会展英语

会展英语

图书基本信息
出版时间:2009-1
出版社:上海科学技术文献出版社
作者:胡志勇 主编
页数:235
字数:371000
书名:会展英语
封面图片
会展英语
前言
  为了给刚走出校门的大学毕业生提供一种实用、专业的符合本行业特点的英语教材,在国内相关院校的支持下,经过各位编委的共同努力,我们专门编撰了这套《实用职业英语》系列丛书。它是相关专业的职前培训推荐教材,本套丛书的主旨是为他们走上工作岗位提供一套专业性强、相对较为实用的职前培训教材,通过对本套丛书的学习,有利于已经具备一定专业基础的人员在较短时间内迅速掌握本专业的英语本领,为其早日顺利地开展对外业务打下扎实的英语基本功。本套丛书第一批暂出六个分册,分别是:会展、物流、新闻、外贸、金融、法律。第二批和第三批将陆续推出,以满足不同专业读者的需要。  本套丛书具有以下几个特点:  一、实用。本套丛书以实际应用为宗旨,简化语法点,系统介绍本专业相关的背景知识,所选的材料以提高读者的实际运用英语水平为目标,以大量的案例、票据等材料为基础编写,每册分为15-18个Unit,每个Unit又分为:Text、Notes、Baclkground、Study四个部分;  二、职业性强。本套丛书所编选的材料新、专业性强;  三、针对性强。本套丛书的课文专门按专业来编写,以讲解分析专业英语为主,突出解析本学科的重点、难点、疑点问题;Question和Dialogue紧扣Text,针对性强;图文并茂;所编选的材料注重时效性、科学性和客观性。  本套丛书由胡志勇同志提出编写思想、设计编写思路、制定详尽的编写体系,并具体指导和领导了各分册的编写工作。在编写过程中,得到了复旦大学、上海交通大学、上海外国语大学、华东师范大学、同济大学、上海财经大学等院校和上海科技文献出版社的支持和帮助。  参加本套丛书编写的人员大多是上海地区高校从事外语教学工作多年的优秀骨干,教学经验丰富,但恐于时间和水平有限,书中难免还有不妥之处,敬请英语界专家同仁和广大读者批评指正。
内容概要
本书以最新实用的会展英语材料为基础编写,内容涉及会展产业历史、会展产业现状、会展教育、会展筹备、会展推广和展后跟进等各个方面,入选的材料注重时效性、趣味性和客观性,具有实用性强——以本专业实际运用为宗旨,职业性强、针对性强等特点。本册共有15个单元,每一课包括Text,Notes,Background等内容,为提高学生的阅读理解能力,在课文后加注Notes,使学生掌握必要的会展英语词汇,在背景知识中结合课文,介绍相关的知识,每个单元至少有两篇趣味性强的Reading Materials,以扩大学生的阅读量,培养阅读的兴趣。
书籍目录
IntroductionPrefaceUnit
1
Historical
Development
of
ExhibitionsUnit
2
Value
of
ExhibitionUnit
3
Regional
Development
of
ExhibitionUnit
4
International
&
National
Exhibition
OrganizationUnit
5
International
ConventionUnit
6
Exhibition
RegulationsUnit
7
Exhibition
TrainingUnit
8
Exhibition
Education
in
ChinaUnit
9
Exhibition
PlanningUnit
10
Exhibition
PromotionUnit
11
How
to
be
a
Successful
ExhibitionUnit
12
Facilities
and
Services
in
Exhibition
HallUnit
13
Facilities
and
ServicesUnit
14
Post,exhibition
Follow-upUnit
15
Future
of
Exhibition
章节摘录
  So,
what
should
todays
federal,
state,
and
local
workers
employers
do?  First,
recognize
that
training
and
development
are
not
costs
but
investments
in
the
development
of
the
employee
and
the
success
of
the
agency.
In
fact,
with
nearly
one
in
four
government
workers
scheduled
to
retire
in
the
next
five
years,
current
employees
are
the
best
ones
to
ensure
that
an
agency
can
continue
meeting
its
mission.
The
Performance
Assessment
Network
uncovered
that
those
employees
who
participated
in
training
and
development
opportunities
provided
by
their
employer
were
significantly
more
engaged,and
significantly
less
unengaged
than
those
employees
who
were
not
given
training
opportunities-and
employee
engagement
leads
directly
to
the
types
of
behaviors
desired
of
employees.  Second,
do
a
better
job
of
selecting
employees,
ensuring
a
good
fit
in
the
organization.
With
more
than
one
in
five
new
state/local
employees
leaving
voluntarily
or
being
fired
by
their
organization,
all
government
agencies
need
to
do
a
better
job
of
finding
the
right
person
for
the
right
job
at
the
right
time,
the
definition
of
"recruiting,"the
first
of
the
"4
Rs
of
Workforce
Engagement."  Third,
do
something
simple.
Create
mentoring
programs
as
part
of
an
organizational
on-boarding
process,
select
and
train
the
mentors,
match
mentors
with
"mentees,"
and
create
incentives
for
both
to
succeed. This-inexpensive
program
improves
the
productivity
of
new
employees
as
well
as
their
retention,
and
teaches
the
mentors
supervisory
skills
that
might
be
of
benefit
to
an
organization
in
the
future.  Fourth,
make
sure
that
front
line
supervisors
and
managers
understand
the
importance
of
providing
training
for
the
short
term
and
the
long
term.
Remember,employees
quit
a
boss,
not
a
company.  Fifth,
realize
that
training
doesnt
have
to
be
directly
related
to
the
day-to-day
job.Giving
employees
time
to
join
a
not-for-profit
board,
paying
for
ongoing
professional
certification,
even
giving
lessons
to
specific
groups
of
employees
on
speaking
in
front
of
others
provides
job
enrichment
and
development
opportunities
that
will
enhance
that
employees
engagement
to
your
organization.  Sixth,
help
others
in
your
organization
recognize
the
linkage
between
employee
engagement
and
decreased
cost,
increased
customer
satisfaction,
and
improved
financial
results.
An
academic
study
examining
the
linkages
between
employees,
customers
and
financial
performance
found
a
direct
link
between
improvements
in
a
federal
government
agencys
"work
climate"-the
satisfaction
of
the
employees-and
a
significant
improvement
in
employee
productivity.
编辑推荐
  职前操练,就职必备。
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