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Message de lavino posté le 09-03-2013 à 21:39:07 (S | E | F)
Bonjour,
Pourriez-vous m'aider à corriger mes fautes s'il vous plaît ?
Merci d'avance.
In this way, the interest of the approaches centered on the object is to mark an inflection in the vision of the abnormality. Its negative attires are not systematic any more. The diverting behavior can have other projects that to strike a blow at individuals or at organisation. He can be even wished or aroused. It is in this context that Vardi and Wiener (1996) focus on organizational misbehaviour. They show that they can be explained by the combined influence of individual and organisational factors. The combination of factors related to the individual and others associated with the organization can place the player in a situation of deviance. They identify three types of organizational misbehaviour: for example, those who object to the search of a benefit to the individual. These types of behaviors appear in the organisation. They are three types of target: the work itself (trafficker numbers or information); properties of the organization, its resources or symbols (by selling secrets to itself or using the company logos) and other members of the organization. Moreover, those who object to the research of interest to the organization. The victims of these behaviors are generally outside the company. For examples, they are customers or financial partners. The primary objective of deviance is to benefit the organization, such as falsifying documents to allow the company to take a market. And finally, those who object to the deterioration of equipment or premises. The targets here are internal and external. The aim is not to benefit an individual or business but to create a damage. The point which seems particularly interesting is the one concerning the misbehaviour of type O, the example often met on the ground is the one of the banking agent in rural zone which explicitly has to take into account rules of the bank and which will be sanctioned if it is proved true that it breaks them but which so implicitly has to take into account the local context often marked by logics of notabilisation, friendly relations, family relations. The risk here is the one of a penalty by the bank or a break of these relations. There are five problems marking this type of situations of tension. For examples, issue of professional identity, it marks the situation, to determine its behavior, the individual identity refers to work different from that defined by the working relationship that binds to the company, issue of economic efficiency. It represents the situation in which the individual is led to consider that the business rules are not effective economically. He transgresses to improve the work efficiency, social problems, its marks the situation in which the individual implicates the social impact of the activity of the company, Relational problems, it represents the situation in which links family, friends, relationship interfere with the professional relationship, problem of socialization in a professional group. It marks the situation in which, to follow the evolution of the employment relationship, the individual must move away from the traditional way of socialisation in a group or a production team. Issue of economic efficiency. It represents the situation in which the individual is led to consider that the business rules are not effective economically. It breaks them to improve the efficiency of the work. Here, the issue of economic efficiency refers to the misbehavior of type O Weiner and Vardise (1996).
The purpose of deviance is neither damage nor search for the direct benefit of the individual. It is improving the functioning of the company, its research performance and the rejection of perceived way of working ineffective. The analytical framework, such as Waner, focuses on deviance apprehended in the organization as undesirable. It is the transgression of the rules if the transgression of norms, conventions, routines and is considered negatively by the organization. The question of deviance refers here to those of discipline and indiscipline. In relation to this, a second vein development work on deviance, is the consideration of its positive aspects and the fact that it can be accepted, see aroused in the functioning of the organization. Deviance appears as an engine of progress and constant innovation ordinary. According to March (Loumana and March 1987, March 1991), beyond the decisions posted, the change in the organization is a chaotic phenomenon. It is carried by daily behavior of micro-decisions that deviate from rules and routines, and the consequences are more or less predictable and desired. Here, deviance is inherent in the functioning of the organisation and beyond, it is a vital component of its ordinary evolution.
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Modifié par lucile83 le 09-03-2013 22:15
Message de lavino posté le 09-03-2013 à 21:39:07 (S | E | F)
Bonjour,
Pourriez-vous m'aider à corriger mes fautes s'il vous plaît ?
Merci d'avance.
In this way, the interest of the approaches centered on the object is to mark an inflection in the vision of the abnormality. Its negative attires are not systematic any more. The diverting behavior can have other projects that to strike a blow at individuals or at organisation. He can be even wished or aroused. It is in this context that Vardi and Wiener (1996) focus on organizational misbehaviour. They show that they can be explained by the combined influence of individual and organisational factors. The combination of factors related to the individual and others associated with the organization can place the player in a situation of deviance. They identify three types of organizational misbehaviour: for example, those who object to the search of a benefit to the individual. These types of behaviors appear in the organisation. They are three types of target: the work itself (trafficker numbers or information); properties of the organization, its resources or symbols (by selling secrets to itself or using the company logos) and other members of the organization. Moreover, those who object to the research of interest to the organization. The victims of these behaviors are generally outside the company. For examples, they are customers or financial partners. The primary objective of deviance is to benefit the organization, such as falsifying documents to allow the company to take a market. And finally, those who object to the deterioration of equipment or premises. The targets here are internal and external. The aim is not to benefit an individual or business but to create a damage. The point which seems particularly interesting is the one concerning the misbehaviour of type O, the example often met on the ground is the one of the banking agent in rural zone which explicitly has to take into account rules of the bank and which will be sanctioned if it is proved true that it breaks them but which so implicitly has to take into account the local context often marked by logics of notabilisation, friendly relations, family relations. The risk here is the one of a penalty by the bank or a break of these relations. There are five problems marking this type of situations of tension. For examples, issue of professional identity, it marks the situation, to determine its behavior, the individual identity refers to work different from that defined by the working relationship that binds to the company, issue of economic efficiency. It represents the situation in which the individual is led to consider that the business rules are not effective economically. He transgresses to improve the work efficiency, social problems, its marks the situation in which the individual implicates the social impact of the activity of the company, Relational problems, it represents the situation in which links family, friends, relationship interfere with the professional relationship, problem of socialization in a professional group. It marks the situation in which, to follow the evolution of the employment relationship, the individual must move away from the traditional way of socialisation in a group or a production team. Issue of economic efficiency. It represents the situation in which the individual is led to consider that the business rules are not effective economically. It breaks them to improve the efficiency of the work. Here, the issue of economic efficiency refers to the misbehavior of type O Weiner and Vardise (1996).
The purpose of deviance is neither damage nor search for the direct benefit of the individual. It is improving the functioning of the company, its research performance and the rejection of perceived way of working ineffective. The analytical framework, such as Waner, focuses on deviance apprehended in the organization as undesirable. It is the transgression of the rules if the transgression of norms, conventions, routines and is considered negatively by the organization. The question of deviance refers here to those of discipline and indiscipline. In relation to this, a second vein development work on deviance, is the consideration of its positive aspects and the fact that it can be accepted, see aroused in the functioning of the organization. Deviance appears as an engine of progress and constant innovation ordinary. According to March (Loumana and March 1987, March 1991), beyond the decisions posted, the change in the organization is a chaotic phenomenon. It is carried by daily behavior of micro-decisions that deviate from rules and routines, and the consequences are more or less predictable and desired. Here, deviance is inherent in the functioning of the organisation and beyond, it is a vital component of its ordinary evolution.
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Modifié par lucile83 le 09-03-2013 22:15
Réponse: Correction /abnormality de gerondif, postée le 09-03-2013 à 22:40:58 (S | E)
Bonjour,
Un humain masculin sera représenté par le pronom personnel sujet he et le relatif who.
Un humain féminin sera représenté par le pronom personnel sujet she et le relatif who.
Un objet , une action, seront représentés par le pronom personnel sujet it et les relatifs which ou that.
Vous mélangez he et it,who et which, ce qui est surprenant comme niveau de faute quand on voit le sujet traité, sa complexité et en fait son extrême aridité pour un lecteur non bercé là-dedans.
In this way, the interest of the approaches centered on the object is to mark an inflection in the vision of the abnormality. Its negative attires are not systematic any more. The diverting behavior can have other projects that to strike a blow at individuals or at organisation. He(représente le behaviour vert, non?) can be even wished or aroused. It is in this context that Vardi and Wiener (1996) focus on organizational misbehaviour. They show that they can be explained by the combined influence of individual and organisational factors. The combination of factors related to the individual and others associated with the organization can place the player in a situation of deviance. They identify three types of organizational misbehaviour: for example, those who object to the search of a benefit to the individual. These types of behaviors appear in the organisation. They(il y a) are three types of targets: the work itself (trafficker numbers(sens?) or information); properties of the organization, its resources or symbols (by selling secrets to itself(qui est ce itself? oneself?) or using the company logos) and other members of the organization. Moreover(ne convient pas), those who object to the research of interest to the organizationThe victims of these behaviors are generally outside the company. For examples, they are customers or financial partners. The primary objective of deviance is to benefit the organization, such as (ne me parait pas convenir)falsifying documents to allow the company to take a market. And finally, those who object to the deterioration of equipment or premises. The targets here are internal and external. The aim is not to benefit an individual or business but to create a damage. The point which seems particularly interesting is the one concerning the misbehaviour of type O, the example often met on the ground is the one of the banking agent in a rural zone which (représente l'agent bancaire non?) explicitly has to take into account rules of the bank and which will be sanctioned if it is proved true that it breaks them but which so implicitly has to take into account the local context often marked by logics of notabilisation, friendly relations, family relations. The risk here is the one of a penalty by the bank or a break of these relations. There are five problems marking this type of situations of tension. For examples, issue of professional identity, it marks the situation, to determine its behavior, the individual identity refers to work different(adjectif ou adverbe?) from that defined by the working relationship that binds to the company, issue of economic efficiency (la phrase semble bien bancale). It represents the situation in which the individual is led to consider that the business rules are not effective economically. He transgresses to improve the work efficiency, social problems, its marks the situation in which the individual implicates the social impact of the activity of the company, Relational problems, it represents the situation in which links family(à l'envers), friends, relationship interfere with the professional relationship, problem of socialization in a professional group. It marks the situation in which, to follow the evolution of the employment relationship, the individual must move away from the traditional way of socialisation in a group or a production team. Issue of economic efficiency(vous devez traduire d'assez près un manuel avec des têtes de chapître sans verbes, mais présenté comme cela, en bloc compact, ses phrases sans verbe sonnent bizarre). It represents the situation in which the individual is led to consider that the business rules are not effective economically. It((l'individu??) breaks them to improve the efficiency of the work. Here, the issue of economic efficiency refers to the misbehavior of type O Weiner and Vardise (1996).
The purpose of deviance is neither damage nor search for the direct benefit of the individual. It is improving the functioning of the company, its research performance and the rejection of perceived way of working ineffective (ce ineffective me paraît mal placé). The analytical framework, such as("comme par exemple" me parâit inadéquat) Waner('s?), focuses on deviance apprehended in the organization as undesirable. It is the transgression of the rules if(il n'y a pas de verbe pour nourrir cette conditionnelle) the transgression of norms, conventions, routines and is considered negatively by the organization. The question of deviance refers here to those of discipline and indiscipline. In relation to this, a second vein development work on deviance, is the consideration of its positive aspects and the fact that it can be accepted, see aroused (traduction littérale type traducteur automatique: "voire mise en avant")in the functioning of the organization. Deviance appears as an engine of progress and constant innovation ordinary. According to March (Loumana and March 1987, March 1991), beyond the decisions posted, the change in the organization is a chaotic phenomenon. It is carried by daily behavior of micro-decisions that deviate from rules and routines, and the consequences are more or less predictable and desired. Here, deviance is inherent in the functioning of the organisation and beyond, it is a vital component of its ordinary evolution.
Je ne suis borné aux erreurs de grammaire , pour moi, certaines phrases n'ont pas de sens, on perd le fil en cours de route surtout s'il manque un verbe ou que vous avez voulu conserver le style elliptique du texte de départ.Sauter des lignes et mettre des paragraphes allégerait l'effort de lecture.
Réponse: Correction /abnormality de lavino, postée le 10-03-2013 à 18:11:46 (S | E)
Merci, je suis novice en anglais. Pouvez-vous m'aider à formuler mes phrases s'il vous plait. D'avance merci.
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