積極性管制 的英文怎麼說

中文拼音 [jījíxìngguǎnzhì]
積極性管制 英文
positive control
  • 積 : Ⅰ動詞（積累） amass; store up; accumulate Ⅱ形容詞（長時間積累下來的） long standing; long pending...
  • 極 : i 名詞1 （頂點; 盡頭） the utmost point; extreme 2 （地球的南北兩端; 磁體的兩端; 電源或電器上電流...
  • 性 : Ⅰ名詞1 （性格） nature; character; disposition 2 （性能; 性質） property; quality 3 （性別） sex ...
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 制 : Ⅰ動詞1 （製造） make; manufacture 2 （擬訂; 規定） draw up; establish 3 （用強力約束; 限定; 管束...
  • 積極性 : activeness
  • 積極 : 1. （肯定的; 正面的） positive 2. （進取的; 熱心的） active; energetic; vigorous
  • 管制 : 1. （強制管理） control 2. （對罪犯強制管束） put under surveillance
  1. Secondly, the paper brings out problems which are need to be solved as emphases by analyzing objectively the plant ' s cost control actuality, the existing problems and its reasons. the analysis indicates that because of high dependence on planned economy, exterior factors seriously restricting the reasonable price of fuel, the electrovalence being made by exterior, the deficiency of its interior mechanism and the big random of cost control, the enthusiasm that the plant manages and controls cost independently is badly hurt. thirdly, aiming at these leading problems, applying the present cost control theory and the main cost control methods of electricity enterprises both home and abroad, the paper designs and evaluates its cost control project at these aspects of productive technology, management, logistic control, financial management and the manpower cost, and lodges corresponding cost control project of every tache

    論文首先對當今國內外成本控制理論研究現狀和應用現狀進行了分析，包括成本性態分析、成本控制內容分析及成本控製程序與方法的分析，為論文研究打好了理論基礎；其次客觀全面地分析了永昌電廠成本控制的現狀和存在問題及其產生原因，其中包括計劃經濟色彩濃厚、外部因素嚴重製約燃料成本的合理配比、電價確定權在外，它嚴重挫傷企業成本管理與控制的自主積極性，也包括企業內部機制不全、成本控制的隨意性大等問題，這為本論文提出了需要重點解決的問題；然後針對永昌電廠在成本控制方面存在的主要問題，應用當今國內外成本控制的主要理論和發電企業成本控制主要方法，從生產技術、生產管理、物流控制、資金管理及人工成本等方面對永昌電廠成本控制方案進行了相對全面的設計和評價，提出相關環節的成本控制方案。
  2. Especially, as the most integrated model in all the models of position management, position management by object can motivate the initiation and enthusiasm of all the people in the enterprise by means of convert the organization ' s goals into the executable position ' s objectives. as a result of being hortative means and restricting means at the same time, position management by object aims at rapidly promoting the promising development of the enterprise

    其中，作為崗位管理模式中最優的崗位目標管理模式，實質就是將組織的整體目標有效轉化為組織中各崗位的可操作目標，使崗位目標既成為一種激勵手段，又成為一種控制手段，從而達到全方位地調動組織內各個群體和全體成員的積極性、創造力和成就感，使企業總目標與各個方面的分目標融為一體，以求得企業的長遠、快速的發展。
  3. As the incompetent incentive and restrain mechanism, resulting the management board can ’ t unite totally and personnel management is incomplete, especially for senior manger, it is not effective enough to restrict their performance. that cause serious economic imbroglio one after another and lost in investment. the company adopts yearly salary system to spirit up senior mangers, but the system itself is faultiness

    結合公司的實際發展狀況，把股票期權作為一種公司新型激勵機制，建立切實可行的股權激勵方案，通過在公司所有者和高管人員之間建立起一條資本紐帶，實現員工利益與公司長遠利益緊密聯系，形成共同的利益取向和行為導向，將有利於調動高管人員的工作積極性和創造性，充分激發高管的經營潛能，為公司的可持續發展奠定良好的基礎。
  4. At the beginning of the establishment of this company, because of the difference of the original three companies existing in the field of enterprises culture background, staff post functions, distribution system, inspiring style, promotion education and training, there is a urgency to set up a fair, reasonable and efficient administration management system to inspire the staff working activities, meanwhile to bring the staffs of the three companies to work together harmonically to make their devotions to the rapid development of the company

    新公司成立伊始，因原有三家公司的企業文化背景不同，員工在崗位職能、分配製度、激勵方式及職位提升、教育培訓等人事制度上有很大差異。此時，迫切需要新公司能制定出一套公正、合理、有效的行政管理制度，使之即能充分調動員工工作積極性，又能使三家企業的員工很快融合到一起，共同為企業的快速發展貢獻力量。
  5. It deals with our country ' s situation, the present of the old aged population, the measure to carry the old aged political socialization. it considers that is the economic base to safeguard the old people ' s lawful interests, to solve their living difficulties, the community is the principal way to advance the old aged political socialization ; relaying the community to arouse the masses to help respect and love the old people is the social base, to strengthen the management to ensure the funds throwing is the key question, to train old aged personnel is the main assortment, to arouse the enthusiasm of the masses and the old people is the good measure, to promote the socialization must be helped by the public opinion, the first to built the community management system to help the old people with their life, the second is to organize the community ' s cultural and physical activities, the third is to help the old people to resist the feudalism

    認為：維護老齡人口的合法權益，解決他們生活中的實際問題，是促進老齡人口政治社會化的經濟基礎；社區是促進老齡人口政治社會化的主要通道和平臺；依託社區，發動城市居民參加志願者助老服務隊伍，營造尊老敬老氛圍，是促進老齡人口政治社會化的社會基礎；加大監管力度，確保資金投入的效果，是促進老齡人口政治社會化的關鍵環節；開展系統的專業培訓，提高老齡工作隊伍素質，是促進老齡人口政治社會化的重要保證；調動社會各方力量以及老年人自身的積極性，廣泛參與和支持，是促進城市老齡人口政治社會化的重要措施；促進老齡人口政治社會化，要加大輿論的引導和支持；促進老齡人口政治社會化的切入點一是建立社區老年思想政治工作機制，把思想政治工作滲透到社區管理、社區服務、治安聯防、老年學校、鄰里互助、解決老年人生活困難等多種形式的活動中去。
  6. This text is designed for the reform of the internal management system from the primary and junior high schools and tries to do the basic research into the " double hire system " among teachers in the reform of the educational system in the primary and junior high schools to meet the new demand of the construction of teacher troops in the social development after china " entry into wto in the 21st century

    而在教育改革中如何用科學的制度調動廣大教師的工作積極性又是重中之重。本文從中小學內部管理體制改革方面入手，根據中國入世后21世紀社會發展對教師隊伍建設的新要求，嘗試在中小學教育體制改革中對教師進行「雙聘制」的初步研究。
  7. The problems, which already existed in chinese forestry administrative system, are as the following points : 1, the aim is neither clear nor definite. the responsibility of the government institution is disorderly. government institution joins in works of planting and constructing forests

    （二）本文提出採用政企分離的林業管理體制的理由1 ，有利於調動林業建設主體的主動性、積極性和創造性如果政府部門既要管理又要進行具體的營造林工作，結果就是失職。
  8. In this paper, it is put forward the basic train of thought on implement metrobus traffic systems in shijiazhuang : ( 1 ) to improve the basic facilities of road to provide hardwares to metrobus traffic systems. ( 2 ) to build special road for bus or to build the bus priority control and management system are the first step to carry out the metrobus traffic systems. ( 3 ) to practice the running program that government and corporation are separated out or to mobilize the enthusiasm of the bus corporation

    建設石家莊的metrobus快速交通系統的思路如下： （ 1 ）完善道路基礎設施建設，為metrobus快速交通系統的實施提供硬體條件； （ 2 ）開辟公共汽車專用道和建立公交優先控制和管理系統，是實施metrobus快速交通系統的第一步； （ 3 ）推行政企分離的公交運行機制，調動公交企業的積極性。
  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. In the study of payment management, it is analyze the economic responsibility distribution system of the task linking with wage. this system extremely arouses the enthusiasm of work in the whole enterprise and achieves the best economic benefit through the check combining stimulation with restriction

    在薪資管理體系的研究中，採用了「業績掛鉤工資」的經濟責任制，通過激勵與約束相結合的制度，充分激發廣大員工的工作積極性，使企業獲得最佳的經濟效益。
  11. Putting the framework salary system ( fss ) into effect as a reform of the school ' s interior management system is very important on stimulating teachers, as a result it can make them more active and creative

    在我國中小學的分配製度改革過程中，實行校內結構工資制，是學校內部管理體制改革的重要內容，是激勵教師教育教學積極性、創造性的重要手段。
  12. The interior risk control mechanism in commercial bank is the basis of banking supervision and stability of financial system. we should introduce modern instrument measuring financial risks : var ; take advantage of accurate and overall index measuring achievement : raroc ; form multilayer risk control mechanism with the nature of incentive compatibility constraint ; and boost each branch, each level of institution and each staff to concern bank ' s revenue and risk simultaneously

    銀行內部風險控制機制是銀行監管和金融體系穩定的基礎，通過引入現代金融風險計量工具： var （在險價值） ，利用準確、全面的績效考核指標： raroc （風險調整資本收益率） ，在銀行內部構建起具有激勵相容約束性質的多層次風險控制機制，調動各類部門、各級機構、各個職員的既關心收益又關心風險的積極性。
  13. Then the research puts forward some sugguestions. for example : set up and improve the school ' s self - value system to activate the interest of teacher and students to the developing curriculum. carry out school - based management to raise teachers " self - researching, self - teaching and self - growing. . in essence, school - based curriculum is n ' t the process of external obligation but internal self - realization

    如：建議建立與完善校本課程開發的內部評價機制來調動師生開發課程的積極性；學校實現校本管理來提高教師自我教研、自我培訓、自我成長的意識… …質言之，校本課程開發，不是一個外部強加的過程，而是一個內部的需要自我實現的過程。
  14. For years, we pay too much attention to the cost and profits, or things like that, but seldom take serious concerns for the employees as respective individuals, seldom care for their thoughts, their attitudes and their feelings, and often ignore the influence of culture. some kind of improvement should be made, if we still want to make further advancement

    高新技術企業必須採用優于傳統方式的高屋建瓴的人力資源管理政策，要樹立正確的人才觀，根據企業自身特點，確定適用、可用的人才，而不要過於好高騖遠；要制定科學合理的管理原則和具體措施，既要有利於調動員工的積極性，又要有利於企業的長期、可持續發展。
  15. We should deepen the internal reform of cultural enterprises and institutions and gradually establish a management system and operational mechanism favorable to arousing the initiative of cultural workers, encouraging innovation and bringing forth more top - notch works and more outstanding personnel

    深化文化企事業單位內部改革，逐步建立有利於調動文化工作者積極性，推動文化創新，多出精品、多出人才的文化管理體制和運行機制。
  16. Between the government and cultural enterprises and institutions. we must build up a legal system concerning culture and intensify macro - control. we should deepen the internal reform of cultural enterprises and institutions and gradually establish a management system and operational mechanism favorable to arousing the initiative of cultural workers, encouraging innovation and bringing forth more top - notch works and more outstanding personnel

    把深化改革同調整結構和促進發展結合起來，理順政府和文化企事業單位的關系，加強文化法制建設，加強宏觀管理，深化文化企事業單位內部改革，逐步建立有利於調動文化工作者積極性，推動文化創新，多出精品多出人才的文化管理體制和運行機制。
  17. This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee

    本文重點分析了崗薪制改革取得的成效，如薪酬競爭力有了很大的提高；一系列相關分配製度和配套管理制度的實施，規范了薪酬的管理，提高了分配製度的透明度；形成了以崗位為根本的薪酬體系，加強了各項基礎工作，推動了人力資源的開發；形成了薪酬的可調節機制和內部競爭、流動機制等。但是，八鋼公司的崗薪制體系也存在很多不足，如崗薪工資的基礎工作仍不扎實；績效考核體系不健全；績效工資只減不加，成為新的「大鍋飯」 ，難以調動職工的積極性等。
  18. The measures include motivating the enthusiasm of all sectors, improving the science and efficiency of the budget, keeping accordance in budget and accounting, perfecting the supplementary budget examining system and establishing a rapid and effective budget management system

    這些對策包括充分調動學校各方面積極性，確保收入預算的實現；提高預算的科學性和時效性；保持預算與會計核算、年終決算內容與口徑一致；完善內部預算追加審核制度；建立暢通迅達的預算管理反饋系統等。
  19. The state continuously raises labour productivity, improves economic results and develops the productive forces by enhancing the enthusiasm of the working people, raising the level of their technical skill, disseminating advanced science and technology, improving the systems of economic administration and enterprise operation and management, instituting the socialist system of responsibility in various forms and improving organization of work

    第十四條國家通過提高勞動者的積極性和技術水平，推廣先進的科學技術，完善經濟管理體制和企業經營管理制度，實行各種形式的社會主義責任制，改進勞動組織，以不斷提高勞動生產率和經濟效益，發展社會生產力。
  20. Article 14 the state continuously raises labour productivity, improves economic results and develops the productive forces by enhancing the enthusiasm of the working people, raising the level of their technical skill, disseminating advanced science and technology, improving the systems of economic administration and enterprise operation and management, instituting the socialist system of responsibility in various forms and improving the organization of work

    第十四條國家通過提高勞動者的積極性和技術水平，推廣先進的科學技術，完善經濟管理體制和企業經營管理制度，實行各種形式的社會主義責任制，改進勞動組織，以不斷提高勞動生產率和經濟效益，發展社會生產力。
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