消极地谈论上一份工作会让雇主担心可能会很难管理你，或者担心你可能是一个表现不佳却责备管理人员的人。
Talking about a previous job negatively raises concerns that you might be difficult to manage, or you might be someone that blames management for your own poor performance.
我们都知道你做具体实务一定很在行，也正是因为你在原先岗位上的表现出色你才得到晋升的，然而 你现在所需要的却是集中精力做好管理工作而非具体的操作实务。
That's why you were promoted. Now you need to concentrate your efforts on managing, not on "doing".
我得到升职的一个原因就是，管理层对我在巨大压力下表现出的工作效率印象深刻。
One reason of my promotion is that the top management is so impressed by my efficiency under great pressure.
刚开始的时候，新员工就应该对管理者的期望值以及对工作表现的考核方式有一个清晰的认识。
Early on, employees should have a clear understanding of management's expectations and how they will be reviewed.
你不想在你重新评估管理人员的工作表现之前打击其他人员。
You do not want to cripple the other executive before you re-evaluate their performance.
组织高层和管理者的工作就是密切关注员工的表现，并依据具体情景对其表现进行打分。
It was the job of supervisors and managers to closely track the performance of employees and assign points for each of the factors.
不过，我见过管理人员改善工作表现和提高工作技能，我还从没见过有人失去公司的支持后又重新获得的。
While I’ve seen executives improve their performance and skill sets, I’ve never seen one lose the support of the organization then regain it.
不过，我见过管理人员改善工作表现和提高工作技能，我还从没见过有人失去公司的支持后又重新获得的。
While I've seen executives improve their performance and skill sets, I've never seen one lose the support of the organization then regain it.
总体上，按照这个标准，英国表现不佳：瑞典有93%的医院管理者以前都是医生、护士或其他临床工作者。
Overall, Britain performs badly by this measure: in Sweden, 93% of hospital managers are former doctors, nurses or other clinical staff.
这种粘合表现在管理工具，以及他们的BPEL设计是如何工作的(包括客户的BPEL元数据)，你如何进行配置，如何处理路由，等等方面。
The glue shows up in the administration tools, the way their BPEL designer works (along with their custom BPEL meta-data), how you configure the thing, how you handle routing, etc.
这并不一定存在任何恶意的揣测（虽然有可能存在），若给了管理层这样的主观的权力去定义或者评价其他人的工作表现的话，这样的情形就将会是必然的结果。
There doesn’t have to be anything malicious about it (although there might be). It’s the inevitable result of giving the boss the subjective power to define and judge another’s performance.
这并不一定存在任何恶意的揣测(虽然有可能存在)，若给了管理层这样的主观的权力去定义或者评价其他人的工作表现的话，这样的情形就将会是必然的结果。
There doesn't have to be anything malicious about it (although there might be). It's the inevitable result of giving the boss the subjective power to define and judge another's performance.
对你的工作保持热情表现为乐意去做以及学习更多。这些毫无疑问使你在人群中脱颖而出并会得到管理部门的高度关注。
Being passionate about your work shows a willingness to do and learn more. this will definitely help you stand out from the crowd and get top management's attention.
这意味着你应当像管理好自己实际的工作表现一样管理好你的形象和名誉。
This implies that you ought to manage your image and reputation as well as your actual work.
文化和管理风格的差异，对于员工在公司的绩效表现有非常大的影响，那么，作为一个在中国工作的“老外”高管，需要注意哪些地方呢？
Culture difference and management style can have a big impact on employee and company performance. What is important to keep in mind being a foreign lead.
目标设定不仅有助于员工有更好的工作表现，还有助于提高工作效率和时间管理能力。
It not only helps the employee to perform better but also increases his or her efficiency and time management.
总经理将综合其总体工作表现以及管理部评审建议，做出评审结果。
According to the general working performance and evaluation suggestion of management department, general manager gives evaluation results.
麦尔声称他的银行在代表MEL的工作中按照市场的利率，表现诚实，并没有打算影响MEL的管理层。
Mr Meinl argues that his bank performed honest work on MEL's behalf, at market rates, and made no attempt to influence MEL's management.
需要时刻准备着酒店管理层的工作分配，若转去其他部门工作也要对工作负责并有良好的表现。
To be ready and responsible when assigned to performany other duties or job functions are required by Management from time to time.
管理员工工作表现并辅导。
更有一些人，虽然没有受过正式的金融管理训练，却在顶尖的公司，有杰出的工作表现。
Others, despite their lack of formal training in finance, have gone on to do good work in top-notch companies.
绩效考评是为确保管理者所期望产生的并纳入考评的工作行为、表现及其结果而进行的企业内的管理活动。
Expected by the management team, performance appraisal is an action taken to ensure working behavior and working results need to be brought into the corporation evaluations.
刚开始的时候，新员工就应该对管理者的期望值以及对工作表现的考核方式有一个清晰的认识。
Early on, employees should have a clear understanding of managements expectations and how they will be reviewed.
管理者情绪智力是指管理者在工作和交往过程中表现出来的理解、驾驭情绪及与情绪相关的心理和行为的能力。
Manager's emotional intelligence is the ability of understanding and reining emotion and its relative psychology and behaviors that managers display in the process of work and intercourse.
但这最终不是一个‘女性问题’，我们需要表现出创新性，同时为男性和女性管理好工作场所。
But it is not ultimately a 'woman's issue' – we need to beinnovative about how to manage the workplace for both men andwomen, " says Mr Elvin."
对酒店管理行业很有激情，有领导力、职业化、进取心，精力旺盛，最好具备相关的工作经验；优异的学业表现。
Passion for the hospitality industry, leadership, professionalism, entrepreneurship, high energy, work experience, rigorous high school curriculum, and outstanding record of academic achievement.
工作流管理是业务过程逻辑的一个直接表现，它是通过计算机支持来完成管理的。
Workflow management is the explicit representation of the business process logic which allows for computerized support.
监督管理CSSA各项活动质量，协助评估各部门以及个人的工作表现。
Supervise each event of CSSA and ensure the quality of events. Evaluate divisions and individual job performance.
监督管理CSSA各项活动质量，协助评估各部门以及个人的工作表现。
Supervise each event of CSSA and ensure the quality of events. Evaluate divisions and individual job performance.
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