加拿大论文代写：劳动力市场的全球化

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加拿大论文代写：劳动力市场的全球化

劳动力市场的全球化将在很大程度上影响发展中国家，因为任何国家的工人的收入都是发展中国家大部分居民的主要收入来源。它主要影响，属于社会的贫困区，没有自己的物质资产的那些工人。几十年来，发达国家的工资停滞不前，主要原因是劳动力的全球化，尤其是向发展中国家提供低工资工人的发展中国家（白银，2003）。劳动力市场的全球化正在努力使全球市场上的劳动力市场一体化，这有助于缩小发达国家工人与发展中国家现有劳动力之间的差距，主要是因为全球技术水平的提高。另一方面，全球化的工作是为国内的收入不平等在各个国家的增长的一个原因。各国正在使用保护主义政策来减少全球化势力的影响，这不是处理这些问题的好办法。不同国家的政策制定者应该采取措施，帮助全世界的劳动者适应世界各地不断变化的环境。劳动力市场的全球化看作是一个由非专业的经济学家多数人悲观方法（屠宰，1997）。工人失去工作的恐惧，甚至看到外国进口商在工资结构有下降的趋势，服务外包和移民工人等另一方面，经济学家们认为，劳动力市场的全球化对劳动力的国家，为他们提供选择的雇主利益的机会，更高的生产率，以便宜的价格强职业成长甚至货物。一个程序也推出了针对改善和提高工人和雇主双方即市场计划的全球化和劳动的动机水平（GLM）。

加拿大论文代写：劳动力市场的全球化

The globalization of labour markets will largely affect the developing countries as the earnings from the workers of any country contributes as the major source of income for the large  part of inhabitants of developing nations. It mainly affects those workers that belong to poor sections of the society and have no material assets of their own. The wages are stagnant in developed countries since decades and the major reason for this is determined as the globalization of labour especially with the developing countries that provide low –wage workers to developed countries (Silver, 2003). Globalization of labour markets is working for the integration of labour markets at global front that is helping in bridging the gap between the workers of developed countries and the labour available in developing countries mainly because of the advancement of technology at global level. On the other hand globalization is working as a reason for the increment of domestic income inequality in various countries. Nations are using erecting protectionist policies to diminish the effects of forces of globalization which is not a very good approach to deal with the problems.  Instead the approach of policymakers of various counties should be such that they can help labours all over the world in adjusting with the ever changing environment all round the world. Globalization of labour markets is viewed as a pessimistic approach by majority of people other than professional economists (Slaughter, 1997). Workers have the fear of job loss and even see a downward trend in wages structure from foreign importers, outsourcing of services and immigration of workers etc.  On the other hand economists see globalization of labour market as an opportunity for labours of the country that provides them with the benefits of choice of employers, higher productivity, strong career growth and even goods at cheap prices. A program is also launched for the betterment and improving the motivational level of the workers and employers both i.e. the Globalization and Labour Markets programme (GLM).

美国杜兰大学论文代写：员工培训

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美国杜兰大学论文代写：员工培训

Hoskisson（1999）表明，战略人力资源管理是不是天生的一个资源基础观，但它已经在它的开发工具。据他说，战略人力资源管理有助于提供所需的资源，从而支持组织执行重要战略和行动计划。因此，人力资源管理一直支持它对组织的资源收集和执行能力的贡献，这些能力在任何规模的项目中都是必不可少的。另一种观点认为，它是观察到的最有价值的，独特的，和模仿的资源，组织的知识，可以用来操纵，使用，和变换的多组织资源（Grant，1996；Kogut和Zander 1992）。这是一个有趣的观点，因为它显示了组织将知识产权和知识资源作为其经营行业的竞争优势的能力。最近，这一转变和重点已经从员工管理转移到组织的战略贡献中。这就导致了以不同的方式发展员工招聘，其重点是个人的内在素质和拥有可直接用于组织的知识。然后，它转向更多的知识管理和管理知识型员工，发展他们的技能，创造与员工惊人的关系，并执行基于知识的成果奖励计划（马西斯和杰克逊，2005）。在知识传播的任务，技术，工具，和人，最好的知识是人们体现知识形成组织的核心能力的基础，在发展其价值主张也基本（Argote和英格拉姆，2000）。这个特别的人体现知识理论也被Morris和Snell欣赏（2007）。他们认为，组织中的人拥有知识是重要的，必须定期培养和维护，这样才能使员工和组织更有价值。

美国杜兰大学论文代写：员工培训

Hoskisson (1999) informs that strategic HRM was not born of a resources based view but it has been instrumental in its development. According to him, strategic HRM has been helpful in providing the required resources which then supports the organisation’s execution of important strategies and action plan. Thus, HRM has been supportive in its contribution to the organisation’s resource gathering and execution capabilities which are essential in any size of project. In another view, it is observed that the single most valuable, distinctive, and imitable resource that organisations have is knowledge which can be used to manipulate, employ, and transform multiple organisational resources (Grant, 1996; Kogut and Zander 1992). This is an interesting perspective as it shows the ability of organisations to make their possession of intellectual knowledge and knowledge based resources as a competitive advantage in the industry of their operations. Recently, the shift and focus has moved from employee management to their involvement in strategic contribution to the organisation. This has resulted into the development of employee recruitment in a different manner which focuses on the individual’s inherent qualities and possession of knowledge that can be directly used for the organisation. Then further, it has shifted into more of knowledge management and managing knowledgeable workforce and developing their skills, creating striking and winning relationship with the employees, and executing rewards programs for knowledge based results (Mathis and Jackson, 2005). Where knowledge is spread across tasks, technologies, tools, and people, the best possible knowledge base is the people-embodied knowledge which forms the foundation of the organisation’s core capabilities, and is also fundamental in developing its value proposition (Argote and Ingram, 2000). This particular theory of people embodied knowledge is also being appreciated by Morris and Snell (2007). They maintain that knowledge possessed by people of the organisation is important and must be nurtured and preserved periodically which makes it more rewarding for the employees and the organisation.

加拿大基辅大学论文代写：组织文化

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加拿大基辅大学论文代写：组织文化

根据Hofstede（1980），组织文化可能是指集体规划所涉及的过程，可以用来区分与另一个不同的组织的过程。它包括共同的信仰、价值观和将一个与另一个分开的实践。
根据Gravan（2008），要形成人力资源实践与市场为依据制定引起的组织变化的实践。
根据科特勒所说的话（2011），营销管理可以定义为过程涉及社会和管理的现象，帮助个人获得任何他们所需要的，无论是市场需求和客户，包括在市场情况理想的变化所需要的行动。同时，营销管理团队与不同的部门合作，以产生最好的产品。
对组织文化的另一个观点是由克莱格·科诺给出（2002）的人说，组织文化可以被定义为思想，共享价值观，信念和行为模式。Dension（1984），也同意这所面临的企业文化是什么，它代表的价值观和信念是重要的设置和形式为组织核心的身份。
营销被定义为一种产品销售，包括产品的整体态势的分析和对市场的评估根据环境需要的过程（2010 Camino和阿亚拉，）。因此，市场营销的过程包括销售产品的整个场景，以使公司从中获利。据巴德利（1991）、战略营销的过程中，意味着对市场的相关策略对目标设定、目标的基础上计算的决策，市场细分，定位和政策。

加拿大基辅大学论文代写：组织文化

According to Hofstede (1980), organizational culture may refer to the process of collective programming which involves the process which can be used to distinguish different organizations with one another. It includes the shared beliefs, values and the practices which segregate one from another
According to Gravan, (2008), it is necessary to shape the HR practices in accordance with market in order to formulate the practices which lead to the changes in the organizations.
According to the words stated by Kotler (2011), marketing management may be defined as the process involving both social and the managerial phenomenon which helps the individuals to get whatever is needed by them and whatever are their requirements of the market and the customers and consists of the actions required for the desirable changes in the market scenarios. Also, it is the marketing management team which cooperates with the different departments in order to bring out the best product.
Another opinion on the organizational culture was given by Clegg & Kono( 2002) who said that the organizational culture may be defined as sharing of the thoughts, values, beliefs and the behavioral patterns. Dension (1984), also agreed to this face that the corporate culture is something which represents the set of values and beliefs which are considered as important and forms the core identity for the organization.
Marketing has been defined as a process of selling products which includes the overall situational analysis of the products and the evaluation of the markets as per the environmental needs( Camino & Ayala, 2010). Thus, the process of marketing includes the entire scenario of selling the products in such a way that the company earns a good profit from the same. According to Bardley (1991), strategic marketing is the process which implies the decisions related to the market based strategy computed on the basis of the objective set, targets, market related segments, positions and the policies.

加拿大论文代写：人力资源管理战略

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加拿大论文代写：人力资源管理战略

大卫琼斯有限的人力资源战略是围绕简化工作,实施挑战规则上没有写但提到的,推出的主要技能在总部,每个和每一个员工和管理绩效与目标的实现,引导轮(Deighan,2013)。人力资源部门的战略基础不仅有利于企业的建立，而且有助于人力资源与组织的远景和目标的协调。人力资源部门与组织的整体目标有着共同的愿景，因为人力资源效率本身会导致高效的组织。这反过来又强调了一点，即David Jones Limited的业务措施与绩效管理密切相关。确保所有员工都有机会理解为组织核心价值和宗旨的会议作出贡献的作用(Wright,2014)。我发现，有必要参与创新的归纳法，这有助于满足不同的文化背景、不同的承诺和在各自岗位上学习的风格。包括我在内的一线员工都被视为组织的最终反映，因为我们是直接与客户的基础接触的。然而，人们都知道，每个员工都扮演着重要的角色，以便定期将客户承诺和核心价值转化为现实(Deighan,2013)。然而,我是能够识别一个组织面临的主要挑战是确保每一个员工,无论他们,谁知道关于他们所扮演的角色的重要性,这将会有一个清晰的愿景的行为影响更大的整个业务的看法。培训的结果是在组织的历史上创造了一种图形化的体验，核心价值观，目的，目标和目标，个人目标，运营策略，营销策略以及对客户的承诺水平(Wright,2014)。每个员工，包括我在内，都有机会接受培训，以提高交付服务的质量。

加拿大论文代写：人力资源管理战略

The human resource strategy at David Jones Limited is known to be revolving around the simplification of work, imposing challenges on rules that are not written but mentioned, to roll out the main skills to each and every single employee in the head office, and management of performance linked with the achievement of target that steer the wheel(Deighan, 2013). Such a strategic base for human resource department helps not only in firm establishment but also in alignment of human resources with the perspective and objective of an organization. Human resource department has a shared vision with organization overall aim because human resource efficiency itself results in efficient organizations. This in turn results in highlighting the point that the way in which the business measures of David Jones Limited are closely in link with the management of performance. It is ensured that all of the employees are given the opportunity for understanding the role for making a contribution towards the meeting of core values and purpose of the organization(Wright, 2014). I was able to find out that there is a significant need for involving the programme of innovative induction that helps in catering the different cultural backgrounds, differentiated commitment and styles of learning within their respective job positions. The employees at front line level that included me as well are treated as the final reflection of the organization as only we come in direct and continuous contact with the base of customer. However, each and every employee is known to be playing an important role in order to turn the customer commitment and core value into reality on regular basis (Deighan, 2013). However, I was able to identify one major challenge being faced by the organization for ensuring that each and every employee, no matter who they work with, have knowledge regarding the significance of the role played by them, and that there will be a clear vision for the actions that influence the bigger view of the entire business. The training results in the creation of a graphical experience by the history of the organization, the core values, purpose, aims and objectives, individual goals, operational strategy, marketing strategy and the level of commitment towards the customers (Wright, 2014). Each and every employee, including me, was given the opportunity of being trained for improving the quality of the services being delivered.

澳洲历史学论文代写：亚述帝国

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澳洲历史学论文代写：亚述帝国

在后来的阶段，埃及和安纳托利亚的大部分地区，作为一个帝国和国家来控制肥沃的新月。美索不达米亚北部的一半是巴比伦尼亚，大致被称为亚述，而首都是尼尼微。一个大王国在过去三次被亚述王控制(米勒2009)。这些从公元前20世纪到第15世纪，即公元前15世纪至公元前10年，即公元前911 – 612年，即所谓的新亚述时期或王国。新亚述人是唯一一个被记录在案并且广为人知的时期。

它位于亚述家园所在的山区附近。它还延伸到高卡杜奇山脉或戈迪亚山山脉，也被许多人称为阿舒尔山脉。为了破坏城市的城墙，亚述人通过对公羊的打击来进行挖掘，以了解城门。他们也参与了工程兵团的概念，他们用充气皮囊来为士兵们提供游泳的目的，并用浮桥将河流架桥。

被分配给亚述人的另一个名字是古代世界的罗马人;这是因为他们在军事上很有效率，而且很残酷，也都是压迫者。这是他们帝国中最大的军队，波斯人以(Elat 1978)闻名于世。因为他们的数目，他们就吞灭所征服的列国。另一方面，他们被称为开明的征服者，因为他们自由地允许被征服的国家有一些他们的法律和文化。犹太人得到了一个机会，让他们回到自己的国家，重建家园。波斯人容忍了这些国家的宗教信仰。

澳洲历史学论文代写：亚述帝国

In the later stages, Egypt and much of Anatolia together as an empire and nation came to control the Fertile Crescent. The northern half of the Mesopotamia which was Babylonia was roughly referred to as Assyria Proper of which the capital was Nineveh. A large kingdom was controlled by the Assyrian kings in the past for three times (Miller 2009). These were from 20th to 15th BC known as Old period, 15th to 10th BC known as Middle period and 911-612 BC which was known as Neo-Assyrian period or kingdom. Neo-Assyrian is the only period which is best documented and well-known.

It was near a mountain region that the Assyrian homeland was located. It also extended to high Carduchian or Gordiaean ranges of mountain which are also known as Mountains of Ashur by many. To undermine the walls of the city Assyrians invented excavation by battering the rams so as to known down the gates. They also engaged in the concept of corps of engineers in which they rendered soldiers with inflatable skins for the purpose of swimming and also bridged rivers with pontoons.
The other name assigned to the Assyrians was the Romans of the Ancient World; this was because of the fact that they were very efficient in their military conquests and were cruel and were oppressors too. It was for the largest army in their empire that Persians were well known for (Elat 1978). Because of their numbers they swallowed up the nations which they conquered. On the other hand they were known as the Enlightened Conquerors as they were liberal to allow the nations which were conquered to have some of their laws and cultures. Jews were given an opportunity by them to get back to their nations and rebuild it. The religious beliefs of the nations were tolerated by the Persians.

加拿大论文代写：服务外包

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加拿大论文代写：服务外包

如果外包以这种速度继续在世界上许多国家，特别是印度，将会导致工人的工作不安全。根据护理伦理学的理论支持,好或坏是涉及关心他人(萨德勒,北达科他州。),因此,它是不公平的,美国就业的工人,因为大多数白领(莱文,2011)认为,风险很高,他们的工作将外包给其他国家。该领域的一项研究显示，截至2010年，共有170万份工作被外包，预计到2015年，这一数字将达到340万。还发现，在专业行业中，服务外包的风险比占12.4%(Levine,2011)的制造业要高13.7%。

外包也会降低公司员工的士气，他们显然反对功利主义的观点，因为它促进了每一个好的或坏的行为的快乐，然而在这种情况下，员工失去了他们的工作和其他对他们未来有影响的福利。在接受教育之后，对于一些有声望的公司的员工来说，这是一种戏弄，因为他们的工作正面临着外包的新现象。大公司有经济利益在外包他们认为,这对经济有好处,而工人失业和退休福利不断觉得必须把结束(史密斯,北达科他州。),但他们至少期望从他们的公司在这方面将扮演他们的角色来拯救美国公民的工作。在这种情况下，工人们希望政府发挥其作用，并鼓励外包，以拯救员工及其家庭的未来。

加拿大论文代写：服务外包

If the outsourcing continued at this pace around many countries in the world especially India it would cause job insecurity in workers. According to the theory of care ethics which supports that something good or bad is that which involves care for other people (Sadler, n.d.), therefore it is not fair to the workers because the majority of total US employment are white collar workers (Levine, 2011) who are of the view that there is high risk that their jobs will be outsourced to other countries. One of the research in this field has revealed that a total of 1.7 million jobs have been outsourced till 2010 and also forecasted that this total may reach to 3.4 million by 2015 (Levine, 2011). It has also been found that services in professional industries are more at the risk of outsourcing with13.7% as compared to the manufacturing industries with 12.4% (Levine, 2011).
Outsourcing will also decrease the morale of workers in Galaxywire which clearly oppose the utilitarianism perspective as it promotes pleasure in every good or bad act however in this case the employees lost their jobs and other benefits that will affect their future. After getting education it is very teasing for the employee in some reputable firm that his job is at risk due to the emerging phenomena of outsourcing. As the big firms have financial benefits in outsourcing they are of the view that it is good for economy, while the workers who lost their jobs and retirement benefits constantly feel that it must put to an end (Smith, n.d.), but they have least expectations from the companies in this regard that they will play their role to save job of US citizens. Under these circumstances the workers expect from the government to play its role and should discourage outsourcing to save the future of employees and their families.

新西兰泰拉威帝理工学院论文代写：悬索桥

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新西兰泰拉威帝理工学院论文代写：悬索桥

千禧桥是一座简单的悬索桥，由于风的作用，它很可能会摆动，但人们走路的同步却给了这座桥一个额外的推力，尽管摇摆不定，但它还是摇摆不定。因此，千禧桥的摇晃不仅是建筑师的一个例子，也是公众的一个例子，因为人们必须了解悬索桥的动态。

有关的桥梁是灵活的，它在一开始的时候由于脚的交通和风的影响而摇摆。桥的轻微运动导致人们在相同的摇摆下行走，因此桥上的人平均走路的位置与摇摆的频率相匹配。大桥的摆动清楚地表明了稳定剂和阻尼在桥梁上的重要性，因为美化可以被破坏，但安全不能。同样明显的是，桥梁的摆动是桥梁设计最终完成时，施工人员没有预料到的横向载荷作用的结果。

整个问题有助于更好地了解最有效的悬索桥结构。大家都知道，大桥会被挤到人群中去，这样大桥的失败就可以通过稳定桥来避免。从伦敦千禧桥的失败中学到的关键教训是，这座桥是一种交通方式，不能因为它的美化而妥协。除此之外，施工人员和其他上级机构必须确保任何一种结构都足够稳定，能够承受重物和风。然而，人们被指责的不仅仅是建设者。更多的调谐质量减振器和线性粘滞阻尼器是构造器的责任。

新西兰泰拉威帝理工学院论文代写：悬索桥

The millennium bridge is a simple suspension bridge and was likely to swing because of the wind, but the synchronization of the people’s walk gave the bridge an extra push and in spite of swinging, it wobbled. Thus, the wobbling of the millennium bridge is not just an example to the architects but also to the general public as the people must understand the dynamics of a suspension bridge.
The concerned bridge is flexible and it swayed a little because of both the foot traffic and the wind at first. The slight movement of the bridge led the people following the same swaying and thus the average walking place of people on the bridge matched the frequency of swaying. The wobbling of the bridge clearly demonstrated the importance of stabilizer and damping on the bridges as beautification can be compromised but the safety cannot. It is also evident that the wobbling of the bridge was the consequence of a lateral loading effect that was not anticipated by the constructors during the finalization of bridge design.
The whole issue helps in gaining a better understanding of the most effective suspension bridge structure. It was known and expected that the bridge will get crowd and thus the failure of the bridge could have been avoided through stabilizing the bridge much more. The key lesson learned from the failure of London’s Millennium Bridge is that the bridge is a way of transportation and must not be compromised for just beautification. Other than this, it is essential that the constructors and other higher authority make sure that any kind of structure is stable enough and is capable of absorbing the heavy mass and the wind. However, the people are blamed more than the constructors. More number of tuned mass vibration absorbers and linear viscous dampers was the responsibility of the constructors.

加拿大论文代写：绩效管理系统

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加拿大论文代写：绩效管理系统

良好的绩效管理系统并不是一个组织过程，只限于笔和纸和使用复杂的软件和工具。每年作为仪式审查员工的表现也不是良好表现的关键。这是由组织与员工一起进行的活动，以便相互获益（Sielearning.tafensw.edu.au，2015：293-298）。为此，组织需要复杂地了解员工，他们的优缺点，工作风格等等，使得评估结果有助于员工更有效率和更高效（Gomez-Mejia，Balkin＆Cardy，2001：121- 129）。该体系需要从根本上确保组织中的每个人都受益匪浅。
因此，建议的系统的广泛框架有六个基本阶段，从知道组织现在在评估过程的角度开始。一旦知道这个缺点，这个过程可以根据组织策略进行修改。那么员工的目标是在与员工进行全面和建设性的讨论之后确定的，所以决定的目标是相互同意的（Sansone＆Harackiewicz，2000：395-423）。绩效的评估将在全年定期进行，并在今后几年完成，即对今后一年的目标和期望进行定义。具体和明确的反馈非常关键。
目前，宝洁绩效管理体系遵循了MBO原则或目标管理原则，强调最终结果和实现目标。该组织的重点是员工满意度和责任感，而不管公司员工的职位和职位如何。即使相当有效的这种方法的缺点是给予设定不切实际的期望的空间。

加拿大论文代写：绩效管理系统

A good performance management system is not plainly an organizational process that is limited to the pen and paper and use of sophisticated software and tools. Reviewing the performance of an employee on an annual basis as a ritual is also not the key to good performance. It is an activity that is to be carried out by the organization along with the employee so that there is mutual gain (Sielearning.tafensw.edu.au, 2015:293-298). For this the organization needs to intricately understand the employee, their strengths and weaknesses, styles of working and a lot more so that the results of the assessment helps the employee in being more effective and productive (Gomez-Mejia, Balkin&Cardy, 2001:121-129). The system needs to fundamentally assure that everyone in the organization is benefited and puts in their best at work.
Hence, the broad framework of the system suggested has six basic phases that begins with knowing where the organization is now in terms of the evaluation process. Once the shortcomings of this is known well the process can be modified in accordance with the organizational strategy. Then the goals for the employee are to be set after a comprehensive and constructive discussion with the employee so that the goals decided are mutually agreeable (Sansone&Harackiewicz, 2000:395-423). The evaluation of performance is to be done periodically throughout the year in multiple stages and at the completion of the year when the goals and expectations for the forthcoming year are defined. Feedback that is specific and clear is very critical.
The current system for performance management at P & G follows the MBO principle or the Management by Objectives principle that places emphasis on the end results and the objectives achieved. The organization focuses on employee satisfaction and accountability regardless of the position and title of the employee in the company. This method even though quite effective has a disadvantage of giving room to set unrealistic expectations.

加拿大论文代写：通讯应用

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加拿大论文代写：通讯应用

有许多意见支持在工作场所禁止即时通讯应用。根据报告，已经观察到，雇员和工人偏离了他们可以进入IM的工作。谈到学生，有人注意到，广泛应用IM应用程序会导致错误的语法、高使用缩写和不同的字符，如“@”或“$”，甚至在他们的学术作品。这可能是有害的，因为人们可能会以相反的方式影响他们的学习。人们不应该影响学习因为IM应用（herbsleb et al，2002）。
虽然这对每个人来说都不是相似的观点，但有些人是以积极的态度看待的，因为他们可以在使用即时通讯之后更清楚地讨论他们的作品，他们有更好地思考的能力。此外，在最近的一项研究中，人们发现年轻的IM用户使用更少的缩写。它在很多方面都是好的（麦克道威尔等人，2002）。学院的教授和工作场所的管理人员可以用它来主持课程和培训班。其中一个例子是Bob Burk教授一直在使用MSN Messenger的过去两年。他已经制定了这样一个时间表，学生可以通过MSN Messenger有效地学习和理解事物。使用IM的另一个好处是，学生和员工可以随时联系他们的经理、老板和教授，并根据紧急情况提出建议。

加拿大论文代写：通讯应用

There are a number of observations which supports the ban on IM Applications during workplace. As per the reports, it has been observed that the employees and the workers are deviated from the works which they have access to IM. Talking about students, it has been observed that the extensive use of IM Applications leads to the improper grammar, high use of abbreviations and different characters such as “@” or ‘$’ even in their academic works. This may be harmful as the people may affect their learning in adverse manner. The people should not affect their learning because of the IM Applications (Herbsleb et al, 2002).
Though this is not the similar view for everyone, it is seen in a positive manner by some, as they can discuss their works more apparently after the use of IM, they have ability to think in a better way. Also, in a recent study, it has been finding that the young IM Users use fewer abbreviations that expected. It is good in a number of ways (McDowell et al, 2002). The professors at the college and the managers at the workplace can use it for conducting the classes and training sessions. One of the examples is the Professor Bob Burk who has been using MSN Messenger for the past two years. He has made such a schedule that students can effectively learn and understand things by the use of MSN messenger. Another advantage of using, IM is that the students and employees can connect to their managers, boss and professors any moment and take advices as per the emergency requirements as well.

英国伦敦帝国学院论文代写：医院案例研究

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英国伦敦帝国学院论文代写：医院案例研究

除此之外，值班护士加班了几个小时，筋疲力尽。在这样一个敏感的姑息治疗环境中，由于疲劳因素可能阻碍了临终病患者提供优质护理服务，因此没有任何疲劳和疲劳因素的空间。
在考虑到中央电视台录像的结果后，调查了病人的实际情况，并在此之前，每个人都指责值班护士因疏忽而对事故负责。而值班护士仍然成功地处理具有很好的合作伙伴，是最初的原因，对病人的合作伙伴都能保持冷静，没有创造任何有关于那起事件的责任护士或管理问题。通过值班护士不值班，在那个特定的时间，当事件发生的头护士介绍后，跟合作伙伴，这一行为对合作伙伴来说是不适当的注意对文件管理和家庭服务员之间的谈话者。在这种情况下，当管理人员和病人家属之间有可能发生纠纷时，就需要更多地依靠有记录的谈话，而不是口头上与他们讨论这个问题。除此之外，护士长向病人的同伴道歉，说：“我们很抱歉这件事发生了，我们要查明发生了什么事。”。与其向合伙人说这句话，还应该有书面的道歉形式，因为书面和记录的谈话形式有助于消除冲突的原因。

英国伦敦帝国学院论文代写：医院案例研究

In addition to this the on duty nurse has worked for several hours of overtime and was exhausted. In such a sensitive environment of palliative care there is no room for any sort of tiredness and fatigue factor because fatigue factor may contribute to hinder the level of quality nursing services being provided to the patients in the terminal stage of disease.
After having taken into consideration the results of CCTV footage it was explored that what has actually happened with the patient and before that everyone was accusing the nurses on duty to be responsible for the incident due to their negligence. Rather the nurses on duty remained successful in handling the initial conversation with the partner very well and that is the reason that partner of the patient remained calm and did not create any sort of issue with nurses or management of the hospital regarding responsibility of that particular incident. After having briefed by the nurses on duty the head of nurses who was not on duty at that particular time when incident took place, spoke with the partner and this act of speaking to the partner reflects that no proper attention was paid towards documented conversation between management and family attendants of patients. In such circumstances when there is a possibility that disputes will arise between management and families of patients there is a need to rely more on documented conversation rather to address the issue verbally with them. In addition to this the Head nurse apologized to the partner of patient by saying that “We’re sorry that incident has happened and we’re going to find out what happened”. Rather than saying this statement to the partner there should be a written form of apology because written and documented form of conversation contributed to eliminate the causes of conflict.