契約的追認 的英文怎麼說

中文拼音 [qìyāodezhuīrèn]
契約的追認 英文
ratification of contract
  • 約 : 約動詞[口語] （用秤稱） weigh
  • 的 : 4次方是 The fourth power of 2 is direction
  • 追 : Ⅰ動詞1 （追趕） chase after; run after; pursue; catch up with 2 （追究） trace; look into; get to...
  • 認 : 動詞1 （認識; 分辨） recognize; know; make out; identify 2 （建立關系） enter into a certain rela...
  • 追認 : 1 （事後認可） subsequently confirm or endorse; recognize retroactively 2 （批準某人生前要求） ad...
  1. The people in the hypothesis is considered with opportunistic behavior - tendency, limited rationality, maximization of his own utility

    契約人假設認為現實中的人是具有機會主義行為傾向、有限理性的、追求自己利益最大化的人。
  2. Surveying the theories and practice all over the world, the countries such as german insist on contract responsibility according to providing contract by silent information and protecting the third party. however, america and england tend to infringement responsibility, because they think there is n ' t strict contract relations between accounting and the third party, and cpa against the liability stipulated in advance. the third party can be devided to the direct third party, the predicted third party and the third party which can be predicted reasonably

    縱觀世界各國學說與實踐，德國等大陸法系國家一般主張為契約責任，這主要是以默示的信息提供契約，具保護第三人效力的契約，契約締結上的過失等理由為依據；而英美法系國家，判例和學說趨向降旗認定為一種侵權責任，因為會計師與第三人之間並無嚴格意義上的契約關系，雖然對注冊會計師而言，第三人具有合理的可被預見性，但第三人畢竟是不確定的多數人，因而會計師違反的是法律事先規定的義務，侵犯的是一般公民的權利，是絕對權，只能依侵權行為的責任構成追究責任。
  3. These change includes : founding the measuring system of mental bargain so that we can know the mental bargain of staff in time ; selecting the model of salary so that we can meet staff s thirst of interest ; planning the work career of staff so that we can meet their thirst of realizing the value ; founding the double fair system so that we can meet staff s thirst of fairness ; managing the study of themselves so that staff can promote their capacity ; exploiting staff s characters so that they have correct mental bargain only manager realize the importance and effect of mental bargain and pay more attention to building and safeguarding the mental bargain, we can use the mental bargain correctly in human resources management and organization management

    心理契約的變革要求我們對人力資源管理系統中某些與心理契約關系密切，同時隨著員工心理契約的變化難以有效發揮作用的部分進行變革，具體可以從以下幾個方面入手：建立心理契約動態追蹤測量制度以及時了解員工心理契約的變化特點；建立薪酬模式動態選擇機制以滿足員工對經濟利益的需求；進行職業生涯設計以滿足員工自我實現的需求；建立雙重公平體制以滿足員工對公平的追求；實行自我管理式學習以滿足員工對能力提高的需求；對員工進行心性開發以引導員工形成正確的心理契約。只有組織的管理者真正認識到心理契約的重要性，認識到心理契約對員工的態度和行為的影響，重視心理契約的建立和維護，才能在人力資源管理甚至整個組織管理中應用好心理契約這一劑良方。
分享友人
分享到 Line

分享到臉書