标签存档： 加拿大论文代写

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).

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.

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.

加拿大论文代写：加拿大留学如何选课

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加拿大论文代写：加拿大留学如何选课
以往学习课程都由学校安排，到了加拿大读大学突然就有了选课的权利，一时有些手足无措。选啥课好呢？我选这门课的话能拿高分么？大一党怎么合理安排课程呢？这些问题，每个初到加拿大的学生都会遇到，但是大部分的小伙伴们似乎都找不到答案，下面高阶加拿大论文代写网的小编就为大家梳理一下加拿大留学如何选课。
1、分清必修选修
加拿大大学是学分制，也就是说什么时候修满了学分你就可以毕业。在网络选课系统中，会有Calender，里面详细显示着你需要学习的必修和选修的科目要求，要多花时间研究需要学习的科目，这点很重要。一定要看清毕业的各项要求。
2、分清难易程度和主次课程
所有课程分为四个level或者更多。第一个level最简单，最后一个level最难。对自己的大学生涯提前有一个长期规划分清主次课程尤为必要。有些课程只会在一年中的某一个学期开课，你也要抓紧在这个特殊的学期修掉，否则会等上数个学期或者一整年，从而影响到毕业时间。前导课就要尽量安排在先，否则就无法修后面的课程。
3、合理安排课程
大一要尽量选择一些简单的课程和简单的教授。要十分的了解自己的优缺点、强势科目。
4、认真选择教授
在加拿大，一般来说一门课会有不同的教授来教，每个教授的自由度很高，授课方式和评分标准不同，同一个同学在不同的教授那里取得的成绩可能有非常大的区别。因为每个教授的评分结构是不一样的。
在这里要提醒大家，选课是很重要的，直接关系到各位亲的GPA，而GPA这个东东，又直接影响到各位亲的升学和求职就业。
选课的重要性—影响GPA
有技巧的选课可以让你的大学GPA非常的“漂亮”。留学生在大一要选一些相对简单且适合自己的课程，在培养自己形成迎合加拿大教育体制的学习方法的同时，保证自己可以顺利完成大一的过渡，拿到“漂亮”的GPA。
GPA的重要性—影响升学、求职
高阶加拿大论文代写网的小编必须要强调一下GPA的重要性，从National Association of Colleges and Employers (NACE) 在2013年对超过200名的雇主的调查结果来看，67%的公司表示他们会根据GPA来筛应聘人的简历。各方面条件都符合，但因为不理想的GPA而失去机会的案例也比比皆是。很多世界著名的企业如General Motors,Ford, John Deere, Caterpillar等等在校园招聘时也都会问及申请人的GPA。也就是说，尽管你是名校出身，但GPA过低也很难找到体面的工作。
所以说，在加拿大，GPA对未来申请硕士或找实习／全职工作时都起着举足轻重的作用。如果你想得到好成绩，选课的功劳占到一半。许多中国学生会认为，“拿到好成绩”和“学到真本事”是两回事，但好的选课技巧，完全可以帮助你兼顾这两点。

加拿大航空航天工程学论文代写：坠机事件

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加拿大航空航天工程学论文代写：坠机事件

坠机事件发生后立即，许多个人，新闻的公司，并在情况如NTSB开始寻找事故的根本原因，不同的利益相关者。在事件发生时，许多猜测浮出水面是什么原因造成的实际事件。在最初的猜测，机械误差据说是根本原因（GRED，2013）。过了一段时间后，赫芬顿邮报在其网站上发布了一份报告说，坠毁是由自动油门机制的故障，这可能没有提供足够的动力主机中止着陆。到那时，NTSB调查已经排除了由机械误差引起的崩溃的可能性。然而，当时大部分的猜测都把飞机失事的责任归咎于214航班的飞行员。一些猜测表明飞机驾驶员缺乏经验。然而，韩亚航空公司官方发言人拒绝这样的声明说，飞行员有上千小时的飞行经验（琼，2013）。而它的原因仍然还不清楚，国家运输安全委员会也发表声明，当时失事是由飞机没有得到足够的电力中断登陆造成浏览器崩溃。

而NTSB报告需要相当长的一段时间提供确切的结论到底是什么原因导致的崩溃。有些事情当时已经知道了。在失事当天，214号航班采取了航空业所谓的“硬着陆”，而着陆跑道之前还不多见。得出的结论是，飞行214实际上是飞行速度比所需的着陆速度慢，它走得更远，因为它达到阈值。飞机在离跑道80英尺远的地方坠毁了。根据韩亚航空公司和美国国家运输安全委员会的报告提供的数据，死亡和受伤的发生最关键的人坐在214航班的后端（威廉，2013）。NTSB已经延期2013年12月11日审理而发表的声明，调查尚未得出结论。

加拿大航空航天工程学论文代写：坠机事件

Instantly after the crash incident took place, many individuals, news companies, and different stakeholders in the situation such as the NTSB started looking for the root cause of the crash. At the time of the incident, many speculations surfaced regarding what caused the actual incident. In the initial speculations, mechanical errors were rumored to be the root cause(Gred, 2013). After some time, the Huffington Post posted a report on its website that said that the crash was caused by the malfunctioning of auto throttle mechanism, which probably did not provide enough power to the main engines to abort the landing. By that time, the NTSB investigation has ruled out the possibility of the crash being caused by a mechanical error. However, most parts of the speculations at the time were placing the blame of the crash on the pilots of the flight 214. Some speculations were made to suggest that the pilots of the plane were very inexperienced. However, the Asiana Airlines official spokesperson rejected such statements and said that both the pilots had thousands of hours of flying experience(Joan, 2013). While the reason for it wasn’t still clear, NTSB did made the statement at the time that the crash was caused by the plane not receiving enough power to abort the landing and ended up crashing.

While the NTSB report takes quite some time to provide exact conclusion about what really caused the crash. Some things were already known at the time. The flight 214, at the day of the crash, took what is called in the airlines industry a “hard landing” and it was little before the landing strip(Brigham, 2013). It was concluded that the flight 214 was actually flying on speed slower than the required landing speed and it went further slower as it reached the threshold. The plane finally crashed when it was still 80 feet short of the landing strip. As per the data provided by Asiana Airlines and the NTSB reports, the fatalities and most critical injuries occurred to people who were sitting in the rear end of the flight 214(William, 2013). The NTSB has adjourned the hearing about the case on 11 December 2013 while made the statement that the investigation was yet to conclude.

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.

加拿大滑铁卢大学论文代写：可再生能源

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加拿大滑铁卢大学论文代写：可再生能源

安大略省可再生能源联盟的成功最初是由政策制定的短期目标所做出的贡献。随着时间的推移，挑战开始出现，反对派声称开始增长。在技术进步的全球化时代，所有国家的电力行业不仅至关重要，而且是这个国家经济增长的基础(Rowland 185 – 207)。当电力为所有人管理时，它就会导致需求与供应之间的协调。然而，今天的需要是完全从碳排放向没有碳排放的部门，以及其他国家。然而，如果政策制定者不考虑管理这些政策并使其稳定而不是在本质上是动态的，那么对脱碳的要求仍然是一种愿望。稳定有助于政治问题得到解决，解决政治问题是评估反碳化的关键途径(安大略省能源部)。如果政策制定者和政府不考虑政策适用的个人的挑战和抱怨，可再生能源政策将完全失去控制。

从这个角度来看,本文得出结论:政策制度提倡安大略省电力系统扩张提出了壁垒De-carbonization最初从中获得短期利益,但通过监控政策和发展他们按稳定性和灵活性使向零排放的碳,因为政治问题是靠边站了。

加拿大滑铁卢大学论文代写：可再生能源

 The coalition success of renewable energy in Ontario initially was the contribution from short term goals that were developed to be achieved by the policy. With time however when challenges began to appear, the opposition claims starting growing. In the globalized era with technological advancement, electricity sector for all nations is not only crucial but also the base of economic growth for that particular country (Rowland 185-207). When electricity is managed for all individuals then it leads towards alignment between demand and supply. However, the need today is to completely shift from carbon emitting even minutely to no carbon emitting sectors of electricity as well as others. The requirement however to decarbonize will remain a desire if policy makers do not take insight into managing the policies and making them stable rather than dynamic in nature. Stability helps political issues to get sorted and political issues being resolved is the crucial way by which assessment of de-carbonization can take place (Ontario Ministry of Energy). Renewable energy policies will be completely lost hold of by the policy makers and governments if they do not consider the challenges and complaints for the individuals on which the policy is applicable.
From this perspective, this essay concludes that the policy regimes advocating electricity system expansion in Ontario has posed barriers to De-carbonization with short term benefits gained from it initially but by monitoring policies and developing them as per stability and flexibility leads towards zero emission of carbon because political issues are sidelined.

加拿大代写essay：品牌资产

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加拿大代写essay：品牌资产

Yoo和Donthu的观点（2001）基于顾客的品牌资产（CBBE）是一个品牌在顾客心中的价值评估方式。值得注意的是，品牌资产可以提升盈利能力的小型和大型企业解决客户理解品牌的差距，为他们提供保证和CBBE模型中心，在顾客心中的价值。它促使公司根据定性的或一般的顾客印象来定义他们的品牌。
根据Washburn木板（2002）强大的品牌包括四个基本步骤，它们是通过建立品牌意识的宽度和深度，建立品牌，产生强大的品牌内涵，建设性和创造性的品牌联想，绘制建设品牌反应和与客户建立品牌关系。然而，实现这些步骤包括发展六品牌的基石，品牌表现、突显性、意象、判断、意义、感情、性格（Washburn和木板，2002）。最值得人即品牌共振发生时，所有其他品牌的基石是建立正确的品牌共鸣客户展示卓越的品牌忠诚度的方式，他们寻找的方式相互关联的品牌，也分享他们的满意度与他人（Vázquez，RíO &伊格莱希亚斯，2002）。
简而言之，它可以提到CBBE模型提供了一个衡量通过品牌评估品牌建设的尝试，其发展也可以配合研究计划指南。品牌资产模型的概念很简单，即为了建立一个强有力的品牌，组织有必要塑造消费者考虑和感受品牌的方式（凯勒，1993）。组织必须围绕品牌创造正确的体验形式，使消费者获得明确的建设性意见、观点、态度、观点和见解。具有强大品牌资产的组织必须引导他们的顾客比竞争对手购买更多的产品。他们还迫使他们的客户认为产品的已知，并产生更多的忠诚客户，而这些方式组织不可能失去客户的竞争对手（Swait，1993）。

加拿大代写essay：品牌资产

In the viewpoint of Yoo & Donthu (2001) customer-based brand equity (CBBE) is a manner of evaluating the brand value in the mind of customers. It is noteworthy that brand equity can enhance profitability in small-scale and large companies by addressing gaps in customers’ comprehension about a brand and providing them assurances and the CBBE model centres that worth in customers mind. It induces companies to define their brands as per a definite hierarchy of qualitative, or general, customer impressions.
As per Washburn & Plank (2002) a strong brand comprises of four basic steps, they are creating brand identity by setting width and depth of brand awareness, generating brand meaning by potent, constructive and creative brand associations, drawing constructive brand responses and building brand relationships with customers. However, attaining these steps comprises of developing six brand building blocks, brand performance, salience, imagery, judgments, meaning, feelings, and character (Washburn & Plank, 2002). The most worthy one i.e. brand resonance takes place when all the other brand building blocks are set up and with right brand resonance customers demonstrate a superior brand loyalty in a manner that they look for means to interrelate with the brand and also share their satisfaction with others (Vázquez, Río & Iglesias, 2002).
In a nutshell, it can be mentioned that CBBE model offers a measure through which brands can assess their development in brand building attempts and can also guide for mating research plans. The concept of Brand Equity Model is simple, i.e. for the purpose of building a potent brand, it is necessary for organizations to shape the way consumers consider and feel for their brand (Keller, 1993). Organizations have to create the correct form of experiences around the brand, so that consumers get definite constructive opinions, outlook, attitudes, views and insights about it. It is imperative that organizations with powerful brand equity induce their customers to purchase more from them as compared to their competitors. They also compel their customers to suggest the product to their known, and generate more loyal customers, and these way organizations have the less likelihood to lose customers to their competitors (Swait, 1993).

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.