文化企業 的英文怎麼說

中文拼音 [wénhuàqìyè]
文化企業 英文
cultural enterprise
  • 文 : Ⅰ名詞1 （字） character; script; writing 2 （文字） language 3 （文章） literary composition; wri...
  • 企 : 動詞1. （抬起腳後跟站著 ） stand on tiptoe2. （盼望） anxiously expect sth. ; look forward to
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 文化 : 1. （精神財富） civilization; culture 2. （知識） education; culture; schooling; literacy
  1. This thesis analyzes the mutual, complemental and fit relationship between technology 、 the corporate supply chain and organizational structure of a corporation in a comparably systematic and complete way based on the mode of integrated management by reviewing, analyzing and summarizing relative references. based on practical definitions of the concepts and variables appearing in the analysis of the relationship, investigative papers have been designed and possible development situations of technology 、 the corporate supply chain and organizational structure of different enterprises have been described in the way of determining the nature. by the statistics and analyses of the investigative papers, relativity, with the method of multi - linearity - regress analysis, and by investigating enterprises " performance in different dimensions and establishing a math mode of the relationship between

    本文在企業一體化管理模式的基礎上，通過文獻資料法對相關文獻進行回顧和總結分析，較系統和全面地論述了企業技術與組織結構、組織結構和供應鏈之間存在的互動、互補和匹配關系，對這一關系中的概念和變量進行操作化定義，設計出三者對應的指標體系的調查問卷，定性描述在不同企業的技術、組織結構和供應鏈的發展狀況，通過對調查所得問卷進行統計分析，運用相關性分析和多元線性回歸分析等方法，實證調查企業在不同維度狀態下的績效，建立企業技術、組織結構、供應鏈與企業的績效之間關系的數學模型，證明企業技術、組織結構、供應鏈和企業績效存在一定的相關性，企業技術、組織結構和供應鏈三者之間的匹配關系可以影響和預測企業的績效，只有當企業的各影響因素之間相互匹配的時候，企業整體運做的效率和效果將最好。
  2. Complying with the national environment - protection industry policies, this dissertation applies the strategy management theories for modern enterprises, gives an overall swot analysis on the outer conditions inclusive of the social and cultural condition, the political and law condition, the economic and technical condition as well as the competitive condition and the inner conditions inclusive of the company " s background and its present situation, the incorporative structure and culture, the nuclear strength and resources confronting the company. based on this, it proposes the development strategy scheme for nte and further discusses its concerning application and control precautions. the study on the development strategy for nte enables it achieve the dynamic balance among the outer and inner conditions it faces and its managerial target even though it is in the sophisticated situations so as to ensure its ever lasting development

    本文圍繞國家環保節能產業政策，通過運用現代企業戰略管理理論，對企業所面臨的外部環境（包括社會文化、政治法律、經濟和技術環境、行業及其競爭環境）和內部環境（包括企業背景現狀、組織結構、企業文化、企業核心能力及資源）的機會、威脅、優勢、劣勢進行深入分析的基礎上，提出新能公司的發展戰略方案，並進一步探討戰略方案的實施與控制通過對新能公司發展戰略的研究，使企業在復雜多變的內外環境條件下，保證企業外部環境、內部條件和經營目標三者之間的動態平衡，從而保證企業可持續發展。
  3. On the foundation to research achievements of home and abroad scholar about managing across - culture this text has analyzed our country across - culture corporation ' s present situation and problems, and finds out the problem source that effects the across - culture corporation ? culture divergence, and puts forward the method of handle culture divergence as well as culture mixing means of the across - culture corporation, then explores out concrete management approach of across - culture corporation

    本文在國內外學者對跨文化管理研究成果的基礎上，剖析了我國跨文化企業現狀及存在的問題，找出了影響跨文化企業發展的問題根源?文化差異，提出了處理文化差異的方法以及跨文化企業文化融合方式，繼而探索出具體的跨文化企業管理實現途徑。
  4. Hong kong media and culture expo 98, organized by chow hoi tong cultural enterprise, 10 13 april 1998

    香港媒體文化圖書博覽會98 ，秋海棠文化企業舉辦， 1998年4月10日至13日。
  5. In the third chapter, the paper researches the cause of cultural conflict and its concrete forms in cross - culture corporation, and discusses the models to deal with them

    第三部分，探討了跨文化企業沖突的形成原因及表現形式，分析了文化沖突處理的方案。
  6. In the third part, analyzes the harmony between cross culture human resource managements and promotes the methods to improve it. in the end, bring forward an integration model

    第三部分就跨文化企業人力資源管理的協調性進行分析，提出了增進協調性的方法並在最後提出了一個整合模型。
  7. From the two dimensions of quality and intensity of cc, it is divided into four kinds : good and strong, good and slight, poor and strong and poor and slight

    因此，本文所闡述的企業戰略重組僅僅是具有優質強文化、優質弱文化、劣質弱文化企業之間的重組，並且通過圖表把企業重組用企業文化形式表現出來。
  8. In the second part analyzes the activities of cross culture human resource management. it includes how to choose personnel, how to take personnel train, how test personnel, and how to pay salaries

    第二部分是跨文化企業人力資源管理活動分析，分別就人員選聘、人員培訓、人員考評和薪酬四個主要活動進行分析。
  9. To found the company culture and common management culture in a joint - venture company by studying the cultural difference, it will be an important purport for the development of the enterprise in different culture

    因此，通過對合資企業中文化差異的研究，建立合資企業的企業文化及共同管理文化，對跨文化企業的進一步發展將具有重要的意義。
  10. Enterprise culture is a spirit wealth created and formed in the activities of production, operation and management and of the distinguishing feature of an enterprise, including the concept of value, spirit and system of the enterprise

    > >企業文化企業文化是在生產經營管理活動中所創造、形成的具有企業特色的精神財富，它包含了企業的價值觀、企業精神和企業制度。
  11. The judging criteria comprise organizational development, brand management, corporate strategy, corporate leadership and culture as well as corporate innovation. ms yvonne choi, permanent secretary for commerce, industry and technology commerce and industry of the hksar government

    該獎項的評審準則包括：企業內部組織發展品牌管理及持續發展企業管理策略企業領導及文化企業轉變管理及自我能力提升等。
  12. In the fourth chapter, the paper discusses the relation between cultural conflict and permeation in cross - culture corporation, indicates the common rules of cultural permeation, and analyzes the main representative forms of cultural permeation in cross - culture corporation

    第四部分，著重闡明了跨文化企業沖突與融合的辨證關系，揭示了文化融合的一般過程，並分析了跨文化企業文化融合的主要表現形式。
  13. Therefore, how to deal with human resource management of the cross culture business enterprise, how to educate to train across culture talented person, and how to select and appoint excellent people from many angles, many levels, is a tough challenge to enterprise internationalize

    因此，如何搞好跨文化企業的人力資源管理，培養跨文化經營人才，多方面、多角度、多層次地選拔和使用人才，對企業國際化來說，是極具有挑戰意義的工作。
  14. This text analyses the current situations and problems on the salary management of chinese enterprise ; studies and draws lessons systematically from the domestic and international theories and methods about the salary management ; explains and analyses the culture, the general management situations and relevant enterprises " advanced salary management methods in the researching enterprise " country ; compares this country ' s management system with those in america, korea and other developed countries ; and analyses the researching enterprises " background and current situations of salary management, by using relevant theories, manpower - resource - management, organizing behaviouristics psychcholoics, ecmomics, operationreserch, statistics, management. . ect, this text combines the reality to set up japanese employee ' s salary administrative system on the japan branch of china northwest airlines. this text also sets up four major salary systems : basic wages, rewarding wages ( the prize ), additional wages and the welfare ; defines the dynamic salary standard ; and fulfills the quantization, totalization, electronic data processing and benefiting from the salary management

    本文分析了中國企業薪酬管理現狀及存在的問題，比較系統地學習和借鑒了國內外關于薪酬管理的理論和做法；闡述分析了研究企業所在國家的人文化、企業管理概況及相關企業先進的薪酬管理的辦法，並將該國的管理制度與美國、韓國等發達國際進行了比較；在此基礎上分析了所研究企業的背景與薪酬管理的現狀，通過運用人力資源管理學、組織行為學、心理學、經濟學、運籌學、統計學、管理學等相關學科的理論，結合實際，建立了中國西北航空公司日本地區辦事處日本雇員薪酬管理系統；設立了日本雇員基本薪資、獎勵薪資（獎金） 、附加薪資和福利等四大項薪酬內容，最終確定了動態薪酬標準，實現了薪酬管理數量化、綜合化、電算化、效益化，較好地調動了日本雇員的工作熱情，使企業內部管理工作走上了良性循環軌道。
  15. Chapter 2, managing integration theory and tactics, begins with looking back on the history of the management theory ' s development and then provides my theory of managing integration. management theory has experienced classical management theory, behavioral science, management theory jungle, corporate culture and corporate reengineering

    管理理論在經< wp = 15 >歷了古典管理理論、行為科學、管理理論叢林發展到現在的企業文化、企業再造等，管理理論發展歷史證明，管理是最重要的生產力。
  16. Keeping to the business tenet of “ carrying forward the national spirits, and promulgating excellent culture, ” zoke culture has been progressing with a down - to - earth manner, spurt into popularity with well - grounded strength, and finally become a new - type cultural enterprises group with domestic and international reputation

    秉承「宏揚民族精神，傳播優秀文化」的經營理念，中凱文化踏實進取，厚積薄發，終于成長為一家國內外聞名的新型文化企業集團。
  17. The thesis consists of three parts as follow ： in the first part analyzes the cross culture foundation for the human resource management, including its influence on enterprise management, and culture strategies, and providing the background for deep across the culture human resource analysis

    具體來講本文除前言外分為三個部分：第一部分是跨文化企業人力資源管理的文化基礎分析，介紹文化因素對企業經營管理的影響，文化差異對人力資源管理理念的影響，人力資源管理的文化策略等，為深入分析跨文化人力資源管理提供背景。
  18. We should implement a " going global " cultural strategy, develop culture industry, improve the international competitiveness of chinese cultural enterprises and products, increase the export of books, films, tv programs and other cultural products, so that these chinese cultural products and particularly the best of them, will reach the rest of the world

    要積極實施文化走出去戰略，大力發展文化產業，提高文化企業和文化產品的國際競爭力，擴大圖書、影視等文化產品的出口，推動中國文化產品特別是文化精品走向世界。
  19. This article discusses the relationship of product identity to some other branches of knowledge, and analyses the background of the it industry and communication equipments design deeply. the author conceives a framework on building product identity : surveying corporation culture, enacting design strategy, making product image design, and developing the product image evaluation system

    文章探討了產品識別與其他各學科的關系，並對本行業? ? it行業的行業背景和通訊設備類的產品設計背景深入分析，提出建立產品識別系統的三個研究層面：即調查收集企業文化、企業形象等相關信息；制定設計策略，進行產品形象設計；進行產品形象評價系統的開發。
  20. Secondly, this paper illustrates the correlation between cgc and competitiveness and analyzes the path model from a new perspective : cgc - corporate culture - psychological contract - organizational citizenship behavior - organizational performance - competitiveness

    然後從一個嶄新的視角：公司治理文化企業文化心理契約組織公民行為組織績效企業競爭力，解釋公司治理文化與企業競爭力之間的內在聯系，分析公司治理文化構成企業競爭力的路徑模式。
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