domineer

简明释义

英[ˌdɒmɪˈnɪə]美[dɑːməˈnɪr]

v. 专横跋扈；压制

英英释义

单词用法

同义词

反义词

例句

1.Big boys sometimes domineer their younger brothers and sisters.

大男孩有时会欺压自己的弟妹们。

2.He tried to domineer over everyone.

他想对任何人都专横跋扈。

3.I feel Mollys domineer is easily misinterpreted by clients.

我觉得莫丽的跋扈更容易被客户所误解。

4.Big boys sometimes domineer their younger brothers and sisters.

大男孩有时会欺压自己的弟妹们。

5.Big boys sometimes domineer over the younger pupils.

大男孩有时会蛮横地对待较年幼的小学生。

6.In the group project, one member tried to domineer and take control of everything.

在小组项目中，一名成员试图专横并控制一切。

7.The manager's style is to domineer in meetings, which discourages open communication.

经理在会议上专横，这使得开放沟通变得困难。

8.She tends to domineer over her teammates, making it hard for them to share their ideas.

她倾向于专横她的队友，这使得他们很难分享自己的想法。

9.He would often domineer during discussions, not allowing others to speak.

他在讨论中经常专横，不允许其他人发言。

10.Parents who domineer their children can hinder their independence.

那些对孩子专横的父母可能会妨碍他们的独立性。

作文

In today's society, the concept of leadership is often discussed in various contexts, from corporate environments to personal relationships. However, there is a fine line between being a strong leader and someone who tends to domineer (专横) over others. The term domineer describes a person who exercises power or control in an arrogant or overbearing manner. Such behavior can be detrimental not only to the individuals being led but also to the overall health of the group or organization.Take, for instance, a workplace scenario where a manager adopts a domineer (专横) attitude towards their subordinates. Instead of fostering a collaborative environment, this manager might intimidate employees into compliance, stifling creativity and innovation. When team members feel oppressed by a domineer (专横), they are less likely to share their ideas or voice their concerns, leading to a toxic work culture. This not only affects morale but can also result in high turnover rates as employees seek healthier work environments.Similarly, in personal relationships, a partner who tends to domineer (专横) can create an imbalance that leads to resentment and conflict. For example, if one partner consistently makes decisions without consulting the other, it can foster feelings of inadequacy and frustration. Healthy relationships are built on mutual respect and understanding, and when one person assumes a domineer (专横) role, it undermines the foundation of equality that is essential for a lasting partnership.Moreover, the impact of domineer (专横) behavior extends beyond immediate relationships. In broader societal contexts, leaders who domineer (专横) can hinder progress and promote division. History has shown that authoritarian regimes often arise from leaders who seek to control rather than empower. Such leaders may suppress dissent and manipulate information to maintain their power, leading to widespread discontent and unrest among the populace.On the contrary, effective leaders inspire and motivate others through encouragement and support. They understand the importance of listening and valuing diverse opinions. By avoiding a domineer (专横) approach, these leaders create an atmosphere where everyone feels valued and empowered to contribute. This not only enhances productivity but also fosters loyalty and commitment among team members.In conclusion, while leadership requires authority, it is crucial to differentiate between authoritative leadership and domineer (专横) behavior. The latter can have damaging effects on individuals and organizations alike. To cultivate a positive and productive environment, whether at work or in personal relationships, it is essential to practice empathy, respect, and open communication. By doing so, we can ensure that leadership is not synonymous with domineer (专横), but rather with inspiration and growth.

在当今社会，领导力的概念在各种环境中经常被讨论，从企业环境到个人关系。然而，成为一个强有力的领导者和一个倾向于domineer（专横）他人的人之间有一条细微的界限。术语domineer描述的是一个以傲慢或专横的方式行使权力或控制的人。这种行为不仅对被领导的个人有害，也对整个团体或组织的健康造成影响。以职场场景为例，如果一位经理对下属采取了domineer（专横）的态度，那么这位经理可能会通过恐吓员工来迫使他们服从，从而抑制创造力和创新。当团队成员感到受到domineer（专横）压迫时，他们不太可能分享自己的想法或表达自己的担忧，这导致了有毒的工作文化。这不仅影响士气，还可能导致员工流失率高，因为他们寻求更健康的工作环境。同样，在个人关系中，倾向于domineer（专横）的伴侣会造成一种不平衡，导致怨恨和冲突。例如，如果一方总是做决定而不征询另一方的意见，这可能会引发不满和挫败感。健康的关系建立在相互尊重和理解的基础上，当一个人假定domineer（专横）的角色时，它破坏了持久伙伴关系所必需的平等基础。此外，domineer（专横）行为的影响超越了直接关系。在更广泛的社会背景中，倾向于domineer（专横）的领导者可能会阻碍进步并促进分裂。历史表明，威权主义政权往往源于那些寻求控制而非赋权的领导者。这些领导者可能会压制异议，操纵信息以维持他们的权力，导致民众普遍的不满和动荡。相反，有效的领导者通过鼓励和支持来激励他人。他们理解倾听和重视多元意见的重要性。通过避免domineer（专横）的方式，这些领导者创造了一种每个人都感到被重视和有能力贡献的氛围。这不仅提高了生产力，还培养了团队成员之间的忠诚和承诺。总之，尽管领导需要权威，但区分权威领导与domineer（专横）行为至关重要。后者对个人和组织都有破坏性影响。为了培养积极和富有成效的环境，无论是在工作还是在个人关系中，实践同理心、尊重和开放沟通至关重要。通过这样做，我们可以确保领导力不是与domineer（专横）同义，而是与激励和成长同义。