work performance 中文意思是什麼

work performance 解釋
工作績效
  • work : n 1 工作，操作，勞動，作業；工件；功課；努力；行為，作用。2 （待辦的）事務，業務；職業。3 〈前有...
  • performance : n. 1. 執行，實行，履行；完成；實現；償還。2. 行為，動作，行動；工作。3. 性能；特性。4. 功績；成績。5. 演奏；彈奏；演出；（馴獸等的）表演；把戲。6. 【物理學】演績。
  1. The presence of mental illness, especially depression and anxiety, was associated with high level of disability, poor physical health, loss of productivity, and unsatisfactory household or work performance

    中大精神科學系彭顯達副教授指出，精神病尤其是抑鬱及焦慮，往往導致身體健康惡化、生產力下降、工作或家居表現欠佳等。
  2. Consequently, the speed of port cranes is higher and its size is larger. this means that the requirements of the work performance on a cranes " key part is also higher

    與此相應地，港口起重機也出現了大型化、高速化的發展趨勢，其關鍵零部件工作性能的要求也越來越高。
  3. Refer to the motivation methods from the advanced countries ; summarize the positive hints for chinese companies. 4. put forward the procedures and principles for motivation mechanism design ; analyze the demand hierarchy and work performance of knowledge workers ; mend the macro demand hierarchy theory and traditional performance valuation system ; found the overall performance evaluation system and motivation model

    提出了知識型員工激勵機制設計的流程、原則，並遵循該流程和原則對知識型員工的需求層次和工作績效進行了詳細分析，對馬斯洛需求層次理論和傳統的績效考評制度進行了修正，在建立知識型員工綜合績效評估指標體系和激勵模型方面，提出了自己的獨立見解。
  4. Management services - guide to work performance control

    管理服務.第4部分:履職管理指南
  5. Management theory and practice indicate employee ' s satisfied feeling ( sf ) impacts his work performance ( wp ), but they aren ' t necessarily related with each other

    摘要管理理論和實踐的發展表明，在任何組織結構中，員工工作滿意程度對工作效率有著重要影響。
  6. Where there are individual differences in pay for equal work, it should be due to genuine and job - related factors, e. g. work performance, length of service or working locations and such considerations should apply to all staff in the same rank

    如果個別雇員的工作相同，但薪酬有異，這應該是基於工作的實際情況及相關因素，例如：工作表現、服務年資或工作地點。
  7. The work performance of every body is fairly evaluated and incentives are granted on the basis of individual and organizational contributions

    對已實現的成果進行公正的評價，按照個人及組織的貢獻度實施獎勵。
  8. In the modern management, how to motivate the corporate staffs and evaluate their work performance has become one of the widely noticed research subjects. because motivation and performance appraisal, which are connected with many factors, are complex to study, the present research results cannot fully satisfy the needs of corporate management. on the basis of the policies of the party and the government and the theories of behavior science, human capital, management psychology and industrial organization, this paper analyzed the factors, which influenced the motivation mechanism, including reward, power of control, reputation, market competition and supervisor, based on the analysis above, the paper divides the persons in an enterprise into 7 catalogues - investors, operators, middle managements, engineering technicians, marketing professionals, working staffs and workers, and put forward their concrete incentive and performance appraisal plans respectively

    本文在充分研究黨和國家的方針、政策（現代企業制度、分配製度） ，行為科學（需要層次理論、激勵? ?保健雙因素論、期望值理論） ，管理心理學理論（公平理論、目標設置理論、自我認知理論） ，產業組織理論（公司治理結構的內涵、共同治理結構）和人力資本的內涵、特徵及其產權特性和實現途徑的基礎上，對影響激勵機制的因素（報酬、控制權、聲譽、市場競爭、監督等）分別進行了分析，並在這些分析基礎上，把企業的人分為七大類（投資者、經營者、中層管理幹部、工程技術人員、營銷人員、職員和工人） ，提出了他們各自具體的激勵和績效考核方案。
  9. Abstract : based on the analysis of the stressors and their physicalsymptoms, psychological symptoms and behavior symptoms, this research offered eight different ways to motivate the hotel employees in order to cope with the work stress and increase the work performance

    文摘:對壓力的產生來源分別從外部和內部進行了分析，對壓力的後果和影響從生理表現、心理表現、行為表現進行了論述，在此基礎上提出了酒店應如何採用激勵策略，以緩解員工的工作壓力，提高績效。
  10. In view of the fact that there are three types of a hybrid base - bleed - rocket extended - range projectile and they are different from each other in the general structural layout, their structural characteristics and the work performance of the two propellant units is analyzed in this paper

    本文針對三種總體結構布局形式不同的底排?火箭復合增程彈，分析了它們的結構特點和底排裝置、火箭裝置的工作特性，詳細討論了復合增程彈底排?火箭工作時序選擇對彈道特性的影響以及實現理論上最佳彈道的匹配條件。
  11. The third part analyzes and comments on the current operation of judge system and the existing problems from three aspects such as ideological concept, concrete systems and the social influence on professionalization of judg es, and points out that conception errors results in that judiciary independence cannot be realized both inside and outside the judicial system, and many factors that hinders professionalization of judges exist in the social environment. these will form great barriers for the construction professionalization of judges. at the same time, this dissertation makes some rational analysis on the current situation of judges from quantity, qualification, work performance and draws a conclusion that professionalization of judges can be constructed at the present foundation

    文章的第三部分從思想觀念和具體制度對法官獨立的支持程度及社會環境對法官職業化建設的影響三個方面對我國現行法官制度運行狀況及存在的問題進行了描述和評析，指出：觀念上的錯位導致審判獨立在司法機關內外部兩個層面都無法真正實現，社會環境中存在著不利於法官職業化建設的諸多因素，難以養成職業法官群體，這些都構成法官職業化建設的巨大障礙；同時，從數量、素質、業績方面對法官隊伍現狀作了定量分析，認為在現有法官隊伍基礎之上完全可以推行法官職業化。
  12. What would your last boss say about your work performance

    你前任老闆會怎麼評論你的工作表現？
  13. Good interpersonal and influence skill, good work performance

    具有良好的人際關系和影響力，工作業績良好。
  14. The influence of organizational commitment on work behavior and work performance

    組織氣候對員工工作投入及組織承諾的影響作用研究
  15. To keep good work performance and perform other job assignment as required from supervisory

    保持良好的工作表現並按上級主管的要求完成其他指定工作。
  16. May be required to provide work direction and / or evaluate work performance of others in the department

    需要時對本部門內其它員工提供工作指導或績效評估
  17. It is an office procedure which can apply the result of the performance of the evaluation to the functional activities of the human resources management of the enterprises in order to encourage the employees to improve work performance continually and realize the strategic objective of the enterprises finally by building enterprise strategy, target deconstruction and performance of evaluation

    但績效評價主要是結果型和按主觀判斷進行。以不出安全生產事故和沒有不安全現象及工作中的無差錯為主要的評價標準。往往是幹活越少的評估結果越好。
  18. The author puts the management though of “ human - centeredness ” and the theory of performance appraisal into the study on the leader achievement appraisal, and elaborates how to improve the system of the leader achievement appraisal in china, in order to make efforts for personnel administration reform and performance appraisal. achievement is the work performance which the leaders acquire when they use the authority correctly which the people entrusts with and fulfill the work responsibility in the tenure, and is synthetical reflection on the leaders ’ diathesis in the leading practice

    本文將「以人為本」的管理思想和績效管理的理論有機的融入到對領導幹部政績考核制度的研究中，在借鑒和吸收已有研究成果的基礎上，對如何完善我國領導幹部政績考核制度做了比較全面的闡述，旨在為我國幹部人事制度改革及政府績效評估做一些努力。
  19. She is a responsible person who works on her own initiative and is on good terms with her colleagues. in view of her good work performance, her employer has given her a pay rise as encouragement

    她工作主動，有責任心，與同事關系良好，僱主亦因她理想的工作表現而加薪以作鼓勵。
  20. On the other hand, owing to its defects some disadvantages emerge under new circumstances : facing the increasing contradictions and disputes judges often think of conciliation as the best way of relaxing the tension, decreasing their work pressure and establishing good work performance. during the trial of some civil cases, the so - called " conciliation instead of sentence " and " conciliation against law " phenomena can often be found. if things continue in the way, the image of the people ' s court will be injured

    但另一方面，新的歷史條件下的法院調解制度，由於自身存在的缺陷，又不可避免地產生出各種弊端，法官面對日益增多的矛盾糾紛，便將調解視為緩和矛盾糾紛、減輕工作壓力、創建工作實績的最佳手段，在審理民事案件過程中，不時地出現「以調代判」 、 「違法調解」現象。
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