realign

简明释义

英[ˌriːəˈlaɪn]美[ˌriːəˈlaɪn]

vi. 重新排列；再结盟；改组；重组

第 三 人 称 单 数 r e a l i g n s

现 在 分 词 r e a l i g n i n g

过 去 式 r e a l i g n e d

过 去 分 词 r e a l i g n e d

英英释义

单词用法

同义词

反义词

例句

1.There are many simple things you can do to realign yourself with who you want to be, and indeed know you can be.

有许多简单的事情你可以做，从而使你成为你想要变成的人，并且你一定可以。

2.Regularly taking stock of how you're spending your time helps you realign your course back to a balanced approach.

定期审视时间的运用方式可以使各个行为重新调整到平衡的状态。

3.These various pieces realign notions of beauty and maturity by putting them into dialogue with memory and emotion.

在回忆和情感的语境中，这些各式各样的作品重新阐释了美丽与成熟的概念。

4.Cameron Moll encourages web designers to realign their website rather than redesign.

卡梅伦·莫尔鼓励网站设计重新调整他们的网站，而不是重新设计。

5.You'll have to realign your text columns.

你要调整你文章分栏的位置。

6.For example, the customer CEO's "realign product" message is an external-perceived expectation.

例如，客户CEO的“重新调整产品”信息是一个外部领会的期望。

7.After the merger, the two teams needed to realign their goals and objectives.

合并后，两支团队需要重新对齐他们的目标和目的。

8.To improve productivity, the manager decided to realign the workflow in the department.

为了提高生产力，经理决定重新调整部门的工作流程。

9.The teacher had to realign the curriculum to meet new educational standards.

老师不得不重新调整课程，以符合新的教育标准。

10.The project team will realign its priorities after receiving feedback from stakeholders.

项目团队将在收到利益相关者的反馈后重新调整其优先事项。

11.The company decided to realign its marketing strategy to better target younger consumers.

公司决定重新调整其市场营销策略，以更好地针对年轻消费者。

作文

In today's rapidly changing world, organizations often find it necessary to realign their goals and strategies to remain competitive. This process of realignment is not just about adjusting the business model; it involves a fundamental shift in how a company operates and interacts with its stakeholders. To realign effectively, leaders must first assess the current state of the organization and identify areas that require change. This may involve gathering feedback from employees, customers, and other stakeholders to understand their needs and expectations. Once the assessment is complete, the next step is to develop a clear vision for the future. This vision should be communicated throughout the organization to ensure that everyone understands the direction in which the company is heading. Effective communication is crucial during this phase, as it helps to build trust and buy-in from employees who may be resistant to change. After establishing a vision, organizations must then realign their resources to support this new direction. This could mean reallocating budgets, restructuring teams, or investing in new technologies. For example, a company that has traditionally focused on brick-and-mortar sales may need to realign its resources to enhance its online presence and improve digital marketing efforts. Moreover, realigning an organization often requires a cultural shift. Leaders must foster an environment that embraces change and encourages innovation. This may involve training programs, workshops, and team-building activities aimed at cultivating a culture of collaboration and adaptability. By empowering employees to take ownership of their roles and contribute to the organization's success, companies can create a more resilient workforce that is better equipped to navigate challenges. Another essential aspect of the realignment process is measuring progress. Organizations should establish key performance indicators (KPIs) to track the effectiveness of their realigned strategies. Regularly reviewing these metrics allows leaders to make data-driven decisions and adjust their approach as needed. In conclusion, the ability to realign an organization is crucial for long-term success. It involves a comprehensive approach that includes assessing the current state, communicating a clear vision, reallocating resources, fostering a supportive culture, and measuring progress. As the business landscape continues to evolve, those organizations that can successfully realign will be better positioned to thrive in the face of uncertainty. In essence, realignment is not just a reactive measure; it is a proactive strategy that enables organizations to anticipate changes and adapt accordingly. Ultimately, the goal of realignment is to create a more agile and resilient organization that can sustain growth and success over time.

在当今快速变化的世界中，组织常常发现有必要对其目标和战略进行重新调整以保持竞争力。这个重新调整的过程不仅仅是关于调整商业模式；它涉及到公司运营和与利益相关者互动的根本性转变。要有效地重新调整，领导者必须首先评估组织的当前状态，并确定需要改变的领域。这可能涉及收集员工、客户和其他利益相关者的反馈，以了解他们的需求和期望。一旦评估完成，下一步是制定清晰的未来愿景。这个愿景应该在整个组织中传达，以确保每个人都理解公司所朝的方向。在这一阶段，有效的沟通至关重要，因为它有助于建立信任并获得员工的支持，而员工可能会对变化产生抵触情绪。在建立愿景之后，组织必须将其资源进行重新调整以支持这一新方向。这可能意味着重新分配预算、重组团队或投资新技术。例如，一家传统上专注于实体销售的公司可能需要重新调整其资源，以增强其在线存在感并改善数字营销工作。此外，重新调整组织通常需要文化转变。领导者必须培养一种拥抱变化和鼓励创新的环境。这可能涉及培训项目、研讨会和团队建设活动，旨在培养协作和适应能力的文化。通过赋予员工对其角色的责任感并促使他们为组织的成功做出贡献，公司可以创造出更具韧性的劳动力，更好地应对挑战。重新调整过程的另一个重要方面是衡量进展。组织应建立关键绩效指标（KPI）来跟踪重新调整策略的有效性。定期审查这些指标使领导者能够做出基于数据的决策，并根据需要调整他们的方法。总之，重新调整组织的能力对于长期成功至关重要。它涉及一种全面的方法，包括评估当前状态、传达清晰愿景、重新分配资源、培养支持文化和衡量进展。随着商业环境的不断演变，那些能够成功重新调整的组织将更能适应不确定性。实际上，重新调整不仅仅是一种被动的措施；它是一种主动的战略，使组织能够预见变化并相应地做出调整。最终，重新调整的目标是创造一个更加灵活和有韧性的组织，从而能够持续增长和成功。