績效維持理論 的英文怎麼說

中文拼音 [jīxiàowéichílǐlún]
績效維持理論 英文
performance maintenance theory
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 效 : Ⅰ名詞（效果; 功用） effect; efficiency; result Ⅱ動詞1 （仿效） imitate; follow the example of 2 ...
  • 維 : Ⅰ動詞1 （連接） tie up; hold together; link 2 （保持; 保全） maintain; safeguard; preserve; keep ...
  • 持 : 動詞1 （拿著; 握著） hold; grasp 2 （持有; 保持） keep; hold 3 （支持; 保持） support; maintain 4...
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 論 : 論名詞（記錄孔子及其門徒的言行的「論語」） the analects of confucius
  • 績效 : performance appraisal
  • 維持 : keep; maintain; preserve; hold
  • 理論 : theory
  1. 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。
  2. The core issue i " d like to discuss in this paper is the thesis that " cooperative security " is the rational choice of the security patterns in the asia - pacific area after the cold war. the following are my reasons : from the practical perspective, asean regional forum ( arf ) is the first and the only pan - regionally official " cooperative security " organization emerged in the asia - pacific area after the cold war. and it has made great contribution to the asia - pacific security : firstly, arf is the product of the asean ' s new security concept and strategy, which is in accord with the maintenance of national and regional security interest for asean and most of the states in this area ; secondly, the appearance of arf also conforms to the subjective and objective needs of big powers ; thirdly, the method to resolve the security problems by dialogue and cooperation, the building of confidence - building measures and the launching of the preventive diplomacy in arf have enhanced mutual understanding and mutual trust among asia - pacific countries

    本文要論證的中心問題就是， 「合作安全」是冷戰后亞太地區安全模式的理性選擇，理由如下：首先，從實踐的角度看， 「東盟地區論壇（ arf ） 」是冷戰后亞太地區出現的第一個，也是迄今為止唯一的一個泛地區官方「合作安全」組織，它在發揮維護冷戰后亞太地區安全方面起到了重要的作用和收到了良好的績效：第一， arf是冷戰后東盟國家新的安全觀念和以此為指導的新的安全戰略的產物，它符合東盟國家及絕大多數發展中國家保持本國及整個亞太地區安全與穩定的利益；第二， arf的出現符合亞太地區大國的主觀訴求和客觀需要；第三， arf以對話、合作解決安全問題的方式及它的信心建立措施和預防性外交的開展為亞太地區國家之間增進相互理解和信任起到了積極的作用，有利於冷戰后的亞太國家走出「安全困境」 ，實現真正意義上的普遍安全。
  3. The article thinks : in term of expecting the theory in the performance goal - setting link, put forward goal should concrete, degree of difficulty proper, what staff accept principle and view ; in performance manage implement link should go on constant performance link up ; in performance assess link disappearance and fairness issue of degree research to come assessing separately, comprehension and fairness that should guarantee to be assessed ; in encourage link understand staffs behavior from elimination of the last one, position adjustment and the salary adjustment

    文章認為:績效目標設定環節中從期望理論的角度，提出了目標應當是具體的、難度適當的、被員工所接受的等原則和觀點;績效管理實施環節中，應該進行持續不斷地績效溝通;績效評估環節中分別從評估維度的缺失和公平性問題來展開研究，應保證評估的全面性和公平性;正負激勵環節中從末位淘汰與職位調整以及薪酬調整的視角解讀員工行為。
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