武公角 的英文怎麼說

中文拼音 [gōngjiǎo]
武公角 英文
bukum tanjung
  • : Ⅰ形容詞1 (關于軍事的) military 2 (關于技擊的) connected with the art of attack and defence in...
  • : Ⅰ形容詞1 (屬于國家或集體的) state owned; collective; public 2 (共同的;大家承認的) common; gen...
  • : 角Ⅰ名詞1 (牛、羊、 鹿等頭上長出的堅硬的東西) horn 2 (古時軍中吹的樂器) bugle; horn 3 (形狀像...
  1. At the same time it will increase the sustainable market competition ability, management level, service content, reputation and profit of shanghai company. the paper is separated in to five sections : 1. describe the conception of transportation management, basic idea in design and management of supply chain, the position, function and importance of transportation in all supply chain of wu steel

    作者期望通過該論文的撰寫,從上海司經營戰略的度出發,對鋼現有的傳統運輸模式,隨著外部環境的變化,按照系統的物流管理理念,從理論上的加以分析、研究和整合,一方面滿足貨主的需求,為鋼提出有效的運輸模式和運力的匹配,從而達到降低鋼進口鐵礦石運輸成本;另一方面可提高上海司的經營管理、提升服務內涵和企業品牌,增強市場的可持續競爭力、和經濟效益。
  2. Brief introduction of the nanfang silk market locates in the economic development zone of wangjiang jin town which is the experimental town for the provincial synthesis reform zhejiang, the jiaxin nanfang silk market is the heartland of the golden triangle area consisted of shanghai, hang zhou and suzhou. the grand beijin - hangzhou canal and suzhou - jiaxin highway ie. the zhapu - wangjiang jin high way runs across the town

    嘉興南方絲綢市場,地處浙江省綜合試點城鎮王江涇鎮經濟開發區內位於滬杭蘇金三的中心地帶,京杭大運河和蘇嘉路即乍王路穿境而過,市場採取靈活的經營方式,經營的原料來自全國各地銷售的商品遍及紹興重慶漢遼寧等全國大部分省市及地區。
  3. Badge of maturity, 12 - tined antlers crown a lordly bull elk in yellowstone ; they serve also as formidable weapons

    黃石國家園里的糜鹿,頂著它成熟的標志? ?富有貴族氣質的12叉鹿;這些鹿還是它們的令人望而生畏的器。
  4. She was first billed as michelle khan, then later, michelle yeoh. never a trained martial artist, she relied on her dance discipline and her on set trainers to prepare for her martial arts action scenes

    她與德寶電影司簽約,並在1985年初次亮相,在一個動作喜劇片"貓頭鷹與小飛象"中飾演一個沒有打戲份的色。
  5. This article, in positivist jurisprudence perspective and adhere to the principle of authenticity and integrity, sustained development, prevention as the principal thing and international cooperation, discusses the necessity of, for local government, complying with convention on protection of world cultural and natural heritage and performing international obligations. this article probes into the resolutions of the legal protection of natural heritage in china citing an example of world natural heritage wulingyuna

    本文從法律實證的度,堅持真實性和完整性原則、可持續發展原則、預防為主原則和國際合作原則,論述地方政府遵循《保護世界文化和自然遺產約》和履行國際義務的必要性,以及以陵源世界自然遺產法律保護個案為例探求我國世界自然遺產的法律保護的對策。
  6. Now the trumpet summons us again - - not as a call to bear arms, though arms we need - - not as a call to battle, though embattled we are - - but a call to bear the burden of a long twilight struggle, year in and year out, " rejoicing in hope, patient in tribulation " - - a struggle against the common enemies of man : tyranny, poverty, disease, and war itself

    現在那號又再度召喚我們不是號召我們肩起器,雖然器是我們所需要的;不是號召我們去作戰,雖然我們準備應戰;那是號召我們年復一年肩負起持久和勝敗未分的斗爭,在希望中歡樂,在患難中忍耐;這是一場對抗人類敵暴政、貧困、疾病以及戰爭本身的斗爭。
  7. At the first stage, an interview was conducted to primarily test the model ; in second stage, the author picked out one company in hangzhou, and analysis him particularly to test the model as one cases. at the third stage, more than 200 people from different enterprises were surveyed through questionnaires to test the model through data. the conclusions indicated that : ( 1 ) there are three dimensions of employee justice, procedural justice and interactional justice are two different but relevant dimensions ; ( 2 ) a certain type of compensation influenced justice remarkably, others have no influence to justice, and the organizational culture moderated the relationship of compensations and interactional justice ; ( 3 ) the justice of employees influenced their organizational commitment, and these findings show that multiple aspects of commitment are related to multiple justice types, indicating the role justice plays in organizational commitment is stronger than the role usually assumed

    本文的研究分三個階段進行,第一階段是訪談研究階段,了解平感,現實中企業的薪酬策略以及組織承諾的構成,並初步驗證薪酬策略以及組織承諾和平感之間的關系,對本文的研究構思和假設做一個初步的證明和完善;第二階段是案例研究,主要對浙江省內的兩家民營企業做了比較細致的分析,從事例的度來說明薪酬策略,平感和組織承諾之間的關系;研究的第三個階段是問卷研究,針對杭州,上海,漢,寧波等城市的大中小企業的員工進行了問卷調查,從量上對本文的構思作更深一步的研究。
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