跨文化領導 的英文怎麼說

中文拼音 [kuàwénhuàlǐngdǎo]
跨文化領導 英文
cross-cultural leadership
  • 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...
  • 領 : Ⅰ名詞1 （頸; 脖子） neck 2 （領子; 領口） collar; neckband 3 （大綱; 要點） outline; main point; ...
  • 導 : 動詞1. （引導） lead; guide 2. （傳導） transmit; conduct 3. （開導） instruct; teach; give guidance to
  • 文化 : 1. （精神財富） civilization; culture 2. （知識） education; culture; schooling; literacy
  • 領導 : 1. （率領並引導前進） lead; exercise leadership 2. （領導者） leadership; leader
  1. Pondering upon cross - cultural enterprises management

    教育領導和管理的跨文化比較模式研究
  2. It tries to find out effective cross - cultural managerial skills through analyzing a variety of culture conflicts in a international hotel. the approach to this research is case study. detailed analysis of the culture conflicts in the case is carried out by applying contemporary cross - culture management theories and the conclusions of differences between chinese culture and western culture. in conclusion, this study gets to the following points : 1. western managers should learn to know some common phenomena when they think of cross - culture communication. 2. this research puts forward 3 kinds of feedback and ways to realize them to deal with the information distortion in the process of communication. 3. avoidance of perceptible mistakes. 4. considering the cultural influence on decisions and accommodating different leading and motivating measures to different persons. 5. choosing appropriate managing staff and launching effective cross - culture training to serve the purpose of cro ss - culture management. 6. localization.

    本文選擇案例研究的方式，通過引入一個具體案例，運用中西方文化差異的廣泛共識性結論和當代跨文化管理理論，對案例中的文化沖突現象進行分析、探討，總結出跨國酒店在跨文化溝通中應認識中國文化背景下的一般性現象；通過運用溝通模型，進一步提出了減少溝通失真的三種反饋形式及實現方式；同時避免溝通中的知覺錯誤；在管理中注重文化對決策的影響，採取因人而異的領導方式和激勵方式。管理集團應注重選派合適的管理人員並開展有效的跨文化培訓，通過成功實現本地化來獲得跨文化管理的成功。
  3. It ' s not only a topic for anthropologists, sociolinguistists, sociopsychologists to conduct cross - cultural research but also a duty of those who have been engaging in commercial activities or who are going to take career in multinational or international corporations, no matter what position they are in or will be in, supervisors or subordinates, managers or employees

    進行跨文化交際的研究不僅是人類學家、社會語言學家、社會心理學家們應該研究的課題，更是那些正從事或將要從事國際貿易的人們，無論職位高低，領導或下屬、經理或職員應該充分重視和加以研究的課題。
  4. The research team of prof chan hsiao chang, director of the epithelial cell biology research centre, in collaboration with zhejiang academy of medical sciences, demonstrated that cystic fibrosis transmembrane conductance regulator cftr is involved in transporting bicarbonate into sperm, and thus, is vital to sperm fertilizing capacity and male fertility. cftr is an anion channel, mutations of which cause cystic fibrosis, a disease characterized by defective cl - and hco3 - transport with clinical manifestations in a number of organ systems

    由陳小章教授領導的香港中文大學上皮細胞生物學研究中心的研究人員，與浙江醫學科學院合作，證實囊性纖維化跨膜電導調節器（ cftr ）負責輸送碳酸氫根進入精子，對精子授精能力及男性生育能力非常重要； cftr是一個陰離子通道，其基因突變會導致囊性纖維化，因為氯離子和碳酸氫根（ hco3 - ）分泌缺陷，引發一系列器官病徵。
  5. The study of effectiveness conversion of cross - cultural leadership modes in major developmental phases of international enterprises

    跨文化領導模式在跨國創業不同階段的效能轉化研究
  6. Learn to fly, and our museum docents will accompany musekids and their parents on an extraordinary trip beyond the museum to widen their exposure to the arts and culture. our visit to the " hong kong toys " exhibition, which introduces the history of toy development in hong kong, in the " arttube " at exit j of central mtr station is sure to be an unprecedented cultural experience for everyone

    為擴闊小先鋒接觸文化藝術的渠道，電視節目點蟲蟲節目主持冰冰公主與博物館導賞員將帶領小先鋒及家長跨出博物館，在地鐵中環站j出入口的藝術管道參觀以香港文化博物館藏品為主題的香港玩具展覽，並介紹香港玩具的發展歷史，讓小先鋒一嘗嶄新的文化藝術體驗。
  7. We have a multinational multicultural team which is dedicated to assisting our clients to deal with the organizational and leadership challenges of business in china

    我們擁有一支跨文化的國際專業團隊專門協助客戶處理其在中國營運時所面對到的有關于組織的及領導力的挑戰。
  8. In the qualitative, quantitative and directional way, successful factors, such as the superiority of marketing, the superiority of resource, the superiority of consumption, and the advantage of corporations supporting, etc, were described, and six important background factors, include of the increasing consumption, the competition from milk market, the challenge of joining into wto, the adjustment of industry structure, the winning against oneself, and accelerating development, were analyzed. new objects were put forward, that is, high quality, rationalizatio n of region distribution, having a core of brand, trade penetrating into various area, diversification of product exploitation, internationalization of preponderant product, and orientating function in market. development of tianjin milk industry should be based on materials and base, take resource integrating and market regulating as means, take trade infiltrating and product development as support, take specialization, industrialization, collectivization and internationalization as orientation, take the development of international milk corporation as mode, and take " creating name brand, entering the first - ten corporation of milk industry " as object

    本文在廣泛調查研究的基礎上，圍繞天津奶業發展，全面客觀地評價了天津奶業發展現狀，採用定性、定位、定量和定向的方法，描述了天津奶業作為城郊型奶業在競爭中形成的市場優勢、資源優勢、消費優勢、龍頭企業依託優勢、外資企業進入優勢、奶類項目援助優勢等眾多成功因素，分析了天津奶業未來保持產業領先地位必須認真對待的消費需求增長、乳業市場競爭、迎接入世挑戰、產業結構調整、克服自身劣勢、促進跨越發展的六大背景因素，提出了天津奶業新一輪發展瞄準優質生產無抗化、區域布局合理化、品牌整合核心化、行業滲透多角化、產品開發多樣化、高點對接國際化、市場避強導向化的目標定位和以原料、基地為基礎、以資源整合和市場調整為手段、以行業滲透和產品開發為支撐、以專業化、產業化、集團化、規模化、國際化的發展道路為方向，以國際乳品企業的發展為模式，以「創造一流品牌、跨入乳業十強」為目標的天津奶業發展思路，以及天津奶業二十一世紀前十年和前二十年兩大階段奶牛養殖的五大奮斗目標和區域布局原則，最後有針對性地提出飼養模式選擇、全流程安全生產、產業化龍頭培育、學生飲用奶推廣、政策扶持等促進天津奶業成長的對策措施。
  9. The process of discussion on administrative restructuring started four years ago, following the university s academic review of the faculty of arts in 2001 which recommended that the faculty should undertake strategic planning and rationalization of the curriculum and of administrative procedures to stimulate intellectual synergies and research, cross - departmental collaboration, and to enhance academic leadership

    行政重組的討論過程始於四年前。 2001年，大學對文學院進行學術檢討，檢討結果建議文學院應作策略性規劃並將課程及行政程序理性化，以激發知識的協同效應及研究、跨部門合作，以及爭取更佳的學術領導地位。
  10. For this reason, this paper has mainly discussed the good and bad effects of cultural factor on the administrative function of enterprises. meanwhile, this paper has analyzed the effects of traditional and foreign cultures on the management of enterprises in order to establish the decision - making culture, the organizational culture, the inspiring culture and the leading culture, which are suitable for the development of china ' s enterprises on the basis of assimilating the essence and reject the dross of traditional and foreign culture of management. chapter one general introduction this chapter has presented the research background, the purpose and the importance of this whole paper

    第一部分包括第一章和第二章，是全文的基礎和起點；第二部分包括第三章、第四章、第五章和第六章，分別探討了文化因素在企業決策、組織、激勵及領導中的作用，分析了中國企業的現狀，提出企業決策文化、組織文化、激勵文化及領導文化的變革與創新，是全文的核心部分；第三部分是第七章，包括管理文化面臨轉型與發展，創造良好的外部環境及跨文化管理等內容，是文章的結尾。
  11. Applying the theories of cooperation and competition, and leader - member, dr. chens dissertation analyses problems that arise from poor cross - cultural leadership in foreign - invested enterprises in china, and how foreign managers can lead and work together with local employees in a more effective way

    陳博士的論文運用合作與競爭及上司與下屬關系理論，分析中外合資企業，因不善的跨文化管治方式所引發的問題，並就外籍管理人員如何更有效地領導中國本土雇員，以及彼此間的合作提出建議。
  12. 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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