需求层次理论的英文

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"需求层次理论"怎么读用"需求层次理论"造句

英文翻译手机版

hierarchy of needs theory
maslows hierarchy of needs
need hierarchy theory
need hierarchytheory

"需求"英文翻译 needs; need; demand; require ...
"层次"英文翻译 administrative levels
"理论"英文翻译 theory
"需要层次理论需求层次论" 英文翻译 : hierarchy of needs theory
"需求层次理论；需要阶梯理论" 英文翻译 : hierarchy of needs theory
"马斯洛的需求层次理论" 英文翻译 : rar
"需求层次论" 英文翻译 : hierarchy of needs theory; need-hierarchy theory
"市场需求层次" 英文翻译 : market demand stages
"需求层级理论" 英文翻译 : need-hierarchy theory
"需要层次理论" 英文翻译 : hierarchy of needs theory
"整合层次理论" 英文翻译 : theory of integrative level
"马斯洛需求层次" 英文翻译 : maslows hierarchy of needs; s hierarchy of needs
"马斯洛需求层次论" 英文翻译 : maslow's need hierarchy theory; s need hierarchy theory
"需要层次论需求层次论" 英文翻译 : hierarchical theory of needs
"需要等级层次理论" 英文翻译 : need ranking theory
"年代提出的需求层级理论" 英文翻译 : need-hierarchy theory
"马斯洛的需要层次理论" 英文翻译 : maslow's hierarchy of needs
"意识的中间层次理论" 英文翻译 : intermediate-level theory of consciousness
"多层次理解(力)" 英文翻译 : multi-layer perception
"二次理论" 英文翻译 : second-order theory
"因次理论" 英文翻译 : dimensional theorem; dimensional theory; theory dimensions; theory of dimensions
"因次理论法" 英文翻译 : dimensional method
"衡平居次理论" 英文翻译 : equitable subordination
"自动居次理论" 英文翻译 : automatic subordination
"低层次需求" 英文翻译 : lower-order need

例句与用法

Hierarchy of needs theory
需求层次理论
So , this paper that is based on the their own characteristics and their status , discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise , and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co . , ltd . in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply , we should do seriously the job analyze and post appraisal , and adopt the market pay level which is the hybrid policy . in the additions , in the guidance of the hierarchy of the need theory , takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise , adjusts the ratios of fixed wages and variable wages , uses the annual salary system for the executive , implementing the dual ladders to the managers and the technicians
为此,本篇论文主要是根据中小钢铁企业的自身特点,论述了中小钢铁企业的薪酬体系的现状和存在的不足,并结合水城钢铁(集团)公司和南京钢铁联合有限公司两家钢铁企业的薪酬制度,提出了相应的创新思路,即在以留住、激励关键人才为主,以外部招聘员工为辅的思想指导下,认真做好工作分析、岗位评价工作,采取混合政策的市场薪酬水平,同时,在需求层次理论的指导下,根据经营管理人员、一般管理人员、技术人员及操作人员对企业的贡献不同采取了不同的薪酬结构设计,调整了特殊人群的固定工资和浮动工资的比例,对经营管理人员实行年薪制,对技术人员和管理人员实行“双梯制”的职业发展通道,从而确保了薪酬制度的公平性、经济性、激励性,不同程度地鼓励了企业特殊人才的工作积极性和主动性,优化了企业的制度,提高了企业的核心竞争力。
With using the theoretical mode of need hierarchy , it has found different group of staff has different need hierarchy . encouragement factors have defined . with further investigation , it has put forward a theoretical mode of encouragement mechanism , procedures of assessment and policy suggestions
本文在充分调研的基础上对职工需求进行了分析，并以需求层次理论模型，研究不同职工需求上存在较大差异，运用双因素理论和公平理论确定了激励因素，提出了激励机制模型和考评体系。
Then the author introduced three famous human capital incentive theories , such as abraham " maslow ' s w , 3 ! tt 2000 hierarchy of needs theory , herzberg ' s motivation - hygiene theory and skinner ' s reinforcement theory etc , incentive methods , such as annual payment system and stock equity system , the primary investment methods , such as , education investment , training investment , work force flow investment , health - care investment , learn and work investment and the social interaction investment etc . the author followed the previous conclusion that human capital was very crucial to the economic growth and connected it with the practices to form the model that human capital investment greatly influenced the economic growth
扼要介绍了一些著名的人力资本激励理论：马斯洛的需求层次理论、赫茨伯格的双因素理论和斯金纳的强化理论等、激励方式：年薪制和股权制等和主要的投资方式：教育投资、培训投资、劳动力流动投资、卫生保健投资、 “干中学”投资和人际关系投资等。沿袭前文的结论?人力资本在经济发展中的重要地位，作者结合中国的实际，构建了人力资本投资对经济增长的绩效分析模型，采用教育经费法和年限法论证了全体劳动力平均受教育年限对经济增长的意义。
By applying demand stratum theory and the management thought of permeation tact , analyzing the management framework of aerospace electrical source of technology ltd . and designing the constitution and assessment scheme , the text will give a all - around discussion on how human resources play its role in the business management and development
本文从需求层次理论和透过权变的管理思想，通过对航天电源科技公司管理框架的剖析、构建以及评价方案的设计，全面地论述人力资源管理对企业经营发展的重要作用。
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
提出了知识型员工激励机制设计的流程、原则，并遵循该流程和原则对知识型员工的需求层次和工作绩效进行了详细分析，对马斯洛需求层次理论和传统的绩效考评制度进行了修正，在建立知识型员工综合绩效评估指标体系和激励模型方面，提出了自己的独立见解。
Based on the theory of demand levels proposed by a . maslow , the present thesis investigates and compares the main difference of utilities among armymen at different levels according to their income levels . moreover , it quantitatively analyzes the influence on the individual utility of armmen at different level caused by increase in satisfying every demand , to find out the basic information and the main problems on the armymen ' s salary , welfare , spiritual encouragement and so on , systematically summarizing and analyzing the actual problems existing in the charge collocation of military personnel in our country . based upon the new research view , the present author reviews and benefits from the useful practice and experience of the charge collocation of military personnel abroad , constructs the economic model to analyze the quantitative relationship between the individual utility of armymen and the encouraged effect of military personnel , as well as between the input of military - personnel charge and its output of the encouraged effect , and put forward the proposal for maximizing the encouraged effect caused by the charge of military personnel of our country , trying to enter a new research area for human resource economy of military personnel and national defense investment economy in our country
本文借鉴马斯洛需求层次理论,把军事人员按收入级别划分为不同层次,调查分析比较了不同层次军人的效用观主要区别,并把每一需求满足的增加对不同层次军事人员个人效用的影响加以量化分析,从而找出了我国军人工资、福利、精神奖励等的基本情况和存在的主要问题,系统总结和分析了我军军事人员费配置中存在的实际问题;并进而立足这一新的研究角度,考察和借鉴了国外军事人员费配置的有益做法和经验,建构和分析了军人个人效用与其对军事人员的激励效应之间以及军事人员费的投入与军事人员费所产生的激励效应之间数量关系的经济模型,提出了我军军事人员费实现激励效应最大化途径的建议,尝试着进入我国军事人力资源经济学和国防投资经济学的新的研究领域。