• You won't have much success in team building if you don't reward team performance.

    如果你不表彰团队成果的话,你在创建团队方面就不会获得很大的成功。

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  • John Terry is key but a solid team performance is what will ultimately do it for us.

    约翰·特里是一个关键,但我们归根究底还是需要稳固的团队表现。

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  • If team performance is important to you, now is the time to do the necessary diagnosis.

    如果团队绩效对你很重要,那么现在是时候做一个必要的诊断了。

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  • Take the free Agile Team Performance Quiz now and rate your current or future Agile project.

    马上试一试敏捷团队绩效测验来评价你现在或未来的敏捷项目。

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  • If one of them was poor at the task but didn't know it, the team performance only got worse.

    如果其中一人水平低下而自己又完全不知,那结果两个人的共同表现只能是更糟。

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  • This has a meaning only regarding the team performance, that's what we are trying to achieve.

    这只和球队的表现相关,这正是我们所努力去追求的。

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  • Showing that the team can depend on their leader will promote team performance and their loyalty.

    事实证明团队信任其领导将促进团队的绩效,加强忠诚度。

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  • The essay expounds how to apply the model to improve staff and team performance by specific examples.

    本文通过具体的实例分析,阐明了如何运用该模式来提高员工和团队的绩效。

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  • These observations can be immediately applied within the next iteration to improve quality and team performance.

    这些观察可以立即被应用到下一次的迭代中以提高质量和团队效率。

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  • In other words, team IQ is a way to evaluate whether or not team performance is something we are good at or not.

    换句话说,团队智商是一种评价我们是否擅长团队合作的方式。

    youdao

  • At the same time, the relationship between team entrepreneurship and team performance is moderated by task type.

    同时,团队创业精神与团队绩效之间的关系受任务类型的影响。

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  • B. Subject to the project study work of CAEP, designed the comparatively practical team performance management scheme. C.

    针对中物院的课题研究工作,构建了较为实际的团队绩效管理方案。

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  • It makes analysis about the effects of trust in leader on knowledge worker's behavior and team performance from team level.

    从团队层次分析领导信任对知识员工行为及团队绩效的影响作用。

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  • And it was the Spurs striker who scored England's goal halfway through the first half, part of the vastly improved team performance.

    正是热刺前锋迪福在上半场打进了英格兰制胜的一球,这也在一定程度上提升了球队的表现。

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  • There's three or four more friendlies before the tournament and hopefully that can help bring the best out of the team performance.

    在欧洲杯之前还有3 -4场热身赛,希望能帮助球队在欧洲杯时打出最好状态。

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  • Agile managers need to create project and team environments where these motivational factors can come to the fore and enable team performance.

    敏捷经理们需要创建项目和团队环境,使得这些激励因素能够脱颖而出,并且改进团队绩效。

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  • Team-based incentive strategy to change the leadership style and quality team with a strong team performance between the intermediary role.

    团队激励策略对转变型领导风格和团队素质与团队绩效之间有较强的中介作用。

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  • In this paper, we theorize how task and team familiarity interact with task and team coordination complexity to influence team performance.

    在此论文中,我们建立了理论,即任务和小组熟悉度如何与任务和小组协作复杂性相合去影响小组绩效。

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  • Therefore, the study of the top management team performance indicators has some theoretical significance and important practical significance.

    因此,对高层管理团队绩效指标研究具有一定的理论意义及重要的现实意义。

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  • First of all, this text systematically expatiates the importance and theoretical foundation of constructing team performance management system.

    首先,对构建团队绩效管理体系的重要性及理论基础作了系统阐述和说明。

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  • Individual performance goals can be dysfunctional if people work in a group and cooperation among team members is essential to team performance.

    当个体处于群体之中,群体成员之间的相互合作对群体的绩效至关重要时,个体的绩效目标可能无效。

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  • As one important input variable in the team effectiveness model, team task characteristics were the contributions of difference of team performance.

    团队作业特征是团队有效性模型中的重要输入变量,是团队绩效差异的贡献因素。

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  • Sir Alex Ferguson hailed his players after a splendid team performance vanquished Chelsea and moved United to the cusp of a record 19th league title.

    爵爷弗格森称赞了他的球队在与切尔西比赛中的发挥,也正是战胜了切尔西,曼联已经一只手触碰到了俱乐部的第19个英超冠军!

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  • A harmful focus on individual performance, over team performance, which he notes is likely to discourage team members taking time to help one another out.

    错误地关注个人的绩效,而不是团队的成果;这样会导致团队成员不愿意花费时间互相帮助。

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  • A harmful focus on individual performance, over team performance, which he notes is likely to discourage team members taking time to help one another out.

    错误地关注个人的绩效,而不是团队的成果;这样会导致团队成员不愿意花费时间互相帮助。

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