美国代写report：监督公司绩效

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美国代写report：监督公司绩效

根据Allen＆Helms（2006）的观点，控制是一个审查和监督公司整体绩效并确保达到这些目标的过程。对这些成绩进行适当的衡量是非常必要的，如果确保实现适当的组织目标有任何意义，那么他们是否符合相关标准并纠正任何错误。控制职能经理的核心目的是确认所有的业务都是按照相关标准进行的。根据Wernerfelt（2006）的观点，一个高效的控制系统可以帮助一个公司在发生问题之前就指出一些问题。控制由几个步骤和过程组成，可以帮助组织实现其业务目标。

第一步是评估组织控制的主要领域。管理者必须确定他们在规划和开发过程中已经制定的组织使命，目标和目标。第二步是确定绩效和目标的核心标准。任何组织或其部门的业绩都是以货币形式完成的，包括收入，费用等。为了控制运营成本，维珍航空公司的职能经理必须始终如一地全面评估公司的财务业绩，消除额外的间接费用。

另一个关键的步骤是衡量和分析员工的实际表现。组织绩效的比较和分析必须以最准确的方式进行，并且应该发现员工绩效的任何差异或差异，并且还应该帮助确定绩效的最佳水平（Teece，1991）。

美国代写report：监督公司绩效

According to Allen & Helms (2006), controlling is a process for reviewing and monitoring a company’s overall performance and making sure that such objectives have been met. It is very necessary that there is appropriate measurement of these accomplishments and they comply with the relevant standards and correction of any fault if there is any point for insuring achievement of appropriate organizational goals. The core purpose of controlling for a functional manager is to confirm that all business operations are according to the relevant standards. According to Wernerfelt (2006), an efficient and effective system of control can help a company to indicate certain issues before they can even occur. Controlling is comprised of several steps and process which can help an organization to achieve their business goals.

The initial step is to evaluate the major areas for organizational controls. Managers have to determine their organizational missions, objectives and goals which have been developed during a planning and development process. The second step is to determine core standards of performance and objectives. The performance of any organization or its department is done in monetary terms which include revenue, expense, etc. To control operational costs, the functional manager of Virgin airways must thoroughly evaluate the financial performance of the company on a consistent basis and is required control or eliminate additional overhead expenses.

Another crucial step is measuring and analyzing actual performance achieved by the employees. Comparison and analysis of the organization’s performance must be done with the utmost accuracy and it should spot any difference or variance in employee performance and should also help to determine the optimum level of performance (Teece, 1991).

 

美国论文代写：全球经理的要求

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美国论文代写：全球经理的要求

我们经常听到的一个常见的词是世界已经成为一个地球村。这意味着全球化已经消除了国界，并且把整个世界联系在了一起，任何人都可以随时随地与全球任何人进行交流，交流，交易或者实际上做任何事情（Bickel，2005）。全球化使我们的生活变得如此轻松，给组织带来了许多挑战。面对那些不得不面对不同类型的人，了解他们的需求，信仰，价值观，文化和行为的管理者面临的最紧迫的挑战（Steers，Sanchez-Runde，＆Nardon，2010）。也就是说，在跨国公司工作的管理者，不得不从文化多样性角度处理员工和顾客。这些组织的管理者必须照顾和理解他们所雇用的不同群体的需求和需要，并根据广泛的客户的不同口味，偏好和选择来理解，解释，生产和交付。它服务于许多国家（Rao＆Asulu，2013）。为了取得成功，全球经理必须灵活开放，面对各种接触的新文化。而且，他必须接受和训练自己即将行事的文化规范（Gulia，2012）。他必须在工作中实施新技术，意识到竞争日益激烈，必须意识到面对这样一个问题的风暴，唯一的出路就是他的员工和客户满意度。只有这两个人才能让他获得成功，因此他必须把他们当作自己的资产（Gulia，2012）。

美国论文代写：全球经理的要求

A common phrase that we hear often is that world has become a global village. It means that globalization has dissolved the national boundaries and made the entire world together, where anyone can interact, communicate, transact or virtually do anything with anyone around the globe at any time of the day (Bickel, 2005). Where globalization has made life so easy for us, it has brought many challenges for the organizations. The most pressing challenge is being faced by the managers who have to deal with different types of people, understand their needs, beliefs, values, cultures and behaviors (Steers, Sanchez-Runde, & Nardon, 2010). That is, managers who work in multinational corporations, have to deal with cultural diversity, in terms of both, its employees and customers.  The managers in such organizations must look after and understand the needs and wants of the diverse group of people employed by them, as well as understand, interpret, produce and deliver according to the different tastes, preferences and choices of the wide number of customers that it serves, spread across many countries (Rao & Asulu, 2013). To achieve success, the global manager must be flexible and open towards the variety of new cultures it is exposed to. Moreover, he must accept and train himself about the norms of the culture in which he is about to operate (Gulia, 2012). He must implement new technology in his work, stay aware of the increasing competition and must realize that in face of such a cyclone of problems, his only way out is his employee and customer satisfaction. These two alone can grant him success and for that he must treat them as his assets (Gulia, 2012).

美国论文代写：商业道德

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美国论文代写：商业道德

在当今更具挑战性和竞争性的商业时代，道德在财务报告中扮演着重要的角色。例如，财务报告中的道德（保持公平，代表真实的陈述）是业务的重要组成部分。道德在财务报告中的主要作用是在组织业务中建立或维护利益相关者的信任。此外，财务报告中的道德操守也会增强利益相关者对组织财务报告的信心。财务报告中的道德标准指出与业务相关的真实财务数据，表明业务的当前和历史健康状况，显示财务决策，代表组织的未来发展（Graham，2010）。遵循“公认会计准则”，“国际财务报告准则”等国际会计准则和业务规则，报告财务报表，在利益相关者和人员之间建立信任。

SEC（证券交易委员会），PCAOB（上市公司会计监督委员会）和FASB（财务会计准则委员会）三个主要组织共同努力，确保组织财务报告对于所有利益相关者都是可靠的，真实的和可用的。此外，道德在商业或财务报表报告中最重要的作用是确保利益相关者或股东对组织的信心。在财务报表中严格遵守道德准则并报告公平或真实的财务交易，表明股东或投资者对其安全投资和组织商业行为朝着正确的方向发展（Kimmel，Weygandt＆Kieso，2010）。会计从业人员必须在道德和道德推理的同时进行财务报告，以维护组织中的利益相关者的信任，并在全国范围内维护商业道德。

美国论文代写：商业道德

In today’s more challenging and competitive business era, ethics play a significant role in the financial reporting. For instance, ethics in financial reporting (maintains fairness and represent true statement) is an essential part of the business. The main role of ethics in financial reporting is creating or maintaining trust of stakeholders in an organization business. Moreover, ethics in financial reporting develops confidence of stakeholders in the organization’s financial reporting. Ethics in financial reporting indicates true financial data related to the business, indicates current and historical health of business, shows financial decision, and represents future growth of the organization (Graham, 2010). The organization must be followed the international accounting standards such as Generally Accepted Accounting Principles (GAAP) and International Financial Reporting Standards (IFRS) with business regulations while reporting of financial statements to create trust in between the stakeholders and people.

Three primary organizations these are SEC (Securities and Exchange Committee), PCAOB (Public Company Accounting Oversight Board) and FASB (Financial Accounting Standards Board) work together to ensure that organizations financial reporting is reliable, true and available for all stakeholders. Furthermore, the most important role of ethics in business or reporting of financial statement is to ensure stakeholders or shareholders confidence in organizations. Strong follow of code of ethics and reporting fair or true financial transactions in financial statement indicates shareholders or investors that their investments in secure and organizations business practices goes in right direction (Kimmel, Weygandt & Kieso, 2010). Accounting professionals must be behaved ethical and moral reasoning while financial reporting to maintain trust of stakeholders in the organization and to maintain ethical business environment in the nation.

论文代写：国际人力资源

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论文代写：国际人力资源

其他人力资源的概念，包括对员工的管理过程的组织，他们专注于工作的设计要求，该职位需要的属性，后加入个人的技巧和知识的发展、管理知识和正确的方式，利益的组织作为一个整体使用的占有（吉尔摩和威廉姆斯，2009）。这一概念在许多组织中仍在使用，它以恰当的方式符合定义。如果个人需要和所要填充的位置属性的属性是未知的，不存在两者之间，使准确的进步过程的协同作用。鲍克夏尔、珀塞尔和莱特（2007）添加一个人力资源管理的三个主要分支理论，这是微观的，战略，和国际。微观人力资源管理政策关注的是管理个人和小团体的职能，以及系统的组织和支持员工的关注。战略性人力资源管理政策涉及员工管理的意向性方法，评估员工的绩效及其对预定义结果的影响。国际人力资源管理政策涉及到跨越国界的企业的运作，以及简化因在不同环境中运作而产生的复杂性。这三类人力资源管理可以在不同的环境和情况下的组织适应性。在组织面临激烈竞争和处于金融危机中的情况下，它能做的最好的事情是管理当前员工的绩效，并根据需求和约束管理他们。在这种情况下，组织面临着不断升级的业务和选择获取更高的市场份额的任务，它需要采取的战略人力资源管理职能，因为用于实现特定目标所需的程度和类型的行动将是不同的，员工将不得不改变他们的工作伦理实现战略目标。

论文代写：国际人力资源

Other concepts of human resource includes the organization of the employee management process and they focus on the designing of the job requirement, the attributes required for the position, development of the skills and knowledge of the individual after joining, and manage the possession of knowledge and its use in the right manner that benefits the organisation as a whole (Gilmore and Williams, 2009). This concept is still in use in many organisations and it fits the definition in an appropriate manner. If the attributes of the individual being required and the attributes of the position which is to be filled are not known, there cannot be a synergy between the two and it halts the process of accurate progress. Boxall, Purcell and Wright (2007) add a theory of three major subfields of HRM, which are micro, strategic, and international. The micro HRM policy is concerned with the function of managing individuals and small groups, and the organization of systems and supporting employees’ concerns. Strategic HRM policy is concerned with the intentional approach of employee management and assessing their performance and its impact on pre-defined results. The international HRM policy is concerned with the operations of businesses across national boundaries and in simplifying the complexity that arise due to operating in a different environment. These three subcategories of HRM identifies with the organisations adaptation in different environments and situations. In situation where the organisation is facing stiff competition and is in the midst of a financial crisis, the best thing it can do is to manage the current employee performance and manage them according to the requirements and constraints. In circumstances where the organisation is facing a task of escalating its business and opting to capture a higher market share, it needs to adopt a strategic HRM function, because for achieving a specific goal the extent and type of action required will be different and the employees will have to change their work ethics to achieve the strategic goal.

 

 

 

美国论文代写：汽车合同

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美国论文代写：汽车合同

在目前情况下的问题是，Ajaz已经发布了他的宝马卖车广告。在看到杂志中的bruddersfield车商的广告，维姬打电话给AJAX并愿意支付10500的车。然而Ajaz表示，他不愿意接受任何低于11000为他的汽车是在完美的条件。在这次谈话中，维姬说她想多考虑一下这个提议。同时，维姬也给了她的电话号码和地址，AJAX的情况下，他改变了主意，就准备把车卖了10500。三天之后，维姬对他说，她准备购买汽车11000 AJAX的电话留言机。然而，Ajaz的姐姐意外删除的消息从电话答录机。在这一时期，Ajaz还写了一封信给维姬，他说他从没有听说过维姬，他把汽车卖给其他人。需要在目前的情况下决定的问题，如果有维姬和AJAX之间的合同有效。

本案中的问题：为了建立有效的合同，必须确定一方提出的要约并已被另一方接受。同时，还应建立法律关系的意图的考虑，也应该存在（例如，2003）。在目前的情况下，可以假定，建立法律关系的意图是维姬和AJAX同时之间，考虑当时也在场。然而，真正的问题是，如果有一个报价，如果要约被对方接受，也可以说是一种有效的合同已经被维姬和AJAX之间产生。

美国论文代写：汽车合同

The issue in the present case is that Ajaz had issued an advertisement for selling his BMW car. After seeing the advertisement in the magazine Bruddersfield Car Trader, Vicky made a telephone call to Ajaz and offered to pay 10,500 for the car. However Ajaz stated that he is not willing to take in anything less than 11,000 as his car was in immaculate condition. During this conversation, Vicky told that she wants to think over the offer for some more time. At the same time, Vicky also gave her telephone number and address to Ajaz in case he changed his mind and became ready to sell the car for 10,500. After three days, Vicky left a message on the answering machine of Ajaz in which he stated that she was ready to purchase the car for 11,000. However, Ajaz’s sister accidentally erased the message from the answering machine. During this time, Ajaz also wrote a letter to Vicky in which he stated that as he had not heard from Vicky, he had sold the car to some other person. The issue that needs to be decided in the present case is if there is a valid contract between Vicky and Ajaz.

Issues in the Present Case: In order to create a valid contract, it has to be established that the offer made by one party and has been accepted by the other party. At the same time, there should also be consideration and intention to create legal relations should also be present (McKendrick, 2003). In the present case, it can be assumed that the intention to create legal relations was present between Vicky and Ajaz and at the same time, consideration was also present. However, the real question is if there was an offer and if the offer was accepted by the other party so that it can be said that a valid contract has been created between Vicky and Ajaz.

 

美国印地安那大学论文代写： 通信设备

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美国印地安那大学论文代写： 通信设备

以上两个案例说明了通信设备的效果，这些是最新技术和消费者在有限的时间内使用的例子。他们也成为最友好的设备帮助找到解决方案，如移动电话，人们的智能手机，在平板电脑等新技术的个人电脑放在年轻一代的影响很大，因为他们是一个访问他们往往发现自己的重要性起着重要的作用。新的和更新的手机影响南非青年的技术（梅西&多琳，1993）。这些技术对于在任何地理区域内任何地方的用户都是有用的，无论是在语音或视频/媒体连接上。

用户可以随时随地与世界连接，坐在某个地方。在南非，年轻一代的手机普及率大约在78%左右。所有最新的通信设备都易于处理，功能和连接其他。案例研究显示，年龄在18至30岁之间的用户主要受手机影响。本研究试图找出手机在这一代人中流行的原因，即在这一技术设备的运行过程中，哪些因素或他们的愿望是什么？。该装置可同时用于工作和休闲时间。它对用户的生活方式产生了巨大的影响，并显示了对一个人的心理的积极影响（申，2007）。

美国印地安那大学论文代写： 通信设备

The above two case studies shows the effects of the communication devices those are the examples of the latest technology and use by the consumers in their limited time. They also becomes the best friendly equipment in helping people in finding their solutions such as mobile phones, smart phones, Personal computers in the form of Tablet etc. These latest technologies leave the great impact on the young generation because they are one who access them very often and plays an important role in finding out their importance. Latest and updated technology in the form of Mobile Phones effects the youth of South Africa (Massey & Doreen, 1993). These technologies are useful for the users anywhere in any of the geographic area within the limited time either on the voice or video/media connectivity.

The user can connect with the world anywhere while travelling, sitting somewhere. In South Africa, among young generation the rate of popularity of mobile phone get noticed approximately around 78%. All latest communication devices are easy in handling; functioning and getting connect with the others. The case study reveals that age group in between 18 to 30 years users are mostly impact by the mobile phones. The research is trying to find out the reason of popularity of mobile phones among this generation that what are the factors or their desires in running after this technology device. The device can use for both the work and the leisure time simultaneously. It leaves the great impact on the lifestyle of the user and shows the positive impact on the psychology of the one (Shin, 2007).

 

论文代写：员工培训的重要性

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论文代写：员工培训的重要性

本报告是关于酒店业的培训和发展的报告。它包括雇员的工作描述，即公司新员工的期望，以及如何实施上岗计划，使他熟悉本组织的工作环境和他作为公司雇员必须遵守的规章制度。

在这份报告中强调了培训新员工和现任员工的重要性。它是关于如何使一个新员工熟悉这个组织的适当过程，使组织更容易以有效和有效的方式实现其目标。

简介：

职位描述是指公司新员工所期望的工作安排。这是非常必要的，因为它为公司的成功奠定了基础。

培训计划的目标和目标：

一）培训计划的主要目标是使新员工熟悉公司的目标和目标。它帮助员工按照他们提供的准则工作。

二）培训计划的下一个目标是使员工适应工作所需技能的灌输在他们（权力，1999）。一个雇员必须执行一个单独的工作作为他的日常工作，但在紧急情况下，员工必须能够接受任何挑战。

三）训练计划的目的是让新员工了解公司的工作方式，使新员工适应当前的工作人员将帮助他们在工作中有效（纳特，2001）。

论文代写：员工培训的重要性

Executive Summary: This report is about the training and development in the hospitality industry. It includes the Job description of the employee i.e. what is expected from the new employee of the company and how the induction program is conducted to make him familiar with the working environment of the organization and the rules and regulations he had to follow being an employee of the company.

In this report the importance of training for new employees and for the current staff is emphasized. It is about how a proper process of making a new employee familiar with the organization makes it easier for the organization to achieve its goals in an effective and effective manner.

Introduction:

Job Description is a layout in which it is stated that what is expected from the new employee of the company. It is very necessary as it laid the basis for the success of the company.

Goals and objectives of the Training program:

i)The main objective of the training program is to make the new employees familiar with goals and objectives of the company. It helps the employees to work according to the guidelines provided to them.

ii)The next objective of training program is make the employee fit for the job by inculcating the desired skills in them (Powers, 1999). An employee has to perform a single job as his daily routine but in case of emergency the employees must be capable of taking up any challenge.

iii)The training program is aims to make the new employee aware of the working styles of the company and it makes the new employees comfortable with the current staff which will help them in working efficiently and effectively (Nath, 2001).

 

美国论文代写：人力资源规划

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美国论文代写：人力资源规划

为了明确人力资源规划，需要考虑和结合三项重要活动。这些活动如下（蕾莉1999）：

Ø识别和获取也有合适技能的员工的准确数

Ø激励他们为实现高性能

Ø创造商业目标之间的互动关系，为人们规划活动

如果组织的业务战略缺乏明确性，人力资源规划可能需要更多地依赖于在某种形式的规划基础上对未来雇员的需要作出更广泛的假设。人力资源规划有两种不同的选择：

Ø硬规划人力资源

Ø软规划人力资源

在定性分析的基础上制定的人力资源规划，以确保有准确技能的准确人数的可用性被称为人力资源的硬规划（蕾莉1999）。另一方面，如果对人力资源的规划确保了人们对组织的准确承诺、动机和态度，则称之为人力资源的软规划。

人力资源规划最广为人知的是处理与雇用人员有关的更广泛的问题（休利特2009）。这个过程涉及三个阶段。这些是预测人们的需求，预测需求，预测未来的人们，根据需求和供给来发展计划。

美国论文代写：人力资源规划

In order to be clear with the planning on human resources, there is a need to consider and combine three significant activities. These activities are as follows (Reilly 1999):

ØTo identify and to acquire the accurate number of employees who also have appropriate skills

ØTo motivate them for the achievement of high performance

ØTo create interactive relations between the objectives of business, and activities for people planning

In case there is lack of clarity in the strategy of business for the organization, planning on human resource may be in need for relying more to make wider assumptions with respect to the need for employees in the future context on the basis of certain form of planning. There are two different options available for the planning on human resource:

ØHard planning on human resource

ØSoft planning on human resource

Planning of human resources set on the basis of qualitative analysis for ensuring that there is availability for the accurate number of people with accurate skills is referred to as hard planning on human resources (Reilly 1999). On the other hand, if planning on human resource ensures that people are available with the accurate commitment, motivation and attitude towards the organization, it is referred to as soft planning on human resources.

The planning of human resources is mostly known to be dealing with the wider issues with respect to people being employed (Hewlett 2009). There are three stages involved in this particular process. These are to forecast the needs of people that is forecasting of demand, to forecast the people available for future, and to evolve the plans in accordance with the demand and supply.

加拿大社会工作论文代写：工作场所的监督

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加拿大社会工作论文代写：工作场所的监督

工作场所监督是一个有争议的问题。它有它的优点和缺点。本文将讨论采用监控工作场所政策的优势，尤其是在worldfoods语境。它的目的是讨论如果采取这一政策将带来的挑战，并研究一般人力资源政策和企业战略之间的关系。这种关系将进一步说明采用工作场所监督政策对雇员的影响，因此总体上是关于组织绩效的。

采取关于工作场所监督政策的优势：—

工作场所的监视是指对员工的行为、态度、特征、行为、记录和行为进行实时监测（球，2010）。它不仅监控，而且记录和控制它，因为它给组织提供证据，如果员工从事任何不道德或错误的活动，并限制雇员，因为他们知道他们正在被监视。工作场所的监视可以采取社会和技术两种形式（球，2010）。它可以用来收集员工的个人信息，他们在互联网和社交媒体上的活动，他们的位置跟踪，生物特征识别，甚至酒精和药物测试（球，2010）。监督是由雇主保护他们的资产和维持权力和权力结构，这是监督的主要职能，即监督他们的下属（球，2010）。

计算机系统技术和监控可以使组织应对他们的安全问题，如果员工不忠诚的为他们的电子邮件商业秘密的竞争对手或观众，没有人知道发生（2003马丁弗里曼，）。甚至黑客或病毒也会传播，影响公司的一些重要信息。因此，互联网的使用和内容应该被监控，以了解是否有叛徒坐在你的组织内。

加拿大社会工作论文代写：工作场所的监督

Workplace surveillance is a debatable issue. It has its pros and cons. This essay will discuss the advantages of adopting a policy of surveillance at workplace, especially in the context of Worldfoods. It further aims to discuss the challenges that will be brought if this policy is adopted and studies the relationship between HR policies in general and the business strategies. This relationship will further elaborate the effect of adopting a policy of workplace surveillance on the employees and thus overall, on the organizational performance.

Advantages of adopting policy on workplace surveillance:-

Surveillance in the workplace refers to the monitoring of employees’ behaviour, attitudes, their characteristics, actions, records and performances in real time (Ball, 2010). It does not just monitors, but also records and controls it, because it gives the organization a proof if employees engage in any unethical or wrong activity, and imposes a restriction on employees, as they know that they are being watched. Workplace surveillance can take both social and technological forms (Ball, 2010). It can be used for gathering personal information of employees, their activities on Internet and social media, their location tracking, biometrics and even alcohol and drug testing (Ball, 2010). Surveillance is done by the employers to protect their assets and to maintain the power and authority structure which is the main function of supervisors, that is, to oversee their subordinates (Ball, 2010).

Computer systems, technologies and surveillance has made it possible for organizations to deal with their security problems which can occur if employees are disloyal as they can e-mail trade secrets to competitors or audience without anyone knowing (Martin & Freeman, 2003). Even hacking or viruses can be spread to affect some crucial information of the company. Therefore, Internet usage and content should be monitored to know if there are any traitors sitting inside your organization.

 

论文代写：组织变革成果

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论文代写：组织变革成果

组织变革是一个持续的过程，它要么受到欢迎要么受到抵制。这种接受或抵制是建立在某些文化价值观之上的，这种价值观引导接受或抵制变革过程的人的良心。市场需求的变化和客户的不同需求导致了变革，或者是组织决定根据其预测改变战略的意图。当这一改变被启动，因为它是被迫的或有意的，它要求公司的每个雇员接受或抵制它。当这种接受与员工的个人身份和目标相一致时，它是受欢迎的，但当它不对齐时，它几乎是最初的抵制。有一些策略可以在特定情况下使用，以解决变化管理问题，特别是基于文化的问题。

其中一个策略是个人变更管理，其重点是个人的能力和他们个人在变革过程中的行动意愿。这可能是个人自己造成的，因为强迫任何人改变一定会产生强烈的抵制。这也可以被称为终身学习方式，是个体在生活中所采用和处理的。Buchanan和Huczynski（1991）所描述的变化都通过学习的过程，个体获得知识通过自己的经验来引导他们改变行为。

本组织可以采取的一些其他战略，以满足其期望的变化结果是：

深入研究组织文化和文化价值观的国家的业务分布，使新的领导者知道员工的可预测的行为，这有助于公司办理职工的方式可以帮助公司带来所期望的改变的结果（卡明斯和沃利，2009）。

论文代写：组织变革成果

Organisational change is a continuous process and it is either welcomed or resisted. This acceptance or resistance is based on certain cultural values which guide the conscience of the person accepting or resisting the change process. Change is either forced resulting from market demands and different requirements from customers, or is intentional by the organisations’ decision to change its strategies depending on their projections. When this change is initiated and because of it being forced or intentional, it requires every employee in the firm to either accept or resist it. When this acceptance is aligned with the employees’ personal identity and purpose, it is welcomed, but when it is misaligned, it is almost resisted initially. There are strategies which are possible to employ in specific situations to address the change management issues especially based on culture.

One of the strategies is the individual change management which focuses on individuals’ capability and their personal willingness to act in the direction of the change process. This may be intended by the individuals themselves, because forcing a change on anyone is sure to create a strong resistance from them. This can also be termed as the life-long learning approach which an individual adopts and processes in their life. Buchanan and Huczynski (1991) have described changes to come about by way of the process of learning through which the individual acquires knowledge by their own experience leading them to a changed behaviour.

Some of the other strategies that the organisation can adopt to meet their desired change outcomes are:

Conducting a deep study of the organisational culture and cultural values of the country where the operations are located, so that the new leader knows about the predictable behaviours of the employees, and this helps the companyto handle the employeesin a way which could assist the company in bringing the desired change outcome (Cummings and Worley, 2009).