規訓權力 的英文怎麼說

中文拼音 [guīxùnquánlì]
規訓權力 英文
disciplinary power
  • 規 : Ⅰ名詞1 （畫圓形的工具） instrument for drawing circles 2 （規則; 成例） rule; regulation 3 [機械...
  • 訓 : Ⅰ動詞1 （教導; 訓誡） lecture; teach; train 2 （解釋） explainⅡ名詞1 （準則） standard; model; ex...
  • 權 : Ⅰ名詞1 [書面語] （秤錘） counterpoise; weight （of a steelyard）2 （權力） power; authority 3 （...
  • 力 : Ⅰ名1 （力量; 能力） power; strength; ability; capacity 2 [物理學] （改變物體運動狀態的作用） forc...
  • 權力 : powerauthority
  1. By analyzing the puissance, experience, body and happiness language, i find that the really meaning of the female fashionable periodical is a kind of contradictive expression. it is a sign of status, but also is a reversed discrimination ; it wants be out of the traditional culture, but also in it ; elegant feminine temper is also in the charge of the masculine society ; happiness is based on the expenditure of body and substance. now the contradictive expression of feminine language is becoming the most important problem in the development of the female fashionable periodical

    筆者通過對女性時尚期刊權力、經驗、身體、快樂話語的解構和分析，發現女性時尚期刊的表達陷入了一定的話語矛盾和困境:是身份認同的標志，卻又隱含著反向歧視;經驗話語的「反文化」表達，實質上是建立在「泛文化」基礎上對傳統文化的部分回歸;優雅可人的女性氣質，說到底卻帶著男性規訓的深深烙印;快樂話語的傳播，是以對消費主義的追隨和女性身體的消費為前提的。
  2. First chapter from the concept of science and discipline, analyses the origin, sense and characters of disciplinarity, discusses the historical background, main locations and basic forms of disciplinarity, opens out as a double exist of potency and discipline, disciplinarity has an important significance for constructing science and discipline, further, it thinks the essence of disciplinarity is a special knowledge means for combining different knowledge resources

    第一章從科學和學科的基本概念入手，分析了學科和學科規訓制度的概念由來、基本含義和特徵，探討了學科規訓制度產生的歷史背景、主要場所和基本形式，揭示了學科規訓制度作為一種權力和規訓的雙重存在方式，對于科學和學科的建構發展具有重要意義，進而指出學科規訓制度本質上就是把不同的知識資源部分結合成相互關聯的特定知識種類的手段。
  3. In fact, the competition of the enterprises will become the game of the human resources. the importance of the knowledge and the technology becomes the regulation of this competitive game. and the production mechanism of enterprise human capital, human capital investment and the training development, is becoming the focal form to which the enterprise pays attention when developing

    實踐證明，企業之間的競爭將主要成為人力資本的游戲，知識的話語權和技能的先導性將是這場對決的游戲規則，而企業人力資本的生產機制? ?人力資本投資和培訓開發正成為企業發展中所關注的焦點。
  4. According to the army operational readiness training management stipulation and the present standard, the unified subject design, the unification ascend the statistical system, the unification analysis examination and approval principle, the strict all levels of jurisdiction, facilitates each kind of information gathering, at the same time adapts the different user object information need ; depends on the army local area network, the armed forces net, realizes, between horizontally the vertical units to operation and so on data long - distance input, inquiry, report form, printing, achieves internal information true sharing ; the strict internal supervising and managing system, strengthens the information management, promptly realizes internal data automatically to report, the higher authority department can to report the information to carry on compiles, the merge and the analysis, promptly grasps each kind of resources for the correlation leader the memory, the assignment, the

    根據部隊戰備訓練管理規定和現行標準，統一科目設計、統一登統計制度、統一分析審批原則、嚴格各級權限，方便各種信息採集，同時適應不同用戶對象的信息需求;依託部隊局域網、軍網，實現橫、縱向單位間對數據的遠程錄入、查詢、報表、列印等操作，達到內部信息的真正共享;嚴格內部監管制度，強化信息管理，實現內部數據的及時自動上報，上級部門能對上報信息進行匯總、合併與分析，為相關領導及時掌握各種資源的存儲、分配、使用狀況提供依據，全面提高部隊作戰、戰備、訓練和保障的應變能力;加強對新舊數據、橫縱向數據的管理，全面分析和挖掘數據間的聯系，充分利用數據的潛在價值，為資源管理者提供快速有效的決策支持。
  5. Firstly, influence factors of generalization of neural network are presented in this thesis, in order to improve neural network ’ s generalization ability and dynamic knowledge acquirement adaptive ability, a structure auto - adaptive neural network new model based on genetic algorithm is proposed to optimize structure parameter of nn including hidden layer nodes, training epochs, initial weights, and so on ; secondly, through establishing integrating neural network and introducing data fusion technique, the integrality and precision of acquired knowledge is greatly improved. then aiming at the incompleteness and uncertainty problem consisting in the process of knowledge acquirement, knowledge acquirement method based on rough sets is explored to fulfill the rule extraction for intelligent diagnosis expert system, by completing missing value data and eliminating unnecessary attributes, discretization of continuous attribute, reducing redundancy, extracting rules in this thesis. finally, rough sets theory and neural network are combined to form rnn ( rough neural network ) model for acquiring knowledge, in which rough sets theory is employed to carry out some preprocessing and neural network is acted as one role of dynamic knowledge acquirement, and rnn can improve the speed and quality of knowledge acquirement greatly

    本文首先討論了影響神經網路的泛化能力的因素，提出了一種新的結構自適應神經網路學習演算法，在新方法中，採用了遺傳演算法對神經網路的結構參數（隱層節點數、訓練精度、初始權值）進行優化，大大提高了神經網路的泛化能力和知識動態獲取自適應能力;其次，構造集成神經網路，引入數據融合演算法，實現了基於集成神經網路的融合診斷，有效地提高了知識獲取的全面性、完善性及精度;然後，針對知識獲取過程中所存在的不確定性、不完備性等問題，探討了運用粗糙集理論的知識獲取方法，通過缺損數據補齊、連續數據的離散、沖突消除、冗餘信息約簡、知識規則抽取等一系列的演算法實現了智能診斷的知識規則獲取;最後，將粗糙集理論與神經網路相結合，研究了粗糙集-神經網路的知識獲取方法。
  6. They discuss the following ideas : fist, the planning and the frame of incentive management in the state - owned enterprises ; second, the inner incentive and constrained mechanics which are explained from managers, technical personnel ; third, the building of sound outside environment including the reform of property right institution, the construction of investment mechanism of human resources, the development of manager and talent market, the independence of supervision organizations, the realization of fair play, the development and perfection

    一方面，從企業內部來說，主要從人力資源規劃、薪酬福利激勵管理、培訓激勵、精神激勵等幾個方面進行分析、論證，提出解決問題的思路，其中重點是對企業經營管理者和技術人員進行了研究。另一方面，從觀念轉變、產權制度改革、經理人的市場培育、相應約束機制的建立等方面為企業的發展建立良好的外部環境，而借鑒海爾較為成功的激勵管理模式，無疑對我國國有企業進行激勵管理極為重要的現實意義。
  7. Structure validity of the questionnaire. the items were filtrated according to three evaluation criteria. three sub - scales manifested individual personality scale 5. 8 sd 0. 4895 power and norm 5. 1 sd 0. 6223 interrelationship 4. 7 sd 0. 6189. it showed that managers influence upon their subordinates mainly depended on their individual charm and personality and their effort to establish an informal authority, which was indeed an effective and recommendable way in enhancing one s influence in an organization. the managers could be divided into two groups, who showed significant variations on the three sub - scale variables of power, relationship and personality. concerning these three variables, groups of high and low scores obviously differ from one another. the low - score group probably remained on a relatively lower level with regard to their way of influencing their subordinates. improvement through some training was therefore needed. this study offered an effective tool for the training of managers individual influences

    3個分量表表現出個人風格5 . 8 sd 0 . 4895權力規范5 . 1 sd 0 . 6223相互關系4 . 7 sd 0 . 6189 ，說明管理人員影響下屬主要依賴自身魅力，注重建立非正式的權威，這也的確是最有效和值得倡導的方式。管理人員中存在兩類被試在權力關系人格3個變量上的均值差異都達到了顯著性水平，它表明在這3個變量上明顯存在高分組與低分組。低分組被試在對下屬的影響方式上，有可能還處於一個較低的水平，有必要通過培訓對他們加以提高。
  8. Besides, it is not fit with the precise adjustment and is difficult to conform the place. a new adaptive genetic algorithm with bp algorithm to optimize weight is backed up. the algorithm which combines the merits of the global convergence of genetic algorithm with fast local researching of bp algorithm not only intensifies the gradual convergence and evolution ability but also advance the speed of convergence, precision of training and generalization

    針對傳統遺傳演算法的搜索過程帶有一定的盲目性，其收斂特性不穩定且收斂速度緩慢，特別是在系統規模較大時，優化效果的明顯改善往往需要相當長的時間，而且不適合候選解的精調，難以確定解的確切位置，提出一種新型自適應性遺傳演算法，並在此基礎上，用bp演算法優化前向神經網路權值，綜合了兩種演算法的優點，即遺傳演算法的全局收斂性和bp演算法局部搜索的快速性，強化了遺傳演算法的漸進收斂和進化能力，全面改善了演算法的收斂性，提高了收斂速度及訓練精度，也擴展了泛化能力。
  9. The first one includes company ' s strategy and employee ' s career planning, and the latter includes human resource management and communicating mechanism management. the paper further stated bd company ' s incentive mechanism model from the following five aspects : organization re - design ( organization design and strategy re - form ), job re - design ( job analysis, job evaluation and management by objective ), the ability development of employee ( the training and career planning for employee ), value re - appraisal ( performance incentive and communicating management ) and value re - distribution ( compensation and stock option incentive ). it combines the systematic methods designed specifically for the existing incentive status in the company with detailed operation model as well as applicable cases, many of them have been exercised in the company and been proved to be effective after being summarized according to the actual circumstance

    文章進一步從企業價值鏈激勵模型的五個方面，包括組織再設計（組織設計與戰略重組） 、工作再設計（工作分析、職位評估和目標管理） 、能力再開發（培訓和員工的職業生涯規劃） 、價值再評估（績效激勵和溝通管理） 、價值再分配（薪資激勵和期權激勵）等對bd公司激勵機制模型進行了詳盡的闡述，既有全面系統的針對公司激勵現狀設計的方式方法，又有詳盡具體的操作模式和應用案例，其中的很多方案已經在bd公司進行了初步的嘗試和不斷地總結，取得了良好的運行效果。
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