激勵自主 的英文怎麼說

中文拼音 [jīlìzìzhǔ]
激勵自主 英文
empowerment
  • 激 : Ⅰ動詞1 （水因受到阻礙或震蕩而向上涌） swash; surge; dash 2 （冷水突然刺激身體使得病） fall ill fr...
  • 勵 : Ⅰ動 （勸勉） encourage; exert oneself Ⅱ名詞（姓氏） a surname
  • 自 : Ⅰ代詞（自己） self; oneself; one s own Ⅱ副詞（自然;當然） certainly; of course; naturally; willin...
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  • 自主 : 1 （自己做主） act on one s own; be one s own master; decide for oneself; keep the initiative in ...
  1. In this paper, we study the trading model based on the project " the network market ", which was implemented by the chongqing electronic commerce inc and us. aiming at the shortage of trading model in " the network market ", we employ game theory and multi - criteria decision theory, introduce the matchmaking schema based on price and quantity into electronic commerce application, bring forward a market matchmaking trading model including five phases : market matchmaking, reinforce learning, biliteral negotiation, contract signing, contract executing. the main work and conclusion as follows : considering the behaviour of multi - buyers with multi - sellers, we realise a matchmaking model based on the price and quantity through double auction mechanism under discriminatory and non - discriminatory price situation, analyse the incentive compatibility and competitive equilibrium of the mechanism

    主要研究成果如下:針對多個買家與多個賣家的交易行為，提出一種撮合交易模型?採用價格和數量作為撮合要素，以雙重拍賣機制為撮合手段，重點研究均價和差價形式下的實現機制，並對其激勵相容性和市場均衡進行理論分析?為增強市場效率，論文提出了一種針對雙重拍賣的學習機制，它以三參數學習模型為基礎進行改進，藉助交易歷史信息，實現交易代理的自我學習
  2. First, we should change the idea of education and promote the teachers " change from inculcating knowledge to facilitating the development of students. second, we should improve the teachers " professional development and advance the teachers " change from pure curriculum executants to researcher and constructors. third, we should emphasize the function of curriculum evaluation to develop education and promote the teachers " change from ultimate and only judge to stimulators of students natural development

    在此基礎上，論文最後提出了促進初中語文教師對新課程教師角色適應的建議：轉變教育觀念，促進教師由知識灌輸者向學生發展的促進者轉變；提高專業化水平，促進教師由課程單純的執行者向研究者和建構者轉變；重視課程評價的教育發展功能，促進教師由終結性和唯一性裁判者向引導學生自主發展的激勵者轉變。
  3. The characters and requirement factors of knowledge workers are different from common staffs, so incentive strategy to knowledge workers must be based on their requirement factors. we should carry on the following strategies to incent those workers, such as helping them realize success, giving them more freedom, supply good enviornment support and constructing reasonable pay system

    知識型員工不同於普通員工的特徵導致其需求因素的非同一般，而對知識型員工的激勵策略設計必須建立在對其需求要素的把握之上，即從協助知識型員工成長需要和成就動機的實現、給予知識型員工更多的自主性、為知識型員工提供良好的環境支撐和建構獨特合理的薪酬體系等方面對知識型員工進行激勵。
  4. The conclusion is drawn out that the government should valorize the natural monopolist products to inspirit the downstream enterprises to reduce the cost

    通過分析指出，政府應該保持自然壟斷產品價格的相對穩定，以激勵下游企業發揮主動性，降低成本。
  5. The paper is one part of national science fund project study on the theory and method of performance management presided by professor of harbin institute of technology yingjun - feng and management and scientific research project of the first group of china aviation study on corporate top and middle - level executives performance evaluation and motivation model presided by my supervisor professor lujie - wang, comprehensive introduce the condition of domestic and oversee research and analyze the relationship between executives holding corporate stock and executives " performance under corporate governance. and also discuss corporate stakeholder governance and advancement of corporate executives performance and probe into influence of corporate executives behavior model on executives performance and set up corresponding performance evaluation index to appraise corporate advance and middle - level executives performance from the balanced scorecard

    本論文作為哈爾濱工業大學馮英浚教授主持的國家自然科學基金項目「績效管理的評價理論與方法研究」和導師王魯捷教授主持的中國航空工業一集團公司管理科研基金項目「企業中高級管理者績效評價與激勵模式研究」課題的一部分，綜合國內外對此問題研究的現狀，從公司治理的角度，分析公司治理下管理者持股與管理者績效之間的關系，探討企業利益相關者治理與企業管理者績效之間的規律，以及探討企業管理者的行為模式對企業管理者績效的影響，並且從綜合記分卡體現的維度建立相應的績效評價指標。
  6. The essay deeply analyzes the elementary theory of the developing teacher - assess system and points out its intrinsic essence and basic principle, goes into the base in theory which consists of 5 respects and finally makes the comparison between the developing teacher assess and present - day teacher assess. the developing teacher assess system, with the purpose of the promotion, is a kind of formative evaluation which is based on the aim, stresses the process and the timely feedback. it does not consider the result of the assess as the base of prize or reproach. its direction is to face the future, its aim is to promote the all - round development of all staffs, its function is centered on the lead - in, inspiration, development, and its means is the formative teacher evaluation. it pays special attention to the desire of teachers and esteem the requirement of teachers as its motive and power of the assessment. however, the present teacher assess is the closed - ending one whose feature is mainly to stress the daily performance before the evaluation and accordingly judge whether they possess the conditions of being rewarded or reproached

    其方向? ?面對未來，目的? ?促進全體教師的發展，功能? ?導向、激勵、發展為主，方式? ?形成性的教師評價制度，在啟動方式上注重教師自己的成就期望，把教師的需要當作評價的動機和力量。而現行的教師評價是終結性評價，其特點主要是面向過去，特別注重教師在評價前的工作表現，並根據教師的工作表現，判斷他們是否已經具備獎勵或處罰的條件。為了全面了解現行教師評價制度存在的問題，做到有的放矢，本研究對濟南市156名高中教師進行了調查，通過分析反映出以下問題： 1 、大多數教師對教師評價認識不清，引不起全體教師的共鳴，容易走過場。
  7. The pattern of the government encouraging mechanism is what the government resume the hominine economical advantage, etc. so, the new pattern of the that can strengthen the society action, give the units and the individual man economical advantage, make the people feel satisfactory sense and shelf duty sense, so the enthusiasm of the can be removed

    這種新的激勵機制模式將會初步強化了社會行為的激勵機制，賦予了各單位、個人看得見的經濟利益，獨立行事的自我責任感、滿足感，從而會激勵地方、企業、個人的積極性，推動社會主義事業的發展。
  8. On the financial tax policy stimulating independent creation

    財稅政策激勵自主創新的理論思考
  9. So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians

    為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。
  10. On wednesday, convention attendees will hear hyrum w. smith, a motivational speaker who helps individuals gain better control of their personal and professional lives through values - based time and life management

    禮拜三，參加年會的人們將聆聽海潤?史密斯，一位俱有激勵士氣的主講人，他將幫助每個人在他們個人及職場上生涯，經由時間及生活管理的基礎上，能更佳掌控自己。
  11. After the meeting, many students come to the platform and communicate closely with zhang yaqin, asking for his autographs to encourage themselves to create their own colorful life

    報告會結束后，許多同學湧向主席臺，與張亞勤校友進行了零距離的交流，請張亞勤簽名留念，並以此激勵自己創造多彩人生。
  12. Training plan, practice design, network administration system build a foundation for teachers " continuous education to meet the requirement of subjective development. school - based training, curriculum development, non - curriculum study and education via internet are ways of teachers " subjective development. plan and development assessment can effectively stimulate teachers " subjective development

    培訓規劃、實施方案、網路管理系統為適應主體性發展的教師繼續教育自組織體系奠定基礎；校本培訓、課程開發、非課程化研修、網路教育是發展教師主體性的途徑；工約計劃與發展性評價則能有效激勵教師的主體性發展。
  13. ( 2 ) there are some effective techniques in cognitive therapy, such as cognition reconstruct, self - argue, self - imply, and self - inspirit

    （ 2 ）認知療法中的有效技巧主要有認知重建、自我辯論、自我暗示，自我激勵。
  14. We should strengthen the public morality education, optimize the public morality education in order to make people recognize the individual morality and become people with moral concepts ; we should give full scope to the main - body function of the public in the construction of morality ; we should strengthen the systematic construction of moral standard on the basis of system - building ; we should establish the valuable belief that morality is useful in our society by establishing the inspiration system of the construction of public morality ; we should promote public morality by exercising of political virtue to carry out moral politics ; we should advocate religious morality which is suitable for socialism. besides that, the government should strengthen consolidate administration of the religious activities

    加強對公民的道德教化，優化道德教育，將社會道德內化為個體道德，使其成為道德人，提高人們恪守良好道德規范的自覺性；發揮公民在道德建設中的主體作用，開展各種道德實踐活動；以制度構建為重點，加強道德規范的制度建設；構建公民道德建設的激勵機制，在全社會確立德行有用的價值理念；以政德促民德，實施德政；大力弘揚與社會主義相適應的宗教道德，政府對社會各宗教團體和機構的活動要加大管理力度。
  15. Seeing from the point of global management practices, the core competitiveness of insurance company includes the factors of management, technique, system etc. but we must consider about the special industry backgrounds, culture, tradition and their management practices, this article use the inside human resource management of ping ' an as case, combining with the restructure of literae spirit, theory of corporate culture, benchmarking theory, the special characters of insurance operation. finally, compared with some mature foreign practices of hrm such as career development plan, kpi performance evaluation, stimulation mechanism, importation of international professionals etc, this article gives out analyses. then it uses them as analysing frame, gives out ping ' an ' s workable measures

    從全球企業管理發展實踐來看，保險業核心競爭力的形成包括管理、技術、制度環境等很多方面的因素，但基於保險公司特殊的行業背景以及一國所特有的文化和傳統及其各自的管理實踐，本文以平安保險公司內部的人力資源管理為研究對象，結合目前中國社會中的人文精神重構、企業文化理論、人力資源管理中的標桿瞄準理論、保險業特殊的經營特點，從理論到實踐，對比國外比較成熟的一些人力資源管理方法包括職業發展計劃、 kpi績效評估法、分配激勵機制管理、引入國際化人才等方法作為加強人力資源管理的主要方法，並以此為分析框架深入結合平安保險的實際情況得出結論，比如說建立平安企業文化、對管理人員的區分激勵、一線員工的后線平臺搭建等微觀執行指標分解，在文章的最後從宏觀上提出強化執行和建立學習型人力資源管理機制的方法。
  16. In the angle of economics, this paper firstly analyzes the present flow situation and main problems in existence of our military science and technology human resource, and then analyzes flow and equilibrium of supply and demand from three aspects of the quantity 、 structural and behavior ; systematically describes individual decision and unit decision of military science and technology human resource on the angle of cost and profit, reaches the conclusion that in the flowing process, we should strengthen individual ’ s autonomous right properly, establish “ the leading type of armed forces ” human resource disposition mechanism ; in succession this paper has not only put forward the basic standard of the reasonable flow of the military science and technology human resource ? the effectiveness of combat, but also explained it carefully from flow quantity, flow direction and structure, established optimum floating rate ; finally, having based on the conclusion, the paper puts forward four mechanisms ? fetching in person and brains, inner flow, encouragement restraint and reserving brains in outflow mechanisms that promote our military science and technology human resource to flow reasonably

    本文立足經濟學的角度，在分析軍事科技人力資源流動現狀與存在問題的基礎上，從數量、結構、行為三方面分析了軍事科技人力資源流動中的供求均衡;從成本收益角度系統描述了軍事科技人力資源的個人決策和單位決策，得出了在我軍科技人力資源的流動過程中應該適當加強個人的流動自主權，建立「軍隊導向型」人力資源配置機制的結論;接著本文不僅提出了軍事科技人力資源合理流動的根本標準?戰鬥力效用，而且從流量、流向和結構上進行了細化，確立了最優的流動率;最後，本文提出了促進我軍科技人力資源合理流動的四大機制:引人引智機制、內部流動機制、激勵約束機制和淘汰退出機制。
  17. The ways of fostering the students " language personality, it talks about the main points in three ways : 1 ) tell the students to say what they are thinking about hi their minds. 2 ) make the students always tell the truth, also encourage them to have their own opinions

    在這里主要闡述了三個途徑： 1 、搞好「真情告白」訴心底之情2 、倡導「實話實說」道自己之見3 、激勵「給我新鮮」寫獨特之感七、張揚個性才能造就全面發展的人才。
  18. The chinese teaching subject must adjust his own emotion well and ca n ' t bring his own emotion into the classroom by self - observing, self - analyzing, self - assessing, self - restraining, and self - encouraging

    語文教學主體一定要通過自我觀察、自我分析、自我評價、自我克制、自我激勵等方法調節好自己的情緒，切不可把個人感情帶入課堂。
  19. To the manager, the article put forward a main scheme of stock options incentive with the support of reputation, power and market incentive. as far as the knowledge employee are concerned it discusses the ways of attaining optimum incentive combine by means of the theory of cardinal utility and ordinal utility. at the same time, it lays emphasis on general program designing which means much to the knowledge employee including salary, work and environment incentive

    對于經營人員而言，本文提出了以股票期權激勵為主，以聲譽激勵、權力激勵與市場激勵為輔的激勵方案。對知識型員工而言，本文用基數效用法和序數效用法探討了各企業獲取各自最佳激勵組合的思路，並重點分析與設計了對知識型員工具有普遍意義的三類激勵機制方案：薪酬激勵機制、工作激勵機制以及環境激勵機制。
  20. This paper makes some main viewpoints : on accout of the high level feature in self - confident, self - reliance, senf - value and mobility, the first way of motivation of intellectual employee must be from inward might, of course, outward might is necessary. through the motivation from the owner, manager, custom and companion of the enterprise, we can achieve the west effect as self - motivata

    文章的主要觀點是：知識型員工的高自主性、高獨立性、高自我價值感和高流動性特點決定了內部激勵是主要方式，外部激勵是前提，通過企業所有者、經營者、外部顧客、內部同事等多方向的激勵，最終發展為自我激勵，達到激勵的最高境界。
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