catti二级笔译综合能力模拟试题

2014年catti二级笔译综合能力模拟试题(一)

catti 二级笔译综合能力模拟试题 (一 )

一、 Vocabulary Selection (本大题 20小题.每题分,共分。 In this part, there are 20 incomplete sentences. Below each sentence, there are four words or phrases respectively marked by letters A, B, C and D. Choose the word or phrase which best completes each sentence. There is only one right answer. )

第 1题

The jury gave a______of

A sentence

B judgement

C charge

D verdict

【正确答案】:D

【本题分数】:分

【答案解析】

[解析 ] 近义辨析。

verdict裁决,判决,判断 (指陪审团的裁决 ) :The verdict was that the prisoner was guilty.判决犯人有罪。 sentence 判决,宣判 (指法庭的判决, 尤其指对已判决有罪的人加以处罚的法院的刑罚决定 ) :He received a heavy sentence .他被判重刑。 judgement 判断,审判,裁判 (指法庭的判决,法官的决定 ) :The judgement set a new precedent.那次判决树立了一个新的判例。 charge 指控,控告 (指提出对不法行为的指控 ) :a charge of murder指控犯谋杀罪。

第 2题

I wouldn't trust such a______person.

A deceitful

B deceptive

C decisive

D deceive

【正确答案】:A

模考吧【本题分数】:分

【答案解析】

[解析 ] 形近识别。

deceitful欺骗的,不诚实的:You've been going there without telling me , you deceitful child!你一直在瞒着我到那地方去,你这不诚实的孩

子 !deceptive 可能欺骗的, 导致误解的:Appearances are often deceptive . 外表往往是靠不住的。 decisive 决定性的:the decisive vote决定性的一票。deceive 欺骗,行骗 (动词 ) :He deceived her into thinking he could drive a car.他骗她,使她相信他会开汽车。

第 3题

I'll just______an eye over these figures before you type them.

A toss

B cast

C fling

D throw

【正确答案】:B

【本题分数】:分

【答案解析】

[解析 ] 近义辨析。

这四个词都指“投, 抛, 掷” 。 cast 指转向或引向:All eyes were cast uponthe speaker .所有目光皆投注在说话者身上。 toss :指以迅猛的速度突然移动或抬起 (头 ) :tossing their heads in sprightly dance在轻盈活泼的舞步中抬起他们的头。 fling 指摆动 (身体一部分 ) :She flung back her head proudly .她傲气地把头一扬。 throw 指发出, 投射:She threw me a look of encouragement . 她向我投来鼓励的目光。

第 4题

Your usual teacher has lost his voice and______I am taking his place today.

A nevertheless

B however

C moreover

D accordingly

模考吧

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________get older, the games they play become increasingly complex. A Children B Children, when they C As children D For children to 【正确答案】：C 【本题分数】：分【答案解析】语法应用。本句逗号前是状语从句，空白处应填连词；主句主语是the games，因此选项A、B、D均不对；只有as“随着”符合句意，所以C为答案。第3题 Martin has created enough memorable ________to make it easy to forgive his lows. A youngsters B nobles C highs D miserables 【正确答案】：C 【本题分数】：分

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https://www.360docs.net/doc/3a19132936.html, CATTI二级笔译历年真题以及答案英汉翻译八大注意事项陈炳发全国翻译专业资格（水平）考试英语专家委员会委员有幸多次参与国家人事部组织、外文局实施并管理的全国翻译资格(水平)考试的阅卷、质检工作，我发现，一些考生翻译水平还是不错的，但对于翻译的基本常识缺乏了解，不知道如何规范地处理数字、人名、地名、机构名、缩略语以及其他问题，因而或多或少地影响了个人的成绩。以下是我收集整理的一些考试中常见的“雷区”，可能对考生提高考试成绩有所助益。一、数字关于数字用法的问题，国家主管部门已有具体规定，各翻译出版机构以及一些国际组织也有自己的专门规定。有志于从事翻译职业的人应该对这些有起码的了解。一般的规定是，对于纯粹属于计量或统计范畴的数值，无论原文是否使用阿拉伯数字，译文一般用阿拉伯数字。例如：原文“654,321,000”，译文中照抄“654,321,000”即可;不能译为6亿5千4百32万1千。原文“fifty million”，可译为“5 000万”;不能译为“五十百万”，

https://www.360docs.net/doc/3a19132936.html, 或“50百万”。对于万以上数字，中文一般以“万”和“亿”为单位;原文“half a billion”，可译为“5亿”。原文“five trucks”，可译为“5辆卡车”;原文“3-4 percent”，可译为“3%-4%”;原文“five percentage points”，可译为“5个百分点”。原文用英文数字或罗马数字表示的，除纯粹属于计量或统计范畴的数值的情况外，译文用汉字。例如：原文“Chapter II”，可译为“第二章”，不能译为“第2章”;原文“Committee of Twenty-four”，可译为“二十四国委员会”，不能译为“24国委员会”;原文“Sixty-fourth Session”，可译为“第六十四届会议”，不能译为“第64届会议”。在原文中，数字如作为词素构成固定的词、词组、惯用语、缩略语、具有修辞色彩的语句，以及邻近两个数字连用表示概数的情况，则译文中可使用汉字;整数一至十，如果不是出现在具有统计意义的一组数字中，可以用汉字，但要照顾到上下文，以便求得局部体例上的一致。例如：原文“quarter”，应译为“四分之一”;原文“three to four people”，则译为“三四人”;原文“Third World”，可译为“第三世界”;原文“several thousand people”，则译为“几千人”;原文“five principles”，可译为“五项原则”;原文“four or five hundred”，可译为“四五百”;原文“well over sixty”，可译为“六十好几了(年龄)”, 原文“50-odd years old”，可译为“五十出头”, 原文“a little over 30 years old”，可译为“三十挂零”等等。对于数字的翻译还可以做出许多规定，但对于翻译(水平)考试而言，掌握以上三点就基本可以了。对于不规范的数字表述，诸如“6亿5千4百32万1千”之类，阅卷老师都是要酌情扣分的。

CATTI翻译资格考试二级笔译综合能力及实务真题详解

2003年12英语二级《笔译综合能力》试题 Part1 Summary Writing 1.Read the following English passage and then write a Chinese summary of approximately 300 words that expresses its main ideas and basic information (40 points, 50 minutes) Deceptively small in column inches, a recent New York Times article holds large meaning for us in business. The item concerned one Daniel Provenzano, 38, of Upper Saddle River, N.J. Here is the relevant portion: When he owned a Fort Lee printing company called Advice Inc., Mr. Provenzano said he found out that a sales representative he employment had stolen $9,000. Mr. Provenzano said he told the man that “if he wanted to keep his employment, I would have to break his thumb.” He said another Advice employee drove the sales representative to Holy Name Hospital in Teaneck, broke the thumb with a hammer outside the hospital, and then had a car service take the man home after the thumb was repaired. Mr. Provenzano explained that he “didn’t want to set an example” that workers could get away with stealing. The worker eventually paid back $4,500 and kept his job, he said. I know that you’re thinking: This is an outrage. I, too, was shocked that Provenzano was being prosecuted for his astute management. Indeed, I think his “modest proposal” has a lot to teach managers as they struggle with the problems of our people-centered business environment. Problems such as …. Dealing with the bottom 10%. GE made the system famous, but plenty of companies are using it: Every year you get rid of the worst-evaluated workers. Many managers object that this practice is inhumane, but not dealing with that bottom 10% leads to big performance problems. Provenzano found a kinder, gentler answer. After all, this employee would have been fired virtually anywhere else. But at Advice Inc., he stayed on the job. And you know what? I bet he become a very, very —very —productive employee. For most managers Provenzano’s innovative response will be a welcome new addition to their executive tool kit. And by the way, “executive tool kit” is clearly more than just a metaphor at Advice Inc. Being the employer of choice. With top talent scarce everywhere, most companies now want to be their industry’s or their community’s most desirable. Advice Inc. understood. The employee in question wasn’t simply disciplined in his supervisor’s office and sent home. No, that’s how an ordinary employer would have done it. But at Advice Inc., another employee —the HR manager, perhaps? —took time out his busy day and drove the guy right to the emergency room. And then —the detail that says it all —the company provided a car service to drive the employee home. The message to talented job candidates comes through loud and clear: Advice Inc. is a company that cares. Setting an example to others. An eternal problem for managers is how to let all employees know what happens to those who perform especially well or badly. A few companies actually post everyone’s salary and bonus on their intranet. But pay is so one-dimensional. At Advice Inc., a problem that would hardly be mentioned at most companies —embezzlement —was undoubtedly the topic of rich discussions for weeks, at least until the employee’s cast came off. Any employee theft probably went way, way —way —down. When the great Roberto Goizueta was CEO of Coca-Cola he used to talk about this problem of setting examples and once observed, “Sometimes you must have an execution in the public square!” But of course he was speaking only figuratively. If he had just listened to his own words, Goizueta might have been an even better CEO. Differentiation. This is one of Jack Welch’s favorite concepts —the idea that managers should treat different employees very differently based on performance. Welch liked to differentiate with salary, bonus, and stock options, but now, in what must henceforth be known as the post-Provenzano management era, we can see that GE’s great management thinker just wasn’t thinking big enough. This Times article is tantalizing and frustrating. In just a few sentences it opens a whole new world of management, yet much more surely remains to be told. We must all urge Provenzano to write a book explaining his complete managerial philosophy. 2.Read the following Chinese passage and then write an English summary of approximately 250 words that expresses its central ideas and main viewpoints (40 points, 50 minutes) 越是对原作体会深刻，越是欣赏原文的每秒，越觉得心长力，越觉得译文远远的传达不出原作的神韵。返工的次数愈来愈多，时间也花得愈来愈多，结果却总是不满意。……例如句子的转弯抹角太生硬，色彩单调，说理强而描绘弱，处处都和我性格的缺陷与偏差有关。自然，我并不因此灰心，照样“知其不可为而为之”，不过要心情愉快也很难了。

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