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加拿大代写essay：商店的净收入

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加拿大代写essay：商店的净收入

每年商店的净收入从17.01美元B美元下降到16.51美元左右的较小值。这与公司的固定收入一起呈现。这可能是因为销售成本，销售成本，SGA费用和所得税费用。尽管有这些问题，公司仍然保持着顶级的位置。公司2011年1月至2014年1月的收入将在现在进行讨论。公司2011年营业收入为421,849.0元，2012年为446,509股，2013年公司收入为468,651股，目前公司收入为476,294张。在分析了公司的收入后，可以看出，公司的收入从以后的几年增加。公司2011年度毛利为106,903张，2012年毛利为111,516张，2013年毛利为116,354张，2014年毛利为118,225张。公司的毛利润也在随后的几年里有所增长。公司在接下来的几年里正在面临毛利增长，预计会有所增加。关于排除共同的净收入在2011年为15,355点。2012年的净收入为15,720美元，2013年的净收入为16,947美元，2014年的净收入为15,878美元。尽管公司违反劳动法规定等问题严格审查，公司仍保留了公司财务业绩。该公司的收入同公司的利润增加了（市场观察，2014年）。
公司预计的利润表将在2013年之前解释公司预期报复和销售增长（Bauer，2010）。

加拿大代写essay：商店的净收入

Every year the net income of the stores is shrinking from $17.01 B USD to smaller value of $ 16.51 B USD. This is present along with the flat revenues of the company. This can be present because of sales that are committed with the costs of goods sold, SGA expenses and income tax expenses. Despite all these issues the company is still managing to maintain the top position. Revenues of the company from Jan 2011 to Jan 2014 will be discussed now. Revenues of the company in 2011 were 421,849.0, in 2012 it was 446,509, in 2013 the revenues of the company were 468,651 and currently the revenues of the company are 476,294. After analyzing the revenues of the company, it can be stated that revenues of the company have increased from the following years. Gross profit of the company in the year 2011 was 106,903, in 2012 the gross profit was 111,516, in 2013 gross profit of the company was 116,354 and in 2014 the gross profit of the company reached by 118,225. Gross profit of the company has also increased with an increase during the following years. The company is facing increase in gross profit in following years and this is expected to increase. Discussing about the net income which excluded the common was at 15,355 in the year 2011. Net income was 15,720 in 2012, in 2013 this net income was 16,947 and in 2014 the net income was 15,878. Despite the issues and strict scrutiny against the company for violating the labor law standards and other issues, the company has still maintained to retain the financial performance of the company. The company has increased income along with gross profits of the company (Market watch, 2014).
Projected income statement for the company is present that explains the expected revenge and sales of the company to increase by the year 2013 (Bauer, 2010).

加拿大电子商务论文代写：核心市场

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加拿大电子商务论文代写：核心市场

sherpin市场包括市场包括航空航天、汽车四种，工业和汽车运动。核心市场是企业整体经营的基础，产生最大收益的核心是工业市场。虽然这三个部分都在持续增长。使用本公司的市场策略是利用整体设计以特定的方式（奇尔德豪斯Childers的变体，et al.，2002）。组织的总体业务策略是提供解决问题的方法。每一个订单都要经过能力阶段，然后满足自己的要求（原始设备制造商（OEM）），它还包括一些与生命周期相关的阶段。下面是不同的sherpin包括以下市场的简要介绍：

航空航天：传统的航空航天与企业业务相关的方法是传统的。在这种情况下，顾客是很重要的。在产品生命周期的过程中，新的订单是在关系因素的基础上实现的，原型是市场总销售额的5%（罗素，2008）。价格和交货是与速度相关的某些因素，它是基于客户的需求和兴趣而产生的敏感问题。此外，需求的性质一般是不可预测的，不可能有未来的需求模式。

这种情况下的价格不那么敏感，但需求不那么容易预测。虽然在同一市场的其他公司更有经验为预测从而抚平取消目的帮助。

加拿大电子商务论文代写：核心市场

Sherpin market consists of four different kinds of market which includes aerospace, automotive, industrial and motor sport. The core market which forms the base for the overall business and leads to the generation of the maximum revenue is the industrial market. Though there has been consistent growth in all the three segments. The overall strategy used by the company for its markets is to capitalize the design in a specific manner (Childerhouse, et al., 2002). The overall business strategy of the organization is provide the solutions to the problems. Each and every order has to pass through the capability stage which then meet the requirements of the OWN (Original Equipment Manufacturer (OEM) and also it includes a number of stages which are related to the life cycle. Below is the brief details of different kinds of market of Sherpin which includes the following:

Aerospace: The traditional approach of the aerospace for the processes related to the undertaking of the business is traditional. In such a case the customers are quite important. During the process of the life cycle of the product the newer orders are achieved on the basis of the combination of the relationship factor where prototype is 5 % of the overall sales of the market (Russell, 2008). The price and the delivery are certain elements which are related to the speed and it is there by a sensitive issue based on the customer demands and interests. Also, the nature of the demand is generally not predictable and it is not possible to have the future patterns of demands.

The price in this case is less sensitive but the demand is less predictable. Though the other companies in the same market are much more experienced in order to help for the purpose of the forecasting so as to smoothen the call off.

加拿大论文代写：线性回归模型

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加拿大论文代写：线性回归模型

两种方法都有各自的优缺点。线性回归模型应该在数据连续不断地增加或减小的情况下使用，在线性基础上形成线性模型，当数据非常复杂且不能以线性模式绘制时，逻辑回归模型是合适的。因此，线性回归模型更适合于不那么复杂的数据，而logistic回归模型更适合于复杂的数据(业务统计，2010)。

或者，如果线性回归模型的精度系数与logistic回归模型的精度系数相差很小，或非常小，则应以精度系数的形式表示。然后使用线性回归模型，但如果存在较大差异，则应使用logistic系数。

给定数据集的定量方法

通过分析给定的数据集,可以说,线性回归模型是适合给定的数据集。因为它可以说精度系数线性回归模型在商品成本是0.9657 0.9939逻辑回归模型,同样,操作成本分别为0.8585和0.8839,利息成本分别为0.8974和0.9006,和销售分别是0.9653和0.9940。因此，线性回归定量模型适用于给定的数据集。

统计分析

对给定数据的统计分析如下:

数据的依赖性问题

在给定的数据中，数据依赖是一个问题，因为数据不是完全依赖的。提供数据的实体不是固定的。数据可能有出入。数据也很波动。我们来看看利息成本。利息成本的曲线不是很波动，但它没有依赖性。

加拿大论文代写：线性回归模型

Linear Regression Model vs. Logistic Regression model
Both methods have their own advantages and disadvantages according to the needs. Linear regression model should be used where the data are continuously increasing or decreasing by forming on a linear basis, which forms a linear look while the logistic regression model is appropriate when data is very complicated and can’t be drawn on a linear pattern. Thus, the linear regression model is more appropriate for the less complicated data and logistic regression model is more appropriate for the much complicated data (Business Statistics, 2010).
Or, it should be expressed in the form of accuracy coefficient if there is negligible or very small difference between the accuracy coefficient of the linear regression model and logistic regression model. Then linear regression model should be used but if there is a large difference then logistic coefficient should be used.
Quantitative method for the given data set
By analysing the given data set, it can be said that the linear regression model is appropriate for the given data set. As it can say that the accuracy coefficient for linear regression model in Cost of goods is 0.9657 while of logistic regression model is 0.9939, same way, for the operating cost it is 0.8585 and 0.8839 respectively, for Interest Cost it is 0.8974 and 0.9006 respectively, and for the sales it is 0.9653 and 0.9940 respectively. As the results say the difference between the accuracy co-efficient is negligible, thus linear regression quantitative model is appropriate for the given data set.
Statistical Analysis
The statistical analysis of the given data is as follows:
Dependency Problem with the data
There is a problem with the data dependency in the given data as the data is not purely dependent. The entities for which the data is provided are not fixed. There may be discrepancy in the data. The data is also very much fluctuating. Let’s look at the interest cost. The curve in the interest cost is not very fluctuating but it has no dependency.

加拿大数学论文代写：净现值

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加拿大数学论文代写：净现值

净现值：NPV（净现值）投资评估方法是接受项目，积极npv.npv通过贴现现金流出和流入的资本投资项目选择的目标投资回报率或成本获得的值（这里是资本即WACC加权平均成本）。虽然净现值法在技术上优于IRR，计算更简单，但仍有缺点。它比资本收益率长期难以计算（ROCE）或投资回收期方法。这是净现值法的一个主要缺陷，非会计人员或对账目和财务基本了解的人很难得出NPV的最终准确数字。它的计算包括找到准确的贴现率。折现率的1%甚至2%的微小变化会在很大程度上扭曲结果。

内部收益率（IRR）的投资评估方法是接受那些IRR（净现值为零的比率）超过目标收益率的项目。

当现金流是传统的（即第一次负现金流，然后是正现金流）时，这通常是有用的。如果在几年内现金流是正的，然后是负的，然后又是正的；IRR方法可能会产生不同的结果。此外，它还考虑了资金的时间价值和项目现金流的所有时间。

另一方面，它没有考虑到项目中任何变量变化的敏感性。IRR完全忽略了投资的相对大小。

折现回收期：折现回收期（以年为单位），是指从资本投资项目的适当资本成本折现现金流入等于现金流出的时间。

加拿大数学论文代写：净现值

NPV: The NPV (Net Present Value) method of investment appraisal is to accept projects with a positive NPV.NPV is the value obtained by discounting all cash outflows and inflows of a capital investment project by a chosen target rate of return or cost of capital (here it is the weighted average cost of capital i.e. WACC). Even though the NPV method is technically superior to IRR and simpler to calculate, but it still has its drawbacks. It is lengthier and harder to calculate than Return on Capital Employed (ROCE) or payback period methods. This is a major drawback of NPV, and non-accountants or people with just basic understanding of accounts and finance find it hard to arrive at a final and accurate figure for NPV. Its calculation involves finding an accurate discount rate. A slight change of even 1% or 2% in the discount rate can distort the results to a great extent.

IRR: The Internal Rate of Return (IRR) method of investment appraisal is to accept those projects whose IRR (the rate at which the NPV is zero) exceeds a target rate of return.

This is mostly useful when cash flows are conventional (i.e. first negative cash flows, then a stream of positive cash flows). If in some years cash flow is positive, then negative, and then positive again; there may arise different results from the IRR method. Moreover, it considers the time value of money and all of a project’s cash flows.

On the other hand it doesn’t take into account the sensitivity of change of any variable in the project. IRR completely ignores the relative sizes of investments.

Discounted Payback Period: Discounted Payback Period (expressed in years) is the time it takes the cash inflows discounted at an appropriate cost of capital from a capital investment project to equal the cash outflows.

 

加拿大地理学论文代写：开采铜矿

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加拿大地理学论文代写：开采铜矿

南方铜业是公认的最好的纯铜公司之一，在多元化经营方面取得了成功。众所周知，南方铜业公司从事许多不同的活动，包括提炼、冶炼、生产、勘探和开采铜矿以及其他一些位于智利、墨西哥和秘鲁的矿产（阿尔维斯，2011）。不仅活动多样化，地点也多样化，与悬崖自然资源相比，公司更加多样化。它是在浮选的参与，为钼和铜的生产加工和开采铜矿石精矿，随着铜冶炼生产阳极铜和精炼铜阳极对阴极铜精矿的产量，随着其精制而成的银。众所周知，该组织在全球生产铜方面排名第五位。此外，该组织是生产其他矿物如煤、银、铅、锌（takakuwa，2011）。进行操作的方式也极其多样化。这是因为采矿作业的分支机构是通过若干子公司的参与进行的。
关于产品销售所获得的收入，众所周知，铜是推动2013第一季度收入达到77%的主要因素。不管亚洲在全球铜消费量中占65%。这被称为约17%的总收入的南方铜业公司（米特拉科波洛斯赚，2004）。

加拿大地理学论文代写：开采铜矿

Southern Copper is known to be one of the best companies of pure copper and has been enjoying success in terms of diversification. The corporation of Southern Copper is known to be engaging in a number of different activities that include refining, smelting, producing, exploring and mining copper along with a number of other mineral situated in Chile, Mexico and Peru (Alves, 2011). Not only the activities have been diversified, the locations have been diversified as well that make the corporation more diversified in comparison with Cliffs Natural Resources. It is known to be having an involvement in the flotation, milling and mining of copper ore for the production of molybdenum and copper concentrates, along with concentrates of copper being smelted for the production of anode copper and to refine the anode copper for the production of copper cathodes, along with silver in its refined form. The organization is known to be ranking at number five for the production of copper all across the globe. In addition to this, the organization is known to be producing several other minerals as well such as silver, coal, lead and zinc (Takakuwa, 2011). The ways in which the operations are conducted are also extremely diversified. This is due to the fact that the branches of the mining operations are conducted through the involvement of a number of subsidiaries.
With respect to the revenue earned by the sale of product, copper is known to be the dominating factor for driving revenue at 77 per cent in the first quarter of the year 2013. Irrespective of the fact that Asia represents 65 per cent in the consumption of copper all across the globe. This has been known to be approximately 17 per cent of the total revenue earned by the Corporation of Southern Copper (Dimitrakopoulos, 2004).

加拿大工程学论文代写：垂直力

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加拿大工程学论文代写：垂直力

其中，c＝临界阻尼比，m＝模型质量，a =模型加速度
通过使用这些公式，人们发现垂直力在桥的跨度上是随机变化的。在这座桥上，拥挤的密度提供了2人/平方米，但据观察，平均为1.7人/平方米，开始困难的走过这座桥。它是假定这些故障对桥梁工程专业，但特别难吸收，事实上，这种现象已经不是只有这一次观察到的光是显著的（结构安全2000-01）。由此得出结论：横向同步励磁现象与技术创新无关。这种现象可以发生在任何地方的任何设计或桥梁，如果横向频率低于1.3赫兹装载足够数量的行人。这座桥的钢结构由于桥上意外的荷载或力而失败，尽管这座桥的估计和假设是现实的。因此，这种故障在自然界中是罕见的，只发生于意外因素，如千禧桥、行人在临界跨度时产生的意外力量。
必须将失败作为学习的机会，因此，在今后的项目中不可重复伦敦千禧桥结构中的关键漏洞。如前所述，收集的信息可以用来建造一座更好更坚固的桥梁。人群结构相互作用模型是识别新结构特别是悬索桥中任何漏洞的最好和最简单的方法。此外，还可以利用某些预防措施来避免此类问题。伦敦千禧桥的问题经过适当的解决后，91阻尼器的结构，可以有效地吸收垂直和横向振荡。从那以后，同样的事情也取得了成功，这一点从类似事件的不发生中就可以明显地看出。

加拿大工程学论文代写：垂直力

Where, c= critical damping ratio, M = model mass, A =model acceleration
By using these formulas, it was found that vertical forces vary randomly over the span of the bridge. In this bridge, the crowed density was provided 2 people / m2, but it was observed that on average of 1.7 people / m2, there started difficulty in walking over this bridge. It is assumed that these failures for the bridge are significant for the engineering professions but particularly difficult to assimilate in the light of the fact that this kind of phenomenon has not been observed for none other than this occasion (Structural Safety 2000-01). This is concluding that the phenomenon of lateral synchronous excitation is not linked to technical innovations. This kind of phenomenon can be occurred anywhere in future on any design or bridge if the lateral frequency is below 1.3 Hz loaded with sufficient number of pedestrians. This bridge steel structure failed because of the unexpected loading or forces on the bridge, though the estimation and assumption for this bridge were realistic. Therefore, such kind of failures are rare in nature and only occurs due to unexpected factors such as in case of Millennium bridge, the unexpected force exerted from pedestrians on critical spans.
The failures must be taken as an opportunity to learn, thus the key loopholes identified in the structure of London’s Millennium Bridge must not be repeated in the future projects. As stated earlier, the information gathered can be utilized to construct a better and stronger bridge. A crowd–structure interaction model is the best and easiest way to identify any kind of loopholes in the new structures, especially suspension bridges. Moreover, certain precautions can be utilized and incorporated to avoid such kind of problems. The problem of the London’s Millennium Bridge was adequately solved after the fitting of 91 dampers so that the structure can effectively absorb both the vertical and lateral oscillations. The same has been successful ever since, which is clearly evident from the non–occurrence of the similar issue.

 

加拿大论文代写：谷歌的人力资源管理

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加拿大论文代写：谷歌的人力资源管理

为了确保谷歌有效的人力资源管理，对所有成员的职责和职责的文件进行了连续的交叉核对。许多会议与主任工程师进行，最后报告被创建。
谷歌为员工提供在职培训。这包括课堂培训，部门会议，由著名交友讲座。除此之外，管理团队还提供软技能和硬技能的培训。
谷歌的成功取决于生成混沌和精确相关输出之间的关系。它的人力资源团队专注于鼓励员工，使他们能够参与公司的成长，成为有效团队的一部分。谷歌的人力资源部确保在任何情况下都不会雇佣员工（价格，2011）。
为了确保员工的价值和他们的意见给予重视，定期会议是TGIF的名义下，每周都会举行，这是“感谢上帝，今天是星期五。”这次会议是由所有的组织的高级成员参加和他们讨论什么已经过去一周发生（Ivancevich，1992）。他们彼此分享秘密信息，一般不公开。在这些会议上，人力资源管理部门与其他员工讨论他们在整个星期内所做的产品。他们的成功有讨论，也有问题。在此基础上，进行分析，以确定他们的错误。

加拿大论文代写：谷歌的人力资源管理

In order to ensure effective Human Resource management at Google there is continuous cross check of the documents which describe the roles and duties of all the members. A number of meetings are conducted with the head engineers and the final report is created.
Google provides on the job training for its employees. This includes the classroom training, departmental meetings and the lectures by the famous personals. In addition to this the management teams also provides training on both soft skills and hard skills.
The success of Google is dependent upon the sustenance of both the generative chaos and that of the precision related output. Its human resource teams are concentrated towards the encouragement of the employees so that they can participate in company’s growth and be the part and parcel of the effective teams. The Google’s HRM Department make sure that in no case, its employees are harnessed (Price,2011).
In order to ensure that the employees are valued and their views are given importance, regular meetings are held every week under the name of TGIF, which stands for “Thank God It’s Friday.” This meeting is attended by all the top members of the organization and they discuss whatever has happened over the week (Ivancevich,1992). They share the secret information with each other which does not gets public generally. In such meetings the HRM discusses with the other employees about the products which they have worked over the entire week. There are discussions over their success and also there problems. On the basis of that, analysis is done in order to determine their mistakes.

加拿大康乐管理论文代写：战略规划

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加拿大康乐管理论文代写：战略规划

Kenneth r . Andrews的策略是提供一个“概念性的框架来考虑挑战经理的顾虑，将他的担忧分解为额外的可管理的单元，并为一个可能在逻辑上排名和评估的系列提供建议。”另外两个可管理的单元被称为SWOT分析。Kenneth Andrews模型的初始阶段是研究外部环境，以确定公司的机会和威胁(OT)。其次是组织的内部环境，以确定其优势和劣势(SW)。通过这些评估，经理似乎决定了在财务上引人注目的战略选择。然而，对他来说，经济上的吸引力是不够的，SWOT不是一个策略。
相反，战略师应该考虑一个组织的立场，事实上，它的管理层关心的是，从成功的战略中，必须要有总经理的价值观，部分原因是战略管理的成就依赖于他们的个人奉献。最后，对于肯尼斯·r·安德鲁斯来说，这是社会责任。他认为，在他们制定战略之前，总经理必须问问他们的公司应该得到什么样的社会。
伊戈尔·安索夫的战略规划是一种形式化的战略管理工具，代表着规划学校战略的观点。规划学校把战略规划看作是一种办公室程序，在这种过程中，一套详细的过程被执行，从那获得一种情境评价强制制定适当的策略。批评人士认为，那些追求规划学校的公司可能会变得非常静态，因此，有一个管理“群体思维”的威胁(Ansoff,h . Igor,1991)。此外，外部环境和内部环境预测的问题是棘手的，它的动机来自于自上而下的，没有任何附属的投入到战略管理。规划学校侧重于那些抽象的可扩展的系统，包括对战略决策能力的补充，从而回应评论家关于环境可预测性和不变性的论点

加拿大康乐管理论文代写：战略规划
Kenneth R. Andrews’s approach of strategy was to provide a “conceptual framework for thinking about the concerns that challenge the manager, splitting his concerns down into extra manageable units, and advising a series in which they might be logically ranked and assessed. Two of the additional manageable units are referred as SWOT analysis. The initial phase in the Kenneth Andrews model is the study of the external environment to determine a company’s opportunities and its threats (OT). Second is the internal environment of the organization to determine its strengths and weaknesses (SW). Via these evaluations, the manager looks to determine strategic choices that are financially striking. However, for him, being financially attractive is insufficient, SWOT isn’t a strategy.
Instead, the strategist should consider what an organization stands for and in fact what its management cares about since a succeeding strategy must boom with General Managers’ values, in part due to the fact that the accomplishment of the strategic management relies on their personal dedication. Finally, for Kenneth R. Andrews, comes to social liability. He thinks that before they could plan strategy, general managers must ask what society deserves from their companies.

Igor Ansoff’s Strategic Planning are formalized strategic management tools standing for the Planning School perspective of strategy. The Planning School assumes strategic planning as an office procedure where a detailed set of processes is pursued and from that acquires a situational evaluation mandatory to create the suitable strategy. Critics have argued that those companies who pursue the Planning School could come to be very static and as a result, there is a threat of managerial ‘groupthink’ (Ansoff, H. Igor, 1991). Furthermore, issues of the external environmental and internal environmental predictions are tricky and that it’s motivated from the top-down enable no subsidiary input into the strategic management. Planning School focuses on those systems that are abstractly scalable, include supplementary zing to the capability of strategic decision making, hence responding to the critic’s arguments of environmental predictability and invariability.

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essay代写：管理多样性

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加拿大essay代写：管理多样性

管理多样性和平等性出色的管理，有组织维持其多样性的一个重要原因，因为一个包容、多元、平等的社会将更加有利于所有具有更少的冲突和差异（平等和多样性，2008的情况下）。一个更重要、更利于优秀管理实践的多样性和平等的原因是因为当组织把每个人尽管他们的根是不同的平等，组织设置的道德负责人认为平等的多样性为每个人的权利更重要的一个例子。道德责任不仅是为组织也为员工参与，平等对待每一个人。一个正在庆祝多样性的社会和组织可以邀请和吸引更多有才能的人一起工作，也可以保持组织良好和健康的良好意愿。这些组织是不同的类型，但他们引以为傲的是让公众知道自己，也宣传他们管理多样性的做法，并给予每个人平等的待遇，而不是歧视任何人的基础上的任何因素，区分他们。
支持多样化的员工可以帮助组织完成并参加社会义务和满足。这使得组织更加道德强大，创造更宽容的员工，员工学会放下分歧，集中精力解决共同的问题，并帮助社会上更成熟、更具社会凝聚力和繁荣的人们（Parry和泰森，2013）。
从商业角度考虑多样性管理，可以看出，当企业接受不同的劳动力并以平等的方式管理它们时，它们更有可能吸引最广泛、最开放的人才。这会对组织产生巨大的效益，当一个多元化的员工队伍，可以处理不同客户提供卓越的服务，并能根据不同客户的不同需求（Mujtaba，2009）。员工更容易发挥和提供他们最好的大部分任务。

加拿大essay代写：管理多样性

For managing and excelling in diversity and equality management, there is a strong reason for organisations to maintain their diversity, because an inclusive, diverse, and equal society will be more beneficial to all having less conflicts and differences (The case for equality and diversity, 2008). One more important and beneficial reason for being excelling in the diversity and equality management practices is because when the organisation treats everyone as equal even though they are diverse in their roots, the organisation is setting an example of being morally responsible for being the one who considers equality of diversity as the more important right of every human. Moral responsibility is not just for the organisation but also for the employees involved to treat everyone with equality. A society and organisation where diversity is being celebrated can invite and attract more talented people to work with and can also maintain a good and healthy good will of the organisation. The organisations are of different type but they take pride in making themselves known to the public and also advertise their practices of managing diversity and offering equal treatment to everyone and not discriminate anyone based on any of the factors that differentiate them.
Supporting a diverse workforce can help the organisation to complete and attend to its social obligations and fulfil those. This makes the organisation more morally strong, create more tolerant employees, the employees learn to let go off differences and focus on resolving the common problems, and helps to deliver more matured, socially cohesive, and prosperous people in the society (Parry and Tyson, 2013).
Considering diversity management from a business perspective, it is observed that when business accepts a diverse work force and manages them in an equal manner, they are more likely to attract the best of talent that is widely open and diverse. This can have tremendous benefit to the organisation when a diverse workforce can handle a diverse customer base and can deliver exceptional service depending on the diverse needs of a diverse customer base (Mujtaba, 2009). The employees are more likely to perform their best and offer their best in most of their tasks.