paternalistic

简明释义

英[pəˌtɜːnəˈlɪstɪk]美[pəˌtɜːrnəˈlɪstɪk]

adj. 家长式作风的

英英释义

单词用法

同义词

反义词

例句

1.It's clear that bad information propagates easily through these systems - especially given some Americans' anti-paternalistic proclivities - but they can also be used to send out critical messages.

很明显，不好的信息很容易通过这些系统宣传，特别是一些美国人的反家长式的倾向，但是他们也可以用来发出批评的信息。

2.Many find this prohibition of an individual's right to die paternalistic.

许多人认为这种禁止个人生死权利的做法是家长作风。

3.Paternalistic Leadership can obviously predict the employee's supervisory trust, and the three element have distinct impact on the two level of supervisory trust from eachother.

家长式领导对员工的主管信任有显著的预测效果，但各个维度间的影响机制不同。

4.It would be paternalistic but Kohl's argument is that if you really care about somebody, you can't just stand by and ignore the hazards.

这会变得像家长式的作风，但科尔的论点是,如果你真的关心一个人，你不能袖手旁观。

5.The opening school's affairs to public is once profound reform and change, which is to aim at long-term formative close paternalistic administrant system in primary school.

实行校务公开是对小学长期以来形成的封闭式和家长式管理体制的一次深刻变革。

6.Many men still feel paternalistic about the women they love, so they lie to spare them worry.

很多男人对他们爱的女人就像父母对孩子一样，他们选择欺骗就是为了不让她们担心。

7.Women doctors, according to physician-writer Perri Klass, are less paternalistic than their male counterparts and "better at listening."

女性医生，医学作家Perri Klas称她们比男性同行具有较少的家长式作风而且“更专注的聆听”。

8.Yet necessary public-health interventions are by nature paternalistic: think fluoridation of municipal water supplies, compulsory vaccinations and mandatory reporting of communicable diseases.

必要的公共卫生干预本质上就是家长式的：比如市政供水加氟处理、强制接种疫苗和法定传染病报告机制。

9.The coach's paternalistic style sometimes stifled the players' creativity.

教练的家长式风格有时抑制了球员的创造力。

10.The company's management adopted a paternalistic approach, believing they knew what was best for their employees.

公司的管理层采取了家长式的方式，认为他们知道员工最需要什么。

11.In a paternalistic society, the leaders often make decisions without consulting the people.

在一个家长式的社会中，领导者通常在没有咨询人民的情况下做出决定。

12.His paternalistic attitude made it difficult for his team members to express their own ideas.

他那种家长式的态度使得团队成员很难表达自己的想法。

13.Some argue that a paternalistic government can provide better welfare services for its citizens.

有人认为一个家长式的政府可以为公民提供更好的福利服务。

作文

In today's world, the concept of leadership is often debated and analyzed from various perspectives. One such perspective is the idea of a paternalistic approach to leadership. This term, which derives from the Latin word 'pater' meaning father, refers to a style of governance or management where authority figures take on a fatherly role, making decisions for others with the intention of protecting and guiding them. While this approach can have its advantages, it also raises significant questions about autonomy and empowerment.A paternalistic leader often believes that they know what is best for their subordinates or community. This can manifest in various ways, such as making decisions without consulting those affected, implementing policies that prioritize safety over individual choice, or providing resources and support while simultaneously limiting personal freedom. For example, in a workplace setting, a paternalistic manager might dictate working hours and tasks, believing that this structure will enhance productivity and job satisfaction. However, this can lead to resentment among employees who feel their autonomy is being undermined.One of the main arguments in favor of a paternalistic approach is that it can create a sense of security. Employees may feel more supported when they have clear guidelines and a leader who takes an active interest in their well-being. In some cases, particularly in high-stress environments, a paternalistic style can foster loyalty and stability, as individuals may appreciate a leader who appears to care for their interests. Nevertheless, this perceived care can sometimes mask a lack of genuine respect for individual capabilities and desires.On the other hand, critics of paternalistic leadership argue that it can stifle creativity and innovation. When leaders make decisions without input from their team, they may overlook valuable insights and ideas that could improve outcomes. Furthermore, this approach can create a culture of dependency, where individuals rely on their leaders for direction rather than developing their own decision-making skills. This can be particularly detrimental in fast-paced industries where adaptability and quick thinking are essential.Moreover, the paternalistic model may not be suitable for all cultural contexts. In societies that value individualism and self-determination, a paternalistic approach may be met with resistance and pushback. People in these cultures often prefer collaborative decision-making processes that empower them to take ownership of their roles and responsibilities. Therefore, leaders must be aware of the cultural dynamics at play when adopting any leadership style, including paternalistic practices.In conclusion, while a paternalistic approach to leadership can provide certain benefits, such as security and support, it is essential to balance this with the need for autonomy and empowerment. Leaders should strive to create an environment where individuals feel valued and heard, encouraging participation and collaboration. Ultimately, the most effective leadership styles will adapt to the needs of their teams and foster an atmosphere of mutual respect and understanding, moving beyond the confines of paternalistic tendencies to embrace a more inclusive and empowering approach.

在当今世界，领导力的概念常常从不同的角度进行辩论和分析。其中一个角度是父权主义领导风格的理念。这个术语源于拉丁词“pater”，意为父亲，指的是一种治理或管理风格，在这种风格中，权威人物承担起父亲的角色，为他人做出决策，旨在保护和引导他们。虽然这种方法可能有其优点，但也引发了关于自主性和赋权的重要问题。父权主义领导者通常相信，他们知道什么对下属或社区最好。这可以通过多种方式表现出来，例如在未咨询受影响者的情况下做出决策，实施优先考虑安全而非个人选择的政策，或者在限制个人自由的同时提供资源和支持。例如，在工作场所环境中，一位父权主义经理可能会规定工作时间和任务，认为这种结构将提高生产力和工作满意度。然而，这可能导致员工的不满，因为他们感到自己的自主权受到削弱。支持父权主义方法的主要论点之一是，它可以创造一种安全感。当员工有明确的指导方针和一个积极关心他们福祉的领导者时，他们可能会感到更加支持。在某些情况下，特别是在高压环境中，父权主义风格可以培养忠诚和稳定，因为个人可能会欣赏一个看似关心他们利益的领导者。然而，这种感知的关心有时可能掩盖了对个人能力和愿望缺乏真正的尊重。另一方面，父权主义领导的批评者认为，这种方式可能会抑制创造力和创新。当领导者在没有团队输入的情况下做出决策时，他们可能会忽视改善结果的宝贵见解和想法。此外，这种方法可能会创造一种依赖文化，个人依赖领导者的方向，而不是发展自己的决策能力。这在快速变化的行业中尤其有害，因为适应性和迅速反应至关重要。此外，父权主义模式可能并不适合所有文化背景。在重视个人主义和自我决定的社会中，父权主义方法可能会遭遇抵制和反击。这些文化中的人们往往更喜欢能够使他们拥有自己角色和责任的协作决策过程。因此，领导者在采用任何领导风格时，包括父权主义实践，必须意识到文化动态的影响。总之，尽管父权主义领导方法可以提供某些好处，例如安全感和支持，但平衡自主权和赋权的需求至关重要。领导者应努力创造一个让个人感到被重视和倾听的环境，鼓励参与和合作。最终，最有效的领导风格将根据团队的需求进行调整，并营造相互尊重和理解的氛围，超越父权主义倾向，拥抱更具包容性和赋权的方法。