英国论文查重：中国和英国的不同意识形态

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英国论文查重：中国和英国的不同意识形态

在中国,人们有一种倾向,适应新的挑战和许多环境挑战的准备。这是来自英国的文化不同,人们通常更放松。他们喜欢处理情况的基础上发生的事件。中国和英国有不同的意识形态的长期取向(大厅,2013)。低权力距离指数一般英国和较高的中国人民。人们发现隐式地服从命令。有很高的社会人之间的区别。放纵的因素是发现不同的国家之间。在英国,有更多给放纵相比,中国的重要性。这表明人们在英国更容易接受新思想和不同的文化(大厅,2013)。积极的一面,人们认为教育是一个强制性的发展工具,会沉溺于更新的教育。这是大学的一个积极因素。分析中国文化,两个因素被认为是。他们在下面详细调查。

英国论文查重：中国和英国的不同意识形态
中国人的教育工作者和教师。崇敬所示身体的姿势,保持眼神交流等等。在西方文化中,有更多的休闲方式,通过的人(大厅,2013)。他们更有可能遵循上级的命令没有表达任何个人观点。经理通常是那些有更高的学位。英国文化是更适应表达他们的意见和更有语言的交流相比,中国人。这反映在他们的工作风格。有很多需要支付税收,外国投资开始操作。有很多官僚链和这可能延迟的操作(Ho 2014)。劳动力成本上涨可能是一个问题的人。中国人民更积极和政府希望引进更多的贸易国家。有很多级别的分级控制。然而,这个新兴的国家想要确保更多的发展。一旦建立了大学能够操作的问题,将会有更高的回报在该地区的投资。

英国论文查重：中国和英国的不同意识形态

In China, people have a tendency to adapt to the newer challenges and prepare for many situational challenges. This is different from the culture of UK where the people are generally more relaxed. They prefer to handle the situation based on the events that would occur. China and UK differ in their ideologies of long term orientation (Hall, 2013). The power distance index is general lower for the United Kingdom and is higher for the Chinese people. The people are found to follow orders implicitly. There are high social differences between the people. Indulgence factor is found to be different between the nations. In the UK, there is more importance given to the indulgence when compared to China. This indicates that the people in UK are more likely to be open to newer ideas and different cultures (Hall, 2013). On a positive note, the people consider education as a mandatory developmental tool and would indulge in newer educations. This is a positive factor for the university. To analyze the culture of China, two factors have been considered. They are probed in detail in the following.

英国论文查重：中国和英国的不同意识形态
Chinese people give a lot of respect to the educators and teachers. Reverence is shown in the body posture, maintaining eye contact to name a few. In the western cultures, there are more casual approaches that have been adopted by the people (Hall, 2013). They are more likely to follow the orders of their superiors without voicing any individual views. The managers are generally individuals who have higher degrees. UK culture is more attuned to voice their opinion and is more verbal in their communication when compared to the Chinese. This is reflected in their working styles. There is a lot of tax that needs to be paid for foreign investments to commence operations. There are a lot of bureaucratic chains and this could delay the operations (Ho, 2014). Rising labor costs could be an issue for the people. The people of China are more aggressive and the government wants to bring in more trade into the nation. There are many levels of hierarchical control. Nevertheless, this emerging country wants to ensure more development. Once the university is able to set up operations which could be the issues, there will be higher returns of investments in the region.

论文抄袭：激励因素

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论文抄袭：激励因素

马斯洛的需求层次理论是由5 levels-physiological,安全需要,归属、自尊和自我实现需要。层次明确规定员工需要建立有意义的人际关系,需要安全和健康工作场所。钱不发挥作用的任何地方层次结构(Zilla接触,2015)。金字塔还坚称,管理者往往与自我实现方面斗争,因此,他们需要舒适的计时和尊重,可以帮助他们感觉动力在工作场所。Hertzberg 2因素理论关注卫生和动机因素。保健因素包括薪酬、工作安全、工作环境,激励员工。另一方面,Hertzberg还有一个单独的分工问题,涉及dissatisfiers和激励因素。在激励因素的范畴,它包括成就、责任和识别和分类不包括金钱作为动力。

论文抄袭：激励因素
自然,雇主和雇员之间的关系只适用的成就动机是给定的,有趣的工作,责任和发展,而不仅仅是可能有时不能满足员工的奖励。道格拉斯•麦格雷戈已经开发了两个模型——X理论和y理论X理论需要方向,更好的控制和机会作为激励因素的地区。然而,它还要求需要金融奖励在工作中为了满足他的需求。另一方面,员工需要工作满意度、控制、问责制和利用自己的知识能力(卡佛,schey, 2001)。员工感觉完整,当这些照顾。虽然所有这些不同形式的激励因素,这一理论还进一步强调,钱不是唯一或最好的动力,但这只是一个选项,在困难时期员工的工作满足感。

论文抄袭：激励因素

Maslow’s hierarchy of needs is comprised of 5 levels-physiological, safety, belonging, self-esteem and self-actualization. The hierarchy clearly states that the employees need to establish meaningful relationships and require safety and good health at workplace. Money does not play a role anywhere in the hierarchy (Contact Zilla, 2015). The pyramid also insists that managers tend to struggle with the self-actualization aspect and hence, they need comfortable timings and respect that can help them feel motivated at all times within the workplace. Hertzberg’s 2 factor theory focuses on hygiene and motivation factors. The hygiene factors involve the pay, job safety and working conditions that tend to motivate the employees. On the other hand, Hertzberg also has a separate division of work issues that involve dissatisfiers and motivators. Under the category of motivators, it includes achievement, responsibility and recognition and the category does not include money as the motivator.

论文抄袭：激励因素
Naturally, the relationship between an employer and an employee works well only when the motivation is given in terms of achievement, interesting works, responsibility and development and not just rewards that might sometimes not satisfy the employees. Douglas McGregor has developed two models – Theory X and Theory Y. Theory X states the need for direction, better controls and opportunity as the areas of motivators. However, it also demands the need for financial rewards at work in order to fulfill his needs at work. On the other hand, employees require job satisfaction, control, accountability and utilization of one’s own intellectual abilities (Carver and Scheier, 2001). An employee feels complete when these are taken care of. While all these are different forms of motivators, this theory also further highlights that money is not the only or the best motivator but it is just an option that works at the hard times of an employee for fulfillment.