美国代写assignment：工作环境分析

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美国代写assignment：工作环境分析

现有的工作环境
已经在部门工作的员工对公司目前的流程和制度感到满意。会计和运营部门现有的系统是传统系统，所有员工都不满意，因为他们不喜欢看到任何变化。这也是公司面临的问题，因为如果组织发生了新的变化，那么也会对员工产生阻力。

美国代写assignment：工作环境分析
部门的新变化
在李永才受聘之前，会计和运营部门负责控制所有簿记功能，并为每个部分的表现生成数据。这样做是为了帮助每个经理做出决定。李勇是会计业务部经理，有20名成员，其中3名直接向她汇报。然而，公司的运作是在永利任命之前制定的（Robbins et al，2015）。永利在组织招聘之后，为了取得更好的成绩，她改变了内部的几个方面。然而，这些成员或她的下属对此也感到不舒服。例如，他们没有一贯的监测。另一个同样的例子可以从总经理Virat的案例中引用，他在这个领域有相当丰富的经验。他负责监控日常操作和监控，重点是监控分类帐，但是他总是感觉到李勇思考他，并且每当她感觉到时都在看他的工作（Robbins et al，2015）。这让维拉特感到不舒服，因为他是该公司经验丰富的员工，从来没有面对他所做的工作提出质疑。 Virat所缺乏的信任是公司大多数管理者所面临的，这是一个相当新的变化，尤其是没有Yong Lee的感谢。

美国代写assignment：工作环境分析

Existing Working Environment
The employees already working in the department were happy with the current process and system at the company. The existing system in the accounting and operations department was traditional system and all employees were satisfied with it because they do not love to see any kind of changes. This is the problem in the company as well because if any new changes happen in an organization then resistance to change from the employees also follows.

美国代写assignment：工作环境分析
New Changes in the Department
Before Yong Lee was employed, the accounting and operations department was responsible for controlling all the functions of book keeping and for generating data on each section’s performance. This was done in order help every manager in making decisions. Yong Lee was manager to the accounting operations department with responsibility of 20 members with 3 of them reported directly to her. However, the operations of the company were formulated before Yong Lee was appointed (Robbins et al, 2015). After Yong Lee’s recruitment in the organization, she changed several internal aspects in order to gain better results in the end. However, the members or her subordinates did not feel comfortable on the same. They were not monitored consistently before for example. Another example in the same regard can be quoted from the case of General Accounting manager, Virat who had considerable experience in his field. He was responsible to control the operations and monitoring on day to day basis with a focus on monitoring the accounts of Ledger but he always felt Yong Lee pondering over him and looking into his work whenever she felt like (Robbins et al, 2015). This made Virat uncomfortable as he was an experienced employee of the firm and had never had to face questioning on the work that he had done. Lack of trust experienced by Virat was what most of the managers in the company also faced and this was a considerably new change especially without a sense of appreciation from Yong Lee.

美国代写essay：收益管理

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美国代写essay：收益管理
如上所述，某种形式的收益管理可能在酒店业实施的几种策略中起着重要的作用;虽然这样的策略可能不被视为酒店的收益管理或与正式的RMS相关联。例如，故意决定某些折扣率刚好可以获得的情况下，如果住宿包括一个星期六晚上，则是收益管理方法，然后根据预测的住宿情况得出结论，下个星期六同样的价格是不可能获得的晚上是RM方法（Ingold，A。和Lee-Ross，D.1999）。酒店内策划战术的团队与实施该策略的团队之间的联系是主要关注的 – 没有明确的联系，策略可能会相互冲突，从而造成不成功的结果！

美国代写essay：收益管理
设置RM目标
创建收入管理系统的首要责任是在所有受战略影响的人们之间达成一致，因为这是确切的目标，并确保所有人都能清楚地了解其预期结果（Lovelock，CH 1984 ）。收益管理系统的确切目标不是提高标准房价。也不是提高标准的入住价格。 RMS必须强调推动两者的标准“每空房间收入”（RevPVR），即：
RevPVR =入住率x标准房价（％）
如果酒店不断追求这一目标并努力提高RevPVR，则房间投资回报率将随着时间而提高。
收益管理理念培育以来，可以从各个方面真正实现收益最大化。例如，如果可以解决某个特定酒店需求的辅助收入流的独特营业额高于其他提供相同利率的酒店的特定营业额，而需求较高，则确保第一选择设置为可以实现收入最多的需求。

美国代写essay：收益管理

As explained above, yield management in some form perhaps plays an important part in several strategies implemented in hotel industry; though, such strategies might not be regarded in the hotel as yield management or associated to a formal RMS. For instance, deliberately deciding that some discount rates are just obtainable in case the stay comprises a Saturday night is a yield management approach, and then concluding that, depending on the prediction of lodging, the same price won’t be obtainable at all next Saturday night is a RM approach (Ingold, A. and Lee-Ross, D. 1999). The connection among the teams within a hotel that plan the tactics and the group that implement that is of main concern—devoid of a defined connection, strategies might clash, ensuing unsuccessful outcomes!

美国代写essay：收益管理
Setting RM Objectives
The initial charge of business in making a revenue management system is to attain an agreement among all the people who will be afflicted by the strategies because it’s precise goal and to make sure that all boast a clear perception of its expected outcomes (Lovelock, C.H. 1984). The precise objective of a yield management system isn’t to raise standard room rates. Neither is it to raise standard occupancy prices. RMS must emphasize on boosting the product of the two, the standard “revenue per vacant room night,” or RevPVR that is formulated as below:
RevPVR = Occupancy Rate x Standard room rate (%)
In case the hotel constantly pursues this objective and strives to boost RevPVR, room ROI will raise with time.
Since the yield management concept cultivates, initiatives to really maximize earnings from every aspect can be judged. For instance, if it might be settled that the distinctive turnover from auxiliary revenue streams of demand from a specific hotel were higher than those from other hotels offering same rates, while demand is high, tactics to make sure that the first choice is set to the demand that will grab the most revenue could be put into place.

美国代写论文：公司危机处理

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美国代写论文：公司危机处理

他们这里的悖论是因为，尽管计划已经准备好了，他们推迟了一个星期之后的实施，所以他们最终可能会遇到这个问题，而这个问题实际上与他们真正想做的事情相反。最后，通过对用户的反应，通过对用户的推特和面子书和消息的情感反应，公司确定了危机管理团队提出的社交媒体策略。最后，他们决定通过公司总裁的病毒视频来改变和回答整个客户群体，这不仅描述了危机管理团队所提出的所有建议行动，而且还显示了总统本人的道歉和感谢，所有社交媒体社区都提出了这个问题。

美国代写论文：公司危机处理
他甚至承诺并保证观众不会再发生这样的事情。多年来，公司学习和采用了很多成熟的细分市场，并发生了很大的变化，但却保留了对客户的忠诚和热情。后来总统指出，产品范围一直把人们聚集在一起，30年来业务的发展壮大可以清楚地看到。该公司以其美味的，充满爱的食谱而自豪，将顾客作为一个家庭联系在一起。为顾客提供价值，品位和多样性的不懈努力，不仅得到了保持，而且在过去几年中得到了发展。几年来，我们一直关注我们的有价值的客户，并及时响应他们的要求，在我们的菜单中更多，更少，更广泛和更好，使我们的客户感到惊讶。多米诺骨牌的策略是在留住老客户的同时吸引新客户，使他们忠于品牌。

美国代写论文：公司危机处理

The paradox for them here arose with the fact that despite of having the plan ready at hand, they were delaying the implementation to week later, and so they may end up with having the issue, which was actually opposite of what they actually wanted to do. Eventually, after going through the reaction of their customers via their emotional reflection on tweets and face book posts and messages, the company fastened its strategy for the social media plan that has been proposed by the crises management team. Finally, they made a decision to alter and answer the entire customer community through a viral video that featured the President of the company, which not only depicts all the suggested actions by crises management team, but showing the apologize and thanks from the president himself to all the social media community who brought the issue into notice.

美国代写论文：公司危机处理
He even promised and ensured the audience that this mishap will not happen ever again. Over the years, the company learned and adopted a lot of matured segments and evolved considerably, however, retaining the loyalty and passion for their customers. Later, the president pointed out that the product range has always brought people together and it can clearly be seen by the growth and expansion of the business over the past three decades. The company is proud of their delicious, love filled recipe that bound the customers together as a family. The untiring impetus of providing customer with value, taste and variety against the sum they pay, has not only maintained, but evolved since the past years. Since several years we have paid attention to our valuable customers and responded timely to their demands of having more for less by wide range and betterments in our menu that have amazed our customers. Dominos strategy is to attract new customers along with retaining the old customers and make them loyal to the brand.

 

美国代写论文：员工管理变革

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美国代写论文：员工管理变革

Q.3。你对这个改变的回应是什么？为什么？
答。我对这个变化的回应如下：
我的方法合理化了！
我了解了公司在市场中的地位，以及如何利用新的方法进行。
最重要的是，我保持完整的耐心和信任
我以这种方式行事，因为作为一名管理者，我有责任鼓励员工，使他们能够按照组织的要求和要求来执行和改进。
同事的回应：
他有一个情绪挫折。
他已经根据目前的情况发展了自己的能力，他很难改变自己的方法，接受新的政策。
但Mayer的能力和专业知识获得了员工的信任，使我的同事认识到变革是更好的。

美国代写论文：员工管理变革
Q.4。这个改变是否成功实施了？你评估成功或其他方面的原因是什么？
答。这个变化是否成功实施？
稍有抵触后，变化被接受
•公司在公司内部投入了大量精力，员工们对自己的工作非常兴奋。
2013年，Mayer实施了560项以员工为导向的举措，并为员工引入了新的方案设计，以提高士气。
她对自己的员工非常了解，并确保他们的幸福感保持不变，他们应该感到重视。
需要评估成功：
为什么我觉得这个信任建立很重要，因为作为一个管理者，我一直在努力让员工满意，从而达到组织目标。
同事的回应：
不是，这一变化一开始就不被他接受，但是当情况好转，新领导人梅耶尔采取了一些连贯有效的措施的时候，他让位给了城里新的空气！

美国代写论文：员工管理变革

Q.3. What was your response to the change? Why?
Ans. My response to the change was as follows:
I rationalized my approach!
I got into knowing the company’s place in market and how is it progressing with the new methodologies.
Most importantly, I kept my patience and trust intact
I behaved in this manner because as a manager it is my duty to encourage people and enable them to perform and improve as per the requirements and demands of the organization.
Colleague’s Response:
He had an emotional setback.
He had already developed his capabilities as per the current scenarios and it was difficult for him to change his methodologies and accept the new policies.
But Mayer’s competency and expertise gained the trust of the employees, made my colleague to realize that the change is for the better.

美国代写论文：员工管理变革
Q.4. Was the change successfully implemented; and what is the reasoning behind your assessment of success or otherwise?
Ans. The change was successfully implemented?
After a little resistance the change was accepted well
Mayer placed a lot of energy in the company and the employees’ got very excited about their work.
In 2013, Mayer implemented 560 employee- oriented initiatives and also introduced new program designs for employees’ in order to boost their morale.
She understood her employees very well and ensured their happiness remains intact and they should feel valued.
Need for assessment of success:
The need why I feel this trust building was important was because as a manager I always endeavor for employee satisfaction and thus, achieve the organizational goals.
Colleague’s Response:
No, the change was not accepted by him in the first instance, but when things got better and when some consistent and effective steps were taken by our new leader Mayer, it made him give way to the new air in town!

美国论文代写：员工敬业度

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美国论文代写：员工敬业度

由于员工敬业度的这些积极影响，调查如何在人力资源实践中运作员工敬业度成为当务之急。存在以下五个因素是员工参与的必要条件（Villa，1996）
1.主管经理 – 主管经理了解组织的目标，并能增加价值的世俗工作。他能够判断一个员工的有效性并提供建设性的反馈，从而帮助员工做出更好的判断。没有一个能干的管理者，同时保持一切都会导致一个表现不佳的员工。
2.Contextual目标 – 与员工需求相一致的目标，并牢记考虑质量和数量的适当时间框架。没有上下文目标导致困惑的员工。员工有虚假的开始和错过最后期限。
3.目标矩阵 – 员工应该能够衡量自己的表现并客观地回归。如果员工不了解客观矩阵，就会让他生气或害怕。因此，客观矩阵应该由经理和员工自己共同为员工创造。
4.资源做好这项工作 – 如果员工没有资源做这项工作，那么不管什么好意，他的工作都会受到影响。如果没有这些资源，这将使员工感到无法实现的目标。
5.自主性 – 这是推动员工参与到全面实施的最重要的因素。如果没有一定程度的自主权，员工只会按照他们的要求去做。由于被微观管理，员工会感到不满。
美国论文代写：员工敬业度
尽管在员工敬业度方面做了大量的学术研究工作，但还需要进一步的研究。必须具备五个杠杆：主管经理，背景目标，客观矩阵，资源和自主权，共同组织一个积极参与组织的员工。雇主要记住的最重要的事情不是告诉员工该做什么，而是要向他们解释你所做的事情。提高员工的期望没有匹配奖励是脱离员工的最简单的方法。这应该与员工层面的角色清晰度和组织中每个人都能理解的重点策略相结合。

美国论文代写：员工敬业度

Because of these positive effects of employee engagement, it becomes imperative that investigate as how to operationalize Employee Engagement in HR practices. Presence of all of the following five factors is a must for employee engagement (Villa, 1996)
1.Competent Manager – A competent manager understands the goals of the organization and can add value mundane work. He is able to judge an employee’s effectiveness and provide constructive feedback thereby helping an employee to make better judgments. Absence of a competent manager while keeping everything same would result in an underperforming employee.
2.Contextual goals – Goals that are aligned to employees needs and set keeping in mind proper time frame for quality and quantity in mind. Absence of contextual goals results in confused employees. Employees have false starts and missed deadlines.
3.Objective matrices – Employees should be able to measure their own performance and regress on them objectively. If the objective matrices is not understood by the employee, it would leave him angry or scared. Therefore Objective matrices should be co-created for the employee by the manager and the employee himself.
4.Resources to do the job – if the employee does not have the resources to do the job then irrespective of all the best intentions, his work would suffer. This would leave the employee frustrated with the goals that he cannot achieve without these resources.
5.Autonomy – This is the most important factor to drive the employee engagement to full implementation. In absence of a certain degree of autonomy employee would only do what they are told to do. Employees would be disgruntled because of being micromanaged.

美国论文代写：员工敬业度
Even though a lot of academic work has been done on employee engagement, much more is required to put these researches in practice. It is a must to have all the five levers namely: competent manager, contextual goals, objective matrices, resources and autonomy in place together to get an employee actively engaged with the organization. The most important thing for the employer to remember is not to tell the employee what to do but to explain to them what you do. Raising employees’ expectations without matching rewards is the easiest way to disengage an employee. This should be coupled with role clarity at the employee level and focused strategy which everyone in the organization understands.

美国论文代写：旅行公司营销

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美国论文代写：旅行公司营销
营销是旅游公司中非常活跃的一部分，是整个商业活动的组成部分。旅游公司的营销管理是最重要的部分之一，不仅要抓住新客户，维持现有客户，还要提高公司的销售量（Su et.al，2011）。 Morrison（1996）将旅行和旅游营销描述为一种分销组合，其中包括采用和使用直接和间接的分销渠道，使顾客了解公司的产品和服务，促进和保留并向他们提供服务。分销渠道的构想是帮助旅游公司接触不可能直接联系到的客户，但可以通过代理商的共同介质联系到。同样，直接营销涉及公司本身的功能，如网络营销，媒体广告，一对一营销，公司营销，会议营销等。由于旅游业务是一项基于服务的业务，公司需要形成尽可能与客户保持个人关系，因为通过重复和忠诚的客户，建立个人关系将永远对销售量产生持久的效益（Kotler，2000）。也就是说，考虑捕捉新业务并保持从事客户搜索也是很重要的。间接营销必须以一种敏感的方式进行处理，因为公司会将部分责任转移给间接渠道合作伙伴以收集客户。

美国论文代写：旅行公司营销
因此，如果管理得当，多样性可能是一项资产，并指导他们将技能和创造力应用于他们能够贡献最多的领域。实际上，现在许多跨国公司现在都采用了雇佣多元化员工的策略来管理他们在世界各地遥远的办公室的日常需求（Kanter，1983）。

美国论文代写：旅行公司营销

Marketing is a very dynamic segment in travel companies and forms an integral part of the entire business activity. Marketing management of a travel company is one of the most important segments which will not only capture new customers and maintain existing ones, but also lift the sales volume of the company (Su et.al, 2011). Morrison (1996) describes travel and tourism marketing as a distribution mix, which consisted of employing and using direct and indirect distribution channels to make customer aware of the products and services of the company and promote and reserve and deliver the services to them. The idea of distribution channels is to help the travel company to reach out to customers who may not be possible to be reached directly, but they can be reached through a common medium of an agent. Likewise, direct marketing involves functions of the company itself like internet marketing, media advertising, one-on-ne marketing, corporate marketing, conference marketing, etc. Since travel business is a service based business, it is required for the company to form as much personal relationship with clients as possible, because having personal relationship will always have a long lasting benefit on sales volumes through repeat and loyal customers (Kotler, 2000). That said, it is also important to consider capturing of new businesses and remain engaged in customer searching. Indirect marketing have to be handled in a sensitive manner as, the company would transfer part of their responsibility to the indirect channel partners for gathering clients.

美国论文代写：旅行公司营销
So diversity is probably an asset if managed well and directed towards applying their skills and creativity in areas where they can contribute the most. In fact, many multi-national companies now adopt strategies of hiring a diverse workforce to manage their day to day requirements in their distant offices worldwide (Kanter, 1983).

美国丹佛大学论文代写：股东理论批判

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美国丹佛大学论文代写：股东理论批判
对这个理论的分析是非常重要的，原因有几个。第一个原因就是这个理论被认为是以思维方式出现的，或者是一个哲学学派出现的企业管理学的着名和最突出的理论之一。作为人类实践的商业和作为哲学学科的伦理学之间的关系是岌岌可危的。其次，评估利益相关者理论是否有可能修改它所谈论的任何问题是非常重要的（Koberg，1987）。从一个非常不完善的世界，这些都是道德问题，其中大多数人攻击企业高管的社会责任。例如，有些政治机构和公开的政府可能会要求企业承担责任;虽然公司目前在严格的规章制度下工作，仍然公开呼吁更好的卫生，道路，就业机会和教育。

美国丹佛大学论文代写：股东理论批判
利益相关者理论在其环境中提供了对企业行为不足的解释。为观察关系提供解释性逻辑是理论发展的关键（Brenner和Cochran，1991）。弗里曼的工作并没有涉及联系企业的动态，以确定谁是受影响的概念和谁是谁的利益相关者。他像环境扫描一样识别出几个不同的过程，引出利益相关者的地图并与利益相关者进行交流。然而，这些过程的动力并没有具体的确定。

美国丹佛大学论文代写：股东理论批判
弗里曼在他的理论中提出了内部性，行动者和外部性之间不完全的联系（Stieb，2009）。他完全列出了个体行为者之间以及这些群体之间无限的关联，虽然他确实指出了外部和内部的利益相关者群体。该模型未能解决模型中建议的实际联系的复杂性，该联系表明可以将利益相关者群体清楚地识别为可分离的实体。也许，利益相关者群体所代表的利益集团所能确定的利益是无法被清晰地识别出来的。

美国丹佛大学论文代写：股东理论批判
An analysis of the theory is very important due to several reasons. The first reason is that this theory is regarded as one of the well-known and most prominent theories of the business management which came out with a way of thinking or with a philosophical school. The association between business as a human practice and Ethics as a philosophical discipline is at stake. Secondly, it is essential to evaluate if the theory of stakeholder is likely to amend any kind of issues which it talks about (Koberg 1987). From a highly imperfect world, these are the ethical problems of which most of them attack the executives of business with regards to social responsibility. For instance, there are cases wherein the political bodies and the publicly minded government might ask the business to take up their part of the responsibility; although the firms work currently under a very stringent rules and regulations and still public clamor for better sanitation, roads, employment opportunities and education.

美国丹佛大学论文代写：股东理论批判
An inadequate explanation of the behavior of the firm is provided by the Stakeholder theory within its environment. Rendering an explanatory logic for the relationships under observation is the key to theory development (Brenner and Cochran 1991). The work of Freeman does not address the dynamics which associate the firm to identify stakeholders beyond the concept of who is affected and by whom. Several different processes are identified by him like environmental scanning, eliciting stakeholders’ maps and exchanges with stakeholders. However, there is no specific identification of the motivating force of these processes.

美国丹佛大学论文代写：股东理论批判
An incomplete link between internalities, between actors and externalities is presented by Freeman in his theory (Stieb 2009). He completely maps out the limitless association between individual actors and between these groups even though he does identify external and internal stakeholder groups. The model fails to address the complexity of the real linkages suggested in the model which states that the groups of stakeholders could be identified clearly as the separable entities. Maybe, the interest which group represent could be identifies by the stakeholder groups cannot be identifies clearly.