demoting

简明释义

英[dɪˈməʊtɪŋ]美[dɪˈmoʊtɪŋ]

v. 使降级；使降职（demote 的现在分词）

英英释义

单词用法

同义词

反义词

例句

1.The consultancy's archive data and provisional 2008 figures show that South Africa's output reached its lowest point in a century, demoting the country to world number three, behind the US.

该机构的资料数据和2008年的初步数据显示：南非黄金产量达到一个世纪以来的最低点，成为世界第三大产金国，落后于美国。

2.The consultancy's archive data and provisional 2008 figures show that South Africa's output reached its lowest point in a century, demoting the country to world number three, behind the US.

该机构的资料数据和2008年的初步数据显示：南非黄金产量达到一个世纪以来的最低点，成为世界第三大产金国，落后于美国。

3.Rather than having to go through each and every subscription, users can either ignore articles or take an active role in removing or demoting an interest.

你不必查看所有订阅源，你可以忽略文章或手动删除兴趣，或给兴趣降级。

4.The reason of Yuan Zhen's demoting to Jiangling, directly affected his mentality change and his composition of poems.

元稹被贬江陵的原因，直接影响到他在江陵后的心态转变，以及他之后的诗歌创作。

5.Promoting can be done Up To Your Own Rank and Demoting can be done on Any Member Below Your Rank.

促进最多可以做您自己的排名和降级可以在任何成员低于你的等级进行。

6.Users and moderators vote on the posts they like or dislike, promoting or demoting them.

用户和主持人可以对他们喜欢或不喜欢的帖子投票，提升或降级它们。

7.The manager is considering demoting the employee due to repeated poor performance.

经理正在考虑因员工反复表现不佳而降级。

8.After the merger, several executives faced the possibility of demoting to lower positions.

合并后，几位高管面临降级到较低职位的可能性。

9.The company has a policy against demoting employees without prior warning.

公司有一项政策，禁止在未提前警告的情况下对员工降级。

10.She was surprised when she learned about her demoting after the project failure.

她得知项目失败后被降级时感到很惊讶。

11.The board decided that demoting the underperforming team leader was necessary for improvement.

董事会决定对表现不佳的团队领导进行降级是改善的必要措施。

作文

In the corporate world, the concept of demotion can be a sensitive topic. It involves reducing an employee's rank or position within a company, often accompanied by a decrease in salary and responsibilities. demoting (降职) someone is usually a decision that is not taken lightly, as it can have significant implications for both the individual and the organization. There are several reasons why a company might choose to demote (降职) an employee. One common reason is poor performance. If an employee consistently fails to meet their targets or shows a lack of initiative, management may decide that a lower position is more suitable for them. This can serve as a wake-up call for the employee, prompting them to reassess their work habits and strive for improvement. Another reason for demoting (降职) an employee could be due to organizational restructuring. In times of change, companies often need to realign their workforce to better meet new goals or challenges. During such transitions, some positions may become redundant, leading to the demoting (降职) of certain employees as they are moved to roles that better fit the new structure. However, it is essential for management to handle the situation delicately. A demotion (降职) can be demoralizing for employees, potentially affecting their self-esteem and motivation. Therefore, clear communication is crucial. Managers should provide constructive feedback and explain the rationale behind the demoting (降职) decision. This transparency can help the affected employee understand the situation and may even motivate them to improve and regain their previous position in the future. Furthermore, the impact of demoting (降职) extends beyond the individual. It can affect team dynamics and overall morale within the workplace. Colleagues may feel uncertain or anxious about their job security if they witness a peer being demoted (降职). To mitigate this, companies should foster an environment of support and encouragement, reassuring employees that everyone has the opportunity to grow and succeed. In conclusion, while demoting (降职) an employee may sometimes be necessary for the health of the organization, it is vital to approach the situation with care. Understanding the reasons behind a demotion (降职) and communicating effectively can help minimize negative repercussions. Ultimately, the goal should be to promote a culture of growth and improvement, where employees feel valued and motivated to contribute to the company's success.

在企业世界中，降职的概念可能是一个敏感的话题。它涉及到降低员工在公司中的级别或职位，通常伴随着薪水和责任的减少。demoting（降职）某人通常不是一个轻率的决定，因为这可能对个人和组织产生重大影响。 公司选择demote（降职）员工的原因有很多。一个常见的原因是表现不佳。如果一名员工持续未能达到目标或缺乏主动性，管理层可能会决定降低其职位，以使其更适合。这可以作为员工的警醒，促使他们重新评估自己的工作习惯并努力改进。 另一个导致员工被demoted（降职）的原因可能是由于组织重组。在变革时期，公司通常需要重新调整其劳动力，以更好地应对新的目标或挑战。在这样的过渡中，一些职位可能变得多余，导致某些员工被demoted（降职），因为他们被调动到更适合新结构的角色。 然而，管理层必须谨慎处理这种情况。demotion（降职）可能会让员工感到士气低落，从而影响他们的自尊心和积极性。因此，清晰的沟通至关重要。管理者应提供建设性的反馈，并解释demoting（降职）决定背后的理由。这种透明度可以帮助受影响的员工理解情况，甚至可能激励他们改进并在未来重新获得之前的职位。 此外，demoting（降职）的影响不仅限于个人。它还可能影响团队动态和整体士气。如果同事目睹某个同事被demoted（降职），他们可能会感到不确定或焦虑。因此，公司应营造一种支持和鼓励的环境，向员工保证每个人都有机会成长和成功。 总之，虽然有时demoting（降职）员工对组织的健康是必要的，但重要的是以谨慎的态度来处理这种情况。理解demotion（降职）背后的原因并有效沟通可以帮助最小化负面影响。最终，目标应该是促进一种成长和改进的文化，让员工感到被重视并激励他们为公司的成功做出贡献。