officiously

简明释义

英[əˈfɪʃəsli]美[əˈfɪʃəsli]

adv. 过分殷勤地；非官方地

英英释义

单词用法

同义词

反义词

例句

1.I will never act officiously or permit personal feelings, prejudices, animosities, or friendships to influence my decisions.

我决不能意气用事或任由我个人的感情、偏见、敌意和友情来影响我的决定。

2.I will never act officiously or permit personal feelings, prejudices, animosities, or friendships to influence my decisions.

我决不能意气用事或任由我个人的感情、偏见、敌意和友情来影响我的决定。

3.'You can't park here,' he said officiously.

“此处不准停车。”他装腔作势地说。

4.Corporal Williams officiously ordered them out.

一等兵威廉斯越俎代庖命令他们出去。

5.To interfere in the affairs of others, often officiously; meddle.

干预干涉他人事务，通常是官方的；

6.The security guard officiously 多管闲事地 checked our bags at the entrance, making everyone feel uncomfortable.

保安在入口处多管闲事地检查我们的包，让每个人都感到不舒服。

7.She advised him officiously 多管闲事地 on how to manage his finances, even though he never asked for her opinion.

她多管闲事地给他建议如何管理财务，尽管他从未请求过她的意见。

8.He officiously 自作主张地 took charge of the project without consulting anyone else.

他自作主张地接管了这个项目，没有咨询其他人。

9.The waiter approached our table officiously 过于热心地, interrupting our conversation to ask if everything was okay.

服务员过于热心地走到我们桌前，打断我们的谈话询问一切是否还好。

10.During the meeting, she officiously 多嘴地 corrected her colleagues, even when they were not wrong.

在会议中，她多嘴地纠正同事，即使他们并没有错。

作文

In a bustling office environment, the dynamics between employees can often be influenced by various personalities. One particular type of behavior that stands out is when someone acts officiously, which means to assert authority in an annoyingly domineering way. This behavior can create a tense atmosphere and lead to misunderstandings among colleagues. For instance, imagine a scenario where a new employee joins the team. Instead of welcoming them and offering assistance in a friendly manner, an existing member might approach them officiously, insisting on how things should be done without allowing the newcomer to express their thoughts or ask questions. This not only undermines the new employee’s confidence but also stifles creativity and collaboration within the team.Furthermore, the repercussions of acting officiously extend beyond individual interactions. When a leader or manager exhibits this behavior, it can set a tone for the entire workplace culture. Employees may feel intimidated and less inclined to share their ideas or feedback, fearing that they will be met with dismissiveness or overbearing control. In contrast, a supportive environment, where individuals are encouraged to communicate openly, fosters innovation and team spirit.Moreover, the impact of officiously acting individuals can be detrimental to productivity. When the focus shifts from teamwork to power struggles, essential tasks may be delayed or neglected. For example, if a project manager insists on micromanaging every aspect of a project officiously, team members may become frustrated and disengaged. They might feel that their expertise is undervalued, leading to a decrease in morale and overall performance.To combat officiousness, it is crucial for organizations to promote a culture of respect and collaboration. Training sessions that emphasize effective communication and leadership skills can help employees understand the importance of being approachable rather than domineering. Encouraging feedback and creating platforms for open discussions can mitigate the negative effects of officiously behavior.In conclusion, while some individuals may believe that acting officiously demonstrates authority and control, it often has the opposite effect. It creates barriers, fosters resentment, and ultimately hinders the success of teams and organizations. By recognizing and addressing this behavior, workplaces can cultivate a more positive and productive environment, where every member feels valued and empowered to contribute.

在一个繁忙的办公室环境中，员工之间的动态常常受到各种个性的影响。有一种特别突出的行为是当某人表现得过于热心（officiously），这意味着以令人恼火的专横方式主张权威。这种行为会创造出紧张的氛围，并导致同事之间的误解。例如，想象一个场景，一个新员工加入团队。一个现有成员可能不是以友好的方式欢迎他们并提供帮助，而是过于热心（officiously）地接近他们，坚决坚持事情应该如何做，而不允许新来者表达自己的想法或提出问题。这不仅削弱了新员工的信心，而且还抑制了团队内部的创造力和合作。此外，表现出过于热心（officiously）行为的后果超出了个人互动。当领导者或经理表现出这种行为时，它可以为整个工作场所文化设定基调。员工可能会感到害怕，并且不太愿意分享他们的想法或反馈，担心他们会遭遇冷漠或过度控制。相反，一个支持性的环境，在这里个人被鼓励公开沟通，可以促进创新和团队精神。此外，过于热心（officiously）行为的影响可能对生产力造成损害。当重点从团队合作转移到权力斗争时，重要任务可能会被延迟或忽视。例如，如果项目经理过于热心（officiously）地坚持微观管理项目的每一个方面，团队成员可能会感到沮丧和失去参与感。他们可能会觉得自己的专业知识被低估，从而导致士气和整体表现的下降。为了应对过于热心（officiously）行为，组织必须促进尊重与合作的文化。强调有效沟通和领导技能的培训课程可以帮助员工理解以可接近的方式而非专横的方式行事的重要性。鼓励反馈并创建开放讨论的平台可以减轻过于热心（officiously）行为的负面影响。总之，虽然一些人可能认为表现得过于热心（officiously）展示了权威和控制，但它往往产生相反的效果。它创造了障碍，滋生怨恨，并最终妨碍团队和组织的成功。通过识别和解决这种行为，工作场所可以培养一个更积极和高效的环境，使每个成员都感到被重视并有能力作出贡献。