英国代写论文：史蒂夫·乔布斯

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英国代写论文：史蒂夫·乔布斯

是世界上最受欢迎的人之一，在技术上创造了自己的影响力，并且是世界上最好的移动通信的创始人，苹果公司为移动行业增添了一个新的层面，史蒂夫·乔布斯是史上最成功的手机制造商。他不仅是一个成功的企业家，而且也在世界的技术进步中创造了新的层面。他的观点，他的演讲，他的话，他的创新，他的想法和他的价值观都被世界各地的人所钦佩。他的认可不仅在美国，而且在整个世界（Bix，2012）。他创造了许多人的价值，他的伟大是无疑的。随着他的声望，他的名气，他的尊重，他也是一些争议的一部分。有许多人不接受他的想法。这份报告对史蒂夫·乔布斯和他们每个人的意义提出了两个截然不同的观点。这些与他过去作出决定的方式以及他们每个人的好坏有关（Murray，2013）。布鲁克斯和韦恩提出了第一个观点，他赞扬了史蒂夫·乔布斯，并认为自己是创造性的天才，他的创新能力导致了现在世界的创造，而韦恩和拉什给出了第二种观点他谈到了史蒂夫·乔布斯对Android系统的仇恨，并补充说，iPad和Iphone的创造不是史蒂夫·乔布斯的创造性天才，而是成千上万人的努力。这份报告正在讨论与史蒂夫·乔布斯有关的两个对比的观点。分析将与两个相反的论点的因素有关，并会发现哪个论点更强。

英国代写论文：史蒂夫·乔布斯

One of the most popular people of the world who has created his mark on the technology and has been the founder of the best mobile communication in the world, Apple, the company which has added a new dimension to the mobile industry and has by far been the most successful mobile manufacturer, is Steve Jobs. He has not only been a successful entrepreneur but has also created a new dimension in the technological advance in the world. His views, his speeches, his words, his innovations, his ideas and his values were admired by the people all over the world. His recognition was not only in U.S.A. but throughout the entire world (Bix, 2012).  He created values among number of people and his greatness is undoubted. Along with his popularity, his fame, his respect he was also a part of number of controversies. There were many people who did not accept his ideas. This report presents two contrasting views on Steve Jobs and the significance of each one of them. These are related to the way in which he used to take his decisions and how good or bad each one of them was (Murray, 2013). The very first view has been put forward by Brooks and Wayne who has praised Steve Jobs and has appreciated himself as a creative genius whose ability of innovation has led to the creation of a present world while the second view has been given by the Wayne and Rash who talks about the hatred of android System by Steve Jobs and also adds that the creation of IPad and Iphone was not a creative genius of Steve Jobs, but included the efforts of thousands of other people. This report is discussing the two contrasting arguments related to Steve Jobs. The analysis will be done related to the factors on the two contrasting argument and will find out which of the argument is stronger.

 

英国曼彻斯特商学院论文代写： 财务经理

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英国曼彻斯特商学院论文代写： 财务经理

Bahfen＆Associates已任命“Yong Lee”为公司会计和运营部门的经理。 Yong Lee被任命为这个职位，因为Yong Lee被认为是这个职位的最佳人选。永利加盟后，公司在会计部门见到了很多有效的改进和发展。经过3个月的时间，公司财务经理开始接受会计和运营部门员工的投诉（Robbins et al，2015）。财务经理知道有些员工也辞去公司职务，有些员工也搬到了其他部门，有些员工也提出了离开公司或搬到不同部门的申请。员工也避免直接联系“永利”出现任何问题或建议，员工开始担心与“永利”交谈。

工作场所的这种情况是常见的，但这种性质的冲突涉及人际方面。在这样的冲突中进行谈判变得困难，因为员工不想和李永一起工作，宁愿辞去工作，在其他地方申请。只有采用明确的谈判策略才适用（Robbins et al，2015）。本报告是为了确定特定情况下的问题而编写的，并根据所发现的问题提出适用于该情况的行动建议。

问题识别与分析

会计经理“永利”加盟后，公司在会计和运营部门有一些问题。虽然’永利’在会计，运营和相关法规方面拥有多年的深厚专业经验，而且看起来是合适的部门。

英国曼彻斯特商学院论文代写： 财务经理

Bahfen & Associates has appointed ‘Yong Lee’ as Manager of Accounting and Operations department at the company. Yong Lee was appointed for this position because Yong Lee was considered as the best candidate for this post. After Joining of Yong Lee, the company has seen many efficient improvements and developments in the accounting department. After 3 months duration, the finance manager of the company starts receiving the complaints from the employees in the accounting and operations department (Robbins et al, 2015). The finance manager got to know that some of the employees also resigned from the company or some of the employees moved to other departments or some of the employees also gave applications either for leaving the company or moving in to different departments. The employees also avoided to directly contact ‘Yong Lee’ for any problems or recommendations cause, the employee started feeling worried and fear to talk to ‘Yong Lee’.

Such situations in workplaces are common but the conflict of such nature has interpersonal aspects involved. Negotiation in such conflict becomes difficult because the employees do not want to work with Yong Lee and prefer to quit their job and apply elsewhere. It would only be appropriate if a clear negotiation strategy is applied (Robbins et al, 2015). This report has been prepared in order to identify the problem in the given case and to recommend actions applicable in the situation based on the problems identified.

Problem Identification and Analysis

The company has some issues in the accounting and operations department after the joining of accounting manager ‘Yong Lee’. Though ‘Yong Lee’ has several years of in depth expertise in accounting, operations and related regulations, and seems right person to take care of the department.

 

代写论文：企业进入中国市场

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代写论文：企业进入中国市场

中国不能被视为一个独特的市场。它是各省内不同单位的组合或组成。为了在这样一个高度异质性的经济中蓬勃发展，重要的是企业要熟悉和了解市场的人口，社会和文化差异。除了这些差异之外，对风险管理中涉及的因素的识别，配套和识别是非常重要的。不管有什么缺点或缺点，中国都是全球需求量大的市场，未来市场有可能错位发展。考虑到这个事实，推导这些因素的任务变得非常关键和挑战性的，不仅有助于公司的成立，而且也将提供帮助，以保持在中国的市场。这篇论文将专注于对进入中国市场的市场策略的有效性评估。

论文的结构

本文的结构将从企业进入中国市场所面临的问题进行详细的信息入手。这部分还包括其他几个有关全球化程度提高的事实，以及跨国公司和合资公司的影响。还将讨论与中国市场有关的其他一些事实，以及有关中国进入中国市场所涉及的壁垒和战略的信息，以克服所有障碍。为了进行有效和高效的分析，将采用案例研究方法。为了达到这个分析的目的，应该讨论三个主要的案例研究。这些案例研究与“关系：中国的市场进入”，“丸红集团：本地化和索尼的合资企业”有关。还将编写适当的分析结果以及对进行研究有用的方法学技术。

代写论文：企业进入中国市场

China cannot be considered as a singular market. It is a combination or composition of a number of dissimilar units within the provinces. For thriving within such an economy that is highly heterogeneous in nature, it is important for enterprises to be well acquainted and aware of the demographic, social and cultural differences of the market. Apart from these differences, it is extremely important for identifying, accompanying and recognizing factors involved in the management of risk. Irrespective of these shortcomings or drawbacks, China is a market that is high in demand across the globe and there are chances for the market to be able to stagger the growth in the future. In consideration with this fact, the task of deducing the factors become highly critical and challenging that can help not only in the establishment of the company but will also provide assistance to keep up within the market of China. This particular thesis will be focused upon the evaluation of effectiveness with respect to the market strategy for entering the market of China.

Structure of the Thesis

The structure of the thesis will start with detailed information with respect to the problems that enterprises face in entering the market of China shall be discussed. This part will also consist of several other facts with respect to the increased level of globalization, and the impact of multinational companies as well as joint venture companies. Several other facts related to market of China will be discussed along with the information about the barriers involved and the strategies that can be used for entering the market of China overcoming all of the barriers. In order to conduct an analysis in an effective and efficient manner, the case study approach will be followed. In order to serve the purpose of this analysis, three major case studies shall be discussed. These case studies are related to Guanxi: Market Entry in China, Marubeni Corp’s: Localization and joint venture of Sony. Appropriate results for the analysis will also be drafted along with the technique of methodology that will be useful for conducting the research.

 

英国代写论文：公司治理的差异

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英国代写论文：公司治理的差异

由于中国的经济结构，直到最近，全国各地的企业家所遵循的公司治理结构略有不同。公司治理的差异从大型企业的经营实践中可以看出，因为这些公司主要是国有企业，而这些企业的管理者们对企业事务和国家政策目标都负有责任。随着时间的推移，公司治理方面出现了许多变化和改进，因为这个国家已经被认为倾向于现代公司治理。接下来的文章是分析中国公司治理与国外公司治理在某些因素背景下的差异。

随着1990年深沪两地股票交易所的推出，国家政府开始了公司治理的进程。然而，国家政府列出了公司在精细化的公司治理结构下必须遵循的一些义务，包括基本证券和治理法。中国证监会或中国证券监督管理委员会于1992年成立，是为了监管和交易所规定的监管任务（Abrami et al。，2008）。因此，中国可以很容易地找到三十多年的自由化方案，其中一部分关注的是不完善的国有企业和国有企业。下面的文章也突出了在中国采用外国公司治理结构的障碍。

采用外国公司治理措施

直到最近，政府几乎控制了中国的所有经济方面。除此之外，大部分企业都是国有的。 20世纪90年代，中国走上了建立深圳证券交易所和上海采取现代公司治理的第一步。

英国代写论文：公司治理的差异

Because of the economic structure of China, the corporate governance followed by the entrepreneurs has been slightly different throughout the nation until recently. The difference in the corporate governance is evident from the business practices of large corporations as these were mainly state owned and the mangers of these firms were held accountable to both the business matters and the state policy goals. With time, there have been numerous changes and refinements in the corporate governance, as the country has been found to inclining towards the modern corporate governance. The following essay is the analysis of differences between Chinese corporate governance and foreign corporate governance in context of certain factors.

With the introduction of two stock exchanges in the Shenzhen and Shanghai in the year of 1990, the national government began the corporate governance’s processes. However, national government outlined certain obligations that the companies must follow under the refined corporate governance structure, including the basic securities and governance law. The CSRC or Chinese Securities Regulatory Commissions was established in the year of 1992 for the monitory tasks on both the outlined set of regulations and exchanges (Abrami et al., 2008). Thus, the China can be easily found pursuing liberalization program for more than three decades, part of which is concerned on the refinement of not consistently performing SOEs or state owned enterprises. The following essay also highlights the obstacles associated with the adoption of foreign corporate governance structure in China.

Adoption of Foreign Corporate Governance Practices

Until recent times, the government has been controlling almost all aspects of the economy of China. Apart from this fact, most of the enterprises were owned by the state. In the years of 1990s, China approached its first step to adopt modern corporate governance by the establishment of Shenzhen Stock Exchanges and Shanghai.

论文代写：交易型领导

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论文代写：交易型领导

交易型领导是一个基本的领导风格的领导者认为，奖励和惩罚的理论（拉普沃思，2011）。它强调的是，为了实现组织的目标，应该进行工作。它不相信员工需要激励、激励或创新。根据这种领导风格，重要的是事情应该保持不变。

事务领导者分析其追随者的工作，以便他能发现其中的错误，这样他就可以看出他们的工作在哪里出错了。

经过分析，如果他发现员工的表现符合所期望的水平，那么他将得到奖励，如果他找不到理想的水平，那么他将受到惩罚。这种惩罚惩罚理论背后的原因是他专注于组织的目标、目标和结构。交易型领导是直接和成功导向的。他们唯一的目标是组织的成功。

这种领导遵循规则、条例、政策和标准。通常，交易型领导是在哪里的问题是员工的简单，因此领导不提升创新能力的情况下使用（lapwroth，2011）。它在某些情况下是无效的，也不允许领导者和追随者充分发掘他们的创造力。

如果从马斯洛需求层次论中看出交易型领导理论，那么就可以认为它与需要弥补的核心层次相吻合，因为领导者的工作需要层次较低。领导者的主要重点是一个被称为交换模型的模型。如果员工表现得很好，那么他们就会得到奖励，如果他们不这样做，他们就会受到惩罚。

论文代写：交易型领导

Transactional leadership is basically a leadership style in which the leader believes in reward and punishment theory (Lapworth, 2011). It emphasizes on the fact that work should be done to achieve the organization’s goals. It doesn’t believe that workers need to be motivated, inspired or creative. According to this leadership style, what matters is that things should remain the same.

The transactional leader analyses the work of its followers so that he could find errors in it and also so that he could see where they are going wrong in their work.

After his analyses if he finds that employee’s performance according to the desired level then he will be rewarded and if he doesn’t find it up to the desired level, then he will be punished. The reason behind this reward punishment theory is that he focuses on goals, objectives and structure of the organization. The transactional leaders are direct and success oriented. Their sole aim is the success of the organization.

This leadership follows rules, regulations, policies and standards. Usually transactional leadership is adopted in the situations where problems are simple and hence the leader doesn’t promote creativity from its employees (Lapwroth, 2011). It is not effective in certain situations, and also it doesn’t allow the leader and the followers to fully explore their creativity.

If transactional leadership theory is seen from the Maslow hierarchy of needs then it can be believed that it works with the core levels of needs atonement, where as the leader works with lower levels of the needs’ levels. The main emphasis of the leader is on a model that is termed as exchange model. If employees perform up to the mark then they are rewarded and if they don’t then they are punished.

 

英国代写论文：网站安全问题

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英国代写论文：网站安全问题

此外，在各种网站和谷歌本身也会有针对该事件的弹出广告，并且在特定的网站中会弹出弹出窗口，让人们了解该事件。在这个宣传计划中，也会有病毒传播被整合出来，尽管学生和同事们会传播有关事件的新闻。在这些方面，事件将得到极端的宣传，并使其更有效，横幅将挂在重要的地方前一个星期的活动开始。所有的线上和线下活动将覆盖使活动成功，感谢一个人流入在会场和考虑高的脚步声。

处理安全问题：

事件和安全问题将得到妥善的组织和发展，以便在适当的时间内使事件更加成功和可交付。在这次活动中，将特别强调客人的安全和他们的信息。因此，将在安全理事会和其他机构以及安全人员中任命一名安全理事会人员，并在代表和人民的安全范围内任命。将有足够的火和其他必要的设施被调换，人们将在食物和招待费方面对每一种可能的威胁进行理想的检查。客人的信息将被保存在一个安全的服务器，也将有更多的安全在事件日，以确保前提。

英国代写论文：网站安全问题

There will also be pop up advertisements been given for the event on various websites and Google itself, and there will be pop ups been given within the particular websites to make the people aware about the event. In this promotional plans, there will also be viral communications been integrated though out the students and the colleagues to spread out the news about the event. In these aspects, the event will get an extreme publicity and to make that more effective, banners will be hung at important places just before one week of the event commenced. All the ATL and BTL activities will be covered to make the event successful and well appreciated with a condensed people inflow at the venue and considering high footfalls.

Addressing the security issues:

The event and security issues will be well organized and developed to make the event more successful and deliverable in the appropriate time span. In this event, there will be particular emphasis on the security of the guests and their information. Thus, a security council will be made and authorized persons from the college and other institutions along with the security personnel will be appointed within the security of the delegates and the people. There will sufficient fire and other required amenities be transposed and the people will be ideally check every possible threat in terms of food, and hospitality appreciation. The guests’ information will be kept in a secure server and there will also be more security been give on the event day to secure the premise.

代写论文：对参加者的基本服务

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代写论文：对参加者的基本服务

该住宅课程将有几个服务，但将是固定的，因为它是一个短期的课程，可能不需要永久停留。因此，价格可能会稍高一些，因为服务只能提供较短的时间。通常，服务提供商寻找更大的订单，在那里他们可以有大量的利润。也就是说，这份报告是为100名与会者提供的最佳成本估计数。

第一步是列出要提供的服务数量，如下所示：

1。住宿3晚4天。

2。一天至少吃2顿饱饭。

三.所有与会者的课程的文具。

4。从住宿到大学来回的旅行费用。

5。为所有与会者提供3天保险。

6。三天内的会议设施和规定。

7。包括乐队表演的娱乐节目费用。

8。对额外或突然的必要津贴或紧急情况的固定规定。

这些都是为所有期待参加三天课程的参加者提供的基本服务。这可能取决于与会者的某些具体要求，如有些人可能只想要素食，而其他人可能不想要素食，对处境不利的与会者有固定的规定，他们需要特别照顾，等等。

代写论文：对参加者的基本服务

The residential course will have several services, but will be fixed as it is a short course and may not require permanent stay. Accordingly, the pricing may be a little higher as the services are to be provided only for a shorter period. Usually, service providers look for larger orders where they can have a good amount of profit margins. That said, this report is the best estimate of the cost estimate to be provided for 100 attendees.

The first step is to list down the number of services to be provided which are as follows:

  1. Accommodation for 3 nights and 4 days.
  2. At least 2 full meals a day.
  3. Stationery for the course for all attendees.
  4. Travel cost from accommodation to the university and back.
  5. Insurance for the 3 days stay for all attendees.
  6. Conference facilities and provisions during all three days.
  7. Entertainment program fees which may include a band performance.
  8. Fixed provision for any extra or sudden necessity of allowance or emergency.

These are the basic services to be provided to all attendees who are expected to attend the 3-day course. This may vary depending on some specific requirements of the attendees, like some may only want vegetarian food and others may not want vegetarian, a fixed provision for disadvantaged attendees and their special care to be taken, etc.

英国代写论文：产品的最小产量

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英国代写论文：产品的最小产量

任何产品的最小产量只有在当前的应用被集中使用时才有可能。如果产能过剩，肯定会生产过剩的产品。如果市场需求突然下降，肯定过剩会累积。belluz等人，在实例中，有提到，如果员工能够在一个公司工作了8个小时就要工作10小时，可以肯定的是，将有更多的生产。现在，如果需求，由于某种原因或有点下降，过剩的产品不能市场无论如何，过剩的产品将被储存。belluz等人。已经提到，制造商需要预案，怎么处理过剩产品。

在这种情况下，对市场进行适当的分析，比较市场情况和其他条件以及前几年似乎是非常必要的。此外，为了避免不确定性，企业可以利用技术优势。短期规划的产生和该计划的成功实施导致了生产战略（庄士敦和北海）。

企业发展的经营管理是企业发展的基本要求，也是企业发展的必然趋势。在不同的因素组合中，公司可以获得一个成功的市场。到目前为止，研究人员已经讨论了不同的组织策略适于莴苣收获在林肯的发展。如果一个合适的经营战略之后，林肯将成为是一个在英国栽培生菜最深刻的城市。更重要的是，应用这些思想的公司能够成为组织稳定。

英国代写论文：产品的最小产量

Minimum output of any product is only possible when the current applications are utilized intensively. If the current capacity is surpassed, it is sure that the excessive products will be produced. If suddenly the market demand falls down, it is sure that the excess will be cumulated. Belluz et al., in instance, has mentioned that if an employee is capable of working for 8 hours in a firm let to be working for 10 hours it is sure that more production will be there. Now if the demand, by some reason or somewhat falls down, the excess product cannot be market anyway, the excess product will be stored. Belluz et al. have mentioned that manufacturers are needed to preplan that what is to be done with the excesses product.

Proper analysis of the market, comparison of the market place with the other conditions and previous years seems to be very much necessary in this context. More to be added, to avoid the uncertainty the firms can take help of the technical superiority. Generation of the short term planning and with the successful implementation of that plan leads to strategies for the production (Johnston and Butterworth).

Operation Management for the development of the firm is the basic need that not only let the company to be developed but the propensity of the firm also increases. In assemblage of different factors that company can get one of the successful market place. So far the researcher has discussed the different organisational strategies to be adapted for the development of Lettuce harvesting in Lincolnshire. If a proper operational strategy is followed, Lincolnshire will become be one of the most profound cities in cultivation of Lettuce in UK. What is more, with application of all these ideologies the firm can become organizationally stable.

 

英国代写论文：雇员保留

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英国代写论文：雇员保留

在上面的日记中，作者指出，这些失误要么是自愿的，要么是不由自主的。一些自愿和自愿离职的人理解营业额。在工作的情况下，应确定志愿失误的原因分析（Abelson，1987）。

调查了组织支持感（POS）在计算组织内自愿离职中的作用。支持人力资源被认为是提供促进POS机有三大类，可能有助于确定离职成本的贡献；分离成本、重置成本、培训成本（艾伦和格里菲思岸边，2003）。

组织内人力资源实践的参与决定了销售和离职率的增长。人力资源实践，重视对人力资本的投资更可能带来减少周转和提高组织绩效（巴特，2002）。

低和高营业额是有害的组织。对公司的承诺和满意度在周转率评价重要（glebbeek和Bax，2004）。

各种心理技术可以应用在工作场所对员工的组织和评价的提升。这些组织必须使用留住员工的激励技巧。心理学的各种理论也可以应用于激励员工和提高性能（布朗，Buccini，Kremer，和环，2004）

讨论了雇员保留的不同做法。几个目标的讨论，可以帮助雇主和人力资源专业人士申请而采用任用个人（McCabe，2004）。

英国代写论文：雇员保留

In the above journal the writer suggests the turnovers are either voluntarily or involuntarily. Some involuntarily and voluntary departure understand the turnover. The circumstances on the job should be determined to analyse the reasons for voluntary turnovers (Abelson, 1987).

Investigation is done on the role of perceived organizational support (POS) in calculating the voluntary turnover within the organization. The supportive HR is considered to provide contribution in promoting POS. There are three categories that may help to determine the turnover costs; Separation costs, replacement costs, and training costs (Allen, Shore and Griffeth, 2003).

The involvement of Human Resource practices within the organization is responsible to determine the growth in sales and quit rates. The Human Resource practices that pay attention towards Human capital investment are more likely to bring reduction in turnover and increase organizational performance (Batt, 2002).

Low as well as high turnover is harmful for the organizations. Commitment towards the firm and satisfaction are important in evaluating the turnover rates (Glebbeek & Bax, 2004).

Various psychological techniques can be applied on the work place for the upliftment of organization and appraisal of employees. The organizations are required to use the motivational tips for retaining employees. Various psychological theories can also be applied to motivate employees and improve performance (Brown, Buccini, Kremer, & Rings, 2004)

Different types of practices are discussed retention of employees. Several aims and goals are discussed that can help employers and HR professionals to apply while employing and appointing individuals (McCabe, 2004).

代写论文：劳动力整合

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代写论文：劳动力整合

目前职场中的劳动力具有不同的特点和不同的视角，同时企业的管理者倾向于适应自己的一代管理风格，而不是考虑到多样化的员工队伍的管理。二分之一的人力资源专业人员已经报告了来自服务行业的不同劳动力之间的一定程度的冲突，只有1/3的组织为减少各种劳动力之间的摩擦而努力（Kramar 2012）。即使劳动力有不同的形成风格，生活事件和信仰，这些不同的特征也不应该在组织中形成紧张局势。然而，组织中的多样化的员工力求在工作场所达到相同的目标，这是一个良好的工作与生活平衡，是一个以一种引人入胜的方式为客户服务的机会，并寻求专业发展的机会。下面的文章将关注组织内部年龄层次的多样性，同时满足组织需求的同时如何满足这种多样性的需求。

已经看到，通过整合劳动力可以实现组织的新的效率。通过与不同的员工合作和学习，可以为解决任务挑战提供新的思路和新的解决方案。从广告到技术等几个公司，把年轻员工和上层管理人员结合起来，取得有效成果;这种做法被称为逆向指导（Bardoel et.al 2014）。这种做法的好处是双方面的，因为年轻的员工正在教授他们的技术，社交媒体和工作场所的趋势。与此同时，年轻的劳动力正在从事这样一种方式，即提高员工的总体产出。

代写论文：劳动力整合

The workforce in the current workplace has different traits and different perspectives and at the same time the managers of the firms tend to adapt the style of management of their own generation instead of taking into consideration the management of the diverse workforce. Some degree of conflict amongst the diverse workforce from a service sector industry has been reported by 2/3rd of the HR professionals and only 1/3rd of the organization work towards reducing the frictions amongst the diverse workforce (Kramar 2012). Even though the workforce has diverse formative styles, life events and beliefs, t these diverse features shouldn’t formulate tension in the organization. However, the diverse workforce in the organization aims for the same objective in the workplace which is a good work-life balance, an opportunity to serve the clients in an engaging manner and finding opportunities to professionally develop. The below essay would focus on the diversity on the basis of the age within in the organization and how could the needs of this diversity could be met at the same time meeting the needs of the organization too.

It has been seen that new efficiencies in the organization could be realized with an integrated workforce. New ideas and new solutions for solving mission challenges could be created by collaborating and learning from the diverse workforce. There are several companies ranging from advertising to technology which are pairing the younger employees with the upper management to get effective results; this practice is known as reverse mentoring (Bardoel et. al 2014). The benefit from this practice is double-sided as the younger employees are teaching their mentees regarding the technology, social media and the trends in the workplace. At the same time the younger workforce are engaged in such a manner that the overall output of the employees is raised.