管理者動機 的英文怎麼說

中文拼音 [guǎnlǐzhědòngjī]
管理者動機 英文
motivation of managers
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 者 : Ⅰ助詞1 （用在形容詞或動詞後面 或帶有形容詞或動詞的詞組後面 表示有此屬性或做此動作的人或事物） 2 ...
  • 機 : machineengine
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  1. 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。
  2. First of all, it review different significations of family enterprise and managerial innovation described different scholars. it also bring forward the signification of managerial innovation, inscape and internal mechanism in family company. it hold that our family enterprise must insist a grand target and inspire crew ' s positivity and creativity especially the keyman in family enterprise if our family enterprise want to carry through managerial innovation effectively

    首先評述了國內外學者對家族企業和管理創新含義的不同看法，提出了家族企業管理創新的含義、構成要素及內在機理，認為我國家族企業進行管理創新的有效性在於有利於更好地實現家族企業的經營目標，有利於充分調動企業員工尤其非家族成員的積極性和創造性。
  3. Investigated the current situation of manpower resource in some stateowned enterprise, analyzed the construction of mans of ability in datong locomotive factory, we find that there are many misunderstanding during the process of exploitation of manpower resource and many shortcoming in the means of management, such as dated concept about the management of manpower resource, the disadvantage of system which had been formed during the period of planned economy. these defect made it impossible to engage the status quo of manpower resource of stateowned enterprise with market. reaching the requirement of circumstances of market competition is also difficult

    而大多數國有企業也正在面臨著人才匱乏的被動局面，通過對當前國有企業人力資源狀況的調查了解，對大同機車廠人才隊伍狀況的分析，來剖析當前國有企業在人力資源開發與管理中所存在的種種認識上的誤區及管理手段和方法上的弊端，其中既有人力資源管理理念的陳舊，又有長期以來計劃經濟所形成的體制上的弊端，使得國有企業人力資源的現狀無法與市場化對接，很難適應市場競爭大環境的要求，也成為擺在國有企業管理者面前一道很難逾越的屏障。
  4. On the base of the introduction to the development condition in jiangsu province, the author concentrates on the analysis on non - state middle school teachers in jiangsu province in the following aspects : i. comprehensive analysis on non - state middle school teachers in jiangsu province, including the analysis on the general condition and the structure of non - state middle school teachers in jiangsu province, comparative analysis on non - state middle school teachers and state middle school teachers ; ii. case studies on the teachers " psychology and management strategies, including the analysis on common mentality of benefit, belonging, anxiety, employee and conjecture, the analysis on the corresponding measures taken by the school managers ; iii. ponder the exiting problems of non - state middle school teachers on the base of the comprehensive analysis and the case studies, resting with the negative effects to the construction of non - state middle school teachers caused by serious system obstacles, over flow of teachers, different motivation of the school runners and the management faults

    論文在簡要介紹江蘇省民辦中學發展狀況的基礎上，著力從下列幾個方面對江蘇省民辦中學教師隊伍進行分析：一是對江蘇省民辦中學教師隊伍現狀的綜合分析，包括對江蘇省民辦中學教師隊伍總體狀況的分析、結構狀況的分析、民辦中學和公辦中學教師隊伍狀況的比較分析；二是從教師個體心態與管理者策略的角度對江蘇省民辦中學教師隊伍狀況的案例分析，包括對民辦中學教師中普遍存在的利益心態、歸屬心態、憂患心態、打工心態、揣摩心態的分析，並分析了學校管理者採取的相應措施；三是在綜合分析和案例分析的基礎上對民辦中學教師隊伍存在問題的原因進行深入揭示，著重分析嚴重的體制障礙、過于頻繁的教師流動、學校舉辦者不同的動機、民辦中學管理上的缺陷對民辦中學教師隊伍建設造成的負面影響；最後從完善教師資格認定製度、強化教師資源配置的市場機制、健全教師社會保障體系和推進民辦中學教師的道德建設和專業化建設等方面提出加強民辦中學教師隊伍建設的政策建議。
  5. Article 4 the securities committee of the state council or its supervision and management and executive organization the china securities supervision and management committee may reach understanding or an agreement with securities supervision and management organizations abroad to exercise cooperative supervision and management of the limited stock companies in their activities of issuing and listing their stocks abroad and other relevant activities

    第四條國務院證券委員會或者其監督管理執行機構中國證券監督管理委員會，可以與境外證券監督管理機構達成諒解、協議，對股份有限公司向境外投資人募集股份並在境外上市及相關活動進行合作監督管理。
  6. Maarten noyons, founder and managing director commented : “ in 2006 we saw exciting new connected games and multiplatform games entering the competition, games that were using all the features of mobile phones including microphone, camera, motion sensors and connectivity

    國際手機游戲大賽的創辦者和管理者說到： 「在2006年，我們看到令人振奮的新連接游戲和跨平臺游戲進入比賽，比賽中，我們使用了帶有所有功能的手機，包括麥克風，攝象頭，移動傳感和連通器等。
  7. There are six big problems exist. first, the leaders or the chiefs of enterprises lack of the strategic views, pursue short - term interests excessively, a lot of mistaken ideas exist in training management ; second, system, mechanism and development strategy of management training remain to be perfected and further clarified ; the training is lack of systematical and standardization ; third, the content of courses is outmoded, the way lags behind, the style is blankness, especially lack ability of combination of theory and practice, lack of operating method and technology ; fourth, the system of training effectiveness feedbacks is imperfect, the system of training support is insufficient, which have hindered the transfer of training ; fifth, the individuals who under training have insufficient motivation, also have problems in after training loyalty, and to transfer the obtained knowledge into their work ; sixth, the government institutions do n ' t fulfill it ' s own responsibilities in constructing the system of management training. some training policies and managements even restrict the development of management training

    本論文根據作者的培訓實踐，並參考大量資料，通過觀察、訪問、具體案例分析等闡述了國有企業管理培訓自改革開放（ 1979年）以後的發展狀況及新形勢，完成的主要研究工作有：首先，指出了國有企業管理培訓存在的六大問題，一、國有企業經營管理者缺乏戰略眼光，過分追求短期利益，在管理培訓觀念上存在許多誤區；二、管理培訓的制度、機制及發展戰略有待進一步完善和明確，培訓工作缺乏系統化和規范化；三、教學內容陳舊，方式落後，風格單一，尤其缺少理論聯系實際能力，缺少操作的方法與技術；四、培訓效果反饋體系不健全，培訓支持系統不足，阻礙了培訓成果的轉化；五、受訓者個人接受培訓動力不足，培訓后忠誠性不足，缺乏將培訓所獲知識轉化于工作中的動力；六、政府培訓主管部門對構建管理人員培訓體系的作為不足，某些培訓政策及管理制約了企業管理培訓的發展。
  8. Iacsm is to inform the disaster managers how to collect effective information, execute monitoring, and start the special management plan at proper time

    預控啟動機制指導災害管理者如何進行有效的信息收集和監測，並在適當的時機啟動特殊狀態下的災害管理。
  9. 6 ) to a certain degree, the encourage system decides the success of the state - owned breweries strategy. it requires the company leader see clearly the employees " demand and intention. according to suitable encourage system arrangement, a brewery can transfer the individual interest into the enterprise ' s long - term development

    6 、啤酒企業的激勵機制在很大程度上決定著公司戰略的成敗，這強調了人才對企業發展的重要性，這就要求公司的管理者能夠洞察員工的多種需要和動機，通過適當的制度安排，為員工提供實現這種需要的機會和環境，把員工的個人利益的獲取凝聚到企業總體發展目標上來。
  10. In the long term past, there was no substantial breakthrough on the incentive system of state - owned asset. the supervision of the state - owned assets was not standard enough and the function of the incentive system was not so clear. above all, it leads to the low efficiency of management

    長期以來，國有資產的管理者在激勵機制上，一直未能取得實質性的突破，國有資產的監督管理不夠規范，職責不夠明確，最後導致國企管理工作的低效，所以必須建立起一套適應市場經濟的激勵模式，才能有效的調動起國有資產經營管理者的積極性，確保國企良好發展勢頭，使得國有資產能夠保值增值。
  11. Thus, the pickings necessary to supply the machines during productions are in the auto - picking mode, what avoids a erp operation to the person in charge of the production

    這樣，在供給生產中的機器的揀選所需品就在自動揀選狀態，避免了一個生產管理者操作erp的一個步驟。
  12. The third chapter centers on the internal qas. firstly. the author analyzes the six systematic elements related to learns " study such as web teachers, study collective. curriculum resources, web - based distance education organization, local teaching centers and social circumstances. secondly. the operative mechanism of the system is analyzed from both longitudinal and horizontal aspects. particularly from horizontal aspect does the author divide the systematic activities into two modules interaction among learners & web teachers and learning supportive service. lastly, four major aspects. which are managerial philosophies, technological mode & curriculum resources. web teachers and construction of local teaching centers, have been dealt with to improve the present quality situation of wecs

    先分析了遠程教育系統中以學習者為中心的六個要素： web教師，學習集體、課程資源、網路遠程教育組織、地區教學中心和社會環境。然後分別從縱向和橫向分析了系統運行機制，特別是在橫向方面，把系統活動分成互為表裡的兩大模塊：師生教學交互活動和學習支持服務體系。最後從管理活動保障入手，重點論述了與當前網路遠程教育質量提高密切相關的四個方面：管理理念、技術模式和課程建設、 web教師和教學點建設。
  13. The origin of the fund - management stimulating problem is that the standard of rational agent ’ s activities is utility maximum. but, in the reality, the fund investor and the fund administrator are a kind of consignation and there is information asymmetry. the fund investor ( principle ) wants to make the fund administrator ( agent ) act according to the benefits of the former, but the investor ca n ' t observe the investment activity of the administrator directly and in time. he can only observe other variables which are decided by the administrator ’ s activity and other outside uncertain factors

    基金激勵問題產生的根源在於理性人的行動都以自身效用或利益最大化為標準，但在現實中，基金投資者與基金管理者是一種委託代理關系且兩者之間存在著信息不對稱，基金投資者（委託人）想使基金管理人（代理人）按照前者的利益選擇行動，但投資者不能直接及時地觀察管理人的投資行動，他能觀察到的只是另一些指標變量，這些變量由管理人的行動和其他外生隨機因素共同決定。
  14. In ccsas, xml structural object model and java dynamic binding mechanism are used to dynamically load instances of functionality class according to the component parameters and runtime policies, which grants the administrator of cluster capabilities of flexibly changing runtime rules such as cluster structure, backup policy and load balancing method. a cluster with great flexibility is achieved in this way

    Ccsas利用xml結構化對象模型和java虛擬機的運行時動態綁定機制，根據可配置組件參數和運行策略實現功能類實例的動態加載，賦予集群管理者靈活更改集群結構、備份策略、負載平衡機制等運行時規則的能力，實現了高度柔性的集群。
  15. 2. the particular water level - controlling circuits and sensor circuits in the patrolling point can monitor the change of water level and the vibration of apparatus in order to inform managers in time. at the same time if the change is n ' t within normal range, the alarming circuit can send the message. 3

    2 、在巡檢點中設置了獨特的液位監控電路和傳感器電路以便及時監測水位變化和水輪機組振動情況，將變化數據快速通知管理者，若變化在規定范圍之外，巡檢儀中的報警電路將及時報警。
  16. The rapid advancement of the computer technology has driven the applications of computer information management system in every walk of life. a large amount of data has been accumulated in databases. these data are like a gold mine of knowledge, which has proved invaluable in helping various decision - making processes

    計算機技術和數據庫技術的快速發展，推動了各行各業計算機信息管理系統的應用，同時也在數據庫中積累了大量的數據，而這些數據就好比是「知識的礦山」 ，其中蘊含著豐富的知識，這些知識可以為管理者提供決策幫助。
  17. From this sense, the author uses the method which combine the qualitative analysis an the quantitative analysis, and apply the game theory, information economics, new institutional economics, modern property rights economics to make an inner analysis and research on the knowledge management and its mechanism. firstly, through exploring and the micro - mechanism of the enterprise ' s knowledge activity, the paper uses a quantitative analogue of biologic evolution to demonstrate the necessary of knowledge management in knowledge economy. secondly, the paper uses the modern property rights economics, game theory, information theory to analysis the mechanism of knowledge innovation and knowledge share in quantitatively, indust the mechanism of property rights into knowledge management. at last, the paper apply fuzzy bp neural network method to the evaluation mechanism of the knowledge management, and then suggest a new approach to quantitatively analysis the knowledge management effects in an < wp = 8 > enterprise

    筆者從這個意義出發，採用定性分析和定量分析相結合的方法，在努力對博弈論和信息經濟學、新制度經濟學、現代產權經濟學等現代經濟學理論的充分了解和掌握的基礎上，運用這些理論和方法對知識管理及其機制進行深入的分析和研究。首先，本文通過對企業知識活動的微觀機理的分析研究，並用一個擬生物進化的量化模型論證了知識經濟時代提出知識管理的必要性和必然性；接著，運用現代產權經濟學、博弈論和信息經濟學對知識創新機制和知識共享機制進行定性分析和定量分析；最後，本文把模糊數學中的bp神經網路理論應用於知識管理的評價機制，提供了一條對企業知識管理效果進行定量分析有效的新途徑。
  18. As one of the most important topics on information integration in cims application projects, planning and scheduling is the center of management automation, a lot of domestic and international scholars have made plenty of research on the method of scheduling

    計算機輔助生產計劃與控制系統是管理自動化的核心技術，計劃調度在整個系統中處于中心位置，也是cims應用工程中信息集成的關鍵問題之一。國內外許多學者對計劃調度方法作了大量的研究。
  19. Though it can reduce the above - mentioned agency costs to finance by debts, another type of agency costs is to come up. as the managers have the power to own the surplus, they will have the incentive to pursue the investment projects with high risks and high gains. they can acquire the profits of the projects when it succeeds and leave risks to the creditors

    舉債融資雖然能減輕管理者的上述代理成本，但它本身又會產生另一種形式的代理成本，即管理者作為剩餘權益所有者，他就有動機從事高風險、高回報的投資項目，因為他可以獲得項目成功后的利潤，而把風險留給債權人。
  20. 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