100,000 urgent, which big brother and sister can provide a few references about corporate cohesion!!

Housing architecture, foundation engineering, construction technology, construction organization and management, project budget, three major mechanics, building structure, seismic structure, building electrical, housing sanitation equipment, construction machinery, building materials, architectural drawing, etc., are the scope of industrial and civil construction majors, you can look for references according to your own needs, directly enter the range, search on the Internet, there are many majors**, a lot of information, but you need to distinguish your own good and withered!!

What are you doing? Too much!

The specialized courses are: Reinforced Concrete, Structural Mechanics. Non-professional courses but must look at: construction organization, construction technology.

Wait a minute!

Author; Title of the book: Title of the article; Publisher Newspaper name; Year of publication, year of newspaper, period.

1.It's deep red; digital film and television post-synthesis technology and its application; Television Technology; Issue 8, 2002.

2.CAO Chengjin; On the application prospect of digital film and television post-production technology; "The Teacher"; Issue 20, 2014.

3.HE Xiangyu; Digital Film and Television Post-Production Technology Prospects**; "Imaging Technology"; Issue 1, 2013.

4.Yin Linlin, Zhang Xiaoli; On the application and development of special effects in film and television post-production; Heilongjiang Science and Technology Information, No. 28, 2010.

5.Li Quan, Liu Yunhua; Film and television post-compositing software in 2D animation production; Computer CD-ROM Software and Applications, No. 13, 2013.

6.Li Jing, Cao Weibing; the application of nonlinear software in film and television post-compositing production; Times Report (Academic Edition), No. 11, 2012.

7.Li Quan, Liu Yunhua; **Three-dimensional embodiment of flat images in film and television post-compositing; Science and Technology Square, No. 11, 2010.

8.ZHU Yuan; **Film and television post-production technology; Modern Communication, No. 10, 2010.

9.XU Shenghua; **Digital film and television post-production and special effects synthesis production; Science Advisory, No. 7, 2011.

10.WANG Yichun; Several techniques for color adjustment in the post-production of film and television; Journal of Jilin University of the Arts, No. 3, 2011.

11.Wu Qiong, Liu Aiqing; **Transition skills for film and television post-editing; China Science and Technology Expo, No. 34, 2011.

12.Meng Yao; the important role of film and television post-production and synthesis of special effects; "School Park" 2013 Issue 32.

13.ZONG Rui; **Film and television post-editing control; Computer Disc Software and Applications, No. 15, 2010.

14.LI Jiyang; color analysis in the synthesis of special effects in film and television post-production; Shenzhou (First Edition), Issue 11, 2013.

It's not too difficult, I'll give you a little guidance.

FYI.

I rarely write about this myself.

1. There are some things to think about.

Leader Front. Although you have to listen to the leader's assignment, there are some things that the secretary wants to be in front of the leader and be a good leader and staff officer. By doing so, the leader will feel that you are a good secretary.

2. The work assigned by the leader should be submitted in advance.

For example, when writing materials and conducting investigations, we must strive to complete them a little ahead of schedule according to the requirements of the leaders, and greet the leaders in advance for tasks that cannot be completed according to the requirements, so that the leaders can make arrangements in advance so as not to be passive.

3. Pay attention to confidentiality.

Secretaries and staff members who work beside the leaders know a lot of confidential things, some of which they know earlier than the rest of the masses, so they must pay attention to secrecy and must not talk nonsense in order to show their superiority. A secretary who leaks secrets is incompetent and will cause trouble for the leadership.

4. Responsible for the communication between leaders and others.

When there is a contradiction between the leader and another leader or other people, the secretary should not add fuel to the fire in front of the leader, but should do the leader's ideological work, make it discouraged, and communicate with others for the leader, so that the contradiction can be eliminated as soon as possible, and others will think that the secretary's actions are instructed by his leader.

5. Provide more information to the leaders at ordinary times.

The leader is busy, and some materials are not taken care of, so the secretary should provide the relevant information to the leader in a timely manner, which will have reference value for his decision-making.

6. Be good at listening to the opinions of leaders.

We should listen carefully to the criticisms or demands of the leaders, and do not turn the other cheeks with the leaders because of trivial matters. If you have different opinions, you can communicate with the leader slowly.

7. Don't easily say goodbye in front of the leader.

If you look at the wrong person, the leader will complain about the secretary from the heart. It is best to only talk about certain work with the leader, and not to do that kind of thing that discusses right and wrong.

8. Do not put forward excessively high requirements to the leader that are beneficial to yourself.

For example, the agency wants to divide the house, and the secretary already has a good house and wants one. This kind of thing will make it difficult for the leader. If you can't do it, the leader will think that you are not satisfied in the future, and even if it is done, the impact will not be good.

9. Go to the masses.

Listen to the opinions and opinions of the masses on some things so that they can be provided to the leadership. Secretaries can reflect the demands of the masses in a timely manner, so that the leaders will not detach themselves from the masses, and the masses will be extremely satisfied with the secretary's method of reflecting the feelings of the masses.

10. Care about the life of leaders.

Often work next to the leader, and take care of the leader's diet, work and rest time, and physical health, which not only reflects the care for the leader, but also reflects the feelings of colleagues.

Annotation is to explain the words, phrases, and sentences in the article, so that others can understand and read them; The reference is the sentence of the branch in your article, the paragraph, etc. from ** or which book is the ode to the journey, which should be marked at the end.

The so-called team spirit is simply a sense of bureau, a spirit of cooperation, a spirit of service, a collective team spirit, the basis of respect for interests, nuclear cooperation, a high realm, all members of the force, cohesion, reflecting the interests of the body, and the overall interests go hand in hand, to ensure the efficient operation of the organization, swaying, performance, to ensure that the staff complete the task together, the goal is clear, the willingness to cooperate is to produce real internal force.

Talent input cost refers to the sum of labor costs, training expenses and other costs paid by the company during the growth period of talents. Generally speaking, during the talent growth period, enterprises should make appropriate cost investment in talents to cultivate skills to adapt to the development of enterprises, and the direct return of talents to enterprises is small at this time, and if the loss of talent contribution time is shorter than the enterprise training period, it will cause losses to enterprises.

Second, the replacement cost of talent has increased. It mainly includes new employee recruitment costs, training costs, internship fees, etc. At the same time, production downtime or loss of efficiency due to the loss of talent is also a significant loss.

Fortune magazine in the United States has found that after an employee leaves, from finding a new person to getting started smoothly, the replacement cost alone is as high as twice the salary of the departing employee, and if it is a manager, the cost is even higher.

The third is the loss of intangible assets. For example, technicians take away core technology, and salespeople take away customers.

The loss of management personnel brings management problems to the enterprise, etc., which cause huge losses to the enterprise, and may even make the enterprise go to a dead end. One of TJ's subsidiaries is due to the serious loss of management talents, resulting in difficulties in arranging project management personnel, which seriously affects management efficiency and increases management costs.

Fourth, the psychological impact of employees. Many of the talents lost by the enterprise are the technical and management backbone or spiritual pillars within the organization, and their departure will cast a psychological shadow on the remaining employees, resulting in the instability and lack of spirit of the enterprise, weakening and affecting the cohesion of the enterprise, and even the phenomenon of a person leaving the company to affect and drive a group of people to leave, bringing immeasurable harm and loss to the enterprise. This psychological impact has had a great impact on TJ companies, with some employees becoming impetuous, and even a few employees feeling pessimistic about the company's development prospects and losing confidence in the company.

2012 Hypertension References.