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.

 

美国论文代写：波普艺术运动

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美国论文代写：波普艺术运动

波普艺术应该是流行的，短暂的，消耗性的，低成本的，大量生产的，年轻的，机智的，性感的，花哨的，富有魅力的，

波普艺术运动艺术家拒绝抽象表现主义的概念。他们相信以容易识别的方式创造物体的图像。根据波普艺术家的抽象表现主义，与普通人没有联系，是一个精英作品。另一方面，波普艺术则相信绘画人们可以轻易认出和关联的日常事物。他们从漫画人物，杂志剪报，汤罐等中获得灵感。二战后美国社会的消费文化是波普艺术文化艺术家的主要灵感（Schroeder J. E，1992）。

技术的发展，电视在人们家中的存在越来越多，计算机的使用和发达的通信手段的扩大使得信息的可用性更容易。艺术家现在使用丝网印刷（机械印刷工艺）等技术来制作艺术品，而不是使用传统的旧技术。波普艺术家的作品主要是以杂志，报纸为主题的物品，产品和流行人物。这个运动的主要重点是代表大众文化和快速发展的工业社会。波普艺术描绘了中产阶级价值的无价值。

约翰·贾斯珀是波普艺术运动的着名艺术家之一。他认为自己是一个自学成才的艺术家。他在艺术作品中使用旗帜，目标和其他可识别的物体而闻名。

“Pop Art should be popular, transient, expendable, low-cost, mass-produced, young, witty, sexy, gimmicky, glamorous, and big business”   ~ Richard Hamilton

The pop art movement artists reject the concept of abstract expressionism. They believed in creating the images of objects in such a way that they were easily recognizable. Abstract expressionism, according to Pop art artists did not connect with ordinary people and was an elitist work. Pop art on the other hand believed in painting everyday things which the people could easily recognize and relate to. They took inspirations from comic book characters, magazine clippings, soup cans etc. The consumer culture of American society post World War II was the main inspiration of the Pop art culture artists (Schroeder J. E, 1992).

The developments in technology, increased presence of televisions in the houses of people, expanded use of computer and developed means of communication made availability of information easier. The artists now used techniques like silkscreen (mechanical printing process) to make arts instead of using the old traditional techniques. The paintings by Pop artists mainly consisted of objects, products and popular people whose pictures were featured in magazines and newspapers. The main focus of this movement was to represent the mass culture and the rapidly growing industrial society. Pop Art depicted the worthlessness of middle class values.

John Jasper was one of the prominent artists of Pop Art movement. He considered himself a self-taught artist. He is known for using flags, targets and other recognizable objects in his art works.

美国论文代写：品牌设计师

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美国论文代写：品牌设计师

未来设计372是一个关于探索技术的程序。这将有助于探索各种网络站点与他们现在和未来的趋势，媒体使用和设计师。

品牌设计师要牢记的一点是：

1.由品牌设计师创造的形象应该是独一无二的，容易与其他同类产品区分开来。

2.品牌必须突出产品的质量，与同类产品相比。

3，品牌设计的色彩必须是在消费者心中留下深刻印象，使品牌易于识别。

4.品牌设计师应该打造出一个脱颖而出的品牌，它的特点必须清晰地凸显出来。

5.品牌必须为其产品创造一个忠诚和忠诚的社区;它可以通过优质的产品来完成。

品牌的方法：

1.传统方法：例子;公司信笺，电视，广播报纸等

2.新方法：例子;社交网站，病毒式营销等

设计行业的未来方向：

1.行业属于风险承担者的创造性和创新思想家。

这个行业全是关于想象力和知识的。公平的想象力肯定会得到回报。

3.设计界永远欢迎创造新颖独特的人才。

4.这个行业必须积极主动，超越竞争对手。

5.灵活性和响应性在设计行业中将是最重要的。

6.根据在环境中发生的变化做出及时的决策将是首选。

7.独特性和品质会引起设计界的关注。

社交媒体的影响：

社交媒体有助于与潜在消费者建立更广泛的网络。

2.有助于改善与消费者和员工的关系。

在社交媒体的帮助下，可以随时随地了解世界各地和各个领域的最新动态。

4.接触全球各地的消费者和所有类别的消费者很容易。

5.教育和授权公司和消费者彼此。

6.社交媒体有助于通过大规模的广告来增加未来的销售额。

结论：设计行业的未来在社交媒体上是高度可靠的，因为它是全球公认的，也是很大一部分人口。所以品牌设计师应该始终把社交媒体作为广告的主要来源，抓住产品的大市场。社交媒体甚至是成本效益。

美国论文代写：品牌设计师

The Design for the future 372 is a program about exploring technologies. This will help in exploring various networking sites with their present and future trends, media used and designers.

Points to be kept in mind by a brand designer:

1.The image created by brand designer should be unique and easily distinguishable from the other similar products.

2.Brand must highlight the quality of the product in comparison to the other products of same category.

3.Colours used in designing brands must be such that they leave a lasting impression in the mind of consumers and make the brand easily recognizable.

4.A brand designer should make a brand which stand out of the crowd of numerous brands available in the market and its features must be clearly highlighted.

5.A brand must create a committed and devoted community for its products; it can be done by quality products.

Methods of Branding:

1.Traditional methods: Example; company letterhead, TV, radio & newspapers etc.

2.New methods: Examples; social networking sites, Viral marketing etc.

Future directions in the design industry:

  1. The industry belongs to the creative and innovative thinkers who are risk takers as well.
  2. The industry is all about imagination and knowledge. The far and fair imagination will surely be rewarded.
  3. Design industry will always welcome the talent which creates something new and unique.
  4. This industry has to be proactive in nature to be ahead of competitors.
  5. Flexibility and responsiveness will be of outmost importance in design industry.
  6. Prompt decision –making as per the changes taking place in the environment will be preferred.
  7. Uniqueness and quality will attract attention in design industry.

Impact of social media:

1.Social media helps in creating wider network with potential consumers.

2.It helps in improving relations both with consumers and the employees as well.

3.With the help of social media one can be updated with the latest happening all around the world and in all fields.

4.It’s easy to approach consumers all around the globe and of all classes.

5.It educates and empowers both the company and the consumers about each other.

6.Social media helps in increasing prospective sales by advertising at a large scale.

Conclusion: The future of design industry is highly dependable on social media as it’s a globally accepted and by a large portion of the population. So the designer of the brand should always work while keeping in mind social media as their main source of advertising and grabbing large market for their products. Social media is even cost effective.

美国爱荷华大学论文代写：平面设计

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美国爱荷华大学论文代写：平面设计

平面设计已经成为现有世界的核心领域，几乎被当今所有领域所利用。数字化图形设计的引入彻底改变了老百姓的工作，信息，营销和日常生活。印刷术是设计中不可分割的一部分，它已经成为设计的核心，所以设计师通常需要印刷术的知识和艺术的方法。在一些研究中已经分析，网上有95％的信息是书面语言，无论是网站还是任何软件提供商服务，他们都需要为网站和网络上的促销活动提供更高的内容。因此，这是当前设计师在排版中保持效率的任务。一个网页设计师必须得到良好的培训，塑造学生接受印刷术所要求的写作技巧（Straubhaar，J等，2010）。排版是排列交互式边框的一种方法。它涉及到通过选择正确的字体，字体的大小和长度，字体高度以及字符之间的间隔等不同方面来管理网页的类型和语言，从而形成一个清晰，易于浏览和创造性的在线界面。在印刷术下，字体（字体家族）是一个或多个字体的序列，每个字体都与具有共同设计特征和想法的字形保持一致（Creamer D. 2003）。

我们无法想象一个杂志，新的报纸，博客，网站，促销活动，甚至电视没有文字。印刷术可以是信息，营销或设计文本的愿望部分，传达预设目标的信息，导致这种文本形式的设计。

美国爱荷华大学论文代写：平面设计

Graphic designing has become a central area of the existing world and it is being utilized by almost all fields of the present era. Introduction of digital midi and graphic designing have completely changed the working, informational, marketing and daily lives of common people. Typography is an inseparable part of designing and it has become the heart of it, so it is normally required from designers to have knowledge of Typography and an artistic approach.  It has been analysed in several studies that 95% of the information available on the web is written language whether they are website or any software provider service they all need an elevated content for their websites and  promotional activities on Web. Thus is it the tasks of designers of current time to hold efficiency in typography. A web designer must get good training that would shape a student to receive writing skills that are being required by typography (Straubhaar, J, et al 2010). Typography is an approach of arranging type for an interactive border. It involves managing the web type and language through following different aspects like choosing correct typefaces, its size and length, line height, & spacing between the characters for forming a clear, easy to navigate, & creative online interface. Under typography, a typeface (font family) is a sequence of one or more fonts each poised with the glyphs that share common design features and ideas (Creamer D. 2003).

We cannot imagine a magazine, new paper, blogs, website, promotional activities and even TV without texts. Typography can be informational, marketing or aspiration pieces of designed text that conveys the message of a preset objective that led to the designing of such texts forms.

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.

美国论文代写：团队文化

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美国论文代写：团队文化

组织行为研究的组织文化视角侧重于组织的解释性和象征性要素。最为普遍接受和最适合的组织文化模式：以教练为中心的整合模式。组织文化包括三个层次：基本假设、工件和信奉的价值观。每个人都能看到、感觉到或听到的组织文化最明显的组成部分就是人工制品。它们很容易被察觉，但潜在的含义并不总是清晰的。拥护的价值观是一个团队应该遵循的日常规范或操作原则。它们表明组织的最终目标及其重要性。基本假设指导人们注意什么和基本行为。

以教练员为中心的一体化模式是领导者驱动的。领导和组织文化都不为自己所理解。创建一个文化的改变，教练必须遵循三个步骤：解冻、认知重建、再。在低频电磁队的情况下，对于教练来说是很重要的，尤其是席尔瓦定义的组织文化。目前的文化是一种友情，但为了达到成功和改变的团队有明确的角色教练必须连败。今天球员们的态度改变了，在这种文化中，球员们得到了实际的指导和严格的制度，对那些没有达到预期的态度和表现标准的人产生了影响。

团队文化的变化是快速转变的基本前提。这可以通过激烈的行动，明确要注意什么，控制和测量，即基本上增加和定义事务的教练团队参与；角色建模和教学改变文化价值和假设；对危机的适当反应；高效的资源配置；更换人员如果需要改变文化迅速；行为符合对比文化指令和奖惩措施。在某些情况下也可以使用不那么剧烈的次级机制，但在这种情况下，激烈的行动可以提供预期的结果。

美国论文代写：团队文化

The organizational culture perspective of examining organizational behavior focuses on the interpretive and symbolic elements of an organization. The most commonly accepted and best suited model of organizational culture in the integrated, coach-centered model. Organizational cultures comprise of three levels: basic assumptions, artifacts, and espoused values. The most evident component of an organizational culture that everybody can see, feel or hear is the artifacts. They are easy to perceive but the underlying meanings are not always clear. Espoused values are the day to day norms or operating principles that a team is supposed to follow. They indicate the ultimate goal of the organization and their importance. Basic assumptions guide people on what to pay attention to and basic behaviors.

The integrative, coach-centered model is leader driven. Neither leadership nor an organizational culture is understood by itself. To create a cultural change, the coaches must follow three steps: Unfreezing, Cognitive restructuring, and refreezing. In case of the LEFC team, it is important for the coaches, especially Silva to define the organizational culture. The culture at present is one of camaraderie but in order to achieve success and change the losing streak of the team it is necessary for the coaches to have defined roles. The changing attitude of players today warranted a change in the culture where the players are provided hands-on guidance and a strict regime with repercussions for those not meeting the attitude and performance standards as expected.

Team culture change forms the fundamental premise for a quick turnaround. This can be done by drastic actions that clearly define what to pay attention, control and measure, that is, basically increase and define the coach involvement in team affairs; role modeling and teaching to alter cultural values and assumptions; proper reaction to crises; efficient resource allocation; changing personnel if required to change culture rapidly; reward for behavior consistent with the cultural directives and punishment for contrasting actions. Secondary mechanisms that are less-drastic can be employed in certain situations too but in this case, drastic actions could provide with desired results.

美国论文代写：协作能力

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美国论文代写：协作能力

问卷中包含的第一个问题与合作能力有关。在我们的组织中，协作定义为创建和维持承诺和凝聚力。根据自我评估问卷的结果，我对这个能力的总评价是5.67，这意味着我有能力以最有利可图的方式解决员工之间的冲突。自我评估的结果也得出结论，我允许我的员工积极参与决策过程，这最终有助于更好地管理人们。从布朗Waldron研究，和Longworth（2008），也突出了管理组织内的人最好的方式就是给他们提供动力的战略决策分享他们的想法和意见。它还规定，如果雇员麦克杜飞（2007）不允许参加决策过程比它不仅成为管理者管理人难；然而，在降低员工从而影响盈利组织士气这一行动的结果。

通过员工对我在管理人员中运用协作能力的程度所产生的结果显示，总分为2.78。员工得分较低的主要原因是，我认为我不公开讨论相互矛盾的观点。一些员工还认为，我也不鼓励集体参与决策。此外，员工也不认为我是一个关心和善良的人，这一因素也发挥了关键作用，使员工相信我没有采取合作的能力，在管理人。马丁（2006）也提到，如果一个管理者具备与员工有效合作的技能，他就只能管理人，因此，管理者必须仁慈、关心和富有同情心。

美国论文代写：协作能力

The first question included in the questionnaire has related to the competency known as collaboration. In our organization, collaboration has defined as creating and sustaining commitment and cohesion. As per the result of self-assessment questionnaire, the total rating I have given to this competency was 5.67, which means that I have the ability to resolve conflicts among employees in a most lucrative manner. The result of self-assessment responses also concluded that I allowed my employees to take keen part in decision-making process, which eventually helped in the better management of people. From the study of Brown, Waldron, and Longworth (2008), also it has highlighted that the best way to manage people within an organization is to provide them with power to share their ideas and opinions in making strategic decisions. It has furthermore stated by MacDuffie (2007)  that if employees have not allowed taking part in the decision-making process than it not only becomes difficult for managers to manage people; however, this action also result in lowering morale of employees which thereby affects profitability of organizations.

The result generated through assessment by employees regarding the extent to which I have used the competency of collaboration in managing people revealed a total score of 2.78. The major reason behind this lower score given by employees is the perception that I do not hold open discussion of conflicting opinions in groups. Some of the employees also believed that I also not encourage participative decision making in groups. In addition, employees also not considered me as a caring and kind person and this factor also play a crucial role in making employees believe that I have not adopted the competency of collaboration in managing people. Martin (2006) also mentioned that a manager could only manage people if he has the skills of effectively collaborating with its employees and for this, a manager must be kind, caring, and compassionate.

美国密歇根州立大学论文代写：管理变革

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美国密歇根州立大学论文代写：管理变革

企业中始终存在着变革的需要。企业要适应新的客户需求，既要满足竞争，又要有强大的内部结构。这就是组织中变更管理过程出现的原因。变革管理已经发展了五十多年。尽管变革管理在实践中持续了这么长时间，但仍未能成功实施。管理者似乎依赖高层管理人员和专家来促成变革。人力资源部希望各自的管理人员能带来变化。据报道，60到70%的变更管理实践导致了项目的失败。行业花费了大量的经济资源和人力资源来有效的变更管理（askensas，2013）尽管分配这么多的时间和精力的变化似乎在组织管理实践的失败。探讨了变更管理过程失败的原因。当管理层试图实时地引入变更过程时，他们无法定义责任，实际的过程实现和实现变更的层次化设计没有得到恰当的定义。（askensas，2013）精益变革管理的做法似乎提出可行的解决方案存在的问题情境。

在这一分析中，对公司实施的变更管理进行了广泛的案例分析。分析了项目实施失败的原因、新流程的实施以及组织如何成功地实现变更过程的过程变更。

美国密歇根州立大学论文代写：管理变革

The need for change has always existed in business enterprises. Business needs to change to cater to the new customer demands, meet competition and also have a strong internal structure. This is the reason for the advent of change management processes in the organization. Change management has now exited for more than fifty years. In spite of change management being in practice for so long, successful implementation has not been possible. Managers seem to depend on the top management and the experts to bring in the changes. HR department expects the respective managers to bring in the changes. A reported 60 -70% of the change management practices has lead to the failure of the project. Industries are spending a lot of economic and personnel resources to come up with an effective change management (Askensas, 2013) In spite of allocating so much of time and energy the change management practices seems to fail in the organization. The reason for the failure of the change management processes is explored. When the management is trying to bring in change process in real time they fail to define accountability, the actual process implementation and the hierarchical design of implementing the changes are not properly defined. (Askensas, 2013) Lean Change management practices seem to bring in viable solution for the existing problem scenario.

In this analysis extensive case study analysis of the change management implemented by the companies is studied. The causative factors for failure of the project implementation, new process implementation and how the organization needs to make process changes to successfully implementing change process is examined in this analysis.

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.