加拿大计算机信息技术学论文代写：绘图工具

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加拿大计算机信息技术学论文代写：绘图工具

它有一个有趣的图形用户界面，一直是数学家宝贵的财富。新版本有很多有趣的元素，如旋转标签功能，复选框功能。它有很多新的创新工具，有助于更快的计算和评估。与Sigma绘图相比，这是一个拥有更多GUI元素的工具。现代用户已经看到了许多图形生成工具和软件，以保持他们的好意，开发者应该添加像这个软件一样的独特功能。与命令行界面系统相比，GUI系统对于非IT领域的研究人员更为灵活。需要图形的人都不是计算机精通的程序员，开发人员应该开发这些工具。然而，使用软件和算法的人本身可能想要改变很多内在的工作，这可能不适用于Graph工具，因为它是基于合适的。

加拿大计算机信息技术学论文代写： 绘图工具
为这个工具提供了很多有系统的更新，以迎合新时代的需求。有很多工具可以快速设计人们可以使用的不同类型的图表。它使任何数学函数的绘图变得容易。它也有一个共享选项，GUI具有多种功能，可以在几秒钟内完成任何类型的统计计算。这个工具基本上是将数学函数映射到坐标系中。它也有很多美观的工具，如颜色方案和所用形状的渐变。这使得演示很容易。同时它也看起来专业和充满活力。这是一个使数据计算真正容易的工具。他们的开发人员还没有开发三维统计工具。该升级版本预计即将发布。这个工具尽管它有一个非常丰富的工具箱，但是在本研究中考虑的当前的实现并不需要太多使用的统计分析风格工具。

加拿大计算机信息技术学论文代写： 绘图工具

It has an interesting GUI that has been a valuable asset to the mathematicians. The new version has a lot of interesting elements like the rotate label feature, check box feature. It has a lot of new innovate tools that aids in faster calculation and evaluation. Compared to the Sigma Plot, this is a tool that has more number of GUI elements to work with. The modern day user has seen a lot of graph generation tools and software in order to remain in their good graces the developers should add unique features like they have for this software. Compared to the command line interface systems, the GUI systems are more flexible for researchers that are in a non-IT field. The people who need graphs are all not computer savvy programmers the developers should develop the tools keeping this in mind.  However people who work with software and algorithms themselves might want to change a lot of the inner working, this might not be possible with the Graph tool as it is propriety based.
There are a lot of systematic updates provided to this tool that caters to the needs of the new age people. There are a lot of tools available to quickly devise different types of graphs that are available to the people. It makes the plotting of any mathematical function easy. It also has a sharing option and the GUI has a multitude of functions that enables any kind of statistical calculation to be done in a few seconds. This tool is for basically mapping mathematical functions in the coordinates. It also has a lot of aesthetically pleasing tools like the color scheme and the gradient of the shapes used. This makes it easy for presentation. At the same time it also looks professional and vibrant. This is one tool that makes data calculation truly easy. They developers are yet to develop the 3 dimensional statistical tools. The version with that upgrade is expected to release soon. This tool although it has a very rich tool box, the current implementation as considered in this research will not need much of the statistical analysis style tools used.

加拿大代写assignment：国际商业管理

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加拿大代写assignment：国际商业管理

接下来是提案阶段，即在国际市场上制定交易原则，以提供更好的产品和更长期的留住客户。讨价还价能力是下一个阶段，其中包括准备交付产品的论点（Jones＆Alexander，2000）。

加拿大代写assignment：国际商业管理
不同文化背景下的员工管理，随着国际商业管理的发展，作为一种新的概念被开发和实施，在新的商业环境中占有更大的市场份额。由于新市场的需求，国际商业组织的交易者，知识求职者，员工和管理者已经跨越了边界，开发了新的文化方面，以开拓新的市场份额。在这种情况下，管理者和员工以一种更强硬的方式来管理企业组织，以不同的文化生活在一个敌对的生活环境中。其中应包括在商业组织中的一个主要概念包括在商业环境中消除冲突和尊重跨文化的过程。通过对在新的商业环境和不同的国家运营的商业组织的价值观，信仰，艺术，文物和态度的理解，可以有效地管理员工。在这种背景下，一个商业组织的管理者扮演着一个重要的角色，那就是管理者应该更好地理解新的商业环境的文化和价值取向，以便企业能够轻松地在新的环境中取得成功。例如，英国石油公司（BP）的人力资源总结认为，一个商业组织可以在新的环境中生存，通过分析民族文化的隐藏方面，因为它被认为是一个商业组织成功的新概念。文化，nd）。

加拿大代写assignment：国际商业管理

This is followed by proposal phase, in which trading principles are prepared in the international market to provide better products and retain customers for a longer duration. Bargaining power is the next phase, which includes the preparation of the argument for the delivering product (Jones & Alexander, 2000).

加拿大代写assignment：国际商业管理
Management of employees across different culture has been developed and implemented as a new concept with the development of international business management and it has covered a larger share of market in the new business environment. Traders, knowledge seekers, employees and managers of international business organisation have developed and travelled across boundaries due to demand in the new market and new cultural aspects are developed with an aim to explore new market share. In this circumstance, managers and employees manage business organisation in a tougher manner to live in a hostile living environment in a different culture. One of the major concepts, that should be included within a business organisation include the process of removing conflict and respecting the cross-cultural in a business environment. it has been given that employee can be managed effectively by developing an understanding about the values, beliefs, arts, artefacts and attitude of a business organisation operating in a new business environment and different country. A major role is played by manager of a business organisation in this context that manager should develop a better understanding about the culture of new business environment and value orientation should also be developed so that business can get success in a new environment easily. For example, HR of British Petroleum (BP) has summarized that a business organisation can survive in a new environment by analyzing the hidden aspect of national culture as it is considered as a new concept for the success of a business organisation (Why Study Managing across Cultures, n.d.).

加拿大代写report：管理冲突

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加拿大代写report：管理冲突

在一个大型组织或组织内部发生冲突是一个正常的过程。在一个组织里，可能会有来自不同国家和文化的员工说不同的语言。这种多样性可能导致团队内部的冲突（Torrence，1957）。冲突可能会导致积极和消极的结果，这取决于组织，团队成员和团队。因此，组织中的冲突应该妥善管理，这样对组织和团队都有利。
组织内实际存在两种类型的冲突，即：组间冲突和组内冲突。内部冲突是单个团队或单个团队成员内部产生的冲突。组间冲突是两个团队之间产生的冲突。团体间冲突的大多数机会可能是两个团队分配了一个项目来执行两个不同的作品（Jehn，1​​995）。这份报告的主要目的是了解组内的冲突。

加拿大代写report：管理冲突

管理冲突期间的情绪
在任何冲突中管理情感真的很重要，因为这可能会导致一个笑话。如果在冲突期间情绪不适当，那么也可能导致错误的决定。这应该应用于团队领导，因为团队领导应该在冲突发生的时候处理自己的情绪，因为领导者可能是情绪上的依附于冲突的受害者。那么他可能会更多地向那个人倾斜，这可能会导致对球队的错误决定，并可能加剧冲突（Ashkanshay，2000）。团队领导甚至团队的每一个成员都应该遵循平等原则而相互冲突。即使是冲突的受害者也应该控制自己的情绪，这可能会导致他的工作受到干扰。

加拿大代写report：管理冲突

In a large organization or in an organization having conflict within a team is a normal process. In an organisation there may be employees from different states and culture who speak different languages. This type of diversity may lead to the conflicts within a team (Torrence, 1957). Conflicts may result in positive and negative outcome which depends on the organization, team members and the team. Thus, conflicts in the organization should be managed properly so it may become beneficial for the organization as well as the team.
There are actually two types of conflicts within an organization, these are: intergroup conflicts and intragroup conflicts. Intragroup conflicts are the conflict which arises within the members of a single group or single team. Intergroup conflicts are the conflicts which arise between the two teams or groups of the organization. Most chances of the intergroup conflicts may be that when two teams are allotted a single project to perform two different works (Jehn, 1995). The main aim of this report is to understand the intragroup conflicts.

加拿大代写report：管理冲突

Managing emotions during conflicts
It is really important to manage the emotions during any conflict as that may result in a joke. If the emotions are not managed properly during the conflicts then that may result in the wrong decision also. This should be applied to team leaders more as the team leader should manage his emotions at the time of conflicts because may be the leader is emotionally attached to a person who is a victim of conflict. Then he may bend more towards that person which may lead to a wrong decision for the team and may enhance the conflict also (Ashkanshay, 2000). The team leader and even every member of the group should follow the principle of equality while conflicting. Even the victim of conflict should also follow control over his emotions that may lead to create disturbance in his work.

加拿大代写论文：领导的特质理论

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加拿大代写论文：领导的特质理论
领导的特质理论也许是最简单的理论。使用领导的特质理论，人们应该能够把一个成功的领导者分类，而不是仅仅基于一些特征来分类。然而，一个领导者不仅仅因为他们是一个外向的人而不能获得成功，同样地，其他的特质如人格或人际交往方式也不能用来表明一个领导者是否成功。特质理论可以和其他理论一起用来定义领导力。行为理论的优点在于它有助于呈现不同风格的指导团队。行为理论对于根据扩展到团队的参与程度来理解分类也是有用的。参与是动机，因此行为理论对理解领导效率是有用的。然而，行为理论本身并不能抓住工作环境的战略需要。

加拿大代写论文：领导的特质理论
有时专制领导可能是必要的，特别是如果工作量大，工作周转时间短，另一方面在组织变革时，可能需要更多的参与式民主领导。在这种情况下，基于情况的应急领导实际上得分更高，因为这将确保在执行小组时考虑组织的情况要求。同样，试图向组织提出目标，然后激励团队实现目标的变革型领导力，再次是一个更好的影响力，因为这将使团队从更长远的角度更成功地实现目标。

加拿大代写论文：领导的特质理论

The trait theory on leadership is perhaps the most simplest of theories. Using the trait theory of leadership one should be able to classify a successful leader versus a not so successful only based on only some of the traits. However a leader need not be successful just because they are an extrovert and similarly other traits such as affability or interpersonal communication styles cannot be used to state a leader is successful or not. The trait theory can at bets be used along with other theories to define leadership. The pros of the behavioral theories are that it helps in presenting different styles of conducting teams. The behavioral theories are also useful to understand classifications based on the level of participation that is extended to the teams. Participation acts as motivation and hence the behavioral theory can be useful to understand leadership efficiency. However the behavioral theory alone does not capture the strategic necessities of the work environment.
加拿大代写论文：领导的特质理论
Sometimes an autocratic leadership might be necessary, especially if the work load is high and the work has a short turnaround time, on the other hand at the time of critical organizational change a more participatory democratic leadership might be necessary. In this context the contingency leadership that is based on the situation actually scores better, as it will ensure that the situational requirements of the organization are taken into consideration at the time of the conducting teams. Similarly the transformational leadership which attempts to present goals to the organization and then motivates the team to achieve them is again a better influence as it will enable the team to be more successfully aligned towards the goals for a longer term perspective.

加拿大论文代写：差异化战略

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加拿大论文代写：差异化战略

IBM差异化策略的主要代表之一是IBM。该公司专注于相对有限的技术产品和服务，质量相对较高，但价格昂贵。公司拥有多样化的产品和服务，包括笔记本电脑，大型计算机，服务器和其他各种与电脑相关的活动。 2004年，IBM与联想结成战略联盟，导致全球第三大PC供应商和制造商的成立（Gongla＆Rizzuto，2006）。

加拿大论文代写：差异化战略
汉堡王
在快餐业内，汉堡王是一家成功采取差异化战略的公司。一个品牌能够区分自己的一个重要途径就是通过提供优质的产品和服务质量，汉堡王刚刚做到了。汉堡王已经成功地从其他快餐产品中脱颖而出，因为其战略重点在营销和推广其品牌，同时生产高品质的产品。汉堡王在其广告中强调了高质量的“火焰烤”汉堡的重要性（Shimizu，2009）。虽然公司的产品比竞争对手要贵，但要认识到客户强调优质永远可以胜过竞争对手是非常重要的。通过采取积极的差异化战略，开发高度独特的食品加工过程，公司可以自行决定而不是与其他快餐连锁店竞争。

加拿大论文代写：差异化战略

One of the prime exponents of the differentiation strategy is IBM. The company focuses on a relatively limited range of technological products and services with relatively high quality but at a premium price. The company has a diversified range of products and services which includes laptops, mainframe computers, servers and various other activities related to computers. In 2004, IBM made a strategic alliance with Lenovo and this has led to formation of the 3rd largest pc supplier and manufacturer in the globe (Gongla & Rizzuto, 2006).

加拿大论文代写：差异化战略
Burger King
Within fast food industry, Burger King is a company which has successfully adopted a differentiation strategy and has made a name for itself. An important way through which a brand can differentiate itself is by producing superior product and service quality and Burger king has just done that. Burger King has been successful in differentiating itself from other fast food products as its strategy focuses on marketing and promoting its brand as it simultaneously produces high quality products. Burger King has stressed on the importance of high quality “flame-broiled” burgers within its advertisements (Shimizu, 2009). Though the company’s products are relatively more expensive than its competitors, it is highly important to realize the fact that customers emphasize on the fact that superior quality can always overpower rivals. By adopting an aggressive differentiation strategy and developing a highly distinctive food process, the company has been able to dictate on its own terms rather than competing with other fast food chains.

加拿大论文代写：学员培训方案

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加拿大论文代写：学员培训方案

该方案的设计应在所有有关各方的参与下进行，以提高其有效性。应该承认好的想法，以便激励他人尽其所能地设计项目，保留项目并将其实施在工作中（Thorell，2009，pp106-113）。这个设计不仅要根据事先进行的调查进行，还应该在设计方案时收集最新的信息，以便在培训计划中没有任何东西被发现。应根据问题的深度和将要提供培训的参与者来确定培训计划的持续时间。应该强调与这个问题有关的所有领域。卡洛斯在他的节目中包含了向上沟通，但忘记了向下和侧面的沟通（Russ-Eft，2002，pp 45-65）。

加拿大论文代写：学员培训方案
总之，应该强调公开交流，而不是仅仅向上交流。应该采取学员的每日反馈意见，同样必须传达给管理层，以便如果方案中包含一些新的步骤，可以容易地采取反馈，并且可以有效地解决问题（Noe，2002年） 。重点只在于提供培训，而卡洛斯会建议学员如何充分利用培训，并尽可能以最好的方式转移培训。培训师必须对培训计划进行持续的审查，但卡洛斯却没有这样做（Saks，2002，pp 29-30）。两个月后，他接到了学员的反馈意见，表示该计划无效。卡洛斯“展示了视频，游戏和锻炼，但他并没有要求学员分享他们的一些经验，或者设计一些练习来进行训练。

加拿大论文代写：学员培训方案

The design of the program should be made with the participation of all the affecting parties so that its effectiveness can be increased. Good ideas should be acknowledged so that it motivates others in giving their best in design of the program, its retention and its implementation in their jobs (Thorell, 2009, pp106-113). The design should not only be based on prior surveys conducted but recent information should also be collected in designing the programs so that nothing is left uncovered in the training program. The duration of the training program should be fixed according to the depth of the problem and the participants who are to be provided training. Emphasis should be given to all areas related to the problem. Carlos’ included upward communication in his program but forgot about downward and sideward communication (Russ-Eft, 2002, pp 45-65).

加拿大论文代写：学员培训方案
In short, emphasis should be given on open communication rather than only upward communication. Daily feedback from the trainees should be taken and same must be conveyed to the management so that if some new steps are to be included in the programs as per the feedback that can be taken easily and the problem can be handled effectively (Noe, 2002). Emphasis was only on providing training rather Carlos would have suggested the trainees about how to make the best use of it and in which best possible manner transfer of training is possible. A continuous review about the training program must be taken by the trainer but Carlos failed to do so (Saks, 2002, pp 29-30). He approached the trainees after 2 months when he got the feedback from the superintendent that the program was not effective. Carlos’ showed video, game and exercise but he did not asked trainees to share some of their experiences or design some exercise to be conducted in the training program.

加拿大代写essay：领导案例分析

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加拿大代写essay：领导案例分析

“李勇”的行为
从案例研究中可以看出李勇具有专制的领导风格。根据这种领导风格，领导者依赖于他们的个人工作方式，这就是为什么如果他们把任务分配给其他下属，那么他们觉得有必要不断检查和不断的执行任务（Robbins et al，2015） 。这是这种领导风格的弱点。因为独裁领导人不相信激励，而是相信完成他们的工作。 Yong Lee的这种行为使得员工和下属感到不舒服，不信任。

加拿大代写essay：领导案例分析
“李勇”与“员工”之间缺乏相互理解
为了解释永利和下属之间缺乏相互合作和理解的情况，可以引用这个发生的例子。然而，据下属表示，已经实施的变化是永利公司的突然煽动，没有让员工知道为什么这样的程序已经实施，是否真的有这个要求。例如Nafisa的实习会计师报告说，她已经提出了改进与销售费用有关的报告制度的建议（Robbins等，2015）。几个星期后，她向李勇提供了各种草案，根据Nafisa的想法，更新了一个方法。李勇又把同样的程序交给销售和会计人员，给人一种印象，那就是她的想法，她已经做了分析来提出这样的建议。这使得所有的下属感到失去动力，因为他们没有为他们所做的任务而感激。他们的技能增强了培训和促进机会的创造，但却没有提供给员工。

加拿大代写essay：领导案例分析

Behavior of ‘Yong Lee’
Yong Lee as apparent from the case study has an autocratic leadership style. According to this leadership style, leaders are dependent on their individual ways of working and this is the reason why if they allocate tasks to other subordinates then they feel the need to keep checking and constantly apprehending the tasks in action (Robbins et al, 2015). This is the weakness of this leadership style. Because autocratic leaders do not believe in motivating but believe in getting their work done. This behavior of Yong Lee was making the employees and subordinates feel uncomfortable and untrusted.

加拿大代写essay：领导案例分析
Lack of Mutual Understanding between ‘Yong Lee’ and ‘Employee’
An incidence can be quoted here in order to explain the lack of mutual cooperation and understanding that prevailed between Yong Lee and her subordinates. According to the subordinates however it was felt that the change which has been implemented is a sudden instigation from Yong Lee without letting the employees know why such procedures have been implemented and whether there is really a requirement for the same or not. A trainee accountant, for example Nafisa, reported that she had provided suggestions on improving the system of reporting related to expenses of sales (Robbins et al, 2015). After few weeks, in which various drafts were provided by her to Yong Lee, an updated method was incorporated and implemented depending upon Nafisa’s ideas. Yong Lee in turn issues the same procedure to the personnel of sales and accounting with an impression that it was her idea and she had done to analysis to come with such a proposal. This made all subordinates feel de-motivated because they were not appreciated for the tasks that they did. Their skills enhanced training and opportunities creation for promotion were no-where offered to the employees.

加拿大代写论文：人与组织文化

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加拿大代写论文：人与组织文化

这将有助于弥补组织的弱点，使更多的承诺的员工。设计一个新的组织行为主题的标准应该围绕独特性，积极性，员工的承诺和生产力等要素。据观察，雇员的表现可以通过给予他们额外的福利来加强。如果这些福利出现在组织环境中，员工的生产力将会提高。在新的战略的帮助下，员工的信心和希望需要加强。这些战略应该围绕着员工的承诺和授权。

加拿大代写论文：人与组织文化
结论
在整篇文章中，所有这些都是对组织行为的良好表述，以及组织中的员工如何与组织文化相联系。今天的组织需要关注员工的内在和外在需求。由于这篇文章比较陈旧，当今组织设置的设置也发生了变化，所以需要组织机构发现新的元素。如今，员工的内在需求更加重要，如果组织的设置不能满足这些需求，那么员工的流失率就会提高。生产力与动机联系在一起，动机与组织行为联系在一起。这是一个需要由组织最高管理层确定的链条。员工不仅仅是一名员工，他们是组织的资产。忠诚和忠诚的员工意味着忠诚和忠诚的客户。为了获得市场份额，重要的是，组织的员工是承诺和相信组织的想法和核心价值观，那么一切都会好起来的。

加拿大代写论文：人与组织文化
This will help in fixing the weaknesses of the organization and make more committed employees. Criteria for designing a new theme of organizational behavior should revolve around elements like uniqueness, positivity, commitment of the employees and productivity. It has been observed that performance of the employees can be enhanced by giving them additional benefits. If these benefits are present in organizational settings productivity of the employees will be increased. Confidence and hope of the employees need to be enhanced with the help of new strategies. These strategies should revolve around the commitment and empowerment of the employees.

加拿大代写论文：人与组织文化
Conclusion
All in this entire article was a good representation of the organizational behavior and how employees in the organization are connected with the culture of the organization. Organizations today need to focus on the intrinsic and extrinsic needs of the employees. As this article was old and settings of today organizational settings are changed new elements are present that need to be discovered by the organizations. Today intrinsic needs of the employees are more important and if setting of the organization is not willing to align with these needs then the turnover rate of the employees will be increased. Productivity is linked with motivation and motivation is linked with organizational behavior. This is a chain that needs to be identified by the top management of the organization. Employees are more than just an employee they are an asset for the organization. A committed and loyal employee means committed and loyal customer. For gaining market share it is important that the employees of the organization are committed and believe in the ideas and core values of the organization then all will be well.

加拿大论文代写：组织分析

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加拿大论文代写：组织分析

文化
一个组织的文化可以倾向于具有明确定义的规范和价值观，例如明确的使命和愿景声明，或者定义中可能有很多不明确的地方。在1-10的范围内，1代表“清晰的规范和价值观”，10代表“模糊的规范和价值观”，Dotti员工评分为2，表示他们有非常明确的规范和价值观。 Bamboo House和Woolworths也给出了同样的评价。评级表明，这些公司有非常相似的工作文化。

目标
一个组织总是应该有明确的目标进展。该组织的目标将包括长期和短期 – 更直接的目标。在Dotti，Bamboo House和Woolworths的情况下，评级倾向于1和2，这表明组织有明确的目标。

加拿大论文代写：组织分析

尺寸
组织的规模可以影响组织的管理和工作的效率。组织规模可以是小规模，也可以是规模较大，Dotti员工和Woolworts员工表示，他们的组织规模更大。组织规模越大，其管理和内部运营就越成为挑战。另一方面，竹屋将自己定位为一个较小的组织

组织心态
组织的心态是机械系统或是一个有机系统。机制系统制定了规范，有组织，有系统地分工任务和权威。另一方面，在有机系统的情况下，还有更多的灵活性。在组织思维背景下，Dotti和Bamboo House员工都倾向于更有机的系统，另一方面Woolworths倾向于机械系统。

加拿大论文代写：组织分析

Culture
The culture of an organization can either lean towards having clearly defined norms and values, such as a well defined missions and vision statement or there might be much ambiguity in the definitions. In the scale of 1-10 with 1 representing ‘Clear norms and values’ and 10 representing ‘Ambiguous norms and values’, Dotti employee rated 2, stating that they had very clear norms and values. The same rating was also given by Bamboo House and Woolworths. The rating indicates that the companies have very similar culture of working.
 Goals
An organization always should have well defined goals that it progresses towards. The goals of the organization will include both long terms and short term-more immediate goals. In the context of Dotti, Bamboo House and Woolworths, the rating lean towards 1 and 2, indicating that the organizations have very well defined goals.
Size
The size of the organization can influence how efficient the management and working of the organization would be. The size of the organization can either be small or large and rating in the respective scale, Dotti employee and Woolworts employee state that their organization is more on the larger end. The larger an organization, the more its management and internal operations might become a challenge. On the other hand Bamboo house rates itself as a smaller organization
 Organizational Mindset
The organizational mindset is either mechanistic system or is an organic system. The mechanistic system has well formulated rules with organized and systematic differentiation of tasks and authority. On the other hand in the case of and organic system there is much more flexibility. In the context of organizational mind set, both Dotti and Bamboo House employees rate a 7 leaning towards more organic system, and on the other hand Woolworths leans towards a mechanistic system.

加拿大论文代写：组织成功动机

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加拿大论文代写：组织成功动机

正如Tiffin和McCormick（1979）所说，动机可以是任何形式的，外在的或内在的。动机的内在形式源于在被任命给员工本身的工作中可以继承的动机（Ashwood，2008）。这是个人在成功完成任务或达到自己的个人目标方面最享受的东西。动机的内在形式是提供奖励的来源，可以被称为心理学的动机。与此相关的一些例子是使用一个人的责任感，成就感和挑战感，积极的表彰形式，对待员工的关心和照顾，以及在工作中表现出色的表现。

加拿大论文代写：组织成功动机

正如阿吉拉（1997）所述，一个内在动机的人将会表现出对他或她的工作的承诺，而这个工作所包含的任务极其有限，而这些工作是作为奖励的来源（Childs， 2000）。另一方面，以外在态度为动机的员工将表现出承诺，即在工作活动中获得或获得外部奖励的限制。进一步提出了一个建议，即对于工作场合中的个人的动机，需求增加了，个人应该已经认识到某种回报可能会得到满足。如果提供的回报是固有的，那么就会注重每个员工的动机或愿望。

加拿大论文代写：组织成功动机

As stated by Tiffin and McCormick (1979), motivation can be in any form, extrinsic or intrinsic. The intrinsic form of motivation is stemmed from motivations that can be inherited within the job being appointed to the employees themselves (Ashwood, 2008). This is something that individuals enjoy the most with respect to the successful completion of tasks or the attainment of his or her own personal goals. Intrinsic form of motivation are those sources of providing rewards that can be referred to as the motivations of psychology. Certain examples with respect to these are the opportunity for using the liability of one, a sense of achievement and challenge, positive form of recognition, treatment of employees with consideration and care, and receiving appreciation for a good performance at work.

加拿大论文代写：组织成功动机

As stated by Ajila (1997), an individual who is motivated in an intrinsic manner will be showing commitment towards his or her work to the limit to which the job consists of tasks that contribute as a source of reward to her or him (Childs, 2000). On the other hand, an employee motivated in extrinsic manner will be showing commitment towards the limit that external rewards can be gained or received by him or her in the performance of the activities of job. Further ahead, a suggestion had been provided that for the motivation of individuals in the situation at work, there is an increased need, which should have been perceived by an individual as a possibility for being satisfied by certain rewards. If the reward being provided is intrinsic in nature, there will be focus created on motivation or desire of each and every employee.