内容简介
《新世纪商务英语专业本科系列教材·商务英语综合教程：综合训练(1)》特点：
体现《教学要求》的培养目标，强调打好扎实的语言基本功，兼顾商务专业素质与人文素养的同步提升。编排和选材注重学生正确世界观和道德观的形成，注重思维能力、创新能力和跨文化交际能力的培养。
语言、文化与商务有机融合，注重商务英语技能和商务专业课程的合理衔接。学习任务设计丰富多样，有助于训练学生交际能力、自主学习能力和合作学习能力。
单元紧扣社会热点话题，难度合理递增，选文思想内涵深刻，可读性强，充分反映经济全球化时代的特点。
为教学提供多媒体资源，丰富的视频材料可增加语言学习的趣味性和输入的有效性，调动学生课堂参与的积极性;主干教程配套电子教案，方便实用，充分满足个性化教学需要。
目录
Unit 1 The World Wide Web
Unit 2 Dress for Success
Unit 3 On the Road
Unit 4 Empire of Wealth
Unit 5 The Reality of Success in Business
Unit 6 You Are What You Eat
Unit 7 Is There a Golden Rule in Business?
Unit 8 Who Has Messed up My Personal Account?
Key
书摘
France's recent statement that boards of directors of native companies must have atleast 20 percent of their membership made up of female directors has reignited the debateabout the lack of women in US boardrooms. In late 2010 the professional associationWomen Corporate Directors (WCD)， along with the consulting firm Heidrick & Strugglesand Boris Groysberg of Harvard Business School， released a telling survey on this verytopic. The study of some 300 female and 100 male board members in both public andprivate companies revealed sharp differences - not only in their perspectives， but also inhow they were placed on boards in the first place.
Susan Stautberg， WCD co-founder and co-chair， thinks that women generally are alittle less vested in the "status quo" and more open to questioning traditional ways ofdoingthings and trying new ideas. Men， on the other hand， seem to have a little more faith in theconcept that "this is the way things are done." While it's unfair to generalize entirely acrossgender lines， she has found men somewhat more resistant to adopting new practices than women are.
In the study， the 100 or so male directors we sent the survey to had all been placed onboards by Heidrick & Struggles. The 300 female directors were WCD members. I thinkthe finding illustrates that many women are expanding their efforts to 1ind a board seatbeyond the traditional vehicles， such as networking， to identify and be considered forboard opportunities. Because of this， it's taking many of them an extra year to get boardopportunities. That said， I do find that many boards are going beyond the traditional[chief executive officer] or [chief financial officer] profile in recruiting directors. Manyare looking for global branding specialists or supply chain expertise - and that has causedthem to look at a broader candidate pool， which often includes mare women than aany more vdirector search aimed solely to identify sitting or former CEOs might do.
There is also the old Catch-22 about previous board experience. Many boards will notconsider candidates who haven't been on a board before; both men and women who arewell-qualified but lack prior board experience are screened out on this basis. We often tellWCD members to first get onto a smaller board or a not-for-profit board as a means ofgetting some board experience. However， a female executive currently working in a seniorrole at her company is usually not going to be allowed to take on more than one boardseat by her employer; same for male executives. So this is an ongoing challenge for newdirector candidates ofboth genders.
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