文化適應應激 的英文怎麼說

中文拼音 [wénhuàshìyīngyīngjī]
文化適應應激 英文
acculturative stress
  • 文 : Ⅰ名詞1 （字） character; script; writing 2 （文字） language 3 （文章） literary composition; wri...
  • 適 : 形容詞1 （適合） fit; suitable; proper 2 （恰好） right; opportune 3 （舒服） comfortable; well Ⅱ...
  • 應 : 應動詞1 （回答） answer; respond to; echo 2 （滿足要求） comply with; grant 3 （順應; 適應） suit...
  • 激 : 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...
  • 文化 : 1. （精神財富） civilization; culture 2. （知識） education; culture; schooling; literacy
  • 適應 : suit; adapt; get with it; fit
  1. First, we should change the idea of education and promote the teachers " change from inculcating knowledge to facilitating the development of students. second, we should improve the teachers " professional development and advance the teachers " change from pure curriculum executants to researcher and constructors. third, we should emphasize the function of curriculum evaluation to develop education and promote the teachers " change from ultimate and only judge to stimulators of students natural development

    在此基礎上，論文最後提出了促進初中語文教師對新課程教師角色適應的建議：轉變教育觀念，促進教師由知識灌輸者向學生發展的促進者轉變；提高專業化水平，促進教師由課程單純的執行者向研究者和建構者轉變；重視課程評價的教育發展功能，促進教師由終結性和唯一性裁判者向引導學生自主發展的激勵者轉變。
  2. Compete in the market more and more vigorous today. when the era of the global economy and the knowledge economy arrived, the project culture of construction enterprise be used as the project ' s immaterial assets, and have become a wealth of bigness pen of the project enterprise and the all society, and have got the prominent position at the socialism spiritual civilization and the material civilization developments

    在市場競爭越來越激烈的今天，為適應撲面而來的經濟全球化和知識經濟的浪潮，建築企業項目文化作為項目的無形資產，已成為項目、企業乃至全社會的一筆巨大的財富，在社會主義精神文明和物質文明建設中有著舉足輕重的地位。
  3. This thesis, taking the library of liaoning institute of technology as the main studying part, using lots of theoretic argumentation, practical research and getting rich theories and experiences from former talents and aiming at the library ' s many problems, such as a lack of centralized ism system, no healthy technological system of ism, information talents " not adapting to the requirements of ism, information culture ' s lag, the neglect to team construction, using the analyzing ways of nature determining, quality fixing, direction deciding, documents, summing up and examples, discusses about the countermeasure of solving the above problems at several aspects : how to create the inner environment of information source ' s innovation and development ; how to perfect the encouraging system of information talents and how to perfect information talents " technological system

    本文以遼寧工學院圖書館為研究主體，在經過大量的理論論證和實地調研，汲取前輩豐富的理論與實踐經驗后，針對該館實際工作中信息資源匱乏、缺乏信息資源集中管理機制、信息資源管理技術應用緩慢、工作人員不適應信息資源管理要求等諸多問題，運用例證法、定性法、文獻法、歸納法、實際案例法等研究分析方法，在如何營造創新與發展的信息資源管理環境、如何完善信息人才的激勵機制、如何建立數字化信息服務技術體系等方面探討了解決問題的對策，最後提出將探討的對策運用到遼寧工學院圖書館的信息資源管理工作中的實施方案。
  4. While building school educating moral system, we should deeply learn the prime of chinese traditional morality, and further excavate the greatest education resources which has been hidden in it, such as keeping behavior, goading oneself, filial piety, understanding morality, sincerity and credit, etiquette and compromise, pursuing public affairs, charity etc. they are all the quintessence of traditional morality. so up till now all these things are worth emphasizing and carrying forward. we should take the good opportunity of the ex - actuating between succeeding and creating, combine the times spirit, properly adjust and extend chinese traditional morality, increasingly arouse the teenagers " nationality confidence and sense of pride, and strengthen their love of country and the aspiration to reward their own country

    文章認為今天的中國是歷史的中國的一個發展，建設學校教育的道德體系，應深刻認識中華傳統道德精華，深入挖掘中華傳統美德所蘊藏的巨大教育資源，如傳統道德中的持節、自強、孝悌、明禮、誠信、禮讓、奉公、仁愛等都是傳統道德中的精華，其在今日，仍然值得我們去重視、去弘揚，主張以「傳承」與「創新」互動為契機，融入時代精神，對傳統美德加以適當的調整和拓展，進一步激發青少年的民族自信心和自豪感，強化青少年的愛國之心和報國之志，使傳統美德真正體現其作為學生道德思維活動的理想價值和實踐意義。
  5. During the recent years, the environments both inside and outside the group have been changing greatly, in order to adapt itself to the sharp market competition, especially to meet the higher requirements on the electrical machinery enterprises of our country by wto, to enhance the core competitive power, the group " s development strategy is optimized and adapted on the basis of scientific research and analysis. first, according to the historical mission of the company, the author reshapes the management concept. second, the strategic goals are set on the basis of scientific analysis of the inside and outside environments

    為了更好地適應未來激烈的市場競爭，尤其是中國加入wto后對我國電機企業提出的更高的要求，全面提升企業的核心競爭力，本論文經過科學的調研與分析，優化和調整了集團發展戰略：首先，根據企業的歷史使命與定位，重塑了其經營理念；其次，通過分析企業內、外環境條件的變化，確立了集團戰略目標；再次，按照我國電機行業的市場競爭特點，設計了企業人才、產品、技術創新、營銷、質量與組織創新以及多樣化經營等若干競爭戰略；最後，提出了集團戰略的實施與控制辦法。
  6. The discussion in this paper started from the circumstance of socialism market economy, by means of definitude property right, separation the function of state farm and so on, to establish a healthy enterprise property mechanism which suitable to market economy ; the main ideal of discussion is to analysis the conductive objective of the farms in the new period and how to achieve the goal. we designed reasonable inspiriting mechanism and collaborate mechanism for state farms

    論文本著從社會主市場經濟的環境出發，通過明析產權、分離農場辦社會的職能等以建立適應市場經濟的企業財產制度；以分析新時期農場的行為目標和如何實現農場的目標為主，為國有農場設計了合理的激勵約束機制和協調機制；以實現國有農場功能最大化為目標，設計了精幹高效的農場組織結構。
  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。
  8. In the angle of economics, this paper firstly analyzes the present flow situation and main problems in existence of our military science and technology human resource, and then analyzes flow and equilibrium of supply and demand from three aspects of the quantity 、 structural and behavior ; systematically describes individual decision and unit decision of military science and technology human resource on the angle of cost and profit, reaches the conclusion that in the flowing process, we should strengthen individual ’ s autonomous right properly, establish “ the leading type of armed forces ” human resource disposition mechanism ; in succession this paper has not only put forward the basic standard of the reasonable flow of the military science and technology human resource ? the effectiveness of combat, but also explained it carefully from flow quantity, flow direction and structure, established optimum floating rate ; finally, having based on the conclusion, the paper puts forward four mechanisms ? fetching in person and brains, inner flow, encouragement restraint and reserving brains in outflow mechanisms that promote our military science and technology human resource to flow reasonably

    本文立足經濟學的角度，在分析軍事科技人力資源流動現狀與存在問題的基礎上，從數量、結構、行為三方面分析了軍事科技人力資源流動中的供求均衡;從成本收益角度系統描述了軍事科技人力資源的個人決策和單位決策，得出了在我軍科技人力資源的流動過程中應該適當加強個人的流動自主權，建立「軍隊導向型」人力資源配置機制的結論;接著本文不僅提出了軍事科技人力資源合理流動的根本標準?戰鬥力效用，而且從流量、流向和結構上進行了細化，確立了最優的流動率;最後，本文提出了促進我軍科技人力資源合理流動的四大機制:引人引智機制、內部流動機制、激勵約束機制和淘汰退出機制。
  9. Abstract : the internationalization of our enterprises is a main stream in the modern world, and it is also inevitable tendency for an open economy. our country will enter into wto. with the ratification and execution of the last papers in uruguay ' s round, it will provide the internationalization activity of enterprises with wide space, and now enterprises are going into non - country boundary time. this is a great challenge to our enterprises on the one hand, and a good chance which we never met with on the other. the article begins with the analysis of the present situation of the internationalization of enterprises, emphasizes on the strategic selection to the internationalization of our enterprises and its seccessful condition, and adapts to the situation of the acute competition of the international market and civil management convert to international management

    文摘:企業國際化經營是現代世界的潮流，也是開放經濟的必然趨勢.我國即將加入世界貿易組織，隨著烏拉圭回合最後文件的生效和執行，將為企業國際化經營活動開辟更廣闊的空間，企業正進入「無國境經營時代」 .這對我國企業既是嚴峻的挑戰，又是空前的發展機遇.本文從分析當代國際企業管理的新趨勢及我國企業國際化經營的現狀出發，探討企業國際化經營的對策，使企業由國內管理向國際管理發展，適應國際市場激烈競爭的形勢
  10. The internationalization of our enterprises is a main stream in the modern world, and it is also inevitable tendency for an open economy. our country will enter into wto. with the ratification and execution of the last papers in uruguay ' s round, it will provide the internationalization activity of enterprises with wide space, and now enterprises are going into non - country boundary time. this is a great challenge to our enterprises on the one hand, and a good chance which we never met with on the other. the article begins with the analysis of the present situation of the internationalization of enterprises, emphasizes on the strategic selection to the internationalization of our enterprises and its seccessful condition, and adapts to the situation of the acute competition of the international market and civil management convert to international management

    企業國際化經營是現代世界的潮流，也是開放經濟的必然趨勢.我國即將加入世界貿易組織，隨著烏拉圭回合最後文件的生效和執行，將為企業國際化經營活動開辟更廣闊的空間，企業正進入「無國境經營時代」 .這對我國企業既是嚴峻的挑戰，又是空前的發展機遇.本文從分析當代國際企業管理的新趨勢及我國企業國際化經營的現狀出發，探討企業國際化經營的對策，使企業由國內管理向國際管理發展，適應國際市場激烈競爭的形勢
  11. All of this causes the talent outflow. now the manpower resource management is really faced with an unprecedented and difficult situation. in order to reserve the talents effectively, strengthen the competitiveness of the enterprise core and serve the enterprise for its long - term development, this article, based on the current situations of the company, states hereby the major reasons of the talent outflow by means of the examination paper investigation and the math statistics, comparison and etc. on the basis of hearing the comments from the mass of outflow personnel

    為有效地留住人才，增強企業的核心競爭力，為企業的長遠發展服務，本文根據齊魯石化公司現在形勢，依據人才激勵理論，設計調查問卷，首先通過試卷調查的方式，廣泛徵求已經流失人才的意見的基礎上，運用數學統計、對比等方法，找出人才流失的主要原因為薪酬制度不合理、工作適應度不夠、人才受重視程度偏低、個人在公司內發展前途不樂觀以及企業文化、環境等原因。
  12. Through anatomy of inner indirect sources of competence and exterior alliance of a corp., we find the main reasons due to present competence : first, it does n ' t possess core competence described by itself ; secondly, there are some problems in the important factors of innovation such as personnel and mechanism of prompting ; thirdly, the leader, corporate culture and inner system do n ' t accommodate the desire of innovation ; finally, there is not effective action on exterior alliance

    通過對a公司競爭力內部間接來源及外部聯盟等因素進行較深入剖析，認為導致其競爭力現狀的主要原因是：並不具備核心能力；影響創新的重要因素包括人才和激勵機制存在不足；缺乏有效的外部聯盟；企業領導人、企業文化和內部制度建設已不能適應創新的要求。在分析基礎上，提出了四個主要對策，形成較全面的並切實可行的解決方案。
  13. Problems faced by the stated - owned military institute during enterprisational reform, such as system reform, operation mechanism reform, human resource boltleneck, etc., are analysed in emphases. systemreform of the state - owned military institute ia especially anatomized and opinion on system reform by managentment level purchase is also given. converting operation mechanism together with system reform, strengthening constraint and excitation of human resource capital, etc. are analyzed and corresponding solutions are presented as well in thia paper. the first part of this essay in detail and a conclusion lead out, i. e., enterprise - oriented reform for stated - owned military institute are now imperative. main problems might be confronted with by stated - owned military institute during enterprise - oriented reform are analyzed in priority, among which organization system reform of stated - owned military institute are construed emphatically. the author ' s ideas on administrator purchase are also put forward. the whole article is aimed at exploring a practicable reform path for stated - owned military institute under current situation

    本文的重點是對國有軍工科研院所進行企業化改革過程中面臨的主要問題如體制問題、運營機制問題以及人力資源問題進行了分析，其中對國有軍工科研院所進行體制改革進行了重點分析，並對利用管理層收購這種思路來進行體制改革提出了自己的觀點，本文還對國有軍工科研院所在進行通過體制改革的同時轉換經營機制、加大人力資本的約束和激勵機制等方面進行了分析，並提出解決措施，旨在探索一條適應目前形勢和發展需要的國有軍工科研院所企業化改革之路。
  14. Concrete suggestion is made in the fourth part of the paper on improving the company ' s internal motivation system. in addition to the new compensation motivation plan, the part also introduces the concept of flexible benefits system and it strengthens that more importance should be laid on th e staff ' s spiritual treatment and further enhancing the staff trainin

    文章的第四部分提出了對于完善加晉公司內部激勵機制的具體建議，提出了適合加晉公司的薪酬激勵方案，引入了彈性福利制度的概念並強調公司若要獲取到更大的競爭優勢，就應該重視員工的精神待遇和強化員工培訓制度。
  15. Finally, this article on the basis of the analysis made of high - tech talent incentive remuneration programme design : inspired by the high - tech talent is a basic requirement and should pay attention to measures to reduce wastage of high - tech talents and play their talents, and grow concerned about the staff and enterprises ; and in the establishment of incentive programmes should pay attention to personalized and appropriate nature, the principles of public plans ; and the creation of high - tech talent in the design of remuneration incentive programme methods to increase welfare spending, which is a self - help pay for high - tech talent in the important steps in the self - pay employees involved in the development of major trends in the remuneration model, enterprises to fully embody the respect of high - tech talent, and material in the high - tech talent, the incentive is very important incentive to increase the stock holdings of high - tech talent, improve the annual salary system, the introduction of various forms of demutualization incentive

    最後，本文在分析的基礎上，提出了高科技人才的薪酬激勵設計方案:激勵高科技人才的基本要求及措施是應當注意降低高科技人才的流失率，發揮其才智，同時關注員工和企業的共同成長;而在建立激勵方案時應注意個性化、適度性、公平面圖等原則;而在建立高科技人才的薪酬激勵設計方案的方法上，要加大福利的支出，這也是對高科技人才實行自助式薪酬的重要步驟，在自助式薪酬主要趨向于員工參與制定薪酬模式的方式，充分體現企業對高科技人才的尊重的模式，同時，在高科技人才的激勵中物質的激勵非常重要，要加大高科技人才的股票佔有額，完善年薪制，實行多種方式的股份化的激勵。
  16. This paper focus on studying the encouragement mechanism to the salesperson in jw company, points out that the managers should clear about the demands of the salesperson before establishing the encouragement mechanism, and at the same time it gives six encouragement theories of different types, which are the “ maslow demand levels theory ”, “ herzberg dual - factors theory ”, “ expectations theory ”, “ equity theory ”, “ intensity theory ” and “ role theory ”

    為適應市場的變化， jw公司的營銷系統成為了急需調整的重點，對銷售人員的激勵政策中不適應當前形勢的地方也需要進行相應的完善和改進。本文結合jw公司的實際情況，運用激勵的相關理論，在分析的基礎上，提出了jw公司主要激勵政策的改進方案。
  17. In developing the plan, the spc considered the government s education reform proposals and development trends of the hong kong special administrative region hksar, the southeast asian region and the world at large. these include the emergence of a knowledge - based global economy which has spurred the demand for continuing and higher education, professional upgrading and life - long learning opportunities ; the rapid growth of communication technologies which provide new means of delivering continuing education outside our campus ; the increasing need for multi - lingual capability on the part of graduates to adapt easily to diverse cultures and working environments brought about by globalization and internationalization ; increasing competition from local and overseas education institutions and possible major reduction of government funding for tertiary education

    在擬訂發展計劃的過程中，委員會考慮特區政府對教育改革的計劃，以及本地、東南亞及全球整體的發展趨勢，包括全球知識為本經濟模式的出現而對持續教育、專上教育、專業技術提升和終身學習的需求越來越大；通訊科技的快速發展使在校園以外推行持續教育變得可行；基於全球化及國際化，畢業生需要通曉不同語言以適應不同的文化、融入不同的工作環境；本地和海外教育機構競爭日漸激烈以及政府可能大量削減高等教育經費。
  18. Asia - bridge software enterprise has to study and solve the problem at present. the essay focuses on the asia - bridge software staff floating and analyzing relevant reasons by questionnaire and interviewing face to face. the main reasons for brain drain in asia - bridge enterprise are unreasonable salary and wages system ; lack of fairness ; improper welfare system ; no chance for staff training and no efficient evaluation program etc. the article has demonstrated some new ideas and thoughts to solve those problems based on the analysis and accepted some advanced and typical experiences in home and aboard, such as individual salary and wages system ; self - service welfare plan and completed training system and form asia - bridge enterprise culture in order to solve the erosion of the qualified people in asia - bridge software enterprise

    本文首先對人員流動及其相關理論進行了研究；採取定性和定量分析相結合的方式，對亞橋軟體人員流失的現狀進行了充分分析；基於對亞橋軟體人員配置現狀與人員特徵的充分把握，以比較研究、調查問卷及面談法為主要手段，找出了造成亞橋軟體人員流失的主要原因，重點包括：薪資制度結構不合理、激勵性不強，福利制度適應性差、福利項目對于員工需求的針對性不強，員工培訓缺乏充分的培訓需求分析做基礎、培訓方式方法過分單一，不能科學合理的確定所需求人員的數量及關鍵素質，企業文化有待完善等等；本文以前述理論為指導，充分借鑒了國內外先進典型企業相關經驗，結合亞橋軟體自身問題與特點，制訂了諸如建立個性化薪資制度、推行自助餐式福利計劃、完善培訓體系及改進人員需求確定、培育適合的企業文化等對策，以解決亞橋軟體人員流失問題；本文還就解決亞橋軟體人員流失問題的配套措施進行了探索。
  19. This article take dalian automobile service shop as a study target. through studying its developed history and conditions today, especially after its developing and enlarging, i would like to research on helping this enterprise how to adapt the changes of market environment, be confront with market struggle, extricate from difficulty and determine developing direction and tactics in the future. at the same time, i would like to give theoretical suggestions and tactics on making this enterprise adapted the changes of environment, enhancing its competitive strength and promoting its core competence

    本文以大連轎車修配廠為研究對象，通過分析該企業的經營發展道路及現狀，通過研究大連轎車修配廠在企業規模擴大以後，市場環境不斷發生變化的現在所面臨的主要問題，企業應該如何應對激烈的市場競爭、擺脫困境、確立今後發展方向及發展對策，為該企業提供理論上的依據，提出建設性的建議和看法，幫助使大連轎車修配廠能夠及時地適應外部環境變化、加強競爭優勢，提高核心競爭能力，在競爭中求生存、求就發展、樹立良好的品牌形象。
  20. The traditional management ideology of chinese family business has such business as priority of consanguinity and kinship, and superiority of family interest, which, to some extent, provide some precious and valuable cultural resources for the business administration of contemporary family business in china. with further development of globalization and market - oriented economy, however, there comes the contrast and conflict between such traditional ethics and the modern business administration ethics. therefore, the sustainable development of contemporary family business requires badly the establishment of a set of ethical value system, which must have binding force, guiding force and regulating force as well as conforms to the modern business administration so as to promote self - reflection, self - criticism, self - creation and self - development of family business, to enhance its independence, discipline and awareness, to activate its internal potential and ethical strength

    盡管以血緣優先、親情至上，家族利益第一為核心的傳統中國家族企業管理倫理思想在某種程度上為當代中國家族企業管理提供了某種寶貴的有價值的文化資源，但隨著全球化和市場經濟的縱深發展，這種傳統的家族倫理思想與現代企業管理倫理呈現出巨大的差異和沖突，當代中國家族企業的持續發展迫切需要建立一套與現代企業管理相適應的，具有約束力、指導力和規范力的倫理價值體系，以促進家族企業的自我反思、自我批判、自我創新和自我發展的實踐能力，提升中國家族企業管理的自主性、自律性和自覺性，激活中國家族企業管理的內在潛力和倫理優勢，使家族企業獲得新的更為廣闊的發展空間，繼續發揮其對中國經濟發展的重要作用。
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