跟讀練習: Cambridge 17 listening test 4 part 2 - 通過影片學習英語口語

選擇練習模式

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56 句

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Questions 11 to 14.

Now listen and answer questions 11 to 14.

As many of you here today have worked in the hotel industry for some time,

I'm sure you have experienced the problem of high staff turnover in your hotels.

Every hotel relies on having loyal and experienced members of staff who make sure that everything runs smoothly.

If staff are constantly changing, it can make life difficult for everyone.

But why do staff leave frequently in many hotels?

Of course, many hotel jobs, such as cleaning, are low-skilled and are not well-paid.

A lot of managers think it's this and the long hours that are the main causes of high staff turnover.

But what they don't realise is that it's the lack of training in many hotel jobs which is a huge factor.

So what kind of problems does a high turnover of staff cause?

Well, having to recruit new staff all the time can be very time-consuming,

and managers may have to cover some duties while waiting for new staff to arrive.

This means they don't have time to think about less immediate problems, such as how to improve their service.

When staff leave, it can also severely affect the colleagues they leave behind.

It has a negative effect on remaining staff, who may start to feel that they too should be thinking about leaving.

So what can be done to change this situation?

Firstly, managers should stop making basic errors which leave their staff feeling upset and resentful.

When organizing shifts, for example, make sure you never give certain staff preferential treatment.

All staff should be given some choice about when they work, and everyone should have to work some evening and weekend shifts.

If you treat staff fairly, they'll be more likely to step in and help when extra staff are needed.

Keeping staff happy has other tangible benefits for the business.

Take the Dunwich Hotel as an example.

It had been experiencing a problem with staff complaints, and in order to deal with this,

invested in staff training and improved staff conditions.

Not only did the level of complaints fall,

but they also noticed a significant increase in the amount each customer spent during their stay.

They have now introduced a customer loyalty scheme, which is going really well.

Before you hear the rest of the conversation, you have some time to look at questions 15 to 20.

Now listen and answer questions 15 to 20.

Now I'd like to look at some ways you can reduce staff turnover in your hotels,

and I'll do this by giving some examples of hotels where I've done some training recently.

The Sun Club received feedback which showed that staff thought managers didn't value their opinions.

They weren't made to feel they were partners who were contributing to the success of the business as a whole.

This situation has changed.

Junior staff, at all levels, are regularly invited to meetings where their ideas are welcomed.

A year ago, the Portland recognised the need to invest in staff retention.

Their first step was to introduce a scheme for recognising talent amongst their employees.

The hope is that organising training for individuals with management potential will encourage them to stay with the business.

At Blue Water, managers decided to recognise 50 high achievers from across the company's huge hotel chain.

As a reward, they're sent on an all-expenses-paid trip abroad every year.

Fun is an important element in the trips, but there's also the opportunity to learn something useful.

This year's trip included a visit to a brewery, where staff learned about the new beer that would be served in the hotel.

Pentlo hotels identified that retention of junior reception staff was an issue.

In order to encourage them to see that working in a hotel could be worthwhile and rewarding with good prospects,

they introduced a management programme.

These staff were given additional responsibilities and a chance to work in various roles in the hotel.

Young Planet wanted to be seen as a caring employer.

To make life easier for staff, many of whom had childcare responsibilities,

the hotel began issuing vouchers to help cover the cost of childcare.

Louise Marsh at the Amesbury has one of the best staff retention rates in the business.

Since she joined the company, she's made a huge effort to achieve this by creating a cooperative and supportive environment.

For her, the staff are part of a large family where everyone is valued.

Okay, now I'd like to move...

That is the end of part two.

You now have half a minute to check your answers.

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關於本課程

在本節課程中，您將練習通過聽力和跟讀的方法來提高英語口語技能。影片討論了酒店業員工高流動率的問題，分析了導致這一現象的原因以及可能的解決方案。在觀看影片的過程中，您將學習到如何高效管理團隊，同時也能掌握一些與酒店管理相關的專業詞彙。

關鍵詞彙與短語

員工流動率 (Staff turnover)
培訓 (Training)
管理 (Management)
員工滿意度 (Employee satisfaction)
團隊合作 (Team collaboration)
忠誠計劃 (Loyalty scheme)
人力資源 (Human resources)
反饋 (Feedback)

練習技巧

為了最大程度地提高您的聽說能力，建議您在觀看和跟讀這段影片時採取“影子跟讀”的方法。影片中講者的語速適中，非常適合進行英語影子跟讀練習。您可以嘗試以下步驟：

逐句模仿：每聽完一句後，暫停影片並重復該句，儘量準確捕捉語調和發音。
調整音量：如果覺得語速過快，可以適當降低音量，通過更清晰的音質反覆聽取。
記錄新詞：在練習過程中，記下您不熟悉的單詞或者短語，研究它們的用法，增加自己的詞彙量。
查詢背景資訊：為更好地理解內容，您可以查閱一些關於酒店行業的相關資料，幫助您在討論時提出更全面的觀點。
定期練習：建議設定每週至少一次的練習時間，充分利用這個shadowing site的資源，通過重複和實踐來鞏固學習效果。

通過這一系列的練習，您將能夠在實際對話中更加自信地表達自己的觀點，從而有效提升您的英語口語能力。記得經常看YouTube學英語，不斷挑戰自己，才能取得更好的進步。

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	can be done · should be given · are needed
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 worked · have experienced · have now introduced
定語從句 who / which + 從句 — 補充說明人或事物	jobs which is · scheme, which is

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 17 listening test 4 part 2 - 通過影片學習英語口語

選擇練習模式

下載應用

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關於本課程

關鍵詞彙與短語

練習技巧

影片中的語法

什麼是跟讀法？