英国代写report：劳动力老龄化

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英国代写report：劳动力老龄化

由于互联网在日常生活中的重要性日益增强，全球化的力量和各种其他因素，各组织的劳动力性质正在发生变化。企业必须非常有效地处理员工的变化，才能在当前竞争激烈的市场中生存。具体而言，计划和举措将由旨在处理发达国家劳动力老龄化问题的企业设计（Enns，2005）。而且还要保证员工队伍的多样性，通过与不同文化背景的员工互动，确保公司员工的整体成长。由于就业模式的改变，包括工作分担和在家办公（Remery 2003），企业不得不接受新的工作模式。

本文的目的是分析在美国生产计算机软件，消费电子产品和个人电脑的跨国公司苹果公司的管理层在多大程度上考虑了其员工队伍的多样性。本文将重点关注劳动力多元化，劳动力老龄化，发展和培训需求变化以及劳动力灵活性四个变化。
老龄化劳动力
欧洲国家，美国和俄罗斯的主要问题之一是劳动力老龄化。在许多研究中观察到，到2030年，65岁以上的美国人将增加一倍，占美国7200万人口的20％。没有足够的青年人来替代第二次世界大战后出生的人（即将退休的人）的工作岗位;这个问题正在形成许多层面的问题。有关老龄化劳动力的问题完全由苹果公司管理层（Dass，1999）所理解。同样，他们采取了各种旨在尽量减少这个问题的负面影响的举措和方案。

英国代写report：劳动力老龄化

The nature of the workforce across the organizations is going through a change because of the increasing significance of the internet in daily life, forces of globalization and various other factors. Companies have to deal with changes in their workforce very effectively so as to survive in current highly competitive marketplace. Specifically, programs and initiatives are to be devised by firms which aim to handle the issues related to ageing population of workforce in the developed nations (Enns 2005). Moreover, they are also aimed to ensure diversity in the workforce so as to ensure the overall growth of the employees in the firm by interacting with employees of different cultural background. Companies are left with no choice but to accommodate workforce who have a preference of new pattern of working because of the change in pattern of employment which includes job sharing and working from home (Remery 2003).

The aim of the paper is to analyze to what extent the management of Apple Inc. which is a multinational company based in US, producing computer software, consumer electronics and personal computers is taking into consideration the diversity in its workforce. This paper would focus on four changes which are diversity in workforce, ageing workforce, changes in development and training needs and flexibility of the workforce.
Ageing Workforce
One of the major problems of European nations, US and Russia is the ageing workforce. It has been observed in many researches that the number of Americans above the age of 65 by 2030 would double and would represent about 20% of the population of US which is 72 million people. There are no enough young people to replace the job positions of the people who were born in the period after the Second World War (the ones who are approaching their age of retirement); many levels of problems are being created by this. The issue related to the ageing workforce is totally comprehended by the management of the Apple Inc (Dass 1999). As a result of the same, they have employed various initiatives and programs which are directed towards minimizing the negative effects of this problem.

代写论文：纪律程序性质功能

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代写论文：纪律程序性质功能

迈克尔·吉本斯（Michael Gibbons）认为，就纪律程序而言，规定性的，不灵活的规定被认定是不成功的。这一论点被放在“吉本斯评论”中，其主要目的是简化和改进与解决雇员和雇主就业争端有关的每一个方面（Hall和Purcell，2012年）。随着“2002年就业法”的出台，小规模企业被发现对遵守法律所需的专业知识和资源水平表示担忧。
在2004年执行这些条例一年之后，有人说已经有一些组织处理了本来可以赢得的案子。这主要是因为他们害怕将高昂的费用分发给法庭（Barrett，2000）。也有人认为，法庭允许听到无理取闹和虚弱的主张。但是，也发现通过引入这些程序，也会有一定的好处。
本文将评估纪律程序的功能和性质以及维护纪律的目的。
从最基本的意义上说，纪律被称为系统指导，其内容是培养个人，有时被称为门徒，或者遵循特定的秩序或行为准则，通过对个人进行惩罚来威胁个人所提供的说明正在执行（Hall和Purcell，2012）。这可以通过与更基本的欲望相比断言意志力来完成，并且大部分被理解为是自我控制的同义词。

代写论文：纪律程序性质功能

It has been argued by Michael Gibbons that prescriptive, inflexible regulation have been found to be unsuccessful, with respect to the disciplinary procedures. This argument had been placed in the Gibbons Review, the main aim of which was focused on simplifying and improving each and every single aspect related to resolution of dispute in employment for both, employees as well as the employer (Hall and Purcell, 2012). With the introduction of Employment Act 2002, businesses of small size had been found expressing their worries regarding the level of expertise and resources needed for being in compliance with the legislation.
After one year on the implementation of these regulations in the year 2004, it has been claimed that a number of organizations had been settling cases that could have been won by them. This is mainly due to the fact that they had been afraid of the high costs to be distributed to the tribunals (Barrett, 2000). There had also been a perception that the tribunals allowed vexatious and weak claims for being heard. However, it has also been found that with the introduction of these procedures, there will be certain benefits involved as well.
This essay will be evaluating the function and nature of disciplinary procedures, and the purpose behind maintenance of discipline in employment.
In the most basic sense, discipline is referred to as a systematic instruction with an intension of training an individual, at times that is referred to as a disciple, or for following a specific order or code of conduct by threatening the individual by punishment for ensuring that the provided instructions are being carried out (Hall and Purcell, 2012). This can be done by asserting the will power in comparison with more basic desires and is mostly understood for being the synonym of self- control.

英国代写论文：雇员关系

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英国代写论文：雇员关系

今天，员工被认为是组织最重要，最有价值的资产之一。因此，组织开始重视人力资源部。人力资源部门最重要的工作就是确保所有员工都对组织感到满意。为此，所有公司必须遵循的各种法律法规（Ashe等，2010）。自从过去在不同的规章制度中对员工进行了很多改变。
在这篇文章中，将会有一个叫做“达格纳姆制造”的电影的例子来支持各种员工的讨论。在这部影片中，显示了基于性别的员工歧视，接下来会讨论2010年的同酬行为，接下来的部分将是今天和1968年的员工关系的比较。然后是最后两个将讨论在结束工作性别歧视方面取得的进展以及需要引起注意的其他各种人力资源问题。总之，本文的重点要总结。
英国与1968年的员工关系现状
英国现在和1968年的雇员关系有很大的差别。在1968年甚至多年之后，公司的员工状况并不好。在性别，宗教，种姓等方面存在很多歧视，员工与劳动关系也不顺畅，员工在管理层面前无法表达自己的观点。工会在那里，但主要是为了他们的利益和对付劳动力而使用（Jowell＆Oliver，2011）。后来在2010年“平等法案”出台时，这对改善英国雇员的状况有了很大的帮助。

英国代写论文：雇员关系

Today employees are considered as the one of the most important and valuable assets for an organization. Hence the organizations have started to give importance to Human Resource Department. The most important job of an HR department is to make sure that all the employees are happy and satisfied in an organization. For this there are various laws and regulations which all the companies are bound to follow (Ashe et al, 2010). There has been lots of changes made since past in different rules and regulations for employees.
In this essay, there would be discussion on various employees with the support of an example of a movie called as “Made in Dagenham”. In this movie, the employee discrimination based on gender was shown, then there would be discussion on equal pay act 2010, then next section of the essay would be a comparison of employee relationship between today and in the year 1968. Then in the last two sections there would be discussion on the advancements made to end gender discrimination at job and various other HR issues which need some attention. In conclusion, all the important points of the essay would be summarized.
Current status of employee relationship in UK as compared to that in 1968
There has been a vast difference between the employee relationship in UK between today and in 1968. In the year 1968 and even after many years, the condition of employees was not good in the companies. There was much discrimination followed by the companies based on gender, religion, caste etc. The employee-labor relations were also not smooth due to which employees were not able to express their point of view in front of management. Unions were there but mostly used by management for their benefit and against the labors (Jowell & Oliver, 2011). Later when in the year 2010 Equality Act came into existence it helped a lot in improving the condition of employees in UK.

英国诺丁汉大学论文代写：多元化的劳动力

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英国诺丁汉大学论文代写：多元化的劳动力

多元化的劳动力和共同议程
由于员工队伍的多样化需求以及组织的目标，组织对于员工进行投资变得更加困难，并为他们提供了所需的价值（Kulik，2014）。更好地管理多样化的员工队伍可以帮助组织解决影响员工生产力的常见问题，同时还可以改善沟通和预防冲突。通过更好地管理多样化的员工队伍，一些高影响力领域是合作，员工敬业度，生产力，知识的保留和管理。
劳动力的多样性被认为是一把双刃剑，在某种程度上可能导致正面和负面的结果。许多作者观察到，由于组织的多样性，创新和创造力有所提高，这对公司绩效有积极的影响（Kulik，2014）。劳动力的多样性是当前的组织现实，高效地管理多样性可能会给公司带来巨大的收益。澳大利亚国际商业中心进行的一项研究表明，多样性改善了决策的质量。与同质群体相比，多样化群体可以产生更多的创新想法，提高组织效率，提供更好的解决方案，实现盈利和效益（2007年中）。而且，有效地管理多元化可以促进组织的成功，同时充分利用所有员工的潜力和技能;这将有助于组织的成功，使市场结构的变化成为可能。这可以通过改善企业形象和组织的多元文化雇员来完成。

英国诺丁汉大学论文代写：多元化的劳动力

Due to the diverse needs of the workforce and also the goal of the organization, it has become more difficult for the organizations to invest in the employees and render the required value which they want from them (Kulik 2014). Better management of the diverse workforce could help the organization to address common pain points which impact the productivity of the employees together with surface level benefits like improvement in communication and prevention of conflicts. Through better management of the diverse workforce, some of the high impact areas are collaborations, employee engagement, productivity, retention and management of knowledge.
Diversity in the workforce is regarded as a sword with double edges, which in a way could result in both positive and negative results. It has been observed by many authors that there is a rise in innovation and creativity as a result of diversity in the organization and this has a positive impact on the performance of the firm (Kulik 2014). Diversity in the workforce is a present organizational reality and efficiently managing the diversity could result in huge benefits to the firm. There was a research conducted by the Australian Center for International Business which showed that the quality of decisions was improved by diversity. As compared to the homogenous groups, the diversity groups could generate more innovative ideas, increase organizational efficiency, provide superior solutions and render profitability and effectiveness (Noon 2007). Moreover, managing diversity effectively could contribute to organizational success together with the full utilization of potential and skills of all employees; this would contribute to the success of the organization by enabling the access to the change in the market structure. This could be done by improving the corporate image and organization’s multicultural employees.

代写留学生论文：市场结构

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代写留学生论文：市场结构
长期以来，中国的金融业处于中央政府的控制和监督之下，特别是银行业。外资银行在进入中国市场时面临严峻的限制和挑战。中国金融市场结构似乎对国外不够完善，由政府垄断。
基本上有两种市场结构，其中包括完善和不完善的竞争。
完全竞争是个体企业之间的市场结构。
完善的竞争市场结构的特点是：
（1）定价：卖方没有能力控制相关市场产品的价格。他们通常采用市场确定的价格。而且，在完全竞争的市场结构下，没有一个行业在总销量或采购量的大背景下。
（2）同质产品：每个卖家生产相同或几乎相似的产品。这意味着产品是同质的。
（3）市场：买卖双方拥有价格，产品质量，供应来源等重要方面的相关信息。完全竞争市场结构下的企业在进入或退出相关市场时，不存在任何形式的障碍。
不完善的竞争表现为只有一个或几个卖方能够影响价格的行业或市场，而另一些卖方则需要面对某种障碍或困难才能进入相关的市场。不完全竞争的不同形式或类型包括垄断，寡头垄断，垄断竞争，垄断和寡头垄断。
垄断是指当一个特定的公司，个人或企业是市场上唯一购买商品或服务的销售者时所存在的市场结构。因此，垄断的特点是缺乏生产商品或服务的经济竞争和缺乏可行的替代品。

代写留学生论文：市场结构
For a long time, the Chinese financial sector is under the control and monitoring of Chinese central government, especially is the banking sector. The foreign banks face heavy restrictions and challenges while entering the Chinese market. The Chinese financial market structure seems to be inadequate for the foreign countries as it is imperfect and monopolized by the government.
There are basically two types of market structure, which include the perfect and imperfect competition.
The perfect competition is a market structure among the individual firms.
The characteristics of the perfect competition market structure are:
(1) Pricing: the sellers do not have the ability to control the price of the products in the concerned market. They usually adopt the prices determined by the market. Moreover, within perfect competition market structure, no industry is large in context of the total sales or purchases.
(2) Homogeneous product: Each seller produces the identical or almost similar products. This means the products are homogeneous.
(3) Market: buyers and sellers have all relevant information about prices, product qualities, supply sources, and other key aspects. And the companies within perfect competition market structure do no face any kind of barriers while entering or exiting the concerned market place.
The imperfect competition demonstrates an industry or market in which only one or a few sellers can influence the prices, while others have to face some kind of barriers or difficulties to enter the concerned market place. The different forms or types of imperfect competition include monopoly, oligopoly, monopolistic competition, monopsony and oligopsony.
A monopoly is the market structure which exists, when a specific firm, person or enterprise is the only seller in a market place to purchase a good or service. Monopolies are thus characterized by a lack of economic competition to produce the goods or services and a lack of viable substitute goods.

代写论文：农业生产率

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代写论文：农业生产率

已有研究以地域划分（Fan＆Pardey，1997; Chen et al。，2008; Li＆Zhang，2013）或将时间缩短到几个较短的时间（Monchunk等，2010; Piese等。，2011）而不是一个时期。
不同作者关于农业增长的共同结果主要取决于技术进步（Chen et al，2008; Li＆Zhang，2013），其增长速度甚至超过了产量的增长速度。但是技术效率依然不变。这部分抵消了技术增长的影响（Chen，et al。，2008; Li＆Zhang，2013）。
Coyle等（1998），Chen等（2008）和Li＆Zhang（2013）将农业生产率的时间分为几个部分，也发现了农业全要素生产率增长的明显波动，这并不表现为产出的增长。国外研究表明，这些波动是由行业改革引起的，这意味着经济发生结构性变化。通过长期的论证，大多数文章都显示出该体系的加速发展，这可能是对公开市场体系的反应（Fan＆Pardey，1997; Coyle等，1998; Kanwar，2000; Chen，et al。 。，2008; Piesse等人，2011）。
因此，上述讨论表明，中国的主要问题是技术水平和生产力相对较低，缺乏开放的市场导向政策。近来，保护主义和国际因素的水平将比以前更加重要。
但是，静态模型并不能很好地解释从自给自足向全球合作市场的转变。要证明农业的全球化提高了中国的福利水平，需要从1960年到2010年的时间序列数据分析，这个时间序列数据分析可能包含中国自给自足和全球化的结构。

代写论文：农业生产率

There have been researches which divide the country by regions (Fan & Pardey, 1997; Chen et al, 2008; Li & Zhang, 2013) or cut the time into several shorter length (Monchunk, et al., 2010; Piese, et al., 2011) instead of one period only.
A common result from different authors about the agriculture growth is significantly dependent on the technology improvement (Chen et al, 2008; Li & Zhang, 2013), which grows even faster than the growth rate of output. However it still has a constant low technical efficiency. It partially offsets the effect of technology growth (Chen, et al., 2008; Li & Zhang, 2013).
By dividing the time period into several parts, Coyle et al (1998), Chen et al (2008), and Li & Zhang (2013) also discovered obvious fluctuations in the TFP growth of agriculture, which is not shown by the growth of output. Researches abroad show that these fluctuations are caused by the reform of the industry, implying that there takes place a structural change in the economy. Through a long period’s testimony, most of the articles demonstrate an accelerated development in the system which could be the responses to the open market system(Fan & Pardey, 1997; Coyle, et al., 1998; Kanwar, 2000; Chen, et al., 2008; Piesse, et al., 2011).
Thus, the above discussion shows that the major issues with China are relatively lower technology level and productivity and lack of open market oriented policy. In the recent times, the level of protectionism and international factors will be much more important than before.
However, a static model does not render a good explanation to the change from self-sufficiency to global cooperation market. To prove the globalization of agriculture improves the welfare in China will need a time series data analysis from 1960 to 2010, which could contain both autarky and globalized structure in China.

英国代写论文：人力资源开发

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英国代写论文：人力资源开发

Dunning＆Narula（1996）坚持用人力资源开发来代替人均GDP。虽然研究人员发现IDP假说在很大程度上是遵循的，但是在过渡或发展中经济体的有效性方面却有很多讨论（Liu，et al。，2005）。由于人均国内生产总值被认为是一个不完整的发展指标，因此有必要在模型中纳入其他因素。人均GDP没有体现的一个重要方面就是人的发展。本文开发的模型试图通过工人的文化水平来捕捉这个变量，因为这样可以捕捉内部人力资源更有效地工作的能力，从而捕捉到人力资源可以迎合的O型优势Dura’n＆Ubeda，2001）。关于对外直接投资是否是替代出口还是国际业务的新方法，已经有充分的讨论。 Yeung（1998）认为，OFDI可以作为商业网络刺激的平台，有利于后续的出口，Bellack（2001）发现它可以作为出口的替代品。中国的好奇之处在于，在出口制成品的同时，对外直接投资在很大程度上依赖于服务的出口（Liu，et al。，2005）。周，等。 （2002）指出，由于内部外商直接投资导致的营销技巧和管理激励，中国本土企业的生产率水平提高，中国的内部直接投资溢出效应水平不断提高。
因此，从以上讨论的基础可以得出，一国的ODI与发展阶段（反映在人均GDP中），人力资源开发（反映在劳动力识字率中），出口国家和内向的外国直接投资。顺便提一下，世界银行数据库中没有可用的扫盲数据。数据缺少很长时间。替代教育和人力资源开发的可能替代品或代理变量也遭受同样的问题。因此，人力资源上的变量将会下降，其影响被假定为在误差项中进行调整。因此，从文献综述的直觉中，可以形成以下假设：
假设1（a）：ODI与该国人均GDP呈正相关关系
假设1（b）：ODI与该国的出口有正相关关系（因为它不被视为出口的替代品）
假设1（c）：ODI随着FDI流入量的增加而增加

英国代写论文：人力资源开发

Dunning & Narula (1996) insist that human resource development should be used instead of per capita GDP. While researchers have found that the IDP hypothesis is largely followed, there has been much discussion on its validity for a transition or a developing economy (Liu, et al., 2005). Since GDP per capita is considered an incomplete measure of development, there is a need to incorporate other factors into the model. An important aspect of development not captured in GDP per capita is the human development. The model developed in this paper tries to capture this variable through the literacy level of the workers as this is expected to capture the ability of the internal human resource to work more effectively, thereby capturing the O-advantage that the human resources may cater to (Dura´n & Ubeda, 2001). There has been ample amount of discussion on whether OFDI is a substitute to export or a new method of international business. While Yeung (1998)suggests that OFDI can act as a platform of business network stimulation and favouring subsequent export, Bellack (2001) finds that it can act as an alternative to export. The curious case of China is that while it exports manufactured goods, its OFDI is cantered largely on the export of services (Liu, et al., 2005). Zhou, et al. (2002) notes that China experiences an increasing level of spillovers from inwards FDI in terms of enhanced productivity levels in indigenous firms as a result of marketing skills and management incentives, all resulting from inward FDI.
Thus from the basis of above discussion, it can be concluded that the ODI from a country experiences causal relationship with the development stage (reflected in per capita GDP), human resource development (reflected in literacy rate of the labour force), export of the country, and inwards FDI. Incidentally, data for literacy is not available in the World Bank dataset in a usable amount. The data is missing for large periods. Possible alternatives or proxy variables to replace education and human resource development also suffer from the same problem. Hence, the variable on human resource is dropped and its effect is assumed to be adjusted in the error term. So, drawing intuition from the literature review, the following hypotheses can be formed:
Hypothesis 1(a): ODI has a positive relationship with the per capita GDP of the country
Hypothesis 1(b): ODI has a positive relationship with the exports of the country (given that it is not treated as a substitute for export)
Hypothesis 1(c): ODI increases with an increasing inflow of inward FDI

英国诺桑比亚大学论文代写：个人陈述

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英国诺桑比亚大学论文代写：个人陈述

游戏设计是我在计算机科学和工程领域众多不同领域中的首选专业领域。尤其是对于模拟电脑游戏中的现实生活场景和其他情况至关重要的人工智能方面，我相信是有其审美元素的。到目前为止，我已经写了几个简单，优雅的电脑游戏，我希望有一天能设计和制作我自己的游戏。正是出于这些原因，我希望将编程和游戏设计作为职业兴趣。

除了我在中国大学的学术活动之外，我还参加了各种课外和课外活动。在业余时间，我喜欢参加体育运动，特别是篮球运动。我是中学和高中篮球队的成员，而且我已经多次获得了球队和学校的荣誉，我喜欢比赛，喜欢和一支球队一起工作。

作为课外活动的一部分，我在教学和辅导方面积累了宝贵的经验。我一直是家庭教师，帮助初中生数学。这样的经历不仅增强了我的沟通能力，而且使我对朋友，同事和同学更加认真和明智。我相信这种态度对于正确的气质是至关重要的，因为研究无意中涉及个人和团队的努力。作为个人和团队的一员，我发现与同行讨论我的工作是丰富的经验。

迄今为止，我在中国一所大学呆了半年，然而，我正在圣安德鲁斯学习基础课程。我选择在英国留学有几个原因，而不是在中国大学完成学业。最重要的原因是我喜欢英国的国家，文化和历史，我尊重不同文化之间的区别，我亲身来体验英国大学的同化文化。

我一生都是一个勤奋，勤奋和勤奋的学生，我相信有机会在你有名望的大学学习会让我更加深入地了解自己想要从事的职业。正是由于所有这些原因，我谨向你提出我的候选人，供你细读。如果我有机会在你的大学学习，我将非常感激，我向你保证，我将尽最大的努力跟上大学的标准和传统。

英国诺桑比亚大学论文代写：个人陈述

Game designing is my preferred area of specialization among the many diverse, varied fields in computer science and engineering. In particular, the aspect of artificial intelligence, which is crucial to simulating real-life scenarios and other situations in computer games is what I believe, has an aesthetic element to it. To date, I have already written several easy, elegant computer games, and I hope to design and build my own game some day. It is for all these reasons that I wish to take up programming and game designing as a career interest.

In addition to my academic activities at my university in China, I have also been a part of various co-curricular and extra-curricular activities. In my spare time, I enjoy taking part in sports, especially basketball. I was the member of basketball teams in my middle and high school, and more than the fact that I’ve won several accolades for the team and the school as its student, I enjoy the competition, and love working with a team.

As a part of my extra-curricular endeavours, I have gained valuable experience in teaching and tutoring. I have been a home tutor to help junior high school students in mathematics. The experience has not only boosted my communicative abilities but has also made me more conscientious and sensible towards my friends, peers and fellow students. I believe that such an attitude is essential for the right temperament, since research inadvertently involves individual as well as team efforts. As an individual and as a team player, I have found it an enriching experience to discuss my work with peers.

To date I have spent half a year in a Chinese university; however, I am pursuing a foundation course at St. Andrews. There are several reasons for my choosing to study in the UK instead of finishing my studies at the university in China. The most significant reason is that I like the country, the culture and history of the UK I respect the distinctions between various cultures, and I have personally come to experience the all-assimilating culture at the universities in the UK.

英国新堡大学论文代写：金融稳定

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英国新堡大学论文代写：金融稳定
《2010金融稳定法》推出了两个新机构，将审查系统风险，研究金融系统状况，明确联邦储备局对银行控制公司的全面监管。这些机构是金融稳定监督委员会和金融研究办公室。安理会有三项主要的重要任务。他们是:
识别能够影响美国货币稳定的潜在风险。这包括货币和非金融组织。
他们需要消除来自政府的人民的期望，这将支持他们的情况下他们蒙受损失。这将促进市场纪律。
他们需要应对金融威胁现行系统中。
指定的理事会也必须履行以下职责：
委员会更好的完整性，稳定性，在美国市场的竞争力和效率。
本体具有促进市场纪律
理事会还需要维持投资者的信心。
对指定的委员会的主要任务是从各种附属机构收集数据，整理和识别潜在的风险，会影响到美国市场，对金融稳定的威胁（Tarullo，2012）。理事会还必须监督地方和国际监管程序，并就这一问题向国会提出建议。
安理会有各种权力机构。它有权从联邦金融监管机构收集各种信息，也可以要求金融研究办公室收集来自银行控制公司和非银行金融公司的数据。它还监测地方和国际监管建议，以使美国市场有竞争力和安全的潜在风险。

英国新堡大学论文代写：金融稳定
The 2010 financial stability act, introduced two new bodies which would scrutinize systematic risk, research the state of financial system and clarify the complete supervision of the bank holding companies by Federal Reserve. These agencies are Financial Stability Oversight Council and Office of Financial Research. The council has three main important tasks. They are:
To identify the potential risks that can affect monetary steadiness of United States. This includes both monetary and non-financial organizations.
They need to eliminate the expectations of the people from the government that it would support them in case they incur losses. This would promote market discipline.
They need to respond to the financial threats prevailing in the system.
The appointed council also has to perform certain duties which are as follows:
The Council has to better the integrity, stability, competitiveness and efficiency of the US markets.
This body has to promote market discipline
The council also needs to maintain the confidence of the investors.
The major task of the appointed council is to collect data from the various affiliated agencies, collate them and identify potential risks which can affect the US markets and are threat to financial stability (Tarullo, 2012). The council also has to monitor the local as well as international regulatory procedures and advise the Congress on the same.
The council has various authorities. It has the right to collect all kinds of information from the federal financial regulatory agency and can also ask the Office of financial research to accumulate data from the bank holding companies and non-bank financial companies. It also monitors local as well as international regulatory proposals and in order to make the US market competitive and safe from the potential risks.

代写论文：制造公司变革管理

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代写论文：制造公司变革管理

任何商业组织，在不断变化和灵活的商业环境中，可能需要在任何时候改变。变化可以是任何类型的，也可能来自任何情况，无论是内部的还是外部的。然而，了解公司所需的变更类型以及执行和管理相同的变更对每个商业组织来说都是一项困难且具有挑战性的任务。在本报告中，对建伍公司的变更管理进行了讨论。本报告分析了为什么需要变更公司，以及变更管理过程中涉及哪些步骤。

公司背景

建伍制造有限公司坐落在英国开始其业务在1968年。这家公司的创始人是Kenneth Maynard Wood，他在独资企业成立了建伍。本公司所经营的产品是厨房用具，包括各种食品搅拌机。此前，建伍被命名为德信木业。制造单位以前在英国，后来转移到中国由于较低的生产成本和运营费用。公司采取了几个步骤来实现这一变化，并有效地进行变更管理。该公司还计划扩大其业务到世界各地，使全球化的商业活动提供更多的产品质量和客户满意度。建伍的主要目标是提高其市场占有率，并在国内和国际业务中的竞争对手中取得更大的竞争优势。

因此，建伍要实现将制造单元扩展到国际上更多地方的目标；在组织内部环境和外部环境中可能需要进行不同的改变。

代写论文：制造公司变革管理

Any business organisation, in the ever changing and flexible business environment may need to bring about changes at any point of time. Changes can be of any type and and may arise from any circumstances, either internal or external. However, knowing the type of changes required in the company and implementing and managing the same is a difficult and challenging task for every business organisation. In this report, the change management for the company, Kenwood is discussed. It is analysed in this report, why there is a need for the change in the company and what are the steps involved in the change management process.

Company Background

Kenwood manufacturing company is situated in UK and started its buisness in the year 1968. The founder of the company is Kenneth Maynard Wood who established Kenwood under sole proprietorship. The products dealt by the company are kitchen appliances including wide range of food mixers. Previously, Kenwood was named as Dickson & Wood. The manufacturing unit were previously based at UK, but later shifted to China as a result of lower production cost and operational expenses. The company adopted several steps to implement this change and to effective do the change management. The company also aims to expand its business operations to different parts of the world and enable globalised business activities with more product quality and customer satisfaction. The main objective of Kenwood is to increase its market share and to gain a better competitive edge among its competitors both in domestic and international business operations.

Hence, Kenwood to achieve its aims of expansion of manufacturing units to many more places internationally; there may require different changes within the internal environment of the organization as well as in the external environment.