论文代写:劳动力市场

论文代写:劳动力市场

劳动市场是雇主和工人相互作用的场所,在这里,雇主为了找到最好的雇员而竞争,而工人为了获得最佳的满意工作而竞争。

劳动力市场可以是地方性的、国家性的甚至是国际性的,劳动力的规模取决于市场的范围,通常是具有不同资格、技能和地理位置的较小群体。这些市场的成功取决于不同雇主和工人在工资率、就业条件、就业地点和市场竞争方面的信息交换程度。

劳动力市场是根据市场上工人的需求来研究工人可用性的现象。换言之,它也可以被称为经济交流的一部分,工人为了寻找最好的工作而参与其中,潜在的雇主参加为他们的组织雇佣最好的雇主。劳动力市场处于紧张状态时,市场比用于以就业和市场可以说是’松弛’的时候有更多的工人,但没有或较少在市场工作的工人更多的就业机会(Ostry,2004)。当潜在雇员的供给与雇主的潜在雇员的需求相匹配时,劳动力市场被称为平衡状态。这是一种市场状态,既不记录过剩也不亏损,也不因为这种平衡状态,工资在市场上保持不变。

论文代写:劳动力市场

Labour market is a place of interaction of employers and workers as at this place employers compete with each other for finding the best employees whereas workers compete with each other for attaining the best satisfying jobs for themselves.

The labour markets can be at local, national and even at international level and their size in terms of workers depend on the scope of the market and are usually smaller groups with different qualifications, skills and geographical locations. The success of these markets is dependent on the level of exchange of information various employers and workers regarding wage rates, employment conditions, location for job and market competition.

The labour market works on the phenomenon of the workers availability in reference to the demand of workers in the market. in other words it can also be termed as an area of economic exchange workers take part of the sake of seeking best paying jobs and the potential employers take part for hiring best employers for their organizations. The labour market is said to be in ‘tight’ state when market has more jobs than the workers available for taking those jobs and the market is said to be ‘slack’ when there are more workers but no or less jobs in the market (Ostry, 2004).  The labour market is said to be in balanced state when the supply of potential employees matches the demand of potential employees by the employers. It is a state of market in which neither excess nor deficit of labour is recorded nor as a result of this equilibrium state pay scales remain constant in the market.

加拿大论文代写:领导形象塑造

加拿大论文代写:领导形象塑造

选举前,贝拉克·奥巴马总统着重于吸引美国人民和表现出超凡魅力的外国人的注意力。他有能力吸引他人的支持,并推动他们完成特定的事业。这种方法是有魅力的,是转型帮助奥巴马调用固定变化在个人拥抱他的愿景(那格尼,2008)。奥巴马总统成功地表达了他在外交和国内事务上产生巨大分歧的潜力。此外,奥巴马总统认为美国的安全性并没有想当然,同时制定了极端跨文化的全球做法。他考虑到美国和其他国家的利益,发展了这种做法。当他到不同的国家旅行时,在讲话之前,他一直非常谦逊、调和,专注于倾听。他的演讲能力也被认为是他用来塑造他所预见的国家道路的一个重要工具。

在六个月的时间里,奥巴马总统前往不同的国家,认真注意所有不同文化的规范。一年后,奥巴马总统试图成为更温和的向中国、俄罗斯和中东。这一尝试他获得诺贝尔和平奖(tirmizi,2002)。在他担任总统五年期间,他不仅表现出变革型领导和文化敏感性,而且还通过各种领导模式对许多情况作出了反应。这个概念被称为应急领导。所有这些方法都证明了他是如何设法在总统职位上树立自己的榜样的。

加拿大论文代写:领导形象塑造

Prior to the elections, President Barack Obama focused on attracting the attention of the population of America and foreigners expressing a charismatic nature. He possesses the ability of drawing others on his side and moving them ahead for accomplishing a particular cause. This approach of being charismatic which is transformational helped Obama in invoking fixed changes within individuals who embraced his visions (Nagourney, 2008). President Obama managed to woo most of his visions by the expressing his potential of making big differences in both, foreign and domestic affairs. Moreover, President Obama considered the safety of America and did not take it for granted while formulating an extreme cross-cultural approach to the globe. He developed this approach by considering the interests of US as well as other nations. When he travelled to different nations, he had been extremely humble, conciliatory and focused on listening before he spoke. His power of speech can also be considered as an important tool that he used for modelling the way towards the nation he had foreseen.

In the duration of six months, President Obama travelled to different nations paying careful attention on norms of all respective cultures. After the first year passed, the attempts of President Obama became more conciliatory towards China, Russia and Middle East. For this attempt he had received the prize of Nobel Peace (Tirmizi, 2002). In the duration of five years of his presidency, he not only showed transformational leadership and cultural sensitivity, he had also given response to a number of situations by various categories of leadership models. This concept has been termed as the contingency leadership. All these approach are evidences as to how he managed to model his way within presidency.

澳洲哲学论文代写:感知

澳洲哲学论文代写:感知

讨论的第三个主题涉及到一个人对他或她的交流方式的看法。问题是“感知如何影响一个人的沟通方式?”“感知是增加自身经验的东西。”。它帮助一个人以更好的方式思考,并拓宽他对任何事情的知识。这是影响一个人思维方式的东西。因此,这反映在他交流自己的方式上。因此,对于一个人的思想和能力来说,感知是非常重要的。为了便于沟通,人们需要深入地了解和调查这个话题。因此,重要的是要有一个感知,以便有更好的沟通。在这个场景中,其他人的观点是相似的。他也相信这一点,并认为知觉是沟通方式的重要实体。知觉和沟通的区别是另一个讨论的主题。感知可以被定义为一个人感知事件的方式。因此,它可以被定义为一个人接受信息并对其作出反应的方式。另一方面,沟通是与另一个人交流的行为。这是我们对世界说话和表达思想的行为。另一位采访者说,感知和沟通虽然是相互依存的,但它们之间却存在着某种差异。一方面,感知是一个人接受信息和与之相关的事实的方式。

澳洲哲学论文代写:感知

The third topic of discussion was related to one’s own perception on his or her style of communication. The question was that “How perception influences one’s communication style?” Perception is something which increases one’s own experience. It helps a person to think in a better way and to broaden his knowledge about anything. It is something which influences one’s way of thinking. Therefore, it is reflected in the way he communicate himself. Thus, perception is very important with respect to one’s thinking and ability. In order to communicate in an easy manner, one needs to understand and investigate deeply into the topic. Thus, it is important to have a perception in order to have a better communication. The views of the other person were similar in this scenario. He also believed the same and considered perception to be an important entity for communication style. Difference between Perception and communication was another subject of discussion. Perception may be defined as the ways in which a person perceive the events. It can thus, be defined as the way by which a person receives the information and responds to the same. On the other hand , communication is the act of communicating with another person. It’s the act in which we speak and show of our thoughts to the world. The other interviewer, said that perception and communication though are interdependent, but they bears some kind of differences. On one hand, perception is the way a person receive the information and the facts related to it.

 

加拿大代写assignment:领导理论的探讨

加拿大代写assignment:领导理论的探讨

因此,需要有一个通用的沟通标准和风格,这是可以理解的,能够唤起追随者对领导者的思维方式。这可以通过将类似的语言的员工,是直接与领导接触的核心集团潜在的完成,或由一个标准化的通信方法,达到人人设计可简单理解,然后根据员工的意愿和响应,最好的可以选择可直接与领导者的核心团队和工作的一部分。这样做的时候,核心团队甚至是一个多元文化,他们的意愿是关键的基础上,变革型领导激发他们的新视野和共同的集体责任。它也指出,变革型领导能够发挥从小组成员更多的工作,也能够有更令人满意的员工相比其他领导风格(黑和低音,1988;Yammarino、斯潘格勒和巴斯,1993)。因此,领导风格,如果缺乏和破坏,在一个场景中,能够情绪影响一个多元化的劳动力,它掩盖了更有用的提取投注和额外的工作,从员工,因为他们愿意投入更多的工作,而不是自己的外部力量。

因此,变革型领导是情况较多元化的员工队伍是领导者与追随者容易感情有益的和已被证明的追随者中提取更多的工作而不需要它(库纳特,1996)。

加拿大代写assignment:领导理论的探讨

Hence, there needs to be a universal communication standard and style which is understandable and able to arouse the followers to the leader’s way of thinking. This can be done by putting similar language speaking employees with potential in the core group which is directly in touch with the leader, or by designing a standardised method of communication which is reachable to everyone and is simple enough to be understood and then depending on the willingness and response from the employees, the best ones can be selected to be part of the core team and work directly with the leader. In doing so, when the core team is even of a diverse culture, their willingness is the key foundation on which the transformational leader inspires them to the new vision and shares the collective responsibility. It is also noted that transformational leaders are able to exert more work from the group members, and also are able to have more satisfying employees when compared to other leadership styles (Hater and Bass, 1988; Yammarino, Spangler and Bass, 1993). Thus, the leadership style if lacking and undermined in one scenario of being able to emotionally influence a diverse workforce, it covers up by being more useful in extracting the bets and extra work from the employees because they are willing to input more work by themselves and not due to an outside force.

Thus, transformational leadership is beneficial in situations which has a less diverse workforce making it easier for the leader to relate emotionally to the followers and it has been proven to extract more work from the followers without being asked for it (Kuhnert, 1996).

代写论文:人力资源培训师

代写论文:人力资源培训师

人力资源经理通常负责组织人力资源的管理。在履行他们的职责时,他们执行的一项重要的人力资源活动是对员工的培训。培训是员工了解组织的过程和职能的过程,并赋予他们必要的能力和技能,使他们能够有效地履行其职责。然而,在整个过程中,人力资源培训师的目的是指导员工,帮助他们提高整体能力。因此,人力资源部的作用是以一种方式来发展组织的资产,使他们能够积极地实现组织目标。在整个过程中,从确保员工更好的全面发展的角度来看,人力资源培训师的能力是非常重要和关键的。人力资源经理必须具备一些基本技能和能力,这些分析如下(菲利普斯,2012)。

培训人员必须具备一定的核心能力,才能在组织中以高效的方式履行其职责。根据米切尔(2006)的观点,人力资源培训师的核心能力可以被认为是培训师在维持其专业方面的技能。过去有很多这样的研究,解释人力资源培训师必须具备的核心能力。高尔德和米勒(2004)的一项研究旨在分析有效的工作场所培训人员所具备的能力,研究结果显示,培训者的培训经验是他们必须具备的关键能力。在这方面,培训教师的经验是非常重要的。过去的经验有助于培训者更好地为组织的员工提供学习机会(李察,2009)。

代写论文:人力资源培训师

A human resource manager is usually responsible for the management of the human resources of the organisation. In performing their role, an important HR activity as carried out by them is training to employees. Training is a process whereby employees are taught about the organisation’s processes and functions, and necessary abilities and skills are imparted to them so that they can efficiently carry out their responsibilities. However, in the entire process, it is the HR trainer that aims at guiding the employees and helps them in enhancing their overall capabilities. Thus, the role of HR is therefore to develop organisation’s assets in a way that enable them in contributing positively in achieving the organisational goals. In this entire process, HR trainer’s competency is highly important and crucial from the point of view of ensuring better overall development of employees. There are certain basic skills and competencies essential to HR manager and these are analysed as follows (Phillips, 2012).
There are certain core competencies that must be possessed by the trainer in order to perform his/her role in an efficient manner in the organisation. According to Mitchell (2006) the core competency of the HR trainer can be regarded as the skills that will always allow the trainer in sustaining his/her profession. There are various such studies in the past explaining the core competencies that must be possessed by a HR trainer. A study by Gauld and Miller (2004) is aimed at analysing the competencies held by effective workplace trainers and the performance of the study has revealed findings that the experience of trainers as training is the key competence that must be possessed by them. The experience of trainers as teacher is quite crucial in this respect. The past experience helps a trainer in better facilitating the learning opportunities to the employees of the organisation (Richard, 2009).

 

加拿大代写论文:雇佣关系

加拿大代写论文:雇佣关系

传统的行业关系定义是由系统的角度给出的,它包含规则研究和随时间变化的变化。然而,用更简单的话来说,这是对集体和个人层面雇员和雇主之间存在的雇佣关系监管的研究。从这个角度看,就业关系决定了行业,组织和各级工作场所的实质性问题和程序问题。这种关系是一种交换关系,其中区分两个变量的特征在于市场与管理关系的关系。交流是基于几个因素,如涉及学习和社会化的未来前景,不确定性是矛盾的,过去的剥削,不确定和一致。即使就业关系研究侧重于工作调节,也考虑到经济和社会对资本相对权力的影响以及雇主与组织的相互作用。就业关系中的研究分支处理任何两个或两个以上国家之间的雇佣关系的描述和系统分析,被称为比较雇佣关系。

从这个角度以及比较雇佣关系的重要性来看,这个定义本身就已经形成了。本文的目的主要是集中研究比较雇佣关系研究是否是一个辩护的愿望,但最终是一个不可能的成就?这篇文章已经在文章中讨论了与比较雇佣关系研究可能具有的优势和问题相关的问题。为此,本文对比较雇佣关系研究的例子进行了讨论,特别是为了说明本文的主要焦点论点。

加拿大代写论文:雇佣关系

The conventional definition of relation in industries is given by that systematic perspective which incorporates the rule study and the variation that is present with time. In more simpler words, however, it can be said that it is a study of employment relationship regulation that is present between employees and employers at a collective level and an individual level. From this perspective, an employment relation determines the substantive issues and the issues of procedures in industries, organizations and levels of work places. This relationship is a relationship of exchange where the feature that distinguishes both variables involved lies in the relations of market and the relations of management. The exchange is based on several factors such as future prospects involving to learn and to socialize, indeterminate being contradicting in nature, exploitation in the past, not being determined and consistent. Even though the employment relations study holds its focus over work regulation, it also takes consideration of the influences that economy and society have over capital relative power and the employers interactions with the organization collectively. The branch of study within employment relations that deals with description and systematic analysis of employment relations between any two or more countries is known as comparative employment relations.

From this perspective and the importance of comparative employment relations evident from the definition itself, this essay has been created. The purpose of this paper mainly is to focus on whether or not comparative employment relations research is a defensible aspiration but ultimately an impossible achievement? This statement has been discussed in the paper with relevance to advantages and issues that comparative employment relations research may have. In order to do so, comparative employment relations research examples have been discussed especially for illustrating the main focus arguments in this essay.

论文代写:酒店的环境因素

论文代写:酒店的环境因素

内部商业环境包括酒店内部对商业活动的方法和繁荣有影响的因素(Kaplan,R. S.,and Norton,D. P. 2008)。四季酒店以外的各种外部环境一般都没有太多的指挥。控制内部商业活动的活力,并确定与商业运营以外相关的潜在开放和风险是成功业务的核心(Hartlen,B.2004)。

组织领导

组织方向的责任是一个至关重要的内部业务方面。组织领导方式和其他公司管理方式有组织文化的影响(Edwards,M和Ewen,A,2004)。沟通的表现,社交性的建设性或非建设性以及人员的重要性是源于领导方式的文化成果。公司一般都提供正式的结构方向和前卫的陈述。这些是为公司偏好和运营提供业务的使命和愿景声明(Vecchio,R. P. 2004)。

文化与策略

两个义务是发展一个高绩效企业必不可少的一个强大的商业策略和明确的愿景管理的文化。商业战略是一个实现特定目标的广泛的游戏计划(Lu,M.L。等,2009)。酒店业务战略的目标是协助其实现愿景和使命。管理人员必须通过执行游戏计划来跟踪业务策略。此外,重复监督业务策略和分析策略是重要的,关键绩效指标可以保证酒店在内部和外部的环境中保持响应和顺应变革(Vecchio,R.P.2004)。

论文代写:酒店的环境因素

The internal business environment comprises elements within the hotel that have an influence on the approach and prosperity of business activities (Kaplan, R. S., and Norton, D. P. 2008). The external environment comprised of an assortment of aspects outside of Four Seasons Hotel that it generally do not have much command over. Controlling the vitality of internal business activities and determining prospective openings and risks associated outside of business operations is core to successful business (Hartlen, B. 2004).

Organizational Leadership

The responsibility of organizational direction is a vital internal business aspect. Organizational leadership approach and the approaches of other company administration have an influence of organizational culture (Edwards, M and Ewen, A, 2004). The performance of communication, constructive or unconstructive nature of sociability and significance of personnel are cultural outcomes that stem from leadership manners. Firms generally offer formal structure direction with avant-garde statements. These are mission and vision statements that supply the business for company preferences and operations (Vecchio, R. P. 2004).

Culture & Strategy

Two obligations are essential for developing a high performance firm—a powerful business tactic and a clear vision-governed culture. A business strategy is an extensive game plan to attain a specific target (Lu, M. L., et. al. 2009). The objective of hotel’s business strategy is to assist it in attaining the vision and mission. Managerial staff must keep on track with business strategies through executing game plan. Moreover, it is significant to supervise business strategy and analyse tactics recurrently and key performance indicators to take care the hotel stays responsive and compliant to transformation in its internal and external environment (Vecchio, R. P. 2004).

加拿大论文代写:公司内部冲突

加拿大论文代写:公司内部冲突

一个人内部的冲突:约翰正在遭受自己的价值和目标相关的冲突。他不能在组织中扮演他所分配的角色,因为他们没有用自己的价值观和信念来证实(Einarsen,2010)。

ii)工作方式冲突:约翰和塔尼亚有不同的工作方式,尽管他们彼此依赖履行职责。每个人都有自己的风格与自己的需求和个性(Afzalur拉希姆,2001年)。因此,约翰没有发现塔尼亚编写的报告值得纳入他的工作。

iii)沟通不畅:当塔尼亚和约翰两人处于相互冲突的状况时,只采取非正式措施解决问题,但没有采取正式的措施,因此对双方都有约束力。

iv)竞争:John与Tania发生个人竞争性的冲突,甚至是不健康的。两人之间的竞争管理不善,导致约翰侮辱塔尼亚和塔尼亚对此作出反应,因此造成了组织中的敌对工作环境。它不鼓励团队合作,推动组织中的个人主义(Dipboye,2013)。

约翰和塔尼亚之间的冲突的其他原因包括权力不平衡,性别偏见和高度情绪失能等。情绪不稳定性也可以用沃尔夫冈告诉我说约翰指的是与医生有关的工作有关的问题,因工作压力过大而离开。

加拿大论文代写:公司内部冲突

Major issues in the conflict:

i)Conflict within an individual: John is suffering from his own value and goals related conflicts. He is not able to play the role assigned to him in an organization as they do not confirm with his own values and beliefs (Einarsen, 2010).

ii)Working styles conflict: John and Tania have different working styles though both are dependent on each other for performing their duties. Each individual has its own style of working with own needs and personality (Afzalur Rahim, 2001). Thus John did not find e reports prepared by Tania worth for including in his work.

iii)Poor communication: When both Tania and John were in conflicting situation only informal steps were taken for resolving them but no formal step was taken so that it would have been binding on both of them to follow.

iv)Competition: John was having personal competitive conflict with Tania that was even unhealthy. The competition between the two was not managed properly that resulted in John insulting Tania and Tania reacting towards it due to which a hostile working environment was created in the organization.  It discouraged teamwork and promoted individualism in the organization (Dipboye, 2013).

The other causes of conflict between John and Tania include power imbalances, gender biasness and high emotional disability etc. emotional instability can also be judged with an instance from the case that Wolfgang told me that John was referring a doctor for work related problems and may consider leaves due to excessive workplace stress.

加拿大媒体学论文代写:社交媒体

加拿大媒体学论文代写:社交媒体

社交媒体和社交网站在个人和职业生活中都带来了交流方式的巨大变化。通过使用在线Web界面进行通信,人们可以通过不同的社交网络进行交互,达到不同的目的。在当今社会,社交媒体已成为各种活动的平台,其中最重要的是招聘选拔过程。 Facebook,LinkedIn和Twitter等常用的社交网站是LinkedIn领先的网站。从传统的招聘实践中选出最适合自己要求的候选人,以及雇主为了理解公司文化而吸引和聘用候选人的过程,品牌价值和其他机会已经彻底改变了人们的生活方式在社会上。通过社交媒体,雇主正在寻找不同的方式与正确的候选人联系。今天的一代利用这些社交网站的存在,使他们的存在感觉在线界面。每一次更新都会立即在这些网站上进行上传,并通过连接进行评论。这已经成为今天这一代人的瘾,而且这方面也被公司所利用。很多通过正式会议无法获得的信息是通过评估这些网站得到的。申请人在简历中提供的信息也可以通过这些网站进行交叉检查。然而,社交媒体带来了自己的挑战,也给雇主带来了不同的机会。有了这么多的发展和变化的趋势,我支持使用媒体作为选择工具。

加拿大媒体学论文代写:社交媒体

Social media and the social networking websites have brought about a drastic change in the means of communication, both in personal as well as in professional life. The use of online web interfaces for communication enables people to interact through different social networks for different purposes. In today’s modern society, the social media has become a platform for various activities and the most important among them being recruitment and selection process. The commonly used social networking sites such as Facebook, LinkedIn and Twitter are the leading sites with LinkedIn on the top. From the traditional recruitment practices where the candidates are selected form a group who matches their requirement best to the process in which the candidates are attracted and engaged by the employer in understanding of the company culture, brand value and other opportunities has revolutionized the ways of living in the society. Through social media, the employers are finding different ways to connect with the right candidates. Today’s generation exploits the presence of these social networking sites to make their presence felt in the online interface. Every update is instantly uploaded op on such sites and the comments by the connections flows in. it has become an addiction for today’s generation and this aspect is exploited by the companies. A lot of information which cannot be got through formal meeting is got through assessing such sites. The information given by the applicant in the resumes can also be cross checked through these sites. However, social media comes with its own challenges as well as different opportunities for the employer. With so many developments and the changing trends, I support the use of media as a selection tool.