商務(wù)英語(yǔ)BEC2014年高級(jí)寫(xiě)作范文（4）

The headhunting process Ex 4: Sample answer: (234words)

Dear Mr Jacobs

I am writing to apply to the position of SalesAdviser for the North East Region which wasadvertised in Herald International yesterday.

Although I am currently working in the MarketingDepartment of a large multinational, I wouldappreciate to work for a rapidly expanding youngcompany such as yours.

As you can see from my enclosed CV, I obtainedan honours degree in Sales and Marketing from Nottingham University in 1994. I thoroughlyenjoyed the six months I spent in working in Boots plc as pert of the course. During this time Igained invaluable insights into the nature of sales. After leaving university I initially spent timeworking for a small local firm before finding my current job and I feel that I am more suited tothe dynamics and varied demands of a smaller firm.

Not only has my experience familiarised me with the challenges faced by the industry todaybut, having been brought up in the north east, I know the region, its problems and itsundoubted potential. As a result, I feel that I would be able to relate to your customers onboth a professional and a personal level.

I am available for interview from 15 September and would be pleased to discuss my CV inmore detail then,

I look forward to hearing from you.

Yours sincerely

A motivation survey

Ex 3: Sample answer: (116words)

Findings

A number of employees clearly suffer from a lackof motivation as a result of dissatisfaction in one ormore areas of their work. The key findings areoutlined below:

Staff feel undervalued by the company, both ona financial and a personal level. It is generally felt thatthe companyˇs competitors offer higher levels ofremuneration. The perception that the managersare unappreciative of staff efforts is particularly noticeable in the Sales Department.

Certain employees feel under-challenged. The company is clearly not exploiting its humanresources.

There appears to be a breakdown of communication in the Production Department. Theconfusion and resultant ill-feeling towards managers has the potential to disrupt theproduction cycles.

Recommendations

We strongly recommend the following measures:

An evaluation of job profiles throughout the company to assess whether skills could beutilised more efficiently

A review of the current salary structure involving the comparison with similarorganisations

It is also essential to investigate and take action regarding the communication in theProduction and Sales Department.