it benefits by developing the skills of its high-fliers and encouraging them to stay. And the high-fliers benefit, because they achieve their full potential, a career is planned for them within the organization, and they can look forward to a senior post in time.

The training program planned for the high-fliers will help them to develop the leadership skills they need for more senior roles, skills such as planning long-term strategies. A career path is also planned, so that each high-flier moves into a number of different positions over a few years, to gain the experience and know ledge they need.

Sometimes a staff member is chosen as a potential successor to a particular senior manager, but a better method is for organizations to select a number of high-fliers, and prepare them for a range of senior roles. An organization can’t be certain when a particular senior manager will leave. Having a group of people being prepared fee top positions makes it easier to replace someone who leaves unexpectedly, and also means that there are other people available if a high-flier leaves the company.

What does the passage mainly discuss?

A. Succession planning is beneficial in many ways. 

B. Encouraging high-flier to stay is a key to success. 

C. There are typical strategies to improve skills for staff. 

D. Making successful plans is extremely hard.

Read the following passage and choose the letter A, B, C or D to indicate the correct answer to each of the questions from 35 to 42.

In the USA, the UK and many other countries, a lot of babies were born in the “baby boom” of the late 1940s and 1950s; after that the birth-rate fell. Baby boomers have now retired, or are approaching retirement, and this is causing headaches for many organizations: there are not enough people to succeed their top managers when they retire.

Does your organization have key staff who can’t easily be replaced? A CEO or financial director, perhaps, or a technical expert with knowledge that nobody else in the organization has. If your answer is “yes”, what will happen when they retire, or leave for another company? Will you wait until the last moment before looking for someone to replace them? Or is your organization thinking about likely future changes now, as it should be, and making plans, so that there is likely to be someone ready to replace the person leaving? If the answer is that you are planning ahead, your organization is carrying out succession planning.

Succession planning means looking inside the organization for “high-fliers” - current staff members with the potential to fill key positions - and planning the training, responsibilities and promotion they need, to make them ready when a senior vacancy occurs - which may not be for several years. The company benefits by being able to make an internal promotion when a key person leaves, and in the meantime it benefits by developing the skills of its high-fliers and encouraging them to stay. And the high-fliers benefit, because they achieve their full potential, a career is planned for them within the organization, and they can look forward to a senior post in time.

The training program planned for the high-fliers will help them to develop the leadership skills they need for more senior roles, skills such as planning long-term strategies. A career path is also planned, so that each high-flier moves into a number of different positions over a few years, to gain the experience and know ledge they need.

Sometimes a staff member is chosen as a potential successor to a particular senior manager, but a better method is for organizations to select a number of high-fliers, and prepare them for a range of senior roles. An organization can’t be certain when a particular senior manager will leave. Having a group of people being prepared fee top positions makes it easier to replace someone who leaves unexpectedly, and also means that there are other people available if a high-flier leaves the company.

According to the passage, succession planning is the planning of______.

A. what should be prepared for the recruitment of new staff. 

B. who will be ready for a senior post when someone leaves 

C. how to make an organization more successful 

D. what changes should be made to an organization

Read the following passage and mark the letter A, B, C, or D on your answer sheet to indicate the correct answer to each of the questions from 28 to 35.

In America, when dining, people consider it rude for a guest or dining partner to belch or burp, eat with an open mouth, smack, or lick your fingers. Napkins, generally provided are available at every meal and should be placed in one's lap and then used throughout the meal to clean one's fingers and mouth.

It is acceptable to refuse additional servings of food by saying "No, thank you" and the host or hostess will not be insulted if you do so. Similarly, if you leave a small amount of uneaten food on your plate at a restaurant or in a home, it is not considered an insult. If you eat everything on

the plate, a host or hostess may possibly feel that they have not prepared enough food and might be embarrassed. People in the United States serve and eat food with either hand, but never take food from a communal serving dish with their hands. Generally, a serving utensil is used.

Americans typically use forks, spoons and knives to eat, but there are some types of foods that are acceptable to eat with one's fingers, like sandwiches or pizza. When in doubt, look to see what others are doing. In formal dining situations, if you wonder whether or not it is acceptable to begin eating, you should wait until the oldest woman (or oldest man if no women are present) begins to eat. When eating, do not pick up the bowl or plate from the table to hold underneath your mouth, Even noodles, soup, and rice are eaten with the plate or bowl remaining on the table. When consuming soup and hot liquids, it is considered impolite to slurp - do not do this. When consuming noodles, twirl them around your fork and then put it in your mouth.

If you are a man taking out a woman for dinner, you are almost always expected to pay. This is for the woman to gauge your intentions and interest with her. For example, taking a woman for coffee, versus tacos, versus a fancy dinner, versus for drinks at 11:30pm, all signal many different things to them. So, the date is a ^-test^- of many. Paying is just as important as where you take her, and how late. So, don't assume she is just trying to get a "free meal". Most girls aren't. Also, if you are going out with a friend to eat, almost always, the bill is expected to be split in half, or each person pays for themselves.

If you are eating in a restaurant, you will be expected to add a 15 to 20 % tip for the server to your bill. In America, wait staff might occasionally stop by your table to ask how your meal is, which is considered good service. They will also bring you your check when it seems reasonable that you are finished with your meal, however this is not necessarily an indication that you must leave right away (Do not be too embarrassed to ask for the check either waiters and waitresses cannot read minds.) Take your time to finish your meal, and unless there is a line of people waiting at the door, it is not considered rude to linger at your table for as long as you like.

Question 28: Which of the following could be the best title of the passage?

A. What should we do when being invited to the American's dinner?

B. Table etiquette in America.

C. Polite behavior at American's restaurants.

D. What is acceptable in dining etiquette in America?

Read the following passage and mark the letter A, B, C, or D on your answer sheet to indicate the correct answer to each of the questions from 28 to 35.

In America, when dining, people consider it rude for a guest or dining partner to belch or burp, eat with an open mouth, smack, or lick your fingers. Napkins, generally provided are available at every meal and should be placed in one's lap and then used throughout the meal to clean one's fingers and mouth.

It is acceptable to refuse additional servings of food by saying "No, thank you" and the host or hostess will not be insulted if you do so. Similarly, if you leave a small amount of uneaten food on your plate at a restaurant or in a home, it is not considered an insult. If you eat everything on

the plate, a host or hostess may possibly feel that they have not prepared enough food and might be embarrassed. People in the United States serve and eat food with either hand, but never take food from a communal serving dish with their hands. Generally, a serving utensil is used.

Americans typically use forks, spoons and knives to eat, but there are some types of foods that are acceptable to eat with one's fingers, like sandwiches or pizza. When in doubt, look to see what others are doing. In formal dining situations, if you wonder whether or not it is acceptable to begin eating, you should wait until the oldest woman (or oldest man if no women are present) begins to eat. When eating, do not pick up the bowl or plate from the table to hold underneath your mouth, Even noodles, soup, and rice are eaten with the plate or bowl remaining on the table. When consuming soup and hot liquids, it is considered impolite to slurp - do not do this. When consuming noodles, twirl them around your fork and then put it in your mouth.

If you are a man taking out a woman for dinner, you are almost always expected to pay. This is for the woman to gauge your intentions and interest with her. For example, taking a woman for coffee, versus tacos, versus a fancy dinner, versus for drinks at 11:30pm, all signal many different things to them. So, the date is a ^-test^- of many. Paying is just as important as where you take her, and how late. So, don't assume she is just trying to get a "free meal". Most girls aren't. Also, if you are going out with a friend to eat, almost always, the bill is expected to be split in half, or each person pays for themselves.

If you are eating in a restaurant, you will be expected to add a 15 to 20 % tip for the server to your bill. In America, wait staff might occasionally stop by your table to ask how your meal is, which is considered good service. They will also bring you your check when it seems reasonable that you are finished with your meal, however this is not necessarily an indication that you must leave right away (Do not be too embarrassed to ask for the check either waiters and waitresses cannot read minds.) Take your time to finish your meal, and unless there is a line of people waiting at the door, it is not considered rude to linger at your table for as long as you like.

Question 33: When will the bill be divided for the people having the meal?

A. When a man is having a date with a woman.

B. When people are having meals with their friends.

C. When people are eating with the elderly.

D. When a girl is testing a boy.