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1.
根据新时代新工科人才需求特点和电工学课程特点,分析非电专业学生的电类实践需求,提出构建电工学课程为核心的电工电子实践创新能力培养新体系。通过优化教学内容、开展教学模式和考核模式改革、构建教学资源体系和进行教师队伍建设,使我校电工学课程教学质量提升、学生工程实践和创新能力提高、学生满意度增加、一流课程建设成效显著。  相似文献   
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The Fourth Industrial Revolution – also known as Industry 4.0 (i4.0) – comprises the digitalisation of the industrial sector. This paper uses the theoretical lens of supply chain innovation (SCI) to investigate the implications of i4.0 on supply chain management. For these purposes, the method of structured content analysis is applied to more than 200 use cases of i4.0-enabled SCI introduced by both established and startup companies. i4.0-enabled SCI manifests along three dimensions: process, technology, and business architecture. The key findings of this study can be summarised as follows: first, i4.0-enabled SCI extends the initial focus on productivity improvements in SC processes towards scalability and flexibility. Second, extant i4.0 solutions rely mostly on analytics and smart things while omitting smart people technology and the human-centric approach associated with the i4.0 paradigm. Third, established companies adopt i4.0 merely to sustain their existing business architectures while startup companies radically change their operating models, relying heavily on data analytics and the platform economy. Consequently, established companies pursue a problem-driven, engineering-based approach to SCI while startup companies follow an ‘asset-light’, business-driven approach. Lastly, there are two distinct approaches to digitalising operational SC processes: platform-based crowdsourcing of standard processes and on-demand provision of customised services.  相似文献   
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This article reviews the four innovation governance approaches (the precautionary principle, responsible innovation, permissionless innovation, and the innovation principle), including definitions, important attributes, and weaknesses found in each approach, and when utilizing an affinity diagram as a tool of analysis, identifies their distinctive characteristics and common relationships. A discussion section summarizes the paper’s findings and offers insights into where there is common relationships for further possible convergence between two innovation governance approaches – responsible innovation and permissionless innovation – that conceptually share substantially more in common than they contrast with each other. For addressing this challenge, the study recommends the following policy proposals: embrace artificial intelligence/machine learning/data analytics for risk management and regulatory adaptability; consider “soft law”as an option to public regulation; and substitute corporate citizenship for corporate social responsibility.  相似文献   
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以可编程控制器课程为例,介绍"任务驱动"教学法在教学过程中的具体应用,并探讨了实施过程中存在的问题与解决方法。  相似文献   
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四级蒸馏在常减压装置扩能改造中的应用   总被引:1,自引:0,他引:1  
张革松 《石油化工设计》2006,23(1):40-42,49
四级蒸馏工艺在镇海炼化第二套常减压装置扩能改造中得以成功应用,为新工艺在常减压装置扩能改造中的推广应用提供了可靠的经验。  相似文献   
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This article proposes a model of the ways in which dyadic interactions between employees who occupy 1 of 4 archetypal social roles in organizations can lead to either episodic or institutionalized patterns of victimization. The model shows how the occurrence of victimization involving these 4 role types is influenced by organizational variables such as power differences, culture, and access to social capital. The model integrates behavioral and social structural antecedents of victimization to develop a relational perspective on the dynamics of harmful behavior in the workplace. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
9.
The present empirical investigation had a 3-fold purpose: (a) to cross-validate L. R. Offermann, J. K. Kennedy, and P. W. Wirtz's (1994) scale of Implicit Leadership Theories (ILTs) in several organizational settings and to further provide a shorter scale of ILTs in organizations; (b) to assess the generalizability of ILTs across different employee groups, and (c) to evaluate ILTs' change over time. Two independent samples were used for the scale validation (N1 = 500 and N2 = 439). A 6-factor structure (Sensitivity, Intelligence, Dedication, Dynamism, Tyranny, and Masculinity) was found to most accurately represent ELTs in organizational settings. Regarding the generalizability of ILTs, although the 6-factor structure was consistent across different employee groups, there was only partial support for total factorial invariance. Finally, evaluation of gamma, beta, and alpha change provided support for ILTs' stability over time. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   
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