adenoidal的英标分别为['ædɪnəʊlɪd] ，发音为['ædɪnəu'lɪd]，意思是“腺肿的；似腺体的”。
分别的发音：/fēn bié/
分别的用法：分别指：1.指两个或两个以上的人或事物之间的分离；2.指男女或朋友关系（即情谊）的分离；3.指时间的分离；4.指事物的分离。
分别的记法：可以尝试使用词根记忆法来记忆，词根“fine”表示“分开”，那么“fine-ness”就可以表示“细微的”，而“分别”就是“分”到不能再分，即“细微的”程度，因此可以联想记忆。
腺样体肥大是腺样体因反复感染而发生病理性增生，是儿童期常见的疾病。腺样体肥大可导致鼻塞、流涕、张口呼吸、睡眠时打鼾、憋气等症状，甚至可引起分泌性中耳炎、睡眠呼吸障碍综合征等疾病。腺样体肥大还可能影响鼻窦引流和感染，引起鼻窦炎。
腺样体肥大是一种生理性增生现象，在儿童发育期由于炎症反复刺激而发生病理性肥大。腺样体肥大的症状包括鼻塞、流鼻涕、睡眠时打鼾和张口呼吸等。腺样体肥大的病因包括急性或慢性鼻炎、扁桃体炎等反复发作的炎症刺激，如过敏反应、细菌或病毒的感染等。此外，内分泌紊乱、营养障碍、遗传因素等也可能与腺样体肥大有关。
因此，腺样体肥大是一种生理性增生现象，在反复感染或炎症刺激下可能发生病理性肥大。在治疗方面，应积极治疗原发病，预防和控制感染，并采取手术切除的方法进行治疗。同时，保持良好的生活习惯，增强机体免疫力，避免反复发作的炎症刺激腺样体，有助于预防腺样体肥大的发生。
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Title: Adenoidal Management: The Key to Successful Organizational Performance
Adenoidal management, a term coined by author and consultant Dr. John Sullivan, refers to organizations that are plagued by underperformance, lack of innovation, and poor decision-making. In this article, we will explore the concept of adenoidal management and provide practical solutions to address its root causes.
Firstly, adenoidal management is characterized by a lack of clear goals and objectives. Organizations that suffer from this problem often struggle to set clear expectations for their employees, leading to confusion and ambiguity about what is expected of them. This creates a culture of complacency and apathy, where employees feel unmotivated and disengaged. To address this issue, it is essential to establish clear goals and objectives that are aligned with the organization's strategic plan. This will help to create a sense of purpose and direction within the organization, encouraging employees to work towards common goals.
Secondly, adenoidal management is characterized by a lack of effective communication. In organizations where communication is poor, employees often feel disconnected from their colleagues and management. This creates a culture of mistrust and suspicion, leading to a lack of trust in decision-making processes. To address this issue, it is essential to establish open and transparent communication channels that encourage feedback and collaboration. This will foster a culture of trust and collaboration, leading to better decision-making and increased productivity.
Thirdly, adenoidal management is characterized by a lack of accountability. In organizations where individuals are not held accountable for their actions, there is a tendency for poor performance to be tolerated and rewarded. This creates a culture of entitlement and irresponsibility, leading to a decline in overall organizational performance. To address this issue, it is essential to establish clear accountability structures that hold individuals accountable for their actions. This will encourage individuals to take ownership of their work and strive for excellence, leading to improved overall organizational performance.
Finally, adenoidal management can be addressed by implementing effective leadership practices. Effective leaders should be able to communicate effectively, motivate their teams, and provide clear direction. They should also be able to hold themselves accountable for their actions and encourage others to do the same. By adopting these leadership practices, organizations can create a culture of trust, collaboration, and accountability that leads to improved overall organizational performance.
In conclusion, adenoidal management is a pervasive problem that can have a negative impact on an organization's overall performance. By addressing the root causes of adenoidal management - clear goals and objectives, effective communication, accountability, and effective leadership - organizations can create a culture of success that leads to improved overall organizational performance.