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外文翻译是什么意思问题一：毕业论文外文翻译是什么意思？有什么要求？外文翻译要求：（1）选定外文文献后先给指导老师看，得到老师的确认通过后方可翻译。（2）选择外文翻译时一定选择外国作者写的文章，可从学校中知网或者外文数据库下载。（3）外文翻译字数要求3000字以上，从外文互章起始处开始翻译，不允许从文章中间部分开始翻译，翻译必须结束于文章的一个大段落。问题二：毕业论文的外文文献是什么意思?是说找一篇外文文献，然后把它翻译成中文吗？5分是在知网上（应该是Ebhos罚差不多是这个，具体记不清了）找到一篇与你论文主旨相关的英文文章，然后可以从头翻译或者从当中开始翻译。问题三：英文文献中的co-是什么意思co-表示共同，通常放在元音词根前C供operation合作(co+operation操作→共同操作→合作)Coagulate凝结(co+agul凝聚+ate→凝聚起来)Coalesce联合；合作(co+al=ally联盟+esce)Coexist共存(co+exist存在)Cohere附着；粘着(co+here粘→粘在一起)Coincide一致，符合，巧合(co+in进+cide掉下→共同掉进来→巧合)Coordinate协调：同等的(co+ordin顺序+ate→顺序一样→同等的引申为平等；协调)问题四：英文翻译是什么意思？度假者你现在离梦想更近了问题五：毕业论文中的外文参考文献什么什么意思?参考文献是在学术研究过程中,对某一著作或论文的整体的参考或借鉴.征引过的文献在注释中已注明,不再出现于文后参考文献中.外文参考文献就是指论文是引用的文献原文是国外的，并非中国的。原文就是指原作品,原件。即作者所写作品所用的语言。如莎士比亚的《罗密欧与朱丽叶》原文是英语。译文就是翻译过来的文字，如在中国也可以找到莎士比亚《罗密欧与朱丽叶》的中文版本。这个中文版本就称为译文回答者：xffjy-见习魔法师三级10-2211:52问题六：99233用英文翻译是什么意思ninety-ninethousandtwohundredandthirtythree问题七：这是什么意思!英文翻译!我...我是在寻找爱。抚正的爱。可笑...不方便...消费...不能住在没有对方的爱。-从绝望的主妇简单的生活。简单的爱寻找失踪我们都是寻找一个人。特别的人，将会为我们提供什么的失踪，在我们的生活。有人能够提供同伴。我们都是寻找一个人。而如果我们能不能找到它们，我们只能祈祷...他们发现，我们....-从绝望的主妇请找我，快...问题八："这是什么意思?"用英语怎么说?5分中文：这是什么意思?英文翻译：Whatdoesthatmean?相关例句：1.你知道这是什么意思?Doyouknowwhatitmeans?2.这是什么意思呢？Whatdoesthatmean?3.这是什么意思呢?Whatdoesthismean?4.你想知道这是什么意思吗?Youwanttoknowwhatthatmeans?5.知道这是什么意思吗？Doyouknowwhatthatmeans?问题九：外文参考文献中文翻译！！求助50分红色旅游阶段的革命历史遗迹回归中国的中国游客来这里充斥的红色精神有助于了解中国问题十：英文文献综述中的是什么意思5分是期的意思。比如就是2009年第107卷第三期第266-271页。
即便我们退一万步来讲，最后确实修改后依然不符合这个期刊的要求，退稿之后那我们也是可以选择其他期刊的，所以不用担心论文发表不了，这个时候心态重要，相信自己！我学姐推荐的北京译顶科技那边做的不错，你可以考虑一下。可以加速去知道下。
外文翻译是你上网上查询一篇文章，和你的设计题目相似的英文文章，然后自己翻译过来，这就是外文翻译，篇幅必须长一点，因为一般毕业设计都要有字数限制。文献综述一般就是把你所用到的资料都一一介绍一下，不要很具体，因为论文是文献综述的具体介绍，文献综述中还包括一些与设计题目有关的现实描述。
翻译一整篇。一般各个学校论文外文翻译都有相应的规定，如果只有翻译字数要求但是没有说明是翻译一篇还是翻译选取段落的情况下，翻译一整篇是最保险的。在选取时，要选取与论文相关的外文，还要选取字数符合规定的外文。
扩展资料：
论文外文翻译注意事项
1、专业词汇翻译。专业词汇的本意和专业汉语词汇可能不一样，所以翻译时，英文专业词汇一定要翻译成汉语的专业术语。
2、翻译语序。英文的语序习惯和汉语是不一样的，在翻译时，要将语序调整成汉语的习惯，使翻译后的文章语序通顺。
我空间博文有一些方法介绍，你可以去瞅瞅，具体点我名称，找到我的空间找出论文名称关键词的英文翻译，在谷歌学术中搜索
Chinese and Western cultural differences in human resources management[Abstract] With the acceleration of the process of economic globalization, Chinese and Western cultural differences in corporate human resources management has been a wider range and higher-level exchanges and integration. Multi-cultural context of coexistence to resolve the cultural differences and cultural conflicts arising from the enterprise human resources management, enterprise development. This article mainly from the cultural differences on the impact of human resources management and cultural differences in human resources management applications to discuss the proposal.[Key words] cultural differences impact on human resources management proposalsFirst, cultural differences on the impact of human resources managementWith the global economic and cultural ties in depth, in order to fierce competition in the market to obtain a competitive advantage and initiative, a growing number of companies go out of the country, the global search for the efficient allocation of resources at the same time, in Western cultural differences to corporate human resources management put forward a new topic for discussion. Enterprise human resources management to a large extent by a national culture, including values, ways of thinking and the impact of social customs and constraints. Cultural impact on business recruitment, promotion, performance appraisal methods, such as a series of human resources management policy. For example, in the design of the remuneration of transnational corporations, it is necessary to consider the views of different countries. Chinese people to increase their wages with benefits linked to the foreign public with the price index, inflation and other factors linked. Similarly, in the promotion of cadres, the Chinese people attach importance to the political quality of the qualifications and interpersonal relationships, while the volume of foreign and line only. Therefore, the human resources of transnational corporations need to enterprises as a whole, to managers of local culture and familiarity with local culture, to adapt to local culture, the condition that the selection of fusion and Western cultural differences for enterprise human resource management is a double-edged sword, because of cultural differences led to the management of ideas and exchanges on the differences, so that enterprises develop human resources management strategy difficult. Practice has proved that as a result of different cultural backgrounds of people values and behavior patterns of different cultural friction, is the failure of operation and management of transnational corporations and the implementation of its global strategy in trouble one of the root causes. Traditional human resources management, the members have common values, a single management of the environment, in the multi-national corporations, the members have different cultural backgrounds, management organizations difficult. Chinese and Western cultural differences but also in human resources management functions more diversified, and human resources management to promote the realization of a change in the way to improve the human resources management in the enterprise , cultural differences in human resource management application in the proposal1. Integrated corporate culture, strengthen communication, the establishment of common valuesDifferent countries have different cultural values, and as an orthodox, they have their own according to their own thinking and the concept of law, to the enterprise's human resources management has led to great difficulties. Therefore, human resource managers to find the combination of points of different cultures, absorbing the essence of both culture and give full play to the advantage of commonality and individuality of each other, in order to adopt effective measures to establish a step-by-step characteristics of the enterprises, but also to adapt to the environment of the new enterprise culture, and gradually establish a common values. And by organizing various activities, to continue to strengthen exchanges between staff and cooperation to fully understand each other's cultural backgrounds, values and so on, to enhance cross-border employees, as well as staff-to-business identity, so that their staff's personal culture can truly into the corporate culture, their own thoughts and actions with the company's purposes and business combine in order to give full play to the Chinese and Western cultural differences in human resources management in . Actively engaged in cross-cultural communication and trainingMultinational corporations should be taken to strengthen the cultural communication means, such as the enterprise in favor of establishing a common language to communicate; greater use of task orders, memoranda, and other forms Checklist simple, fast and accurate transmission of information; to collect the views of staff and reasonable, so to enable the employees speak their minds; organization of Chinese and Western seminars to strengthen exchanges. At the same time, human resource managers to enhance cross-cultural training. The so-called cross-cultural training, refers to a variety of cultural backgrounds in the organization, carried out by groups aimed at eliminating or reducing a variety of cultural differences arising from a variety of obstacles, and cultural conflict in training activities. The purpose of cross-cultural training is by making employees aware of the different cultures and learn to respect each other's culture and improve the staff's sensitivity to different cultures as well as in the work of international environment and reduce cross-cultural communication as a result of misconduct brought about by the mistakes and daily work as a result of cultural differences arising from a clash of cultures. Cross-cultural training is considered by many multinational companies to reduce the cultural conflicts, to achieve effective cross-cultural management of one of the main instruments. The main content of cultural awareness, cultural sensitivity training, language learning, cross-cultural communication and conflict management, cultural adaptability training, the local environment . The management of localization strategiesTransnational corporations localization of human resources management refers to the overseas subsidiaries of transnational corporations, whether managers or general staff, usually in the host country for recruitment, selection and appointment. The substance of the multinational corporations in the production, marketing, management, personnel and other operating aspects of all-round integration process of the host economy, but also bear the responsibility of the host country citizens, and will integrate into the corporate culture and rooted in local culture. The use of local people can be eliminated by the cultural background and language gap caused all sorts of misunderstandings, and can use them in the local good interpersonal relationships, quickly open up the market, improving the competitiveness of enterprises; is conducive to reduce the overseas dispatch of multinational corporations and transnational business operation the high cost; narrow local subsidiary and the parent company of the location of the differences between the levels; and can choose the one best suited to the posts of staff. Is also beneficial to the host country's economic security, increase job opportunities, manage change, to accelerate in line with international standards. Therefore, we should actively promote the cultivation of local talent and ConclusionIn short, human resource managers of multinational companies to manage staff should be in full knowledge of the corporate culture and foreign culture on the basis of thorough, systematic and comprehensive study of enterprises in the western culture of human resources management, so that the different culture to achieve the best combination to play its greatest advantage. Only to build their own cross-cultural management strategies, effective realization of enterprises in the management of the Western cultural differences in order to increase its presence in multinational operations in the likelihood of success, to enhance their :[1] Song Yan: Analysis of corporate human resources, cross-cultural management. Scientific and technological information for development and economic, in 2007 the first three[2] LIU Jing-jing: On cross-cultural human resources management. Business Administration, in 2007 the first five[3] Chun-kit: a joint venture operating in the development of cross-cultural differences. Enterprise Zone, 2004 No. 11[4] Li-Jun Zhao Deng Wu Xiaodong sister: International Enterprise Human Resources Management cross-cultural adaptation research. Techno-economic, 2005 12[5] Peng ZHANG Peng-cheng: multinational cross-cultural management. Beijing Institute of Finance and Trade Management Journal, 2001 4仅供参考，请自借鉴。希望对您有帮助。补充：出处：呵呵。只能帮你这些了，还是希望对你有点帮助吧。
论文中的外文翻译难道不就是翻译你自己写的东西么？又不是让你直接拿外文写作。而且写论文急什么急？
你现在在学校么？建议你到学校的图书馆去查（一般每个学校都会买网站使用权，这些特定的网站才有学术型的论文或者期刊的，一般我们自己网进不去这些网站），上中国知网，你将你论文题目输入，选择相似查找，和你论文题目一样或者相似的论文就会罗列出来了，然后你根据自己需要选择就可以。
如果一开始，论文重复率就特别高，大段大段都是红色的话，就不适合一句句进行修改，我推荐用翻译法！北京译顶科技价格比较合理，我就是在那边做的，没花多少钱 终身满意。
查重的话应该是可以过的，不过看你怎么翻译了，建议去找北京译顶科技那边人工翻译，让他们给你翻译，查重是肯定可以过的
这个，你是什么专业啊，理工科还是文科啊。不过不管是什么专业，要硕士毕业，总要自己做点东西出来吧，如果只是翻译外文文章，也是别人的东西，你自己的东西呢，毕业论文里起码要体现出 你这几年的工作吧，不然硕士不是白读了。
一般说来你看了英文文献再用自己的话翻译过来可以有效地降低重复率，但是如果这些英文文献已经是非常经典被人翻译过了就有存在重复的风险，所以尽量找一些近年的英文文献，不一定要看全文看个摘要也可以大致了解论文所讲内容，放入自己的论文里既有亮点又可以降低重复率，可以找一下北京译顶科技。
可以的，不过不建议在知网上直接翻译，查重可以在知网上查查，翻译的话还是建议去北京译顶科技，那边还是很棒的
这样也行，但是中文翻译才英文，然后再英文在翻译成中文，有很多字眼会发生变化或者句子会变得不顺，所以需要直接去认真去看，吧句子改通顺了就可以。
可以，但是不建议，并不能完美躲避论文查重，反而费时费力。1、你需要阅读多篇论文，才能选取到自己需要的题材和思路，还要逐句翻译通读，才能确定是否可用，费时费力，效果还不好。2、如果运气好正好找到一篇可用的，那也只建议你借鉴原文思路，搜索中文材料自行进行写作，这样答辩老师即使读过原文也不会说你什么。最后想说论文还是好好写，写完后用PaperPP查重系统查一下，最后用知网定稿，心里有底。再根据查重报告进行修改，这样通过的可能性会大很多，只要用心，通过知网查重系统问题不大。
是可以的。如果文献是英文或其他语言，当翻译成中文时，数据库中没有类似的内容供比较。因此，该系统包含了你的英文文本抄袭，对于中文翻译内容并不是有效的检测。但是，如果像你这样的其他人翻译了这份文件并被包括在网上，请注意是否有人使用过抄袭的英语文章。一旦别人用过，那么当你查重的时候会出现剽窃他的文章，系统到底查不查的出来，我们要查证知道，并不意味着没有其他人翻译的可能性。
不可以。学术论文是原创性工作。小说和学术论著则不同，可以不是原创性的工作，故可以是翻译的。
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以上就是环球青藤小编关于外文文献翻译的几个查找领域的相关分享，希望对各位小伙伴们有所帮助，想要了解更多毕业论文相关内容，请关注本平台，小编会做及时的整理并发布的，大家注意查看哦!
不可以“文献翻译一般指对不同类型、不同语言的文献所记载的信息内容进行翻译,以达到信息互通、文献思想交流的目的“期刊就是专门发表论文的杂志。期刊就是专门发表学术论文的地方。期刊，定期出版的刊物。如周刊、旬刊、半月刊、月刊、季刊、半年刊、年刊等。由依法设立的期刊出版单位出版刊物。期刊出版单位出版期刊，必须经新闻出版总署批准，持有国内统一连续出版物号，领取《期刊出版许可证》。