structure
US /ˈstrʌk.tʃɚ/
・UK /ˈstrʌk.tʃə/
A2 初級英檢中級多益
n. (c./u.)名詞 (可數/不可數)結構
The structure of this protein is particularly complex.
v.t.及物動詞構成；組織
We must carefully structure and rehearse each scene.
n. (c./u.)名詞 (可數/不可數)建築物
The Eiffel Tower is a famous structure in Paris.
影片字幕
你也說錯了嗎？5 個英語學習者最常犯的錯誤（Are YOU Saying it WRONG? 5 Highly Common Mistakes in English）
- pretty" all follow a different structure.
好的，第二個常見錯誤，我們又遇到語序問題了。
- "Very, really, and pretty" all follow a different structure.
pretty」的用法結構都不同。
教你如何用最優秀的回答應對經典的面試問題「自我介紹」 (Tell Me About Yourself - An Excellent Answer to this Interview Question)
看看山姆奧特曼如何將 OpenAI 從一個古怪的實驗室打造成價值 860 億美元的大企業！ (How Sam Altman Built OpenAI From a Wonky Lab Into a $86B Behemoth | WSJ)
- The company is reexamining its governance structure but hasn't announced any changes.
他補充說，Altman 一貫遵守政策，投資透明。
- The company is reexamining its governance structure but hasn't announced any changes.
在經歷了五天的動盪之後，奧特曼重新擔任首席執行官，並開始對董事會進行全面改革。
為什麼波音公司花了十年時間才成功送太空人到國際太空站？ (Why It Took Boeing A Decade To Launch NASA Astronauts On Starliner)
- Unlike the cost-plus contracts that Boeing was used to working on, the commercial crew contract was set up as a fixed price structure.
與波音公司慣用的成本加成合同不同，商業機組人員合同採用固定價格結構。
- Unlike the cost-plus contracts that Boeing was used to working on, the commercial crew contract was set up as a fixed-price structure.
以下是波音公司首席財務官在 2023 年第三季度財報電話會議上的發言。
內部與外部流動性模型 - ICT 概念 (Internal & External Liquidity Model - ICT Concepts)
- I have a stop rate, a market structure shift, a fair value gap, and then I will target to R.
我有一個止損率、一個市場結構轉變、一個公允價值缺口，然後我會將目標轉向 R。
- So for an example of this, when we swept this external low and looking for price to trade to internal and on the lower time frame, we get a market structure shift, a fair value gap, and targeting to R on the way to this fair value gap.
是以，舉例來說，當我們掃過外部低點，尋找價格交易到內部和較低的時間框架時，我們就會得到市場結構的轉變、公平價值缺口，並在通往公平價值缺口的途中以 R 為目標。
劇情峰迴路轉！OpenAI山姆阿特曼不離開了，回鍋OpenAI任執行長 (Sam Altman to return as OpenAI boss days after being sacked - BBC News)
- They don't want just to do it for profit, but actually setting up a corporate governance structure that actually does, that is really hard.
他們不只是為了利潤而這樣做，但實際上建立一個能夠實現這一點的公司治理結構確實很難。
- OpenAI has tried and has now failed; Anthropic also has a really interesting corporate governance structure.
OpenAI已經嘗試過並且現在失敗了；Anthropic公司也有一個非常有趣的公司治理結構。
夢想工作幻滅！為什麼大多數谷歌員工平均工作 1.1 年後就辭職？ (Why Most Google Employees Quit After 1.1 Years (On Average))
- The next Googler named Michael Lynch said he tried his best to stick with the company. He gave his best, yet there was still no opportunity to ever get a promotion. And numerous ex-Googlers have felt this way, describing a house of cards style internal politics structure that happens within the company, blocking them from claiming up the ladder of success. Within tech companies, it should be purely results driven, but people pleasing within Google is apparently a massive problem. People getting passed over for promotions, taking it personally, and then going on to find a new job. This is exactly what Crystal Brick experienced, an ex-product marketing manager who ended up leaving for a six-figure job for the same reasons. Now the question is, when people leave, where do they go? Google seems like the top, and what's next? Well, there are many comparable companies such as Facebook or Netflix, but a sizable amount of people take advantage of the fifth major reason to start a startup. Uncle Ben from Spider-Man said it best, with great power comes great responsibility. What he didn't say was, with great responsibility can come extreme stress. If even in big companies, stress is inevitable, why not spend that stress on developing your own company instead? And if competition is inevitable, then why not compete with Google itself? One group of ex-Google employees took this very literally, and they created a new search engine called Neva. And Neva is far and away not the only startup ex-Googlers have created. There's so many like Cardiogram, TextNow, Coda, Amplitude, Zenesis,
下一位名叫邁克爾-林奇（Michael Lynch）的 Googler 說，他已經盡了最大努力留在公司。他盡了最大努力，但仍然沒有機會獲得晉升。無數前 Googler 都有這樣的感受，他們描述了公司內部發生的紙牌屋式的內部政治結構，阻礙了他們向成功的階梯邁進。在科技公司內部，應該純粹以結果為導向，但在谷歌內部，討好員工顯然是一個大問題。人們在晉升過程中被超越，對此耿耿於懷，然後繼續尋找新的工作。這正是 Crystal Brick 的經歷，這位前產品營銷經理最終也因為同樣的原因離職，去找了一份六位數的工作。
- He gave his best, yet there was still no opportunity to ever get a promotion, and numerous ex-Googlers have felt this way, describing a house-of-cards-style internal politics structure that happens within the company, blocking them from claiming up the ladder of success.
跟著 BBC 一起回顧護照的三千年歷史 (The 3,000-year-old history of the passport | BBC Global)
- One of their first actions was to hold a conference on passports and passport controls, and it was at that conference in 1920 that the first sort of universal standards for the document itself, the size, the shape, the contents, as the passport system has evolved increasingly rapidly over the last decade or so, there's more and more data gathering, not just about those personal details inscribed in the passport, but about the structure of our face or the veins in our eyeballs or what have you, so that the system itself is gathering an almost, one might say, dystopian amount of information about individuals so that we are completely within the purview or control of that system as we move around the world.
正是在 1920 年的那次會議上，對證件本身的大小、形狀、內容等制定了第一批通用標準，隨著護照系統在過去十多年裡發展得越來越快，收集的數據也越來越多、不僅是護照上的個人信息，還有我們的臉部結構、眼球血管等等，是以，這個系統本身正在收集大量的、幾乎可以說是歇斯底里的個人信息，這樣，當我們在世界各地移動時，我們就完全處於這個系統的權限或控制之下了。
- about the structure of our face or the veins in our eyeballs or what have you, so that the system itself is gathering an almost, one might say, dystopian amount of information about individuals so that we are completely within the purview or control of that system as we move around the world.