加拿大代写-违反合同法的案例分析

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在本篇加拿大代写-违反合同法的案例分析中，当两个不同的当事人订立了合同，而其中一方违反了合同，那么受害方就有权获得两种不同类型的救济。这些是法律救济和衡平法救济。在衡平法上，有改革、解除和强制履行等选择。在法律救济方面，有补偿性损害赔偿、清算损害赔偿、惩罚性损害赔偿以及律师费用和费用等选择。黄将有权要求法律救济，因为衡平法上的救济因违约而不能适用。法律上的补救措施往往以金钱损害赔偿的形式结束，而金钱损害赔偿是对帮助创造清白的一方的完整而给予的。接下来有关加拿大代写-违反合同法的案例分析如下：

When two different parties come in a contract and it is breached by one party, then there is a right to two different types of remedies for the suffering party. These are legal remedies and equitable remedies. In equitable remedies, there are options such as reformation, rescission, and specific performance. In legal remedies, there are options such as compensatory damages, liquidation damages, punitive damages, and attorney costs and fees. Huang will have the right of claiming legal remedies as equitable remedies cannot be applied due to the breach of contract. Legal remedies often end up forming as monetary damages, which are awarded for providing assistance in creating wholeness of the innocent party. Compensatory damages are the ones for providing compensation to the affected party for the breech. These are inclusive of consequential damages and expectation damages. Expectation damages are the ones providing monetary funds to the breaching party that might have been received by him in the performance of the contract. Most of the times, these damages are on the basis of the contract itself or the fair value of market under the subjectivity of the contract.
In context with the case provided, Huang holds the right of claiming the expectation damages that are at the value of 150,000 dollars as this is the amount that he would have used in performing as per the terms and conditions of the tender.
As identified in this paper, Huang has the right of claiming for the loss of damage that he borne as a result of the delay in completion of project by Bill that is 150,000 dollars. A number of different clauses related to the contract law have been discussed in the paper to support this answer. Also, theoretical evidence has been provided regarding the validity of the contract and the breach of contract. In addition, the paper has discussed about two case laws having similar facts to support the answer as required for the case study provided.

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论文代写价格-特质型领导者

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在本篇论文代写价格-特质型领导者中可以看出，一名特质型领导者只有在他的主导特质范围内能够影响他人和改变组织的情况下才会有用，对组织的推动作用也有限。例如，一个特质型领导者在某种情况下，把人际关系作为他的最佳特质，会有更多的行动和决策会对组织的财务产生影响。他将无法证明在这种情况下使用他的优势和最好的特性是正确的。同样地，一个以结果为导向的领导，把结果作为他最好的品质，也会在关系受到威胁时失败，而且从长远来看，这种关系比结果更重要。因此，特质型领导是成功的，当组织需要单一的行动流，不需要更多的领导多样性时，特质型领导更重要。接下来有关论文代写价格-特质型领导者分享给大家阅读。

Thus, trait leaders are not the best ones and are only playing safe under a limited activity zone and may fail the test if they are exposed to more difficult times. However, Zaccaro (2007) maintains that the trait based leadership models were the most useful during scientific revolution, and then were disdained for their lack of broad considerations but have risen again in some specific sectors. The author maintains that though they have risen again, they have limited scope as they are organisation specific or sector specific. This resembles multiple researches that trait and contingency theories are not always the best one for a leader but being out of the box of defined leadership, and exploring the unexplored is a more intriguing and progressive challenge for the leader.
A trait leader will only be useful and have limited scope of driving the organisation as much as he is able to influence others and change the organisation within the boundaries of his dominant trait. For example, a trait leader having relationship as his best trait when presented in a situation, there is more action and decision making that will impact the organisation financially. He will not be able to justify the use of his dominant and best trait in such scenarios. Similarly, a leader with results oriented approach and treating that as his best trait will also fail when the relationship under consideration is at stake and is valued more in the long term than the results. Thus, a trait leader is successful and more essential when the organisation needs a singular stream of actions and does not need more variety in leadership (Derue et al., 2011). But when organisations, mostly of the 21st century, are dependable on leaders with a broad horizon and possessing the ability to manage multitude of tasks and challenges with smart decision and flexible actions, a trait leader is not useful and a more versatile and dynamic leader will be required so as to make the organisation more successful.

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代寫essay-公司組織文化的培訓

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在本篇代寫essay-公司組織文化的培訓中，在對公司組織文化進行個人回顧的基礎上，運用理論模型對組織文化進行了分析。他們認為他們提供了必要的培訓來處理公司的技術要求。提供培訓模塊的主要原因是為了滿足公司的主要目標。盡管如此，公司在過去一直是富有成效的，他們需要一個更包容的文化來讓新來者的聲音被聽到。人們發現，該公司已想出辦法使新來者成為公司原有價值的一部分。新員工沒有被問及他們對公司運營的看法。有一些渠道要求反饋，但他們付出了更多努力，讓員工成為公司現有文化的一部分。幾乎沒有采取任何措施來吸收員工的新想法。在考慮組織文化時，另一個需要探討的重要方面是固有的家長制觀念和組織文化的解釋方式。接下來有關代寫essay-公司組織文化的培訓分享給大家閱讀。

It was found that the company had devised ways to make the new comers as a part of the original values of the company. The new comers were not asked about their insights about the running of the company. There were outlets that asked for feedback but more efforts were taken to make the employees a part of the existing culture of the company. There was very little to no efforts taken to take in newer ideas of the employees.

Another important aspect that needs to be probed when considering the organizational culture is the inherent patriarchal notions and the way in which the organizational culture is construed. According to Marsick, Bitterman & van der Veen, (2000), it was found that this particular organizational assumes that knowledge management and training revolves around providing the employees with training regarding the technology used for the company. This is one of the most common assumptions made by the organizations. They assume that by providing insights about the technical aspects of the company they have provided with adequate training. This is however not true. There should be training given about the overall objective of the company and the training should be focused on creation of a shared beliefs (Marsick , Bitterman & Van der Veen, 2000).

From analysis of the organizational culture using the theoretical models, it can be understood that the organization has a number of factors that it is doing right. They provide adequate training to handle the requirements of the company. The reasons for the company to provide these training modules are to make the employee meet their primary objective. They have also been so far successful in meeting the requirements. However, they try to change the employees to meet the demands that they deem to be important. Even though this has been productive to enhance the productivity they need to create a situation, where the newcomer’s views are also heard. They need to foster an environment that allows the newcomers opinions to be created along with the shared vision of the company.

Reflections and Recommendations for the Organization

Probable reflections and the areas where the organizational can improved has been divulged in detail in the following. This is based on personal retrospection of the activities of the company.

The company is primarily a service sector organization that provides additional training to the college students. An analysis of the organizational culture using the theoretical models was done based on personal retrospection of the organizational culture of the company. It was felt that they provide required training to handle the technical requirements of the company. The primary reason to provide the training modules is to meet primary objectives of the company. Even though, the company has been productive in the past they need to have a more inclusive culture to make the voices of the newcomers heard.

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