美国代写report：如何留住员工

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美国代写report：如何留住员工

自愿离职是许多组织的问题
员工保留是各种业务遭受的主要问题。作者解释说，多高效和诚恳的员工可以用来应用不同的激励理论。来自知名心理学家的理论已被解释为激励员工和他们的保留（Ramlall，2004）。
人力资源政策和做法必须公平才能激励员工。过程的公平性和目的的公平性是非常重要的，员工对于员工的保留必须被理解。职场正义对于工作场所的多样性非常重要（Kirby＆Richard，2000）。
内部沟通对于突出组织结构的变化至关重要。员工参与决策过程可以大大有助于员工保留（Deetz，Tracy＆Simpson，2000）。
管理层在员工保留中采取的四个关键举措可能是激励员工，管理沟通，管理内部沟通和管理组织内的信息（Gay，Mahoney＆Graves，2005）。
管理者在企业和员工保留方面发挥着重要作用。该杂志为减少员工流失提供了深入的见解和调查问题，也有助于保留员工（Sexter，2002）。

美国代写report：如何留住员工

Voluntary turnover is a problem for many organizations
Employee retention is a major problem that every kind of business has suffered. The author explains that how efficient and sincere employees can be used to apply different motivational theories. Theories from renowned psychologists have been explained for motivating employees and their retention (Ramlall, 2004).
The HR policies and practices must be fair to motivate employees. The process fairness and purpose fairness are highly important and must be understood by the employees for the employee retention. Workplace justice is very important for workplace diversity (Kirby & Richard, 2000).
Internal communication is very vital in bringing prominent changes in the structure of Organization. Employee participation in decision making process can be greatly helpful in employee retention (Deetz, Tracy & Simpson, 2000).
Four critical moves to be taken by management in employee retention could be motivating employees, management communication, managing internal communication and managing information within organization (Gay, Mahoney & Graves, 2005).
The mangers play an important role in business and employee retention. The journal provides the insight and survey questions for reducing employee turnover and also aids in employee retention (Sexter, 2002).

美国代写essay：国际组织

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美国代写essay：国际组织

快速的全球化已经逐渐推动国际组织在劳动组织方面适应更多的灵活性。随着竞争的加剧，业务的迅速扩张，组织对于人力资源管理的要求越来越高（Standing，1999）。为了在全球范围内进行竞争，组织必须对变革做出回应。这种反应不仅要求市场因素，而且要在人力资源管理和劳动力灵活性方面。
随着劳动力灵活性的提高，人力资源在组织层面的管理方式也产生了一些挑战和影响。也大力提倡劳动力的灵活性来改善组织绩效。现在，在两个层面上，即在外部层面和内部层面，组织的劳动力灵活性都存在。本文的目的在于认真分析劳动力柔性对人力资源管理的影响。将分析劳动力的灵活性，在全球市场中的作用以及如何改变人力资源管理战略等各个方面。最终，通过这篇文章，读者应该能够建立劳动力灵活性和人力资源管理之间的相互关系（Bentolila et al，1994：55-99）。
国际人力资源管理的定义
随着全球化的快速发展，各个组织在各个新的地区扩大了业务。有各种类型的国际组织，如：
国际公司
跨国公司
全球公司
跨国公司
随着全球化步伐的加快，劳动力市场动态的变化，国际人力资源管理的作用发生了巨大的变化。下一节将分析劳动力灵活性的含义以及它如何影响国际人力资源管理（Tridico，2012：17-42）。

美国代写essay：国际组织

Rapid globalization has gradually pushed international organisations towards adapting more flexibility in the organisation of labour. With growing competition, and rapidly expanding business, organisations are becoming more and more flexible towards management of their human resource (Standing, 1999). In order to compete at global level, it has become essential for organisations to become responsive to change. This responsiveness is not only required in terms of market factors, but also in terms of management of human resource and labour flexibility.
With rise in labour flexibility, it has resulted into several challenges and implications on the way human resource is managed at organisational level. Labour flexibility has also been advocated strongly for improvement of organisational performance. Labour flexibility for an organisation exists today at both levels, which is, at external as well as internal level. Purpose of this essay is to critically analyse the way labour flexibility is impacting the human resource management. Various aspects such as labour flexibility, its role in global market and how it is changing the human resource management strategy will be analysed. Ultimately through this essay, readers should be able to establish the interrelationship between labour flexibility and human resource management (Bentolila et al, 1994:55-99).
Definition of International Human Resource Management
With rapidly increasing globalization, organisations have expanded their operations in various new geographies. There are various types of international organisations such as:
International corporations
Multinational Corporations
Global Corporations
Transnational Corporations
With rapid pace of globalization, and changing dynamics of labour market, role of international HRM has changed drastically. Further section will analyse the meaning of labour flexibility and how it has impacted the international management of human resource (Tridico, 2012: 17-42).

代写论文：劳动力市场全球化

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代写论文：劳动力市场全球化

该方案的基本目标是更好地了解工资和就业结构全球化的影响。在分析劳动力市场全球化的影响的程序和全球化如何影响工人的行为模式，如人力资本投资和移民工人方面，理论和实证方法都结合在一起。
全球化对劳动力市场的积极影响：
劳动力市场的全球化可以以多种形式带来好处，例如由于全球化的劳动力市场而增加的能力，发展中国家创造新的工作机会和生产机会。这将有助于减少劳动者和资本的价格扭曲。这将有助于世界各地劳工之间的合作和交流意见，这将有助于在各种问题上取得更好的成果。劳动力市场全球化将有助于采用先进技术，直接和间接地创造世界各地特别是受援国的就业机会。也会吸引发达国家的巨额投资，甚至可以根据需要增加国家能够采用进口技术的能力。通过增加世界各地工人的就业机会和提高工资水平，这将有助于在全球一级特别是在发展中国家减少贫穷，从而也有助于带回地方科学等各个领域的进步。能力，工人乃至年轻一代的教育水平，对工人的培训和先进技术的采用（Elliott，2003）。它甚至有助于增加国家的金融稳定，因为越来越多的外汇储备被带到祖国，甚至增加了国家的外汇储备。

代写论文：劳动力市场全球化

The basic aim of the program was to have a better understanding of the effects of globalization of wages and employment structures. Both theoretical and empirical methods were combined in the program for the analysis of the impact of globalization of labour markets and the how does globalization affect the behavioural patterns of workers like in aspects of human capital investment and migration f workers.
Positive effects of globalization on labour markets:
Globalization of labour markets can provide benefits in many forms such as the creation of new work and production opportunities by the developing countries due to their increased capacity because of globalised labour market. It will help in decrement of price distortions in terms of both the labourers and the capital. It will help in cooperation and exchange of ideas between labours all over the world that will help in better outcomes on various issues. Globalization of labour market will help in adoption of advanced technology, direct and indirect creation of employment all over the world and especially in the recipient countries. It will also attract huge investments by the developed countries and even in the increment of the ability of the country to be able to adopt imported technology according to its needs. It will help in the reduction of poverty at global level especially in developing countries by increasing the opportunities of employment and higher wage rates for workers from all round the world that in turn will also help in bringing home the advancement in various fields such as local science ability, educational level of workers and even the younger generation, training of workers and adoption of advanced technology (Elliott, 2003). It even helps in increasing the financial stability of the country as more foreign reserves are brought in home country that even increases the foreign reserves of the country.

美国代写论文：竞争对手分析

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美国代写论文：竞争对手分析

易趣在各个市场的竞争地位比较分析
为了进行比较分析，以确定易趣的竞争地位，需要包容策略的综合研究，以及像亚马逊这样ebay的主要竞争对手所适应的服务。在线零售商以及离线零售商，分销商，进口和出口公司，清算人，拍卖商，促销活动公司如目录创建和邮购，分类广告，搜索引擎，不同类型产品的搜索引擎虚拟交易参与者C2C，B2C和B2B战略的形式，购物渠道以及广泛的网络是ebay和现有eBay竞争对手在市场上所采取的一些策略和服务。有关比较研究的三部门分析总结如下（Maurer＆Degain，2012）。
1.Marketplaces
根据易趣比较分析的第一个业务板块，竞争对手涉及仓储，商品一般门店，折扣，传统板块，网上零售商和分类服务以及网上购物购物网络（Werbach＆亨特，2012）。有像亚马逊，雅虎等各种公司。购物，购买，MSN和许多其他跟随这个业务部分，以及这里提到的基本因素。
2.Communications
根据这个业务分部，竞争对手通常拥有比Skype更多的资源。这个特定的业务部门面临来自本地电话供应商和有线业务的强烈竞争。 VoIP提供商在这个通信领域也发挥着至关重要的作用，通过分析，可以区分ebay的竞争地位。有许多传统公司以通信方式而闻名，他们提供诸如有线电视和卫星电视，互联网以及诸如语音消息之类的通信的其他服务（Porter＆Kramer，2011）。

美国代写论文：竞争对手分析

Comparative analysis of ebay’s competitive position in its various markets
For the comparative analysis to identify the competitive position of ebay, comprehensive study regarding the inclusive strategies as well as services adapted by the prominent competitors of ebay like- Amazon is required. Online retailers along with offline ones, distributors, companies for import as well as export, liquidators, auctioneers, companies for promotional activities like- catalogue creation and mail-order, classifieds, search engines, search engines for different types of products virtual trading participants in the format of C2C, B2C and B2B strategies, shopping channels along with vast networks are some of the strategies as well as services adapted by ebay and the existing competitors of ebay in the market. Summary related to the three-segment analysis for the comparative study is given below (Maurer & Degain, 2012).
1.Marketplaces
According to the first business segment based on the comparative analysis related to ebay, competitors involve factors such as- warehouse, general stores for commodities, discount, traditional section, online retailers and classified services as well as the shopping networks for online purchasing (Werbach & Hunter, 2012). There are various companies out there like- Amazon, Yahoo! Shopping, Buy.com, MSN and many others who follow this business segment along with the basic factors mentioned here.
2.Communications
According to this business segment, competitors generally possess much more resources in comparison to Skype. This particular business segment faces strong competition from the local telephone providers along with the cable businesses. The VoIP providers also play a vital role in this segment of communications and by analysing it, the competitive position of ebay can be distinguished. There are many traditional corporations well-known for communications which they offer with bundled services like- cable television and satellite TV, internet and other services for communication such as- voice messages (Porter & Kramer, 2011).

论文代写：咖啡厅运营

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论文代写：咖啡厅运营

需要一个充满活力的咖啡爱好者，他可以在大律师咖啡厅或在家中用咖啡或爱在家中以非常友好的方式将咖啡送到客户面前。简而言之，每一杯咖啡都应该与个人接触。他将从仓库供应生咖啡，并向客户介绍咖啡馆内所有可用的产品。

职责/任务/目的/责任/核心能力：
大律师将负责下述服务作为他的职责的一部分：
职责：
他将执行各种仓库职责，如驾驶，包装和产品知识
告知客户有关烘焙师组织的午餐和咖啡品尝活动。
as根据公司的指导方针进行适当的计费培训，将有助于大律师在离开咖啡馆之前向客户提供适当的账单。大律师必须为吸引新顾客而开发咖啡馆。
任务 ：
咖啡只有在客户完全按照研磨，包装等方式订购时才能送达客户。
接听电话，微笑地打电话给每一位顾客。
他会照顾咖啡馆的安全和清洁措施。
工作职责：
如果客户有任何顾客的不满，他应该能够解决客户的不满。
咖啡豆的研磨和包装。
home在送货上门的时候，要做好准备，全心全意为顾客服务。

论文代写：咖啡厅运营

Need a dynamic coffee lover who can deliver the coffee to the customers in barrister café or at home with love and in a very friendly manner with a smile on his face. In short every coffee should be delivered with a personal touch. He will supply raw coffee from the warehouse and will educate the customers about all the available products in the cafe.
Duties/Tasks/Purpose/Responsibilities/Core competency:
The Barrister will be responsible for the below stated services as a part of his duty:
Duties:
He will be performing various warehouse duties like driving, packing, and product knowledge
Inform clients about the lunch menu and coffee tasting event organized by the roaster.
A proper training on billing as per company guidelines will help the barrister to give proper bills to clients before they leave the coffee cafe. The barrister has to work for the development of the cafe for attracting new customers.
Tasks :
The coffee should be served to customers only when it is completely as per customers order in terms of grinds, packing etc.
Takes the on table call and calls on phone with a smile and gives his best to every customer.
He will look after the safety and cleanliness measures being followed in the cafe.
Responsibilities:
In case of any grievance the customer is having from the roaster, he should be able to settle the grievances of customers.
He will be accounted for the grinding and packaging of coffee beans.
In case of home delivery, he should be ready to serve the customers with full dedication.

美国论文代写：丰田汽车

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美国论文代写：丰田汽车

丰田汽车是日本汽车行业的全球巨头，几十年来一直是排名第一的，直到最近被通用汽车和大众汽车集团等竞争对手所取代。公司非常重视质量，作为它在世界各地在不同市场上推销和销售数百万辆汽车的头号差异化因素。它始终专注于所有活动的质量，并学习在所有汽车制造工厂中嵌入质量，这已经成为公司领导层的基础，而不是一个特定的领导者。公司领导班子从根本上把握质量第一，追求安全，满足人们对公司汽车制造的期望。相比之下，塔塔汽车是一家在国际舞台上展翅高飞的印度公司，正在购买像几年前购买的捷豹路虎（Jaguar Land Rover）这样昂贵的车型，并正在学习质量，安全以及满足人们的需求汽车。
丰田的领导风格更加有条理，清晰，所有的行动点都是事先写好的。这使得它成为一个更加以过程为基础的公司，它将其所有的成就和未来的回报基于其预先决定的方法战略和行动的实施和应用（Rothwell，Prescott和Taylor，2008）。塔塔在全球范围内远远落后于丰田，主要以印度为基地，以印度制造工厂为主，主要以廉价，经济实惠，安全耐用的汽车迎合印度公众。

美国论文代写：丰田汽车

Toyota Motors is a worldwide giant in the automobile industry based in Japan, and has been continuously on the number one spot since decades until recently being overtaken by other competitors like General Motors and the Volkswagen Group. The company is extremely focussed on quality as its number one differentiating factor on which it prides and sells millions of vehicles around the world in different markets. It is consistently focussed on quality in all their activities and learns to embed quality in all their car manufacturing plants, and this has become more of a leadership fundamental of the company rather than a particular leader in person. The company’s leadership has a fundamental approach towards quality first which goes along with safety and people’s desires to be met with the automobile manufacturing of the company. In contrast, Tata Motors is an Indian company which is spreading its wings on the international arena and is gearing up with costly purchase like Jaguar Land Rover which it bought few years ago and is learning about quality, safety, and meeting people’s desires of a complete automobile.
The leadership style at Toyota is more methodical and clear with all points of actions being written in advance if their being undertaken and implemented. This makes it a more process based company which bases all its achievements and future rewards on the implementation and application of the methodical strategies and actions that it has pre-decided (Rothwell, Prescott and Taylor, 2008). Tata is far behind than Toyota on a global scale and is mostly India based with manufacturing plants in India and mainly catering to the Indian public with cheap, affordable, safe, and durable cars.

美国圣保罗论文代写：商业多元化管理

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美国圣保罗论文代写：商业多元化管理

商业多元化管理与道德案例之间的联系
道德影响在实行多样性管理的组织中更持久，但业务影响也是持久的，但需要始终保持。当一个组织正在考虑对不同的员工给予同等的待遇时，他们决定采取道义上的道德责任，并且可能或可能有任何企业目标来考虑这些活动。然而，从业务角度考虑同样的做法，它可能有一个从多样性管理实践中量化的预期目标（Mullins，2007）。例如，当一个组织决定通过邀请大量多元化的员工来填补空缺时，它可能有一个隐藏的目标，通过邀请和填补多元化的员工队伍，可能会邀请更多不同的客户群，让公司从中赚取更多的利润。这是管理多样性的一个商业案例，但是当组织决定拥有多元化的劳动力时，即使劳动力不能实现其组织目标，也可以将其视为一种道德责任，只是希望完成和责成其道德义务没有任何商业利益。引用澳大利亚澳新银行多元化声明的一个有趣例子如下：
“我们相信充满活力，多元化和包容性的员工队伍的内在优势在于我们员工的背景，观点和生活经历帮助我们与所有客户建立牢固的关系，为我们的业务创新并做出更好的决策。无论性别，年龄，种族，文化背景，残疾，宗教，性取向和专业背景，我们的人民都有机会学习和进步。“ （Anz.com，2015）。看来，银行的多元化声明更倾向于通过其多元化的员工队伍参与到多样化的客户群中。

美国圣保罗论文代写：商业多元化管理

Moral implications are more long lasting in an organisation that practices diversity management, but business implications are also long lasting but needs to be maintained throughout. When an organisation is considering offering equal treatment to a diverse workforce, it is deciding to act morally and being morally responsible, and it may or may to have any business goals to consider from such activities. However, the same practice when considered from a business perspective, it may have a desired goal that it quantifies from the practice of diversity management (Mullins, 2007). For example, when an organisation decides to fill their vacancy by inviting a large and diverse workforce, it may have a hidden goal that by inviting and filling a diverse workforce it may invite more diverse customer base to the company from which they can make more profits. This is a business case for managing diversity, but when the organisation decides to have a diverse work force even though the workforce is not going to fulfil their organisation goal, it can be seen as a moral responsibility and it simply desires to fulfil and oblige by its moral obligations without any business interest. Citing an interesting example of a diversity statement of ANZ bank in Australia which is as follows:
“We believe in the inherent strength of a vibrant, diverse and inclusive workforce where the backgrounds, perspectives and life experiences of our people help us to forge strong connections with all our customers, innovate and make better decisions for our business. Our people have the opportunity to learn and progress with us, regardless of gender, age, ethnicity, cultural background, disability, religion and sexual orientation and professional background”. (Anz.com, 2015). It seems that the diversity statement of the bank is more inclined towards a business goal of attending to a diverse customer base through their diverse workforce.