加拿大论文代写-度量服务质量的不同维度模型

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加拿大论文代写-度量服务质量的不同维度模型。为了度量服务质量，许多作者提出了多种不同维度的模型来观察服务质量。最值得注意的模型是用于评估服务质量的SERVQUAL模型。该模型有十个不同的维度，分别是有形、可靠和响应能力、理解客户、访问、沟通、信誉、礼貌、能力和安全性。该模型由Parasaruman提出，他后来对模型进行了修改，将模型简化为五个维度，分别是有形、可靠、响应性、保证和移情。

To measure the service quality, numerous authors have proposed wide range of models with various dimensions to observe the service quality. Most notable of the models is the SERVQUAL model to assess the service quality. The model has ten distinct dimensions which are tangibles, reliability, and responsiveness, understanding the customers, access, communication, credibility, courtesy, competence and security. The model was proposed by Parasaruman who later on modified the model and reduced it to five dimensions which are tangibles, reliability, responsiveness, assurance and empathy (Parasuraman, Berry & Zeithaml, 1985).
The model scale is utilized by different industries across the world in different countries. It gives the organization perceived service quality and its physical implementation in the field. SERVQUAL has been widely adopted by the airline industries due to its physical implications but the model has been criticized as it compares the expectation which the customer holds for the service to the service provided to the customer (Buttle, 1996).
It is suggested that the SERVQUAL model just provides a general guideline for assessing the service quality in context to the service; therefore, its factors need to be examined and determined by relating the results to the industry specified issues (Wu & Ko, 2013).
Due to a large number of researchers criticizing the SERVQUAL model for being too broad and undisruptive, authors tend to use a service quality measurement scale known as SEVPERF which was given by (Cronin & Taylor, 1992). The difference between SERVQUAL and SEVPERF is that the latter only considers noting the customer’s perception regarding the service to assess the quality of the service and this scale has been found to be more suitable and better for assessing the service quality in the construction.
Some researchers have presented a scale which included variables such as the language, cultural demands of the user of services, methods of non-verbal communication and the attitude of the stereotypes and discriminations. Such a scale provided the assessment of quality of the property with respect to its cultural perspective.
Key strengths and justification for the proposal
The key strength of the proposal is as follows.
The plan situated at the commercial hub of the city.
The main issue lies with the car parking which used to block roads and traffic, but construction of nearby multi-storeyed car parking will make living easier and better.
The influx of population has created demand and scope for the new construction need
The head income is above the national income and the affordability for the project is high.
Being commercial capital up market apartments is in demand in the city.
The feasibility report has been prepared by the specialist and it has found the project feasible.

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加拿大代写-组织为妇女及其赋权事业而做的努力

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加拿大代写-组织为妇女及其赋权事业而做的努力。几个世纪以来，许多组织一直在为妇女及其赋权的根本事业而努力。虽然这些组织一开始似乎有一种女权主义的做法，但这些组织已经认识到将来会出现的问题。他们比任何研究都更早地认识到问题的根源和问题所在。因此，这些组织多年来一直致力于为社会和企业界带来变革的唯一目标。消除社会的性别偏见不仅仅是少数组织或政府计划的责任。是每一个人生活在社会的责任,它必须从每一个家庭,妇女应该受到尊重和尊严和治疗不少于女性,从他们的兄弟姐妹在哪里不歧视和女孩享受同样的自由和社会教育的男孩。

However, on a brighter side, progressive groundwork is being laid so that this problem is fixed for the near future generations to come. Numerous regulators and government schemes have been implemented at all levels of an organizational hierarchy to minimise this gender bias. These schemes and government regulations encourage the hiring and promotion of more female employees in the system. In the Canadian history, the first such effort was undertaken by Prime Minister Justin Trudeau, who appointed the gender-balanced cabinet. This was a smart move by the Prime Minister and was appreciated at large by the corporate world. CEO and President of Catalyst, Deborah Gillis started that this start will only grow over time and will bear fruitful results to remove gender-bias in the future. Furthermore, Gillis mentioned in a recent interview that this has started influencing the corporate world of Canada already. She also cited that an increased growth of the “30 per cent club” in Canada , where companies are stressing on the importance of women leaders and aim to achieve at least 30 per cent females as their board members by 2019. Since the launch of the club in 2015, as many as 110 biggest companies of Canada have committed to meet this target and take a step against gender hostility (Zellner, 1972).
Besides this, various proactive measures have been undertaken by big companies who realize this potential concern and take the issue seriously. An instrumental increase in the attempt of reducing gender bias has taken place. This is because companies are shifting their focus from being mere spectators to actually realizing this issue and taking measures to resolve this issue. The biggest challenge is to remove the false prejudice among companies that maintaining diversity would increase their cost in the long run. This is important because the reality is quite the opposite. Various studies have been conducted and it has been proved that more the diversity in the leadership board, the better the business results has been. It is not a moral issue, but a big business issue that needs to be addressed makes the corporate world a better place to work in (Sawhill, 1973).

Many organizations have been working for the underlying cause of women and their empowerment since centuries. Although these organizations seem to appear to have a feminist approach at first, these are the ones that had realized the problems and issues which were to rise in the future. They had realized the root cause and the problems earlier than any study revealed the facts. Hence, these organizations have been working with full commitment since ages with the sole purpose of bringing a change to the society and the corporate world. Removing the gender bias of the society is not the responsibility of only a few organizations or government schemes. It is the responsibility of every individual living in the society and it has to start at each and every home where women should be treated with respect and dignity and treated no less than women, where sisters are not discriminated from their brothers and girls enjoy the same level of freedom and education as the boys in the society. Until a clear change is undertaken by every responsible parent and every family in the society, this hostility will always be prevalent in all walks of life, including the corporate world. Thus, to make a change to a bigger picture, one has to start from the grass root level and bring about a change at every rung of the societal ladder. To bring a revolutionary change to the discrimination and hostility against women in the corporate world, efforts have to be made that the seeds of discrimination are not planted right from the beginning (Cook, 1989).

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论文代写价格-电影《《超码的我》

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论文代写价格-电影《《超码的我》。2004年，电影《超码的我》首次在圣丹斯电影节首映。大陪审团奖授予导演摩根·斯普尔洛克。2004年5月7日，这部电影在美国上映。该片全球总票房为11,536,423美元。它被认为是有史以来第22部票房最高的纪录片。这部纪录片获得了奥斯卡最佳纪录片提名，但输给了《生于妓院》。这部电影得到了其他几位评论家和影迷的好评。评论聚合网站“烂番茄”给了它93%的“认证新鲜”评级。

According to Caroline Westbrook of “BBC News” that the publicity for the documentary film has been done in the right manner to some extent as it contains some very serious message for the public, and the film has “High Comedy” factor and the subject of the movie is extremely familiar to all, making it less influential compared to other documentaries of the recent time. However, it still has enjoyable contents and views that are thought provoking (Galloway and Kwansah-Aidoo, 2005).
Film critics as well as McDonald’s stated that the author, director and actor Morgan Spurlock intentionally consumed 5000 calories daily and avoided exercise. They claimed that an individual who consumes 5000 calories regularly without any exercise will get the same result irrespective of the source of the food (Galloway and Kwansah-Aidoo, 2005).
One of the reviewer stated that the author does not say anything new. Everybody is aware of the fact that fast food is not good for public health. According to Robert Davis of “Paste”, the documentary is nothing but a stubborn way of distorting basic scientific facts in order to manipulate public believes. Tom Naughton in his documentary “Fat Head” stated that “Spurlock’s calorie and fat counts don’t add up”. He also mentioned that Spurlock declined to publish the food log of “Super Size Me” (Lee, 2004).
The “Houston Chronicle” Naughton in his website has a dedicated page that contains lists of all the food items that he consumed during his month long fast-food diet which was not there in case of Spurlock. The film also stated that health deterioration of Spurlock was not just because of the intake of high calorie for a long period of time but was also because of intake of high quantity of sugar instead of vitamins and minerals through the food items listed in the menu of McDonald’s. It was stated that about one-third of the calories of Spurlock’s diet came from sugar. According to Bridget Bennett, Spurlock’s Nutritionist, he was repetitively warned for his excess consumption of “milkshakes and cokes” that have excess sugar contents. It has been revealed by the end of the documentary that Spurlock consumed around 14 Kg or 30 pounds of sugar and around 5.4 Kg or 12 pounds of fat from the food in a time span of 30 days (Galloway and Kwansah-Aidoo, 2005).
According to Soso Whaley, after eating solely from McDonald’s for a period of one month during the month of April 2004, she lost 10 pounds i.e. from 175 to 165 pounds and her cholesterol level also went down from 237 to 197. Nevertheless, she stated that she never consumed excessive quantities of food and regularly exercised. Thus even eating food exclusively in McDonald’s she was able to maintain her calorie intake which was around 2000 calories daily (Galloway and Kwansah-Aidoo, 2005).

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