美国论文代写：全球化与城市发展

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美国论文代写：全球化与城市发展

全球化指的是一系列的经济过程，其中包括所有国家边界的投资、市场和生产一体化。开放的平台和市场自由化的进程，国际经济已造成的信息，个别市场出现的服务、技术、资本、商品和一定的限制，劳动（阿尔门丁格，2002）。全球化也因其对国内政策、治理和文化的影响而被称为政治和社会进程。众所周知，与全球化有关的进程是一种趋同，尽管在许多不同的文化、社会、经济、法律和制度实践中，以及在不同国家边界上的若干进程中，这一进程是趋同的。

全球化背后的逻辑似乎保持不变，在扩大投资和贸易，以寻找一些不同的新市场，以及更多的网站有竞争力的生产（泰勒，2007）。在国际市场平台内，需要有工作和生活意愿的地点和个人，组织可以作出选择。目前的趋势，跨国组织或跨国企业搬迁的地理和设置生产单位的数量在全球范围内的不同区域是劳动量可用在价格便宜（阿尔门丁格，2002）。

有必要在安全要求更多的自由以及健康、低标准的环境和税收优惠的法律保护利润价值最大化。跨国公司的权力上升，导致分配的收益倾斜，有利于公司破坏与公民社会和国家政府有关的权力，这些权力削弱了人类的权利和保护环境。这反过来也影响支配投资和贸易法律的增殖能力（阿尔门丁格，2002）。

美国论文代写：全球化与城市发展

Globalization is referred to a number of economic processes within which there is integration of investment, marketing and production across all of the boundaries of countries. The opening up of platforms of market and the process of liberalization to the international economy has resulted in emergence of an individual market for information, services, technology, capital, goods and to a certain limit, labour (Allmendinger, 2002). Globalization is also known to be political and social process due to its effect over domestic policy, governance and culture. The process related to globalization is known to be a convergence, even though at a number of different speeds, of a number of cultural, social, economic, legal and institutional practices along with a number of processes in different borders across the nations.

The logic behind globalization seems to stay intact in expanding investment and trade in order to look for a number of different new markets along with more sites having competitive production (Taylor, 2007). Organizations can be making a choice where there is a need for location and individuals where they have been showing willingness for working and living, within the platform of international market. The present tendency of transnational organizations or multinational corporations for relocating geography and setting up the units of production in a number of different areas across the globe lies in availability of labour at cheaper amount of prices (Allmendinger, 2002).

There is a need for more leniencies in the requirements of safety as well as health, lower standards for the protection of environment and favourable laws of tax for maximizing the value of profits. The rise in the power of Multi-national Corporation has resulted to skew the distribution being done for gains in favour of the corporations that undermines the authority related to civil society and national government that erodes the rights of humans and protection of environment. This in turn also has the capability of impacting the proliferation of laws that govern investment and trade (Allmendinger, 2002).

美国论文代写：燃料湿度

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美国论文代写：燃料湿度

所解释的三种类型的燃料湿度代码是基于日常时间步骤而被仔细考虑的，并且具有前几天的燃料湿度代码值作为重要输入以便导出当前的代码。这种输入机制使得计算燃料水分代码的过程依赖于反馈过程，并且这个前驱值被并入到森林环境的FWI值中。基于这种具有反馈值作为输入的FWI系统，测量各种森林燃料的干燥速率。燃料干燥速度的测量基本上是燃料在平衡量上失去1-e-1（约2/3）的自由水分的过程中所花费的时间延迟。以上所示的表2列出了一些时间滞后，这些滞后表示基于通过评估不同的其他输入值而获得的近似定理表示合理的时间滞后量，因为时间滞后是取决于多个不同的因素（例如一年的时间，森林的纬度，以及各种气象投入）。

全国中位数关系

在本节中，FFDI和FWI系统之间的关系通过两个系统的百分比值进行评估。这是通过比较一个特定的FWI值和相同输入的FFDI值得到的（Mölders，2010）。它基于具有与FFDI的提供或观测值相同的百分比值的FWI值的选择。澳大利亚每个网格点的每个指标值都是独立计算的。图2显示了这种比较，其中三个FFDI值12,24和50是指FFDI值从火灾危险类别的高，极高和极端水平的过渡。

美国论文代写：燃料湿度

The explained three types of fuel moisture codes are deliberate on basis of a daily time-step, and have the fuel moisture code values of the previous days as a vital input in order to derive the codes for the present day. This type of input mechanism makes the process of calculating the Fuel Moisture Codes relied on a feedback process and this precursor value is incorporated into the FWI value of the forest environment. Based on this FWI system having feedback values as input, the drying rate for the various types of forest fuels are measured. A measurement of the rate at which the fuel is drying is essentially the delay in time that it taken in process of the fuel losing 1- e-1(about 2/3rd) of the free moisture in the fuel over the equilibrium amount. The above shown table 2 is listing some time lags which represent a reasonable amount of time lag based on approximation theorems which is obtained by assessment of different other input values, as the time lag is a value that is depending on a number of different factors (for example- time of the year, latitude of the forest, and the various meteorological inputs).

The national median relationship

In this section, the relationship between the FFDI and FWI systems is assessed by means of percentile values of the two systems. This is obtained by comparing a particular FWI value with an FFDI value for the same inputs (Mölders, 2010). It is based on the selection of the FWI value that is having the same percentile value as a provided or observed value of FFDI. The values for each indices are calculated independently for each grid point all over Australia. This comparison is shown in the figure 2, where the three FFDI values 12, 24 and 50 refers to the transition of FFDI value from high, very high and extreme levels of fire danger categories.

澳洲人权学论文代写： 工人阶级

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澳洲人权学论文代写： 工人阶级

在二十世纪的最后几十年里，最令人费解的发展之一就是世界巨大扩张时期工人阶级和组织的垮台。在世界资本主义深层次危机时，这种发展的发生是令人困惑的。 20世纪70年代的资本主义危机并不是无理的期望，而是导致增强，而不是削弱不断扩大的世界的阶级意识。 1980年代和90年代的资本危机导致劳工危机（Silver and Arrighi，2001）。同样的后果是所有组织在上个世纪得到巩固和形成的所有工人阶级组织的根本改组或破坏。

一些研究论文试图表明危机期间和之前工人阶级制定过程与世界范围资本主义发展不平衡的关系。与广泛意见相反的着名的南北分歧仍然是整个20世纪制定标准化世界的主要障碍（Silver and Arrighi 2001）。工业阶级形成的条件尽管工业活动从北向南迁移，这是目前危机的典型，但仍然完全依赖于巨大的差距。这个差距往往将一个小国的地位，财富和权力从西方与世界绝大多数人口的国家分开。必须克服这一空白处于理论和实际问题的中心，因为有意义的尝试重建社会政治（Silver and Arrighi 2001）。

澳洲人权学论文代写： 工人阶级

In the closing decades of the 20th century, one of the most puzzling development has been the fall of the working-class and organizations during the times of huge expansion of the world. The occurrence of this development was quite puzzling at the time of deep crisis of worldwide capitalism. The capitalist crises of 1970s were not unreasonable to expect and it resulted in enhancement instead of dampening the class-consciousness of the ever-expanding world. The crisis of capital in the 1980s and 1990s resulted in a labor crisis (Silver and Arrighi 2001). The consequences of the same are the fundamental restructuring or destruction of all the organizations of working class, which over the preceding century was consolidated and formed.

A few research papers have tried to show the relationship existent amongst the procedure of working-class formulation during and before the crisis and in the unevenness of capitalist development on a world scale. The famous North-South divide contrary to the widespread opinion continues to be the main obstacle throughout the 20th century to the formulation of a standardized world (Silver and Arrighi 2001). Conditions of working-class formation despite of the relocation of industrial activities from North to South which is typical of the current crisis remain completely reliant on the vast gap. This gap tends to separate status, wealth and power of a small nation from the west from the nations, which have a huge majority of the population of the world. The overcoming of this gap at the center of its theoretical and practical concerns must be put because of any meaningful attempt to reconstruct social politics (Silver and Arrighi 2001).

美国论文代写：波普艺术运动

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美国论文代写：波普艺术运动

波普艺术应该是流行的，短暂的，消耗性的，低成本的，大量生产的，年轻的，机智的，性感的，花哨的，富有魅力的，

波普艺术运动艺术家拒绝抽象表现主义的概念。他们相信以容易识别的方式创造物体的图像。根据波普艺术家的抽象表现主义，与普通人没有联系，是一个精英作品。另一方面，波普艺术则相信绘画人们可以轻易认出和关联的日常事物。他们从漫画人物，杂志剪报，汤罐等中获得灵感。二战后美国社会的消费文化是波普艺术文化艺术家的主要灵感（Schroeder J. E，1992）。

技术的发展，电视在人们家中的存在越来越多，计算机的使用和发达的通信手段的扩大使得信息的可用性更容易。艺术家现在使用丝网印刷（机械印刷工艺）等技术来制作艺术品，而不是使用传统的旧技术。波普艺术家的作品主要是以杂志，报纸为主题的物品，产品和流行人物。这个运动的主要重点是代表大众文化和快速发展的工业社会。波普艺术描绘了中产阶级价值的无价值。

约翰·贾斯珀是波普艺术运动的着名艺术家之一。他认为自己是一个自学成才的艺术家。他在艺术作品中使用旗帜，目标和其他可识别的物体而闻名。

“Pop Art should be popular, transient, expendable, low-cost, mass-produced, young, witty, sexy, gimmicky, glamorous, and big business”   ~ Richard Hamilton

The pop art movement artists reject the concept of abstract expressionism. They believed in creating the images of objects in such a way that they were easily recognizable. Abstract expressionism, according to Pop art artists did not connect with ordinary people and was an elitist work. Pop art on the other hand believed in painting everyday things which the people could easily recognize and relate to. They took inspirations from comic book characters, magazine clippings, soup cans etc. The consumer culture of American society post World War II was the main inspiration of the Pop art culture artists (Schroeder J. E, 1992).

The developments in technology, increased presence of televisions in the houses of people, expanded use of computer and developed means of communication made availability of information easier. The artists now used techniques like silkscreen (mechanical printing process) to make arts instead of using the old traditional techniques. The paintings by Pop artists mainly consisted of objects, products and popular people whose pictures were featured in magazines and newspapers. The main focus of this movement was to represent the mass culture and the rapidly growing industrial society. Pop Art depicted the worthlessness of middle class values.

John Jasper was one of the prominent artists of Pop Art movement. He considered himself a self-taught artist. He is known for using flags, targets and other recognizable objects in his art works.

美国论文代写：品牌设计师

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美国论文代写：品牌设计师

未来设计372是一个关于探索技术的程序。这将有助于探索各种网络站点与他们现在和未来的趋势，媒体使用和设计师。

品牌设计师要牢记的一点是：

1.由品牌设计师创造的形象应该是独一无二的，容易与其他同类产品区分开来。

2.品牌必须突出产品的质量，与同类产品相比。

3，品牌设计的色彩必须是在消费者心中留下深刻印象，使品牌易于识别。

4.品牌设计师应该打造出一个脱颖而出的品牌，它的特点必须清晰地凸显出来。

5.品牌必须为其产品创造一个忠诚和忠诚的社区;它可以通过优质的产品来完成。

品牌的方法：

1.传统方法：例子;公司信笺，电视，广播报纸等

2.新方法：例子;社交网站，病毒式营销等

设计行业的未来方向：

1.行业属于风险承担者的创造性和创新思想家。

这个行业全是关于想象力和知识的。公平的想象力肯定会得到回报。

3.设计界永远欢迎创造新颖独特的人才。

4.这个行业必须积极主动，超越竞争对手。

5.灵活性和响应性在设计行业中将是最重要的。

6.根据在环境中发生的变化做出及时的决策将是首选。

7.独特性和品质会引起设计界的关注。

社交媒体的影响：

社交媒体有助于与潜在消费者建立更广泛的网络。

2.有助于改善与消费者和员工的关系。

在社交媒体的帮助下，可以随时随地了解世界各地和各个领域的最新动态。

4.接触全球各地的消费者和所有类别的消费者很容易。

5.教育和授权公司和消费者彼此。

6.社交媒体有助于通过大规模的广告来增加未来的销售额。

结论：设计行业的未来在社交媒体上是高度可靠的，因为它是全球公认的，也是很大一部分人口。所以品牌设计师应该始终把社交媒体作为广告的主要来源，抓住产品的大市场。社交媒体甚至是成本效益。

美国论文代写：品牌设计师

The Design for the future 372 is a program about exploring technologies. This will help in exploring various networking sites with their present and future trends, media used and designers.

Points to be kept in mind by a brand designer:

1.The image created by brand designer should be unique and easily distinguishable from the other similar products.

2.Brand must highlight the quality of the product in comparison to the other products of same category.

3.Colours used in designing brands must be such that they leave a lasting impression in the mind of consumers and make the brand easily recognizable.

4.A brand designer should make a brand which stand out of the crowd of numerous brands available in the market and its features must be clearly highlighted.

5.A brand must create a committed and devoted community for its products; it can be done by quality products.

Methods of Branding:

1.Traditional methods: Example; company letterhead, TV, radio & newspapers etc.

2.New methods: Examples; social networking sites, Viral marketing etc.

Future directions in the design industry:

  1. The industry belongs to the creative and innovative thinkers who are risk takers as well.
  2. The industry is all about imagination and knowledge. The far and fair imagination will surely be rewarded.
  3. Design industry will always welcome the talent which creates something new and unique.
  4. This industry has to be proactive in nature to be ahead of competitors.
  5. Flexibility and responsiveness will be of outmost importance in design industry.
  6. Prompt decision –making as per the changes taking place in the environment will be preferred.
  7. Uniqueness and quality will attract attention in design industry.

Impact of social media:

1.Social media helps in creating wider network with potential consumers.

2.It helps in improving relations both with consumers and the employees as well.

3.With the help of social media one can be updated with the latest happening all around the world and in all fields.

4.It’s easy to approach consumers all around the globe and of all classes.

5.It educates and empowers both the company and the consumers about each other.

6.Social media helps in increasing prospective sales by advertising at a large scale.

Conclusion: The future of design industry is highly dependable on social media as it’s a globally accepted and by a large portion of the population. So the designer of the brand should always work while keeping in mind social media as their main source of advertising and grabbing large market for their products. Social media is even cost effective.

美国论文代写：团队文化

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美国论文代写：团队文化

组织行为研究的组织文化视角侧重于组织的解释性和象征性要素。最为普遍接受和最适合的组织文化模式：以教练为中心的整合模式。组织文化包括三个层次：基本假设、工件和信奉的价值观。每个人都能看到、感觉到或听到的组织文化最明显的组成部分就是人工制品。它们很容易被察觉，但潜在的含义并不总是清晰的。拥护的价值观是一个团队应该遵循的日常规范或操作原则。它们表明组织的最终目标及其重要性。基本假设指导人们注意什么和基本行为。

以教练员为中心的一体化模式是领导者驱动的。领导和组织文化都不为自己所理解。创建一个文化的改变，教练必须遵循三个步骤：解冻、认知重建、再。在低频电磁队的情况下，对于教练来说是很重要的，尤其是席尔瓦定义的组织文化。目前的文化是一种友情，但为了达到成功和改变的团队有明确的角色教练必须连败。今天球员们的态度改变了，在这种文化中，球员们得到了实际的指导和严格的制度，对那些没有达到预期的态度和表现标准的人产生了影响。

团队文化的变化是快速转变的基本前提。这可以通过激烈的行动，明确要注意什么，控制和测量，即基本上增加和定义事务的教练团队参与；角色建模和教学改变文化价值和假设；对危机的适当反应；高效的资源配置；更换人员如果需要改变文化迅速；行为符合对比文化指令和奖惩措施。在某些情况下也可以使用不那么剧烈的次级机制，但在这种情况下，激烈的行动可以提供预期的结果。

美国论文代写：团队文化

The organizational culture perspective of examining organizational behavior focuses on the interpretive and symbolic elements of an organization. The most commonly accepted and best suited model of organizational culture in the integrated, coach-centered model. Organizational cultures comprise of three levels: basic assumptions, artifacts, and espoused values. The most evident component of an organizational culture that everybody can see, feel or hear is the artifacts. They are easy to perceive but the underlying meanings are not always clear. Espoused values are the day to day norms or operating principles that a team is supposed to follow. They indicate the ultimate goal of the organization and their importance. Basic assumptions guide people on what to pay attention to and basic behaviors.

The integrative, coach-centered model is leader driven. Neither leadership nor an organizational culture is understood by itself. To create a cultural change, the coaches must follow three steps: Unfreezing, Cognitive restructuring, and refreezing. In case of the LEFC team, it is important for the coaches, especially Silva to define the organizational culture. The culture at present is one of camaraderie but in order to achieve success and change the losing streak of the team it is necessary for the coaches to have defined roles. The changing attitude of players today warranted a change in the culture where the players are provided hands-on guidance and a strict regime with repercussions for those not meeting the attitude and performance standards as expected.

Team culture change forms the fundamental premise for a quick turnaround. This can be done by drastic actions that clearly define what to pay attention, control and measure, that is, basically increase and define the coach involvement in team affairs; role modeling and teaching to alter cultural values and assumptions; proper reaction to crises; efficient resource allocation; changing personnel if required to change culture rapidly; reward for behavior consistent with the cultural directives and punishment for contrasting actions. Secondary mechanisms that are less-drastic can be employed in certain situations too but in this case, drastic actions could provide with desired results.

美国论文代写：协作能力

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美国论文代写：协作能力

问卷中包含的第一个问题与合作能力有关。在我们的组织中，协作定义为创建和维持承诺和凝聚力。根据自我评估问卷的结果，我对这个能力的总评价是5.67，这意味着我有能力以最有利可图的方式解决员工之间的冲突。自我评估的结果也得出结论，我允许我的员工积极参与决策过程，这最终有助于更好地管理人们。从布朗Waldron研究，和Longworth（2008），也突出了管理组织内的人最好的方式就是给他们提供动力的战略决策分享他们的想法和意见。它还规定，如果雇员麦克杜飞（2007）不允许参加决策过程比它不仅成为管理者管理人难；然而，在降低员工从而影响盈利组织士气这一行动的结果。

通过员工对我在管理人员中运用协作能力的程度所产生的结果显示，总分为2.78。员工得分较低的主要原因是，我认为我不公开讨论相互矛盾的观点。一些员工还认为，我也不鼓励集体参与决策。此外，员工也不认为我是一个关心和善良的人，这一因素也发挥了关键作用，使员工相信我没有采取合作的能力，在管理人。马丁（2006）也提到，如果一个管理者具备与员工有效合作的技能，他就只能管理人，因此，管理者必须仁慈、关心和富有同情心。

美国论文代写：协作能力

The first question included in the questionnaire has related to the competency known as collaboration. In our organization, collaboration has defined as creating and sustaining commitment and cohesion. As per the result of self-assessment questionnaire, the total rating I have given to this competency was 5.67, which means that I have the ability to resolve conflicts among employees in a most lucrative manner. The result of self-assessment responses also concluded that I allowed my employees to take keen part in decision-making process, which eventually helped in the better management of people. From the study of Brown, Waldron, and Longworth (2008), also it has highlighted that the best way to manage people within an organization is to provide them with power to share their ideas and opinions in making strategic decisions. It has furthermore stated by MacDuffie (2007)  that if employees have not allowed taking part in the decision-making process than it not only becomes difficult for managers to manage people; however, this action also result in lowering morale of employees which thereby affects profitability of organizations.

The result generated through assessment by employees regarding the extent to which I have used the competency of collaboration in managing people revealed a total score of 2.78. The major reason behind this lower score given by employees is the perception that I do not hold open discussion of conflicting opinions in groups. Some of the employees also believed that I also not encourage participative decision making in groups. In addition, employees also not considered me as a caring and kind person and this factor also play a crucial role in making employees believe that I have not adopted the competency of collaboration in managing people. Martin (2006) also mentioned that a manager could only manage people if he has the skills of effectively collaborating with its employees and for this, a manager must be kind, caring, and compassionate.

美国密歇根州立大学论文代写：管理变革

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美国密歇根州立大学论文代写：管理变革

企业中始终存在着变革的需要。企业要适应新的客户需求，既要满足竞争，又要有强大的内部结构。这就是组织中变更管理过程出现的原因。变革管理已经发展了五十多年。尽管变革管理在实践中持续了这么长时间，但仍未能成功实施。管理者似乎依赖高层管理人员和专家来促成变革。人力资源部希望各自的管理人员能带来变化。据报道，60到70%的变更管理实践导致了项目的失败。行业花费了大量的经济资源和人力资源来有效的变更管理（askensas，2013）尽管分配这么多的时间和精力的变化似乎在组织管理实践的失败。探讨了变更管理过程失败的原因。当管理层试图实时地引入变更过程时，他们无法定义责任，实际的过程实现和实现变更的层次化设计没有得到恰当的定义。（askensas，2013）精益变革管理的做法似乎提出可行的解决方案存在的问题情境。

在这一分析中，对公司实施的变更管理进行了广泛的案例分析。分析了项目实施失败的原因、新流程的实施以及组织如何成功地实现变更过程的过程变更。

美国密歇根州立大学论文代写：管理变革

The need for change has always existed in business enterprises. Business needs to change to cater to the new customer demands, meet competition and also have a strong internal structure. This is the reason for the advent of change management processes in the organization. Change management has now exited for more than fifty years. In spite of change management being in practice for so long, successful implementation has not been possible. Managers seem to depend on the top management and the experts to bring in the changes. HR department expects the respective managers to bring in the changes. A reported 60 -70% of the change management practices has lead to the failure of the project. Industries are spending a lot of economic and personnel resources to come up with an effective change management (Askensas, 2013) In spite of allocating so much of time and energy the change management practices seems to fail in the organization. The reason for the failure of the change management processes is explored. When the management is trying to bring in change process in real time they fail to define accountability, the actual process implementation and the hierarchical design of implementing the changes are not properly defined. (Askensas, 2013) Lean Change management practices seem to bring in viable solution for the existing problem scenario.

In this analysis extensive case study analysis of the change management implemented by the companies is studied. The causative factors for failure of the project implementation, new process implementation and how the organization needs to make process changes to successfully implementing change process is examined in this analysis.

美国论文代写：领导方式

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美国论文代写：领导方式

李察爵士查尔斯尼古拉斯布兰森与他的小猫许多公司一位英国商人。他生于1950年7月18日。他创立了维珍集团，这是一个由近400家公司组成的集团。同时，根据福布斯，他是英国最富有的第七人（Li &邵，2015）。你可以从理查德·布兰森先生的生活学到很多。他从将学生杂志卖给维珍集团创始人而有着非凡的事业。

领导者被定义为一个有领导能力的人或一个能向前进的人。领导者往往具有某些特质，他们经常使用这些品质来改善团队，使自己更好。领导者有能力树立榜样，换句话说，领导者可以通过榜样来领导。领导者是无私的，他们把所有的热情和热情，激励他们的团队成员，并不断帮助他们成长，并在他们的生活中达到下一个水平。

理查德·布兰森先生是一个伟大的领袖，一个活生生的例子。从十六岁起，他就决定要在生活中达到更高的境界。他从一本学生杂志开始。在童年时代，他患有诵读困难症，他在学术界的表现也很差。他的老师曾经告诉他，他将在监狱里度过他的生活或者他会成为一个百万富翁（brotheridge，2015）。毫无疑问，理查德·布兰森是这个地球上最成功的人。他是一个真正的领袖的活生生的例子，他的生活瞥见了领导者应该如何行动以达到组织目标。

美国论文代写：领导方式

Sir Richard Charles Nicholas Branson is an English businessman with lots of companies in his kitty. He was born on 18th July 1950. He founded the Virgin group which is a conglomerate of nearly 400 companies. Also, according to Forbes, he is the seventh richest man in United Kingdom (Li & Shao, 2015). One can learn a lot from the life of Sir Richard Branson. He has had a remarkable career from selling the student magazine to the founder of the Virgin group.

Leader is defined as a person who has the ability to lead the way or a person who can show the way forward. Leaders tend to have certain traits which they constantly use to better the team and to better themselves. Leaders have the capabilities to set examples or in other words leaders lead through examples. Leaders are selfless and they put all their zeal and enthusiasm to motivate their team members and to constantly help them to grow and reach the next levels in their lives.

Sir Richard Branson is a living example of being a great leader. From the age of sixteen he was determined that he has to reach greater heights in his life. He started with a student magazine. In his childhood days he suffered from dyslexia and his performance in his academics was also poor. His teacher once told him that either he would spend his life in jail or he would become a millionaire (Brotheridge, 2015). Undoubtedly, Sir Richard Branson is one of the most successful people on this earth. He is a living example of being a true leader and his life gives glimpse of how leaders should act in order to achieve the organizational goals.

美国论文代写：领导层

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美国论文代写：领导层

作者的论文是以二手数据来源为基础的。作者考虑过同行评审的期刊。本文不局限于某个特定的行业，部门，组织的规模或收入。事实上，这篇论文是一篇关于任何组织的管理和领导的概括性文章。文中提到的四大领导力量可以适用于任何组织。领导者应该有视野，价值观，处理错误和影响技能的能力。这些品质无论企业的种类还是企业的规模。在目前的情况下，组织确实需要良好的领导来管理公司。提交人的看法与单靠管理层不能改变公司的工作情况一样。管理层有必要确定能够很好地管理公司的领导者。笔者谈到了四个领导层。这些领导力杠杆并不局限于某个行业。这是一个普遍的概念，可以被在组织中工作的人们吸引，成为好的领导者（Hogan，2011）。

笔者又一次表示，与管理层相比，领导层更具有洞察力。因此笔者主张领导与管理应该相辅相成。管理在所有组织中都很重要，但是领导层给管理层提供了维度，这有助于以最好的方式管理公司。管理是如何管理事物的科学，领导是管理组织的艺术。

美国论文代写：领导层

The author has based his paper on secondary data sources. The author has considered peer reviewed journals. This paper is not confined to some particular industry, sector, and size of firm or revenue of the organization. In fact this paper is a generalized article which talks about management and leadership in any organization. The four leadership lever mentioned in the article can be applied to any organization. Leaders should have vision, values, ability to handle mistakes and influencing skills. These qualities are irrespective of the kind of firm or the size of the firm. In the current scenario, the organizations do need good leaders to manage the firm. The author talks on the same lines that management alone cannot change the working of the firm for the better. It is necessary for the management to identify leaders who can manage the firm well. The author talks about four levers of leadership. These levers of leadership are not confined to a particular industry. It is a general concept which can be imbibed by the people working in an organization to become good leaders (Hogan, 2011).

The author makes another statement that leadership is more insightful as compared to management alone. Thus the author advocates the idea that leadership and management should go hand in hand. Management is important in all the organizations but leadership gives dimension to management which helps in running the firm in the best possible way. Management is the science of how things should be managed and leadership is the art of managing an organization.