美国代写-在买家供应商之间增加权力的方法

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美国代写-在买家供应商之间增加权力的方法。在买家供应商之间的关系是自然和主要偏差这两个很少平等(Kö维勒和夯,2012)。然而，政党可以通过增加权力的方式来与对手达成更好的协议。当一个供应商是唯一的独家营销，并有一个独特的产品，它可以选择买家或超市打算出售的产品(Zolghadri et al.， 2011)。在这种情况下，一个供应商，如食品和饮料独家菜，是强大的杠杆作用与多个买家的权力，从而确保一个有利可图的合同。在这种情况下，供应商要求在合同中加入“机会主义”、“道德风险”等条款。它还要求把所有关于信息处理和信息不对称的信息都摆出来。例如，当特易购这样的买家将其服务外包给IBM或西门子时，它会在合同中加入信息不对称的硬性条款，以减少为了自身利益而滥用权力的一方。

Power in a buyer supplier relationship is natural and is mostly misaligned among the two and is seldom equal (Köhler and Rammer, 2012). However, there are ways in which power can be increased by a party to get a better deal with its counterpart.
Strategies to leverage power in the downstream
1. B2B advertising
When IBM uses the B2B advertising campaigns, it uses power to be leveraged among all its downstream suppliers or customers. They do it by using business to business advertising, thereby keeping the actual downstream advertisers at bay and disadvantaged. This compels them to agree to IBM’s terms of advertising.
2. Lock in strategy
Companies’ uses lock-in strategies to use power on downstream partners. For example, as a renowned company, Apple uses its brand name and image to discourage customers and suppliers by raising switching costs to a rival. By this way, it keeps its downstream partners in line with their expectations and strategic advantage.
3. Premium pricing
This is one interesting tool of discouraging downstream partners to dissociate with companies. For instance, Samsung or a furniture brand like Hettich uses premium prices on its furniture, with which it can keep competitors at bay and also suppliers and retailers are discouraged to leave the company. Uniqueness of a product is used as a power by companies, which makes its retailers think thrice about quitting selling the brand.
4. Branding management
The culmination of a supplier into the finished product of the buyer who sells to consumers is a smart tactic (Cummins, David and Kawamoto, 2011). For example, Intel Corporation has been married to Microsoft as they both are compatible and both are sold by a laptop manufacturer. This makes them stay together. When one brand has a higher global image, it sells a subsidiary brand together.

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代写价格-第一代性别偏见的歧视问题分析

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代写价格-第一代性别偏见的歧视问题分析。第一代性别偏见认为，由于社会的男权性质和不愿放弃传统的性别角色，妇女在工作场所受到公开的歧视。随着平等和歧视，法律变得更加强大和严格。全球媒体上出现了更多工作中受到不平等待遇和歧视的案例。第一代的性别偏见越来越弱。然而，它并没有从任何意义上消失，而是在表现上变得更加创新和谨慎。这意味着第二代性别偏见，其中可能有绝对的口头支持废除玻璃天花板，但在实践中，它可能是完全不同的东西。这种第二代性别偏见的影响是如此的聪明和创造性，女性甚至可能感觉不到对她的歧视。

This calls for a natural absence of glass ceiling because when women appear as victims, it is camouflaged for them to ignore the injustice. There may never raise a question of the existence of glass ceiling. Despite there are commissions and activists who are keen enough to notice the existence of glass ceiling in new ways.

One innovative way in which women remain away from their deserving positions is the motherhood and child bearing, which is propelled by lacklustre laws of women’s resurgence at workplace after maternity leave and affordable healthcare (Russell, 2016). Child bearing requires women to be naturally out of work for six months or more. When they return, they are seen with the eyes of suspicion as women are seen as demotivated and not fit for work physically. This is an innovative way of allowing women to let go of their rightful place and she does not even realise the discreet discrimination that she is a part of (O’Brien, 2009). The second generation gender bias is prominent in its usage at multinationals resulting into glass ceiling and its perpetual increment.

Glass ceiling has never vanished as assumed and alleged when discrimination and equality laws came into force. It had been practiced openly and influenced by first generation gender bias where patriarchal society made women look uncomfortable at work. While women competes with men equally, glass ceiling provides men an easier progress but restricts women artificially to their position. Attachment to traditional gender roles is seen as the primary reason for the persistence of glass ceiling that is openly upheld in society instead of being abolished. Second generation gender bias is making innovative ways of deterring women from succeeding as they use women’s natural and socially imposed weaknesses as reasons for their inability to perform the task. Glass ceiling is to stay unless radical law enforcement is not introduced in all work settings.

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美国论文代写-组织变革的阻力分析

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美国论文代写-组织变革的阻力分析。组织变革的成功与否，完全取决于员工接受变革的方式。Kubler Ross认为，人类经历悲伤、愤怒、否定、抑郁、接受和讨价还价的过程分为五个阶段。这些主要是人们将损失或变化应用于组织变化的管理后所面临的(Piper and szaboo – jones, 2015)。这种模式主要用于指导沟通，从而支持整个变革时期。沟通应该根据所发生的变化和所交付的变化进行调整。

When it comes to the success of the organisational change, it entirely depends on the manner in which change is accepted by the employees. It was argued by Kubler Ross that humans are subject to 5 stages where they experience grief, anger, denial, depression, acceptance and bargaining. These are mainly faced when people undergo a loss or change after applying it to the management of organisational change (Piper and Szabo-Jones, 2015). This model is utilised mainly for guiding communication and thereby supporting the entire period of change. Communication is expected to be tailored with respect to the change which takes place and the change which is delivered. Employees should be provided with information in order to handle their denial. After the information has sunk in totally, then people are likely to experience depression, bargaining and even anger. After accepting the situation, it is required by the employees to put their commitment into vision (Stickler, 2011). There are several others who take an individualistic approach for studying the resistance to change and arguing the reactions of individuals which are likely to vary greatly and are highly complex. One of the major advocates of this kind of thinking is ShaulOreg who outlined that resistance to change is based entirely on personality and also with the context of change. A scale called “Resistance to change scale” was developed which was considered to be a stable trait of personality. A suitable and positive relation was witnessed between the individuals. It was observed by Oreg that the context variables play a significant role. In management, trust is likely to have a strong impact on cognitive, behavioural and effective resistance. These findings provide an emphasis on the importance of the skills related to management which is present in the entire period of change. It was found out by Oreg that a certain amount of information can be provided to the employees beyond the employees themselves feeling overwhelmed. The role played by the management has been put forth where the communication strategy takes an edge over the other aspects. It can be put forth that the emergent theory and the advocates of OD makes effective decisions about these issues. An elaborate knowledge about the structures, personnel, strategy and the culture of the chosen organisation is required (Anderson, 2016). In order to reduce the resistance among the employees or the worker’s literature of organisational change, the involvement of the employees in the empowerment or change makes suitable changes in itself (Cumming and Ng, 2015). It can be outlined that the involvement of the employees is not at all sufficient with the managers who play critical roles in rewarding or encouraging the various innovation. It needs to be stated that the participation of the employees along with various phases or stages of changes is essential. A more emergent view with handling the employees was put forth by Kotter and Schlesinger. It was stated by them that the reasons and the content of change are likely to vary between the various organisations and the response is likely to be determined by these circumstances and the content. The various methods which are involved in addressing the resistance include education, participation, facilitation, negotiation and coercion etc. Every group of employees will cover the entire range of the various types of personality that implies the different ranges of the strategies that are essential in nature (Zimmermann, 2011).

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