blamable

简明释义

英[ˈbleɪməbl]美[ˈbleɪməbəl]

adj. 可责备的；有过失的

英英释义

单词用法

同义词

反义词

例句

1.An exaggeration is a blood relation to falsehood and nearly as blamable.

夸张是谎言的血亲，应同样受到责备。

2.None of the desires dictated by vanity is more general, or less blamable, than that of being distinguished for the arts of conversation.

虚荣心使人生出种种愿望，其中最普通，亦或最少受非议的，莫过于希望能以谈话艺术博得他人刮目相看。

3.None of the desires dictated by vanity is more general, or blamable, than that of being distinguished for the arts of conversation.

虚荣心使人生出种种愿望，其中最普通，或者最少受非议的，莫过于希望能以谈话艺术博得他人刮目相看。

4.An exaggeration is a blood relation to falsehood and blamable.

夸张是谎言的血亲，应同样受到责备。

5.But their circumscribed souls think: "Blamable is all great existence."

但是他们的褊狭的灵魂想：“一切伟大的生存是有罪的。”

6.But their circumscribed souls think Blamable is all great existence.

但是他们的褊狭的灵魂想：“一切伟大的生存是有罪的。”

7.None of the desires dictated by vanity is more general, or less blamable, than that of being distinguished for the arts of conversation.

虚荣心使人生出种种愿望，其中最普通，亦或最少受非议的，莫过于希望能以谈话艺术博得他人刮目相看。

8.The manager said that the project's failure was not entirely blamable on the team, as external factors played a significant role.

经理说这个项目的失败并不完全可责怪于团队，因为外部因素也起了重要作用。

9.During the meeting, it became clear that some of the delays were blamable on miscommunication.

在会议期间，很明显一些延误是由于沟通不畅而可责怪的。

10.In the incident report, it was determined that the equipment malfunction was blamable on poor maintenance.

在事故报告中，设备故障被确定为可责怪于维护不善。

11.The report highlighted several blamable factors that contributed to the financial crisis.

报告强调了几个导致金融危机的可责怪的因素。

12.The teacher explained that while mistakes were made, they were not all blamable on the students.

老师解释说，虽然犯了错误，但这些错误并不全是可责怪于学生的。

作文

In today's society, the concept of responsibility is often intertwined with the idea of blame. When something goes wrong, people are quick to look for someone to hold accountable. This tendency can lead to a culture where individuals feel that they are under constant scrutiny, and any mistake they make is deemed as blamable (可责备的). However, it is essential to understand that not every error should result in blame. Take, for instance, a workplace scenario. Imagine a team project where a deadline is missed. The immediate reaction might be to point fingers at the team members involved, labeling them as blamable (可责备的) for the failure. Yet, upon closer examination, one might find that the project was hindered by unforeseen circumstances, such as a sudden change in client requirements or a lack of resources. In this case, placing blame solely on individuals does not address the root cause of the problem. Moreover, the culture of blaming can stifle creativity and innovation. When employees fear being labeled as blamable (可责备的), they may hesitate to take risks or propose new ideas. This fear can ultimately hinder progress and growth within an organization. Instead of fostering an environment where mistakes are viewed as opportunities for learning, a blame culture promotes a sense of dread and defensiveness. It is crucial to shift our perspective from blame to accountability. Accountability means recognizing one's role in a situation without necessarily assigning blame. For example, in the earlier mentioned project, instead of labeling certain team members as blamable (可责备的), the team could assess what went wrong collectively and devise strategies to prevent similar issues in the future. This approach encourages open communication and collaboration, leading to more effective problem-solving. Additionally, it is important to remember that everyone makes mistakes. When we acknowledge that errors are a natural part of the human experience, we can cultivate a more forgiving and understanding environment. By reframing our mindset, we can see mistakes as valuable learning experiences rather than opportunities to label someone as blamable (可责备的). This shift can have profound effects not only in the workplace but also in our personal lives. In conclusion, while the instinct to assign blame is a common human reaction, it is vital to recognize the limitations of this approach. Labeling individuals as blamable (可责备的) does not lead to constructive outcomes; rather, it creates a cycle of fear and defensiveness. By fostering a culture of accountability and understanding, we can encourage growth, innovation, and resilience. Let us strive to create environments—whether at work, in our communities, or at home—where mistakes are seen as opportunities for improvement rather than occasions for blame.

在当今社会，责任的概念常常与指责的想法交织在一起。当事情出错时，人们很快就会寻找可以追究责任的人。这种倾向可能导致一种文化，在这种文化中，个人感到自己受到持续的审视，任何错误都被视为可责备的。然而，理解并非每一个错误都应该导致指责是至关重要的。以工作场所的场景为例。想象一下一个团队项目，其中一个截止日期被错过了。立即的反应可能是指责参与的团队成员，将他们标记为可责备的。然而，经过仔细检查，人们可能会发现该项目受到不可预见情况的影响，例如客户要求的突然变化或资源的缺乏。在这种情况下，仅仅将责任归咎于个人并没有解决问题的根本原因。此外，指责的文化可能会扼杀创造力和创新。当员工害怕被标记为可责备的时，他们可能会犹豫不决，不敢冒险或提出新想法。这种恐惧最终可能会阻碍组织的进步和发展。相反，如果营造一个将错误视为学习机会的环境，指责文化则促进了一种恐惧和防御的心态。将我们的观点从指责转向问责是至关重要的。问责意味着认识到自己在某种情况下的角色，而不一定要分配责任。例如，在前面提到的项目中，团队可以共同评估出了什么问题，而不是将某些团队成员标记为可责备的，并制定策略以防止类似的问题在未来发生。这种方法鼓励开放的沟通与合作，从而导致更有效的问题解决。此外，重要的是要记住，每个人都会犯错。当我们承认错误是人类经历的自然部分时，我们可以培养出一种更宽容和理解的环境。通过重新调整我们的思维方式，我们可以将错误视为宝贵的学习经验，而不是将某人标记为可责备的的机会。这种转变不仅可以在工作场所产生深远的影响，也可以在我们的个人生活中产生影响。总之，虽然将责任归咎于他人的本能反应是人之常情，但认识到这种方法的局限性是至关重要的。将个人标记为可责备的并不会带来建设性的结果；相反，它创造了一种恐惧和防御的循环。通过培养问责和理解的文化，我们可以鼓励成长、创新和韧性。让我们努力创造一个环境——无论是在工作、社区还是家庭中——将错误视为改进的机会，而不是指责的理由。