unwillingness

简明释义

英[ʌnˈwɪlɪŋnəs]美[ʌnˈwɪlɪŋnəs]

n. 不愿意；不情愿

英英释义

单词用法

同义词

反义词

例句

1.Rich countries, especially America, focused on China's unwillingness to allow the yuan to rise (see article).

富裕国家尤其是美国的注意力集中在中国不愿让人民币升值上(参见文章)。

2.The inability or unwillingness of human beings to follow rules or be content with their guidance is not a weakness but a strength.

人类无法或不愿遵从规定或满足于他们所得到的指示，这并非弱点，而是长处。

3.People's unwillingness to borrow bodes ill for short-term demand.

人们不愿意借贷使得短期需求前景不妙。

4.Until now, a major part of the problem was countries' unwillingness to cooperate.

而直到现在，主要的困难就在于各国不愿意共同合作。

5.Ostrich as a symbol suggest denial and your unwillingness to accept a situation.

鸵鸟作为一种符号意味着你否定以及不愿意接受这种状况。

6.social withdrawal, unwillingness to participate in school or Family Activities

不合群，不愿意参加学校或家庭活动

7.Men's immature indecisiveness and unwillingness to commit have left women making the decisions and issuing a lot of ultimatums.

男人的不成熟，不果断和不愿意做出承诺使得女人不得不当机立断并发出一众最后通牒。

8.The credit expired last year, as it often does, a victim of Congress 'unwillingness to account for its long-term cost.

就像往常一样，去年到期的税收减免，成为了国会不愿意为其长期成本负责的牺牲品。

9.The credit expired last year, as it often does, a victim of Congress’ unwillingness to account for its long-term cost.

该项抵免于去年到期，原因很简单，国会不愿意为其长期成本埋单。

10.Their unwillingness to collaborate led to missed opportunities.

他们的不愿意合作导致了错失机会。

11.Her unwillingness to compromise made the negotiation difficult.

她的不愿意妥协使得谈判变得困难。

12.The team's unwillingness to adapt to new strategies resulted in poor performance.

团队的不愿意适应新策略导致了表现不佳。

13.The student's unwillingness to participate in class discussions affected his grades.

学生在课堂讨论中的不愿意参与影响了他的成绩。

14.His unwillingness to accept feedback hindered his professional growth.

他对反馈的不愿意接受阻碍了他的职业成长。

作文

In today's fast-paced world, the concept of change is often met with resistance. Many individuals exhibit a certain level of unwillingness (不愿意) to adapt to new situations or embrace new ideas. This unwillingness (不愿意) can stem from various sources, including fear of the unknown, comfort in routine, and a lack of understanding about the benefits of change.For instance, consider the workplace environment. Organizations frequently implement new technologies or processes to improve efficiency. However, employees may demonstrate a significant unwillingness (不愿意) to adopt these changes. This resistance can be attributed to a fear that their current skills may become obsolete or that they will not be able to keep up with the new demands. As a result, this unwillingness (不愿意) can hinder both personal and organizational growth.Moreover, in personal relationships, unwillingness (不愿意) can also pose challenges. For example, when one partner suggests trying a new activity or changing a routine, the other may respond with resistance. This unwillingness (不愿意) to explore new experiences can lead to stagnation in the relationship, preventing it from evolving and deepening. It is essential for individuals to recognize that change can bring about positive outcomes, and overcoming this unwillingness (不愿意) is crucial for personal development.The impact of unwillingness (不愿意) is not limited to individual scenarios; it can also have broader societal implications. When communities face issues such as climate change, there is often a collective unwillingness (不愿意) to alter long-standing habits. This may manifest in resistance to adopting sustainable practices or supporting policies aimed at environmental protection. The unwillingness (不愿意) to change behaviors can exacerbate existing problems, making it imperative for leaders and educators to address these attitudes.To combat unwillingness (不愿意), it is vital to foster an open-minded culture that encourages dialogue and education. By providing information about the benefits of change and creating a safe space for individuals to express their fears, we can help reduce the unwillingness (不愿意) that often accompanies new initiatives. Workshops, seminars, and team-building activities can serve as effective platforms to engage individuals and help them understand the importance of adaptability.In conclusion, unwillingness (不愿意) is a natural human response to change, but it is essential to recognize its potential consequences. Whether in the workplace, personal relationships, or society at large, this resistance can stifle growth and progress. By actively addressing the roots of unwillingness (不愿意) and promoting a culture of openness and adaptability, we can pave the way for a more dynamic and responsive future. Embracing change is not merely about accepting new ideas; it is about recognizing the opportunities that come with them and being willing to step out of our comfort zones for the sake of growth and improvement.

在当今快节奏的世界中，变化的概念常常会遭遇抵制。许多人表现出一定程度的不愿意去适应新情况或接受新想法。这种不愿意可能源于多种因素，包括对未知的恐惧、对常规的舒适感以及对变化益处缺乏理解。例如，考虑工作场所环境。组织经常实施新技术或流程以提高效率。然而，员工可能表现出显著的不愿意去采用这些变化。这种抵制可以归因于对自己当前技能可能变得过时的恐惧，或者对无法跟上新要求的担忧。因此，这种不愿意可能会阻碍个人和组织的成长。此外，在个人关系中，不愿意也可能带来挑战。例如，当一方建议尝试新活动或改变日常时，另一方可能会以抵制回应。这种不愿意去探索新体验可能导致关系停滞，阻止其发展和加深。个人认识到变化可以带来积极结果，并克服这种不愿意对于个人发展至关重要。不愿意的影响不仅限于个人场景；它还可能对更广泛的社会产生影响。当社区面临气候变化等问题时，往往会出现集体的不愿意去改变长期习惯。这可能表现为对采用可持续实践或支持旨在保护环境的政策的抵制。对行为改变的不愿意可能会加剧现有问题，因此领导者和教育者必须解决这些态度。为了解决不愿意的问题，培养鼓励对话和教育的开放文化至关重要。通过提供有关变化益处的信息并创造一个安全的空间让个人表达他们的恐惧，我们可以帮助减少通常伴随新倡议而来的不愿意。研讨会、讲座和团队建设活动可以作为有效的平台来吸引个人，帮助他们理解适应性的重要性。总之，不愿意是对变化的自然人类反应，但认识到其潜在后果至关重要。无论是在工作场所、个人关系还是更广泛的社会中，这种抵制都可能抑制增长和进步。通过积极应对不愿意的根源并促进开放和适应性的文化，我们可以为一个更加动态和响应迅速的未来铺平道路。接受变化不仅仅是接受新想法；而是要认识到与之相关的机会，并愿意走出我们的舒适区，以追求成长和改善。