美国代写论文：业务分析

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美国代写论文：业务分析

美国咖啡公司Starbucks是本报告中选择分析的业务。咖啡公司在当地的业务扩张和国际投资方面都面临着一些问题。因此，为了解决这些问题，企业需要采取战略举措。

1）目的：本研究的目的是对星巴克公司进行战略分析，提出公司关注的问题以及公司利用其优势和机遇的方式，以完全减轻或消除这些顾虑。

2）方法论：选择策略为基础的分析方法。星巴克公司是在当代一些关键问题的背景下讨论的。然后运用六大战略工具对业务进行分析，在分析的基础上提出公司处理当前问题的关键建议。所使用的战略工具是鱼骨，PEST，SWOT，关键成功因素，市场细分和VRIO分析。这些分析工具中的每一个在一般意义上都适用于所确定的特定问题。只有这样做，才有可能产生适用于问题以外的建议。

3）结果：分析的结果是，星巴克面临消费者保留，新消费吸引力和国际扩张方面潜在的未来挑战。这些建议是针对这些问题。

美国代写论文：业务分析

Starbucks, the American Coffee Company is the business that is selected for analysis in this report. The coffee company has been facing some issues in both its local business expansions and also in its international ventures. Strategic initiatives are hence needed for the business in order to meet these issues.

1) Aim: The aim of this research is to strategically analyze the Starbucks Company and present areas of concerns for the company and ways for the company to make use of its strengths and opportunities in order to mitigate or nullify the concerns completely.

2) Methodology: Strategy based analysis is chosen as the methodology. Starbucks Company is discussed in the context of some of the key concerns that it faces in contemporary times. Six strategic tools are then used to conduct the analysis on the business and based on the analysis key recommendations are made by which the company can handle the contemporary issues.  The Strategic tools that are used are Fishbone, PEST, SWOT, Critical Success Factors, Market Segmentation and the VRIO Analysis. Each of these analytic tools is applied in a general sense to the particular issues identified. Only in doing so it will be possible to generate recommendations that are applicable for more than the issue.

3) Outcomes: The outcomes of analysis are that Starbucks faces potential future challenges with respect to consumer retention, newer consumer attraction and international expansions. The recommendations are made for these issues.

 

美国代写论文：不同文化群体

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美国代写论文：不同文化群体

阿里特斯，J.和Walker R.（2014）、“多元文化团体的领导风格： 美国人和亚洲人一起工作”。国际商务沟通  2014年1月51日记： 72-92，

本文阐述了领导风格的讨论在不同文化群体在世界各地和如何从美国和东亚人合作和协同业务。阿里特斯和沃克已经注意到，在亚洲以及美国，从中立的角度很有趣的领导风格和企业文化差异大。本文的核心是研究方法，总结了主要的研究成果。

阿里特斯和沃克指出，领导可以有至关重要的影响，对整体的不仅是一个公司的结果而是整个国家或地区。许多由阿里特斯和沃克的要点是在实证分析的基础上，我们应该为他们鼓掌为他们领导的综合盈利能力的途径及如何测量区域的成功通过他们的领导潜能。在他们的研究中，作者们讨论了一个事实，即不同的领导风格可能会对成员的参与和贡献产生重大影响，这可能会影响群体中的幸福感或归属感。他们的研究结果也提供了确凿的证据，表明一些最成功的领导风格在其他文化群体中可能并不成功。

总的来说，阿里特斯和沃克做指挥工作突出领导的重要性，已经能够表明，成功和失败的企业在很大程度上取决于领导。研究是相当有效和非常主观的，通过阅读阿里特斯和沃克的文章，可以得出结论，感到鼓舞，进一步调查关于在商业管理领域的领导的重要性。

美国代写论文：不同文化群体

Aritz, J. and Walker R. (2014), “Leadership Styles in Multicultural Groups: Americans and East Asians Working Together”. International Journal of Business Communication January 2014 51: 72-92,

The article elaborates the discussion of Leadership style in various cultural groups across the world and how people from America and East Asia have collaborated and synergized their business operations. Aritz and Walker have noted that there is a great difference in leadership style and business culture in Asia as well as USA which is quite intriguing from a neutral’s perspective. The core emphasis of the essay is on research methodology and they have summarized the main research results.

Aritz and Walker have noted that Leadership can have a crucial impact on the overall outcome of not only a company but the whole nation or region. Many of the points made by Aritz and Walker are based on empirical analysis and we should applaud them for the way they have integrated profitability with leadership and how they have measured the success of the regions through their leadership potential. Throughout their research, the authors have discussed on the fact that differing leadership styles may have a significant impact on the participation as well as contribution of fellow members and it may affect the feelings of happiness or belonging within a group. Their results also provide solid evidence that some of the most successful styles of leadership may not be successful in other cultural groups.

Overall, Aritz and Walker have done a commanding job of highlighting the importance of leadership and have been able to reveal that the success and failure of corporations depends heavily on leadership. The research is quite valid and very subjective and by reading the article by Aritz and Walker, one can conclude and feel inspired for further investigation regarding the importance of Leadership in the area of business management.

美国代写essay：员工流程管理

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美国代写essay：员工流程管理

在中小型企业中，员工流程管理是多年来的一个具体挑战。中小型企业通常使用有限的预算，陈旧的体系和高额的流动。这就是这些中小企业为了员工流程管理而采取创新方式的原因。如上所述，“智慧型员工智慧型企业”，因此在中小企业员工队伍或员工流程管理中极其重要。员工流程管理系统属于人力资源管理。

背景

人力资源管理包括旨在为组织提供和协调人力资源的活动（Bishwajeet，2012）。人是一个组织的资产。员工必须被雇用，满意，动机，发展和保留。在中小企业中，人力资源开发对组织发展起着至关重要的作用。一个公司的增长主要集中在人力资源上，因为这只是一个机构等自有资源，其他资源如机器等只能由人力资源来操作。

人力资源开发根据组织的需要来管理所有的人力资源活动，如招聘，培训和评估等，对于中小企业来说，管理人力资源活动是非常必要的。可以说投入一点钱在HRD上可以节省很多。因此，人力资源开发将适合中小企业以更高的流动率节省资金。

合理

这项研究正在对两家英国中小型企业进行。这些企业是云端组织和凤凰合作伙伴。选择这些组织的原因是，这两个组织都在2013年排名第一，但与TPP在1998年推出的Cloud Reach组织相比，TPP的流失率非常低，而Cloud Reach于2009年推出，组织在同一层面上。

美国代写essay：员工流程管理

In small and medium businesses, employee flow management is a specific challenge for the years. Small and medium businesses often work with a limited budget, an archaic system, and high turnover. This is the reason these small and medium businesses take plunge in innovative approaches for employee flow management. As said, ‘A Smarter workforce makes smarter business’, therefore in small and medium businesses workforce or employee flow management is extremely important. Employee flow management system comes under the human resource management.

Background

Human resource management encompasses those activities designed to provide for and coordinate human resources in an organization (Bishwajeet, 2012). People are an organization’s asset. Employees must be hired, satisfied, motivated, developed, and retained.  In the small and medium enterprises human resource development plays a vital role in growth of the organization. A company’s growth mostly on its human resources because that is only self-operative resource of an organization other resources like machinery etc. are operated by human resources only.

Human resource development manages all the human resource activities, like recruitment, training and assessment etc. according to the need of an organization and in the small and medium enterprises it is very necessary to manage human resource activities. It can be said by investing a little money in HRD can save a lot in future. Thus HRD will be appropriate for saving money with increasing turnover rate in the SME’s.

Rationale

This research is being conducted on two small and medium enterprises of the U.K.Those enterprises are Cloud Reach Organization and The Phoenix Partners. The reason of choosing these organization are both the organizations are ranked on top in 2013 but the turnover rates of the TPP is very less in comparison to the Cloud Reach organization as the TPP was introduced in 1998 and Cloud Reach was introduced in 2009 but both the organizations are on the same level.

美国代写论文：团队内冲突

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美国代写论文：团队内冲突

团队内的冲突，如前所述，是发生在一个单一的组成员的冲突。冲突可能影响整个项目组的项目是相互关联的。因此，单个组中的任何差异都会影响整个项目。通过理解每个成员的观点，并通过两种观点找出最佳解决方案，这些冲突可能会变得有益（约旦真理，2004）。

群体内冲突的原因

以下可能成为组织内部群体冲突的原因：

1、作为一个团队，来自各个国家的成员，甚至可能来自不同国家的不同文化和思想，因此，成员对不同的问题有不同的看法。

2、当团队中两个成员的解决方案完全不同时。

3、团队不遵守平等原则时，团队内部的冲突可能发生在团队成员平等对待团队成员的情况下。

4、团队成员具有不同的人才水平。

群内冲突类型

实际上存在两种类型的群内冲突、关系冲突和任务冲突。

任务冲突对群体的影响

任务冲突既有负面影响，也有积极影响，取决于情况。

1、如果任务冲突处理不当，则可能导致团队中断。

2、如果任务冲突得到妥善处理，那么这些对团队或团队可能是非常有益的，因为它可能导致找到执行单个任务的新方法。

3、任务冲突可能成为非正式任务分配的原因。

4、任务冲突可能会增加或降低依赖于处理冲突的组的效率。

美国代写论文：团队内冲突

Intragroup conflicts, as described earlier, are the conflicts that happen within the members of a single group. Intragroup conflicts may affect the whole project as each group of the project is related to each other. Thus, having any discrepancies in the single group will affect the whole project. These conflicts may become beneficial when handled mutually by understanding the perspective of each member, and finding out the best solution by both the perspectives (Jordan & Truth, 2004).

Causes of Intra group Conflict

Following may become the reason of intra group conflicts in an organization:

1.As a team contains the members from various parts of the countries or even may be from different countries having different culture and thoughts, thus, the members will have different perspectives about the same problems.

2.When the solutions by two members of a team are totally different.

3.The intra group conflict may occur when the team leader is not following the principle of equality means a team leader should treat each member of the team equally.

4.Team members have different talent level.

Types of Intra group Conflict

There are actually two types of intra group conflict, Relationship conflict and Task Conflict.

Effect of Task Conflict on group

There are both negative and positive effects of task conflicts that depend on the situations.

1.If the task conflict is not handled properly, then that may lead to breaking of team.

2.If task conflicts are handled properly, then those may be very much beneficial for the team or group as it may lead to finding new ways of performing a single task.

3.Task conflicts may become the reason for the informal task distribution.

4.Task conflicts may increase or decrease the efficiency of the group that depends on handling of conflict.

美国代写论文：青年失业 

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美国代写论文：青年失业

失业是经济增长和发展的危机。青年失业是美国目前面临的一个这样的危机。 （今日美国）他们正面临着越来越少的技能，较少的工作经验和较小的网络。 2010年毕业生失业率高达8％。由于2007年至2009年经济衰退，经济受到严重打击。住房价格受到严重打击，导致亚利桑那州和尤马等城市地区的失业率下降了23％。 （Thomas C. Frohlich和Mark Lieberman）住房市场的居民接受教育，但面临最低的失业率。这对经济学家和政策管理者构成威胁。失业也严重影响了股市。 （哈德森）除了GDP，通货膨胀率和利率等其他因素外，失业是决定经济健康的重要因素。这是宏观经济指标，是政策制定者制定政策的重要因素。微观经济学的大问题是财政倍增，实际造成失业？

货币政策影响到就业，财政政策措施也受到影响。失业是由生产功能失衡等因素造成的。失业导致经济涟漪效应。 （今日美国）经济学家认为这是经济的滞后指标。当一个人失业时，意味着他/她不缴纳税款其实将从政府中提取更多的保险。如果一个国家在经济上不稳定，就会造成违约和高额债务。股市投资者将失去对市场的信心，这将增加国家的赤字，减少税收。（美国今天）为了弥补税收损失，将提高税收的税率，付款人，这将迫使每个人以较少的节省支付更高的税。

美国代写论文：青年失业

Unemployment is a crisis for any economy’s growth and development. The youth unemployment is one such crisis that USA is facing right now. (USA TODAY) They are facing many hurdles like fewer skills, less work experience and smaller networks. Unemployment rates have been higher for recent graduates about 8% in 2010. Due to the Great Recession between 2007 and 2009, the economy was hit badly. The housing prices were severely hit and that led to unemployment in metro areas like Arizona and Yuma with 23% unemployment. (Thomas C. Frohlich and Mark Lieberman) Residents of the housing markets are educated yet are facing the lowest unemployment rates. This poses a threat to the economists and policy administrators both. Unemployment has also badly affected the stock market. Why?(Hudson) In addition to various other factors such as GDP, inflation and interest rates, unemployment is an important factor to determine the health of an economy. It is a macroeconomic indicator and is an important factor for policy administrators to formulate policies. The big issue in microeconomics is the fiscal multiplier and what actually causes unemployment?

The monetary policy affects the employment and so does the fiscal policy measures. Unemployment is caused by various factors like imbalance in the production function. Unemployment causes a ripple effect in the economy. (USA TODAY) Economists consider this to be a lagging indicator of the economy. When a person is unemployed it means that he/she will not pay the taxes in fact will extract more insurance from the government. If a country is not financially stable it will cause default and higher debts. The investors in the stock market will lose confidence in the market and that will increase the State’s deficit and reduce the tax revenue.(USA TODAY) In order to compensate for the loss in tax revenue, it will raise the tax rates for the tax-payers and that will force everyone to pay higher taxes with very minimal savings.

 

美国代写essay：培训的作用

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美国代写essay：培训的作用

从雇主的角度看培训的好处，从他们的观点来看，培训对员工很重要的原因应该被列出。当员工们认为公司正在为他们的培训和发展投资时，员工们就会觉得自己更有价值，进而对工作场所和他们所做的工作表现出更大的忠诚和感激之情(McGregor,1960:122 – 127)。随后，员工们觉得有必要提供更多的服务，并尽最大努力保持公司的利润和成功。

培训也给员工带来了一种赋权感，这种感觉会使员工在短时间内接受更多的任务和责任。在整个员工培训中，对他们所工作的组织和他们自己都是有益的。

培训机构员工的另一个方面是，他们的动机是提高工作效率，他们可能会不断地发展自己，学习新的技术和技术，从长远来看，这将有助于企业的发展。

经过适当培训的员工也可以管理和监控自己，不需要对他们的工作进行微观管理，他们可能会得到更多的工作，并被要求指导和指导下级员工(Lombardi & laurano,2013:252 – 292)。员工培训的整个本质是在组织中创造一个学习环境，使员工成为不断成长的工作场所的一部分，使他们更能坚持组织工作，从而减少消耗。

美国代写essay：培训的作用

Having seen the benefits of training from an employer’s perspective, the reasons why training is important to an employee from their viewpoint shall be listed. When the employees fell that the organization is investing money for their training and development, the employees feel more worthy and in turn show a greater sense of loyalty and gratitude to the workplace and the work they do (McGregor, 1960: 122-127). Subsequently the employees feel the need to deliver more and do their best to always keep the business in profit and success.

Training also creates a sense of empowerment to the employee which results in an increased willingness and acceptance to accommodate more tasks and responsibilities within a short period of time. On the whole employee training is beneficial to the organization they work for and also for themselves.

Another of the takeaways of training the staff of an organization is that they are motivated to be more productive and they may be constantly engaged in developing themselves and learning new technologies and techniques that shall help the business in the long run.

The staff who are trained properly shall also be able to manage and monitor themselves and there shall be no need for micromanagement of their work, rather they may be given more work and additionally asked to mentor and guide employees who are junior to them (Lombardi &Laurano, 2013: 252-292). The whole essence of staff training is to create a learning environment in the organization that makes the employees they are part of a continually growing workplace that makes them stick on to the organization for even more time, thereby a measure for also reducing attrition.

 

美国代写论文：工资冻结

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美国代写论文：工资冻结

为了在不同劳动力和组织之间的需求之间保持平衡，必须明确定义成功。许多机构和组织的成功可能是跨代内和代际合作共享或代际知识测试（bardoel等人2014）。不论的衡量标准是必要的组织定义了成功的意义，而不是努力的陈词滥调的员工应该朝着明确目标。

此外，同样重要的是，为了有效地管理各种竞争和利益多元化，组织必须完善其人才解决方案（Houkamau Boxall 2011）。尽管每个组织都有其独特的方式，但在更广泛的框架中，一些主要原则通常是正确的。这些原则，注重员工的多样化需求为手段，以提高效率，实现使命的马驹和完成项目和任务更迅速。

在一个组织中，由于预算的挑战，有可能出现招聘冻结的情况，创造一种以更少的工作量做更多的工作，这是以人员和资源的形式进行的。工人可能会气馁，因为工资和冻结招聘，但是比如在人员和职业发展投资能说服工人留下来（克劳马尔2012）。在组织中缺乏职业发展被认为是大多数年轻劳动力离开本组织的原因。其他有助于工作的因素是：提供更好的工作机会和持续的工资冻结，这些都超出了组织的控制范围，因此他们必须为职业发展而努力。

美国代写论文：工资冻结

In order to maintain equilibrium amongst the needs of the diverse workforce and that of the organization, it is essential to clearly define success. Success for many agencies and organization might be measured by cross-generational knowledge sharing or intra-generational and intergenerational collaborations (Bardoel et. al 2014). Irrespective of the measurable standards it is essential that the organizations define the meaning of success so that the employees instead of working towards the platitudes should work towards tangible goals.

Moreover, it is also essential that in order to effectively manage various competing and diverse interests, the organization must refine its talent solutions (Houkamau and Boxall 2011). Even though each of the organization is unique in its own way, a few chief principles usually are true across the broader framework. These principles focus on the diverse needs of the workforce as a means to gain efficiency, achieve mission foals and completing projects and tasks more quickly.

There is a possibility that within an organization due to challenges in budget there could be a situation of hiring freezes, creation of a mentality of doing more with less, which is both in the form of personnel and resource wise. The workers might be discouraged because of the pay and hiring freezes, however initiatives like investment in personnel and career development could convince the workers to stay (Kramar 2012). Lack of career development in an organization is regarded as a reason why most of younger workforce leaves the organization. Other factors which contribute to the same are better job offer and continued pay freeze which are out of the control of the organization, thus they must work towards the career development.

美国明尼苏达大学论文代写： 产品的附加功能

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美国明尼苏达大学论文代写： 产品的附加功能

后现代社会变得支离破碎。客户必须从现有的多样化选项中协商他的生活方式。因此，很明显，消费者寻求自我认同。后现代消费者不仅消费产品，而且消费产品的象征意义。超现实的概念与产品的象征意义密切相关。

产品公司使用模拟的力量来确定现实。这些公司使用任意性的概念，因为它们使用了形式、技术、符号等复杂的用法，给产品带来了其他的含义。例如，人们洗澡时，沐浴皂是用来清洁身体的。广告主给美、乐、SPA等产品赋予了新的象征意义，这些替代符号投射得如此强烈，使之成为消费者的终极现实（吉登斯，1991）。

有人认为，产品的本质是丢失的，剩下的只是图像。因此，消费者现在使用图像购买产品。因此，说图像不代表产品而不是产品代表图像是没有错的。后现代消费并不真正消耗产品，而是消费与产品有关的象征意义（哈奇和舒尔茨，1997）。后现代的客户知道牙膏使牙齿雪白，但他们更担心的是其他附带福利如性感，女孩越来越吸引和喜欢。他们知道基本特性总是与产品相关联。他们实际上想知道的是产品的附加功能。

美国明尼苏达大学论文代写： 产品的附加功能

The post modern society has become fragmented and dispersed. The customer has to negotiate his lifestyle from the diversity of options present. Hence it is quite evident that the consumer looks out for self-identity. The post modern customers do not just consume the product but they consume the symbolic meaning of the product as well. The concept of hyper reality is closely associated with the symbolic meanings of the products.

The product companies use the power of simulation to determine the reality. The companies use the concept of arbitrariness as they attach several other meanings to the product with the use of sophisticated use of form, technique, symbol etc. For example a bathing soap is supposed to clean out body while people take bath. The advertisers give new symbolic meaning to the product like beauty, happiness, spa experience etc. These alternate symbols are projected so strongly that this becomes the ultimate reality for the consumers (Giddens, 1991).

It is argued that the essence of the product is lost, what is left is just the image. Thus consumers now use the image to buy a product. Thus it is not wrong to say that image is not representing the product rather the product is representing the image. The post modern consumes do not really consume the product instead they consume the symbolic meaning attached with the product (Hatch & Schultz, 1997). The post modern customers know that tooth paste makes teeth white but they are more concerned about the other collateral benefits like sexiness, the girls getting attracted and the like. They know that the basic feature would always be associated with the product. What they actually want to know is the additional feature which they would be getting along with the product.

 

美国代写论文：欧莱雅品牌

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美国代写论文：欧莱雅品牌

欧莱雅品牌是法国在欧洲。 2012年欧洲欧莱雅市场规模为6,969万欧元。
人口
欧莱雅的人口通常为15岁及以上。它构成了X代和Y代，还有一部分婴儿潮一代。欧莱雅主要是女性购买产品。可以看出，欧莱雅的产品是由具有良好盈利能力的中产阶级的女性带来的。然而，宣传的欧莱雅产品是针对特定年龄段的。这是一种抗衰老产品，这些产品通常由年龄在30岁以上的女性购买
心理
该产品的心理学是想要看起来年轻的女性。他们想要看起来年轻，因为它给了他们一种信心和安全感。这些都是遵循健康生活方式的女性。
效益
根据客户从产品中获得的好处将客户分成市场的过程称为收益率。该产品的受益率被视为有针对性的部分。
使用率
使用率将是欧莱雅实际消费者的百分比。这是因为这是一种抗衰老产品，因此不能被所有人使用。
产品已经适当地定位。
该产品将创造一种产品，情感和持久的参与消费者。该产品将进一步创造心理上的吸引力。 Jane Fonda为了保持年轻而使用该产品将对目标受众进行尝试产品的心理吸引力。广告也变得更加清醒，以适应目标受众

美国代写论文：欧莱雅品牌
This L’Oreal brand is for France in Europe. The market size for the L’Oreal segment in France is € 6,969 M in 2012.
Demographic
The demographic for L’Oreal are normally aged 15 and above. It constitutes Generation X and Y and a small portion of the Baby Boomers. L’Oreal is predominantly a female purchase product. It is seen that L’Oreal products are brought by women in the upper middle class who have good earning power. The L’Oreal product that is advertised is for a specific age segment however. It is an anti-aging product and these products are usually bought by women in the age group of 30+
Psychographic
The psychographic for this product are women that want to look youthful. They want to look youthful as it gives them a sense of confidence and security. These are women that follow a very healthy lifestyle.
Benefit
The process of grouping customers into market segments according to the benefits they seek from the product is called the benefit rate. The benefit rate for this product is seen to be good for the targeted segments.
Usage Rate
The usage rate would be a percentage of the actual L’Oreal consumers. This is because this is an anti-aging product and hence cannot be used by everyone.
The product has been appropriately targeted.
This product will create a product, emotional and enduring involvement in the consumer. The product will further create a psychological appeal. Jane Fonda’s using the product in order to stay young would be a psychological appeal to the target audience to try the product. The advertisement is also mellowed down to a more sober form to suit its target audience

美国论文代写：索尼的商业实践

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美国论文代写：索尼的商业实践

索尼是一家领先于日本的电子商务跨国公司。增强的业务基本上是围绕电子产品（电视、游戏支持，冰箱），消遣，娱乐和金融服务。索尼是全球领先的电子公司之一。在本报告中，讨论了基于全球契约原则的索尼的两种业务实践。
商业实践的建议
索尼公司必须承担环境责任，对合理、合法的工作环境做出承诺，为临时工提供非凡的安全保障。为了在社会和道德上为利益相关者提供优质服务，索尼可以调整企业社会责任模式。
效益、风险和挑战的关键利益相关者如果这些建议的实施
这些行为守则将有助于指导和捆绑在索尼工作的所有利益相关者的活动和选择。它们将有助于确保健全的工作制度在每一个实用范围内的改进和使用，以筛选和监督因工作、义务奴役和贩运而确定的风险和问题。通过适当的行为守则和环境责任，索尼将能够满足所有内部和外部利益相关者，这反过来又有助于建立商誉和成功的组织。
总之，值得注意的是，每个组织都必须遵守其业务惯例中的全球影响原则，以确保长期的高质量业务业绩和成功。索尼在全球业务中的成功基于其有效的企业社会责任或环境责任，以及其遵循公司内部商业道德或行为准则的方式。

美国论文代写：索尼的商业实践

Sony is a leading multinational company that is in to electronic business, founded in Japan. Its enhanced business is basically centered on the electronic items (TV, gaming supports, fridges), diversion, amusement and financial services. Sony is one of the leading electronic companies that has its branches all over the world. In this report, two business practices of Sony based on the Global Compact principles are discussed.
Business practice recommendations
It is essential for Sony Company to have environmental responsibility (CSR), that make a pledge to a reasonable and lawful working environment and diagram extraordinary securities for transient laborers. In order to provide quality service to the stakeholders morally and socially, Sony can adjust the model of corporate social responsibility.
Benefits, challenges and risks for key stakeholders if these recommendations are implemented
These codes of conduct will help to guide and bind together the activities and choices of all stakeholders who work for and with Sony. They will help to guarantee the improvement and usage of sound working systems over every practical range that screen out and oversee risks and issues identified with constrained work, obligation servitude and trafficking. By proper way of following the code of conduct as well as the environmental responsibility, Sony will be able to satisfy all its internal as well as external stakeholders, which in turn helps in building the goodwill and success in the organization.
To sum up, it is noted that it is a basic requirement for every organization to comply with the global impact principles in their business practices so as to ensure a quality business performance as well as success in a long term. Sony’s success in its global operations are based on the its effective Corporate Social responsibility or environmental responsibility and in the way it is following the business ethics or code of conduct within the company.