美国代写essay：培训的作用

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美国代写essay：培训的作用

从雇主的角度看培训的好处，从他们的观点来看，培训对员工很重要的原因应该被列出。当员工们认为公司正在为他们的培训和发展投资时，员工们就会觉得自己更有价值，进而对工作场所和他们所做的工作表现出更大的忠诚和感激之情(McGregor,1960:122 – 127)。随后，员工们觉得有必要提供更多的服务，并尽最大努力保持公司的利润和成功。

培训也给员工带来了一种赋权感，这种感觉会使员工在短时间内接受更多的任务和责任。在整个员工培训中，对他们所工作的组织和他们自己都是有益的。

培训机构员工的另一个方面是，他们的动机是提高工作效率，他们可能会不断地发展自己，学习新的技术和技术，从长远来看，这将有助于企业的发展。

经过适当培训的员工也可以管理和监控自己，不需要对他们的工作进行微观管理，他们可能会得到更多的工作，并被要求指导和指导下级员工(Lombardi & laurano,2013:252 – 292)。员工培训的整个本质是在组织中创造一个学习环境，使员工成为不断成长的工作场所的一部分，使他们更能坚持组织工作，从而减少消耗。

美国代写essay：培训的作用

Having seen the benefits of training from an employer’s perspective, the reasons why training is important to an employee from their viewpoint shall be listed. When the employees fell that the organization is investing money for their training and development, the employees feel more worthy and in turn show a greater sense of loyalty and gratitude to the workplace and the work they do (McGregor, 1960: 122-127). Subsequently the employees feel the need to deliver more and do their best to always keep the business in profit and success.

Training also creates a sense of empowerment to the employee which results in an increased willingness and acceptance to accommodate more tasks and responsibilities within a short period of time. On the whole employee training is beneficial to the organization they work for and also for themselves.

Another of the takeaways of training the staff of an organization is that they are motivated to be more productive and they may be constantly engaged in developing themselves and learning new technologies and techniques that shall help the business in the long run.

The staff who are trained properly shall also be able to manage and monitor themselves and there shall be no need for micromanagement of their work, rather they may be given more work and additionally asked to mentor and guide employees who are junior to them (Lombardi &Laurano, 2013: 252-292). The whole essence of staff training is to create a learning environment in the organization that makes the employees they are part of a continually growing workplace that makes them stick on to the organization for even more time, thereby a measure for also reducing attrition.

 

美国代写论文：工资冻结

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美国代写论文：工资冻结

为了在不同劳动力和组织之间的需求之间保持平衡，必须明确定义成功。许多机构和组织的成功可能是跨代内和代际合作共享或代际知识测试（bardoel等人2014）。不论的衡量标准是必要的组织定义了成功的意义，而不是努力的陈词滥调的员工应该朝着明确目标。

此外，同样重要的是，为了有效地管理各种竞争和利益多元化，组织必须完善其人才解决方案（Houkamau Boxall 2011）。尽管每个组织都有其独特的方式，但在更广泛的框架中，一些主要原则通常是正确的。这些原则，注重员工的多样化需求为手段，以提高效率，实现使命的马驹和完成项目和任务更迅速。

在一个组织中，由于预算的挑战，有可能出现招聘冻结的情况，创造一种以更少的工作量做更多的工作，这是以人员和资源的形式进行的。工人可能会气馁，因为工资和冻结招聘，但是比如在人员和职业发展投资能说服工人留下来（克劳马尔2012）。在组织中缺乏职业发展被认为是大多数年轻劳动力离开本组织的原因。其他有助于工作的因素是：提供更好的工作机会和持续的工资冻结，这些都超出了组织的控制范围，因此他们必须为职业发展而努力。

美国代写论文：工资冻结

In order to maintain equilibrium amongst the needs of the diverse workforce and that of the organization, it is essential to clearly define success. Success for many agencies and organization might be measured by cross-generational knowledge sharing or intra-generational and intergenerational collaborations (Bardoel et. al 2014). Irrespective of the measurable standards it is essential that the organizations define the meaning of success so that the employees instead of working towards the platitudes should work towards tangible goals.

Moreover, it is also essential that in order to effectively manage various competing and diverse interests, the organization must refine its talent solutions (Houkamau and Boxall 2011). Even though each of the organization is unique in its own way, a few chief principles usually are true across the broader framework. These principles focus on the diverse needs of the workforce as a means to gain efficiency, achieve mission foals and completing projects and tasks more quickly.

There is a possibility that within an organization due to challenges in budget there could be a situation of hiring freezes, creation of a mentality of doing more with less, which is both in the form of personnel and resource wise. The workers might be discouraged because of the pay and hiring freezes, however initiatives like investment in personnel and career development could convince the workers to stay (Kramar 2012). Lack of career development in an organization is regarded as a reason why most of younger workforce leaves the organization. Other factors which contribute to the same are better job offer and continued pay freeze which are out of the control of the organization, thus they must work towards the career development.

美国论文代写：员工留任和离职

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美国论文代写：员工留任和离职

工作中的错配与员工的技能

这是一个与整个员工招聘过程有关的重大问题。如果一个不合适的候选人被选中，它会给雇主和整个组织带来一些问题。组织无法确定员工的最佳招聘阶段，这就产生了一个大问题。

缺乏培训，职业成长和发展

员工觉得他们的工作没有增长的潜力，也没有晋升的可能。他们没有任何与公司合作的动机，想离开公司（艾伦等人，2003）。员工对发展和职业潜力的不满是员工改变当前工作的最大原因之一。如果雇员在更新技能方面没有得到足够的发展机会，他们肯定会离开目前的工作。

低工资的补偿

动机理论假定个人对他们的工作贡献的公平和公平回报的信念。这样的假设是，当一个人认为他们自己的待遇是不公平的，他们就会被激励去采取他们认为合适的行动。由于有限理性，试图留住人才的问题更为复杂。这使得那些不能在等级制度中改善自己职位的同事更有可能留在公司。这往往是由于业绩不佳的信息不足，因此在财务上没有得到承认。

美国论文代写：员工留任和离职

Mismatch in job and the skills of the employee

It is a massive issue which is relevant to the overall employee recruitment process. If an unsuitable candidate is selected than it can cause several problems for the employer and the organization as a whole. Organizations are unable to confirm the optimum recruitment phase for employees and this creates a massive problem.

Lack of training, career growth and development

Employees feel that they there is no growth potential in their job and there is no potential for promotion in the company. They don’t have any motivation to work with the company and want to leave the company (Allen et al, 2003). Being dissatisfied with growth and career potential is one of the biggest reasons employees want to switch their current job. If employees are not provided adequate growth for job opportunities in updating their skills, than they will certainly leave their current job.

Low Salary/ Compensation

Motivational theories presume that individuals develop beliefs about what constitutes a fair and equitable return for their contributions to their jobs. The assumption is then made that when an individual believes that their own treatment is not equitable, they will be motivated to take actions they deem appropriate. The problem of attempting to keep talented members of the work force is further complicated because of bounded rationality. This leaves colleagues who cannot improve their positions within the hierarchy more likely to remain with the organisation. This is often due to inadequate information on outstanding performance, therefore it is not recognises financially.

 

美国论文代写：小组工作

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美国论文代写：小组工作

我有优秀的团队能力。在小组工作时，我可以很好地交际，也很友好和乐于接受。在一个项目中，在我的本科课程中，我是一个五人的团队，背景完全不同。我们能在乎作为一个群体，能够满足我们每一个人的任务和协调任务的时限更好。我们的导师认为我们有良好的团队活力。我也努力确保在小组工作中，任何和所有冲突都以迅速友好的方式得到处理。这是我的队友给予的同行评审，我相信这项技能将有助于我更好地与组织合作。

1。我对权威反应良好，但我也相信自主服从。我推理并确保我更好地理解独裁步骤，然后实施它们。我相信我更多的是一个自主工作者，他对项目改进的群体观点也很感兴趣。

2。在我的学术领域有经验的组织工作中，我相信我是一个非常敬业的工作者。我保证我所有的技能都能很好地应用到问题中。为了做到这一点，在解决问题的过程中，我列出了一份对我有利的技能，然后跟着他们。这种有组织的工作确保了一旦形成解决方案的过程开始，我就不会处于不利地位。

美国论文代写：小组工作

I have excellent group dynamics. I can socialize well and am friendly and receptive when it comes to working in a group. In a project, during my undergraduate program I was in a team of five, with completely different backgrounds. We were able to jive well as a group and were able to meet each of our individual tasks and coordinated tasks deadline better. We were judged by our mentor as having good group dynamics. I also strive to ensure that in terms of group work, any and all conflicts are attended to in a quick and amicable manner. This was the peer review given by my team mates and I believe that this skill will help me in working better with organizations.

  1. I respond well to authority, but I also believe in autonomous obedience. I reason and ensure that I understand authoritarian steps better and then implement them. I believe I am more of an autonomous worker who is also interested in group perspective for the betterment of projects.
  2. In organizational working as experienced in my academic area I believe that I am a very dedicated worker. I ensure that all my skills are applied into a problem well. In order to do this, during problem solving, I make up a list of my skills that will be to my advantage and then follow them. This organized working ensures that I am not at a disadvantage once the process towards forming solution starts.

美国明尼苏达大学论文代写： 产品的附加功能

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美国明尼苏达大学论文代写： 产品的附加功能

后现代社会变得支离破碎。客户必须从现有的多样化选项中协商他的生活方式。因此，很明显，消费者寻求自我认同。后现代消费者不仅消费产品，而且消费产品的象征意义。超现实的概念与产品的象征意义密切相关。

产品公司使用模拟的力量来确定现实。这些公司使用任意性的概念，因为它们使用了形式、技术、符号等复杂的用法，给产品带来了其他的含义。例如，人们洗澡时，沐浴皂是用来清洁身体的。广告主给美、乐、SPA等产品赋予了新的象征意义，这些替代符号投射得如此强烈，使之成为消费者的终极现实（吉登斯，1991）。

有人认为，产品的本质是丢失的，剩下的只是图像。因此，消费者现在使用图像购买产品。因此，说图像不代表产品而不是产品代表图像是没有错的。后现代消费并不真正消耗产品，而是消费与产品有关的象征意义（哈奇和舒尔茨，1997）。后现代的客户知道牙膏使牙齿雪白，但他们更担心的是其他附带福利如性感，女孩越来越吸引和喜欢。他们知道基本特性总是与产品相关联。他们实际上想知道的是产品的附加功能。

美国明尼苏达大学论文代写： 产品的附加功能

The post modern society has become fragmented and dispersed. The customer has to negotiate his lifestyle from the diversity of options present. Hence it is quite evident that the consumer looks out for self-identity. The post modern customers do not just consume the product but they consume the symbolic meaning of the product as well. The concept of hyper reality is closely associated with the symbolic meanings of the products.

The product companies use the power of simulation to determine the reality. The companies use the concept of arbitrariness as they attach several other meanings to the product with the use of sophisticated use of form, technique, symbol etc. For example a bathing soap is supposed to clean out body while people take bath. The advertisers give new symbolic meaning to the product like beauty, happiness, spa experience etc. These alternate symbols are projected so strongly that this becomes the ultimate reality for the consumers (Giddens, 1991).

It is argued that the essence of the product is lost, what is left is just the image. Thus consumers now use the image to buy a product. Thus it is not wrong to say that image is not representing the product rather the product is representing the image. The post modern consumes do not really consume the product instead they consume the symbolic meaning attached with the product (Hatch & Schultz, 1997). The post modern customers know that tooth paste makes teeth white but they are more concerned about the other collateral benefits like sexiness, the girls getting attracted and the like. They know that the basic feature would always be associated with the product. What they actually want to know is the additional feature which they would be getting along with the product.