英国essay论文精选范文:“浅谈丝绸之路”,这篇论文讨论了丝绸之路。古代的丝绸之路其实是一条经济贸易的通道,所有东西方的商品都可以在此进行交换。丝绸之路实际上并不是一条明确的路,只是一个通道,或是一个交流带,这个通道是东起中国、西达欧洲、连接亚欧大陆的交通带,极大地促进了欧亚非各国和中国的友好往来。
The Silk Road proposed by Li Xiofen mainly refers to a land passage between Europe and Asia, halfway through the hinterland of Asia, in the arid desert, Gobi and plateau from the oasis connected. In the middle there are lanes, such as starting from Xi'an by the Hexi Corridor to Dunhuang, in Xinjiang is divided into South, Central and North Road, which South and Central to Kashi and merged into a climb over the Pamirs after the plateau Central Asia. Through the Uzbekistan, Kyrgyzstan, Tajikistan, Turkmenistan, mainly in Central Asia two river basin, arrived in the Iranian plateau, and then to reach the Mediterranean coast. In fact, this line in the Chinese ancient books, "Sui Pei moment Biography" has been recorded, although somewhat different, but generally similar. The earliest proposed maritime Silk Road, or can be regarded as French scholar Chavannes, in 1903, he wrote in his book "West Turkic Historical Materials," said the Silk Road can be divided into two land and sea. In 1968, the Japanese three Long Takumi published "explore the Silk Road on the sea." In China, Chen Yan is the earliest concern and research on the Maritime Silk Road scholar, he was formally proposed in 1980, and then published a series of articles on the Maritime Silk Road article. India, Sri Lanka, Thailand, Malaysia, Indonesia, Brunei, the Philippines, China, South Korea and Japan, among other countries in the world, including Italy, Greece, Turkey, Egypt, Oman, Pakistan, India and Sri Lanka. On the grassland Silk Road put forward, there is no more a clear statement. Western scholars more referred to as the prairie road, in fact, is a natural grassland channel. Because in the Eurasian geographical environment, North Asia, cold tundra and sub-arctic coniferous forest, Central Asia and the Gobi Desert and mountains, only in the latitude of 40 degrees to 50 degrees between the mid-latitudes, is conducive to The east-west traffic of mankind. The area is just the grassland, west to Central and Eastern Europe can be connected to the south across the Altay Mountains can be connected to Xinjiang, to the southeast can lead to China's Central Plains region. On the Silk Road in China, the Chinese scholar Xu Pingfang in "Archeology on the Silk Road seen in China," the article mentioned four, one of the Han and Tang Dynasties through the Hexi Corridor to the Western Regions Road, which is silk The main route of the road, it is due to the Xinjiang Taklimakan Desert and Central Asia through a number of desert areas known as the Silk Road desert route; Second, the Prairie Silk Road in northern China; Third China Sichuan, Yunnan and Tibet southwest Silk Road; Fourth, China's southeast coastal maritime Silk Road. From the Eurasian East-West cultural exchange channel, now more recognized Silk Road has three routes: the desert oasis Silk Road, Silk Road and the Silk Road on the prairie. A true complete description of the three Silk Road scholars to the number of famous Chinese and foreign exchange history expert Huang Shi, he in 1991 for the China Silk Museum exhibition drawn a network of the Silk Road full map, this map Huang Shi has a paper, by his consent Included in the "History of Chinese silk," a book. Southwest Silk Road, from Sichuan to Tibet, Nepal and arrived in India, or Dali into Myanmar. But since then it can be divided into two, all the way north to Central Asia, into the desert Silk Road, the other way south connected to the sea Silk Road. The maritime Silk Road is an important reason for the formation of the Arab maritime navigation technology, including shipbuilding technology, sailing, as well as the accumulation of marine knowledge. At the same time, people's further understanding of marine knowledge and navigation tools innovation, especially the compass application and mapping, making the sea Silk Road sailing more smoothly. The Silk Road is formed in the background of the development of world civilization. From now, the formation and development of the Silk Road can be divided into three major stages of the grassland Silk Road to the early Iron Age to the early days of the desert and oasis Silk Road Warring States mainly to the Han and Tang Dynasties and the sea Silk Road-based period of the Song and Yuan Dynasties. As early as 5,000 years ago, the world's ancient civilizations have taken shape, ancient Egypt, ancient Babylon, ancient India and China four ancient civilizations located in the world, in Europe is Minoan and Mycenaean civilization. But the people of this period of grassland almost nothing. When the whole world into the Bronze Age, these areas of civilization are relatively concentrated in the middle is a transition zone of civilization, and cultural exchanges to choose the most convenient ways to rely on nomadic grasslands to carry out, so people on the vast expanse of grassland The nation began to understand. On the Eurasian steppes, from east to west, there are activities of their presence. 2000 years ago, the East and West, respectively, there were two major things, the formation of the Silk Road, the desert line caused a huge impact. On the west side is the rise of Alexandria and the Roman Empire in the East is the period of the Han Dynasty Zhang Qian Tong Western Regions. In 336 BC, Alexander conquered and ruled the whole of Greece. Then he began the campaign against the East, wiped out the mighty Persian Empire, and occupied most of India. From the beginning of the Han Dynasty, located in the Eastern Han Dynasty gradually strong, on the one hand they frontal war with the Huns, on the other hand also in conjunction with other tribes siege the Huns. In 139 BC, the emperor sent Zhang Qian to the Western Regions, but Zhang Qian was a Western region was imprisoned by the Huns, fled several years later Changan. In 119 BC, Zhang Qian once again to the Western Regions. This time, Zhang Qian and his deputy, soldiers and other 300 people, carrying cattle and sheep million, gold coins from tens of millions of Chang'an, arrived in Wusun (now Xinjiang) after the deputy to send, deputy to Dawan, Kang Habitat, Tai Yuet, big summer and other countries. In this way, a desert in Gobi through an oasis of the Silk Road together on the basic form. Once the channel is formed, we all begin to take advantage of this channel. The state-led military forces also began to manage and maintain the smooth flow of the Silk Road. The territory of the Tang Dynasty is more vast, the establishment of the four major provincial government, around the border operation, are strongly in the protection and management of the Silk Road. This situation has been the rise of Arabia, especially in the high-Xianzhi after World War II, the Tang Dynasty abandoned the operation of the Silk Road, Central Asia into the hands of Islam, the desert oasis Silk Road gradually decline. From the Tang Dynasty, the western China gradually split into several sphere of influence, the Central Plains court unable to control the Silk Road. At the same time, China's economic center of gravity to the south, the maturity of coastal ports, the southeastern region of the sea trade has become very active. The rise of the Silk Road on the sea during the Tang and Song dynasties could be seen from a large number of wrecks in the South China Sea. 1998, is late Tang to the early Five Dynasties Blackstone shipwreck in Indonesia near the waters of Belitung Island waters, of which China reached more than 67,000 pieces of porcelain. In 2003, the Indonesian waters near Java was found when the five generation of the sunny wreck ship, of which there are tens of thousands of pieces of Zhejiang Yue porcelain. In addition, the Chinese sea also found a large number of the Southern Song Dynasty shipwreck, such as the famous South China Sea 1 belongs to the early years of the Southern Song Dynasty, Huaguang reef 1 belongs to the middle of the Southern Song Dynasty. Although the discovery of these wrecks without silk, but does not mean there was no silk, because the sea passage in the Sui and Tang dynasties when the main bulk cargo transported is silk. By the Song and Yuan Dynasties, the export of porcelain gradually become the main goods, therefore, people also call it "sea ceramic road". Silk Road is an economic and trade channel, all the East-West goods can be exchanged here. In the Silk Road period, bronze, glass, wool, wheat and jade spread; to the desert road, it is a lot of silk, gold, silverware, glass, wine; to the sea Silk Road, a variety of cloth, spices , Porcelain, dyes, etc. are here to exchange. Therefore, some scholars have put forward different titles, such as jade road, ceramic road, spice road, but not comprehensive, not in a word. 想要了解更多英国留学资讯或者需要留学生作业辅导,请关注51Due英国论文代写平台 ,51Due是一家专业的论文代写机构,专业辅导海外留学生的英文论文写作,主要业务有医学Essay代写、Essay代写、paper代写、assignment代写、英国工科毕业论文代写。在这里,51Due致力于为留学生朋友提供高效优质的留学教育辅导服务,为广大留学生提升写作水平,帮助他们达成学业目标。如果您有论文代写需求,可以咨询我们哦。
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英国essay论文精选范文:“浅谈会计信息失真”,这篇论文讨论了会计信息失真。会计信息失真,即以虚假的经济业务事项进行会计核算,提供虚假的信息。在利益的驱使下,编造虚假会计信息的现象屡禁不止。虚假的会计信息大大削弱会计为经济管理服务的功能,扰乱了经济秩序,给人们带来重大的经济损失。
Accounting information is an important basis for the country to carry out economic reform, formulate economic policies and carry out macroeconomic adjustment, accounting information distortion will play a negative role in the national economic development. The former Prime Minister Zhu Rongji in the "rectification of accounting work order of the three chapters," stressed that: "enterprises and institutions must be built according to law, but also to ensure the order of accounting work and the quality of accounting information," Thus, a careful analysis of accounting information distortion causes and Harm, and then take the appropriate countermeasures, has a very important significance. Business leaders in order to pursue personal and corporate reputation and to maximize the economic interests of enterprises, regardless of the country's laws and regulations, authorized accounting staff to take unfair means, the subjective fabricating false accounting information, defrauding public trust, and the state The export tax rebate, tax cuts, tax exemptions and other preferential policies in order to achieve the purpose of its pursuit of improper interests. The quality of accounting personnel is not high performance in three areas: one is the political quality is not high, cannot adhere to the principles, subject to pressure from the leadership; the other hand, poor quality, accounting personnel cannot participate in the relevant departmental organization training and continue Education, master the new accounting standards and systems, resulting in the use of accounting subjects and accounting irregularities are not standardized, the accounting statements cannot be provided in real terms, the number of serious inaccuracies; on the other hand, individual accounting staff of low professional ethics cannot be strict Their own, weak legal concepts, knowledge of law. Financial personnel as a member of the enterprise, living in the enterprise, to accept the unified leadership of business leaders in the economic interests attached to the enterprise, so the implementation of accounting oversight functions, there is no relative independence, often in a passive position, The implementation of accounting oversight functions there is a fear of the heart, fear of offending the leadership, forced to laid-off, worry, this is the accounting staff encountered a very difficult problem. According to the requirements of the socialist market economy, the audit of the financial results of enterprises by the accounting firm and other intermediaries, but by the CPA personnel strength, the impact of professional quality, resulting in objective external supervision disadvantage. As the state attaches great importance to external auditing, the intermediaries have developed rapidly. Some intermediaries have been trying to solicit business for a wide range of reasons. They have adopted unfair competition methods, lowered audit fees, relaxed relationships, relaxed the audit standards, To provide false audit reports, that is not fully play an objective and impartial oversight role, but also disturb the provisions of the audit market, violated the law. At present, China's accounting laws and regulations is not perfect, law enforcement does not purchase strictly, the accounting staff and related personnel lack of legal supervision mechanism. In recent years, although the development of a number of financial accounting laws and regulations, but the reality needs to examine, not perfect and sound, some provisions of the poor operational. At the same time, in the accounting information distortion of the law enforcement process there are many lax place, there is no law, which is often greater than the harm caused by the lawless. First of all, the accounting data is the basis of the Inland Revenue Department taxation, accounting information distortion, inaccurate data thus calculated taxes are not accurate, the taxpayers do not have enough tax implications, long-term in the past will result in a large number of tax and state-owned assets loss. Second, the introduction of every economic policy is based on real accounting information, because the accounting information distortion, making the accounting information distortion, cover up some of the contradictions need to be resolved, likely to cause the Government's economic policy bias, Leading to the national macro-control cannot achieve the desired effect, disrupting the normal order of the national economy. The enterprise's capital comes from the investor and the creditor. Because these stakeholders are not directly involved in the enterprise management, the enterprise information becomes the basic basis for their understanding of the enterprise's financial status and operating results. Distortion of accounting information affects their investment interests and creditor's interests, so that investors can not get a real return or a low rate of return. While also affecting the public interest, so that public investment errors, thus affecting social stability. The true accounting information is the reflection of the enterprise's operating condition and operating results. The accounting information is distorted, which reflects the false income and inflated profits of the enterprise. Thus easily lead to more leading cadres, workers and more points, eat the phenomenon of spectroscopic, over time, will lead to a large number of business losses, affecting their own survival and development. Distortion of accounting information to corruption, bribery and other illegal acts and provide a hotbed of bad atmosphere. False accounting information is easy to be used by more units and individuals in the society to seek illegitimate interests or illegal incomes, thus contributing to the occurrence of social unhealthy tendencies and corrupt behavior, damage the image of the party and government and hinder the healthy development of the market economy. Through the improvement of accounting regulations, so that the accounting work to follow the rules and regulations, combined with the development of market economy, the actual situation, timely modification, and constantly improve to ensure that the laws of their own scientific and rigorous, Pay attention to the implementation of the various rules and regulations, with particular attention to the law and the convergence of law enforcement to avoid confusion, so that accounting regulations more practical, operable, blocking the legal loopholes in accounting distortion. In addition to vigorously promote the "Accounting Law of the People's Republic of China", and increase the implementation of accounting law, so that the accounting work of the whole society into the legal system, and standardization of the track. The accountants in the current units are appointed directly by the managers of the units. The accountants do not have a relatively independent status. Because of the interest drive, the interests of the accountants are inclined to the enterprises, and this management system is not conducive to giving full play to the accounting supervision function. In view of this, accounting can be delegated system, the accounting staff to adjust for the outsiders, accounting staff to change the dependence on service units, so that it has a relatively independent position, excluding accounting staff to worry about. Accounting personnel can truly perform the functions of financial supervision, so as to ensure the authenticity of accounting information. First of all, the financial, taxation, audit and other departments are the use of accounting information functions, so these departments to carry out regular financial supervision, where conditions can be sent to set up "Chief Financial Officer." Second, we must vigorously develop the cause of certified public accountants, the emergence of certified public accountants is the inevitable trend of development of the socialist market economy and the main features of the future accounting statements of enterprises only certified public accountants to enter into force. At the same time, finance, taxation, audit and other functional departments to strengthen the management of certified public accountants, the only way to ensure the true accounting information. The overall quality of accounting staff refers to the overall quality, that is, including political quality, but also including professional quality, but also includes professional ethics. Knowledge and information of the times, for each operator and accountants are opportunities, but also challenges. The lack of the corresponding knowledge literacy, the same will affect the quality of accounting information. Therefore, the accounting staff should always organize business learning, learning the new system, discuss new issues, and continuously improve the level of business and work ability, but also for accounting personnel to carry out Marxism-Leninism, Mao Zedong ideological education. And to strengthen the accounting personnel to carry out professional ethics and financial law education, to establish a correct outlook on life, values. Only the overall quality of accounting personnel to improve the quality of accounting can be guaranteed, accounting information cannot be distorted. In short, accounting information distortion involved in all aspects, strengthen the management of accounting information distortion is a huge project. Therefore, we should be based on legal means, supplemented by economic and administrative means, and resolutely investigate and severely crack down on the use of false accounting information harm the interests of the state and the public behavior, to further improve the relevant measures to ensure the authenticity of accounting information and reliability. 想要了解更多英国留学资讯或者需要英文作业代写,请关注51Due英国论文代写平台 ,51Due是一家专业的论文代写机构,专业辅导海外留学生的英文论文写作,主要业务有英国硕士论文代写、Essay代写、paper代写、assignment代写、英国finance论文指导。在这里,51Due致力于为留学生朋友提供高效优质的留学教育辅导服务,为广大留学生提升写作水平,帮助他们达成学业目标。如果您有论文代写需求,可以咨询我们的客服哦 英国essay论文精选范文:“企业中的管理会计”,这篇论文讨论了企业中的管理会计。管理会计是将管理和会计这两者融合在一起的一门新兴学科。管理会计是为适应经济组织内部的经营管理而逐步形成和发展起来的,它的主要职能是通过建立各种内部会计控制制度和提供内部经济效益需要的各种数据、资料等,提供最优经营决策所需要的各种信息。管理会计理论的扩展促进了企业实践的发展,新的经济环境也促进了管理会计理论体系的发展。
At the beginning of the 20th century, the developed countries in the western developed countries were more and more aware of the importance of management accounting in the background of the continuous economic development in the process of actively carrying out economic construction and creating and applying management accounting. However, the cognition of management accounting in our country started from the 1970s. Therefore, the theoretical research on this field is not deep enough. In the process of operation, the management accounting has not got the correct cognition. This situation is not conducive to China's economic integration with the world economy in close cooperation, in this case, actively strengthen the management accounting in the use of enterprises in the study of great significance. As a new discipline, management accounting is the western developed countries, China's research on this theory still remain on the surface, and not enough in-depth study and constitute a unified system, the application of management accounting process, Related theories and measures did not form a tight and scientific system, more importantly, the application of the management accounting process can produce the role and practicality is not clear and in-depth understanding. At present, the research of management accounting in China's related fields mainly includes comprehensive budget, difference analysis, cost control and so on, and most enterprises do not apply this theory fully. Although a few enterprises Aware of the importance of management accounting, but in the actual operation process is only a simple application of management accounting, a serious lack of depth, this phenomenon has led to the function of management accounting can not be fully realized from a long-term point of view, China 's enterprises in the international economic competition to gain advantage. In recent years, China has gradually replaced the traditional planned economic system in the process of economic construction. In this process, China's economic development gradually presents the transformation of management mechanism and enterprise contracting. Thus, the process of modernization in China, every time the enterprise system reform is a major step forward. At the same time, the imperfection of price and financial system is the key factor that affects the enterprise to improve its comprehensive competitive power. It is noteworthy that, in order to continue to build enterprise development in the modern business development system, need to spend a lot of money and manpower, based on the efforts of a period of time to gradually realize. However, at present, the majority of enterprise managers in our country think that the less the investment is, the less the investment cannot be obtained. This will seriously affect the full play of management accounting function. , And even affect the wide application of management accounting. From the western developed countries, the application of management accounting experience, management accounting in the effective application of enterprises, can greatly enhance the economic efficiency of enterprises and core competitiveness, therefore, at this stage of our country in the process of economic construction, But also should increase the degree of application of management accounting, however, this process, we should first increase the theoretical knowledge of this research efforts. This is to start from the practice, with Chinese characteristics, the formation of management accounting theory to lay a good foundation. In recent years, the developed countries in the operation of enterprises, the management of accounting theory and application of continuous innovation, China can learn from foreign advanced experience on the basis of further excavation of its connotation, combined with China's business characteristics, the management accounting theory And builds a new management accounting standard on the basis of the effective combination of enterprise management characteristics. And in the process of guiding management accounting practice, it gradually builds and forms unified management accounting standards, laying a good foundation for guiding China's economic development. Mature and developed market economy system is the basic function of management accounting, that is to say, before the application of management accounting, should first build a sound corporate governance structure, modern enterprise management system and clear property rights. In this case, to promote the effective application of management accounting is an important internal driving force into a good macro-market environment. In the process of enterprise operation, to achieve rapid development, an important factor is a good economic and social environment, and the market economy environment cannot do without legal supervision. Therefore, in the new period, the relevant departments of our country should make full use of the supervision function of law, build an open, trustworthy and fair market economy environment for our country, and lay a good foundation for the effective implementation of management accounting. The construction of laws and regulations as a prerequisite for the effective application of management accounting, so the active improvement of the socialist rule of law system is essential. It is noteworthy that, at the present stage, in order to give full play to the function of management accounting, we should pay attention to the cultivation of talents in management accounting, and improve the quality of relevant personnel is essential in the process of socialist economic construction. . In summary, in recent years, the western developed countries in the process of actively carrying out economic construction, advanced enterprise development have increased the application of management accounting. In view of this, China's active in the process of building a modern economy, the relevant state departments and enterprises should increase the importance of management accounting, and in theory from the management accounting in-depth study, while summing up experience in practice, management The cultivation of accounting talents and the innovation of theory, laying a good foundation for the long-term sustainable development of our economy. 想要了解更多英国留学资讯或者需要英文作业代写,请关注51Due英国论文代写平台 ,51Due是一家专业的论文代写机构,专业辅导海外留学生的英文论文写作,主要业务有英国硕士论文代写、Essay代写、paper代写、assignment代写、英国finance论文指导。在这里,51Due致力于为留学生朋友提供高效优质的留学教育辅导服务,为广大留学生提升写作水平,帮助他们达成学业目标。如果您有论文代写需求,可以咨询我们哦。 对于在英国留学的中国学子来说,写作Essay、Assignment、Paper、Report等等这些英文论文时往往会觉得很头疼。这是因为对于国内学子来说,国外论文不仅样式多,格式也与国内的论文有着许多不一样的地方。那么,对于留学学子来说,如何才能写好一篇英文论文呢?不用着急,下面51due英国论文代写平台为大家准备了写作Term paper论文的相关技巧,希望以下相关技巧可以帮助小伙伴们提升写作能力哦!
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Abstract Quite a lot has been said and done about Business Ethics. Several studies have been conducted emphasizing on the importance of what and How in business environment. However there has been put quite little effort in describing in a unified term of what business ethics exactly asks. Nevertheless existing giant businesses have not been scrutinized of their ethical practices. This study is an attempt to investigate what ethics does Tobacco Industry practice. The case of Pakistan is taken to complete this research so as to check in absence of strict government regulations how responsible does the industry behaves. Cost Benefit analysis procedure for clarifying this ethical dilemma shows that in the absence of strong health hazard data the industry's overall functioning can be considered ethical under utilitarian school of thought. This is because the number of beneficiaries of the industry in a developing country like Pakistan is immense and the recognized harms are comparatively less. This thesis gives the real coaster effect when these results are revealed. However this is a deductive study that leads to further research questions and discovers new undiscovered ventures to explore. Introduction Ethics is mostly known as the study of decision making that while doing this considers the widely accepted moral standards. One of the ethical questions however is the ethical dilemma, in which an issue has two conflicting bur arguably valid sides. A classical ethical dilemma example can be of the debate on allowing the tobacco companies to advertise. If allowed to do so then that means encouragement of an unhealthy practice but on the other hand if they are not allowed to advertise then it is clear discrimination between rights. Similarly Employees have the right to privacy, but employers also have right to expect safe, competent behavior from employees. Now who is to decide the winner between employees choice of taking drugs or employers' liberty to let undergo their employees through drug tests? Many such ethical questions are faced by managers every day. The common theme in all ethical dilemmas is a clash between the privileges of two or more stakeholders over one another. Traditionally, the place of ethics in business practices has been to supply a decision procedure or some formal normative orientation. The place of ethical theory in the making of business decisions is problematic, and the symptoms are numerous. This can be seen, for example, in the difficulties authors of 'business ethics' texts often have in employing ethical theories to resolve or clarify issues of ethical or social concern. In my opinion the theories for resolving the ethical dilemmas themselves create an ethical dilemma. For instance some of the employees in the organization feel that there shouldn't be fixed working hours. As long as they are productive there should not be any restrictions on them regarding the time schedules. If we analyze this case under the two schools of thought i.e. Utilitarian and the deontological we will see that if the employees are productive without imposing the limit of fixed working hours on them i.e. the consequence of the proposition is positive then according to the utilitarian theory the act is ethical. While Deontological concept will take it as unethical for it will see it as breaking the laws and conventions of the organization It can be observed that presently accepted and practiced ethical theories posit strong foundations. In my opinion however these theories are of limited use in solving ethical problems. Their reliability and ability to be generalized can be challenged because they ignore certain aspects of morality and prefer others according to different situations that arise in different contexts. This study is devoted to resolve the conflict of deciding between what is and what is not ethical in the Tobacco industry. The theory chosen for the study is utilitarian theory which has two advantages over other alternative ethical theories as how to be applied in various business endeavors. Firstly as we know that business works for the motive of benefiting self and so does utilitarian theory defines morality i.e. morality is to prefer self interest as prime. Secondly utilitarian theory is analyzed by comparing the benefits and harms of a given option and this is how it again finds similarity with profit and loss in accounting and business. Since utilitarian theory is quantified with the help of cost-benefit analysis so the data is analyzed by using cost-benefit analysis model. The strive was to be able to resolve the ethical dilemma regarding the existence and functioning of Tobacco industry without creating an ethical dilemma through the process of resolving it. Business Ethics. Business ethics is a form of applied ethics that identify and solve the ethical and moral issues in the business environment. 'In the increasingly conscience focused marketplaces of the 21st century, the demand for more ethical business processes and actions (known as ethicism) is increasing' (wikipedia, 2007). Historically, interest in business ethics accelerated dramatically during the 1980s and 1990s, both within major corporations and within academia. For example, today most major corporations use alternate words such as social responsibility charters, corporate social responsibility etc to highlight the importance of social values and norms. Business ethics has to decide on ethical issues by looking through the lens of the employee, the enterprise or the society as a whole. Ethical dilemma It is the situation in which an issue has two conflicting but arguably valid sides. Ethical dilemmas continue to receive a great deal of attention from philosophers and management experts, who have developed a number of tools to guide managers through sometimes confusing and always difficult decisions regarding ethical dilemmas. However it is important to note that like the problem the methods for resolving this problem are also not absolute and agreed upon. Even the best models rarely lead to a single answer that is absolutely right, just or fair, but they do point the way to answers that seem more right, more just, or more fair than others Hosmer(1988 a). Principles of ethical analysis have their roots in normative philosophy, the study of proper thoughts and conduct, or how people should behave Hosmer(1988 b). Five commonly applied normative approaches are described as under. Deontology. Deontology depends on the intentions of a person making the decision or performing the act. A deontologist would disagree with the emphasis on outcome as the determinant of moral actions because consequences are generally indefinite and uncertain at the time the decision is made. Immanuel Kant (1724-1804) provided much of the base for understanding this concept in all eras. 以上为小编为大家整理的Dissertation写作指导范文,希望能够帮助到大家。更多英国it课程补习等论文辅导,可以关注51Due英国论文代写平台。51Due作为专业的留学教育辅导机构,专业辅导语言学论文代写、硕士paper代写、英国matlab作业代写,自2004年至今,坚持以学生为中心,全天候服务,为海外留学生完成了数万篇assignment代写、essay代写、report代写、dissertation代写等论文,以优质的英国代写服务赢得留学生的信赖,如有英国代写code需求,欢迎咨询我们哦 英国Dissertation代写论文精选:“浅析跨国企业选用外籍人员的因素及方法”,这篇论文主要讨论了跨国企业选用外籍人员的问题,针对这个问题,论文分析了其中的选用方法、选用因素以及选用过程中遇到的跨文化问题。
Introduction The world has become the global village and globalization has become an important tool for the organizations to be successful in this rapidly changing world. So the coordination between different cultures and people with different backgrounds is increasing in a different multinational organization day by day. So it is very important to study that how the organizations deal with the multicultural set ups within an organization. During the past few decades the rapid changes in economic, social and political environment of the world has led organizations towards the globalization. According to Harvey & Novicevic the increasing international activities and global competition resulted in increase in globalization. The process of recruitment and selection has always been very important in any organization. According to Dowling (1999) hiring and placing people in positions where they can perform effectively for the benefit of the organization is the goal of most organizations whether they are domestic or international. Heraty et al (1997) suggested that, in these new changing global condition increasingly, many organizations are transforming jobs into new structures which are more likely based on self directed work teams, made up of empowered individuals with the diverse background are replacing traditional specialized workers. So in this new challenging environment competition is increasing day by day and organizations need such personalities who can adjust themselves with the change. Burack and Singh (1995) also suggested that firms need adaptable people who can rapidly adjust themselves to the changing environment. So the people who are ready to change with the environmental changes always give advantage to the organization, and these kinds of people are very fruitful for the organization. According to ones and Viswesvaran (1997) in this rapidly changing world where the change is taking place every minute the organizations have been sending their members to other parts of the world to complete their assignments. According to Aycan and Kanungo expatriate is an employee of a business or government which is sent abroad to accomplish their organizational goals for temporary period which is more than six months and less than five years. International assignments not only give benefit to the individual expatriate but it also give the competitive advantage to the organization in the global environment. For many organizations sending of expatriate to the other countries to gain competitive advantage in global environment is the part of their overall human resource plan. (Caligiuri & Lazarova, 2001). So keeping in view the importance of an expatriate the selection process of an expatriate is also very important step for an organization. According to Dowling the failure of expatriate is due to the selection error. This tells that selection plays an important role for a successful expatriate. So with the changing world it is need to have such staff who can adjust itself with the change. In this paper an effort is being made to give the importance of selection techniques for expatriates within a multinational organization. Key purpose of study The world is globalizing day by day and now it is also called global village and specifically UK has become one of the biggest multicultural countries and there are a lot of multinational organizations working in UK With the changing world more of MNEs are sending their expatriates in other parts of the world to accomplish their goals and to gain competitive advantage in global world. As the selection is the most important step for any organization to choose its expatriate and it is always important for MNE’s to choose or select the right person for the given task. In fact an expatriate failure is often result of a selection error, and often compounded by in effective expatriate management policies. (Dowling Welch & Schuler, 1999). The key purpose of this study is to show the importance of selection techniques for a MNE when selecting an expatriate for an international assignment. Aims The aim of this study is to explore the proper selection techniques which can improve the performance of an expatriate and help him to retain. Objectives: To outline the factors that influences the selection of expatriates. To examine different selection methods used for expatriate selection. To discuss in detail, issues of cross cultural variation in selection process of expatriates. Hypothesis The hypothesis which is developed for this study is stated as below Without doing proper selection of expatriate much will be poor for the company and result in loss of company. Theory an overview There has been a lot of work done on selection techniques of expatriates in last couple of decades. Selection is the most important part of the success of any expatriate, and if the selection is not according to the needs of organization then the failure chances of expatriate. Dowling says that redirecting future performance potential when hiring or promoting staff is challenging at the best time but if operating in foreign environment certainly adds other level of uncertainty. So if the process of selection is beholds specific importance within a domestic organisation then it must have some extra importance while choosing an international staff. Selection The selection is kind of prediction of the organization’s peoples or decision makers keeping in view the profile of the candidate for the particular job (Hackett, 1991). The selection is a complete process of analyzing and viewing the profile of the employee and then selecting for the required job. Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to desler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. Methods of Selection: There are various selection techniques available, and for the selection procedure all of these depending on the situation and culture of the organization. Some of these selection methods are given below. Interviews Tests Assessment centres (Beardwell and Holden, 2001) So the above mentioned procedures are used by different organizations depending upon the nature of job and the normal practice they use within the organization. Approaches for the Multinational There are four approaches for the recruitment and selection in any multinational organization. These four approaches are given as follows. Ethnocentric: It is the type of the recruitment approach in which all the key positions and top management is filled by the nationals of the parent company. According to this approach all the top management decisions and the key strategies of the companies is made by the parent country headquarters. Polycentric: It is the type of recruitment approach in which the host country fills all the key positions in the subsidiary. Each subsidiary is treated as the separate national entity. But all the key financial decisions are taken by the parent country headquarter. Regiocentric: It is the type of recruitment approach in which regional talent is preferred. For example if the person is required on for the development of any product then the person who will be recruited will be from the host country. Geocentric: This is the kind of approach where the persons are recruited without seen any race, religion or region. This approach is international based and is getting in practice in most of the developed countries like UK, USA etc. Methods of international selection The different methods of selection for the expatriate selection which most of the multinational organizations use is as follows Psychometric Tests Assessment Centres Coffee Machine System Selection of an Expatriarate The selection of expatriate is a bit different from the local selection of a local manager. For the selection of an international manager there are a lot of extra factors which needs to be considered by the selectors. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going. (Baruch 2005, pg 129). Factors involve in selection of an Expatriate. According to Dowling and Welch the factor involve to determine an appropriate expatriate selection process are as Country-cultural requirement Language MNE requirements Technical Ability Cross Cultural Suitability Family Requirements (Dowling, Welch, Schuler, 1999) So keeping in view all the above mentioned factors an expatriate should be selected by a multinational organization. Culture: (Kluckholn & Strodtbeck 1952) define culture as, “a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down form one generation to the next.’’ Corporate culture Corporate culture includes the behavioral patterns, concept, values, ceremonies and rituals that take place in the organization. It gives the members of the organization meaning as well as the internal rule of behavior when these values and beliefs customs’ rules and ceremony are accepted shared and circulated throughout the organization. (Trompenaars & Turner 1997, pg 157-181) Why consider culture? Adjusting in a new culture is always difficult and it causes problems for both expatriate and family members, therefore it is important for an International HR to look for the similarities of the two cultures in order to deal with the challenges in the business world key activity. dowling, welch,schuler, 1998 pg 132 Recent research shows that the expatriates who are unable to cope with the challenges find it difficult to adjust and incur costly implications. (Caligiuri, 1997, pg: 45-67). The factor of culture is very important for an expatriate selection process and HR managers will have to select such expatriate who is adjustable with the different cultured people and work with them for the cultural dimension Hofstede and Trompenaars cultural dimensions are given as follows Hofstede’s four dimensions (1967-1973): Gooderham & Nordhang (2003). ‘Culture is always a collective phenomenon, because it is at least partially shared with people who live or lived within the same environment, which is where it was learned. It is the collective programming of the mind which distinguishes the members of one group or category of people from another.’ Hofstede surveyed 116,000 IBM employees in 40 different nations about their preferences in the work environment. The analysis revealed the results creating 4 dimensions: Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Masculinity-Femininity: Masculine societies value assertiveness, competitiveness and materialism as opposed to the feminine values of relationships and the quality of life. Trompenaars’ cultural dimensions: Trompenaars concluded four cultural dimensions that relate to the question of inter-personal relationships and work-related values Gooderham & Nordhang (2003). Universalism vs. Particularism Communitarism vs. Individualism: Specific vs. diffuse Achievement vs. ascription: So these four dimensions of Trompenar also affect the selection process of an expatriate for international assignments. Strategic choices in expatriate selection: Organizations normally have some strategic choices while selection of an expatriate. These strategic choices are mentioned below. Internal recruitment versus external recruitment Individuals versus teams Technical qualification versus other selection criteria Extrinsic rewards versus intrinsic rewards. Chapter 2 literature review: In this chapter researcher tried to discuss all the related studies which are done in past and are available in literature. A lot of work has been done in the literature on the topic of selection. Before proceeding to the actual topic it is necessary to look at the different methods of selection which an organization uses and see that what are the different techniques and criteria which are used for the selection of staff. 51Due作为专业的留学教育辅导机构,专业辅导语言学论文代写、硕士paper代写、英国matlab作业代写,自2004年至今,坚持以学生为中心,全天候服务,为海外留学生完成了数万篇assignment代写、essay代写、report代写、dissertation代写等论文,以优质的英国代写服务赢得留学生的信赖,如有英国代写code需求或者英国it课程补习需求,欢迎咨询51Due哦。 英国Dissertation代写论文精选:“人才对于企业发展的重要性”,这篇论文主要讨论了当前社会上各种人才之间的竞争,以及当今社会人才对于企业发展的重要性。论文指出,对于企业的成功而言,拥有大量人才是极为重要的,适当的人才能够为企业贡献力量,能够为企业提出卓越的思想,促进企业的发展。
Introduction The purpose of this chapter is to provide this dissertation with a concise opening. It outlines the reasons for choosing this topic for research with a background study. In addition to the rationale of research, the research aims are also described, by clearly outlining the research questions. The research methodology used to achieve the research aims will be highlighted with a detailed methodological model. Finally to make it easier for the reader to understand the overview of the research, the structure of dissertation is explained. In an interview with Fishman (1998), the McKinsey director Michaels who was a part of the McKinsey team's report titled 'The War for Talent' asserts that for a company's success talent is the key factor because in the right kind of culture talented people come up with superior ideas and appropriately implement them along with developing other people. Apparently, talent has become the most important resource. Over the next few years people who are smart, talented, sophisticated, responsive and globally shrewd will be considered as the most important corporate resource. The gap between the demand and supply for talent will soon develop when the demand for talent will go up and the supply of it will be going down (Hiltrop, 1999; Fishman, 1998). This particularly seems to be the case with the Indian Information Technology (IT) and Information Technology Enables services (ITES) sector where there is a prevailing demand for highly skilled labour to accommodate the growing demand for IT services but apparently, there is a lack of right skilled workforce. Furthermore, due to the lack of rightly skilled people, high attrition rates and rapid technological developments in the Indian IT-ITES sector, the Human Resource (HR) professionals identified talent management as the critical issue to be addressed on priority basis (Simhan, 2006; ibef, 2009; Arora et al, 2001). Since the Indian IT-ITES sector has to face the challenge of managing the talent, talent management is an important human resource practice in this industry. The case of India In recent years India has witnessed a boom in the economy with developments in the service industry and the IT-ITES sector are emerging as main drivers of the economy. The year 2009 was a year of transformation in the Indian IT - ITES sector. An analysis by Nasscom shows that this sector grew by 12 percent in FY 2009. Furthermore, according to a study by Springboard Research, it is estimated that the Indian IT sector will continue to be the fastest growing in the Asia-Pacific region with an annual growth rate of 18.6 percent. It is even estimated that there will be up to 7 percent increase in the total computer sale by the end of year 2010 (Nasscom, 2009; ibef, 2009). Companies intending to offshore their IT-ITES owing to the increasing cost pressures in US and Europe prefer India. IT-ITES include a variety of services from data processing to customer support, voice operation and activities relating to market analysis and research. Thus, the foreign firms looking to consolidate their presence in India outsource to third-party service providers. The Indian IT-ITES sector comprises of service related firms, foreign and domestic firms. If the same rate of growth continues then as per the Forbes research in India there will be a potential shortfall of approximately 235,000 IT-ITES professionals and demand will out-pace the supply (Simhan, 2006; Bhatnagar, 2007, Nasscom, 2009). Though, Indian IT sector holds a powerful position, the technological innovation, uncertain economic conditions, fierce domestic and international competition increases the demand for industry-oriented professionals with appropriate skills. The companies offering specialized high end services with higher level of technologies prefer to retain their competitive advantage. Hence these firms have to carefully manage talent. Though, there are numerous employees who have the required technical skill for the job but they lack the cultural skills to fit into an organisation. Furthermore, the firms in ITITES sector at present have a major attrition problem due to low employee engagement (Bhatnagar, 2007; Budhwar and Bhatnagar, 2009). Research aim The aim of this research is to investigate the talent management practices of organisations in the IT-ITES sector in India and to investigate the extent to which these firms have adopted the best talent management practices identified in literature in this topic of HRM (Human Resource Management). Further, in case the finest talent management approaches are not being adopted, the researcher intends to identify the reasons for the same. In addition, there is lot of competition in IT-ITES sector as both the foreign and domestic organisations target the same talent pool. This study seeks to explore have the companies adopted more sophisticated methods in order to have the best people in the organisation. The importance of adopting finest approaches in this sector cannot be ignored, especially because there is a need to retain talented employees in a market where there is a shortage of skill a wide demand-supply gap Simhan (2006). In addition since both domestic and foreign companies target the same workforce, the labour market in this sector is extremely competitive, this has developed enthusiasm among the firms to implement the best practices in all the fields of management, to increase their performance and efficiency. Hence, to explore how talent management is implemented in a developing country India seemed to be a appropriate option (Budhwar and Bhatnagar, 2009). Objectives The purpose of this research is threefold. First, to discover the extent to which these firms follow the finest talent management practices outlined in literature. Second, to explore the extent to which the companies have adopted innovative approaches to manage talent and have these methods been helpful in the Indian context. Third, to evaluate if the foreign companies follow more refined talent management approaches compared to domestic companies and hence consider whether we can learn from foreign firms in terms of adopting finest talent management practices in the Indian context. The above stated questions are important particularly in the IT-ITES sector as the Nasscom (2009) estimates reveal that this sector will face acute shortage of skilled workforce and thus it will be necessary for firms to implement best practices in talent management to maintain their competitive advantage by employing high quality workforce. Research Methodology The primary method for this research is interview to know the extent to which companies practice the finest and innovative talent management approaches. In order to obtain a better understanding about the current status on talent management approaches in Indian ITITES sector, the HR professionals at managerial level were interviewed. This is supported by secondary research mainly developed from journal articles that offer concepts, theories and in depth reviews, HR related publications. As Fisher (2007) asserts the information gathered using this secondary resources is analysed using primary research. The figure 1.1 demonstrates the methodological model of the research which helps in achieving the proposed research aims. Methodological model All the chapters in this dissertation are framed in accordance with research aims and objectives. Structure of the dissertation This outline of the research will try to provide a brief understanding to the reader on how the entire research is structured. In order to achieve the research objectives this research paper is divided into seven chapters. The chapters are as follows: Chapter 1- Introduction A concise introduction to the topic under study with an explanation of their specific aims and objectives are presented in this chapter. Further, with a help of a methodological model it also explains the research methodology adopted. Chapter 2- Theoretical background and introduction on Talent Management This research will start by presenting a theoretical background to Talent Management i.e. its definition and importance in organisations. This is followed by a comprehensive review of the best practices, innovative strategies including employer branding and usage of technology on talent management that are identified in literature. Chapter 3: Research Questions On the basis of the theoretical developments, this chapter explains the three research questions that the researcher wishes to explore. Chapter 4- Research methodology The research methodology used for collecting the data and its limitations is described in this chapter. In order to gain a in-depth understanding of the respondents attitudes and point of view. The data collected will be analysed in next chapter. Chapter 5- Data analysis The findings of the research are analysed and discussed in detail here. These findings attempt to give answers to the research questions developed by the researcher Chapter 6- Conclusion and recommendations In this chapter besides the managerial implications resulting from the study the conclusions drawn from the research are presented and recommendations for future research. Chapter 2 Theoretical Review on Talent Management Introduction This chapter confers a general overview of talent management and theoretical review on the talent management practices. During an initial research in the area of talent management the researcher have found stimulating literature which was useful in understanding the arguments within the scope of the subject. A review of the concerned literature has been carried out based on various journals, articles and presented below. The researcher noticed that literature on talent management had a practitioner influence and the academic ones. Overview of Talent Management In the next few sections the origin, concepts, the origin, evolution and definitions of talent management are presented to have a good idea about the topic under research. Origin Every organisation seeks to hire people they believe to be highly skilled and most suitable for their organisation. In this respect the idea of having rightly skilled employees is not a new observable fact. Nevertheless, the research commissioned on the global 'war for talent' by McKinsey in the year 1997 (Fishman, 1998) to evaluate the measures implemented by companies to employ the best performers concluded that for talented people the firms were aggressively competing against each other. Here the most essential factor to be observed was the belief of the business leaders that by employing the best talent a business can gain competitive advantage. The primary challenge was to manage the so called 'talent' effectively. After this research work was published there has been a tremendous growth in academic interest of the subject on adopting talent management strategies. The notion of talent management has evolved over years and has now intensified into a critical decision-making and functional organisational development issue (Beechler and Woodward, 2009). Perhaps, talent management seems to be rising with excellent focus on identifying, sourcing, motivating, developing and retaining the people that has a strategic impact on the business (Collings and Mellahi, 2009). Talent Management v/s Human Resource (HR) Approach The meaning of talent management has always been a debatable subject. The literature on talent management discloses a lack of transparency with regard to the meaning and scope of talent management. This is because talent management means differently to different people. Some authors believe talent management is just a new language for existing HR activities where as others emphasise the strategic importance of talent management (Huselid 1995; Tichy et al, 1982; Jackson and Schuler, 1990; Chuai et.al, 2008; Stainton, 2005). HR is concerned about developing competency in the firm. However, since competencies become out dated over time, there is a need to develop them. It can actually be dangerous for firms working in a dynamic industry. Nevertheless, in case of talent management the focus is on developing capacities by the enhancing the individual's potential. When there is a comparison of the functional areas, talent management and HR cover areas of people management (Chuai et.al, 2008). Authors like (Huselid, 1995; Tichy et al, 1982) claims that the act human resource management (HRM) is an essential process that involves getting the right people to match the available job and this increases productivity. HRM deals with activities of attracting, selecting, developing and retaining individuals to accomplish the organisational goals as well as the individual's personal goals. This is similar to various authors notion on talent management. For example, (Jackson and Schuler, 1990; Chuai et.al, 2008) emphasise that talent management is an ongoing process of acquiring, developing, and retaining talented employees followed by internally developing and retaining. On similar lines Stainton (2005) views it as an activity of ensuring the right job to be given to the right person to facilitate highest performance. The author further added that managing talent assures the supply of rightly skilled whenever there is a requirement. This illustrates that HRM and talent management share areas in common. On the contrary, despite the above similarities, the importance of superior talent which is considered to be a primary source of competitive advantage for organisations cannot be ignored. (Chambers, et al 1998 cited in Fishman, 1998) recommends that every business which is determined to make optimum use of its superior talent must encourage a talent mindset throughout the organisation. The authors make it clear that talent management is a part of the senior management team and asserts that in the process of inculcating talent mindset in a firm the involvement of CEO is essential. Furthermore, the research commissioned by (Ashton and Morton, 2005) highlights talent management cannot be successful if we look at it from merely a HR perspective. Talent management is absolutely different from HRM as the former differentiates the employees by paying attention to different demands of people who are high performers of utmost importance to business. Though HRM considers employees as the main source of competitive advantage it treats each employee in the same way. While (Gladwell, 2002 cited in Beechler and Woodward, 2009; Lewis and Heckman, 2006) takes a different perspective stating the need of segmenting the high performers else the managers might equally treat all his employees without considering their performance and capability. Such an act might add to the costs of the company. For instance, by training people who might not necessarily need it. This is even discussed by (Chambers, et al, 1998 cited in Lewis and Heckman, 2006) who points out that organisations divides their talent and accordingly customises the policies of the firm. He further adds no company can do everything to all the workers. The Maslow's theory of need points out that every individual's needs vary according to their potential and performance (Huczynski and Buchanan, 2007). Thus the means of managing these individuals should also differ by deploying the business resources towards key employees and chosen leaders. The above discussion about TM and HRM principles and practice reveals that it is inappropriate to conclude that TM is same as HR activities or completely new concept. TM has emerged and evolved under certain contexts and enhancing the existing practices emphasising the needs of the business from its workforce to attain its current and future business requirements. Evolution of Talent Management Over the years talent management has evolved with sophisticated and extra responsibilities. Bersin, 2006 demonstrates how talent management has evolves from the 1970 to the current age. Initially the personal department was concerned with the people management. The main job of this department centred on for hiring people and accordingly paying them. Later in the 1990s firms started realising that HR was a broad topic and was more important than just hiring and paying people thus there was an emergence of strategic HR. The role of HR was now about hiring, developing and helping the business to achieve the goals of the business through these people. The HR department played the role of a business partner and accordingly supported the business. Meanwhile there was the emergence of talent management (Fishman, 1998) which concentrates on acquiring efficient and skilled employees with the help of proficiency based hiring process rather than selecting candidates by sorting their resume. The focus is now on developing sustainable talent pipeline, identifying the gap between the demand and supply for talent; identify suitable individuals and successors to fill the vital positions of the organisation (Bersin, 2006; Davis et al 2007; Budhwar and Bhatnagar, 2009). The following figure by shows the evolution of talent management. Definition of Talent Management In the review of the existing literature on talent management there is a lack of consensus on the meaning and conceptual scope of the topic. In a study Tansley et.al (2006) noted that only 20% of respondents were aware of a formal talent management definition. Traditionally it was about being good to employees. But now talent management is about attracting, retaining talent who are valuable to the organisation or strengthening employment brand. Although there is a discrepancy in the talent management definition its importance cannot be ignored (Bhatnagar, 2007; Lewis and Heckman, 2006; Scullion, Caligiuri and Collings, 2006; McCartney, 2009). Aston and Morton (2005) in fact believed that there is no single definition of talent management. However, the review of the talent management literature is categorised into a variety of topic and combining all of these together illustrates that the focus of the topic of talent management has been shifted to a critical review from a practitioner influence (Bhatnagar, 2006; Lewis and Heckman 2006). Despite such a criticism, three chief perspectives of talent management were identified in the extant literature. 51Due作为专业的留学教育辅导机构,专业辅导语言学论文代写、硕士paper代写、英国matlab作业代写,自2004年至今,坚持以学生为中心,全天候服务,为海外留学生完成了数万篇assignment代写、essay代写、report代写、dissertation代写等论文,以优质的英国代写服务赢得留学生的信赖,如有英国代写code需求或者英国it课程补习需求,欢迎咨询QQ800020041哦。 51Due网站原创范文除特殊说明外一切图文著作权归51Due所有,未经51Due官方授权谢绝任何用途转载或刊发于媒体。如发生侵犯著作权现象,51Due保留一切法律追诉权。-C 英国Termpaper代写论文精选:“浅谈北非国家摩洛哥的文化习俗”,这篇论文主要对北非国家摩洛哥的文化习俗进行了介绍及讨论,尤其指出了西方文明对摩洛哥的负面评论与误解。文章指出,许多英美电影及文学作品以政治、经济和宗教动机为借口,使得西方世界对摩洛哥人民以及其他文化方面的垄断合法化,作为一名在美国的阿拉伯学生,作者将西方人描述摩洛哥为凶恶阿拉伯人的情况进行了叙述,并阐述了自己的想法。
Morocco, its geographical terra firma, citizens and culture, has titillated foreigners long times ago, even before the colonial era. Many travellers, writers and anthropologists like Edith Wharton, Paul Bowles, Clifford Geertz, and others have made of Moroccan traditions and civilization the main themes of their books. Amid the western industrial uprising under the patronage of the imperial inclination, cavalcades of western writers and film makers have portrayed Morocco according to the colonialist requirements and desires of the era. The Anglo-American literary and media productions as legatee to the ideology of Western colonies in general, turned their gazing gawk on another Arab space in North Africa, mainly Morocco. The original outset of the Anglo-American interest in Morocco can be traced through successive genres of travel narratives, essays, novels, etc. that seized Morocco as their subject of writing and setting of shooting films down to its strategic and intercontinental locus. Going back to some historical reviews of the literature written about the representation of Morocco in the Anglo-American cinema and literature, we find that political, economic, and religious motivations are various pretexts that legitimize the western representation of Moroccan people together with their different cultural aspects. In Belated Travelers, Ali Bahdad has shown how westerners from the early travelers to modern tourism have defined the Arab including Moroccan people as “savages”, “child like”, “sexually thrilling”, etc. As an Arab student in the United States, A. Behdad recounts some situations that construe him as a menacing Arab: I couldn’t but feel scapegoated by the power of representation and stereotypes that had transformed me into a metonymy of what the Middle East signifies in the imaginary of the United States; incomprehensible by terrorism and fanaticism. (Belated Travelers, xii) From the early British literature led by Daniel Defoe’s Robinson Crusoe(novel& film) to the American writers led by Paul Bowles’ The Sheltering Sky(novel& film), Morocco has been presented in the Anglo-American imaginary as a land of “jinns”, “dervishes”, “harems”, all darkly promiscuous, sly and inscrutable. The film in its turn as an extension of narratives has sustained the same discourse of novelists, which stresses “the continual reanimation of negative stereotypes of the Arab and Islam in the West today” (Belated Travelers, xiii). Major films shot in Morocco present the Moroccan space -desert and kasbah- as a dangerous setting. Through such representations, film makers seem to seek an identity through military, economic and sexual adventures, in which the Moroccan other is continuously cast as inferior and the dark element of the night. Babel, The Sheltering Sky, Legionnaire, Five Fingers, etc. remain foremost films where film makers insist on the alienating forces of the Moroccan cultural threats, in which the wholesome graciousness of the white character should stand firm. It is rarely that we see some fair characteristics displayed by actors, showing the real image of Moroccans. The favourable setting favoured by film makers is most of the times dirty and shabby districts. The film makers always try to find places even far and may cost them more money just to find a place that can cast Morocco as inferior and uncivilized lacking the basic requirements of life. Traditional and orientalist writings about Morocco are indistinguishable texts and images affixed and engrafted onto the modish mode of films. From the early talking pictures, Morocco (1930), the classic Casablanca (1942), road comedies Road to Morocco till Five Fingers (2006), Morocco becomes a confining other space and a penal complex for the recalcitrant Anglo-American heroes. The Muslim and Arab gears of prevalently fixed stereotypes are applied likewise to portray Moroccans and supply the requisite background rapscallions, dickhead and wilful, etc. Such representations persevere to inhabit the imaginations and thoughts of the western audience largely and hardly to be changed. Edward Said has clearly identified the function of Arabs in western cinema: In the films and television the Arab is associated either with lechery or blood thirsty dishonestly. He appears as an oversexed degenerate capable (…) of cleverly devious intrigues, but essentially sadistic, treacherous, low. Slave trader, camel driver, money changer, colourful scoundrel: these are some traditional Arab roles in the cinema. (Orientalism, 286-87) Unfortunately, Morocco is geographically situated within two antagonist streams of the west as an Arab and African whose religion is Islam; “uncivilized” parts of the world. All types of stereotypes given to Arabs, Muslims and indigenous black Africans are also used identically to describe Moroccans. Throughout history of the Anglo-American cinema, Moroccan characters (Arab, Muslim and African) have served as the quintessential other in foreign cinema. Moroccans have been consistently represented as inferior to the west orally, intellectually, culturally and politically since the early misunderstandings and disagreements during the Barbary Wars. The history of Anglo-American hostility and disavowal towards Moroccans dates back to the Barbary Wars during the 18th century when Morocco refused the European and American ships to cross the Moroccan coast unless they pay tribute to the state. Though France and England paid tribute, the USA refused to pay even a dollar considering the practice piracy and developed a hostile policy towards the Barbary states (including Morocco) (Chidasey, 1971, p.1 phd). As a result of the USA’s refusal to pay tribute, many American ships were captured and many Americans were held as prisoners. Such conflict between Anglo-Americans and Moroccans helped to generate abundant images of Moroccan barbarity towards British and American preyers. Since then the Anglo-American myth about Moroccans as barbarians and savages grows and still manifests its self in the films they produce on Morocco nowadays. So the story of Babel seems to recount again the story of Barbary wars when Moroccans were considered as pirates and bandits who attack any foreigner bypassing their territory. In this film, the act of shooting the American tourist does show the everlasting American disgust, worry and fear from Moroccans whenever they are going round Moroccan lands. Though the act of shooting took place in the course of bagatelle game by immature and naïve kids, the filmmaker seems to put the blame on the responsible, society and the whole culture that determine the actions and deeds of its inhabitants. This of course goes with the stream of stereotypes promoted about Moroccans across Anglo-American cinematic features. The location of “the bad guys”, who shot the American tourist, on the top of mountains is similar to those places of vagabonds and pirates we read about in stories. Representing and tapering Moroccan geography and people into this simplistic image without showing any fine feature of Moroccan mores does illustrate the films message to develop and over-generalize Moroccan barbarism ever since the Barbary Wars. The film Babel was filmed in four different countries: China, USA, Mexico and Morocco; yet, the only dangerous setting and characters happen to be Moroccans. In all other countries, anyone watching the film can see some features of development save for Moroccans who seem uncivilized and goat keepers in the mountains. This stereotype is clearly emphasized when the American lady was hurt and could not find any hospital or means of transport to save her life. Fear is always prevalent in the film as if the film maker informing the audience who wish to visit Morocco to change their plans since there is nothing special to see unless they want to lose their lives. Historically speaking, Barbary Wars and many other American interests pushed Anglo-American decision makers to create public support for their deeds, especially through films. D.W. GRIFFITH’s epic the Birth of a nation (1915) and Passage to India is one among many feature films made with the assistance of the state including Casablanca, Morocco, Road to Morocco for political needs In the post 9/11 world and London bombardment, where some Moroccans were found guilty and involved in “terrorist” acts, Moroccans again are perceived as antagonistic to western values and a threat to the western stability. In Babel, the film maker clearly shots this belief to show that all Moroccans are against the Anglo-American presence in Morocco including tourists who are bulleted by a small Moroccan child in the mountains. In the film’s scenes, CNN reports and considers this event a terrorist attack. In this conjunction, Woll and Miller argue that the Arab image has “stalked the silver screen as a metaphor for anti-western values. The movie Arabs, and the television Arabs, have appeared as lustful, criminal, and exotic villains or foils to western heroes and heroines” (Ethnic and Racial Images in American Film and Television, 79). Across the films under study, Anglo-American cinematic productions seem highly obsessed by stereotypical images of Moroccans. Arabs and Africans in general and Moroccans in particular are cinematically constructed to possess a wide array of loathsome characteristics: they may be backwards, wild, cruel, blood thirsty, crude, sex-crazed, stupid, dishonest conniving or menacing. Year after year and decade after decade, hundreds of films have flooded the market with a large number of unfavourable Arab and African depictions. In his book, Reel bad Arabs: How Hollywood Vilifies a People, Jack Shaheen has studied more than one thousand films with major Arab themes and settings, about 40 of which are about Morocco. In his latest book, just after 9/11, Guilty: Hollywood’s Verdict on Arabs after 9/11, Shaheen has studied again more than one hundred films about Arabs picturing them as responsible for what is happening now around the world. Within these bundles of stereotypes, one can wonder about the reason behind all these biased descriptions. As a response to such questions, many scholars like Churchill agree that “it seems necessary to alter realities to assume the maintenance of empire” (Fantasies of the Master Race, 38). Churchill goes on saying that “mere conquest is never the course of empire in the achievement of mission can only be attained through the productive utilization of captured ground” (34). Within the same line of thought, Pieterse writes that “the legacy of several hundred years of western expansion and hegemony, manifested in racism and exotism, continues to be recycled in western cultures” (White on Black: Images of Africa and Blacks in Western Popular Culture, 9). Coming to mediatic representations, we find that Brzezinki in Out of Control: Global Turmoil on the Eve of the 21st Century, Naylor in Cultural Diversity in the United States, and Shohat and Stam in Unthinking Eurocentrism all agree that Hollywood cinema promotes Eurocentric representations in order to further an economic and political propaganda. In the present time, which is characterized by terrorism, we see that the movie discourse of the First and the Second World Wars repeats itself and continues to endorse and legitimize the imperial vision of the “white man’s burden”. Buschbaum asserts that “as early as the First World War, many western governments recognized the propaganda potential of film (Left Political Filmmaking in the West: The Interwar Years, 26), in the Second World War, in Ross’s words, “the movie industry and its key personal exempted from military service” (Cinema and Class Conflict, 82). Other scholars like Martin, Hoberman and Shaheen claim that the best movies of the 1930’s promoted colonialism, neo-colonialism and imperialism. These films include Marta Hari, Shangai Express, Tarzan the Ape Man, Flying Down to Rio, etc. During the 1950’s, this imperialistic agenda was furthered in films such as those starring Ronald Reagan- Hong Kong, Tropic Zone, Prisoner of War- all uphold the idea of the United States domination of the third world countries and were often made with the government assistance. Although these biased representations within the commercial films have moderated somehow over years, we can say that the visual image of the other Arab and Moroccan in particular is still very poor. Jack Shaheen in his interesting documentary “Reel Bad Arabs: How Hollywood Vilifies a People” (YouToub Video), explores that the 20th century witnessed a large number of films degrading and distorting the image of Arabs including Moroccans. Anglo-American film industry is now theorizing and supporting wars through different scenes that the audience seems to take for granted. Due to this grave impact that such films have on the targeted viewers, Hoberman finds it very necessary to assign these Eurocentric films a new genre called “war-nography” (Vulgar Modernism, 227). Many films unabashedly affirm traditional Anglo-American values and institutions and negate everything anti-western. Among these movies, we can mention Kingdom of Heaven, Black Hawk Down, True Lies, The Mummy, Raiders of the Lost Ark, The Stone Merchant, to name but a few. In my thesis, I will study and attempt to prove that the films made about Morocco: Babel, Casablanca, Hideous Kinky, Five Fingers, The Road to Morocco, A Night in Casablanca, Legionnaire, The Man Who Knew too Much, The Sheltering Sky, Our Man in Marrakesh, Man of Violence, Unveiled, and some others fit within the aforementioned category as well. In Hideous Kinky, despite some short instances where fairness manifests itself, Moroccans are targeted for stereotypical representations within British films. As Varsey succinctly states: “the British influence in general, and its impact in the area of colonial relations in particular, had far reaching implications for Hollywood’s depiction of ethnic difference” (Foreign Parts: Hollywood’s Global Distribution and the Representation of Ethnicity, 699). She concludes that Hollywood’s representations of ethnic and national difference and the movies modulation of these stereotypes were informed not by the personal psychologies of individual production, but by the economic imperatives of global distribution. 51Due作为专业的留学教育辅导机构,专业辅导语言学论文代写、硕士paper代写、英国matlab作业代写,自2004年至今,坚持以学生为中心,全天候服务,为海外留学生完成了数万篇assignment代写、essay代写、report代写、dissertation代写等论文,以优质的英国代写服务赢得留学生的信赖,如有英国代写code需求或者英国it课程补习需求,欢迎咨询QQ800020041哦。 51Due网站原创范文除特殊说明外一切图文著作权归51Due所有,未经51Due官方授权谢绝任何用途转载或刊发于媒体。如发生侵犯著作权现象,51Due保留一切法律追诉权。-C 英国Termpaper代写论文精选:“现代主流艺术探究”,这篇论文主要对现代主流艺术进行了探究。文章指出,原创艺术展览馆通常是对主流艺术精神的反叛和对抗,如今却慢慢成为了艺术家们进入主流艺术的跳板。
The aim of this paper is to provide a commentary on the ongoing PhD research work by Iberia Perez Gonzalez entitled, “The Role of Artist-Run Initiatives in the Practice and Discourse of Contemporary Art in Latin America”. This essay looks at the various issues taken up by the researcher and delves into how far she has been successful in approaching her desired objective. To begin with artist run initiatives, its history goes back to the late nineteenth centuries and continues to this day as platforms for artists beyond the mainstream. As an example, we can look at the New English Art Club formed in 1886, in London, one of whose founding members was John Singer Sargent. This club developed as an alternative platform to share ideas of the impressionist era which were not readily approved of the Academy. Although, there were factions in this club, they were united in their views against the Academy. However, as this club gained mainstream acceptance it slowly came to be regarded as a stepping stone to the academy itself.(Dunlop, 1972) This journey, from the alternative to the mainstream or the periphery to the centre has been a mark of all artist run initiatives ever since. The example that the researcher points out of an artist run initiative, La Panaderia in Mexico also shows this trend. It started out as an alternative space but slowly gravitated towards the mainstream before finally shutting down. The proliferation of artist run initiatives all around the world followed its emergence in the USA and UK in the 60’s and 70’s. Most artist run initiatives in Europe, America and Canada started as a rebellion against the mainstream ethos of the institutionalized art spaces then. Such initiatives can usually be divided into two groups a) established artists moving away from mainstream art practice and b) emerging artists’ right out of college who are not usually given a chance by main stream art organizations. In USA in the early 1970s artist run initiatives came up as a response to a void in the art world that was not being fulfilled by the museums or commercial galleries. These emerging alternative spaces were artist-centered rather than object-based or market-based, thus, decentralizing the New York centric contemporary art world and providing opportunities to emerging communities of artists throughout the country. (Hertz, Betti-Sue) In Canada, the emergence of artist-run centers during the late 1960s and early 1970s occurred as a reaction to the massive influence of American media culture, which overshadowing the Canadian artists had put them in a position subservient to the dominance of a centralized, New York-based art circuit. This situation often forced artists to take matters into their own hands, forming small, overlapping circuits working around precariously funded publications, workshops, and spaces to show their work and gain exposure even on a solely national level. The significance of this phenomenon being that it contributed to the self-projection of the artists themselves. (Faguet, Michele) If we look at the UK, the increase in the number of artist run initiatives started mainly in the late 80s and early 90s. The general trend at that time was what an author calls “an unpaid group of people, surviving on unemployment benefit and part-time work, using every means possible to produce exhibitions.” They did not in most cases receive funding and the spaces used by them were unsuitable for any other use. Although the spaces were open mostly during weekends they had a strong network with other such spaces which lead to exchange of artists internationally. In the Latin American countries however the artist run initiatives developed mainly in a politically charged atmosphere. More recently organizations such as RAIN (Rain Artist initiative Network) have collaborated with local institutions trying to respond to the needs of the artists in countries such as Mexico, Brazil & Argentina. Other such approaches are pushing aesthetic spaces into disappearance and are thus encouraging artists to develop practices so that participation and interaction between the artists and the intellectuals in the core of social conflict are promoted. (Kostianovsky, T ;“What is Latin American art”) Some characteristic similarities can be found between all the alternative initiatives. The internal organizational structure of these groups often changes from a loose collective to a small not-for-profit business model. In general their goal is to democratize and decentralize the contemporary art market. They use their funds to generate other forms of economic support from private foundations, individuals, and fundraising events. Each alternative space develops a unique identity over time. Today, these initiatives have adopted new attitudes towards the concept of alternative, creating hybrid models with not-for-profit and for-profit components. We have so far, been able to create a general idea about artist run initiatives by an overall discussion on them and looking at major countries where such initiatives have taken root. We will now take a look at the presentation by the researcher and identify and comment on key components from it. The researcher begins by outlining a general overview of what is meant by an artist run initiative and why and how they were formed and the underlining context behind them. She, by using the term artist run initiative, has tried to define it by taking into account the diverse meanings, from being an artist led organizations to small temporary projects but has only focused here on La Panaderia in Mexico which is an organization. Will the researcher take into account all the diverse connotations of such initiative in the course of her research or will she only concentrate on artist run organizations is not very clear. It might as well be worthwhile to look into all of these types and draw examples from them to make a wholesome assessment. She mentions at one point that artist run initiatives “seek to operate independently from government’s interference as well as from the demands and banality of the art market”. Here however, a little explanation on what she considers “demands and banalities of the art market” is expected. Moreover, a clarification on why these demands and banalities affect artists so much as to create an alternative domain for themselves is also necessary since she continues to elucidate on the inherent concepts of artist run initiatives. Continuing on this theme she mentions that there has been a “notorious proliferation of artist-run initiatives at a global scale”. My contention here would be twofold. First, it is not clear why she considers the rise in number of artist run initiatives “notorious”? Secondly, it is also not clear at this point whether the researcher wants to focus on the notoriety of the proliferation or on such initiatives in general. Further down the same paragraph, the researcher mentions peripheral regions of the world where such initiatives have spread. However, the regions have been demarcated into whole chunks such as the Africa, Latin America, and the Caribbean along with countries such as Iran, Bangladesh, and New Zealand. It is not clear to this reader that whether whole continents could be so generalized. The term Latin America is also quite debatable as most of the countries in that area are actively trying to create their own unique identity and thus are trying disengage themselves from this generalization. Therefore the question arises whether to consider Latin American artist run initiatives but to focus primarily on Mexico, Argentina and Columbia be a true representation. Similarly Iran, Bangladesh and New Zealand are countries facing their own unique geopolitical conditions and are trying to carve out separate political identities and thus cannot be looked at with the same perspective. As an example, if we consider the Indian subcontinent as a peripheral region, we fail to look at the micro level geopolitics which leads to India as a centre and Pakistan, Bangladesh, Sri Lanka, Nepal and Bhutan being peripheries. Even in this framework all these peripheral countries are trying to carve out an international presence and get out of India’s shadow. This phenomenon also rubs off on artists and although part of the same artist run organizational framework i.e. (Khoj International Artist’s Association) artist run initiatives in these countries actively try and create separate identities. Further to this argument we believe that it will be worthwhile to look at where the fine line between mainstream and peripheral artist run initiatives exist and how she could classify such orgatisations? The researcher then continues on to describe her main research interest which lies in her investigating the political potentials inherent in ‘artist-run-initiatives’. She points out that these initiatives give the artists a new way of emancipation in relation to art institutions. However, the general idea behind the creation of such artist run initiatives has also been the change in this relational nature between artist and art institutions and thus how a question of a new way arises is unclear to this reader. Furthermore, it is also not clear if, according to the researcher, such initiatives are free of political ideologies, what political potentials the researcher wants to investigate? If, it is do with the politics of cultural production then a clarification along with an example of how she wishes to do it would have been appropriate. The researcher then goes on to provide us with the example of La Panaderia which as an artist run initiative had thoroughly influenced the Mexican contemporary art scene and had been an influence on other such initiatives across Latin America providing them with a model to work with. Here she raises the issue previously mentioned of artist run initiatives becoming institutionalized. Given the fact that all human beings have a political consciousness which leads to the development of their own political inclination, in collectives such as these, although the politics can be superficially the same, they can differ at any time giving rise to factionalism and division in group ethos. Further to this, there are several questions that arise while we take a look into the presentation. How many artist run initiatives are being looked into? Does looking into La Panaderia or two three other initiatives suffice for the whole of Latin America? Does the varied political conditions of the different countries in Latin America makes the artist run initiatives different? On the whole, this is a very interesting topic, and also an area which has been not much researched upon, thus holding potential for plenty of original work. Although there could be several improvements made in the way the topic is being looked at by the researcher, she does very well to identify and investigate an important topic which has not been looked into in this manner. Her thoughts are well deliberated and she has planned her course of research well given a dearth of resource materials in this subject. In conclusion, I would like to mention that the researcher deserves credit for embarking on this hitherto untrodden path and I hope that she is successful in reaching her goal. 51Due作为专业的留学教育辅导机构,专业辅导语言学论文代写、硕士paper代写、英国matlab作业代写,自2004年至今,坚持以学生为中心,全天候服务,为海外留学生完成了数万篇assignment代写、essay代写、report代写、dissertation代写等论文,以优质的英国代写服务赢得留学生的信赖,如有英国代写code需求或者英国it课程补习需求,欢迎咨询51Due哦。 英国Paper代写论文精选:“员工忠诚度对公司的影响”,这篇论文主要讲述了在工作场所中,员工忠诚度对于公司管理以及发展的影响。文章指出,员工的忠诚会影响公司性能和生产力,而忠诚的缺乏也可能会导致对行业产生巨大的破坏性。
Nowadays there is no work place loyalty in most of the companies.There are so many reasons for lacking loyalty in the work place. The employee loyalty affects the performance and the productivity of the company so that the lack of loyalty leads to the total destruction of the industries.In this paper we are going to discuss briefly about the reasons for lacking employee loyalty and what are the possible ways to improve loyalty in the workplace. DISCUSSION First of all we can discuss about the main reasons that lead to the lacking of employee loyalty in the work place.The employees are expecting minimum security from their employers,but they are not getting it,that gradually affects the relationship between the employees and the employers. The companies are always working for their own benefits,they are not giving any focus on employee's needs and their security.The loyalty benefits both employees and employers.The loyal employees are working for the success of their company,so the companies should provide some security to the employees.Nowadays the employees have lot of options for getting jobs,so they can move from one company to other company very easily.The contract between the employees and employers has broken down in many industries due to so many reasons.The present employees are entirely different from employees in the past.The new contract mainly focuses on commitment. The new generation employees are giving higher values on their carrier development and personal achievements rather than company goals and targets.But in the past the employees used to work only one or two companies in their whole carrier. So they maintained a great relationship with their employers. They had a strong belief that company's future depends on the performance and dedication of the employees ,so they worked hard to achieve good production and success of the company.But now most of the employees are working for almost ten or twelve employers in their whole carrier.So they don't have any relationship to the mangement,that may cause the lack of loyalty in the work place. Most of the people are now getting opportunities to work from their own home,that also affects the workplace loyalty.Nevelle Bain,the former chief executive of cadburry schweppers points that 'companies that are best at maintaining loyalty are those with a real focus on people.Its not just about money.Loyalty cannot be commandeered.It must be earned and constantly reinforced by continuous bond building between the leaders and the followers'.(The change in employee loyalty,Barbara M.Mcguinness) The other main reason for the lack of employee loyalty is most of the companies are now planning to cut their jobs and their employees due to the lack of production and for saving some money.Now most of the companies are computerised and they don't need too much employees in their work place for doing jobs.So they are trying to avoid most of the job postings and so the employees have no security to keep their job.Lack of sales and productivity is the main cause that tends to company's mind to avoid employees, because most of the companies are now going with losses. So in order to sustain, the management is not considering any loyalty to the employees. The other important factor for lacking workplace loyalty is the heavy work load of the employees. The employees are now working under high level of pressure to perform and to achieve goals and targets of their companies. In most of the multinational companies, the managements are assigning projects to their employees and they are giving limited time period for completing these projects. So they have to work overtime for finishing these projects with pressure and tension. Sometimes they are not getting enough time for spending with their families . So most of them don't like to work in these kind of work places and naturally they force to search for another jobs. The employees are not getting proper health care from their management. Some of the companies are not providing any insurance coverage to their employees. We all know that, in some factories or in some industries ,the labours have to do some dangerous jobs, so they have to make sure that they are getting proper insurance coverage. Some times their salaries are not enough for their medical treatment, that also tends to move employees to another companies. We have discussed about the reasons that leads to the lacking of loyalty in the work place, in order to complete this paper we also need to discuss about how to build loyalty in the workplace. There are some secrets for building loyalty in the workplace. The main secret is to develop a continuous bond between the management and their employees. If there is good relationship, the employees can communicate with their employers without any hesitation or any fear. So they can express their ideas and opinions to the management for making good results and good benefits for the company and they are getting enough opportunities for involving all activities of the company. The companies should conduct meeting or conference with their employees once in a month for discussing their future projects and reviewing their recent activities and employees should take this as a golden opportunity to express their thoughts and ideas. This involvement increases the loyalty of employees in a workplace. Flexible working atmosphere is the other key factor that helps to improve work place loyalty. Sometimes the employees are not getting time schedules as their wish, that tends employees to move from one company to another company. Most of them like to work in day times rather than night shifts, it varies from person to person. So the employers should give highly attention for setting up proper schedules for employees. The companies should provide bonus and promotions to their employees in specific time interval. Suppose one employee who works for almost four or five years in a same job, he will get bore and he will definitely try to move to another job. The company should provide some bonus and increment in salaries during the festival seasons like christmas. Nowadays the living expense is increasing day by day, so the company should have to increase the wages of their employees. The management should give awards and rewards for employees who proved their skill in the work and those who working hard for the success of the company. This encourages other employees to work hard and helps to improve loyalty in the work place. The companies should develop carrier development programmes that help employees to develop and identify their skills. The companies should provide pension to their employees, so that they can use this amount after their retirement from the job. Most of the people like to work in those companies which provide pension to their employees. We need to discuss something about the bad effects of lacking employee loyalty in the work place. The success of company depends on the employees performance and dedication to the management. The lack of loyalty in the work place affects badly to the total performance of the company and it leads to the decrease in production of the company and naturally company moves to great losses. The companies can't sustain with losses and naturally it leads to the total destruction of industrial sector. The industrial loss also affects the country's economical growth because most part of countries income coming from the taxes from industries. The lack of loyalty also affects badly to company’s brand name in the market. CONCLUSION In this paper we discussed briefly about loyalty in the work place. From this paper we can understand that loyalty in the work place lacking in every industries. So both employees and employers should be aware of the consequences of lacking employee loyalty in the work place. The management should conduct proper training programmes in the industry to make aware of employees about the consequences of lack of loyalty in the work place. 51Due作为专业的留学教育辅导机构,专业辅导语言学论文代写、硕士paper代写、英国matlab作业代写,自2004年至今,坚持以学生为中心,全天候服务,为海外留学生完成了数万篇assignment代写、essay代写、report代写、dissertation代写等论文,以优质的英国代写服务赢得留学生的信赖,如有英国代写code需求或者英国it课程补习需求,欢迎咨询QQ800020041哦。 51Due网站原创范文除特殊说明外一切图文著作权归51Due所有,未经51Due官方授权谢绝任何用途转载或刊发于媒体。如发生侵犯著作权现象,51Due保留一切法律追诉权。-C |
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