favouritism

简明释义

英[ˈfeɪvərɪtɪzəm]美[ˈfeɪvərɪtɪzəm]

n. 徇私；偏爱；得宠

英英释义

单词用法

同义词

反义词

例句

1.On a practical level, it may also create practical difficulties if internal relationships are, or are perceived to be causing favouritism.

在实务层面上，如果内部关系是或者被认为是会造成偏袒，这也可能造成实际困难。

2.Other Libyans detect regional and tribal favouritism.

而其他一些利比亚人发现该委员会对一些地区和部落存在偏袒。

3.Our teacher is guilty of blatant favouritism.

我们老师有明显的偏心错误。

4.We tried to meet both children's needs without the appearance of favouritism or unfairness.

我们试图在没有偏爱或不公平的表象下满足两个孩子的需要。

5.Better, says Pierre Goldschmidt, an ex-head of safeguards at the IAEA, to end all favouritism.

国际原子能机构负责安全措施的前领导皮埃尔•高德斯·米德说，最好停止所有的偏袒。

6.Mr Saakashvili's exasperating habits were similarly damaging: disorganisation, self-indulgence, verbosity, favouritism and vindictiveness are just a few.

同样有害的是萨卡·什维利令人恼火的习惯——缺乏条理、放纵任性、言辞冗赘、偏袒徇私、睚眦必报只是其中几个。

7.The students accused the teacher of favouritism.

学生指责老师有偏心。

8.The manager was accused of favouritism 偏袒 when he promoted his friend over more qualified candidates.

当经理提拔了他的朋友而不是更合格的候选人时，他被指控存在favouritism 偏袒。

9.Teachers should avoid favouritism 偏袒 in the classroom to ensure all students feel valued.

老师应该避免在课堂上出现favouritism 偏袒，以确保所有学生都感到被重视。

10.The company's culture promotes transparency to reduce favouritism 偏袒 in promotions.

公司的文化提倡透明度，以减少晋升中的favouritism 偏袒。

11.His obvious favouritism 偏袒 towards certain team members created tension among the rest.

他对某些团队成员的明显favouritism 偏袒在其他人中造成了紧张关系。

12.In sports, favouritism 偏袒 can lead to unfair advantages and affect team morale.

在体育运动中，favouritism 偏袒可能导致不公平的优势，并影响团队士气。

作文

Favouritism is a term that refers to the practice of giving preferential treatment to certain individuals based on personal biases rather than objective criteria. This phenomenon can be observed in various settings, including workplaces, schools, and even within families. The implications of favouritism (偏爱) can be far-reaching, affecting not only those who are favored but also those who are overlooked. In this essay, I will explore the effects of favouritism (偏爱) on social dynamics, its impact on morale, and ways to mitigate its negative consequences. In many workplaces, favouritism (偏爱) can create an unhealthy environment where employees feel undervalued and demotivated. When managers show favoritism towards certain team members, it can lead to resentment among other employees who may feel that their hard work and dedication are not recognized. This can result in decreased productivity, as employees may become disengaged and less willing to contribute fully to their roles. Furthermore, when promotions and raises are awarded based on favouritism (偏爱) rather than merit, it undermines the principles of fairness and equality that are essential for a thriving workplace. In educational settings, favouritism (偏爱) can also have detrimental effects on students. Teachers who show favoritism towards specific students may inadvertently hinder the learning experience of others. For instance, if a teacher consistently praises and gives more attention to one student while neglecting others, it can lead to feelings of inadequacy among those who are not favored. This can affect their self-esteem and motivation to learn, ultimately impacting their academic performance. Additionally, favouritism (偏爱) in schools can create divisions among students, fostering an environment of competition rather than collaboration. The family unit is not immune to the effects of favouritism (偏爱) either. Parents who display favoritism towards one child can create lasting emotional scars that may affect sibling relationships for years to come. The favored child may develop an inflated sense of self-worth, while the other siblings may struggle with feelings of jealousy and resentment. This can lead to conflicts that disrupt family harmony and can have long-term implications on the mental health of all children involved. To combat favouritism (偏爱), it is crucial for leaders, educators, and parents to be aware of their biases and strive for fairness in their interactions. In the workplace, implementing transparent evaluation processes can help ensure that promotions and rewards are based on performance rather than personal preferences. Training programs that address unconscious bias can also be beneficial in helping individuals recognize and mitigate their tendencies toward favouritism (偏爱). In schools, teachers can work to create an inclusive environment by actively engaging all students and providing equal opportunities for participation. By recognizing and valuing the contributions of each student, teachers can foster a sense of belonging that encourages everyone to thrive. Similarly, parents should make a conscious effort to treat their children equitably, celebrating their individual strengths without comparing them to one another. In conclusion, favouritism (偏爱) is a pervasive issue that can have significant consequences in various aspects of life. Whether in the workplace, educational institutions, or within families, the practice of showing preferential treatment can lead to feelings of resentment and division. By promoting fairness and equity, we can create environments that empower individuals and foster positive relationships. It is essential to recognize the importance of treating everyone with respect and dignity, ensuring that no one is left feeling undervalued or overlooked.

偏爱是一个术语，指的是基于个人偏见而非客观标准对某些个体给予优待的做法。这种现象可以在各种场合中观察到，包括工作场所、学校甚至家庭。偏爱的影响可能是深远的，不仅影响那些被偏爱的个体，还影响那些被忽视的人。在这篇文章中，我将探讨偏爱对社会动态的影响、其对士气的影响以及减轻其负面后果的方法。 在许多工作场所，偏爱可能会创造出一种不健康的环境，使员工感到不被重视和失去动力。当管理者对某些团队成员表现出偏爱时，可能会导致其他员工之间的怨恨，他们可能会觉得自己的努力和奉献没有得到认可。这可能导致生产力下降，因为员工可能变得无动于衷，不愿意全力以赴地投入到自己的角色中。此外，当晋升和加薪基于偏爱而非优点时，会破坏公平和平等的原则，而这些原则对于一个繁荣的工作场所至关重要。 在教育环境中，偏爱也可能对学生产生有害的影响。教师如果对特定学生表现出偏爱，可能会无意中妨碍其他学生的学习体验。例如，如果一位老师持续表扬并给予更多关注给一个学生，而忽视其他学生，这可能会导致未被偏爱的学生感到自我价值不足。这可能会影响他们的自尊心和学习动机，最终影响他们的学业表现。此外，学校中的偏爱可能会在学生之间造成分裂，培养竞争而非合作的环境。 家庭单位也不免受到偏爱的影响。父母如果对一个孩子表现出偏爱，可能会造成持久的情感创伤，影响兄弟姐妹之间的关系多年。被偏爱的孩子可能会发展出夸大的自我价值感，而其他兄弟姐妹则可能会与嫉妒和怨恨的情绪作斗争。这可能导致冲突，破坏家庭和谐，并对所有相关儿童的心理健康产生长期影响。 为了对抗偏爱，领导者、教育者和父母必须意识到自己的偏见，并努力在互动中实现公平。在工作场所，实施透明的评估流程可以帮助确保晋升和奖励基于表现而非个人偏好。针对无意识偏见的培训项目也可以帮助个人识别并减轻其对偏爱的倾向。 在学校，教师可以通过积极参与所有学生并提供平等的参与机会来努力创造一个包容性环境。通过认识和重视每个学生的贡献，教师可以培养一种归属感，鼓励每个人茁壮成长。同样，父母也应有意识地努力平等对待他们的孩子，庆祝他们各自的优势，而不进行比较。 总之，偏爱是一个普遍存在的问题，在生活的各个方面都可能产生重大后果。无论是在工作场所、教育机构还是家庭中，表现出优待的做法可能导致怨恨和分裂的感觉。通过促进公平和公正，我们可以创造出赋予个体权力和促进积极关系的环境。认识到以尊重和尊严对待每个人的重要性至关重要，确保没有人感到被低估或被忽视。