【正文】 第五章令人震驚的是宇宙有其自然規(guī)律及其法則，這種規(guī)律不僅能夠定性的而且能夠定量概括出其運行規(guī)則我們可以想象。然而在1988年，厄爾尼諾對全世界的影響達到鼎盛期，它創(chuàng)造了有史以來的最熱的天氣記錄。當然，這種天氣的改變是厄爾尼諾作用的結(jié)果。雖然東非災難性的洪水已引起世人的關(guān)注，但于此同時，別的一些奇怪天氣也令人們關(guān)注，如不正常的干旱，火災，暴雨，寒流和熱浪。據(jù)官方報道至少有89000人得病，其中死亡200人，但是這種病通常不致命。這種疾病被叫作裂谷熱，有蚊子所攜帶的病毒所致。駱駝、奶牛、綿羊、山羊都開始死于高燒。在肯尼亞和索馬里大部分地區(qū)，水蔓延幾英里，切斷了村莊的聯(lián)系，迫使牧民將他們的牲畜轉(zhuǎn)移到少數(shù)干地上。第三章在1998年年初時，東非本應是最美麗的時候：一般短暫的雨季在十二月份已經(jīng)結(jié)束，水位下降，鄉(xiāng)村充滿活力；農(nóng)民種植莊稼，牧民在草地上放牧，游客到處旅游。更重要的是，他們不拘泥于計劃，當什么時候合適了他們就開始工作。難道一個在黃金地段擁有一間大辦公室的工人才是好的工人么？事實上，研究表明：家庭工作者一般更加認真地完成任務，并且比在辦公室里德同事工作的時間更長。人們想：“如果一個公司能夠提供這些，那么，這個公司經(jīng)營的一定很好”。然而，沒有在第25層樓上的豪華辦公室，微型企業(yè)家無法證明他們的信譽。像傳統(tǒng)農(nóng)民一樣，在同一環(huán)境里生活和工作。隨著科技成本的日益降低，生產(chǎn)所有權(quán)變成了現(xiàn)實。如果你需要一份重要文件，你可以通過衛(wèi)星傳真到你的手機上，并且可以在筆記本電腦上觀看。為此兒童網(wǎng)站將尤為重要，為那些因為貧困或者殘疾而處在社會邊緣的孩子們能在虛擬網(wǎng)絡中有機會像一個正常公民一樣享受同等權(quán)利。兒童網(wǎng)站采取了更積極的策略，它是一扇通往教育世界和娛樂世界的大門。當然，孩子們在網(wǎng)絡空間中可以遠離父母的監(jiān)管，這個問題日益受到關(guān)注?；蛟S因為孩子們接受這些技術(shù)很自然，而大人不得不需要費一番腦筋才能理解。他們強調(diào)虛擬世界是網(wǎng)絡最受歡迎的一個方面。南丁格爾。安南的文章。Sometimes it is interpersonal skills rather than professional skills that really counts in your skills are nothing but the ability to be good listener, to be sensitive toward other?s needs, to take criticism with skill in social relations admit their mistakes, and take their share of blame, which is a mature and responsible way to handle an ?s why many mediocre employees survive violent corporate upheavals while people of great talent are being laid in their dealings with others, they are well liked with poor interpersonal skills have trouble taking confronted with a mistake, they let their ego get in the deny responsibility and became moody or mark themselves as “prickly”.Every so often, it is one’s interpersonal skills rather than his capabilities that matter in his skills are the ability to listen to others, observe others’needs, and be open to interpersonally skilful person never fails to admit his mistakes and shoulder his responsibilities, since he has a mature and responsible attitude toward is why in a pany’s personnel reshuffle many employees with mediocre capabilities are allowed to stay while some talented people get former are careful to deal with people all around them, so they are popular with everyone and favored contrast, those with poor interpersonal skills cannot cope well with criticisms from they get things wrong, they tend to put themselves first and deny their mistakes, or they feel depressed or fly into a temper, as unapproachable as a hedgehog.第五篇：研究生英語課后close翻譯第一章《視窗》這個網(wǎng)站雜志包含世界著名作家的詩歌和文學作品，其中不乏有解釋這個世界的發(fā)人深思的文章。而人際關(guān)系差的人往往不能處理好批評。這就是為什么許多平平庸庸的公司雇員在大調(diào)整中保住了位置，而有才能的人反而下崗。人際關(guān)系就是一種善于聽取別人意見體察別人的需要虛心接受批評的能力。映入眼簾的是東西的文化和新舊色彩的全新呈現(xiàn)。香而窄的有小小的寺廟直至還有一片有沖擊搖滾音樂的節(jié)拍傾瀉而出的一個迪斯科舞廳。一位上了年紀的人仍穿著睡衣，手里拎著有一個籠子，有只明亮羽毛的鳥在里歡快的歌唱。除此之外，傾斜的山圍欄有一個驚人的城市，似乎永遠伸展。第三篇：研究生英語課后翻譯unit3The plane arcs softly into its final descent at Hong Kong International , Victoria Harbor, and the silent rhythms of countless , sloping mountains fence in a breathtaking city view that seems to stretch is no ordinary is no ordinary elderly man passes by wearing pajamas, bearing a brightly feathered bird singing merrily in its gather at a roadside kitchen for noodles, congee and from s tiny Taoist temple drifts into the pounding beat of rock music pouring out of a ferry travels on the nearby water regularly, taking passengers to an isolated island 40 minutes away, where Buddhist temples and tiny fishing villages dot the landscape, Hong , 161 km south of the Tropic of Cancer, beats the pulse of Southeast Asia’s East greets West, and past colors 。 G and Unison)and the National Association of Teachers in Further and Higher Education(now UCU)signed up to the agreement in 2003, the Educational Institute of Scotland only signed in January 2004 after a separate agreement on pay protection for existing academic ，最終員工工會和繼續(xù)教育和高等教育中的全國教師協(xié)會在2003年簽署協(xié)議，蘇格蘭教育研究所于2004年1月簽署了一份旨在為現(xiàn)有教學人員提供薪酬保護單獨的協(xié)議。UCEA described the Framework Agreement as ‘the largest human resources initiative ever undertaken in the sector’, providing a framework ‘to modernise pay arrangements with the specific aim of promoting equality, transparency and harmonisation to ensure equal pay is delivered for work of equal value’(UCEA, 2008: 3).UCEA描述這個框架協(xié)議為“在部門內(nèi)實施的最大人力資源倡議”，通過促進平等的特殊目標為現(xiàn)代化的支付安排提供一個透明度和諧和的為確保同工同酬的交付同等價值的工作（UCEA,2008:3)。HE的雇主和七個工會間的談判在2004年超過了一個長達兩年的時間。這種平等薪酬的情況可能會在拖欠工資上花費NHS數(shù)以百萬英鎊。然而最重要的是，在2009年產(chǎn)生的冗長判決中受訪者發(fā)現(xiàn)，AFC的工作評估方案被認為對“同工同酬”法案來說是一個有效的分析性方案。但即使在這里，AFC的利益也一直被質(zhì)疑。不過國家審計署得出結(jié)論：AFC還不能被證明在金錢方面具有更大的價值，這主要是因為衛(wèi)生部沒有在此提出任何為測量這種改進的方法（NAO，2009:8）。盡管如此，國家審計署的報告還是評論它現(xiàn)在更容易為管理者評估勞動成本和管理預算。Systemic performance management improvements, supported by the Knowledge and Skills Framework, have left much to be have plained that the current version of the Framework is inadequate on two counts: it is judged both cumbersome and costly to , the NAO report did ment that it is now easier for managers to estimate labour costs and manage ，系統(tǒng)性績效管理的改進有許多的不足之處。These criticisms are coupled with evidence that, despite the extra cost, the process has far from satisfied many staff NAO could find no evidence that job satisfaction had improved and there had been no reduction in the proportion of staff unhappy with their career progression or ，盡管會產(chǎn)生額外的費用，但這個進程對于許多工作人員來說已經(jīng)遠遠得不到滿足。Most importantly, the NAO argued that there has been no improvement in productivity and there was no evidence that the 163。While significant pay increases(an average 10% for frontline professionals in the 3 years to 2007)were awarded to NHS employees under AfC, critics argue that there has been neither a productivity increase nor intended transformation in practice(King’s Fund, 2007).A recent evaluation of AfC by the NAO(2009)found that ‘staff were not working sufficiently differently from when they were on their old pay contracts and as a consequence staff initially received increased pay for doing their existing roles’(NAO, 2009: 7).雖然在AFC下NHS雇員被授予顯著的加薪（的前線專業(yè)人員在三年內(nèi)到2007年的平均10%），但批評者認為這里既沒有生產(chǎn)率的提高也不會導致改造實踐的提高（國王基金，2007）。The problems are, however, also more qualitative in the sense that a ‘rushed implementation...failure to embed personal development