跟讀練習: Cambridge 12 Test 2 Section 4 Listening - 通過影片學習英語口語

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Section 4.

You will hear part of a lecture about conflict at work, given by a business studies lecturer.

First, you have some time to look at questions 31 to 40.

Thank you.

Now listen carefully and answer questions 31 to 40.

Over the years, attitudes towards workers have changed considerably.

After all, there was a time when workers had no rights at all and laboured in appalling conditions.

Conditions have improved a lot, but conflict in the workplace is still common,

and human resources managers nowadays need to be able to deal with it when necessary.

What is conflict in the workplace?

Definitions vary, but I'm taking it to refer to a whole range of behaviours that the victim finds unacceptable.

from minor, harmless arguments to, at the opposite extreme, physical violence.

Much of this is covered by the term bullying,

by which I mean one or more people behaving abusively or aggressively against another who is in a weaker position.

Although all behaviour like this is a form of conflict, not all conflict can be described in these terms.

As with all human behaviour, there are numerous reasons for it,

but often it's caused by someone who feels the need to show their superiority over someone else,

in order to feel that they aren't at the lowest level in a hierarchy or a group of people.

In some cases, one person simply dislikes the other,

on the basis that the personality of one is in some way incompatible with that of the other person.

A general habit of optimism in one person could make them intolerant of a colleague who's constantly pessimistic.

Not that that justifies treating them badly, of course.

Some conflicts arise when people are more interested in promoting themselves and their team than in the company as a whole.

These conflicts are called structural and could come about, for example,

when a sales team believe they are the only people in the business who do any useful work

and look down on behind-the-scenes administrators.

Conflict obviously affects the individuals concerned.

The situation is likely to be very stressful for victims,

resulting in their absence from work, possibly for months.

For the company, if no effort is made to deal with conflict,

it can spiral out of control and even lead to the breakdown of the business.

Some interesting work with chief executives,

CEOs, has uncovered some of the reasons why they may treat colleagues badly.

Many CEOs combine two opposing characteristics.

Confidence, that is, the belief that they're capable of great achievements, with a high level of anxiety,

a fear of missing targets, whether set by themselves or by the directors of the company.

This combination can make them respond badly to anyone who questions their decisions.

In a high-pressure work environment,

such characteristics become problematic, and it's particularly difficult to tackle the situation where colleagues,

managers and board members are all trying to achieve their own visions.

When they can't agree on strategic issues and on where they see the business going, there are real problems.

For managers at lower levels within the organisation, it might seem that an autocratic form of management,

where the chief executive gives orders and everyone else has to obey, would see more conflict than others.

Interestingly, though, a company with a more democratic business model can suffer more

when uncertainty about who to report to leads to conflicting demands.

Now I'll say a little about dealing with the type of conflict that has harmful effects.

Of course, the ideal is to prevent it arising in the first place.

A good manager at any level will make efforts to earn the respect of the people they work with,

particularly those who report to them.

That will involve politeness in all communications and treating them as equals who happen to have a different role within the organisation.

Sometimes, of course, conflict does occur and can get out of hand.

In such cases, the Human Resources Department often gets involved.

However, if one of the parties in a conflict sees human resources as simply a mouthpiece for the chief executive,

then an external mediator might be able to help.

By talking to both sides and trying to find the truth of what's been happening,

they can build a clear picture of the situation and give feedback that both sides will accept,

precisely because they're independent.

That is the end of section four.

You now have half a minute to check your answers.

That is the end of the listening test.

In the IELTS test, you would now have 10 minutes to transfer your answers to the answer sheet.

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本課的詞彙與口語要點

這節 C1 級別的口語課以影片“Cambridge 12 Test 2 Section 4 Listening”為素材。影片中反覆出現的詞有：conflict, manager, answer, colleague, behaviour。這段影片共有 61 個句子、774 個單詞可供跟讀。講話部分時長為 8:34。說話人語速較慢，每分鐘約 90 個詞，你有足夠的時間模仿每一個音。 84% 的單詞屬於英語最常用的 3,000 詞，其餘的詞建議在練習前先學一下。

影片中的重點詞彙

影片中最難的 15 個單詞，附發音和釋義：

單詞	發音	釋義
colleague 名詞	/ˈkɒliːɡ/	同事, 同僚
arise 動詞	/əˈɹaɪz/	起來 /起來, 產生 /產生
characteristic 名詞	/ˌkæɹ(ə)ktəˈɹɪstɪk/	特性, 特質 /特質
workplace 名詞	/ˈwɝkˌpleɪs/	工作場所 /工作場所, 職場 /職場
incompatible 形容詞	/ˌɪŋkəmˈpætɪbəl/	不相容的, 不相容的
mediator 名詞	/ˈmidieɪtɚ/	調解人 /調解人
pessimistic 形容詞	/ˌpɛ.səˈmɪs.tɪk/	悲觀的 /悲觀的
politeness 名詞	/pəˈlaɪtnəs/	禮貌 /禮貌, 客氣 /客氣
superiority 名詞	/sʊˌpɪə(ɹ).iˈɒ.ɹɪ.ti/	優勢 /優勢, 優越 /優越
optimism 名詞	/ˈɑptɪmɪzəm/	樂觀主義 /樂觀主義
lecturer 名詞	/ˈlɛkt͡ʃəɹə/	講師 /講師, 演講者 /演講者
hierarchy 名詞	/ˈhaɪ.ə.ɹɑː(ɹ).ki/	等級制度 /等級制度, 階層 /階層
harmless 形容詞	/ˈhɑɹmləs/	無害 /無害
obey 動詞	/oʊˈbeɪ/	服從 /服從, 遵守
spiral 名詞	/ˈspaɪɹəl/	螺線 /螺線

影片中出現的短語動詞

單詞	釋義
look down on 動詞	看不起, 瞧不起

影片中的語法

說話人最常用的結構，並附上影片中的原話：

結構	影片中的用法
被動語態 be + 過去分詞 — 強調發生了什麼，而不是誰做的	is covered · can be described · are called
現在完成時 have/has + 過去分詞 — 過去發生但與現在仍有關聯的事	have changed · have improved · has uncovered
定語從句 who / which + 從句 — 補充說明人或事物	someone who feels · anyone who questions · those who report

需要注意的發音

說話人用了 6 次縮略和弱讀形式，例如 they're, aren't, can't。請按聽到的簡短形式來說。

長單詞——注意重音位置: characteristic /ˌkæɹ(ə)ktəˈɹɪstɪk/, abusively /əˈbju.sɪv.li/, incompatible /ˌɪŋkəmˈpætɪbəl/, intolerant /ɪnˈtɑləɹənt/, pessimistic /ˌpɛ.səˈmɪs.tɪk/

中文母語者容易讀錯的音：

/v/ — 不要讀成 /w/，上齒輕觸下唇: abusively /əˈbju.sɪv.li/, uncover /ʌnˈkʌvɚ/, behave /bɪˈheɪv/
詞尾子音 — 要讀清楚，後面不要加母音: colleague /ˈkɒliːɡ/, arise /əˈɹaɪz/, characteristic /ˌkæɹ(ə)ktəˈɹɪstɪk/, workplace /ˈwɝkˌpleɪs/, intolerant /ɪnˈtɑləɹənt/
/r/ 和 /l/ 的區別: intolerant /ɪnˈtɑləɹənt/, lecturer /ˈlɛkt͡ʃəɹə/, harmless /ˈhɑɹmləs/, spiral /ˈspaɪɹəl/, problematic /ˌpɹɑ.bləˈmæt.ɪk/

如何用這段影片練習

先完整聽一遍影片，不要開口，記下不認識的單詞。
用正常速度逐句跟讀，每句重複到你的節奏與說話人一致為止。
錄下自己的聲音並與原聲對比，特別注意 colleague, arise, characteristic 這類單詞。

什麼是跟讀法？

跟讀法 (Shadowing) 是一種有科學依據的語言學習技巧，最初開發用於專業口譯員的培訓，並由多語言者Alexander Arguelles博士普及。這個方法簡單而強大：您在聽英語母語原聲的同時立即大聲重複——就像是一個延遲1-2秒緊跟說話者的影子。與被動聽力或語法練習不同，跟讀法強迫您的大腦和口腔肌肉同時處理並模模擬實的講話模式。研究表明它能顯著提高發音準確性，語調，節奏，連讀，聽力理解和口語流利度——使其成為雅思口語備考和真實英語交流最有效的方法之一。

影子跟讀法: 閱讀完整分步指南 →

跟讀練習: Cambridge 12 Test 2 Section 4 Listening - 通過影片學習英語口語

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