Results for dominant translation from English to Tagalog

dominant
sunud-sunuran na babae

dominant gene
recessive gene

dominant meaning
nangingibabaw na kahulugan

dominant dominance
dominante / nangingibabaw

are you dominant girl
dominanteng babae ka ba

the taste is dominant
masarap inumin

are you dominant woman ?
ikaw ba ay nangingibabaw na babae

you must be a dominant wife
tagalog

i am more submissive than dominant
mas nangingibabaw ako kaysa sunud-sunuran

or maybe you really know but you are blindfolded because your desire for revenge is more dominant
o baka naman alam mo talaga pero nagbubulagbulagan ka kasi mas nangingibabaw ang kagustuhan mong makaganti

penalize all forms of anti competitive agreements, abuse of dominant position and anti competitive mergers and acquisitions, with the objective of protecting consumer welfare and advancing domestic and international trade and economic development.
parusahan ang lahat ng uri ng mga laban sa kumpetisyon, pag-abuso sa makapangyarihang posisyon at mapakumpetensiyang kasunduan at ari-arian na may layuning protektahan ang kapakanan ng mamimili at isulong ang panloob at internasyonal na pag-unlad na kalakal at pag-unlad ng ekonomiya.

cultural assimilation is the process in which a minority group or culture comes to resemble a dominant group or assume the values, behaviors, and beliefs of another group.a conceptualization describes cultural assimilation as similar to acculturation.
ang ultural assimilation ay ang proseso kung saan ang isang grupo ng minorya o kultura ay nagmula sa isang nangingibabaw na pangkat o ipinapalagay ang mga halaga, pag-uugali, at paniniwala ng ibang pangkat. inilalarawan ng isang konseptwalisasyon ang paglalagay ng kulturang katulad ng akulturasyon.

forming in this stage, most team members are positive and polite. some are anxious, as they haven't fully understood what work the team will do. others are simply excited about the task ahead. as leader, you play a dominant role at this stage, because team members' roles and responsibilities aren't clear. this stage can last for some time, as people start to work together, and as they make an effort to get to know their new colleagues. storming next, the team moves into the storming phase, where people start to push against the boundaries established in the forming stage. this is the stage where many teams fail. storming often starts where there is a conflict between team members' natural working styles. people may work in different ways for all sorts of reasons but, if differing working styles cause unforeseen problems, they may become frustrated. storming can also happen in other situations. for example, team members may challenge your authority, or jockey for position as their roles are clarified. or, if you haven't defined clearly how the team will work, people may feel overwhelmed by their workload, or they could be uncomfortable with the approach you're using. some may question the worth of the team's goal, and they may resist taking on tasks. team members who stick with the task at hand may experience stress, particularly as they don't have the support of established processes or strong relationships with their colleagues. norming gradually, the team moves into the norming stage. this is when people start to resolve their differences, appreciate colleagues' strengths, and respect your authority as a leader. now that your team members know one another better, they may socialize together, and they are able to ask one another for help and provide constructive feedback. people develop a stronger commitment to the team goal, and you start to see good progress towards it. there is often a prolonged overlap between storming and norming, because, as new tasks come up, the team may lapse back into behavior from the storming stage. performing the team reaches the performing stage, when hard work leads, without friction, to the achievement of the team's goal. the structures and processes that you have set up support this well. as leader, you can delegate much of your work, and you can concentrate on developing team members. it feels easy to be part of the team at this stage, and people who join or leave won't disrupt performance.
karaniwang pag-unlad