章文晉 的英文怎麼說
中文拼音 [zhāngwénjìn]
章文晉
英文
zhang wenjin-
As an active advocator of wuehaoxue during the late qing dynasty, zhang tai - yan had keen interest in weijin literature
摘要作為清末民初時期「五朝學」的積極提倡者，章太炎對于魏晉文學表現出極大的關注。Libre confederation francaise salon international - diplome d hononneur medaille d argent, the belgian national gold medal for art, the french national golden medal, and a class one
國際沙展之銀質獎章法國文化教育一級勛章紫羅蘭晉級沙展之銀質獎章比利時Secondly, the article explicates the four parts contents about informal institution initiated by shanxi merchants and holds that the traditional thought of confucian school and the folk commercial spirits of " worshiping commerce and putting stress on money " is the key content of informal institutioa thirdly, it analyses shanxi merchants " organization and management systems restrained by informal institution initiated by shanxi merchants
文章首先闡明了非正式制度的內涵及其與正式制度的關系，大致界定了晉商非正式制度四個方面的內容，並指出儒家提倡的「仁義禮智信」與「崇商重利」的民間商業精神是晉商非正式制度的核心內容。接著分析了非正式制度約束下晉商的組織與管理制度。During the analysis process, the author predicts the human resource demand of management personnel, experts, servers and administrators by using the method of the trend analysis and button up. on the other hand, the author predicts the human resource supply of all kinds of persons by using markov transferable matrix and situation check method. at the same time, on the basis of the prediction, the author draws up the short - term plan of personnel complement, arrangement, promotion, training, developing and the plan of payment encouraging for xapa and its relative steps
文章在分析xapa公司過去五年人員配置情況的基礎上，運用趨勢分析法、微觀集成法和回歸分析法對公司管理人員、專業技術人員、後援服務人員、行政支持人員進行了人力資源的需求預測，運用馬爾可夫轉移矩陣和現狀核查法對各類人員進行了人力資源的供給預測，在供需預測比較的基礎上編制了xapa公司未來十年的人力資源總體規劃，並相應地制定了短期的配套措施，編制了人員補充計劃、人員配置計劃、人員晉升計劃、人員培訓開發計劃和薪資激勵計劃，為人力資源的優化配置提供了依據。Through a combination of maslow ' s hierarchy of needs, herzberg ' s motivation - hygiene theory and mcclelland ' s theory of needs with the reputation mechanism of economics, this paper proposes the policies of spiritual stimulation : the development of an enterprise culture with the traits of trust, tolerance and loyalty, promotion stimulation, reputation stimulation and the forming of the strategic partnership with the administrators
文章把組織行為學的幾種激勵理論即馬斯洛的「需要層次論」 、赫茲伯格的「雙因素理論」 （激勵保健理論） 、麥克萊蘭德的「三種需要理論」與經濟學的聲譽機制結合起來加以研究，得到非經濟性激勵的對策：培育信任、寬容、忠誠的企業文化、晉升激勵、與管理層成為戰略夥伴、聲譽激勵等。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。The article traced back to the history origin of thought of scholar - official, combing the change history of scholar - official, announced to public the substance of thought of scholar - official is to critique and practice with heavenly principles to build a wonderful world. the text induce chinese people of the world the cultural special features of the family business enterprise, ruin shanxi businessman group and anhui businessman group to learn thought of scholar - official is contribute in their value formation
文章追溯了「士魂」的歷史淵源，梳理了「士魂」的承載者「士」階層的變遷歷史、揭示了「士魂」的實質? ? 「明道救（濟）世」 、總結了海內外華人家族企業的文化特色，透過晉商和徽商的「商道」分析闡明了「士魂」對「商道」 ，即華人家族企業價值觀的導向作用及其著力點。Chapter 4 analyses one of the mechanism of 3m innovation - the support of organization structure to product innovation 。 chapter 5 has the content of another mechanism of 3m innovation - the inspiring and safeguarding of human resource. in chapter 6, the article analysis role of the organization atmosphere and company culture which is the most famous feature of 3m ' s mechanism for innovation
第五章分析3m的人力資源對于產品創新活動的激勵與保障，介紹了3m是如何招聘創新者、激勵創新者以及可以充分調動研究人員積極性的雙重晉升制度；第六章分析重點分析3m組織氛圍和企業文化對于創新的潛移默化的作用，這是3m最具特點的創新機制。The 2nd chapter surveys the general theories of promotion and discusses the relation between promotion, resource allocation and incentive. the 3rd chapter focuses on external recruitment of top managers. chapter 4 studies the classical model about internal promotion and external recruitment,
第二章、第三章和第四章梳理以前的研究文獻：在第二章中討論了一般的晉升激勵理論，討論晉升與資源配置和激勵的關系；在第三章焦點集中到對高層主管的外部聘用的討論；在第四章中討論目前研究內部晉升與外部聘用的經典模型的williamchan模型。分享友人