中层管理者们一直在讨好那些老板。
现在就来讨论一下中层管理者如何在夹缝中生存。
然而，中层管理者可能是最不风光的职位。
为解决企业中层管理者考核难题提供一个有益的参考。
Middle-level managers of enterprises to solve problems assessment provide a useful reference.
因此，如何提高中层管理者执行力是一个重要的课题。
Obviously, it is an important topic to improve execution ability of middle managers.
然而，有关中层管理者离职倾向的实证研究并不多见。
However, there are few empirical researches related to middle-level managers' turnover intention.
上个世纪90年代中期，许多公司决定削减中层管理者人数。
In the mid-1990s, many companies decided to lay off their middle managers.
本文就图书馆中层管理者解析的工作特点进行了一些思考。
In this article, the Modern Library features of the role of middle managers to carry out some thinking.
在此基础上，讨论了中层管理者目标激励体系的实施步骤与方法。
On this basis - it is discussed that administrator's goal of middle level encourages the implementation step and method of the system.
然而他们把这些责任授权给中层管理者，因而说不清楚这些努力成功与否。
However they put these responsibilities delegated to the middle-level managers, and said it was not clear whether these efforts and success.
男：是有一点吃惊，因为，实际上中层管理者在部门内部主持常规的会议。
Man: Well, was bit surprised, because, in fact middle managers hold regular meetings with their departments.
大肠杆菌的网络经证明是金字塔形状，有几个主管，较多的中层管理者，以及许多劳力。
E. coli's network proved to have a pyramid-like shape, with a few master regulators, more middle managers, and many workhorses.
本文的目的是探索中层管理者胜任特征的构成要素以及胜任特征模型的结构。
The purpose of this paper is to explore the competency for the middle-level managers and the structure of the competency model.
在许多公司，职责过重和时间匮乏导致很多中层管理者面临着“不可能完成的工作任务”。
Overwhelmed by responsibilities, never having enough time to do the work, the middle manager's job at many companies became too complex for anyone to handle.
但由于未向中层管理者通报收购等增长计划，公司快速扩张带来的工作量增长让这些人倍感意外。
Yet by failing to keep key middle managers informed of growth plans such as acquisition, he let them get blindsided by the work that came from the company's rapid expansion.
如何设计和建立合适的中层管理者薪酬方案，如何能使薪酬成为企业的一种激励因素？
How to design and establish the suitable compensation program? How to make compensation become one of motivation factor?
中层管理者的作用就是要管理下属员工以达到公司既定目标，并组成团队优化日常表现。
The Role of Middle Management Is to govern the next level of staff to meet the Company set objective and together as a team to excel in the daily performance.
正如上面所讨论的，组织一般有三个管理层级：基层管理者、中层管理者和高层管理者。
As just discussed, organizations normally have three levels of management: first-line managers, middle managers, and top managers.
研究最终成果是一个以360度考核理论和述职报告方法相结合的中层管理者绩效考核体系。
The research adopts analysis method of impersonality and demonstration , The system adopt 360 degree appraise method and report method, and give a complementary explain about assistant program.
因此，建立企业中层管理者的胜任特征模型并进行相关的应用研究具有非常重要的现实意义。
Therefore, it has crucial practical significance to establish the competency model of middle-level manager and to conduct related applied researches.
面对组织变革，中层管理者必须改变自己的角色定位，转变管理观念，提高自身的能力和素质。
The middle manages must change their management ideas and improve their abilities to cope with the transformation.
同时，本文还从基层员工、中层管理者、高层决策者三个层次提出银行英语的推广的重点和方向。
At the same time, this paper from the grass-roots workers, middle managers, high-level policy makers raised three levels Banks English promotional focus and direction.
美国学者佛罗达等是从中层管理者的角度出发，认为中层管理者是探索战略更新的一个合适的切入点。
After reading literature, we find that west scholars study strategic renewal from different angles: middle managers, co-evolutionary and integration.
报告发现，实际上NHS是管理不足而不是管理过度，这对认为中层管理者松懈不力的观点提出了质疑。
It found that if anything the NHS was under-managed rather than over-managed, disputing the idea of a sagging middle.
成本削减和技术进步意味着配备助理的中层管理者越来越少，助理跟老板一起往上走的几率也因此降低。
Cost cutting and technology mean that fewer mid-level executives are assigned assistants, cutting back chances to move up the ladder together.
生育高峰期出生的一代，他们的孩子也快步入40多岁的年龄段，这就造成了日本企业的中层管理者再次膨胀。
The children of the baby-boomers are currently entering their 40s, which creates a secondary bulge at the middle-manager level of Japanese business.
但我为什么会有这种观点呢﹖因为我问过很多中层管理者是否愿意提高管理技能﹐是否愿意接受别人的建议。
How do I know this? Because whenever I ask mid-level managers if they want to improve their management skills, and if they are open to Suggestions, they say yes.
但我为什么会有这种观点呢﹖因为我问过很多中层管理者是否愿意提高管理技能﹐是否愿意接受别人的建议。
How do I know this? Because whenever I ask mid-level managers if they want to improve their management skills, and if they are open to Suggestions, they say yes.
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