跨文化員工 的英文怎麼說

中文拼音 [kuàwénhuàyuángōng]
跨文化員工 英文
transcultural employees
  • 跨 : 動詞1 （抬起一隻腳向前或向左右邁） step; stride 2 （兩腿分在物體的兩邊坐著或立著） bestride; stra...
  • 文 : Ⅰ名詞1 （字） character; script; writing 2 （文字） language 3 （文章） literary composition; wri...
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 文化 : 1. （精神財富） civilization; culture 2. （知識） education; culture; schooling; literacy
  • 員工 : staff; personnel
  1. Forever the without limits innovation spirit because this spirit is precisely numerical code rationality choice multiplication, the positive upward values centralism manifests, is precisely develops the establishment in take the public ownership system as the main body, in diversified economies ingredient communal development foundation socialist market economy objective need, is precisely china s enterprise dares to greet the economical globalization and the knowledge economy flood tide challenge need, is precisely any enterprise unceasingly through the system innovation, the organization innovation, the technical innovation, the pursue enterprise incessant realization great span, jumps the type, continues the need to develop, also will be unceasingly develops the enterprise general staffs to innovate spiritual, the offer spirit, the realistic spirit, the casting enterprise soul basis is at, in this kind forever under under the without limits innovation spirit guidance, the drive the enterprise culture will be able to transform the giant material force, the enterprise culture can become the modern business management the scientific idea, the surmounting enterprise life cycle infinite power

    -追求卓越永無止境永無止境的創新精神，因為這一精神正是積極向上的價值觀的集中體現，正是發展建立在以公有制為主體，多種經濟成份共同發展基礎上社會主義市場經濟的客觀需要，正是中國的企業敢於迎接經濟全球化和知識經濟大潮挑戰的需要，正是任何一個企業不斷通過制度創新組織創新技術創新追求企業不斷實現大跨度跳躍式持續發展的需要，也是不斷發展企業廣大員工創新精神奉獻精神求實精神鑄造企業靈魂的根本所在，在這種永無止境的創新精神引導下激勵下企業文化才能轉變成巨大的物質力量，企業文化才能成為現代企業管理的科學理念，超越企業生命周期的無窮動力。
  2. The equis review recognized the highest level of quality in the following areas : university ' s mission, governance and strategy ; administration of students ; student placement ; contribution to the community ; program administration ; time devoted to research ; focus on personal development ; faculty and resources ; connections with the corporate world ; international partnerships and exchanges ; language and intercultural skills

    Equis認證承認聖加侖大學以下領域的最高質量：大學的使命；管理和戰略制定；學生管理；學生就業率；社會貢獻；課程管理；科研實踐；對個人發展的專注性；教職員工素質和資源；與商業機構的聯系；國際合作與交流以及語言和跨文化技能。
  3. The research results is briefed as follow. ( 1 ) a new communication and decision - making method is presented, which integrated several new tools as well as some old ones ; ( 2 ) a new concept of " virtual communicating place shared in real time by multi - user " is brought forward, and a new technology based on event - driving and message - transferring mechanism is designed to realize graphic data shared by multi - user and displayed synchronously under net environment, which is the basis of the whole system. ( 3 ) a new mechanism for team members to share data efficiently is devised, which supports collaborative working in progress, maintains the consistency of data, records the history of design and etc. by defining a new type of the design data attributes and the privilege of team member to access to data in different time, using a new method of data manipulating, the team data sharing is realized

    本文的主要研究成果為： （ 1 ）在研究國內外網路決策交流方式方法的基礎上，綜合多種方法的優點，提出了一種新的決策交流方式，採用了多種手段和工具，完善了網路決策交流的機制； （ 2 ）提出了多用戶共享的可視化虛擬交流空間的概念，並對其實現技術進行仔細的分析，針對目前存在的技術難點，提出了可行的解決方案，設計了一種新型的基於事件驅動和消息傳遞機制的多用戶實時共享圖形數據的解決方案，並採用了跨平臺的java技術實現了網路環境下圖形數據的實時交流和顯示； （ 3 ）針對團隊協同的網路cad系統的特點和要求，提出了一種新的團隊數據共享機制，通過對產品數據的基本屬性、歷史屬性、共享狀態屬性和關聯屬性的定義，結合對團隊成員在不同設計階段的權限控制，採用新型的對共享數據庫的數據操作方法，動態地維護團隊數據的共享、設計的變更、設計進程的同步、關連數據的一致性、以及多個團隊之間的數據交流。
  4. We must put emphasis on the below ' s works : selection of supreme manager, prevent brain drain, solve the diffluence problem of redundant workers, build up new combination, keep the integration time in control, communication, education and train, personnel excitation, we must notice some problems in transnational m & a : section of manager who reside in foreign corporation, trans - cultural communication, effect of foreign human resource policy and trade union

    人力資源整合要按照目標、公平等原則，在獲得必要的財務支持的基礎上，重點做好以下方面工作：最高管理人員的選擇、防止人才流失、冗員的分流安置、人員的團隊組合、整合的時間性把握、溝通、培訓以及人員激勵。跨國購並中人力資源整合應注意以下幾個問題：駐外經理人員的選擇；跨文化的溝通；被購並企業所在國家的勞動人事政策和工會組織的影響。
  5. " the development of global competencies, that is, a global vision, cultural empathy and understanding, global communication and negotiating skills and the ability to help globalise a firm and manage multicultural teams, are vital for graduating students today, particularly those wishing to go into large companies with international subsidiaries or an international vision " said professor spinks

    發展國際能力，即是要具備國際視野、文化包融與了解的胸襟、國際溝通的能力與協商的技巧、以及將一間公司的業務作國際性的發展和管理來自不同國家的工作人員的能力等。以上的各項，對今天的畢業班同學，尤其是有志到跨國或具備國際視野的機構去服務的同學來說，極為重要。
  6. The fourth chapter discusses cross - cultural conflict of jv enterprise in the stage of putting into production, which includes foreign accredited staff ' s maladjustment to china circumstance cross - cultural communication barrier between china and foreign staffs discrepancy of management concept and styles conflict of cultural orientation of product. then the corresponding solution is put forward

    第四章探討了合資企業投產運營期的跨文化沖突表現，包括外派人員對環境的不適應、與中方員工的跨文化溝通障礙、中外方管理理念風格差異、產品文化定位分歧，並提出了應對策略。
  7. We analyzed how development stages of small and medium - sized enterprises influenced leadership styles, and discussed how organizational support and superior - subordinate relationship moderated the relationship between leadership styles and performance at work. in addition, we proposed effective suggestions to the adoption of the leadership styles in multi - domestic business. two hundred and thirty - two employees from eighteen companies were surveyed by questionnaires

    研究在閱讀大量文獻和總結以往經營戰略和領導風格研究的基礎上，探討了在跨區域經營戰略背景下的不同企業發展階段上以及企業規模上的領導風格變化，以及領導風格對企業績效、個人績效和組織承諾、滿意感等員工知覺的影響，為企業在跨區域經營戰略背景下，採用何種領導風格提供了有效的建議。
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