美国代写report：艺术家访谈

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美国代写report：艺术家访谈

访谈进行的是安静沉溺，有不同的观点，有助于分析这位艺术家对人，地方，教育，创作工作和自己的看法。
作为一名MFA毕业后，她最初是一名印刷厂，抽屉和陶瓷设计师，因为尽管她来自一流大学，但是他们没有一个好的绘画部门来教授创作的基本知识。从这个角度来看，她可以暗示她对创意艺术领域的访问和教育不足的看法。尽管现代世界的大学通过技术进步来满足所有必需品，但是创造性艺术领域仍然存在诸如与获取相关的一些缺乏的发展。并不是所有的大学都有合适的绘画部门，使有抱负的艺术人才要么下降一年，要么进入另一个具有相似方面的课程。

美国代写report：艺术家访谈
关于作为一个人的艺术家，她表示自己的观点是突出的。她相信每个人都可以拥有艺术表达，但是一个好艺术家是如何将这些表情印在画布上。此外，她对自己为什么选择成为一名画家而不是音乐家或舞者表达了自己的看法。她说，她一直都知道她必须是一名画家，而且从3岁开始，她就一直追求同样的目标，而没有对这个领域的任何问题提出质疑和建议。

美国代写report：艺术家访谈

The Interview conducted was quiet indulging and there were various perspectives that helped in analysing the way in which this artist views on people, places, education, creative work access and her own self.
She initially started as a print maker, drawer and ceramic designer after getting graduated as an MFA because even though she was from top universities but these did not have the facility of a good department for painting for teaching the basics of creative works. From this her views on creative art region access and educational inadequacies can be implied. Even though universities in the modern world have all the required necessities through technological advancements but still the creative art work field has several developments lacking behind such as that related to access. Not all universities have appropriate painting departments making aspiring individuals of art to either drop a year or get enrolled in another course with similar aspects.

美国代写report：艺术家访谈
About artist as a person, she indicated her views to be salient in nature. She believed everyone can have artistic expressions in them but what makes a good artist is how those expressions are imprinted over a canvas. Furthermore, she made her views clear on why she chose to be a painter rather than a musician or a dancer. She said that she was always aware of the fact that she has to be a painter and since a very young age of 3 years, she has been pursued on the same goal without questioning or entertaining any questions on the domain.

美国代写essay：组织结构

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美国代写essay：组织结构

各种替代组织结构是功能结构，分工结构，自成体系结构，地域结构和混合结构。功能结构分离了组织执行的功能，每个功能都有一个功能头，负责特定的功能。当组织试图实现规模经济并努力发展一些深入的技能时，职能结构起着非常重要的作用。
分部结构是在产品，服务，地理或市场的基础上分组分割的组织结构。这对于同时在不同产品上工作的组织是有利的。自成体系的产品组织结构是在公司制造的各种产品的基础上进行分业的组织结构。每个产品组都有其自己的团队，包括研发，制造，会计，人力资源，市场营销等。另一种组织结构是组织在该地区的基础上分离的地理结构。它可以是东部地区，南部地区，西部或东部地区。每个区域都有一个区域办事处，区域办事处控制着当地市场。

美国代写essay：组织结构
除了上述结构之外，有时候组织会引入新的结构，根据组织最好地为组织服务。因此，没有设定组织结构，而是企业根据产品或服务或地理来决定层次结构。因此，人们可以很容易地看到，公司的组织结构根据所提供的产品或服务的不同而不同。

美国代写essay：组织结构

The various alternative organizational structures are functional structures, divisional structures, self contained group structure, geographic structure and hybrid structure. The functional structures segregate the functions which the organization performs and each function has a functional head that is responsible for a particular function. The functional structures play a very important role when the organization is trying to achieve economies of scale and is trying to develop some in-depth skills.
The divisional structure is an organizational structure which is segregated in groups on the basis of product, services, geography or markets. This is good for the organization which is working on different products simultaneously. The self contained product organizational structure is an organizational structure in which the segregation is done on the basis of various products which the company makes. Each product group would have its own teams which would comprise of research and development, manufacturing, accounting, human resource, marketing etc. Another alternative organizational structure is the geographic structure in which the organization is segregated on the basis of the region. It can be east region, south region, west or east region. Each region would have a regional office and the regional offices control the local markets.

美国代写essay：组织结构
Apart from the mentioned structures, sometimes the organizations introduce new structures which according to the organization would serve the organization the best. Thus there are not set organization structure, rather companies decide the hierarchy on the basis of product, or a service or geography. Thus one can easily see that the organization structure of the companies differ from one company to other depending on the product or the services which they would offer.

美国代写论文：设定目标

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美国代写论文：设定目标

目标设定是员工激励最重要的方法之一，包括设定员工要实现的目标，并阐明员工为实现这些目标而实现的预期角色。目标设定涉及如前所述，明确规定和量化在给定的时间框架内必须实现的目标。有效的目标设定特征取决于具体的，可衡量的，可实现的，时间框架的，激励和审查的目标。目标应该激发员工的积极性，激励员工，使组织和员工的成长同时发生。因此，反馈是动机的下一个重要组成部分，因为它最大限度地发挥了人的潜能，并且把重点放在优点上而不是弱点上。如果对自己的成长缺乏反馈，工作结束的时候，想知道加班的长处。

美国代写论文：设定目标
因此，这使得积极的反馈成为了一个重要的推动力，以保持工作人员的积极性和积极性。然而，如果不明智地审查反馈，也可能是冲突的，模棱两可的，对于承担这一努力的组织来说是昂贵的。关于需求和动机的理论可以遵循组织正义的概念，组织正义的概念是以组织中的其他雇员公平分配给员工的回报为基础。公平理论完全是为了理解组织中的这个关键现象。它围绕衡量员工提供的投入和他收到的回报作为输出进行衡量，可以根据在该公司工作的其他人所获得的收益来判断。作为这种平衡的结果，工人可能会要求提高工资，离开公司，要求上司停止对他人的偏袒，从而增加和减少他的归属感和组织公民意识。

美国代写论文：设定目标

Goal setting is one of the most important methods of employee motivation and includes setting up of objectives to be fulfilled by the employee and also clarifies the expected role that the employee is to fulfil to achieve those objectives. Goal setting involves as said before clearly specifying and quantifying the targets that have to be achieved within a given frame of time. Effective goal setting characteristics are dependent on goals which are—specific, measurable, achievable, time framed, exciting and reviewed. The goals should interest and motivate the employee to perform with increased enthusiasm such that both the growth of the organization and the employee happens at the same time. Feedback is therefore the next significant organ in motivation as it maximises the person’s potential and focuses heavily on the strengths than on the weaknesses and a committed worker at the end of the task is extremely disillusioned if feedback is missing as for his own growth the worker would want to know the strengths overtime.

美国代写论文：设定目标
Thus, this makes time to time positive feedback a massive thrust in keeping the worker motivated and spirited in an organizational setup. However, if not judiciously reviewed feedback a can also be conflicting, ambiguous and prove expensive for the organization undertaking the effort. The theories on need and motivation can be followed by the notion of organizational justice, which predicated upon equitable distribution of rewards to an employee in relation to the other employees in the organization. The Equity theory is solely dedicated to understand this key phenomenon in an organization. It revolves around weighing in tight balance the input the employee provides and the rewards he receives as output which can be judged in relation to those benefits received by the others working in that firm. As a consequent of this balance, a worker may ask for higher wages, leave the firm, ask his superior to stop favouring others over him/her, and bring about an increase and decrease in his affiliation and sense of organizational citizenship.