Mark the letter A, B, C or B on your answer sheet to indicate the underlined part that needs correction in each of the following questions.

Businesses, (A) industries and (B) other organizations need workers (C) help them run (D) smoothly and effectively.

A. industries 

B. other organizations

C. help 

D. smoothly

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 following questions from 19 to 26.

          Conservation conflicts arise when natural resource shortages develop in the face of steadily increasing demands from a growing human population. Controversy frequently surrounds how a resource should be used , or allocated , and for whom. For example , a river may supply water for agricultural irrigation, habitat for fish , and water-generated electricity for a factory. Farmers , fishers , and industry leaders vie for unrestricted access to this river , but such freedom could destroy the resource , and conservation methods are necessary to protect the river for future use . Conflicts worsen when a natural resource crosses political boundaries . For example , the headwaters , or source , of a major river may be located in a different country rather than the country though which the river flows . There is no guarantee that the river source will be protected to accommodate resource needs downstream . In addition , the way in which one natural resource is managed has a direct effect upon other natural resources . Cutting down a forest near a river , for instance , increases erosion , the wearing-away of such as fish and important aquatic plants that require clean , clear freshwater for survival.

Which word in the reading means “living or growing in , happening in , or connected with water”?

A. Major        

B. necessary         

C. fresh      

D. aquatic

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 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.

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

A. high-fliers

B. key positions

C. responsibilities

D. organizations

Read the passage below carefully, and then choose the best answer

Conservation conflicts arise when natural-resource shortages develop in the face of steadily increasing demands from a growing human population. Controversy frequently surrounds how a resource should be used, or allocated, and for whom. For example, a river may supply water for agricultural irrigation, habitat for fish, and water-generated electricity for a factory. Farmers, fishers, and industry leaders vie for unrestricted access to this river, but such freedom could destroy the resource, and conservation methods are necessary to protect the river for future use.

Conflicts worsen when a natural resource crosses political boundaries. For example, the headwaters, or source, of a major river may be located in a different country than the country through which the river flows. There is no guarantee that the river source will be protected to accommodate resource needs downstream. In addition, the way in which one natural resource is managed has a direct effect upon other natural resources. Cutting down a forest near a river, for instance, increases erosion, the wearing away of topsoil, and can lead to flooding. Eroded soil and silt cloud the river and adversely affect many organisms such as fish and important aquatic plants that require clean, clear freshwater for survival.

Question: Which word in the reading means “living or growing in, happening in, or connected with water”?

A. necessar

B. major

C. fresh

D. aquatic

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.

All of the following are mentioned as benefits of succession planning EXCEPT _______.

A. the promotion of a staff member

B. the improvement of important skill 

C. the potential for higher salaries

D. the chance for more experience