Anonymous
Anonymous asked in 社會與文化語言 · 2 decades ago

英翻中~管理學~

Organizational Stressors: Role Demands

@Role conflicts

*Work expectations that are hard to satisfy

@Role overload

*Having more work to accomplish than time permits

@Role ambiguity

*When role expectations are not clearly understood

Personality Types

@Type A personality

*People who have a chronic sense of urgency and an excessive competitive drive

@Type B personality

*People who are relaxed and easygoing and accept change easily

Symptoms Of Stress

@Psychological symptoms

*Increased tension

*Anxiety

*Boredom

*Procrastination

@Behavior-related symptoms

*Changes in eating habits

*Increased smoking

*Substance consumption

*Rapid speech

*Sleep disorders

Reducing Stress

@Person-job fit concerns

*Match employees to their jobs, clarify expectations, redesign jobs, and increase employee involvement and participation

@Employee assistance programs (EAPs)

*Programs that help employees overcome personal and health-related problems

@Wellness programs

*Programs that help employees prevent health problems

Stimulating Innovation

@Creativity

The ability to combine ideas in a unique way or to make unusual connections

@Innovation

The process of taking a creative idea and turning it into a useful product, service, or method of operation

*Perception

*Incubation

*Inspiration

*Innovation

Structural Variables Affecting Innovation

@Organic structures

*Positively influence innovation through less work specialization, fewer rules and decentralization

@Easy availability of plentiful resources

*Allow management to purchase innovations, bear the cost of instituting innovations, and absorb failures.

@Frequent interunit communication

*Helps to break down barriers to innovation by facilitating interaction across departmental lines.

Characteristics of an Innovative Culture

*Acceptance of ambiguity

*Tolerance of the impractical

*Low external controls

*Tolerance of risk

*Tolerance of conflict

*Focus on ends rather than on means

*Open systems focus

HR Variables Affecting Innovation

@HR practices that foster innovation

*Promotion of training and development so employee knowledge remains current

*Offer employees high job security to reduce fear of making mistakes and taking risks

*Encourage employees to become champions of change

Update:

如果您是用翻譯軟體的就不用了,3Q~~~

2 Answers

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  • Anonymous
    2 decades ago
    Favorite Answer

    機構化的緊張性刺激源︰ 角色要求

    @內心角色衝突

    *工作難滿足的預期

    @角色超載

    *有更多的工作要完成,時間允許

    @角色意義含糊

    *當角色預期沒被清楚理解時

    人格類型

    @打印人格

    *有一種慢性緊迫感和過度的具有競爭性的運動的人們

    @打印B 人格

    *人們誰放鬆和不嚴肅並且接受變化容易

    壓力的症狀

    @心理症狀

    *增加緊張

    *憂慮

    *厭煩

    *耽擱

    @有關行為的症狀

    *在飲食習慣方面的變化

    *增加吸煙

    *物質消耗

    *迅速的講話

    *睡眠紊亂

    降低壓力

    @人工作適合關心

    *把他們的工作與雇員相匹配,驗証預期,重新設計工作,並且增加雇員介入和參與

    @雇員幫助計畫(環境行動規劃)

    *幫助雇員克服個人和與健康有關問題的計畫

    @健康計畫

    *幫助雇員防止健康問題的計畫

    刺激革新

    @創造性

    以獨特模式結合想法或者做不平常的連接的能力

    @革新

    採取一種有創造性的想法並且把它變成一種有用的產品,服務或者運轉方法的過程

    *知覺

    *孕育

    *啟發

    *革新

    架構的變量影響革新

    @有機的架構

    *肯定透過較少的工作專業化,更少的規章和權力下放影響革新

    @豐足的資源的容易的可用性

    *允許管理購買革新,承擔設立革新的費用,並且吸收失敗。

    @頻繁的interunit 通訊

    *幫助透過穿過部門的線使相互作用變得容易把障礙打破成革新。

    一種革新的文化的特性

    *接受意義含糊

    *不實用的容忍

    *低的外部控制

    *危險的容忍

    *衝突的容忍

    *集中於目的而不是關於方法

    *開系統焦點

    本壘打變量影響革新

    @促進革新的本壘打慣例

    *訓練和發展的促進因此雇員知識保持電流

    *給雇員提供高的工作保障降低懼怕使的錯誤並且擔風險

    *鼓勵雇員成為變化的衛士

  • 2 decades ago

    Organizational Stressors:

    組織的Stressors :

    Role Demands @Role conflicts *Work expectations that are hard to satisfy @Role overload *Having more work to accomplish than time permits @Role ambiguity *When role expectations are not clearly understood Personality Types @Type A personality *People who have a chronic sense of urgency and an excessive competitive drive @Type B personality *People who are relaxed and easygoing and accept change easily Symptoms Of Stress @Psychological symptoms *Increased tension *Anxiety *Boredom *Procrastination @Behavior-related symptoms *Changes in eating habits *Increased smoking *Substance consumption *Rapid speech *Sleep disorders Reducing Stress @Person-job fit concerns *Match employees to their jobs, clarify expectations, redesign jobs, and increase employee involvement and participation @Employee assistance programs (EAPs) *Programs that help employees overcome personal and health-related problems @Wellness programs *Programs that help employees prevent health problems Stimulating Innovation @Creativity The ability to combine ideas in a unique way or to make unusual connections @Innovation The process of taking a creative idea and turning it into a useful product, service, or method of operation *Perception *Incubation *Inspiration *Innovation Structural Variables Affecting Innovation

    任務需要@Role 衝突是困難滿足@Role 超載的*Work 期待*Having 更多比時間成就的工作允許@Role 曖昧*When 任務期待不在清楚地被明白的個性打字@Type A容易地有一個迫切的慢性的意識和一個過分地競爭的馬路@Type B音個性*People 是輕鬆和逍遙自在的和接受改變的個性*People 徵候的強調 @Psychological 徵候 *Increased 拉緊 *Anxiety *Boredom *Procrastination @Behavior-related 徵候在吃習慣裡面的 *Changes 減少壓力的 *Increased 吸煙 *Substance 消費 *Rapid 話 *Sleep 混亂@Person-job 適合關懷 *Match 職員他們的工作,澄清期待,重新設計工作,和增加職員捲繞和關係@Employee 幫助計畫(  EAPs ) *Programs 幫助職員被克服個人的和健康有關係的問題@Wellness 計畫幫助職員妨礙健康問題的*Programs 刺激的刷新@Creativity 這個聯合在一唯一的途徑裡面的想法的才能或組織非常的關係@Innovation 這個過程的迷人的一個有創造力的想法和旋轉它對一個有用的產物裡面,服務,或運營的規律*Perception *Incubation *Inspiration *Innovation 結構的變數令人感動的刷新

    任務要求@Role 衝突*Work 期待是困難滿足@Role 超載*Having 更多工作完成比次執照@Role 曖昧*When 任務期待是不清楚地明白個性型@Type 一個性*People 誰已經一慢性的意識的迫切和一過分地競爭的駕駛@Type B個性*People 誰是輕鬆和逍遙自在的和接受改變容易地徵候的強調 @Psychological 徵候 *Increased 拉緊 *Anxiety *Boredom *Procrastination @Behavior-related 徵候 *Changes 裡面吃習慣 *Increased 吸煙 *Substance 消費 *Rapid 話 *Sleep 混亂減少強調@Person-job 適合關懷 *Match 職員他們的工作,澄清期待,重新設計工作,和增加職員捲繞和關係@Employee 幫助計畫(  EAPs ) *Programs 幫助職員克服個人的和健康有關係的問題@Wellness 計畫*Programs 幫助職員妨礙健康問題刺激的刷新@Creativity 這才能聯合想法裡面一唯一途徑或組織非常的關係@Innovation 這過程的迷人的一有創造力想法和旋轉它裡面一有用產物,服務,或方法的運營*Perception *Incubation *Inspiration *Innovation 結構變數令人感動的刷新

    @

    @

    Organic structures *Positively influence innovation through less work specialization, fewer rules and decentralization @Easy availability of plentiful resources *Allow management to purchase innovations, bear the cost of instituting innovations, and absorb failures.

    有機的結構*Positively 影響刷新全部較少工作特別化,較少數法規和許多的資的分散@Easy 有效購買新發明的 *Allow 管理,生這個設立的成本新發明,和吸引失敗事。

    有機的結構*Positively 影響刷新全部更少工作特別化,較少數法規和分散@Easy 有效的許多的資 *Allow 管理購買新發明,熊這成本的設立新發明,和吸引失敗事。

    @

    @

    Frequent interunit communication *Helps to break down barriers to innovation by facilitating interaction across departmental lines.

    潰被越過部門別的線利於相互作用對刷新的欄柵的時常發生的interunit 相通 *Helps 。

    時常發生interunit 相通 *Helps 破裂向下欄柵刷新被利於相互作用越過部門別的線。

    Characteristics of an Innovative Culture *Acceptance of ambiguity *Tolerance of the impractical *Low external controls *Tolerance of risk *Tolerance of conflict *Focus on ends rather than on means *Open systems focus HR Variables Affecting Innovation @HR practices that foster innovation *Promotion of training and development so employee knowledge remains current *Offer employees high job security to reduce fear of making mistakes and taking risks *Encourage employees to become champions of change

    曖昧的一個創新的文化*Acceptance 的特徵這些不合實際的 *Low 外形駕駛的 *Tolerance 危險的 *Tolerance 衝突的 *Tolerance 在終點上面的 *Focus 而非在方法上面*Open 系統集中焦點於影響養育刷新的刷新@HR 演算的 HR 變數訓練和發展的 *Promotion 所以職員知識高保持電流 *Offer 職員出租減少犯錯和對改變的被適合的冠軍的冒風險的 *Encourage 職員的擔心的安全

    特徵的一創新的文化*Acceptance 的曖昧 *Tolerance 的這不合實際 *Low 外的駕駛 *Tolerance 的危險 *Tolerance 的衝突 *Focus 上終點寧可比上方法*Open 系統焦點 HR 變數令人感動的刷新@HR 演算養育刷新 *Promotion 的訓練和發展如此地職員知識剩餘目前 *Offer 職員高的工作安全減少擔心的製造錯誤和迷人的危險 *Encourage 職員變成冠軍的改變

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