求一篇关于市场营销的英文文献，英文一万字符，翻译成中文3000字即可求大神帮助

您好，我看到您的问题很久没有人来回答，但是问题过期无人回答会被扣分的并且你的悬赏分也会被没收！所以我给你提几条建议： 一，你可以选择在正确的分类下去提问，这样知道你问题答案的人才会多一些，回答的人也会多些。 二，您可以到与您问题相关专业网站论坛里去看看，那里聚集了许多专业人才，一定可以为你解决问题的。 三，你可以向你的网上好友问友打听，他们会更加真诚热心为你寻找答案的，甚至可以到相关网站直接搜索. 四，网上很多专业论坛以及知识平台，上面也有很多资料，我遇到专业性的问题总是上论坛求解决办法的。 五，将你的问题问的细一些，清楚一些！让人更加容易看懂明白是什么意思！ 谢谢采纳我的建议! !

42424242

Analytic Hierarchy Process
From Wikipedia, the free encyclopedia
Jump to: navigation, search
The Analytic Hierarchy Process (AHP) is a structured technique for helping people deal with complex decisions. Rather than prescribing a "correct" decision, the AHP helps people to determine one. Based on mathematics and human psychology, it was developed by Thomas L. Saaty in the 1970s and has been extensively studied and refined since then. The AHP provides a comprehensive and rational framework for structuring a problem, for representing and quantifying its elements, for relating those elements to overall goals, and for evaluating alternative solutions. It is used throughout the world in a wide variety of decision situations, in fields such as government, business, industry, healthcare, and education.
Several firms supply computer software to assist in applying the process.
Users of the AHP first decompose their decision problem into a hierarchy of more easily comprehended sub-problems, each of which can be analyzed independently. The elements of the hierarchy can relate to any aspect of the decision problem—tangible or intangible, carefully measured or roughly estimated, well- or poorly-understood—anything at all that applies to the decision at hand.
Once the hierarchy is built, the decision makers systematically evaluate its various elements, comparing them to one another in pairs. In making the comparisons, the decision makers can use concrete data about the elements, or they can use their judgments about the elements' relative meaning and importance. It is the essence of the AHP that human judgments, and not just the underlying information, can be used in performing the evaluations.
The AHP converts these evaluations to numerical values that can be processed and compared over the entire range of the problem. A numerical weight or priority is derived for each element of the hierarchy, allowing diverse and often incommensurable elements to be compared to one another in a rational and consistent way. This capability distinguishes the AHP from other decision making techniques.
In the final step of the process, numerical priorities are derived for each of the decision alternatives. Since these numbers represent the alternatives' relative ability to achieve the decision goal, they allow a straightforward consideration of the various courses of action.
Uses and applications
While it can be used by individuals working on straightforward decisions, AHP is most useful where teams of people are working on complex problems, especially those with high stakes, involving human perceptions and judgments, whose resolutions have long-term repercussions.[1] It has unique advantages where important elements of the decision are difficult to quantify or compare, or where communication among team members is impeded by their different specializations, terminologies, or perspectives.
The applications of AHP to complex decision situations have numbered in the thousands,[2] and have produced extensive results in problems involving planning, resource allocation, priority setting, and selection among alternatives.[1] Many such applications are never reported to the world at large, because they take place at high levels of large organizations where security and privacy considerations prohibit their disclosure. But some uses of AHP are discussed in the literature. Recently these have included:
• Deciding how best to reduce the impact of global climate change (Fondazione Eni Enrico Mattei)[3]
• Quantifying the overall quality of software systems (Microsoft Corporation)[4]
• Selecting university faculty (Bloomsburg University of Pennsylvania) [5]
• Deciding where to locate offshore manufacturing plants (University of Cambridge)[6]
• Assessing risk in operating cross-country petroleum pipelines (American Society of Civil Engineers)[7]
• Deciding how best to manage U.S. watersheds (U.S. Department of Agriculture)[2]
AHP is sometimes used in designing highly specific procedures for particular situations, such as the rating of buildings by historic significance.[8] It was recently applied to a project that uses video footage to assess the condition of highways in Virginia. Highway engineers first used it to determine the optimum scope of the project, then to justify its budget to lawmakers.[9]
AHP is widely used in countries around the world. At a recent international conference on AHP, over 90 papers were presented from 19 countries, including the U.S., Germany, Japan, Chile, Malaysia, and Nepal. Topics covered ranged from Establishing Payment Standards for Surgical Specialists, to Strategic Technology Roadmapping, to Infrastructure Reconstruction in Devastated Countries.[10] AHP was introduced in China in 1982, and its use in that country has expanded greatly since then—its methods are highly compatible with the traditional Chinese decision making framework, and it has been used for many decisions in the fields of economics, energy, management, environment, traffic, agriculture, industry, and the military.[11]
Though using AHP requires no specialized academic training, the subject is widely taught at the university level—one AHP software provider lists over a hundred colleges and universities among its clients.[12] AHP is considered an important subject in many institutions of higher learning, including schools of engineering[13] and graduate schools of business.[14] AHP is also an important subject in the quality field, and is taught in many specialized courses including Six Sigma, Lean Six Sigma, and QFD.[15][16][17]
In China, nearly a hundred schools offer courses in AHP, and many doctoral students choose AHP as the subject of their research and dissertations. Over 900 papers have been published on the subject in that country, and there is at least one Chinese scholarly journal devoted exclusively to AHP.[11]
Summary
The procedure can be summarized as:
1. The alternatives and the significant attributes are identified.
2. For each attribute, and each pair of alternatives, the decision makers specify their preference (for example, whether the location of alternative "A" is preferred to that of "B") in the form of a fraction between 1/9 and 9.
3. Decision makers similarly indicate the relative significance of the attributes. For example, if the alternatives are comparing potential real-estate purchases, the investors might say they prefer location over price and price over timing.
4. Each matrix of preferences is evaluated by using eigenvalues to check the consistency of the responses. This produces a "consistency coefficient" where a value of "1" means all preferences are internally consistent.[citation needed] This value would be lower, however, if a decision maker said X is preferred to Y, Y to Z but Z is preferred to X (such a position is internally inconsistent). It is this step that causes many users to believe that AHP is theoretically well founded.[citation needed]
5. A score is calculated for each alternative.
The two basic steps in the process are to model the problem as a hierarchy, then to establish priorities for its elements. These are more fully described below.

天啊,太难了吧

评价体系设计什么意思
能够实行评价过程中的质量控制,即对数据的准确性和可靠性加以控制。 (五)目标导向原则 评价的目的不是单纯评出名次及优劣的程度,更重要的是引导和鼓励被评价对象向正确的方向和目标发展。绩效考评是管理工作中控制环节的重要工作内容,采用“黑箱”...>> 问题二:信用评价体系设计的原则是什么? 信用评价体系设计...

运输公司绩效考核方法技巧
3、采取问责制的考核方法:分级考核,上级对下级考核,对考核结果负责。 4、绩效考核一级指标(硬性指标)采取一票否决的方法,连续两个月未达标的岗位自动连降两级;绩效考核二级指标(软性指标)采取按比例考核的方法,连续三个月未达标的岗位自动连降两级。 5、绩效考核指标: 1)年度产值经济指标: 2)月度产值经济指标:...

文献综述
祝波、吕文俊从企业的基本资源状况、经营能力、学习能力、创新能力和文化亲和力等主因素方面入手,衍生出包含人力资源状况、经营管理能力、营销服务能力、市场创新、管理创新等多项评价的零售企业竞争力的子因素,从而构建了零售企业竞争力的综合评价体系,最后运用AHP方法,确定各层级评价指标的权重,对零售企业竞争力进行模糊判...

绩效考评技术及它的几种方法? 能够对销售团队进行业绩提升,对员工进 ...
但对于职能部门来说,确定客观、量化的绩效考核指标则比较难。 一个考核指标一般有三个来源:公司级目标、岗位职责或部门职责、上级和客户的需求与期望。 (1)公司级目标 公司级目标是根据企业发展战略和业务重点形成的,公司级目标确定后,就需要把目标分解到各个部门,业务部门体现为业务指标,职能部门体现为工作计划。

相对评价方式有哪些
(2)关键绩效指标法 关键绩效指标法是以企业年度目标为依据,通过对员工工作绩效特征的分析,据此确定反映企业、部门和员工个人一定期限内综合业绩的关键性量化指标,并以此为基础进行绩效考核。 (3)等级评估法 等级评估法根据工作分析,将被考核岗位的工作内容划分为相互独立的几个模块,在每个模块中用明确的语言描述完成该...

干部综合考核评价系统的问题及解决
、“评价主体不恰当、不广泛、数据不具有随机特征”、“趋中效应、晕轮效应、评价水平等导致的评价不准”等。消除影响“有效性”因素的办法主要包括“共性指标+个性指标、分类考评”、“AHP权重分析方法”、“绩效文化培训”、“强制分布数据”、“360度考评”、“班子考评与干部考评关联”、“...

绩效考核方法有哪些?
4. 360度考评体系：360度考评法通过被考评人的上级、同级、下级和服务的客户对其进行评价，使被考评人了解各方面的意见，提高自身能力。360度考评体系具有全员参与管理、信息收集对称等特点，但评估过程复杂，统计工序繁多。二、统计类相关方法：1. 层次分析法（AHP）：层次分析法是一种决策方法，通过对...

如何确定不同评估主体的权重
不同的企业确定的权重内容和系数都不一样。主要有：1）通过模糊评价来确定权重。先确定企业KPI（关键绩效指标）中与考核相关的指标，如销售收入、经营利润、成本、费用等，然后利用评价的办法（可以设定很好、好、一般、差、很差几个档），然后利用模糊数学（线性代数矩阵）计算各指标的权重。2）通过专家...

绩效考核的方法有哪些?
因此,在对员工做了业绩考核之后,应当使用薪酬杠杆对员工的业绩行为加以强化。\\x0d\\x0a 3.目标管理考评体系\\x0d\\x0a 目标管理法是企业中广泛采用的一种绩效考核方法。具体的方法是,在考核期初被考核者与主管根据组织目标制定在考核期间需达到的工作目标,考核者在考核期末对照目标与被考核者一同检讨,并根据目标...

绩效考核方法有哪些
\\x0d\\x0a 平衡积分卡最大的特点就是平衡,它改变了以往只依靠财务指标来衡量一个企业的绩效的缺陷。\\x0d\\x0a 这种考核员工的方法需要企业有非常明确和具体的目标体系和四个方面的分解能力,同时,还需建立全面、庞大的数据库,为各项指标提供数据来源,就某一个企业来说,并非所有的岗位指标都能提炼或分解到这四...