个人工作总结英文版

个人工作总结英文版本文是个人工作总结英文版范文，总结是对前段社会实践活动进行全面回顾、检查的文种,这决定了总结有很强的客观性特征.它是以自身的实践活动为依据的，所列举的事例和数据都必须完全可靠，确凿无误，任何夸大、缩小、随意杜撰、歪曲事实的做法都会使总结失去应有的价值.让我们通过以下的文章来了解.个人工作总结英文版范文DELLtoworkfornearlyayear.Alsolearnedalotofknowledgeandtechnology.Themostimportantistolearnthejobandworkingattitude.感谢阅读beginningtoDELL。Isaverystrangeenvironmentforanything。Don’tknow。It'salsometsomanyquestions。Forme,thebestwayistoputtherecordTROUBLESHOOTING.Everytimeanewproblemsthatareorganizedintotheirnotesordocumentthatappearsimilarproblemscanquicklyafterthesolution.精品文档放心下载customerscoming。TTIwouldfirstsendmailtoinformcustomerifIweretorestarttypeorshutdownwouldfirstandcustomersconfirmationDOWNTIME。Tosolvetheproblem.IftheproblemisIwillnotifytotheOWNERproblem.WhenthereisprogressofSERVERto谢谢阅读BUILD。FoundaveryefficientwayistosupporttheDHCP。Premise.VisitALTRISSERVERintheSERVERlistALTRISDRACthroughISOfiles。ConnecttoISOandthenBUILDdointhelocalcomputerbyREMOTEcontrolDRACopenagain.ARTIRSSERVEReffectisstartingtoISOfiles.ALTRISSERVERmustcorrespondtothelocalLABorDC）suchasdalianandxiamencorrespondingXMN2MAX01islocalcomputerisopenandREMOTEcontroloperatedinterface.ReducedpressureARTIRSSERVER。Don’tneedARTIRSintheSERVERremotelyoperatedforfourSERVERstartup。Isnoproblem.Itested.Plus,ifnetworkAUDITandCONFIGwithoutproblemsorhardware.Withinonedayaftercanbesuccessfullycompleted8setstheREMOTESERVERBUILD。感谢阅读thereisaproblem.Themethodstosolvetheproblemsactuallytherewillbemany。Butonlyonebestway。Whenproblemsarisewhentheworkundersimpleanalysisprocess。Makeaclear，andefficiencyofworkingprocessisveryimportant.Butmustbegoodatsummingup.ManySERVERbroken,forexample，memoryanddiskaftersuchamotherboardhardwareproblems。Undernormalcircumstancesshouldbetoapplyforto谢谢阅读buynewagain,butcanbefoundintheSERVERthesehomebeforetheSERVERcanprovidethecorrespondinghardwareREPLACE(premiseistoREPLACEthehardwarespecificationsmustmatch。）thisisneithercansolveproblemscanalsoreduceunnecessarycosts。DalianontheSERVERissomanyhomeintheSERVERdropagain.感谢阅读facedwithanewproblemdidn’tknowhowtosolve.Absolutelynotrelyingontheirideasorexperiencetodo。Tounderstandmustconsulttheexpertpredecessors。Onlyinthiswaycanweknowwhattodo，whydo，whattodogoodtoothers。Whenwillconsulttheeuphemismpolitepeoplenottoask.精品文档放心下载thisyear.Doyourself.ResearchjobisLINUXoperatingsystemandtheVMWAREhasbeenmypursuitofthepathandideals。IfthereisachanceforDELL。WillITdoinaproficientLINUXVMWAREseniorengineer。精品文档放心下载didn’tfinishallthetraining.I'lltrytoattendthetrainingmustbeonhand.Ifnomatterthejob。I’llpickoutsomeadditionaltrainingandcareerdevelopmenttohelpmetoattend.精品文档放心下载FinallyDELL。Thankyouverymuchformetoletmeingoodchancelandingsstudyandworkhere.Thank精品文档放心下载youfortherecognitionandKENNIEmeatworkallthepeoplewhohelpedme.I’llworkhardertomaketheirowncontributiontoDELL。谢谢阅读个人工作总结英文版范文 Upanddownthechainof感谢阅读command，year—endperformancereviewsfillpeoplewithdreadorwithresentment，andveryrarelywithjoy。Boththegiversandthereceiversspendalotoftimeonthereviews，yettheygenerallyseethemasanemptyexercise.AfteralltheproceduralT’sarecrossedandtheI’sdotted,ittakespeopleskillstogetarealreturnoninvestmentfromthisimportant，labor—intensiveprocess.Leadersneedtosetanexamplebyturningaritualintoaproductiveeffort。感谢阅读Thiscolumnaddressesgivingareview.InasubsequentarticleI’lltacklehowtogetthemostoutofreceivingareview。Botharticlesaimtochallengeyoutoshiftyourfocustotheemotionalexperienceonbothsidesofthetable，andtoincreasethepaybackfromyear-endreviewsbydevelopingsomekeypsychologicalskills.谢谢阅读Theorganizationalbarrierstohavingproductiveyear-endreviewscanbeformidable。Thetightlink谢谢阅读betweenreviewsandcompensationdiscouragesopennessandhonesty.Managersatalllevelsmaythinkasmuchabouttheirorganization’sneedsasaboutindividualperformancewhentheydothereviews。Forexample，interdepartmentalrivalriescanforceakindofuniformityonyourreviewsasyoutrytodothebestyoucanforyourpeopleintermsofcompensation。Ifyourorganization’sculturediscouragesopenandhonestfeedback（”wedon'tdowarmandfuzzy”）,youmayfeelconstrainedtojustfocusonthenumbers。Anythingelsemightmakeyoufeellikeanoutlierandmakeyourdirectreportfeelsingledoutandanxious。精品文档放心下载Buteveninanunfavorableorganizationalenvironmenttherearethingsyoucancontroltogetmorefromtheprocess.Bybetterunderstandingtheexperienceonagutemotionallevelandworkingonsomekeypsychologicalskills，youcancreateamoreusefulexperienceandbecomeabetterleaderintheprocess。谢谢阅读Ideally,theyear-endreviewisallabouttheemployee'sdevelopment。Asaleadercommittedtooptimalperformance，youunderstandtheimportanceofthefitbetweenanemployee’sskills,talents，and谢谢阅读careergoalsandhisorherorganizationalrole.Whenyouknowhowbesttoconnectthearcofindividualdevelopmentwiththedirectionofyourorganization,youformapartnershipforgrowthwiththeemployee.Thispartnershipdependsoncandidfeedbackontheindividual’sperformance，youridentificationofpersonalandorganizationalbarrierstobetterperformanceandyourongoingavailabilitytohelpremovethosebarriers.感谢阅读Managerscommonlygetderailedfromtheidealdevelopmentalfocusinyear—endreviewsbytheirownpersonalpsychologicalchallenges.Ithappensintheseways:感谢阅读—-Conflictavoidance:Afearofconflictcanleadyoutoavoiddifficult——andalsomeaningful--performancediscussionswithyoursubordinates.Thatfearofconflictcanarisefromdeep-seatedpersonalissues,alackofskillsformanagingconflictorboth.精品文档放心下载—-Needforapproval：Astrongneedforapprovaloftengoeshandinhandwithconflictavoidance。Managersapproachtheirrolesasavehiclefor精品文档放心下载acceptanceandadmirationmoreoftenthaniscommonlyacknowledged。Ifyouseekaffirmationfromyouremployees，evenunconsciously，youmaybesacrificinglonger—termdevelopmentandperformanceinfavorofshort-termcomfortandacceptance。Atthesametime，yourinabilitytoputyourownneedsasidemakesitdifficulttoearnsubordinates’trustandrespect。感谢阅读--Mistrust：Youroverallmistrustofpeopleandtheirmotivesmaymakeyouthinkthatemployeesdon’twanttohearcorrectivefeedback，can'ttakeitinandwon’tuseitconstructively.Ifyouhaveahighlevelofmistrust,youmaybeconvincedthatpeopleingeneralareincapableofchanging，aremotivatedbyfearandlearnonlybybeingpunished。感谢阅读——Lackofself—awareness：Aninabilitytoacknowledgeyourownmotivesandgoalsfortheyear-endreviewcanmeanmixedmessagesforyouremployees,sabotagingtheprocess.Forexample,bydenyingyourownnegativefeelingstowardasubordinate,youmayforcethereviewintoadevelopmentalframeworkthat'sfrustratingforbothyouandtheemployee，whoreallyneedstobemanagedoutoftheorganization.Atthe精品文档放心下载otherextreme,youcouldbehijackedbyyourownfeelingsofdisappointmentorenvyandendupattackinganemployee。精品文档放心下载Workonthefollowingcorepsychologicalskillsandyouwillincreasethebenefityouandyouremployeesgetfromthereviewsyoumustgivethisyear:精品文档放心下载--Empathy:Itakeempathytomeananaccurateunderstandingofanother’semotionalexperience。Empathytowardyouremployeesstartswithyourreviewingyourownexperiencesreceivingfeedback.Italwayspaystobeabletoputyourselfintheotherperson’sshoes.Beguidedbyanunderstandingthatpeoplegenerallyoverestimatetheirownperformance.Wehumansarehard—wiredtomaintainapositiveself-image,andwetendtorejectpainfulcriticism.Yourempathyincreaseswhenyoudeliberatelyseektograspwhatmotivatespeople,whatcareergoalsaremostimportanttothem,whatkindofstandardstheysetforthemselvesandhowtheyreacttonotlivinguptothosestandards。Empathywillenableyoutocrafteachreviewmessageinawaythatmotivateseachpersontogrow。谢谢阅读—-Trustworthiness：Withouttrust，theyear-end精品文档放心下载reviewisdeadonarrival。Theeffectivereviewdependsontrust；itisalsoaprimeopportunitytobuildtrust.Workonyourtrustworthinesstomakethereviewprocessmoreproductiveforallconcerned。Doyouconsistentlyhaveyouremployees’bestinterestsinmind?Doyoufollowthroughonyourcommitmentstofacilitatetheirdevelopment？Willyouactinwaysthatgobeyondyourself—interest？Taketimetolookinthemirrorandconsiderwhetherothersseeyouastrustworthy.精品文档放心下载--Self-knowledge：Itisn’teasytokeepyourownpersonallikesanddislikesoutofyourobjectiveassessmentofsomeoneelse'swork,achievementsorfailures.Youneedtobescrupulouslyhonestwithyourself，confrontingyourownneeds,motivesandbiaseswheneveryouapproachyouremployees。Takethetimetoreflectonyourown