英国建筑学论文代写：博物馆建筑

在： ,

英国建筑学论文代写：博物馆建筑

介绍
1943年，弗兰克·劳埃德·赖特（Frank Lloyd Wright）被任命为设计一座建筑物，以便为博物馆提供一个展示非客观绘画的地方。这个博物馆是由所罗门·R·古根海姆基金会于1993年建立的（Levine，2006）。本文将分析建筑物的图片。分析工作应结合建筑的技术和文化背景进行。
文化语境
所罗门·R·古根海姆博物馆在恢复和扩张之后已经在1992年重新开放，这使得该项目成为该公司最受欢迎，最受欢迎的作品。负责恢复和扩建所罗门·R·古根海姆博物馆大楼的同事被认定为是巧妙的干预。这不仅没有损害Wright（Ballon，2009）所开发的原始设计，而且改善了博物馆的展览能力。塔的格子图案和简单的立面为突出莱特的不同螺旋设计作出了贡献，并一直作为博物馆后面的城市地区景观上升的后盾。最终的项目包括一个4,750平方米的面积已经装修和更新的画廊的空间。除了画廊的面积外，新办公空间还保留了130平方米的面积。

英国建筑学论文代写：博物馆建筑
技术环境
对建筑师恢复状况进行初步评估，并从不同的角度和观点出发，清楚地表明了技术与弗兰克·劳埃德·赖特所着的所罗门·R·古根海姆博物馆之间的联系。在混凝土内发出声波的冲击回声技术，以及重新定位墙壁间隙的措施，设计的博物馆技术背景是显而易见的（Levine，2006）。博物馆得到了周围的自然环境的进一步帮助，因为它们不仅帮助人们分散对博物馆的注意力，还能从外部环境中获得灵感。

英国建筑学论文代写：博物馆建筑

Introduction
In the year 1943, Frank Lloyd Wright had been appointed for designing a building in order to provide a place to the museum that displayed paintings that were non objective. This museum had been established by the Foundation of Solomon R. Guggenheim in the year of 1993(Levine, 2006). This paper will be analysing a picture of the building. The analysis shall be done in consideration with the technological and cultural context of the building.
Cultural Context
The reopening of the museum of Solomon R. Guggenheim for the public after restoring and expanding had been done by the year of 1992. This had resulted in making the project the most celebrated as well as crucially acclaimed works of the firm. The associates responsible for restoring and expanding the building for the museum of Solomon R. Guggenheim were identified as being subtly intervention. This had resulted in improving the capabilities of exhibition with respect to the museum without the detraction of the original design developed by Wright (Ballon, 2009). The grid pattern and simple facade of the tower had contributed in highlighting the different spiral design of Wright and has been serving as a backup towards the rise in the landscape of urban region behind the museum. The final project consisted of an area of 4,750 square meters that had been renovated and renewed with respect to the space of gallery. Apart from the areas of the gallery, 130 square metre of area had been kept for the new space of office.

英国建筑学论文代写：博物馆建筑
Technological Context
The primary assessment of condition while architect restoration constituted of various perspectives and these perspectives clearly stated the connection present between technology and The Solomon R. Guggenheim Museum by Frank Lloyd Wright. The technology of impact echo where waves of sound are sent within concreteness and by rebinding the measure for locating the gap present between the walls, technological context of the museum designed is evident (Levine, 2006). The museum was further helped by the natural surroundings because they not only helped in distracting the crowd towards the museum but also was able to get inspired from the external environment.

美国论文代写：事件管理

在： ,

美国论文代写：事件管理
一旦决定了事件的目标，预算和关键路径，选择地点是与事件相关的最重要的方面（卡普尔，2013）。关于选择事件的位置有很多关键的方面。例如，企业活动组织者将尝试预订诸如会议中心等邻近机场，酒店等的位置，这不仅节省了关键的物流成本，还将使整个活动的过程相对方便和方便（Thomas＆Bowdin，2012）。在开放游乐区的情况下，核心位置是商场本身的楼层。因为这是一个组织起来的游戏区的事件，这样的事件应该组织在游戏区本身附近或在其中。这不仅有助于赛事组织者展示所提出的比赛区域，而且还有助于客户节省选择比赛场地的费用。
美国论文代写：事件管理
交通是与事件管理相关的另一个重要方面。例如，为组织与专业会议有关的活动，组织者应该清楚地看到受邀参加会议的访客是通过航空还是公路来到这里。这将确保为游客提供适当的指导以达到目的地。如果是玩乐区，那么由于这个活动集中在地方层面，因此假定只有本地市民才会被邀请。因此，将没有单独的要求来安排运输将是必需的。

美国论文代写：事件管理

Once objective, budget, and critical path of the event is decided, selection of location is the most important aspect related to the event (Capell, 2013). There are various critical aspects which are related to selection of location of an event. For example, a corporate event organizer, will try to book a location such as convention centre which has proximity to airport, hotels etc. This will not only save crucial logistics cost, but will also make the process of entire event relatively convenient and easily accessible (Thomas&Bowdin, 2012). In case of opening of a play zone, the core location is the floor of the mall itself. Since it is an event organized for launch of the play zone, it becomes logical that event like this should be organized near or in the play zone itself. This not only will help the event organizers to showcase the proposed play zone, but will also help the client to save money on selection of an alternative location for the event.
美国论文代写：事件管理
Transportation is another important aspect related to event management. For example, for organisation of an event related to professional conference, it is important for the organizers to have a clear view, whether visitors invited to the conference are coming via air or road. This will ensure that proper guidance is given to the visitors for reaching the destination. In case of play zone launch, since the event is focused on local level, hence it is assumed that only local citizens of the city will be invited. Hence there will be no separate requirement to arrange for the transportation will be required.

美国论文代写：组织知识传播

在： ,

美国论文代写：组织知识传播

组织的设计可能会影响分享和获取知识的效率和效果。一些研究人员和从业人员认为，在变化的背景下，某些方面会导致核心僵化，这大大限制了组织创造新知识的能力（Durand 2009）。有关文献表明，从事知识管理的组织必须在组织内部作出一定的安排，以增加知识的变化和创造。这种组织安排包括人力资源系统，信息处理过程和能力，组织文化和结构设计（Dixon 2010）。

美国论文代写：组织知识传播
其他一些研究人员则展示了与组织内外部知识传播和获取过程相关的跨界个人的意义。 Gupta和Govindrajan（2010）评估了知识共享和/或管理背景下海外和子公司之间的关系。评估表明激励措施对于组织内的个人进行有效的知识共享过程具有重要意义。 De Long和Fahey（2010）也证明，如果一个组织试图有效地使用，分享和创造知识，就需要有一定的组织文化。正如文献中所评论的，组织内部的安排范围从组织内更广泛的文化到边界跨越角色和个人层面的激励（De Long and Seemann 2010）。此外，有人认为，动态能力的方法在展示组织整合结构和过程的能力方面具有重要意义，这种结构和过程是获得竞争对手组织的创新和强大优势所必需的。

美国论文代写：组织知识传播

The design of an organization is likely to affect the efficiency and effectiveness of the sharing and acquisition of knowledge. Some researchers and practitioners argued that there are certain aspects which lead to core rigidity in the context of changes which significantly limit the capacity of an organization to create new knowledge (Durand 2009). The relevant literature demonstrates that the organizations engaged in the process of knowledge management must create certain arrangements within the organization to increase the change and creation of knowledge. This organizational arrangement is inclusive of the human resource systems, information – processing processes and capability, organizational culture, and structural design (Dixon 2010).

美国论文代写：组织知识传播
Some other researchers demonstrated the significance of the boundary – spanning individuals associated with the process of external knowledge dissemination and acquisition within an organization. Gupta and Govindrajan (2010) evaluated the relationship in between the overseas and parent subsidiaries in the context of knowledge – sharing and / or management. The evaluation demonstrated the significance of incentives outlined for the individuals within an organization to conduct an effective process of knowledge sharing. De Long and Fahey (2010) also demonstrated that there is a need of certain organizational culture if an organization is attempting to effectively and efficiently use, share, and create knowledge. The arrangements within an organization, as reviewed in the literature, thus ranges from the broader culture within an organization to the boundary – spanning roles and individual – level incentives (De Long and Seemann 2010). Moreover, it has been suggested that the approach of dynamic capability is significant in demonstrating the ability of an organization to integrate the structure and process which is necessary to attain innovative and strong advantage over the competitor organizations.

美国佛蒙特大学论文代写：美国经济

在： ,

美国佛蒙特大学论文代写：美国经济

介绍
世界是在2015年，而时间和新年并没有给世界经济带来稳定和希望，因此在美国情况几乎一样。尽管如此，美国经济现在是健康的买方经济，但直到现在经济还不稳定。华尔街的抗议活动以及美国第四季度的经济崩溃都是经济不稳定的证据。这一崩溃达到了一定程度的下降，导致人们强行辞职或面临裁员。美国经济的最后一个季度遭遇了加速降低经济增长和稳定进程的冲击。
美国佛蒙特大学论文代写：美国经济

讨论
国内生产总值全年增长，2015年有较好的起步机会，上个季度国内生产总值下降打破了上个季度。美国经济第一季度出现了GDP下滑，从2013年最后一个季度（米切尔，2015年）的人均资本的其他经济因素。第一季度达成的政策和方法后来更好的第二。国内生产总值和企业利润处于主要倾向，对稳定经济发挥了积极作用。网上交易趋势及消费开支亦为正面及有利市场，分别达到2.5％及2.3％的正面数字，分别升4.6％及4.4％。 2014年第三季度也显示出类似的增长行为（Mitchell，2015）。

美国佛蒙特大学论文代写：介绍

Introduction
World is in 2015, while time as well as new year had not brought an stability and hopes in the economies of the world, so as in United States, the condition is almost the same. Even though, US economy is now healthy buyer economic, but economy is not stable until now. The protests at Wall Street as well as the economic collapse in 4th quarter of US are the evidence of unstable economy. The collapse attained a level of decline which led people to either forcefully quit or to face downsizing in their jobs. The last quarter in the US economy was a hit to speed hump which reduce the growth and stability process in economy.

美国佛蒙特大学论文代写：讨论
Discussion
GDP which was on increasing scale throughout the year, and there were chances for better start of 2015, interrupted in the last quarter with the decline in GDP in last quarter.The initial quarter of the US economy showed a decline in GDP, as well as additional economic factors which effect per head Capital, from the last quarter of 2013 (Mitchell, 2015).The policies and approach attained for the first quarter consequent in better second. The GDP as well as corporate profits hit the major incline and performed positive role to stable economy. Trend of Net Trade as well as consumer spending was also positive and favorable for the market as they attain the positive figure of 2.5% and 2.3% with the increase of 4.6% and 4.4% respectively. The third quarter of 2014, showed the similar behavior of increase (Mitchell, 2015).

美国论文代写：员工敬业度

在： ,

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

在： ,

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

在： ,

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.

美国代写report：管理组织变革

在： ,

美国代写report：管理组织变革

简而言之，可以说，苹果在前一个领导时代能够发展的权力文化有一些缺点。其中包括员工创造力和积极性，与决策过程相关的高度风险，以及领导者决策所面临的较低管理风险的批评。然而，可以说，组织可能会面临严重的后果，因为新领导的领导能力和业务技能可能不足以处理这些后果。
在本报告中，将讨论外部变革顾问在组织内的角色。进一步推进，推动文化变革的力量将被确定和讨论。还将讨论组织可能为实现其目标而面临的问题。还应提供有关变更管理相关理论变革的实施建议。
推动相关变革的力量
组织变革是为了应对不断变化的环境，或作为对当前危机局势的反应。由于行政权力的变化而发生组织变革时，可以得到具体的证据。影响组织效能的因素很普遍（Ackerman，2001）。其他关键要素包括激励制度和结构。对于其保存，转换和分析，也不能采取适当的方法。这些因素包括与外部环境变化相关的某些因素，以及能够提高内部管理有效性的因素。所有的组织都必须意识到变化的原因，内部条件和外部环境，这有助于决定哪些因素应该改变。组织变革最着名的目标是战略，结构，文化，愿景，制度，领导风格和生产技术。
文化是指规范，基本假设和成员的集体价值（George＆Jones 2007）。这些变化包括这些基本假设的内容和集体价值的变更。基本上，与隐性文化相比，显性文化的变化可以很容易地进行管理。另一方面，领导力是一个组织内部的有影响力的力量。领导风格的变化影响着员工与团队的互动。

美国代写report：管理组织变革

In simple words, it can be stated that the power culture that Apple was able to develop in the previous leadership era had a number of disadvantages. These included creativity and initiatives of employees being under-utilized, high degree of risk related to decision making process and no criticism from lower management risk being faced by decisions of the leader. However, it can be stated that the organization might face serious consequences as the leadership and business skills of the new leader might not be adequate enough to handle these consequences.
In this report, role of external change consultant within an organization will be discussed. Further ahead, forces that drive cultural change will be identified and discussed. Problems will also be discussed that the organization might face for the achievement of their goals. Recommendations shall also be provided with respect to implementation of change related to relevant theories of change management.
Forces driving relevant Change
Organizational change takes place as a response to a changing environment or as a reaction towards a current situation of crisis. Specific evidence can be obtained when organizational changes occur due to change in executive power. The factors that influence effectiveness of organization are widespread (Ackerman 2001). Other key elements include incentive systems and structure. Development of appropriate approaches also cannot be done for its preservation, transformation, and analysis. These include certain factors in relation with changes in external environment and factors that are capable enough to improve the effectiveness of internal management. All organizations must be aware of reasons to change, internal condition, and external environment that help in deciding which factors should be changed. The most known target of organizational change involves strategy, structure, culture, vision, system, leadership style, and producing technology.
Culture refers to norms, basic assumptions, and collective value of members (George & Jones 2007). The change includes alteration of content of these basic assumptions and collective value. Basically, change in explicit culture can be easily managed in comparison with implicit culture. On the other hand, leadership is an influential force within an organization. Change in style of leadership influences the interaction of its employees and the group dynamic.

论文代写：人格测试

在： ,

论文代写：人格测试

在将其纳入组织之前，了解未来雇员的概况非常重要。在当今世界，招聘跨越国界，一个地方的候选人可以选择另一个地点作为他们的工作地点，这是不可能的，只是通过验证记录和面部来评估个人的行为和性格。这些测试的管理并不是最后一步，而是揭示结果并理解它们并将其应用于工作场景的一项非常乏味的任务的开始。例如，如果一个候选人被发现是一个特定的人格测试的事实发现者，他们可能会被分配一个市场研究的工作;一个被认定为以任务为导向的员工可以被赋予更重要的工作，由于他们的细致，要求更高的准确性水平。那些具有外向型人格的人应该被赋予像销售，客户关系或前台管理人员那样的良好沟通的角色。人格测试的重要部分是正确使用互利的信息给候选人和组织。在分配和评估工作角色给雇员时忽略这些测试的结果是犯罪的，因为这些测试基本上是心理测量学的，并揭示了个人的真实内在自我。
人格理论及其测试有助于我了解自己的行为，以及如何改进自己的行为。通常要求个人根据情况或场景可能需要修改自己的行为，但无论如何，个人行为的基本特征是相同的。这些测试和理论帮助我识别这些个性，并处理相同的问题（MOUNT，ILIES＆JOHNSON，2006：29-54）。了解自己和自己的长处和短处，对他们的成功至关重要，对他们的失败负责。就我而言，已经发现这些测试帮助我选择了适合组织的最佳角色，以及如何与工作场所的其他人交流。

论文代写：人格测试

It is important to know the profile of a prospective employee before they are taken into the organization. In today’s world when recruitment takes place across borders and a candidate from one location can choose another location as their place of work it is impossible to assess the behaviour and character of the individual by just verifying records and by the face. The administering of these tests is not the last step but indeed the start of a very tedious task to unveil the results and make sense of them and accordingly apply them to the work scenario. For instance if a candidate is found to be a fact finder from a particular personality test, they may be assigned a job of market research or so; an employee who is found to be task oriented can be given more important jobs that require higher levels of accuracy due to their meticulousness. Those who found to have an extrovert type of personality should be given the roles like sales, customer relationship or front-office executives where good communication is essential .The important part to the personality tests is making the right use of the information that is mutually beneficial to the candidate and the organization. It would be criminal to ignore the results of such tests while assigning and assessing job roles to the employees as these tests are basically psychometric and reveals the real inner self of an individual.
TASK 2: Reflective Writing
The theory of personality and its tests has helped in knowing my behaviour well and how I may improve upon it. It is often required that an individual may have to modify his behaviour according to the situation or scenario but in any case the underlying characteristics of one’s behaviour are fairly the same. These tests and theories have helped me in identifying those individualities and dealing with the same (MOUNT, ILIES & JOHNSON, 2006:29-54). Knowing one’s own self and their strengths and weaknesses are imperative to their success or rather responsible for their failure. In my case it has been found that these tests have helped me choose the best of the roles that I fit for in an organization and how I may interact with other people at the workplace.

美国论文代写：群体内部冲突

在： ,

美国论文代写：群体内部冲突

处理群体内部冲突的两个基本维度，关心自我和关心他人。第一个维度显示了人们想要满足他的顾虑的程度。这个维度基本上是基于高低的一个度量。当任何一方或双方都有这个维度高的时候，那么解决冲突的最好方法就是解雇一名员工。这种解雇应根据只关心自己的人来执行。如果两者都具有相同的自我关心程度，则团队应该解雇不那么重要的人。
第二个方面是，关心他人。当一个人有这个维度时，那么这种冲突可能会对这个团体有很大的好处。
维度是在五个基础上得分的：第一是整合，这意味着这个人有很高的自我关怀;第二点是强制性的，这意味着这个人对他人有很多的关心。第三点是妥协;这也意味着这个人高度关注他人。第四点是支配性的，这意味着人们只关心自己，而最后一个人是回避的，这意味着人们高度关注他人（Poole＆Roothe，1989）。
因此，通过对以上几点进行评分，我们可以找到帮助解决团队内部冲突的人的本质。
团队绑定
在这里讨论团队约束是最重要的，因为在一个团体中发生冲突的主要风险是冲突的结果可能会破坏团队或团队（Putnam，1986）。因此，对于团队绑定有两个解决方案;一个是以冲突的方式来管理冲突，其二是冲突应该得到解决。
冲突的积极结果取决于团队成员的相互了解和冲突的情况。因此，团队应该提供团队工作的培训，并且应该增加与其他团队成员的相互理解。
通过实施上述过程，团队的联系变得更加强大。

美国论文代写：群体内部冲突

There are two basic dimensions of handling the conflicts within a group, concern for self and concern for others. The first dimension shows the extent up to which the person wants to satisfy his concerns. This dimension is basically a measure on the basis of high or low. When any of the person or both have this dimension high, then best solution of the conflict resolution is dismissing one of the employees. This dismissal should be performed depending on the person who is only concerned about himself. If both have the same extent of self-concern, the team should dismiss the less important person.
The second dimension is, Concern for others. When a person has this dimension, then that type of conflict may become very much beneficial for the group.
The dimension is scored on the basis of five points: first is integrating, this means that the person has high self-concern; the second point is obliging which means the person has a lot of concern for others. The third point is compromising; this also means that the person is highly concerned about others. The fourth point is dominating, which means that the person is highly concerned about only himself and the last one is avoiding, which means that the person is highly concerned about others (Poole & Roothe, 1989).
Thus, by rating the above points we can find the nature of a person that helps in resolving the conflicts within a group or team.
Team Binding
Discussing team binding individually is most important here as the main risk of having conflicts in a group is that the result of conflict may be breaking of team or group (Putnam, 1986). Thus, for team binding there are two solutions; one is to manage the conflicts in such a way that it may result positively and the second is that the conflict should be resolved anyway.
The positive outcome of the conflict depends on the mutual understanding of the team members and the situation of the conflict. Thus, team should be provided the training of team work and should try to increase the mutual understandings with the other team members.