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大家论坛课件

大家论坛课件大家论坛课件在当今信息爆炸的时代，互联网成为了人们获取信息和交流的重要渠道。

而在互联网上，各种各样的论坛应运而生，为人们提供了一个广泛交流和分享的平台。

其中，大家论坛作为一个知识分享和学习交流的场所，受到了广大网友的热爱和追捧。

大家论坛是一个以学习为主题的论坛，它吸引了许多热爱学习和知识分享的人们。

在这里，人们可以找到各种各样的课件资源，涵盖了从小学到大学各个学科的内容。

无论是学生还是教师，都可以在大家论坛上找到适合自己的学习资源，丰富自己的知识储备。

同时，大家论坛也提供了一个讨论和交流的平台，人们可以在这里与其他网友分享学习心得、解答疑惑，互相促进学习进步。

大家论坛的课件资源丰富多样，涵盖了各个学科的知识点。

无论是语文、数学、英语，还是物理、化学、生物，都可以在大家论坛上找到相应的课件。

这些课件不仅包含了基础知识的讲解，还有丰富的例题和习题，帮助学生巩固和提高自己的学习能力。

同时，大家论坛还提供了一些专题讲解和学习方法的课件，帮助学生更好地理解和应用知识。

除了课件资源，大家论坛还有许多其他有趣的板块和话题。

比如，有一些板块是关于学习方法和技巧的分享，让人们能够更加高效地学习。

还有一些板块是关于名师讲座和经验分享的，让人们能够从名师的教学经验中受益。

此外，大家论坛还有一些与学习无关的板块，比如音乐、电影、旅游等，让人们在学习之余也能够放松身心，丰富自己的生活。

大家论坛的特点之一是互动性强。

在这里，人们可以通过发帖、回帖等方式与其他网友进行交流和讨论。

无论是对于课件内容的疑问，还是对于学习方法的分享，都可以在大家论坛上得到及时的回复和解答。

这种互动性不仅促进了人们的学习，还增强了人们的社交能力和交流能力。

然而，正如任何一个互联网平台一样，大家论坛也存在一些问题和挑战。

首先，由于大家论坛是一个开放的平台，任何人都可以在上面发布内容，因此存在信息的真实性和可信度的问题。

有时候，人们在论坛上发布的内容可能存在错误或者偏见，需要读者自行辨别和判断。

教学论坛主持词

教学论坛主持词
尊敬的各位教师、嘉宾以及各位同仁们：
大家好！欢迎来到今天的教学论坛。

我将为大家简单介绍一下本次论坛的主题，并带领大家进行本次活动的顺利进行。

本次教学论坛的主题是教育创新。

在当今快速发展的社会中，教育领域也面临着许多挑战和机遇。

教育创新作为解决这些问题的关键，已经成为我们教师必备的素质和技能。

而本次论坛旨在为大家提供一个分享和交流教育创新经验的平台，促进我们共同的教育事业发展。

首先，我们邀请到了教育界的优秀嘉宾们来分享他们的教育创新经验。

他们将向我们介绍他们在教学方法、课程设计、评估方式等方面的创新实践，并分享他们的成功经验和教训。

通过他们的分享，我们希望能够汲取到宝贵的教育理念和创新思路，为我们的教学工作注入新的活力和动力。

除了嘉宾的分享，我们还有一个互动环节。

在这个环节中，我们将邀请大家就教育创新的话题进行讨论和交流。

你们可以分享你们自己的教育创新经验，也可以提出你们对教育创新的疑问和困惑。

通过集思广益，我们相信可以找到更好的解决方案和创新方法。

最后，我们还特别准备了一份教育创新的指南。

这份指南包含了一些教育创新的原则和方法，以及一些实用的教学工具和资源。

我们希望通过这份指南，能够帮助到大家在教育创新方面有所启发和帮助。

在这个论坛中，我们希望每个人都可以充分发表自己的观点，踊跃参与讨论，共同为教育创新贡献自己的智慧和力量。

让我们一起携手共进，为我们的教育事业注入新的活力和动力。

最后，再次感谢各位的到来和支持。

祝愿本次论坛取得圆满成功！
谢谢大家！。

论坛活动主持词

论坛活动主持词亲爱的朋友们，大家好！今天很高兴能够见到大家，欢迎来到我们精彩纷呈的论坛活动现场！在这里，我们将迎来一场充满思想火花、交流碰撞的盛宴。

我将作为主持人，为大家带来本次活动的掌声、笑声和思考的空间。

首先，让我们共同感受一下这个热闹、充满活力的氛围吧！每一位与会的朋友都是我们论坛活动的重要成员，每一位都有自己宝贵的意见和见解。

希望大家在这里畅所欲言，积极参与讨论，与各界人士交流互动，共同推动我们的思维飞翔。

本次活动，我们将围绕着一个主题展开讨论，这是一个非常重要的话题，也是大家极为关心的——由[主题]。

我们有幸邀请到了一批各领域的专家学者和业界精英参与讲解与分享，相信他们的演讲和发言会带给我们通透的思路和宝贵的经验。

在活动开始之前，我想给大家提个醒：为了保证大家的讨论流畅和高效，我们希望在每个回合讨论之前，请先衷心感谢上一个发言者的分享，并给予热烈的掌声。

这样不仅是对发言者的肯定，也能为我们营造一个友好、开放的讨论氛围。

另外，我也请大家要有互相尊重的基础，遵守基本的礼仪。

在发言的时候，请尽量简明扼要地表达自己的观点，让更多的人有机会进行发言。

同时，也希望大家可以尊重他人的观点和意见，保持理性的讨论，尽量避免个人攻击和争论。

最后，我想告诉大家一个好消息，在活动结束时，我们将有一个互动环节，让大家能够进一步交流和认识。

这将是一个舒适、轻松的环境中，我们可以互相结识新朋友，并分享我们的看法和感受。

让我们放下所有的顾虑和压力，倾听与表达，共同创造一个富有价值和温暖的论坛活动吧！让我们相信，每个声音都有存在的价值，每一个见解都能点亮思维的火花。

最后，请允许我代表活动组织者，再次向大家表示热烈的欢迎和衷心的感谢！祝愿我们的论坛活动取得圆满成功，在这里共同收获良好的回忆和宝贵的经验。

谢谢大家！。

【主持词】论坛主持词

论坛主持词尊敬的各位领导、各位嘉宾，亲爱的朋友们：在这阳光明媚、春意盎然的美好时刻，我们欢聚一堂，共同见证这场思想的盛宴——[论坛名称]论坛。

首先，请允许我代表主办方，向莅临本次论坛的各位嘉宾表示最热烈的欢迎！向一直以来关心和支持我们的朋友们表示衷心的感谢！时光荏苒，岁月如歌。

站在新的历史起点，我们共同探讨[论坛主题]，以更广阔的视野、更务实的态度，为[行业/领域]的发展献计献策。

下面，让我们以热烈的掌声，有请[嘉宾姓名]为本次论坛致辞！（掌声）感谢[嘉宾姓名]的精彩致辞，他的话语犹如春风化雨，滋润着我们心田。

接下来，我们将进入论坛的核心环节，各位嘉宾将围绕[论坛主题]，展开深入探讨。

在这里，我们要感谢每一位嘉宾的辛勤付出，正是因为有了你们的智慧结晶，才使得这场论坛充满活力。

下面，让我们以热烈的掌声欢迎第一位嘉宾——[嘉宾姓名]，他（她）将为我们带来关于[主题一]的精彩演讲！（掌声）嘉宾的演讲犹如一道道闪电，照亮了我们前行的道路。

接下来，我们将进入互动环节，请各位嘉宾就[主题一]进行深入交流。

相信在思想的碰撞中，我们会收获更多的启迪。

（互动环节）时光匆匆，转眼间，我们即将迎来本次论坛的尾声。

在过去的几个小时里，我们共同探讨了[论坛主题]，分享了彼此的见解。

相信通过这场论坛，我们不仅拓宽了视野，更坚定了前行的信心。

最后，请允许我再次代表主办方，向各位嘉宾、各位朋友表示衷心的感谢！感谢你们的光临，感谢你们的参与，感谢你们的支持！让我们携手共进，为[行业/领域]的美好明天而努力！谢谢大家！祝愿本次论坛圆满成功！祝愿各位嘉宾身体健康，工作顺利，万事如意！。

论坛主持词【三篇】

论坛主持词【三篇】【导语】搜集的范文，供大家阅读参考，查看更多相关内容，请访问演讲稿频道。

论坛主持词【一】尊敬的各位领导、各位专家、学者，各位律师界的同仁们，大家下午好!很高兴大家能够相聚在我们“新形势下中国律师行业发展论坛”上。

大家有机会能在这共划律师事业的美好明天，我是本次分论坛的主持人余婧，来自论坛的主办方之一，北京市盈科律师事务所，很高兴能够和大家有一个分享和交流的时间。

随着金融危机得到了遏制，全球的经济形势也都在逐步地复苏，中国律师行业也可以说是又站在了一个新的起点上。

没错，从1979年律师制度恢复以来的3年间，中国律师业务可以说实现了一个又一个跨越式的发展。

在今天我们为这些骄人的成绩感到自豪的同时，我想每一个人可能也都在深深地地思索着这样一系列的问题。

那就是我们中国律师行业的未来应该如何发展呢?中国律师行业在面对挑战的这个时间，我们应该如何去发展?如何实现做国字化、专业化、品牌化呢?这些问题都是本次论坛的主题，也是每一个人所关心的话题。

在上午的论坛中各位领导都发表了热情洋溢的讲话，而北京市律师协会的总监事长赵晓鲁先生，还有梅向荣律师，以及来自美国贝克。

麦坚时律师事务所的合伙人葛孟律师，分别就律师行业的发展以及律师事务所的经营发表了他们的真知灼见，他们高屋建瓴的总结，以及对于行业未来发展寄予的厚望，都让我们每一个在场的人深深地激动。

今天下午让我们再一次走进论坛，开始新一轮的交流和分享。

在这，我代表主办方对各位嘉宾的再一次光临和媒体朋友们的持续关注，致以最热烈的欢迎和最崇高的敬意!在今天到来的嘉宾中有这么一位律师，他从1989年最高人民检-察-院辞职下海，创立了隆安律师事务所奋斗至今，多次被评为了十佳律师以及人民满意的好律师称号，这位律师可以说他的从业经历是我们改革开放以来律师行业发展的一个缩影，也是律师行业发展的一个见证人。

他就是隆安律师事务所主任，中国政法大学博士生导师徐家力律师，让我们用最热烈的掌声欢迎徐家力律师为我们演讲!论坛主持词【二】由国家商务部、中国国际贸易促进委员会、宁夏回族自治区人民政府共同主办的“2xx-x中国(宁夏)国际投资贸易洽谈会”的一项重要活动――“经济与金融发展高峰论坛”在银川成功举办。

关于论坛会主持人串词主持词

关于论坛会主持人串词主持词（实用版）编制人：__________________审核人：__________________审批人：__________________编制单位：__________________编制时间：____年____月____日序言下载提示：该文档是本店铺精心编制而成的，希望大家下载后，能够帮助大家解决实际问题。

文档下载后可定制修改，请根据实际需要进行调整和使用，谢谢!并且，本店铺为大家提供各种类型的实用范文，如演讲致辞、合同协议、条据文书、策划方案、总结报告、简历模板、心得体会、工作材料、教学资料、其他范文等等，想了解不同范文格式和写法，敬请关注!Download tips: This document is carefully compiled by this editor. I hope that after you download it, it can help you solve practical problems. The document can be customized and modified after downloading, please adjust and use it according to actual needs, thank you!In addition, this store provides various types of practical sample essays, such as speeches, contracts, agreements, documents, planning plans, summary reports, resume templates, experience, work materials, teaching materials, other sample essays, etc. Please pay attention to the different formats and writing methods of the model essay!关于论坛会主持人串词主持词有关论坛会流程的主持词怎么写？看看吧。

论坛主持词范文4篇

论坛主持词范文4篇尊敬的各位领导、亲爱的老师们：大家上午好！天气预报说：今天郑州的气温将攀升到35度，室外热浪袭人，预计咱现场的温度更是热情似火，因为我们一群教育人都携带着一颗火热的心来奔赴今天的盛会。

成就今天盛会的是两个热爱教育的优秀男人，一位是我们的局长穆培华先生，一位是全国知名的校长，我提议首先让我们把最真挚的掌声送给我们的局长穆培华先生。

作为上午活动的主持人，我感到非常荣幸，因为我和东三马路小学校长张玉红做过今天主讲专家1个半月的学生，可以说是他点燃了我的教育热情，让我对教育进行了重新审视和解读。

有人称他为"教育狂人"、"鞠躬校长"、教育界的"异类"，教育新闻的制造者，还有人说他当校长帅的有点可惜。

他9年如一日站在校门口给每一位学生鞠躬；他曾经为去世的学生举行全校的追悼会；他视教育如生命，他把他每天的时间都给了教育和书籍；他精力充沛，每天只睡3、4个小时；他多才多艺，会跳芭蕾能演话剧；他曾经感动了一座城，让众人发出留住教育界"唐吉诃德"的声音。

他所倡导的"都市田园教育"，其"公民教育"、"文化阅读"、精英启蒙、"增质减负" 、活力课堂、田野式教研等大胆改革创新备受关注，他对素质教育的大胆探索，无疑独树一帜。

卖了这么一大关子，他究竟是谁呢，他就是原深圳市中央教科所南山附属学校校长、现任宁波滨海国际教育集团总校长、全国特级教师、全国推动读书十大人物、全国知名校长李庆明先生，今天上午的活动分为两段，首先由李庆明先生为我们上一堂唯美的儿童哲学课课，接下来由李庆明先生为我们做一场文化阅读报告。

让我们跟随先生来享受今天上午的美好时光吧。

掌声有请李庆明先生。

听先生的课是一种享受，正像他活力教学中提到的5个带入，把情感、智慧、艺术、活动、生活带入课堂，这堂课通过生动、丰富的材料让孩子们知道什么了文明的脚步，呼唤让尊重与平等成为我们平凡而高贵的灵魂。

青岛版小学信息技术四年级下册教案

青岛版小学信息技术四年级下册教案青岛出版社出版的信息技术课本信息技术教案第一课免费邮箱网上寻一知识目标1．知识与技能(1)了解电子邮箱的地址与组成。

(2)掌握申请免费电子邮箱的方法，能够发送一封电子邮件，能够登陆和推出电子邮箱。

2．过程与方法通过申请免费电子邮箱的实践活动，让学生体验申请电子邮箱的一般过程和方法。

3．情感态度与价值观(1)培养学生学习、使用因特网的兴趣和意识。

二教学重点与难点1．重点：E-mail地址中各部分的组成，申请免费电子邮箱的过程和步骤。

2．难点：填写注册信息的规范要求。

三教学准备多媒体教学网、计算机能连通因特网。

四教学过程（一）情景创设，激发情趣导入（1）从古至今，人们传递信件的方式有哪些？这些传递方式有哪些特点？(突出现代工具为人们传递信息带来的方便与快捷等优点)（2）电子邮件与其他传递方式相比有什么优点？学生思考、讨论、交流。

（二）自主探究，交流分享教师：在因特网上设有免费电子邮箱，当我们拥有这种免费电子邮箱后就可以上网收发电子邮件了。

（1）介绍申请免费电子信箱①教师提出任务：拥有一个属于自己的网上邮箱。

②教师演示申请过程，学生观看教师演示，注意观察操作步骤。

a.在IE“地址栏”中输入“”,进入“126邮箱”主页。

b.单击“注册”按钮，进入“用户注册”页面。

c.按照网站的要求，在相应的栏目中填写相关信息。

d.全部填好并检查无误后，单击“完成”按钮。

e.如果填写信息有误，会出现提示信息。

f.正确修改所填信息后，再次单击“完成”按钮，如果注册成功，会出现提示注册成功页面。

学生分组实践操作，可以自主探索，并相互交流。

③教师指导学生申请邮箱，教师巡视，如果发现问题及时进行个别辅导，帮助学生解决问题。

（三）合作学习，释疑解难申请完成后，教师提问：同学们在申请电子邮箱的时候，有哪些需要特别注意的地方？你在操作时有哪些出错的地方？经验交流：把自己操作的经验和方法与大家分享。

（2）阅读电子邮件①进入电子邮箱后，“收件箱”显示为“粗体”样式，表示有“未读邮件”。

评课议课——精选推荐

资讯台 (2)活动参与人员名单 (3)课前说课 (4)课堂实录 (7)教者反思 (11)【评课议课】《发帖与回帖》听课有感………… 吴雅12《发帖与回帖》听课体会………… 王伟13《发帖与回帖》听课体会………… 焦小明15《发帖与回帖》听课随笔………… 顾大成16听《发帖与回帖》有感……………张静19《发帖与回帖》教学设计 (21)《发帖与回帖》教案设计 (26)信息技术课学生信息伦理道德的培养 (28)对“信息伦理道德的教学”一些反思 (30)市区小学“校际合作教研”信息技术学科第一次活动在盐城市实验小学举行3月22日下午，市区小学“校际合作教研”信息技术学科第一次活动在我校举行，来自市区兄弟学校的20多位信息技术专业教师参与了教研活动。

这次活动由盐城市实验小学综合部陈宏斌主任主持，参与活动的教师们首先参加了说课和案例交流活动；接着观摩了由盐城市实验小学李玲老师执教的《发贴与回贴》一课；随后老师们围绕《发贴与回贴》这一课中“信息论理道德的教学”进行对话和反思；最后，由参与全程教研活动的市教科院曹恒来老师作了总结讲话，他充分肯定了本次“校际合作教研”活动，并对下次活动提出了殷切的希望。

序姓名学校联系电话电子邮箱QQ1焦小明盐城市第一小学137****79092周旺纯盐城市第一小学151****1008***************3496668993陈宏斌盐城市实验小学139****9808*************4李玲盐城市实验小学137****6628297789705陈晓祥盐城市实验小学135****8970***************501181126赵志宏盐渎实验学校139****56787肖三岭盐城市田家炳实验小学133****3030***************7458056038哈琦盐城市田家炳实验小学151****7686***************567331999倪大新盐城市双语小学189****9515*************46930714410仇永胜盐城市双语小学139****8085**************11376854311葛红喜盐城市开发区实验小学138****9066**************6588528612韦梁和盐城市开发区实验小学138****0787******************33181600413张静解放路实验学校135****0202*************6990303714吴雅解放路实验学校151****9965***************99665255915顾大成解放路实验学校159****2221***************10691116816王春解放路实验学校133****7216******************49379631217王东解放路实验学校135****415118王伟解放路实验学校137****7578*************2953863419施杨上冈小学133****1055*****************3362573020卜万根上冈小学21435372421司存中盐城市第二小学139****3355******************21843203市直小学信息技术学科“校际合作教研”活动教师名册《发帖与回帖》说课稿盐城市实验小学李玲一、说教材《发帖与回帖》是江苏科学技术出版社小学信息技术下册第十五课的内容，面向对象是小学四年级学生。

上古真人老师讲座系列

上古真人老师讲座系列2008-11-23上古真人讲----中医思维问：大肠和小肠主津液，与膀胱司气化生津液有什么不同？答：膀胱司气化这与肾有关系。

中医理论在人体上的应用有不同的位置。

比如在躯干上，把躯干比四时，就是春、夏、秋、冬四季，也叫四时，是这种理论的应用。

那么人体的四肢呢，它应用的是太极理论，太极理论就是太极生两仪，两仪生四象，然后四象生八卦，是这么一个概念。

就是它应用的理论是不一样的。

这就是为什么十二经脉里的阴经，我们用水来代替，实际上自然界中的水呢是往下流的。

阳经我们用火来代替，那么自然界中的火是往上生的，这是一个自然的规律。

在人体上十二经脉的走向是不一样的，阴经往上走，我们把双手举起来，阴经在里面，在四肢的内侧，阴经是往上走行的；阳经在身体外侧，它是往下走行的。

换句话说，在人体上，阴不是自然属性，不象自然的水往下流，而是逆着往上行走。

阳经也不是自然属性，火不是往上升是往下走行的，这叫做阴阳相交。

五脏六腑上用的是四时的理论，九宫、八风、四时、五行。

四时：春、夏、秋、冬。

我给大家简单说一下这个基本概念。

把躯干分成三部分，怎么分格呢？你站在一个镜子前，你把手自然下垂，肘关节对应的就是中焦；这个上臂，就对应的上焦，就是对应的心肺；这个下焦就是下臂对应的那个位置：肝肾；中焦其实就是三焦和这个脾。

但三焦里面还具体再分，分成上焦、中焦、下焦。

就是有大的上中下，还有小的上中下。

你先把位置确定准了。

那么上焦，也就是上臂水平面对应的呢就是心肺。

心为夏，四季里面的春夏秋冬里面的夏，也叫太阳。

黄帝内经对心来讲的是太阳；那么肺呢是阳明，对应的是秋。

也就是夏秋在上焦。

春（肝）为厥阴，肾为少阴；那么厥阴少阴，也就是肝肾在下焦。

中焦就是三焦和脾，脾就是太阴。

太阳阳明在上焦，厥阴少阴在下焦，这个少阳太阴，三焦也叫少阳啊，少阳太阴在中焦，这个位置先确定了。

那么膀胱的气化，膀胱以脏腑来说的话，是肾腑，也就是少阴之腑。

这个气化生津液与少阴有关系。

论坛培训心得体会

论坛培训心得体会论坛培训心得体会当我们积累了新的体会时，往往会写一篇心得体会，如此就可以提升我们写作能力了。

应该怎么写才合适呢？以下是小编精心整理的论坛培训心得体会，供大家参考借鉴，希望可以帮助到有需要的朋友。

论坛培训心得体会1这次北京学习收获颇丰，以下是我学习中感触最深的几点：一、教育是一门哲学，它为我们开启世界的源头。

要懂教育哲学，用辩证的关系去理解教育，用以指导教育教学实践，用以审视自身的教育教学行为，用以挖掘教师的教育教学发展潜力。

虽然其中不乏哲学理论，但都和实践紧密联系，只有这样才能开启思想的源头，开启自由和平等的源头。

教育也是一种关系，它研究的是人与人之间的关系。

包括：1、老师与学生的关系；2、学生与学生的关系；3、老师与家长的关系。

在平时的教育中，我们往往重视的是师生关系，而很少，甚至忽略了学生与学生的关系，老师和家长的关系。

二、教育应该大道至简，为师应该守正不阿。

每一种思想，每一种做法的提出最初的愿望都是美好的，但在实施的时候是否应时、应地、应人呢？这是我们值得思考的地方。

有时行政部门赋予我们的太多，当太多的任务压到我们头上，我们不加思考，仅仅只是盲目跟着跑，也许效果并不理想。

这时我们也许需要静静的思考，找出最有价值的，最正确的事去认真完成。

有些不必要的，不适合的将其删减，这样我们才能做到大道至简。

而对于教师自身的发展，跟应该删繁化简。

在自我追求的过程中我们应该乐于奉献，减少对名利的追求，把更多的精力放到提高自身要求上来。

要做到真正的`大道至简，守正不阿，更应该尊重事物的发展规律。

潮起潮落很正常，在教育的过程中，有时我们应该要有耐心去默默推动或等待孩子的成长，逐步引导他们们，但是一定要明白这个过程需要或长或短的时间，我们不能超越规律去行事，否则，只会使我们的教育变得更糟糕！三、我们应该做学科教育而不是学科教学。

学科教学是在课堂中让学生以理论和能力作为培养目标。

学科教育是在课堂中让学生收获知识、能力、方法和情感。

班主任论坛主持词15篇

班主任论坛主持词15篇班主任论坛主持词1尊敬的各位班主任：大家好!为了进一步提高班主任业务素质，强化班级管理，提高班主任的管理水平，分享班主任的宝贵经验，借鉴学习同行的治班方法，达到共同进步，共同提高之目的，今天我们在这里召开班主任工作论坛。

老师们，班主任是学校德育工作的主力军，学校的发展和教育教学的稳步提高，主要得益于班主任的辛勤努力和无私奉献。

班主任是班级的核心，是班级工作的领导者、管理者、组织者，是学生健康成长的引路人。

班主任工作是一门科学，也是一门艺术，更是一种文化。

其管理水平和自身素养对一个班集体有着决定性的作用，对学生的一生都会产生影响，班主任的工作水平直接决定着学校的办学质量。

一个人格高尚的班主任，是一面旗帜，是一盏明灯，引导着全体学生健康成长。

根据安排，今天将有6名班主任老师与我们共同分享他们的育人经验与教育智慧，他们是在班级管理中取得一定成绩的优秀代表，当然所有班主任都各有所长，我们要互相学习互相借鉴，为全面提高我校的各项管理水平而共同努力。

首先有请__老师发言。

最后请梁校长为我们的班级管理工作指点迷津。

当班主任很累，事情很多，很费心，有的时候还会很心烦，这都是免不了的。

班主任要用个人的魅力征服学生，要用自己的热情和朝气去感染学生。

班主任工作是很有挑战性的工作，每一个学生都是一个世界，要想成为每一个学生的朋友，要想得到每一个学生的信任，需要付出很多的心血。

希望大家通过今天的会议，能从中找到处理相应问题的对策，反思自己工作的方式和方法。

让我们在实践中探索、总结行之有效的方法，相信每位班主任老师都能做一名"轻松、快乐"的班主任。

班主任论坛到此结束，再次感谢6位老师的辛勤付出，感谢各位班主任老师的参与!【班主任论坛主持词15篇】班主任论坛主持词2尊敬的各位领导、班主任老师们，家长朋友们：大家晚上好!第一届班主任工作论坛在这里与大家如约而至，很荣幸为大家主持本次班主任论坛，下面由我来介绍一下应邀出席此次论坛的各位领导和嘉宾，他们是，让我们用热烈的掌声感谢领导们的出席以及对班主任论坛工作的大力支持，出席本次论坛的还有我校家长委员会的家长朋友们以及全体班主任老师们，同样对你们的到来表示热烈的欢迎和诚挚的感谢！老师们，家长们，班主任工作是学校日常工作的一个重要方面，班主任论坛是班主任专业成长的平台。

BBS

Behaviour Based Safety ProgramsSection Page Introduction and Acknowledgement 2Section 1: What is BBS? 3Section 2: What can we do? 7Section 3: Exercises 9Section 4: Background information? 18 Section 5: ResourcesIntroduction: Behaviour Based Safety ProgramsWhat are Behaviour Based Safety Programs?Behavioural Based Safety is an approach to safety that focuses on workers' behaviour as the cause of most work-related injuries and illnesses. These programs are being introduced in Australian workplaces, and so we have produced a Kit for health and safety reps to provide information on what they are, what's wrong with them and what workers can do in their workplaces.In May 2005, the ACTU held a Seminar, Oh Behave!looking at behavioural safety approaches to managing health and safety. One outcome was an undertaking by the VTHC and a couple of other unions (AMWU and SPSF) to develop a kit to assist OHS reps and delegates to understand what such programs are, and the issues unions have with them.The kit is version 1 of a work in progress, and so we welcome any comments and suggested changes from unions, OHS reps, delegates and workers who read it and use it. Please email comments to rmusolino@.au - Renata will respond to all comments.Acknowledgement:This Kit is an amalgam of the work of many trade union and other health and safety activists, both here and overseas. Thanks to all of them for their ideas, work and dedication to improving worker health and safety. Section 5 of the Kit has a list of useful resources and places to go for further reading.Section 1: What is BBS?What are Behaviour Based Safety Programs?Behavioural Based Safety is an approach to safety that focuses on workers' behaviour as the cause of most work-related injuries and illnesses. Promoters of behaviour-based safety programs maintain that 80 - 96%of workplace injuries are caused by workers' unsafe behaviours. Once the programs identify the workers who are behaving "unsafely", they are coaxed, cajoled and/or threatened into behaving “safely” on the job or sacked.According to the UK’s Health and Safety Executive, the most common Behaviour Based Safety Programs:‘require front line staff to carry out behavioural safety observations on theircolleagues’.The observers are trained, and the results are usually fed back on a one-to-one basis. Some programs do not use one-to-one feedback, but have a group of observers counting instances of ‘unsafe behaviour’, collating the data and reporting back to the group, sometimes developing ‘safe/model’ behaviours.Unions and others, including health and safety specialists and academics are uncomfortable with these programs because, no matter how well they disguised, the basic assumption is that workers unsafe acts are the cause of workplace injuries and disease. We can summarise our concerns into thirteen facts that a trade unionists should know about Behaviour Based Safety Programs;1. Observing others’ behaviours focuses on the end of the chain of events that lead to aworker’s actions…………..just look at any proper accident or incident investigation root cause. BBS promotes the lie that accidents are caused by one event, when all the research shows a chain of events leads to accidents,2. Observing workers’ behaviours does not ask the questions “why” is s/he doing that jobthat way?; why is s/he doing that job?; why is s/he using that chemical? etc,3. Observing others only looks at what happens often and repeatedly e.g. breakdowns,jams or quick production runs or days when staff are short are not taken into account.These programs miss any unusual or complex unsafe events.4. Observing what workers are doing will not give any information about the inherentdangers in a work process. Observing someone’s behaviour does not give any information about the effects of:a) fumes e.g. benzene which causes cancer,b) dusts e.g. asbestos , ceramic fibres, silica, cadmuim,c) epoxy resins or two part paints or hair dyes causing asthmad) biological hazards, infections,5. O bserving workers and changing their behaviour can only change the decision makingat the lower level of decision making. It is very hard to affect the big decisions without asking “why”. See 2. above.6. Observing workers takes lots of time and cost s a lot. Over time this often crowds outother health and safety activity e.g. focussing on hazards at source and implementation of hierarchy of control approaches,7. As one H&S expert1said– rather than these programs being the cherry on top of amultifaceted OHS program, BBS can crowd other approaches out and end up being the poison garnish that ruins the whole dish,8. Observing what workers are doing, does not observe what managers or the Board aredoing or not doing.Managers, owners or the Board are the ones with the power and access to resources to make the necessary changes for improved conditions. This is recognised as the duty of care in both common law and OH&S law,9. Observing workers working with clients cannot answer questions about factors whichlead to stress e.g. fatigue, emotional pressures, anxiety, workload, decision making violence and aggression, bullying,10. Observing what workers are doing, tends to blame the worker, even if the program triesnot to e.g. even if it is anonymous, voluntary etc. It perpetuates the myth of the careless worker,11. Observing workers can put worker against worker,12. Observing workers does not try to answer the question - if we moved “Bill” from this jobwould someone else be likely to be injured, because when we focus on Bill we often cannot see beyond him. If it is possible that someone else could be injured then the problem is NOT with Bill’s individual behaviour, but with the job or the system, or something else,13. Observing workers does not question those who make decisions about how productionis designed, the workplace is organised or laid out etc. Managers, owners or the Board make those decisions.1 Andrea Shaw at ACTU seminar, May 2005, MelbourneAre these programs new?Many of these programs are based on the old approach of immediately blaming or disciplining workers when accidents/injuries occurred. Some programs still use this approach e.g. traffic light cards in the example on page 18.Modern, new style BBS programs are sold as being just one, albeit very important, element of a broad OHS system. The promoters of BBS say that the programs do not in any way detract from identification/assessment/control of risk. However, diversion of resources from identification/assessment and control is an outcome.The core features of BBS programs are:• Observation of workers by workers• Extensive training provided to those participating, particularly the observers• Development of a list of "critical worker behaviours" often with input from workers themselves who are invited and welcomed into the process• Development of ‘model behaviours’ so that workers’ behaviours are measured against their own standards – ie past behaviours.• Substantial management commitment, including financial.Additional features include:• Reward systems eg. bonuses or acknowledgement of efforts and results• Programs are promoted as ‘voluntary’ and promoting participation. The programs say in health and safety which is ‘Everyone’s Responsibility’ not recognising whohas power to make decisions.• Utilise and appropriate current participative and representative structures – e.g.elected H&S Reps, union delegates, and OHS committees.Many employers like the approach of BBS because the programs take the focus off what they are doing and onto watching workers. The programs often:• allege that ‘research’ and ‘statistics’ support their claim that up to 95% of accidents are the result of at risk behaviours; employers feel comfortable – the blame theworker’ explanation. Shifting blame = shifting responsibility• focus attention to the micro (individual’s behaviour), not the macro (risk control)• make workers ‘take on’ responsibility – the focus shifts from what the employer should do to what workers can, and should, do for themselves• appear to make the workplace more democratic, involve workers and empower them, but in reality disempowers workers• use the functioning union structures (like OHS reps and committees) – and try to ‘tame’ them or render them redundant• encourage employers to ‘blame’ the decision to introduce BSC program on their corporate master in the US, that it is not a local management decision. In fact, thelocal management claim that they are ‘just part of the program’ like the workers • provide a mechanism and a way for workers to develop a way of disciplining fellow workers.Behaviour Based Safety Programs, at the beginning, can look attractive to workplaces (and workers) because the people introducing the program• Talk directly to workers – in language that is less technical than risk assessment language, and is easier to understand• Seems to make sense: it says that behaviour, or human factors, are the cause of great majority of accidents, and therefore, that these behaviours need changing,and that this system works - The programs use language ‘ABC’ which stands forAntecedents – Behaviours – Consequences• Appeals to sense of what is right – it says OHS is Everyone’s Responsibility and it looks like management is showing commitment• Involves workers and H&S Reps as there are more resources going into increased health and safety training and skills development• Involves workers as coaches with potential to change behaviour and participate in the decision-making processes• Gives recognition, encouragement and rewards, through teams, prizes or fun activities, to workers and groups of workers• The programs claims to:o be additional to all other health and safety programs/activity, not in place of ‘traditional’ risk assessment and controlo address illness as well as injuryo empower workerso be successful in that it targets ‘unsafe’ behaviour only – and can ‘prove’ that it worksThe BBS programs often improve safety, in the short term, because nothing else was being done before. Despite their supporters claims these programs aim to shift the responsibility from employees and towards workers. The programs have their origin in management practices aimed at increasing managerial prerogative and pitting worker against worker, not in H&S prevention.Section 2: What Can We Do?If your employer is looking at introducing these programs – what can you do?1. Be prepared: know what a Behaviour Based Safety program is, why it may beattractive and what the problems are. Read the background material and maybe dosome of the exercises in Section 3.2. Ask lots of questions: Don’t agree to anything that might sound like a BBS Programthis. See the next page for suggested questions.3. Insist that the Employer consults with H&S Reps, as the law says they must: use yourrights to be consulted prior to any change, which may have an effect on health andsafety; as both the H&S Committee or as individual H&S Reps.4. Contact your union if you are unsure about what it is that your employer is trying to do.5. Make sure accidents, incidents, near misses as well as work overload, fatigue orarrangements unsafe shifts are reported. These are all health and safety risks.6. Ensure H&S Reps are informed and have access to the Injury and Incident Registers7. Ensure your reporting and accident investigations are thorough and involve workers andH&S Reps.8. Talk amongst yourselves, with the union delegates and the members about theprogram, decide what you are going to do, eg mass meetings to discuss what theprogram means.9. Decide what your workplace health and safety system should look like; use the checkliston “How does your workplace score?” This list helps show where you can do better.10. Put your proposal (from point 8) to the employer. This will help you challenge their ortheir consultant’s assertion that the BBS program is the magic silver bullet for healthand safety.Be Cautious - Ask lots of questions!If your employer wishes to introduce one of these programs or your workplace already has one, it is useful to ask the following questionsIf you answer YES to any of the following: then the proposal is about shifting responsibilities towards workers1. Are there any disciplinary features or individual rewards for lack of accidents/Incidents? etc2. Does the plan involve observing others working?3. Does the plan involve observing only workers i.e. if there is a plan that observesmanagers, owners, directors, the CEO or the Board’s activities?4. Has there been a visit by consultants marketing behavioural safety systems (or talkingabout the ‘next’ step in the OHS – looking at unsafe behaviours)?5. Is there a Lost Time Injury reward system (eg if an injury is reported then everyoneloses the chance to enter the raffle, team or coach of the month etc...)?6. Does the program use language like: antecedents or activators, behaviours,consequences (A B C); Positive, Soon or Certain consequences; at-risk behaviour;workplace or safety culture; key performance indicators and behaviours?7. Is management suggesting a program like DuPont or B- Safe or some wizz bang fix itall program?If you answer NO to any of the following: then the proposal is about blaming workers!1. When giving examples of how the program works, do any of the examples of KeyBehaviour Indicators refer to managers’ behaviours?2. Will the plan allow a chain of events to be investigated?3. Do the observations include looking at risks that have health effects? (Whatobservations are being made for health effects?)4. Does the list of behaviour measures include management performance behaviourssuch as:a. Number of discussion per week between managers and employees where themain topic of conversation is safety?b. Percentage of agreed items that have been completed each week?c. Number of health and safety concerns that are resolved each week?d. Number of higher level hierarchy of control measures that are implementedevery three months e.g. elimination; substitution; engineering controls; redesign,of plant, work layout or work flow?Remember Behaviour Based Safety Programs are based on experiments on rats: “So if it is rat psychology, who is the Pied Pier and who are the rats?”Cathy Walker. CAWSection 3: ExercisesIn this section there are a number of exercises that will help you and the members make some judgements about Behaviour Based Safety Programs.Although you could do these exercises on your own they are designed to be worked through with a group.IntroductionEmployers that introduce BBS programs are trying to say we all have equal responsibilities when it comes to health and safety. These exercises are designed for you and the members to ask yourselves about who does share the responsibilities on health and safety.Exercise 1: Who is Responsible?The Aim of this exercise is to draw a picture of who is responsible for what in the workplace.Step 1Draw up two columns with the following headings: ‘Employer’ & ‘’Me/Workers’Step 2In the relevant column fill the answers to the two questionsa. What things does the employer have final say about?b. What things do workers have the final say about?Step 3Take 10 minutes for each column.Then compare the lists.Step 4Take 10-15 minutes to discuss why you think the lists are different and whether that has any impact on what sort of health and safety program you should have in your workplace.Your lists may look like this.Employer Me (or) Workers• Who is employed and how (fulltime, part time, casual, labour hire) • Hours of work• Job description• Allocation of work• Shift arrangements• Amount and arrangements forovertime• Materials, includingsubstances/products used• Type and quality of PPE• Plant and maintenance of plant• Allowances• Tools• Training – who gets trained, what in, who delivers it, when it’s done • Consultants – who, when and what for• Development and implementation of policies and procedures• Chain of command• Budget• Workplace organization• Reporting mechanisms• Meetings – what type, when• Access to information• Emergency evacuation procedures• Provisions of mechanical aids• Design and condition of workplace Can you think of any more?• What I do – how I work:But this is also affected by:• The time I’m given to complete the work• The level of training I have received • The state/condition of thetools/equipment I must use• Workload• Design of the workplace• Information on hazards/risksCan you think of anything more?Exercise 2: Who makes decisions?BBS programs get workers observing each other with the aim to encourage workers to make different decisions about how they work.Step 1In a day or week of work many decisions are made that affect health & safety. Ask the group to list all of these decisions. Your list could look like.• the hours of work of a workplace• buying the new machine to replace the broken one• spending the money on the new guard• replacing the hazardous chemical with a safe one• engaging consultants for advice• implementing a safe system of work• implementing the policies and procedures• engaging contractors• hiring extra staff to share the workload• Fixing ventilation, lighting or floor surfaces• Maintenance schedulesStep 2Beside each decision list who makes that decision or final say on each item in your list.Exercise 3: What sign is that?Many workplaces have a sign up listing the numbers of days since a Lost time Injury.Step 1List the reasons why these signs are put up.Step 2Think of some signs which may have a different purpose. Here are some suggestions for different signs:a. a sign that lists how many days it took before management fixed a problem orlabelling all the machines, processes or containers of chemicals with a dangersticker; orb. tag that asks when will the fault be fixed; orc. display the number of the CEO or general manager who has the power tomake decisions on getting things fixed.Step 3List the reasons why you think workplaces have LT1 signs rather than the examples in Step 2.Exercise 4: A Health And Safety MapThis exercise is sometimes called “mapping”’. By answering these questions you can get a snap shot of where the holes are in your organisation around health and safety or what immediate risks need to be addressed.To know where to start you need to know where you are. The checklist below is basic, but you need to be able to answer these questions. This may help you to develop what you and your colleagues decide on what or where your health and safety system should be. Amend the checklist to suit your own workplace – eg vary the list of hazards.Checklist Ex 4Numbers of workers in your workplace.Numbers of OHS Representatives.Do you have Designated Work Groups?If yes, how many?Do you have Deputy Reps? How many?Have the H&S Reps and Deputy H&S Reps attended union OHS training? …………………………………………………………………………………… …………………………………………………………………………………… ……………………………………………………………………………………NoiseToxic, hazardous or dangerous chemicalsRisky manual handlingWelding fumesMachineryMobile plantBullyingDangerous Hours of workSpeed of the lineBiological hazardsSlips, trips falls etcWhich of these issues do the members or potential members have most complaints about? (List them) …………………………………………………………………………………… …………………………………………………………………………………… ……………………………………………………………………………………Are there any groups of workers who have particular needs or who are not well represented as H&S Representatives or on the Committee e.g. young workers, casuals, women workers, workers with difficulty understanding English etc. …………………………………………………………………………………… …………………………………………………………………………………… ……………………………………………………………………………………Do you have Union information on these displayed in your workplace? Have you used this information to improve the profile of OSH and the Union on the job?Have you passed this information onto your delegate and organiser?Do you have access to union based information on the internet?Exercise 5: Workplace ScoreThis list of questions that may help you decide on how well your workplace really does on health and safety. Most of the questions are not about the risks but about how workers are treated and how active workers are in working together to improve our working conditions.The questions below are a start to get a feel for how well your workplace is organised.Part 1: Please tickYes No1. Does your employer make health and safety a priority ?2. Are workers always consulted about health and safetyissues or changes which may affect health and safety(new chemicals, machinery, work processes, rosters orstaffing arrangements)?3. Do workers elect the health and safety representatives?4. Is there an active health and safety committee? Is ithalf worker reps?5. Is the H&S Committee half reps?6. Are the health and safety reps and/or committeemembers trained by the union or union friendly trainers?7. Is the workplace inspected for hazards/problemsregularly?8. Do workers participate in the inspections?9. Does the employer always fix health and safetyproblems promptly?10. Is there enough time to meet and deal with health andsafety matters?11. Are all workers, including casual, contract or agencyworkers, inducted and trained about health and safety?Workplace Score: ......./11Part 2: From your workplace score for Part 1Yes No take off one mark for yes ticked below1. Are workers ever asked or pressured by management not toraise health and safety issues?2. Are people ever intimidated or bullied by management as aresult of raising health and safety issues?3. Are sick or injured employees pressured by management toreturn to work before they are ready?4. Are there unrealistic expectations, demands or targets at yourworkplace?5. Does cost cutting result in increased health and safetyproblems?Score: Part 1 minus Part 2 = ..../11Your workplace scores:More than 8/11 - keep up the good work.But are all the part-timers, casual and contractors included in health and safety meetings, inspections etc? Have you ever thought about doing some awarenss or education outside of your workplace e.g. articles in the local paper, talking to schools and TAFE colleges or apprentices. Do health and safety reps and deputies attend any union health and safety committees or forums; is anyone involve in health and safety campaigns like Industrial Manslaughter, etc?5 to 7/11 - room for improvement.Are you using all your rights under the health and safety laws? We need to be more organised. Pick on three of the questions that lowered your score. With the members and other OHS Reps/deputies/delegates decide on what action is needed.2 to 5/11 - must do better.Remember whose health and safety is at risk. OHS reps have the right to be involved in inspections, to be consulted before changes happen, and much more (Part 4 of the 2004 OHS Act). Insist on your rights.Decide on three problems that the members agree need attention. Set a timetable for your employer to fix them. You may need to:• issue a PIN/written notice/Default Notice,• negotiate an agreement with your employer about how they are going to improve their performance or• get outside assistance.Less than 2/11 - very poor, remedial action required.This workplace is a real trap, with your employer taking little action on health and safety.Your employer thinks workers have no role to play in health & safety. Get union assistance now.Section 4: Background information on a number of topics related to BBS programs.4.1 Causes of accidentsThe causes of accidents are manyThe General Manager of DuPont Australia, in an interview with Professor Andrew Hopkins 2, said:“both government safety organisations and unions are quitesimplistic on safety. They focus on equipment, not on the acts ofpeople. In our experience, 95% of accidents occur because ofthe acts of people.”Dupont is correct in that safety is not simple; but their conclusions are incorrect. The Dupont way focuses on just one part of a “chain of events” that can lead to an accident. Accidents and negative health outcomes have many causes. Dupont does not mention health at all, just safety.3Where do the statistics come from?The statistics (that 80 - 96% of workplace injuries are caused by workers' unsafe behaviours) stem from "research" conducted by an insurance investigator named H.W. Heinrich in the 1930's in the United States. Heinrich's “research” consisted of reviewing supervisors' accident reports and drawing conclusions about accident causation from those reports. Most of those reports blamed workers for the accident. Heinrich concluded that 88% of all workplace accidents were caused by workers' unsafe acts.The union approach, and that of modern OHS regulations, is to use the hierarchy of control i.e. from the best or most effective way of getting rid of the risk, elimination, through to the worst or less effective method, the use of safety gear. And of course any combination of these, as the cause of accidents and ill health will have many contributing factors (multifactorial).2 Paper presented ACTU Seminar, May 20053 See section 4.3 on Duponts safety and environment record in the United StatesBlaming those with the least sayAlthough the supporters of BBS programs say they do not “blame workers” this is what happens if you do not ask ”why “ someone did what they did. By asking “why” we can trace the chain of events and reasons that lead to workers being exposed to risks.When we begin to ask why the behaviour occurred we move back along various chains which invariably implicate management. Just as the great majority of accidents can be attributed to unsafe behaviour by front line workers, the great majority of accidents are at the same time attributable to actions or inactions by management. An example will make the point.A worker descending a set of stairs, falls and is injured.Why did he fall?He was not using the handrail, as he was required to do by company policy.Why not?He was using both hands to carry tools.Why?If he used one hand to hold the rail he would have had to make more than one trip up and down the stairs to get his tools to the lower level.Why didn’t he do this?Because there was pressure from the supervisor to get the job done quickly. Production pressures routinely lie behind unsafe actions by workers in this way. Despite all the company rhetoric about putting safety first, the experience of many workers, not all, is that production takes precedence over safety. But we can go further than this. The failure to use the handrail is not the only reason the worker fell.He fell because the stairs were too steep, far steeper than would be acceptable in the building code for houses, for example.Why were they so steep?Because the designers had not considered the hazards of steep stairways.Why had the designers not considered this hazard?Because they had not adopted the philosophy of designing out hazards at source.Why not?Because the regulator was not enforcing the relevant regulations.This example could easily be developed further, but this is far enough to demonstrate the truly multi- causal nature of every accident.。

论坛讲话稿6篇

论坛讲话稿6篇（经典版）编制人：__________________审核人：__________________审批人：__________________编制单位：__________________编制时间：____年____月____日序言下载提示：该文档是本店铺精心编制而成的，希望大家下载后，能够帮助大家解决实际问题。

文档下载后可定制修改，请根据实际需要进行调整和使用，谢谢!并且，本店铺为大家提供各种类型的经典范文，如总结报告、演讲致辞、事迹材料、学习心得、合同协议、条据文书、自我鉴定、教学资料、作文大全、其他范文等等，想了解不同范文格式和写法，敬请关注!Download tips: This document is carefully compiled by this editor. I hope that after you download it, it can help you solve practical problems. The document can be customized and modified after downloading, please adjust and use it according to actual needs, thank you!Moreover, our store provides various types of classic sample essays for everyone, such as summary reports, speeches, deeds, learning experiences, contract agreements, normative documents, self-evaluation, teaching materials, essay summaries, other sample essays, etc. If you want to learn about different sample essay formats and writing methods, please stay tuned!论坛讲话稿6篇演讲者可以通过反复练习讲话稿，提高发音和语言表达的准确性，讲话稿的目的是与听众建立共鸣和联系，以下是本店铺精心为您推荐的论坛讲话稿6篇，供大家参考。

论坛主持词开场白和结束语

论坛主持词开场白和结束语嘿，朋友们！咱今天就来聊聊这论坛主持词开场白和结束语咋整。

你说这开场白啊，那不就像一场戏的开场锣鼓嘛！得响亮，得吸引人，得一下就把大家的注意力给抓过来。

你想想，要是你干巴巴地上来就说，那多没劲儿呀！咱得像那老北京炸酱面似的，有滋有味儿的。

比如说，咱可以先来个幽默的小故事，逗得大家哈哈笑，然后再顺理成章地引出论坛的主题。

或者来个有意思的问题，让大家都开动脑筋想一想，这样不就都参与进来啦！这就好比钓鱼，得先把那饵放得香香的，才能把鱼都吸引过来呀，对吧？再说说这结束语。

哎呀呀，这可不能马虎呀！就像一场精彩演出的谢幕，得给人留下深刻印象。

可不能随随便便说几句就完事儿了。

咱可以总结一下论坛的重点，让大家心里都有个数，知道今天都讨论了啥重要的事儿。

然后再表达一下对大家参与的感谢，让大家觉得自己的付出被看到了，被重视了。

这就跟你请朋友来家里吃饭一样，最后不得好好感谢人家来捧场嘛！比如说，咱可以这么说：“各位朋友们，今天咱们在这儿畅所欲言，讨论得那叫一个火热呀！大家的观点都特别精彩，就像那夜空中的星星一样闪亮。

感谢大家的热情参与，希望咱们下次还能这么开心地聚在一起，继续探讨更多有意思的话题！”咋样，是不是感觉挺不错的？或者还可以更俏皮一点：“嘿呀，今儿个这论坛就像一场欢乐的大派对，大家都玩得不亦乐乎！现在派对要结束啦，不过别担心，下一次的精彩还在等着我们呢！”你看，这样的结束语，多有意思呀，让人听了心里暖暖的。

咱这论坛主持词啊，就是要让大家觉得有意思，觉得参与进来很值得。

就像那冬天里的一把火，温暖又热烈。

所以啊，开场白要精彩，结束语要有力，这样才能让整个论坛都熠熠生辉呀！大家说是不是这个理儿？反正我是这么觉得的，哈哈！就这么着吧，大家好好琢磨琢磨，让咱的论坛主持词变得超级棒！。

知音论坛

进行留言以及讨论21前台模块子功能点分析211选择留言区域以及讨论区212输出留言以及讨论内容概要设计运行环境及技术linuxmysql项目架构mvc三层架构具体技术选择面向对象adodb4详细设计知音论坛网站网站头页面网站尾页面关键字控制类c
“知音留言板”项目报告
组员：辅导教师：时间：
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项目背景 2. 需求分析 3. 概要设计 4. 详细设计 5. 效果演示 6. 项目总结
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1. 项目背景
1.1大型聊天讨论问题无法保存内容，需要把
讨论的内容复制粘贴 1.2在讨论多个问题是容易混淆 1.3大型聊天室需注册后才可登陆聊天，本论坛留言板不需登陆即可留言讨论
2. 需求分析
主功能点分析：
前台模块：用以保存留言和讨论内容前台模块：进行留言以及讨论
2.1 前台模块
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2.1.1 选择留言区域以及讨论区 2.1.2 输出留言以及讨论内容
3. 概要设计
运行环境及技术
Linux + Apache + PHP + MySQL
项目架构
MVC三层架构
具体技术选择
面向对象

无忌老师讲课内容

大家好，很高兴，今天跟大家交流。

月经的暖宫的啊，这些话题。

刚才看到大家提了好多问题都特别好，那呃，我先把大家之前提的最多的问题，先说一说。

然后呢，我们留些时间留留一些时间呢，大家啊，在提问哈，我们再来。

把大家今天晚上提的问题，在回答好吗。

有一个问题，大家提的特别多，就是啊，月经到底该不该应该有血块。

有的人觉得呢，血块呢，不是有这个子宫内膜脱落，那是不是就应该有。

什么样的血块是正常的，什么样的又是不正常的。

我现在就说说。

一般来说呢，有一点血块儿。

就是那个血块儿有点儿像那个肉肉带着点儿肉丝的这样子或者一小片一小片的。

这种。

血块呢，一般来说都是比较正常的。

什么样的血块不正常呢，就是。

块儿比较大比较厚，而且呢就有点像这个豆腐块儿。

就像豆腐一样的像动向，有点儿豆腐，冻。

那样的血块呢，一般都是跟宫寒有关系，受了寒以后或者是啊本身就有宫寒往往就容易有那种像豆腐块一样的血块。

有位朋友问你月经总是推迟。

有血块阿，怎么办，我们按哪个穴位能让他早点来呢，我想月经推迟的朋友一定不少，那遇到这种情况呢啊，有有些穴位是有帮助的。

就是对某些人是有帮助的，但不是对所有的人啊，一般常用的穴位就是三阴交。

我想大家可能比较熟悉了这个穴位就是在我们的小腿内侧。

脚踝的有个脚踝的那个内环的有个怀古哈，从那儿拿四个手指一笔啊，网上。

三寸左右的地方就是三阴交三阴交这个穴位啊，特别适合来调经，尤其是对月经推迟的朋友来说呢效果特别好。

还有呢就是其实三阴交这个穴除了让能让月经提前以外呢，三阴交本身也是个美容，学。

其实调经血又是美容学。

关于美容的话题，我们以后再说。

那就是说我们可以比如月经推迟的朋友可以在月经来之前的一周。

之前的一周呢，开始每天按揉这个三阴交穴。

能让月经更好的。

早一点来，但是有毅力啊，女性朋友的这个月经推迟呢，他是跟气虚有关的。

那这样的情况呢，仅仅按揉这个三阴交呢，效果就不是很好，那这种情况呢，就应该多补一点气。

多吃一点补气的食物，比如说，山药。

大家论坛二建

大家论坛二建1. 简介大家论坛二建是一个专注于二级建造师考试的在线交流平台。

该论坛旨在为广大考生提供学习资料、经验交流和考试信息发布等服务。

无论是正在备战考试的考生，还是已经成为二级建造师的专业人士，都可以在大家论坛二建中找到所需的支持和帮助。

2. 功能特点2.1 学习资料分享大家论坛二建提供了丰富的学习资料分享功能。

考生和专业人士可以在论坛上分享自己整理的学习笔记、教材电子版、经验总结等，并通过论坛内置的下载功能将资料分享给其他用户。

这不仅方便了考生们的学习，同时也促进了知识的交流和共享。

2.2 经验交流论坛中设有不同的版块，供用户进行问题讨论和经验交流。

无论是遇到学习中的难题，还是对考试内容有疑问，用户都可以在相应的版块中提问，并得到来自其他用户的解答和建议。

同时，用户也可以分享自己的经验和答题技巧，为其他考生提供参考和指导。

2.3 考试信息发布论坛及时发布有关二级建造师考试的最新信息，包括报名时间、考试时间、资格要求等。

用户可以通过论坛获取这些重要信息，并及时做好准备。

此外，论坛还提供了模拟考试和历年真题等资源，帮助考生更好地了解考试内容和题型，从而提高备考效果。

3. 使用指南3.1 注册与登录用户需要先注册一个账号，填写必要的个人信息后方可使用论坛功能。

注册完成后，用户可以使用注册的账号和密码进行登录。

3.2 寻找资源用户可以根据个人需求，在论坛中搜索需要的学习资料。

可以通过输入关键词来进行搜索，也可以在相应的版块中浏览已经分享的学习资料。

3.3 提问与回答如果用户遇到问题或有疑问，可以选择在相应版块提问。

提问时，应尽量清晰明了地描述问题，并标明相关背景信息。

其他用户可以在问题下回复自己的解答或建议，帮助提问者解决问题。

3.4 分享经验用户可以在论坛中的经验交流版块分享自己的学习经验和备考心得。

这样不仅可以帮助其他考生更好地备考，也可以得到其他用户的反馈和建议，从而提高自己的学习效果。

3.5 参与讨论论坛中有关于建筑行业的话题讨论版块，用户可以参与其中，发表自己的观点和看法。

软件工程系统可行性分析和需求分析

个人承担任务任务说明：此次软件工程设计，我主要承担以下任务：需求分析和可行性分析（根据设计题目进行问题定义，探讨可行性，再对系统进行需求分析等）。

任务内容：1.可行性分析：⑴问题定义各高校传统的勤工助学岗位管理管理模式也越来越不能满足现代教育发展的需要。

对于一个有着上百号勤工学生的学校来说，用手工管理这些学生信息还有岗位以及津贴，是一项非常繁琐的工作，而相应的岗位人员查询、津贴签领历史记录查询等，其工作量都让人望而生畏，而且还极易出错，同时也浪费纸。

所以我们提出了开发高校勤工助学管理系统，将勤工学生基本信息管理、岗位人员管理、津贴统计等功能进行统一管理，为各高校实现勤工助学岗位信息化管理提供有效工具。

⑵技术可行性本系统采用B/S模式开发。

B/S（Browser/Server，浏览器/服务器）模式又称B/S结构。

B/S模式是指在TCP/IP的支持下，以HTTP为传输协议，客户端通过Browser访问Web服务器以及与之相连的后台数据库的技术及体系结构。

它由浏览器、Web服务器、应用服务器和数据库服务器组成。

客户端的浏览器通过URL 访问Web服务器，Web服务器请求数据库服务器，并将获得的结果以HTML形式返回客户端浏览器。

它是随着Internet技术的兴起，对C/S模式应用的扩展。

在这种结构下，用户工作界面是通过IE浏览器来实现的。

相较于C/S模式的系统升级维护复杂来说，B/S模式最大的好处是运行维护比较简便，能实现不同的人员，从不同的地点，以不同的接入方式（比如LAN, WAN, Internet/Intranet等）访问和操作共同的数据。

另外，B/S还便于面向广大未知用户使用，因为只要电脑安装了IE，经过一定的设置，就都可以使用，如建立企业网站发布信息。

⑶经济可行性本系统开发成本低，对开发者设备要求不高，数据库采用免费开源的Oracle数据库。

由于是B/S模式，所以对用户软硬件要求要求也很低。