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intra-organizational
相关语句
  组织内
     Intra-Organizational Knowledge Sharing Management
     组织内的知识分享管理
短句来源
  “intra-organizational”译为未确定词的双语例句
     Management on Intra-organizational Learning Based on Supply Chain
     供应链企业间的学习和管理
短句来源
     Intra-organizational Relation Issues Under the Culture of Particularism
     特殊主义文化环境中组织内部关系的几个问题
短句来源
     Implementing Intra-organizational Communication to Improve the Transformation of Bank Strategies
     运用内部沟通促进银行战略转型
短句来源
     Inter- and intra- organizational relations need enterprise information system (EIS) to support their establishment, deployment and discontinuation.
     依据它构筑企业信息集成平台的协调层,能有效提高信息集成平台对动态企业组织和业务流程的适应性并延长企业信息集成平台的生命。
短句来源
     This paper gives a research on intra-organizational logistics management of modern manufacturing enterprise and the optimization of its production and storage model. The research has some application values for the manufacturers to improve its modernization level and enhance systematic and flexible.
     本文着眼于制造企业内部物流及其生产和库存模型的研究,对于提高企业现代化水平,增强企业系统化和柔性化将具有一定的实用价值。
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  相似匹配句对
     Intra-Abundant semigroups
     内禀富足半群(英文)
短句来源
     (5) intra-alveolar hemorrhage;
     (5)肺泡内出血;
短句来源
     The Enhanced H.264 Intra Prediction
     H.264帧内方向预测增强模式
短句来源
     Treatment of intra articular fractures
     重视关节内骨折的治疗
短句来源
     Intra-Organizational Knowledge Sharing Management
     组织内的知识分享管理
短句来源
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  intra-organizational
Policy Implementation in Urban Bangladesh: Role of Intra-organizational Coordination
      
The available data substantiated that intra-organizational coordination is an important factor for policy implementation.
      
In doing so, an attempt was also made to investigate why and how problems of intra-organizational coordination take place in policy implementation.
      
The present study intended to explore role of intra-organizational coordination in policy implementation in urban Bangladesh.
      
Policy Implementation in Urban Bangladesh: Role of Intra-organizational Coordination
      
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The intra-organizational relations under the culture of Particularism have some characters as bellow: the organizational members tend to be those who have special relations to each other, the mobile rate of the members are lower, and the post allocation tends to be decide by the relations; the turnover rate of the top leaders is low, and the tenure is very long, and the successor's problem is serious; inter-personal relations have more influences on organizational activity, thus personnel relation and...

The intra-organizational relations under the culture of Particularism have some characters as bellow: the organizational members tend to be those who have special relations to each other, the mobile rate of the members are lower, and the post allocation tends to be decide by the relations; the turnover rate of the top leaders is low, and the tenure is very long, and the successor's problem is serious; inter-personal relations have more influences on organizational activity, thus personnel relation and Human affairs will be more important, which give the birth to sectarian group and the dilemma which implicates that " the general owns the soldiers but cannot lead them". We will further discuss the influences of the above characters on the allocation efficiency of human resources, human capital investment, solidarity of the organization, the functional division in the organization, organizational structure, and merger activity.

特殊主义文化环境会使组织内部关系具有如下一些特点 :在组织成员选择中更倾向于吸收有特殊关系者 ,人员流动性小 ,按关系分配职位的倾向更为显著 ;最高领导者更换频率小 ,继承周期长 ,但“继承问题”更为严重 ;人际关系对组织活动影响更大 ,人事工作及人事权具有更大的重要性 ,易于滋生宗派主义小集团 ,造成“兵”不能不为“将”所有 ,又不能为“将”所有的困境。文中进一步探讨了上述特点对人力资源配置效率、人力资本投资、组织凝聚力、组织内部职能分化、组织结构、组织的兼并等方面的影响。

This thesis puts forward the basic hypothesis of an organization in knowledge economy era which raises huge change in organizational perspective, then validates it's correctness through profound discussion. The study indicates that in this special epoch during which industrial economy is transforming into knowledge economy, the supreme challenge for corporations' existence and development is not only located in the transformation of the operating platform, but also in the impact on management perspective caused...

This thesis puts forward the basic hypothesis of an organization in knowledge economy era which raises huge change in organizational perspective, then validates it's correctness through profound discussion. The study indicates that in this special epoch during which industrial economy is transforming into knowledge economy, the supreme challenge for corporations' existence and development is not only located in the transformation of the operating platform, but also in the impact on management perspective caused by extensive using of information and communication technology and in the profound changes of people's thinking method. The changing of thinking method is the essential change for an organization's basic hypotheses which include:"the change from the assumption of economic people to the assumption of intellectual people", "the reversion of dominant demand and the demand intensity under the same demand structure," "the organizational decision-making emphases transforming from 'yes & no' to 'yes & yes'", "the organizational measure of value transforming from currency to knowledge", "the change from survival to development", "the intra-organizational and inter-organizational competitive rule transforming from competition to cooperation", "the stuff status transforming from employee to member" and so on. Then it indicates that during the course of development, organizations must build their culture with great vitality consciously.

论文提出了基于知识经济的组织运作环境在理念上产生巨大变革的基本假设 ,并在深刻论述的基础上进行了验证。研究指出知识经济对组织尤其是企业组织的生存与发展提出的最大挑战不仅在于运作平台所产生的变化 ,而且在于随着信息的充分化与通讯技术的广泛运用 ,对组织管理理念所产生的深刻冲击 ,在于思维方式的深刻变化———即组织运作基本假设的本质性变化 ,包括 :“从以‘经济人’假设为主到以‘智能人’假设为主的变化” ;“需求结构尽管没有发生改变 ,但是主导需求及其需求强度却会发生逆转” ;“从‘是与否’的决策为主到‘是与是’的决策为主” ;“从货币价值尺度为主到知识价值尺度为主” ;“从以生存为主到以发展为主” ;“从以竞争为主到以合作为主” ;“员工地位从雇员到成员”等等 ,进一步指出了 ,组织在发展过程中必须有意识地建设具有生命力的文化。

The balance problem of the "surplus resource" and " su rplus tasks" among a group of project units is described in electric power, tel ecom, aerospace and household appliance service, etc. professions, and a compu ter system responsible for human resource redistribution is presented to realize the load ba-lance. Based on market-like model the system is formulated as a m ulti-Agents coordination problem. The circulating mechanism of each Agent and c ommunication among multi-Agents is studied. This system has...

The balance problem of the "surplus resource" and " su rplus tasks" among a group of project units is described in electric power, tel ecom, aerospace and household appliance service, etc. professions, and a compu ter system responsible for human resource redistribution is presented to realize the load ba-lance. Based on market-like model the system is formulated as a m ulti-Agents coordination problem. The circulating mechanism of each Agent and c ommunication among multi-Agents is studied. This system has flexibility and exp ansibility. This method offers a comprehensive human resource exchange solution suitable for both intra-organizational and inter-organizational resource manag ement.

介绍了在电力、电信、航空航天以及家电服务等行业中组织网络化后各项目组存在的过剩任务和过剩人力资源的平衡问题 ,提出了一个基于拟市场模型的的人力资源再分配系统来实现人力资源的动态负载平衡 ,并应用 Agent技术来实现其结构。在此基础上探讨了其组织方式和运行机制。该系统具有良好的扩张性和开放性 ,既可以作为企业内部的各个项目组之间的人力资源再分配使用 ,也可以应用到企业间的各个项目组之间的人力资源的再分配。

 
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