dismission

简明释义

英[dɪsˈmɪʃən]美[dɪsˈmɪʃən]

n. 解散；免职

英英释义

单词用法

同义词

反义词

例句

1.The cancellation of company, as subsequent step of dismission and liquidation, is the confirmation of loss of company's main corporation qualification.

公司注销作为公司解散、清算的后续步骤，是对公司主体法人资格消灭的确认。

2.The cancellation of company, as subsequent step of dismission and liquidation, is the confirmation of loss of company's main corporation qualification.

公司注销作为公司解散、清算的后续步骤，是对公司主体法人资格消灭的确认。

3.In terms of the enterprise, it involved the acquirement, development, using, guarantee, dismission and other aspects of the human resource.

就企业而言，涉及到人力资源的获取、开发、使用、保障和离职等方面的内容。

4.The innovative points in this thesis include:Discussing the relevance of high-skilled talents'job satisfaction and dismission inclination.

本文对目前研究较少的高技能人才工作满意度和离职意愿的相关性进行了探讨。

5.It is assumed that many reasons account for dismission such as concept, psychology, work environment, personal quality, etc.

离职原因有观念问题、心理问题、工作氛围问题、自身素质问题等。

6.Yeah, BOCOG declared its dismission last week.

是的，上周解散了。

7.The company's board approved the dismission of the underperforming manager.

公司的董事会批准了对这位表现不佳的经理的dismission。

8.After a thorough investigation, the committee recommended the dismission of the employee involved in misconduct.

经过彻底调查，委员会建议对涉事员工进行dismission。

9.His dismission from the team came as a surprise to everyone.

他的dismission令每个人都感到惊讶。

10.The school announced the dismission of the teacher due to budget cuts.

学校因预算削减宣布了对这位教师的dismission。

11.The athlete faced a sudden dismission from the national team after the scandal.

在丑闻后，这位运动员遭遇了来自国家队的突然dismission。

作文

The concept of dismission is often overlooked in discussions about employment and organizational behavior. In essence, dismission refers to the act of dismissing someone from their job or position, a topic that can evoke a range of emotions and reactions. Understanding the implications of dismission is crucial for both employers and employees, as it affects not only the individual being dismissed but also the overall morale and culture of the workplace. In many cases, dismission occurs due to performance issues, behavioral problems, or economic factors. For example, an employee who consistently fails to meet their targets may face dismission as a consequence of their underperformance. This raises questions about the fairness of such actions and whether the employee was given adequate support and opportunities to improve. Employers must consider the ethical implications of dismission, ensuring that they follow proper procedures and provide feedback to help employees succeed before resorting to termination. On the other hand, dismission can also be a necessary step for organizations to thrive. In a competitive business environment, companies must adapt and evolve, which sometimes means letting go of employees whose skills no longer align with the company's needs. This can lead to a more efficient and productive workforce, ultimately benefiting the organization as a whole. However, it is essential for employers to communicate openly with their staff about the reasons behind dismission decisions. Transparency can help mitigate feelings of resentment and fear among remaining employees, fostering a more positive work atmosphere. For employees facing dismission, the experience can be profoundly distressing. Losing a job can lead to financial instability, emotional turmoil, and a loss of identity. It is crucial for individuals to seek support during this challenging time, whether through friends, family, or professional counseling. Additionally, employees should take proactive steps to secure their future, such as updating their resumes, networking, and exploring new career opportunities. Learning from the experience of dismission can also provide valuable insights into personal strengths and areas for development. Moreover, organizations can implement strategies to minimize the negative impact of dismission. Offering severance packages, outplacement services, and career counseling can help ease the transition for those affected. By treating departing employees with respect and dignity, companies can maintain a positive reputation and reduce the likelihood of legal disputes related to wrongful termination. In conclusion, dismission is a multifaceted issue that requires careful consideration from both employers and employees. While it may be a necessary aspect of managing a workforce, the process should be approached with empathy and fairness. By understanding the implications of dismission and striving to create a supportive environment, organizations can navigate these challenging situations while promoting a healthy workplace culture. Ultimately, the way dismission is handled can significantly impact the long-term success of a company and the well-being of its employees.

‘dismission’的概念在关于就业和组织行为的讨论中常常被忽视。实际上，‘dismission’指的是将某人从工作或职位上解雇的行为，这个话题可能引发一系列情绪和反应。理解‘dismission’的含义对于雇主和员工来说都是至关重要的，因为这不仅影响被解雇的个人，还影响整个工作场所的士气和文化。 在许多情况下，‘dismission’是由于表现问题、行为问题或经济因素而发生的。例如，一个持续未能达到目标的员工可能会因其表现不佳而面临‘dismission’。这引发了有关此类行为公平性的质疑，以及员工是否得到了足够的支持和改善机会。雇主必须考虑‘dismission’的伦理影响，确保遵循适当程序并提供反馈，以帮助员工在采取解雇措施之前取得成功。 另一方面，‘dismission’也可能是组织蓬勃发展的必要步骤。在竞争激烈的商业环境中，公司必须适应和发展，这有时意味着解雇那些技能与公司需求不再匹配的员工。这可以导致更高效和更具生产力的劳动力，从而最终使整个组织受益。然而，雇主必须与员工就‘dismission’决策背后的原因进行开放的沟通。透明度可以帮助减轻剩余员工之间的怨恨和恐惧感，促进更积极的工作氛围。 对于面临‘dismission’的员工来说，这种经历可能是深刻而痛苦的。失去工作可能导致经济不稳定、情感动荡和身份丧失。在这个困难时期，个人寻求支持是至关重要的，无论是通过朋友、家人还是专业咨询。此外，员工应采取积极措施确保他们的未来，例如更新简历、建立网络和探索新的职业机会。从‘dismission’的经历中学习也可以提供对个人优势和发展领域的宝贵见解。 此外，组织可以实施策略以最小化‘dismission’的负面影响。提供遣散费、职业安置服务和职业咨询可以帮助缓解受影响者的过渡。通过尊重和尊严地对待离职员工，公司可以维持良好的声誉，并减少与不当解雇相关的法律纠纷的可能性。 总之，‘dismission’是一个多方面的问题，需要雇主和员工的仔细考虑。虽然它可能是管理劳动力的必要方面，但这一过程应以同情和公平的态度进行。通过理解‘dismission’的含义并努力创造一个支持性的环境，组织可以在应对这些挑战性局面时促进健康的工作场所文化。最终，‘dismission’的处理方式可以显著影响公司的长期成功和员工的福祉。