adhesion stress：英 发音：[ədɪˈʒən] ；美 发音 [ədɪˈʒoʊn] ；意思是“粘着应力”
这几个单词的用法和记忆方法如下：
1. 发音和意思：adhesion stress中的adhesion是粘着的意思，stress是应力，合起来就是粘着应力，通常指物体由于内部应力的存在所导致的附加应力。
2. 分别的用法：这几个单词在句子中通常作为名词使用，比如“粘着应力”就可以表达为adhesion stress。此外，adhesion还可以作为形容词使用，比如“粘着性的”就可以表达为adhesive。
3. 分别的记忆：可以通过词根词缀记忆法来记忆。adhesion stress中的前缀ad-表示“to”或“接近”，后缀-hesion是词根-sist（停留）的合成词，表示“持续粘着”，所以整体表示“粘着应力”。通过这样的分析，可以更好地记住这些单词的含义和用法。
adhesion stress是一种物理现象，指粘附在基体上的薄膜在脱离时产生的残余应力^[2]^。
adhesion stress经常发生在对零部件进行脱脂处理时。由于油脂等污渍的脱落，常在基体上留下一些残余应力，也就是我们说的粘附应力。这些应力不会对产品原本的功能产生影响，但是可能会在产品使用过程中导致一些变形^[1]^。
Adhesion Stress in Management: A Key to Success
In today's fast-paced and ever-changing business environment, it is essential for managers to understand the concept of adhesion stress and how it affects their teams. Adhesion stress refers to the psychological pressure that employees feel when they feel bound to a company or a particular project, even if it is not in their best interests. This pressure can lead to burnout, disengagement, and even turnover, which can have a negative impact on organizational performance.
In this article, we will explore the concept of adhesion stress and its impact on employees, discuss strategies for reducing this stress, and provide practical tips for managers to implement in their organizations.
Firstly, it is important to recognize the sources of adhesion stress in the workplace. This can include a company's culture, mission statement, or a specific project that employees feel obligated to support. Managers can help reduce this stress by creating an environment that is supportive, inclusive, and encourages employees to voice their opinions and concerns.
Secondly, it is essential to understand that employees need to feel a sense of autonomy and control over their workloads and career paths. Managers should provide opportunities for employees to take ownership of projects and develop their skills, which will help reduce adhesion stress and foster a culture of engagement and innovation.
Thirdly, it is vital to create a work-life balance that supports employee well-being. This can include providing flexible work schedules, offering remote work options, and providing resources such as counseling or mental health support. By creating a healthy work environment that prioritizes employee well-being, managers can reduce adhesion stress and improve overall employee engagement and productivity.
Lastly, it is essential to communicate effectively with employees and provide regular feedback on their progress and performance. This will help create a sense of trust and transparency within the organization, which can reduce adhesion stress and foster a culture of collaboration and cooperation.
In conclusion, adhesion stress is a significant issue in the workplace that can have a negative impact on employee engagement, productivity, and organizational performance. By understanding the sources of adhesion stress, creating an environment that supports autonomy and control, prioritizing work-life balance, and communicating effectively with employees, managers can reduce this stress and foster a culture of success within their organizations.