Work Incentive - Department for Community Based 工作激励部门以社区为基础的
主要工作城市与任职单位所在城市不一致的原因
英文回答：The discrepancy between the primary location of employment and the work city is often attributable to the inherent nature of the job itself. For instance, numerous organizations have a centralized headquarters in one city, while also maintaining satellite offices or field operations in disparate locales. In such cases, employees may be stationed in a different city from the primary headquarters in order to more effectively cater to clients or oversee operations within a specific area. Moreover, certain industries have regional hubs or specific geographical prerequisites, necessitating employees to be situated in a different city than the primary office. For example, a sales representative may be stationed in a city with a concentrated potential client base to optimize sales prospects.主要就业地点与工作城市之间的差异往往归因于工作本身的固有性质。
为职场加分的英文作文
为职场加分的英文作文Working in the office, it's important to always stay positive and enthusiastic. A positive attitude can not only boost your own productivity, but also influence the atmosphere of the whole team.One of the best ways to stand out in the workplace is to take initiative. Don't just wait to be told what to do look for opportunities to take on new projects or suggest improvements to existing processes.Being a good communicator is essential for success in the workplace. Whether it's speaking confidently in meetings, writing clear and professional emails, oractively listening to your colleagues, strong communication skills can set you apart from the crowd.In any job, it's crucial to be adaptable and open to change. The ability to quickly adjust to new situations or take on different roles within the company can demonstrateyour value as a versatile and reliable employee.Showing appreciation for your colleagues' hard work can go a long way in building strong relationships in the workplace. Whether it's a simple thank you or a small gesture of appreciation, acknowledging the efforts of others can help create a more positive and supportive work environment.Taking the time to develop new skills and knowledge relevant to your job can help you stay competitive and valuable in the workplace. Whether it's through formal training programs or self-directed learning, continuous improvement is key to career advancement.Being able to effectively manage your time andprioritize tasks is essential for success in any job. By staying organized and focused, you can not only increase your own productivity, but also contribute to the overall efficiency of the team.In today's fast-paced work environment, the ability tostay calm under pressure is a valuable asset. Whether it's meeting tight deadlines or handling difficult situations, maintaining a composed and level-headed demeanor can help you earn the trust and respect of your colleagues.。
职场办公室沟通英语作文
职场办公室沟通英语作文Workplace Communication in English。
Effective communication is crucial in any workplace. It is important to be able to express your ideas and thoughts clearly and concisely to your colleagues and superiors. Good communication skills can help you build strong relationships, avoid misunderstandings, and achieve your goals.Here are some tips for effective workplace communication in English:1. Speak clearly and confidently。
When speaking in English, it is important to speak clearly and confidently. This will help ensure that your message is understood and respected by your colleagues. Try to speak slowly and enunciate your words clearly. Avoid using slang or jargon that may be unfamiliar to youraudience.2. Listen actively。
Effective communication is a two-way street. It is important to listen actively to your colleagues and superiors. This means paying attention to what they are saying, asking questions, and clarifying any misunderstandings. Active listening can help you build strong relationships and avoid conflicts.3. Use appropriate language。
工作要与时俱进英语作文
工作要与时俱进英语作文Title: Staying Relevant in the Workplace: Embracing Continuous Learning。
In today's rapidly evolving world, staying relevant in the workplace is crucial for career advancement and personal growth. With advancements in technology, changes in market trends, and the emergence of new industries, the ability to adapt and learn continuously has become a fundamental skill. In this essay, we will explore the importance of keeping up with the times and discuss effective strategies for embracing continuous learning.First and foremost, staying relevant in the workplace means keeping abreast of the latest developments in one's field. Whether you're in technology, finance, healthcare, or any other industry, trends and best practices are constantly evolving. Engaging in ongoing education, attending conferences, workshops, and seminars, and participating in online courses are excellent ways to stayupdated. For instance, in the field of technology, learning about new programming languages, software tools, and emerging technologies like artificial intelligence and blockchain is essential to remain competitive.Moreover, embracing continuous learning fosters adaptability and resilience in the face of change. The ability to quickly acquire new skills and knowledge enables professionals to pivot and thrive in dynamic work environments. As industries undergo digital transformations and automation reshapes job roles, individuals who embrace lifelong learning are better equipped to navigate transitions and seize new opportunities. By cultivating a growth mindset and viewing challenges as opportunities for growth, employees can stay agile and resilient in the face of uncertainty.Furthermore, continuous learning enhances job performance and fosters innovation. As professionals deepen their expertise and expand their knowledge base, they become more effective problem solvers and decision-makers. By staying updated on industry trends and best practices,individuals can identify inefficiencies, propose innovative solutions, and drive organizational growth. Additionally, exposure to diverse perspectives and ideas through continuous learning can spark creativity and inspire breakthrough innovations.In addition to technical skills, soft skills are also essential for success in the modern workplace. Skills such as communication, collaboration, adaptability, andemotional intelligence are highly valued by employersacross industries. Continuous learning providesopportunities to develop and refine these skills through interpersonal training, leadership workshops, and emotional intelligence courses. As the workplace becomes increasingly global and interconnected, the ability to communicate effectively and collaborate with diverse teams is paramount.Moreover, continuous learning is not only beneficialfor individual career growth but also for organizational success. Companies that prioritize employee development and lifelong learning create a culture of innovation and excellence. By investing in training and developmentprograms, organizations can attract top talent, boost employee engagement, and foster a culture of continuous improvement. Furthermore, employees who feel supported in their professional development are more likely to stayloyal to their employers and contribute to long-term success.In conclusion, staying relevant in the workplace requires a commitment to continuous learning and growth. By staying updated on industry trends, developing new skills, and cultivating a growth mindset, professionals can adapt to change, enhance their performance, and drive innovation. Moreover, continuous learning is not only beneficial for individual career advancement but also for organizational success. By fostering a culture of lifelong learning, companies can stay ahead of the curve and thrive in today's rapidly evolving business landscape.。
职场实用英语交际中级unit8
Unit 8: Effective Communication in the Workplace1. Introduction1.1 The importance of effectivemunication in the workplace Effectivemunication is crucial in the workplace as it fosters a positive and productive work environment. It allows for clear and efficient transfer of information, helps in building strong relationships among colleagues, and contributes to the overall success of the organization.2. Techniques for Effective Communication2.1 Active ListeningActive listening is a keyponent of effectivemunication. It involves focusing on the speaker, asking clarifying questions, and providing feedback to ensure that the message is understood accurately.2.2 Speaking Clearly and ConfidentlySpeaking clearly and confidently is essential for getting your message across. It helps to convey your thoughts and ideas effectively, and it alsomands attention from your audience.2.3 Nonverbal CommunicationNonverbalmunication, such as body language, facial expressions, and gestures, plays a significant role in conveying messages. Being aware of and using positive nonverbal cues can enhance the impact of yourmunication.2.4 EmpathyEmpathy is the ability to understand and share the feelings of others. It is a vital skill in effectivemunication, as it allows you to connect with your colleagues on an emotional level and build trust and rapport.3. Oveing Communication Barriers3.1 Language BarriersLanguage barriers can hinder effectivemunication, especially in a diverse workplace. It is important to be sensitive to the language proficiency of others and to use simple and clear language whenmunicating with colleagues who are not fluent in the primary language of the organization.3.2 Cultural DifferencesCultural differences can lead to misunderstandings and misinterpretations inmunication. It is crucial to be aware of and respectful of cultural differences, and to adaptmunication stylesaccordingly.3.3 Emotional BarriersEmotions such as anger, frustration, or anxiety can impede effectivemunication. It is important to manage one's emotions and to address them before engaging inmunication to ensure a calm and rational interaction.4. Developing Effective Communication Skills4.1 Practice Active ListeningActive listening can be honed through practice. Engage in conversations with colleagues, practice paraphrasing and summarizing, and seek feedback to improve your listening skills.4.2 Seek FeedbackSeeking feedback from colleagues can provide valuable insights into yourmunication style and areas for improvement. Constructive criticism can help in refining yourmunication skills.4.3 Develop Emotional IntelligenceEmotional intelligence is the ability to perceive, understand, and manage emotions in oneself and others. Developing emotional intelligence can enhance your ability tomunicate effectively andempathize with colleagues.5. ConclusionEffectivemunication is vital for success in the workplace. By employing active listening, clear and confident speaking, understanding nonverbal cues, and beingempathetic,munication barriers can be ovee, and strong working relationships can be built. Developing and honing effectivemunication skills is a continuous process that requires self-awareness and practice, but the benefits of improvedmunication are invaluable for both individuals and the organization as a whole.。
和工作岗位、企业有关的英语名词
HR名词解释1. 人力资源管理:(Human Resource Management ,HRM)人力资源经理:( human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)2.外部环境:(external environment)内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organization)跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity)3.工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ) 行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)4.人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)长期趋势:(long term trend)要求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource Information System,HRIS)5.招聘:(recruitment)员工申请表:(employee requisition)招聘方法:(recruitment methods)内部提升:(Promotion From Within ,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency)特殊事件:(special events)实习:(internship)6.选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization)有效性:(validity)客观性:(objectivity)规范:(norm)录用分数线:(cutoff score)准确度:(aiming)业务知识测试:(job knowledge tests)求职面试:(employment interview)非结构化面试:(unstructured interview)结构化面试:(structured interview)小组面试:(group interview)职业兴趣测试:(vocational interest tests)会议型面试:(board interview)7.组织变化与人力资源开发人力资源开发:(Human Resource Development,HRD) 培训:(training)开发:(development)定位:(orientation)训练:(coaching)辅导:(mentoring)经营管理策略:(business games)案例研究:(case study)会议方法:(conference method)角色扮演:(role playing)工作轮换:(job rotating)在职培训:(on-the-job training ,OJT)媒介:(media)8.企业文化与组织发展企业文化:(corporate culture)组织发展:(organization development,OD)调查反馈:(survey feedback)质量圈:(quality circles)目标管理:(management by objective,MBO)全面质量管理:(Total Quality Management,TQM) 团队建设:(team building)9.职业计划与发展职业:(career)职业计划:(career planning)职业道路:(career path)职业发展:(career development)自我评价:(self-assessment)职业动机:(career anchors)10.绩效评价绩效评价:(Performance Appraisal,PA)小组评价:(group appraisal)业绩评定表:(rating scales method)关键事件法:(critical incident method)排列法:(ranking method)平行比较法:(paired comparison)硬性分布法:(forced distribution method)晕圈错误:(halo error)宽松:(leniency)严格:(strictness)3600反馈:(360-degree feedback)叙述法:(essay method)集中趋势:(central tendency)11.报酬与福利报酬:(compensation)直接经济报酬:(direct financial compensation)间接经济报酬:(indirect financial compensation) 非经济报酬:(no financial compensation)公平:(equity)外部公平:(external equity)内部公平:(internal equity)员工公平:(employee equity)小组公平:(team equity)工资水平领先者:(pay leaders)现行工资率:(going rate)工资水平居后者:(pay followers)劳动力市场:(labor market)工作评价:(job evaluation)排列法:(ranking method)分类法:(classification method)因素比较法:(factor comparison method)评分法:(point method)海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method) 工作定价:(job pricing)工资等级:(pay grade)工资曲线:(wage curve)工资幅度:(pay range)12.福利和其它报酬问题福利(间接经济补偿)员工股权计划:(employee stock ownership plan,ESOP)值班津贴:(shift differential)奖金:(incentive compensation)分红制:(profit sharing)13.安全与健康的工作环境安全:(safety)健康:(health)频率:(frequency rate)紧张:(stress)角色冲突:(role conflict)催眠法:(hypnosis)酗酒:(alcoholism)14.员工和劳动关系工会:(union)地方工会:(local union)行业工会:(craft union)产业工会:(industrial union)全国工会:(national union)谈判组:(bargaining union)劳资谈判:(collective bargaining)仲裁:(arbitration)罢工:(strike)内部员工关系:(internal employee relations) 纪律:(discipline)纪律处分:(disciplinary action)申诉:(grievance)降职:(demotion)调动:(transfer)晋升:(promotion)2. AAction learning：行动学习Alternation ranking method：交替排序法Annual bonus：年终分红Application forms：工作申请表Appraisal interview：评价面试Aptitudes：资质Arbitration：仲裁Attendance incentive plan：参与式激励计划Authority：职权BBehavior modeling：行为模拟Behaviorally anchored rating scale (bars)：行为锚定等级评价法Benchmark job：基准职位Benefits：福利Bias：个人偏见Boycott：联合抵制Bumping/layoff procedures：工作替换/临时解雇程序Burnout：耗竭CCandidate-order error：候选人次序错误Capital accumulation program：资本积累方案Career anchors：职业锚Career cycle：职业周期Career planning and development：职业规划与职业发展Case study method：案例研究方法Central tendency：居中趋势Citations：传讯Civil Rights Act：民权法Classes：类Classification (or grading) method：归类（或分级）法Collective bargaining：集体谈判Comparable worth：可比价值Compensable factor：报酬因素Computerized forecast：计算机化预测Content validity：内容效度Criterion validity：效标效度Critical incident method：关键事件法DDavis-Bacon Act (DBA)：戴维斯―佩根法案Day-to-day-collective bargaining：日常集体谈判Decline stage：下降阶段Deferred profit-sharing plan：延期利润分享计划Defined benefit：固定福利Defined contribution：固定缴款Department of Labor job analysis：劳工部工作分析法Discipline：纪律Dismissal：解雇；开除Downsizing：精简EEarly retirement window：提前退休窗口Economic strike：经济罢工Edgar Schein：艾德加?施恩Employee compensation：职员报酬Employee orientation：雇员上岗引导Employee Retirement Income Security Act (ERISA) ：雇员退休收入保障法案Employee services benefits：雇员服务福利Employee stock ownership plan (ESOP) ：雇员持股计划Equal Pay Act：公平工资法Establishment stage：确立阶段Exit interviews：离职面谈Expectancy chart：期望图表Experimentation：实验Exploration stage：探索阶段FFact-finder：调查Fair day's work：公平日工作Fair Labor Standards Act：公平劳动标准法案Flexible benefits programs：弹性福利计划Flex place：弹性工作地点Flextime：弹性工作时间Forced distribution method：强制分布法Four-day workweek：每周4天工作制Frederick Taylor：弗雷德里克?泰罗Functional control：职能控制Functional job analysis：功能性工作分析法GGeneral economic conditions：一般经济状况Golden offerings：高龄给付Good faith bargaining：真诚的谈判Grade description：等级说明书Grades：等级Graphic rating scale：图尺度评价法Grid training：方格训练Grievance：抱怨Grievance procedure：抱怨程序Group life insurance：团体人寿保险Group pension plan：团体退休金计划Growth stage：成长阶段Guarantee corporation：担保公司Guaranteed fair treatment：有保证的公平对待Guaranteed piecework plan：有保障的计件工资制Gain sharing：收益分享HHalo effect：晕轮效应Health maintenance organization (HMO) ：健康维持组织IIllegal bargaining：非法谈判项目Impasse：僵持Implied authority：隐含职权Incentive plan：激励计划Individual retirement account (IRA) ：个人退休账户In-house development center：企业内部开发中心Insubordination：不服从Insurance benefits：保险福利Interviews：谈话；面谈JJob analysis：工作分析Job description：工作描述Job evaluation：职位评价Job instruction training (JIT) ：工作指导培训Job posting：工作公告Job rotation：工作轮换Job sharing：工作分组Job specifications：工作说明书John Holland：约翰?霍兰德Junior board：初级董事会LLayoff：临时解雇Leader attach training：领导者匹配训练Lifetime employment without guarantees：无保证终身解雇Line manager：直线管理者Local market conditions：地方劳动力市场Lockout：闭厂MMaintenance stage：维持阶段Management assessment center：管理评价中心Management by objectives (MBO) ：目标管理法Management game：管理竞赛Management grid：管理方格训练Management process：管理过程Mandatory bargaining：强制谈判项目Mediation：调解Merit pay：绩效工资Merit raise：绩效加薪Mid career crisis sub stage：中期职业危机阶段NNondirective interview：非定向面试OOccupational market conditions：职业市场状况Occupational orientation：职业性向Occupational Safety and Health Act：职业安全与健康法案Occupational Safety and Health Administration (OSHA) ：职业安全与健康管理局Occupational skills：职业技能On-the-job training (OJT) ：在职培训Open-door：敞开门户Opinion survey：意见调查Organization development(OD) ：组织发展Outplacement counseling：向外安置顾问PPaired comparison method：配对比较法Panel interview：小组面试Participant diary/logs：现场工人日记/日志Pay grade：工资等级Pension benefits：退休金福利Pension plans：退休金计划People-first values："以人为本"的价值观Performance analysis：工作绩效分析Performance Appraisal interview:工作绩效评价面谈Personnel (or human resource) management：人事（或人力资源）管理Personnel replacement charts：人事调配图Piecework：计件Plant Closing law：工厂关闭法Point method/Policies：政策Position Analysis Questionnaire (PAQ) ：职位分析问卷Position replacement cards：职位调配卡Pregnancy discrimination act：怀孕歧视法案Profit-sharing plan利润分享计划Programmed learning：程序化教学QQualifications inventories：资格数据库Quality circle：质量圈RRanking method：排序法Rate ranges：工资率系列Ratio analysis：比率分析Reality shock：现实冲击 Reliability：信度Retirement：退休Retirement benefits：退休福利Retirement counseling：退休前咨询Rings of defense：保护圈Role playing：角色扮演SSkip-level interview：越级谈话Social security：社会保障Speak up! ：讲出来！Special awards：特殊奖励Special management development techniques：特殊的管理开发技术Stabilization sub stage：稳定阶段Staff (service) function：职能（服务）功能Standard hour plan：标准工时工资Stock option：股票期权Straight piecework：直接计件制Strategic plan：战略规划Stress interview：压力面试Strictness/leniency：偏紧/偏松Strikes：罢工Structured interview：结构化面试Succession planning：接班计划Supplement pay benefits：补充报酬福利Supplemental unemployment benefits：补充失业福利Salary surveys：薪资调查Savings plan：储蓄计划Scallion plan：斯坎伦计划Scatter plot：散点分析Scientific management：科学管理Self directed teams：自我指导工作小组Self-actualization：自我实现Sensitivity training：敏感性训练Serialized interview：系列化面试Severance pay：离职金Sick leave：病假Situational interview：情境面试Survey feedback：调查反馈Sympathy strike：同情罢工System Ⅳ组织体系ⅣSystem I：组织体系ⅠTTask analysis：任务分析Team building：团队建设Team or group：班组Termination：解雇；终止Termination at will：随意终止Theory X：X理论Theory Y：Y理论Third-party involvement：第三方介入Training：培训Transactional analysis (TA) ：人际关系心理分析Trend analysis：趋势分析Trial sub stage：尝试阶段UUnsafe conditions：不安全环境Unclear performance standards：绩效评价标准不清Unemployment insurance：失业保险Unfair labor practice strike：不正当劳工活动罢工Unsafe acts：不安全行为VValidity：效度value-based hiring：以价值观为基础的雇佣Vroom-Yetton leadership trainman：维罗姆-耶顿领导能力训练Variable compensation：可变报酬Vestibule or simulated training：新雇员培训或模拟Vesting：特别保护权Voluntary bargaining：自愿谈判项目Voluntary pay cut：自愿减少工资方案Voluntary time off：自愿减少时间WWage carve：工资曲线Work samples：工作样本Work sampling technique：工作样本技术Work sharing：临时性工作分担Worker involvement：雇员参与计划Worker's benefits：雇员福利3. 目标 mission/ objective集体目标 group objective内部环境 internal environment外部环境 external environment计划 planning组织 organizing人事 staffing领导 leading控制 controlling步骤 process原理 principle方法 technique经理 manager总经理 general manager行政人员 administrator主管人员 supervisor企业 enterprise商业 business产业 industry公司 company效果 effectiveness效率 efficiency企业家 entrepreneur权利 power职权 authority职责 responsibility科学管理 scientific management现代经营管理 modern operational management 行为科学 behavior science生产率 productivity激励 motivate动机 motive法律 law法规 regulation经济体系 economic system 管理职能 managerial function 产品 product服务 service利润 profit满意 satisfaction归属 affiliation尊敬 esteem自我实现 self-actualization人力投入 human input盈余 surplus收入 income成本 cost资本货物 capital goods机器 machinery设备 equipment建筑 building存货 inventory（2）经验法 the empirical approach人际行为法 the interpersonal behavior approach集体行为法 the group behavior approach协作社会系统法 the cooperative social systems approach 社会技术系统法 the social-technical systems approach 决策理论法 the decision theory approach数学法 the mathematical approach系统法 the systems approach随机制宜法 the contingency approach管理任务法 the managerial roles approach经营法 the operational approach人际关系 human relation心理学 psychology态度 attitude压力 pressure冲突 conflict招聘 recruit鉴定 appraisal选拔 select培训 train报酬 compensation授权 delegation of authority协调 coordinate业绩 performance考绩制度 merit system表现 behavior下级 subordinate偏差 deviation检验记录 inspection record误工记录 record of labor-hours lost 销售量 sales volume产品质量 quality of products先进技术 advanced technology顾客服务 customer service策略 strategy结构 structure(3)领先性 primacy普遍性 pervasiveness忧虑 fear忿恨 resentment士气 morale解雇 layoff批发 wholesale零售 retail程序 procedure规则 rule规划 program预算 budget共同作用 synergy大型联合企业 conglomerate资源 resource购买 acquisition增长目标 growth goal专利产品 proprietary product竞争对手 rival晋升 promotion管理决策 managerial decision商业道德 business ethics有竞争力的价格 competitive price 供货商 supplier小贩 vendor利益冲突 conflict of interests派生政策 derivative policy开支帐户 expense account批准程序 approval procedure病假 sick leave休假 vacation工时 labor-hour机时 machine-hour资本支出 capital outlay现金流量 cash flow工资率 wage rate税收率 tax rate股息 dividend现金状况 cash position资金短缺 capital shortage总预算 overall budget资产负债表 balance sheet可行性 feasibility投入原则 the commitment principle 投资回报 return on investment生产能力 capacity to produce实际工作者 practitioner最终结果 end result业绩 performance个人利益 personal interest福利 welfare市场占有率 market share创新 innovation生产率 productivity利润率 profitability社会责任 public responsibility董事会 board of director组织规模 size of the organization组织文化 organizational culture目标管理 management by objectives评价工具 appraisal tool激励方法 motivational techniques控制手段 control device个人价值 personal worth优势 strength弱点 weakness机会 opportunity威胁 threat[url][/url] 海一角营销人网个人责任 personal responsibility顾问 counselor定量目标 quantitative objective定性目标 qualitative objective可考核目标 verifiable objective优先 priority工资表 payroll（4）策略 strategy政策 policy灵活性 discretion多种经营 diversification评估 assessment一致性 consistency应变策略 consistency strategy公共关系 public relation价值 value抱负 aspiration偏见 prejudice审查 review批准 approval主要决定 major decision分公司总经理 division general manager资产组合距阵 portfolio matrix明星 star问号 question mark现金牛 cash cow赖狗 dog采购 procurement人口因素 demographic factor地理因素 geographic factor公司形象 company image产品系列 product line合资企业 joint venture破产政策 liquidation strategy紧缩政策 retrenchment strategy战术 tactics(5)追随 followership个性 individuality性格 personality安全 safety自主权 latitude悲观的 pessimistic静止的 static乐观的 optimistic动态的 dynamic灵活的 flexible抵制 resistance敌对 antagonism折中 eclectic(6)激励 motivation潜意识 subconscious地位 status情感 affection欲望 desire压力 pressure满足 satisfaction自我实现的需要 needs for self-actualization尊敬的需要 esteem needs归属的需要 affiliation needs安全的需要 security needs生理的需要 physiological needs维持 maintenance保健 hygiene激励因素 motivator概率 probability强化理论 reinforcement theory 反馈 feedback奖金 bonus股票期权 stock option劳资纠纷 labor dispute缺勤率 absenteeism人员流动 turnover奖励 reward(7)特许经营 franchise热诚 zeal信心 confidence鼓舞 inspire要素 ingredient忠诚 loyalty奉献 devotion作风 style品质 trait适应性 adaptability进取性 aggressiveness热情 enthusiasm毅力 persistenceK1+478～K1+568段左侧片石混凝土挡土墙人际交往能力 interpersonal skills行政管理能力 administrative ability智力 intelligence专制式领导 autocratic leader民主式领导 democratic leader自由放任式领导 free-rein leader管理方格图 the managerial grid工作效率 work efficiency服从 obedience领导行为 leader behavior支持型领导 supportive leadership参与型领导 participative leadership指导型领导 instrumental leadership成就取向型领导 achievement-oriented leadership精品文档word文档可以编辑！谢谢下载！31页脚内容。
托福作文满分范文-公司应投资于员工的工作效率和能力_托福写作
智课网TOEFL备考资料托福作文满分范文:公司应投资于员工的工作效率和能力_托福写作重点单词查看全部解释incentive [in'sentiv] 想一想再看 adj. 刺激的，鼓励的n. 刺激，鼓励，动联想记忆 X 单词incentive 联想记忆：in进入，cent＝cant唱，发声，ive－说服人做事－刺激additional [ə'diʃənl] 想一想再看 adj. 附加的，另外的benefit ['benifit] 想一想再看 n. 利益，津贴，保险金，义卖，义演vt. 联想记忆 X 单词benefit 联想记忆：bene好，fit做－做事后的好处control [kən'trəul] 想一想再看 n. 克制，控制，管制，操作装置vt. 控制quality ['kwɔliti] 想一想再看 n. 品质，特质，才能adj. 高品质的competent ['kɔmpitənt] 想一想再看 adj. 有能力的，胜任的，足够的联想记忆 X 单词competent 联想记忆：compete竞争+ent→竞争的[能力]→有资格的，能力的proficiency [prə'fiʃənsi] 想一想再看 n. 熟练，精通联想记忆 X 单词proficiency 联想记忆：pro前+fic做，制作+inecy→精通，熟练generate ['dʒenə.reit] 想一想再看 vt. 产生，发生，引起联想记忆 X 单词generate 联想记忆： genner=birth出生，产生+ate→产生[电]等；发电employee [.emplɔi'i:] 想一想再看 n. 雇员联想记忆 X 单词employee 联想记忆：employ雇用+ee表名词，“被动或主动的人” →雇员。
社团工作部英语
社团工作部英语Social Work DepartmentThe Social Work Department is responsible for organizing and coordinating various activities and projects within the club. Our department focuses on creating meaningful and impactful initiatives that contribute to the welfare and well-being of our club members and the community.Our main roles and responsibilities include:1. Helping members identify and address any personal or social issues they may be facing by providing counseling and support services.2. Organizing and conducting workshops, seminars, and training sessions to equip members with essential life skills, such as communication, problem-solving, and teamwork.3. Collaborating with other departments and external organizations to plan and execute community service projects, such as volunteering at local shelters, organizing donation drives, and supporting vulnerable groups.4. Promoting social awareness and advocating for important social causes through campaigns and awareness events.5. Assisting members in finding internship opportunities, volunteer work, and other social impact initiatives to enhance their personal and professional development.6. Providing resources and guidance for members interested in pursuing careers in social work or related fields.7. Maintaining a supportive and inclusive environment within the club, where all members feel valued and respected.We strive to create a positive impact on the lives of individuals and the community through our work. If you are passionate about social issues and want to make a difference, the Social Work Department is the perfect place for you to get involved and contribute to our club's mission.。
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WIN is a reimbursement program for KTAP adults who are discontinued with countable earnings
WIN became effective 4/1/2019
Facts about WIN
Adults could receive $130 monthly for up to 9 months as reimbursement for working expenses
WIN is once in lifetime You cannot waive or postpone receipt
to moving on!
Type Information on this screen
How Do the Forms Work?
WIN eligible adults will be issued form WIN-1 by STEP.
WIN-1 must be received by the 10th Indicate non-receipt on System
What Do I Do?
Work the K-TAP case first! Answer the KAMES quesRPT/VER timely If WIN eligible, KAMES will upload STEP
and the first payment will be issued automatically on the 10th of the effective month
denying WIN
What if?
The K-TAP case is discontinued by mistake? Reinstate prior to the 10th calendar day of the next month, otherwise, if earnings are in the case, a WIN payment will be made. If that happens, it’s worker error, not client error
How do I make the payment?
Access STEP payment screen to: Enter pay type (type 24) Complete Date-name-county-address-
fields (similar to PA-32 Payments) Enter X to complete transaction Check the delete payment screen prior
Generated PA-33 screen by the 12th
How Do the Forms Work?
STEP issues WIN-2, second notice, if worker indicates non-receipt of the original form
If WIN-2 isn’t received by last workday of the report month the reimbursement will stop and the individual is not eligible again for WIN
To Qualify for WIN
Adult household member must Be discontinued with countable earnings Be timely in the report/verif of earnings Have eligible child in home Be employed Have work expense Live in Kentucky Be at or under 200% of poverty scale
What Do I Do?
Subsequent payments require worker acknowledgement of form WIN-1
Proof of continued employment can be one check stub. Don’t re-budget monthly. Accept client statement about being under 200% poverty scale
What if?
If job is lost, recipient has one month to obtain new job and 10 days to verify the new job
If new job report is timely but the
verification isn’t, send form PA-105
How Do the Forms Work?
If WIN-1 is received but isn’t complete,
send another WIN-1 with PA-105 indicating what items need completion and that the form is due by end of month If your manually issued WIN-1 and PA105 is ignored, WIN is over
of WIN
Facts about WIN
WIN is excluded in SNAP and Medicaid and for SNAP, the family is categorically eligible
Families may not receive WIN, FAD, or K-TAP concurrently and WIN is not a TANF month
How Do the Forms Work?
If you forget to use the system generated 2nd notice for WIN forms, you must manually send form WIN-1 and PA-105 to the recipient