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代写论文-新西兰狮啤酒公司在印度开展业务的分析

代写论文-新西兰狮啤酒公司在印度开展业务的分析。该项目报告是基于a公司制定领导和沟通策略,公司名称为“狮啤酒、烈酒和葡萄酒”,总部位于新西兰,希望在印度建立业务,扩大业务运营。项目报告的主要目的,是着重了解在全球化的商业环境中所需要的领导能力和沟通技巧,以及在全球商业环境中所创造的挑战。项目结束时,建议公司在印度成功开展业务,并遵循必要的要求,以便解决在印度开展业务的问题。

A flexible plan is made by the company in which the cultural adjustments between the countries are made. For the export business with India, Lion Beer, Spirits & Wine New Zealand has to take care of the working structure and nature in India as it is planning to set up its manufacturing units in India. India is a developing country with lots of resources and opportunities for companies to grow. India has abundant supply of cheap labour which makes the cost of production low for the company. However there are lot of challenges in doing business with India as there are cultural differences between the countries and there is also a lack of training and development facilities. The labour that is available has to be chosen with focus as most of the labour is unskilled (Martin, 2013). There are many ethical issues like child labour, corruption, disposal of wastes etc. All these issues have to be solved with the strategically focussed leadership strategy. This strategy makes leaders enable to adapt to the change which sometimes become beyond the control of the organisation. Leaders at Lion Beer, Spirits & Wine New Zealand should be efficient in dealing with the change and should adopt change management. The leaders should develop skills to handle the political environment in India which creates many challenges for the business. The leaders have to make a team which is efficient enough to select the skilled labour and to train and motivate them to work for the company. Different training programs can be conducted like the job training program which will make the employees learn about the real processes of manufacturing alcoholic products. Following are some of the points of strategically focussed leadership strategy which helps in setting up a successful business in India (Martin, 2013).
Goal setting and developing a positive team
The company should set a goal at first for the business in India and should make culture of India a priority. The company should recreate and refocus on the group of employees and develop a team environment. When a team is strong, it will set up a strong business in the market. This makes a powerful impact on the workers and helps in gaining their confidence to which makes the work easier (Darling & Beebe, 2007).
Share the goals and objectives with the team
This leadership strategy involves sharing the goals and objectives of the team and the company with the whole team everyday so as to develop a team spirit and to motivate the employees for performing in a better manner. It guides the employees at which direction they should move. It makes them feel as if they are the significant part of the organisation and encourage them to work hard. The leaders of Lion Beer, Spirits & Wine New Zealand should use the language which is understood by the workers and made them feel connected with the company. This removes the language and cultural barriers between the countries and their businesses. The company should take up initiative to celebrate the Indian festivals at the workplace and should also provide holidays at Indian festivals which would eradicate the differences of culture between the countries (Hedman, 2016).
The leaders should take care of the laws and legislations which are made by the government of India to protect the rights of the children and there should be no child working in the company and also the rights of workers in the company should be taken care of. These discussed points will help the company in meeting the challenges to develop business in India (Cameron, 2012).

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新西兰代写-三重底线模型的三个要素

新西兰代写-三重底线模型的三个要素。三重底线模型包含了公司发展底线的三个要素。一种是衡量公司利润的传统方法。这是公司的一个典型底线,在这个底线中,有形的利润和亏损都被计入了过程中。第二个因素是人的因素。这是关于如何考虑到本组织人员对行动的社会意识。第三个因素是行星账户(Sanchez, 2015)。这是对人们如何对环境负责的测量。因此,三重底线的三个因素是人、星球和利润因素。

The company tries to understand the impact of the people action and profit requirements on the planet and try to determine a middle ground approach that would be beneficial for all stakeholders involved in the operation. The companies in this model try to develop a balanced scorecard approach in measuring with what the people have got and what they would like to achieve in the future. The companies measure the impact of their social and environmental endeavours and try to act as a socially responsible organization (Sanchez, 2015). In this process, there is mixing of the tangible profit requirements of the company and the final social consciousness of the company. It enables the people to learn about the growth as well as be socially responsible in the process. Each of the three principles of people, planet and profit are analysed and the company then formulates its own process from this assessment. The companies use these three factors and develop their own paradigm requirements and approach to address these clauses. This is used as a formula to develop unique models.
Other Considerations
Some of these models would be overlapping with one another, and it is because the most basic aspects of these models and their objectives are usually aimed at the same thing. It is critical to use this while applying the models to understand the sustainability situation of SIA (Sanchez, 2015). For instance, consider how the Triple Bottom line and cooperative models can be represented hand in hand. In the triple bottom line model, the economic elements, the environmental element and the people element are all integrated. The environmental element refers to the different ways the business can operate in ways that it has minimal impact on the environment and sustains and supports the regeneration of natural sources. Economic sustainability of the TBL refers to the form of economic burden that is raised by the business to the environment and people, and also could be used to understand how economic operations could be sustained within the organization in a least impact way. Similarly understanding the people aspects would be helpful to prevent conflictsbecause of organizational impact on society (Boiral & Henri, 2015). The cooperative models helphighlight how different players become critical for the same aspects represented by the triple bottom line. According to the cooperation model, it will actually be helpful to understand how the different aspects of TBL, such as people, environment and economic aspects could have an effect on one another. Coordination will add to benefits in the overall interaction.
Results, Analysis, Conclusions and Recommendations
Here, data from the past annual year CSR reports of Singapore Airlines would be taken and a benchmark analysis would be conducted by comparing against best practices in the industry based on the different models identified above. Secondary research data analysis of the sustainability reporting and initiative of SIA is also presented here.
Results
The sustainability report which is made use of here is the one that SIA has release for the time period of 2014-2015 and 2015-2016 (SIA, 2016). Screen shots of the reports are presented and some of the more concise details that could be discussed from the report based on the different models presented earlier are tabulated and presented.

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新西兰代写-库存数据的变化

新西兰代写-库存数据的变化。卖方在一定期限内购买或者生产但未全部售出的货物,应当储存备下一期限内销售。这是库存的累积。当库存变化为负时,意味着由于商品和服务的高需求,库存正在出清(Evans & Honkapohja, 2012)。此外,如果计划中的库存下降,这意味着这些公司预计下一时期将出现需求不足。因此,他们故意清理库存。在2009年和2010年,美国清理了大量库存。这是因为它在全球危机期间面临需求不足。2011年库存下降累计库存较少。2012年和2013年库存再次大幅下降,2014年下降幅度较小,2015年再次大幅下降,2016年下降幅度较小。因此,可以说库存数据的变化反映了澳大利亚的不断波动。

The Table 6 (Appendix) represents contribution of change in inventories to the GDP growth of Australia. The contribution of change in inventory to growth not only just fluctuated, it also had positive and negative impact on growth in the alternative years. The contribution of inventory to the growth declined slightly over the years, as reflected by flatter downward moving trend line.

When goods and services are sold in the foreign market, it is export for the home country and when anything purchased from foreign market, and then it is known as import of the home country (Argy, 2013). The Table 7 (Appendix) represents the export and import expenditure of Australia during 2009 to 2016, along with trade surplus.
The trade surplus of Australia was significantly higher in the 2009. In the next year, it started to decline and in 2011 the country faced severe trade deficit and the deficit increased further in 2012. After an improvement in the trade deficit, the trade surplus became positive in 2014 and at present year the country has been experiencing a significant trade surplus. The deficit in trade has taken place where the import curve exceeds the export curve in the following diagram.

Table 8 (Appendix) presents the export and import data of Australia. Import always has negative contribution to growth rate as currency is going out of the economy. However, the negative impact was severe during the 2010 and 2011.However, the export has major negative contribution to the growth in 2015 and contribution by export was higher during 2012 and 2013. However, at present, the contribution of export is improving.

The components of Aggregate Expenditure together measure the Gross Domestic Product. The contribution to yearly growth is given in Table 9 (Appendix).
Since 2009, the GDP growth has steadily increased and became highest during 2011 at 1.1 index points. The contribution of AE to the growth rate or the GDP growth rate itself fluctuated in the following years, as shown by the cyclical curve. The trend line also indicates that the contribution to Growth is increasing over years, as the trend line is relatively steeper in the upward direction.

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新西兰代写-公司激励理论对员工绩效的影响

新西兰代写-公司激励理论对员工绩效的影响。公司可以通过创造团队建设活动的感觉来提高员工的绩效(Brown and Capozza, 2016)。这样可以提高员工的整体士气,提高员工的绩效。这可以提高人们的热情水平,增加他们对公司的承诺。一旦达到这个目标,员工通常会寻找他们在公司的增长潜力。这种增长水平是公司的强制性需求。这是一个棘手的水平,因为它要求员工的功能和创造性(道尔顿,2013)。这些都是公司需要解决的难题。其次是公司文化的发展。人们发现,相互不信任会在运营中引发问题。这源于责备文化和员工的挫折感。这是基于公司的文化。员工没有任何动力。这将导致它们在所有操作中受到影响。任何文化上的改变都应该促进员工的积极性。这将为参与运营的整个利益相关者带来好处。这些问题需要解决,以提高效率和优化公司的绩效。

The first implication of this leadership is the low morale that exists in the company. This is the most important cause of poor leadership (Paulus and Brown, 2003). The employees will be misdirected or uncertain about the operation of the company. Poor communication adds to this issue of the company. These failures would cause the company to develop negative employee performance and would lead to overall lower morale. This poor leadership would eventually cause the company to develop higher employee turnover. The workers must be motivated and the culture of innovation along with respect must be fostered in the company (Biddle, 2013). This would lead to a downward spiral. This frustration is observed in Peter and Dave. These people are the euphemism to the larger issues that are pervading the company.

The recommendation that is developed for the company efforts must be fostered towards ways to improve the leadership, change in culture and bring in more motivational factors for the growth of the company.

It is imperative to understand the Maslow Hierarchy of needs to understand the Individual needs in the organization. The managers can use this theory to understand about the system. The first level of motivation is the physiological needs of the individuals. These are the basic needs that are obligatory for the individual to sustain. This can be addressed by providing the employees with the basic salary and tangible remuneration. The next level is the requirement of safety requirement (Overbeck, Correll and Park, 2005). A certain level of safety should be promised to the people for them to stay in the company. Constant uncertainty such as lay off or automation can reduce the level of functioning by the company. The third level is the requirement of belonging. This impacts the overall morality to be down. The company can improve the performance of the employees by creating a sense of team building activities (Brown and Capozza, 2016). This can improve the overall morale of the people and increase the performance of the employees. This can improve the passion level of the people and increase their commitment to the company. Once this is reached, the employees typically look for their growth potential in the company. This level of growth need is compulsory by the companies. This is the tricky level as it requires the employees to be functional and creative (Dalton, 2013). These are difficult levels that necessaraily to be addressed by the company. The model has certain innate limitations. This can be used as a guide to help the people reach their potential.
Dissatisfaction is called the “hygiene factors”. As an inception step, the company must fix the poor company policies (Avolio, Kahai and Dodge, 2001). These must be changed in the culture. The culture must reflect the respect and the dignity for the team members of the employee. Providing of the job security can help the employees to perform. The next step is to create the condition for the job satisfaction (Skinner et al., 2009). To create the satisfaction, the company should factor in the motivating factors that are associated with work (Herzberg, Mausner and Snyderman, 2011). This is known as the job enrichment. This must recognize the people contribution. These theories must be used to ensure that a growth is entailed of the employees (Brewer and Silver, 2000). These are formula theories that must be used by the company to bring in changes.

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代寫-消費者服務設計系統的研究分析

代寫-消費者服務設計系統的研究分析。混合系統是必須創建的主要系統。必須確保這是一個基於經常光顧該場所的消費者而建立的流動模型。這是主要的要求。此外,餐廳需要更多的資金,以確保更有凝聚力的運作流程。除此之外,激烈的商業競爭也在增加(Fick和Brent Ritchie, J1991)。公司需要使其更具吸引力,以滿足消費者的需求。據估計,這些變化將增加消費者惠顧和更廣泛的受眾細分。

In the Warehouse Café, the patients are provided with the services. However, it is observed long wait time exists. This indicates that many people want to improve in the wait times. The consumers are the main stakeholders who engage with the outpatients in the process. The journey of the people is not purely isolated in this factor. The wait times need to be significantly reduced in the process (Freitas and Barros, 2016). In this schema, certain patients that require ambulance transport, which shows a further service interaction is needed. These aspects of the service design need to be improved. This can be improved by focusing on the parking facilities and the main reception. The patients need to have better access to the facilities. These are important factors. It is deemed that the overall service interaction will be improved from this process. In this factor, the other emotional factors of the consumers are impacted. The waiting time increases the anxious factor of the patients and plays an integral role in how their emotions are developed. They tend to feel overlooked and it increases the overall anxiety level in the restaurant. This is found to be evident even during peak times. These impact the overall morale of the consumers and the employees. There is a need for a more robust system in place to make the patients feel that their needs are welcomed by the people. This would increase the overall morale of the place. This was the overall emotional state that was observed in the place.
Joe Wakefield (Name Changed) said,
“On arriving to the restaurant, I spent over 20 minutes circling the place to find a decent parking spot. The parking is very difficult. It also made me wonder if I needed to visit the restaurant or look for another place to eat. Then I went inside and had to wait for a really long time. The other patients were also impatient made me feel even more anxious. I am generally nervous when visiting the doctor and this added to the anxiety level. I wish the receptionist called on me early. But I guess their system did not give them the leeway to make exceptions”.
Aaron Rogers (Name Changed) said,
“I did not get much information. I actually assumed that the food would also incorporate meat. This was not in the menu. I felt the waiters to be slightly judgmental or maybe I was. Overall I felt uncomfortable for wanting to eat regular everyday food.”
It is evident that the resource limitations were the main reason for the employees and the patients to suffer. A more robust system is needed to address the requirement of the consumers and for the employees to function more effectively. Hence, the resource management aspect needs to be probed. The ways in which the help desk functioned were observed. This was done to understand the reasons for the patient services. Therefore, the most important aspect that needs to be considered is the disparity that exists in the service offering, which is made by the patients. All the consumers in an ideal scenario require all the people to have equal service participation. However, this is not the case with all the people (Oh, 1999). One of the ways in which the customers can be aided is by having the appropriate string of operations.
The first area that needs to be considered is based on the resource constraints. In an outpatient appointment, around 20 minutes is needed to cater for each consumer. There is a single line waiting area that needs to be improved. An increase in the consumer inflow is observed during certain times. This causes the people to be impacted in the process. During certain times of the day, the consumer inflow is higher. In some cases, a single receptionist is made to cover more than one patient at a time. It is very evident that the number of consumer who needs to be serviced is higher than the personnel’s. This can only lead to more issues than solutions (Saleh and Ryan, 1991). A better queuing system is needed. The management of the customers is dependent on the queuing of the consumers.

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代寫論文-反對使用權力的論據

代寫論文-反對使用權力的論據。當談判在很大程度上取決於擁有和行使權力時,在真正的產品和服務方面的競爭力應逐漸下降。貨物應減少改進。提供服務和所有活動的目的僅僅是創造和攀爬到權力可以支配的地位。使用權力最重要的影響是,強制要求企業在其活動中盡可能保持公平、道德和道德的法律已經過時。法律要求企業的行為必須公平。當權力被無意或有意地使用時,就會發生一種未被察覺和評估的違約。這削弱了商業立法的相關性。

Perhaps in a situation where one desires to donate his time or money out of genuine desire of support or help, there seems to be no power and its relevance (Hougaard and Bjerre, 2002). In charity, power is absent to a large scale and it defies the profitable nature of power assumed in for-profit corporations. In some sections of healthcare, power has limited usage and relevance, because the service provided by the doctor is bound by his ethical commitment to save lives and is not indulged into practices that violate the very spirit of healthcare provision. Even in small rural villages, there may be only one doctor for a patient. Sometimes power plays no role in the negotiation. In such situations, saving the life of the patient is the utmost and foremost priority of the doctor, nothing else.
In some conditions of controlling the use of power in upstream partners, trust is more useful and of value than power. For example, when a small supplier is negotiating with a large buyer for rendering services, if the small supplier uses trustworthy behaviour and remains genuine to his commitment and wins the trust of the large buyer, it can be an advantageous situation (Cox, 2004). Behavioural imposition is important for the supplier to be used on most terms as trust may win a good contract in favourable terms that power will never be able to. It is always recommended that the buyer or supplier who is in a weaker position uses trust foremost as a weapon to secure a favourable contract because it does not cost much to be trustworthy. When trust is becoming obsolete in global markets, it could be converted into the best instruments to secure a long term client who can continue to be associated for decades.
The Guanxi factor which refers to social relationships and connections is another factor of redefining a contractual relationship. When relationships are strong, long-lasting, trustworthy, and transcendent in their conduct and secure for both, there can be less use or even inclination to use power to negotiate a contract. When strong power is used to dominate a contractual relationship, it can possibly destroy the bond and also invite an unwanted stigma to the company. Hence, it is always useful to refrain from using too much power and instead use as much trust as possible as a genuine tool to secure long term contractual relationships, where mutual benefits are shared and a win-win situation is secured by both entities.

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代写价格-组织中玻璃天花板的持久性

代写价格-组织中玻璃天花板的持久性。在分析普外科领域时承认,尽管普外科领域的女性人数有所增加,但总体领导职位的女性仍然存在“玻璃天花板”。在研究中,他们发现,传统的性别角色、他们的支持、工作中的思维定势和性别歧视,以及缺乏适当的导师,是玻璃天花板持续繁荣的三个主要因素。

The existence of glass ceiling takes a different shape. It is seen as more of a burden now than before. The utterance or emergence of glass ceiling objections by women is not seen as self-advancement through victimhood. Sometimes it even could be true that it should not become a norm and a stamp against women for misusing the law in favour of them. For example, there have been instances where women have used glass ceiling as a reason to make self-advancement for her further progress when she was undeserving of the position (Johnson and Ridley, 2008).When women are allowed the flexible working, they find that they have not matched the minimum work ethics benchmark and lack professionalism (Chanania, 2016). These instances where women misuse the law to secures her interest by unlawful means have made glass ceiling a complex and fractured concept. Men at workplace often see it as self-advancing when a woman complains about being discriminated. It is the same thing happens when men actually discriminates against a woman. Thus, in retrospect, glass ceiling had a turbulent past. From being a genuine case against women’s discrimination, it has come to attract a view of annoyance. Its use is also associated with selfish motives of women and misuse of the law. Although there can be no denial of the fact that there has been no one who has never misused their privileges including men, the strengthening of the view that only laws favouring women are being largely misused by them is also one kind of a bias.
To analyse the sector of general surgery, Zhuge et al. (2011) admits that despite the increase of women in the general surgery segment, glass ceiling is relevant and existent for women in gross leadership roles. In the study, they observed that traditional gender roles, their support, and mind set and sexism at work along with lack of appropriate mentorship are three main contributors to the persistent and thriving of glass ceiling. Traditional gender roles is the most common and rigid barrier that remains today. It is the most adamant and inflexible reason for the existence of glass ceiling. Acker (2009) too, asserts that there is an invisible but rampant existence and usage of glass ceiling for women at workplace. Women from racial and minority ethnicity are more under-represented at workplace. This indicates the existence of silent racism where innovative reason of “lack of skills and knowledge required for the vacant position” may be dominant in their use. Falk (2004) in her research about the existence of glass ceiling for women concluded that women represented only about 15% of the total top executive positions and even less in the management roles. This shows that glass ceiling that had been assumed dying was not so the case, it existed more innovatively with more power to the management in smart discrimination. The irony of the results lied in the fact that despite the menace of glass ceiling almost 20 years before, it existed and thrived more succinctly in organisations.

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代写论文-告知性别化市场更好的包容做法

代写论文-告知性别化市场更好的包容做法。性别化市场需要更好的包容和赋权做法。这将确保妇女以与男子同等的权力参与市场。在劳工链内有许多分工,妇女作用的价值没有得到明确的界定。现有的性别刻板印象和权力失衡可以通过重新定义这些角色来解决。

For instance, in the case of technology market, the technical capacity of women could be improved. This will help improve their productivity and skills and also redefine the role of the women in the technology market. Accessibility to finance and related services can be improved, so that women are financially independent. Women must be given access to the needed market information and should be trained to reach out to ways for supporting their business ideas and ventures directly. Legally, different countries might have some constraints in equality when it comes to land or deed ownerships. Empowerment could also mean that these inequalities in legal structure as pertaining to the market should be addressed (Christian Aid, 2016). This will help women have better legal status in the market.
Gender transformative market development approaches are seen to be an integrated form of women empowerment (Christian Aid, 2016). Women empowerment is the key to address issues of gendered markets (Singhal, 2003). These programs for instance tackle the power dynamics of women in their households and also that of their power roles in the free market. This is done by training women for strategic leadership positions that in the past were under the dominant hold of just one gender. There are prevailing norms on how women should engage within the markets. These norms are stereotypes in essence and these norms are challenged. These norms have to be challenged as their acceptability has introduced a sexually salient abuse to take place on the trade floor. Levin (2001) in a work and occupation journal uses ethnographic data based research to prove this point. The data is collected from a trade commodities floor in a Midwestern exchange. The exchange is a male dominated place and here the different repertoires of gender were observed during peak time and lean time. Firstly, in the case of high market activity, it was necessary for the market to appear aggressive and during this time, the focus was on handling pressure in a gender-neutral way. On the other hand, during the downtimes, it was observed that there were jokes made on women in a sexualized way. A gendered workplace is created in the way women are discriminated during the downtime as compared with the uptime. Levin (2001) states an overt gendered logic and a covert gendered logic emerges in such a workplace, both of which are threatening to the stakeholders of the place. Such a gendered market should hence be transformed from their prevailing norms. A better redistribution in roles has to be managed between man and women, and women must be engaged in better decision making as well.
Removing the focal decision-making power with respect to revenue from a gendered viewpoint will give better empowerment to women. This will transform how market services will be delivered to women or will be delivered by women. Such a gender transformative market has to be backed up by a legal system and governance that advocates better participation of women in the market.
Better accounting systems have to be developed in order to incorporate the role of women in domestic households. The gendered market systems tend to ignore this role, but in its restructuring, it is essential to include the role of women. This can be done by attributing specific monetary values to the tasks done by women. This could be any task in household, such as providing care services or product related services. Giving a monetary value to the household activity is one way to include women and their contributions in the labour force. For instance, in Gahan, the Seneglese women contribute to about 84 percent in household work. This is not reflected in their labour rate. The labour estimate for Senegalese women is around 34 percent. Thirty four percent of market value is not the true estimate. When a way to calculate monetary estimates for household labour as manual labour or services is formulated, then the percentage contribution of women to the labour market increases. In the globalized world, a better system of rating would hence be possible to include women and their services. These recommendations are not just for the developing nations, it is also developed nations that have to focus on improving income disparity.

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代写assignment-跨文化交际的策略

代写assignment-跨文化交际的策略。跨文化交际是指人们如何互动、交流、说话和感知周围的世界。在工作场所,这意味着理解不同的习俗、信仰和沟通策略。与跨文化沟通相关的策略,这些策略对组织中的员工/客户沟通是有用的。

Strategies for cross cultural communication are:
By keeping an open mind when interacting.
By practicing active listening.
By maintaining a personal touch.
By having some knowledge of the people belonging to different cultures.
By understanding cultural diversity.
By developing awareness of different individual cultures.
By respecting the differences and avoiding stereotypes.
2) Within hospitality we need to be acceptable, have awareness and an ability to meet dietary needs linked to customers that may have personal dietary preferences. What would you adapt or modify to meet the different dietary preferences of potential customers? List 3 and explain how the adaptations implemented by you would benefit your enterprise.
Product adaptation means the modification of the existing product so that it can suit the diverse customers and markets. Therefore, an adaptation strategy is considered as an important tool that should be employed by the companies for ensuring that the product meets the requirements and regulations of culture (McShane and Von Glinow, 2011). Some of the adaptations are:
Customer research: It helps in improving gaps in the current product specifications to make it more appealing.
Export Research: It helps in providing new markets for the existing products through understanding the potential impact on the business.
Competition: It helps in analysing the product specifications offered by the competitors and also helps in responding to the competitive threats.

How can a manager initiate and encourage open communication and discussion about diversity issues? (This should include strategies to assist and coach staff in ways to accept the diversity of customers and colleagues)
Some of the recommended steps for managers are as follows:
The assessment of the diversity at the workplace through Employee Satisfaction Survey
The development of the diversity workplace plan that is comprehensible, attainable and measurable
The implementation of the workplace plan through personal commitment of executives and managerial teams
The utilization of the diversity training to shape the diversity policy
Involving the workers to devise and apply diversity plans and take part in the diversity initiatives at the workplace
4) How can a manager capture ideas and information from the diversity in the workplace to enhance products and service and to gain a competitive advantage?
The diversified workforce helps in bringing high value to the organizations in the context of high productivity and maintaining the competitive advantage. The diversity is helpful in educating the customers about the rules and regulations followed by the company and making up the diversified culture to help to enhance the quality of the products and services of the company.

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新西兰代写-南方能源的电力需求预测

新西兰代写-南方能源的电力需求预测。南方能源(Southern Energy)正处于决定是否新建一座燃气发电厂的过程中。这座发电厂将专门为伦敦附近一个工业园区的一大制造业集群服务。未来5年的发电成本通过将生产的电力卖给工业园区的企业而产生的收入,发电成本因变量,天然气价格(需预估未来天然气价格)天然气价格(每立方米- m3)。替代燃料价格(PF,一种衡量其他可发电燃料(主要是石油和煤炭)价格的综合指数。全球经济环境的总体变化,以全球国内生产总值(GDP)的变化来衡量电力需求预测等。

In base scenario, it has been assumed that the conditions which drive the price of alternative fuel and trend for electricity demand will persist. The GDP change measure has been taken 1.5% per quarter.
Conditions that drive prices for alternative fuels and the trends of electricity demand in the industrial park will persist in the near future.
Southern Energy also assumes that global GDP change measure will be 1.5% per quarter
The multiple R for Gas demand is 0.4113 while the Multiple R for electricity price is 0.60864809. The multiple R states that gas price is tracking more closely than the electricity demand (Cohen, 1988).
The r square means coefficient of determination, for G it is 26% while for E it is 37%. This indicates that 26% o and 37% movements of both G&E is due to demand.
The adjusted r square will be always lower than r square as it is adjusted for the error of taking estimated price
The standard error in single index model is the SD of the residual value.
Comment –
Df stands for degree of freedom and the result is used for t-tests and f-test
Sum square and the Mean square are also used for the same tests (Kroeger & Weber, 2014).
The F valus is to determine the significance of regression analysis (Jennings, 1997).
Coefficient is intercepting the value of alpha using single index model. The P value indicate that there is 12 % chance n case of alpha and 67% chance in case of E to obtain the coefficient an conclude value. Therefore, we conclude that chances of obtaining co- efficient value are more for E than G (Demidenko, 2008).
The x variable indicates beta. The probability of getting this value of beta is more for E than G (Demidenko, 2008).
For base scenario, forecast has been calculated by multiple regression analysis.
In base scenario, the demand has been forecasted by using multiple regression models. The same model has been implemented for faster and slower growth scenario thereon. The faster growth rate scenario assumed that the global demand will increases and it would lead to higher price of alternative fuel and GDP rate. The slower growth rate predict lower price and GDP growth rate.

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