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【单选题】
征信等级评价为C级的,基本符合中国银行贷记卡业务准入条件,但在发卡过程中应加强客户信息调查,利用授信额度等措施控制风险,并按以下规定办理()。
A.
初始授信额度最高不得超过2000元人民币
B.
必要要求申请人提供担保
C.
直接拒绝无需说明原因
D.
要求客户提供他行已发行的贷记卡作为资信状况的补充
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举一反三
【简答题】ARM公司把它的系列处理器划分为五个大的系列,分别是以ARM7/9/11为代表的经典ARM处理器、以Cortex-M等为代表的 ______ 处理器、以 Cortex-R等为代表的 ______ 处理器、以 Co r tex-A 5 /A8/ A9/A15为代表的应用Cortex 处理器以及以SecureCore为代表的 ______ 处理器。
【判断题】ARM Cortex系列是经典处理器ARM10以后产品的新的命名系列,只在为各种不同的市场提供服务,采用的是ARMv7体系结构。
A.
正确
B.
错误
【单选题】•Look at the statements below and at the five extracts on the opposite page from an article about how employees are motivated. •Which section of the article (A, B, C, D or E) does each statement (1-8)...
B.
One of the problems is that managers often don't appreciate they are playing in a completely new ball , and a reliance on old-style. motivational techniques just won't work in today's technology-driven, fast-paced business environment. For example, an employee could be working in South Africa, with a boss sitting in London and the main they are dealing with based in Asia. So for someone who is very motivated by face-to-face contact and a collegiate environment, that could be a huge problem.
C.
What most employees expect is the chance to work flexibly, on interesting and stimulating tasks that give them the opportunity to develop their skills and talents. Managers on the ground may not always be able to influence pay and working practices - but, if they are to extract top performance from their teams, they need to know how to press the right buttons and create a culture that will inspire their workforce, a culture in which achievement is acknowledged and people feel valued.
D.
Organisations should focus on asking people what they want - a relatively task that is too often considered unnecessary. However, questions about motivation have to be asked skilfully, or you won't get to the bottom of what really makes people go that extra mile. Two people may both say they want an interesting and stimulating job, but have widely divergent ideas of what would constitute such a position: a city trader would probably find business consultancy boring, and a consultant might be scared by the city trader's job, but both may be very satisfied with their own job.
E.
There are huge gaps between what employees expect from employers and what they actually get. For instance, employers' emphasis on employability (equipping workers with 'marketable' skills) may be somewhat misguided. One study showed that what people really wanted was not employability but job security. As a result, employees had the feeling that their employer wasn't delivering, which had a detrimental effect on the employees' workplace performance and attitudes. The problem lies partly in a lack of communication: to ensure mutual understanding and to align employees' values and goals with those of the organisation, much more conversation is needed. People may perceive the same type of work very differently.
【多选题】制约财政收入规模最重要的因素是()
A.
经济体制
B.
分配制度及政策
C.
价格变动
D.
生产技术水平
E.
经济发展水平
【单选题】制约财政收入规模最重要的因素是
A.
经济体制
B.
税征管能力
C.
经济技术水平
D.
价格水平
【单选题】制约财政收入规模最重要的因素是( )
A.
经济体制
B.
分配制度及政策
C.
价格变动
D.
生产技术水平
【单选题】以下关于ARM处理器的叙述中,错误的是()。
A.
ARM7~ARM11为经典ARM处理器
B.
Cortex-A系列为应用Cortex处理器,主要面向高端应用
C.
Cortex-M系列为面向移动计算领域的嵌入式处理器
D.
Cortex-R系列应用于实时应用的场合
【判断题】ARM Cortex系列是经典处理器ARM10以后产品的新的命名系列,只为各种不同的市场提供服务,采用的是ARMv7体系结构。
A.
正确
B.
错误
【单选题】制约财政收入规模最重要的因素是 ( )
A.
经济体制
B.
分配制度及政策
C.
价格变动
D.
经济发展水平和生产技术水平
【单选题】制约财政收入规模最重要的因素是()
A.
经济体制
B.
分配制度及政策
C.
价格变动
D.
经济发展水平
相关题目:
【单选题】•Look at the statements below and at the five extracts on the opposite page from an article about how employees are motivated. •Which section of the article (A, B, C, D or E) does each statement (1-8)...
B.
One of the problems is that managers often don't appreciate they are playing in a completely new ball , and a reliance on old-style. motivational techniques just won't work in today's technology-driven, fast-paced business environment. For example, an employee could be working in South Africa, with a boss sitting in London and the main they are dealing with based in Asia. So for someone who is very motivated by face-to-face contact and a collegiate environment, that could be a huge problem.
C.
What most employees expect is the chance to work flexibly, on interesting and stimulating tasks that give them the opportunity to develop their skills and talents. Managers on the ground may not always be able to influence pay and working practices - but, if they are to extract top performance from their teams, they need to know how to press the right buttons and create a culture that will inspire their workforce, a culture in which achievement is acknowledged and people feel valued.
D.
Organisations should focus on asking people what they want - a relatively task that is too often considered unnecessary. However, questions about motivation have to be asked skilfully, or you won't get to the bottom of what really makes people go that extra mile. Two people may both say they want an interesting and stimulating job, but have widely divergent ideas of what would constitute such a position: a city trader would probably find business consultancy boring, and a consultant might be scared by the city trader's job, but both may be very satisfied with their own job.
E.
There are huge gaps between what employees expect from employers and what they actually get. For instance, employers' emphasis on employability (equipping workers with 'marketable' skills) may be somewhat misguided. One study showed that what people really wanted was not employability but job security. As a result, employees had the feeling that their employer wasn't delivering, which had a detrimental effect on the employees' workplace performance and attitudes. The problem lies partly in a lack of communication: to ensure mutual understanding and to align employees' values and goals with those of the organisation, much more conversation is needed. People may perceive the same type of work very differently.
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