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团队目标
相关语句
  team goal
     ④Goal clear (GC), explained the degree of sharing and clearing of team goal. The loading is 0.434 (P=0.008).
     ④目标明确性,阐释团队目标的共享性和明确性,路径系数为0.434(P=0.008)。
短句来源
     1. In order to solve the problems of under-commitment and inadequate effort of team members to team goal, this paper applies Commitment and Necessary Effort (CANE), a model brought forth by Richard E.
     1.通过对激励理论的总结,以及对团队工作本质的分析。 为了解决团队成员对团队目标的承诺不足及努力程度不够的问题,将Richard E.
短句来源
     The main results are as follows:1、 In team-based reward system, participation in the team goal-setting process is found to be an important variable of the success of the reward system, while in the individual-based reward system, the difficulty of team goal is a key component of the system.
     1、基于团队绩效的报酬方式下,员工参与团队目标设置是需要我们考虑的重要因素。 而基于个人绩效的报酬方式下,我们应该更多的来考虑目标的难度。
短句来源
  group goal
     36 subjects were randomly assigned to one of the three groups:1. Group goal setting; 2. Individual goal setting; 3. "Do Your Best" goal setting.
     36个被试被随机的分到下列三个组中:(1)团队目标组:(2)个人目标组:(3)“尽力而为”组。
短句来源
     1. In high school PE soccer class there are difference in learning the techniques use the different strategy of the goal setting, the group goal setting will make the students achieve higher score in the performance in two major techniques then the individual goal setting group.
     1.高中学生在团队目标设置和个人目标设置下在足球运动技能的掌握存在着显著性差异,而且在团队目标设置下学生这两项技能学握要比个人目标设置条件下的好。
短句来源
  team object
     Human-oriented management should be closely related to human resource management and through creating a backup human resource environment,inspiring team members with pride,matching every member's ability with his role,setting challengeable team object,correct performance evaluation and career plan,it is effectively developed and integrated with human resource management.
     人本管理应与人力资源管理紧密联系,通过营造一种支持性的人力资源环境、激发团队成员的自豪感、让每位成员的才能与角色相匹配、设定具有挑战性的团队目标、正确的绩效评估、职业生涯规划的魅力等措施使之与人力资源管理有效地开发和整合在一起。
短句来源
  “团队目标”译为未确定词的双语例句
     (4) Team-cooperation had significant effects on the relationship between goal and task interdependence and entrepreneurial performance. Both goal and task interdependence affected team-cooperation and then entrepreneurial performance.
     (4) 在创业团队目标依存和任务依存影响创业绩效的关系中,团队合作行为起到了很大的中介作用,即创业团队目标依存和任务依存影响团队合作行为,再由团队合作行为影响到创业绩效。
短句来源
     In this research, the high school student was chosen to be the experiment objects to study the effects of the group and individual goal setting on soccer two major techniques and students behavior in high school PE class.
     本研究是以高中生为实验对象,观察他们在团队目标设置条件、个人目标设置条件下足球课上对颠球和踢远这两项技能的影响,以及通过测量学生们在足球课实验期间的情意表现与合作精神和学习态度的变化。
短句来源
     Team climate is the cognition that team members realize team target, team operation and team structure.
     团队气氛是团队成员对团队目标、团队运作、团队结构等具体情景形成的一种总体认知或心理体验。
短句来源
     So, it is import that enterprisers manage the knowledge -based team effectively The scholar has realized mat the operation of team is important, but the research still concentrate on personal characteristic , designing team aim , improving team performance and incentive at present , especially the important factor in operation of team—conflict of team is studied less.
     在这种情况下,对知识团队进行有效管理就成为管理人员的当务之急。 国内外学者已经认识到知识团队运作过程对于团队有效性的重要意义,然而,目前的研究主要集中在知识员工个人特征、团队目标设计以及知识团队绩效控制和激励等方面,对于知识团队运作过程,特别是团队运作过程中的重要影响因素——团队冲突研究较少。
短句来源
     This study examined the difference, of team performance in team-based and individual-based reward systems and discussed team building in team-based and individual-based reward systems in terms of team goal-setting, team climate, and work value.
     本研究通过对我国企业具体情况的调查和对原有理论研究的一些分析,从团队目标设置、团队气氛与报酬方式的角度来探讨影响团队绩效的因素。 着重讨论的是:在不同的报酬方式下,团队目标设置与团队气氛对团队绩效的不同影响及团队目标设置对团队气氛的作用。
短句来源
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  team goal
The essential components and processes of effective team functioning, including the evaluation of institutional resources, interdisciplinary team composition, formulation of team goal, and team leadership and coordination, are analyzed and discussed.
      
We study teams of four members in a laboratory environment in which giving effort towards the team goal is simulated by eliciting voluntary contributions towards the provision of a public good.
      
We study teams of four members in a laboratory environment in which giving effort towards the team goal is simulated by eliciting voluntary contributions towards the provision of a public good.
      
A principal team goal is to identify, assess, and recommend actions to prevent errors in medication use.
      
At the highest level, a soccer playing robot must choose to act, given the state of the world and the team goal for that state.
      
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  group goal
A shared group goal identified and accepted by each member is one way to achieve positive interdependence.
      
Create small interdependent groups that require participation from all group members to achieve the group goal.
      
Group goal setting and team performance in a physical activity context.
      
In terms of the ultimate group goal, there may be multiple protocols advanced to a standards track as the result of this WG's efforts.
      
Much of this work focuses on teams, which are defined in contrast to groups in general as having a common group goal.
      
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  team object
The new team object extension allows for adaptation and refinement without the expense of new language syntax.
      


The changes of business environment result in the changes of management theories and methods. As knowledge takes a more and more important part in the capital amount, management of knowledge workers becomes more and more important, too. Based upon analysis of the changes of business environment, this paper points out that knowledge teams, which are formed by knowledge workers, will play a more and more important role in the business operation. There are several distinct differences between knowledge teams and...

The changes of business environment result in the changes of management theories and methods. As knowledge takes a more and more important part in the capital amount, management of knowledge workers becomes more and more important, too. Based upon analysis of the changes of business environment, this paper points out that knowledge teams, which are formed by knowledge workers, will play a more and more important role in the business operation. There are several distinct differences between knowledge teams and those traditional teams, which are based on mono-functional tasks or whose members come from single knowledge area. Following such viewpoints as time pressure, ambiguity objectives, dynamic human resources and broken power structure etc, this paper studies the characteristics of knowledge teams, and makes the challenges in managing knowledge teams clear.

文章从商业环境的变化分析入手 ,指出由知识工作者为主体构成的知识团队将成为企业运作的重要形式。知识团队与传统的、特别是基于某项单一职能或成员来自某一知识领域的团队有着许多显著的不同。通过分析认为 ,这些不同点主要体现在团队目标的模糊性、团队成员的动态性和团队管理手段的协定性等方面

This paper analyzes the characteristics of knowledge workers. Based on querying some typical assumptions about team management, some new viewpoints are proposed:The traditional performance appraisal and incentive principals should be changed to be impressed on commitment-focused incentives and value-based compensations, and only those managers who are able to make psychological contracts with the team members could become real team leaders. It is proposed that the psychological contracts for knowledge teams...

This paper analyzes the characteristics of knowledge workers. Based on querying some typical assumptions about team management, some new viewpoints are proposed:The traditional performance appraisal and incentive principals should be changed to be impressed on commitment-focused incentives and value-based compensations, and only those managers who are able to make psychological contracts with the team members could become real team leaders. It is proposed that the psychological contracts for knowledge teams contain meaningful goals, psychological environment, and the ways used to reward their values and contributions.

文章从分析知识员工的特点入手 ,提出了管理知识团队仅靠商业契约远远不够 ,还必须建立心理契约来进行补充的观点 :需要改变传统的绩效考核与激励办法 ,强调对知识员工进行兑现承诺的激励和对其价值观进行报偿 ;只有那些能够与员工达成心理契约的管理者才能成为真正的团队领袖。从树立知识团队的目标、培育知识团队的氛围 ,以及给予知识员工价值认可和符合其价值观的回报等方面分析了这种心理契约的主要内容

Based on forthcoming incentive theory,a new group incentive model is made on the base of classic incentive theories, Which are requirement-arrangement theory and Expection Theory. This model include three factor:Expection, Job-Feasibility and Requirement-Satisfaction .The article illustrates the principle of group incentive function principle from five aspects: Group Status, Group Achievement, Group Culture, the Harmonization of Group Member and Member incentive. Group incentive must pay attention to exterior...

Based on forthcoming incentive theory,a new group incentive model is made on the base of classic incentive theories, Which are requirement-arrangement theory and Expection Theory. This model include three factor:Expection, Job-Feasibility and Requirement-Satisfaction .The article illustrates the principle of group incentive function principle from five aspects: Group Status, Group Achievement, Group Culture, the Harmonization of Group Member and Member incentive. Group incentive must pay attention to exterior incentive and interior incentive. In the end, the article gives some theories of group incentive in enterprises, Which are to make group purpose, to evaluate group rate, to cultivate group culture, and to amplify group coherence.

在现有的激励理论基础之上,将经典的激励理论需求层次论与期望理论有机地进行了整合,提出新的团队激励模型,着重强调团队激励的三大要素,即期望值、工作可行性及各种要素的满足度。从团队地位、团队成就、团队文化、团队成员融洽度以及成员激励5个方面入手,阐明了团队激励的作用原理。强调团队激励应注重外部激励与内部激励相结合,并进一步提出行之有效的企业对团队进行激励的方法:制定团队目标、评定团队等级、培养团队文化、增强团队凝聚力等。

 
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