團體激勵 的英文怎麼說

中文拼音 [tuán]
團體激勵 英文
group incentive
  • : Ⅰ名詞1 (團子) dumpling 2 (成球形的東西) sth shaped like a ball 3 (工作或活動的集體) group; ...
  • : 體構詞成分。
  • : 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...
  • : Ⅰ動 (勸勉) encourage; exert oneself Ⅱ名詞(姓氏) a surname
  • 激勵 : 1 (激發鼓勵) encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  1. As an important carrier of the college ideological education in current stage, the students ' leagues in college have a lot of positive functions, such as ideology - directing, capacity - training, rally - inspiring, continence - cultivating and so on

    摘要高校學生社作為新時期高校思想政治工作的重要載,它對高校思想政治工作具有教育導向、素質拓展、凝聚、內化自律等功能。
  2. A teacher - learning group has set up various running system, for example, starting and absorbing, establishing shared vision, " sharing emotion ", " sharing experience " ", " sharing progress ", " deterring downhill condition " or renewing, " making lifeblood " or maintaining operation, encouraging and keeping sanitarian. if there are suitable conditions, it can produce active effects, such as promoting the idea of " life - long learning ", enriching the teachers " learning achievements, assisting normal teacher - education, procuring teachers " selfhood development

    教師學習建立了啟動與吸引;確認共同願景; 「共情」 、 「共享」 、 「共進」 ; 「抗衰竭」或再生; 「造血」或維持運轉;與保健等多種運行機制,在適宜的條件支持下,就能產生宏揚「終身學習」理念;豐富教師學習成就;輔助正規的教師教育;實現教師自我發展等積極效果。
  3. 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公司管理科研基金項目「企業中高級管理者績效評價與模式研究」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,並且從綜合記分卡現的維度建立相應的績效評價指標。
  4. 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系的現狀和存在的不足,並結合水城鋼鐵(集)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、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、性,不同程度地鼓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。
  5. Culture in harmony : under the banner of enterprise sprite and core value of company, all kinds of talented people who identify with our management idea is gathered and core specialist team is formed. they work in self - inspirit, equitable competition environment. our teamwork, information - shared, well training, discipline organization is assurance of achieving our goals

    公社化的企業文化:要在實現公司使命核心價值觀和企業精神的旗幟下,聚集認同公司經營理念的各類人才,拓展核心隊倡導自我公平競爭,營造充分溝通的氛圍既按勞分配又救難濟貧培養榮辱與共的集情感,磨練無堅不摧的隊執行力建設賞罰分明訓練有素秩序井然積極向上心協力的學習型組織,創造人盡其智其資其力的新型公社化的企業文化。
  6. 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,政府對社會各宗教和機構的活動要加大管理力度。
  7. 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方式。管理集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。
  8. This thesis illustrates in detail the origin and development of esop ; and an explanation of the dialectical relations of esop and the well - being of modern enterprises is made from the points of different theories such as " double factors economic theory ", " theory on modern enterprise ", " theory on profit share " and " theory on entrepreneurs ". the accordance between esop and development of modern enterprises is also pointed out in this thesis

    本文詳細地介紹了員工持股的起源與發展,從「雙因素經濟論」 、 「現代企業理論」 、 「利潤共享理論」 、 「企業家理論」等多種不同的理論的角度對員工持股與現代企業良好發展的辨證關系做了一個說明,指出esop在員工、公司治理結構改善、實現全員工的共同致富等多方面的優勢,通過esop可以調動各利益相關的工作積極性,達到促進企業健康、持續發展的目的。
  9. Following according as the actual thing of our enterprise group, the paper selects the most suitable pattern of financial control - - - - relative concentrated pattern. afterwards in the research of capital control pattern the paper put forward a new pattern that use the management of value chain as core thought to control the capital. lastly the paper establishes outstanding achievement evaluating index system and on the base of it, the paper designs the reward ways to inspirit the manager of subsidiary company to spur them to do something that is identical with the target of parent company

    該文從分析內部控制的理論基礎出發,指出財務控制是源於委託代理關系和出資者財務關系的存在;接著在分析了三種財務控制模式的基礎上,根據我國的現實情況選擇了適合我國企業集的財務控制模式? ?相對集中的財務控制模式;論文的后兩部分是財務控制的具研究內容,根據控制論的重點控制原理,該文選擇了資金控制和經營者的作為財務控制最為有效的方式,並在資金控制部分提出了以價值鏈管理為核心思想的新型資金控制模式;最後該文針對企業集的特殊情況建立了子公司經營者的業績評價指標系,並以此作為依據設計了經營者的報酬結構來子公司的經營者,促使其目標與母公司的利益目標保持一致
  10. The author indicate the thinking and resolution of dhi ( dalian heavy industries co., ltd ) human resource development in carrying out the human resource plan, utilizing encouragement and establishing training system with enterprise characteristics according to its lack of human resource, structure of profession and the problems of training and employing. it is the important reason that enthusiasm of human resource and inefficient utilization

    作者根據大連重工集人才資源開發過程中現存的專業人才流失嚴重、人才隊伍素質結構不合理的事實,及在培養機制、使用機制等方面存在的問題,從人才資源規劃的實施,機制手段的利用,富有企業特色的教育培訓系的建立等方面闡述了大連重工人才資源開發的思路與對策。
  11. Item2 corporate culture : in order to exalt consolidation and sense of collectivity honor of the team as well as shaping a favorable corporation visualize, the company developed a series of staff motiva - tion activities

    第二條企業文化相關活動的開展:為提升隊的凝聚力,加強員工的集榮譽感,同時塑造一個良好的企業形象,公司開展了一系列的員工的活動。
  12. In other countries we see that different cultural groups fare very differently when they face similar incentives coming from government policy

    然而在另外一些國家我們可以看到不同的文化在同一政府機制下會有不同的應對方法。
  13. The seed of extremism exists wherever a group demands all the free time of a member, insisting he be in church every time the doors are open and calling him to account if he isn ' t, is critical or disapproving of involvements with friends and family outside the group, encourages secrecy by asking that members not share what they have seen or heard in meetings or about church affairs with outsiders, is openly, publicly, and repeatedly critical of other churches or groups ( especially if the group claims to be the only one which speaks for god ), is critical when members attend conferences, workshops or services at other churches, checks up on members in any way, i. e., to determine that the reason they gave for missing a meeting was valid, or makes attendance at all church functions mandatory for participating in church ministry or enjoying other benefits of church fellowship

    當一個要求成員付出所有空?時間,堅持他要每次聚會出現,如不能出席需解釋原因;批評或不贊成成員與外的親友互動,鼓保密,不許把聚會內容透露;公開批評其他(特別是藉此強調其唯一的正統性) ;對參加其他的會議、工作坊或服務責難,並對成員進行調查,以確定缺席理由真假,或者強制參加所有集會才能成為幹部或者獲得情誼;這樣的存在偏性質。
  14. Analyzed the operating condition of company ' s budget management, provided suggestion of design scheme for company comprehensive budget management system : first, the administrative structure was standardized by the legal person of company ; second, the budget management organ which is highly effective in movement, was established ; third, the establishment step and the method for company comprehensive budget was made clear ; fourth, the basic frame for control of the company budgets management was designed and a check - up system for budget which unified with the encouragement was set up

    在理論分析的基礎上,本文對石藥集預算管理的實踐進行了研究,提出了公司全面預算管理系的設計方案:第一,規范公司法人治理結構;第二,設立高效運行的預算管理組織;第三,明確了公司全面預算的編制步驟與方法;第四,設計了公司預算管理控制的基本框架和與相結合的預算考評系。
  15. Based on the above - mentioned analysis, we use the theoretical knowledge of project management to elaborate the various possibilities to resolve the problems, and then put forward effective countermeasures, which include analyzing the competition strength of retapase in the biopharmaceutical industry ; evaluating the resources of the fdzj company and its competition strength by using the swot analysis method, collecting the market information by questionnaire survey, interview and document retrieval of domestic and internal literatures. after this, we predict the market requirement and the price of the rctapasc and propose to set up a project management team which can control the r & d, production, sales, finance and affair communicating personnel systematically

    本文在深刻剖析上述問題的基礎上,運用項目管理方面的理論知識,充分闡述問題的解決方案,給予了有效的對策。其中包括:項目行業與競爭力分析,運用swot分析法評估公司資源和競爭能力,通過書面調查、訪談及查閱國內外相關文獻等方式收集市場信息,在此基礎上,進行項目的市場需求量預測,價格預測。成立集研發、生產、銷售、財務及公關人才於一身的項目隊管理項目,並採用強矩陣結構,集合直線制與職能制的優勢,對全員工實行股份期權,使員工利益與項目形成命運共同
  16. By investigating the staff ' s requirements and taking into consideration the enterprises " requests, here has worked out four measures to resolve the motivation problem facing grandease group : ( 1 ) set up a reward system based on one ' s achievements ; ( 2 ) offer staffs enough rights to take part in the management of the business ; ( 3 ) construct a healthy organization culture and strengthen the cohesion of the enterprise ; ( 4 ) pay more attention to the staff - training and the self - realizing requirements of the staffs

    最後,在前幾章分析和論述的基礎上,綜合運用了理論,指出了改進員工機制的基本原則:制度化與人性化相結合;滿足需要與引導需要相結合;相對穩定與適度競爭相結合及的公平性。針對員工的真實需要及企業的實際情況,提出解決廣意集員工問題的四項措施:建立基於績效的薪酬機制;充分授權,讓員工參與管理;建構健康的企業文化,增強企業的凝聚力;加強培訓,重視員工的自我實現需要。
  17. Have put forward three suggestions according to above problem to suit in fair of group encouragement mechanism : 1. carry out the yearly salary system of diversification, emphasize short period with the combination of long - term encouragement, establish the risk delay of yearly salary to pay plan

    本文在分析、認識主要矛盾和存在問題的基礎上,依據目標導向原則,對現有的機制進行了大量研究。通過研究,分析了現有機制存在的主要問題,提出了改進與完善集職業經理人的政策系和整方案。
  18. The design of incentive compensation system to project team

    項目性薪酬系設計
  19. By discussing the method of encouraging, how to encourage the stuff having much knowledge and the characteristic and technology of encouraging group, the article points out the encouragement is not only a sub system of the pms, but a method implied throughout the whole system, form driving system of boosting performance, by analyzing the implement of the pms of pcg institute, the article brings forward the idea of constructing a pms including aim guidance, activity guidance, result guidance and materials operation

    通過對理論、知識型員工特徵和技能的討論,提出了不僅僅是企業績效管理系的一個子系統,而且過程的理念應貫穿于整個績效管理系的構建之中,形成提高績效的動力機制。通過對pcg研究所績效管理現狀的實證分析診斷,提出了構建以目標導向、行為導向、結果導向相結合的績效管理系的思路和具操作方案。
  20. Researches on the effectives of group innovative system in handling credit risk of medium and small - sized enterprises

    團體激勵機制在銀行應對中小企業信貸風險的有效性
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