英国中央圣马丁艺术与设计学院代写：人际关系的有效性

我的动机是实现高性能，也提高了对测试工作的外向性维度需要我要更严厉的方法而与人打交道的核心地区（Fossati等，2011）。人们应该以我，把我作为一个领导者，我应该是代表团队的人。为此，我要为自己设置智能目标在六到七个月的时间，达到45分/ 50在测试新IPIP。智慧可以被定义为具体的，可衡量的，可实现的，相关的和及时的目标（克拉斯特，2011）。我计划要体现程序将会帮助我在外向性技巧。我会采取以下步骤：
1、了解团队中的每个个体的个性和决定策略来对付每个人因此（Fossati et al，2011）。
2。在我的方法更直接、更严厉的处理者和低绩效。
3，我的工作也会有效的沟通包括沟通明确的信息和期望是什么，从员工（Fossati等人，2011）。
该报告涵盖了内省能力和实现智能的目标，为了实现一个因为性格测试，我把目标。第一步是识别和分析自我效能和了解大五人格模型。之后，我做了一个测试，反映在大五人格特质五个维度的得分，我缺乏的也是我的强项（Fossati et al，2011）。最后，我已经讨论了我想实现的目标，以及如何通过以下一个智能程序实现。我相信通过不断提高外向性技能的工作中我会取得成功，达到我想要达到的未来。

英国中央圣马丁艺术与设计学院代写：人际关系的有效性

My motive is to achieve high performance and also improve upon core area of the test like working to extraversion dimension which require me to be sterner in approach while dealing with people (Fossati et al, 2011). People should take me and treat me as a leader and I should be somebody who represents the team. For this, I aim to set the SMART objectives for myself in six to seven months of time and achieve a score of 45/50 in test NEO IPIP. SMART can be defined as specific, measurable, achievable, relevant and timely goals(Clastres, 2011). I plan to reflect program which will help me to work on extraversion skills. I will take following steps:
1. Understand the personality of each individual in the team and decide a strategy to deal with every personality accordingly(Fossati et al, 2011).
2. Be more direct and stern in my approach while dealing with defaulters and low performers.
3. I will also work on effective communication which will include communicating the clear message and what is expected from the employees(Fossati et al, 2011).
The report has covered intrapersonal competencies and achieving the SMART goals in order to achieve a goal set because of the personality test I have taken. The first step was to identify and analyse intrapersonal effectiveness and understand the big five model of personality. After that I took a test which reflected scores on five dimensions of big five model of personality and the traits I am lacking and my strengths as well(Fossati et al, 2011). In the end, I have discussed about the goal I want to achieve and how I will achieve by following a SMART process. I believe through constant work on improving extraversion skills I will achieve the success and reach where I wanted to reach in future.

英国坎贝威尔艺术学院论文代写：学习

从本次调查的所有调查结果显示，每个人都有不同的经验，从他们的位置。并不是每个人都能够获得公司的位置，这是他们的首要任务。有些人很幸运，有它和其他人都可以与他们得到的一个。一些学生没有设定一个高的目标，因此试图找到一个放置在一个中等对小公司，并与这一点很高兴。人必须目标高。在一个大的或有信誉的组织试图获得的位置没有任何伤害。这有助于学生学习更多。它增强了他们的曝光。但如果一个人没有成功实现这一目标，它不是一个没有无情的情况下，你可以永远学习，无论你在哪里找到机会。这都取决于你自己的能力。
每一个工作性质和公司都有自己的要求和规则。根据工作性质和合同规则设定工作时间。这可能是你的角色的需求在几天内工作的晚几个小时。重点不是把它作为一种负担，而是要享受责任，并尝试从经验中学习。根据我的观点，它必须是经验和学习，你会从你的位置，这必须是最优先考虑的和工资是最不在这一点上。正如在最后，这是学习，这将是计数。
大多数组织训练他们的拘禁，但一些没有任何培训计划。重要的是学生的行为，有学习的人。问你不懂的问题，在学习上有区别。如果你准备好学习，没有人能阻止你。不要气馁如果你没有找到合适的培训计划，提出问题和老年人会更乐意帮助你学习。
作为一名被拘留者是一个组织一个临时的部分，他/她可能不会被允许参与重大项目或金融相关的任务，一个公司可能会有一些隐私政策或预防措施为大项目，更大的风险了。这不是一个时刻感到低或冷落。这是学习的时间。

英国坎贝威尔艺术学院论文代写：学习

All the findings from this survey show that everyone has a different experience from their placement. Not everyone is able to get the placement in the company, which is their top priority. Some are lucky to have it and others are ok with the one they got. Some students don’t set a high goal and thus try to find a placement in a medium to small company and are happy with that. One must aim high. There is no harm in trying to get the placement in a large or reputable organization. This helps students to learn more. It enhances their exposure. But if one does not succeed in achieving this goal, it is not a case to get heartless, you can always learn, wherever you find a chance. It all depends on your own abilities.
Every job nature and company has its own demands and rules. Job hours are also set according to the job nature and contract rules. It may be the demand of your role to work late hours in some days. The point is not to take it as a burden, but to enjoy the responsibilities and try to learn from the experience. According to my opinion, it has to be the experience and learning you are going to get from your placement, which has to be the top priority and salary to be the least at this point. As at the end, this is the learning, which is going to count.
Most of the organizations train their internees, but some do not have any training programs. Important is the behavior of the student, who has to learn. Asking questions about what you do not understand, makes a difference in learning. If you are ready to learn, no one can stop you from that. Do not get dishearten if you find no proper training program, ask questions and seniors would be more than happy to help you learn.
As an Internee is a temporary part of an organization, he/she might not be allowed to get involved in major projects or finance related task as a company might have some privacy policy or precautionary measurements as bigger the project is, more risk it has. This is not a moment to feel low or left out. This is the time to learn.

英国利物浦论文代写：销售策略
一个良好的销售策略是一个行动计划，旨在了解一个产品或服务将如何达到需要它的人。看着它的战略将使企业达到客户的权利类型提供一个广泛的分析方法（juins，2000）。因此，英国天然气公司代表的战略将是履行以下：
通过满足客户的需求来满足客户的需求
组织资源，并对可用资源进行优化利用。
计划以实现竞争优势
完成公司目标
在这里，我们可以看到，在会见约翰先生时，销售会议的主要和次要目标是。虽然主要目标是出售英国天然气公司的产品和服务，第二个目标是获得客户的配置文件和当前的使用和瓶颈，以保存在我们的数据库中的信息，并保持进一步联系任何相关的产品（科特勒，1977）。
一个足够的薪酬计划鼓励组织的销售力量，以最富有成效的方式进行销售活动。如果缺乏适当的薪酬，销售团队的要求激励就无法实现。因此销售人员的薪酬计划是销售经理所要做的一个重要决定。最重要的因素，影响销售人员的业绩，鼓励他们把自己的真诚努力扩大销售、组织丰富的报酬。一个好的薪酬计划的目的如下：
利用适当和合适的销售人员
保持销售队伍的满意
产生销售队伍的忠诚度
维护合理的销售团队
比较销售成本和销售业绩
在一个组织中的培训计划是非常重要的，以提高公司的销售。正确的销售队伍的培训提高了员工的绩效，并有助于个人提高他们的营销技巧和技术。提供更好的服务，可以确保销售人员配备齐全的商品和服务的所有重要信息，并通过为员工提供有效的培训。

英国利物浦论文代写：销售策略
A good sales strategy is a plan of action designed to understand how a product or service will reach people who need it. By looking at it strategically will give a widespread and analytical approach to make sure that business is reachable to right type of clients (Juins, 2000). So, the strategy for British Gas Company representative would be to fulfil the following:
• To satisfy customers by meeting all their needs
• To organize resources and make optimum utilization of the resources available.
• Planning to achieve competitive advantage
• To accomplish corporate objectives

Here we can see that while meeting Mr. John, primary and secondary objectives of the sales meeting are set. While the primary objective is to sell the products and services of British Gas Company, the secondary objective is to get the customer profile and current usage and bottlenecks so as to save the information in our database and keep contacting further for any relevant products (Kotler, 1977).
An adequate scheme of remuneration encourages the sales force of the organization to perform selling activities in the most fruitful way. In case of deficiency of proper remuneration the required motivation of sales team cannot be achieved. Therefore remuneration plan of sales personnel is a crucial decision to be made by the sales manager. The most important factor which influences the performance of the sales force and encourages them to put their sincere efforts in expanding the sales volumeof the organization is ample remuneration. The aim of a good scheme of remuneration is as follows:
• Capitalize on adequate and suitable sale people
• Keeping sales force satisfied
• Generate faithfulness of sales force
• Maintaining sensible sales team
• Comparing sales costs and sales results
The training program in an organization is really significant in order to boost the sales of the company. Proper training of sales workforce increases the performance of employees and helps an individual to improve their marketing skills and techniques. Delivery of better services can be ensured if the sales personnel are well equipped with all the important information about goods and services and this can be achieved by providing efficient training to employees.

代写论文：人力资源

员工可能提供竞争优势，尊重服务的遭遇和服务的过程，如果他们的声音是正确的，并期待良好，并在同一时间成为有形产品的重要组成部分，这意味着他们象征着公司的形象。因此，它已经在不同的研究中看到，酒店和零售业需要的声音吧，看起来好是非常重要的，在这些部门中存在的（琳赛和主席，2004）。雇主认为，选择和招聘的员工听起来是正确的，看起来很好的提供竞争优势，在拥挤的酒店和零售行业，帮助企业创造一个独特的形象在大街上（斯图尔特，2004）。也正是在各种研究表明公司开发和寻找工人可能成为这些组织的个性和图像的物理化身。
因此，一个新兴的课题，是所有酒店，谁是目前在公开的地方，也是时尚服务客户更多的普通段的零售企业存在的审美劳动（Hochschild，1983）。调查问卷是基于一个研究，发现有意识的审美劳动程度，同时考虑到各种问题的选择、招聘缺乏，在一个范围内的酒店和零售业的组织管理和培训实践（Parasuraman，1985）。在杰克逊等人进行的研究中发现了一线工作的几个实例。在2002年度，其中要求的功能，这就少了什么候选人能够做的相比，他们是如何，例如有良好的礼貌或良好的外观，良好的口头或良好的表现，良好的存在或性格。此外，在某些情况下，雇主亦须附上申请表的申请人的照片。

代写论文：人力资源

Employees potentially offer competitive advantage with respect to both the service encounter and the process of service if they sound right and look good and at the same time becoming an important part of the tangible product, which means that they symbolize the image of the firm. Hence, it has been seen in various studies that in hospitality and retail industry the need to sound right and look good is very crucial and does exist in these sectors(Lindsay & McQuaid, 2004). The employers were of the opinion that the selection and recruitment of the employees who sound right and looks good provides competitive advantage in the crowded hospitality and retail industries together with helping the companies in creating a distinct image on the high street(Stewart, 2004). It is also revealed in various studies that companies developed and sought the workers who could possibly become the physical personification of the personality and image of those organizations.

Therefore, an emerging issue was presence of the aesthetic labour in all hospitality and retail employers who are present in both the openly stylish place and also the ones who serve more ordinary segments of customer(Hochschild, 1983). A survey based in questionnaire was conducted in one of the studies and it was revealed that there was lack of awareness regarding the extent of the aesthetic labour and at the same time taking into consideration various issues relating to the selection, recruitment, management and training practices in a range of hospitality and retail organizations(Parasuraman, 1985). Several instances of front-line jobs were found in the study conducted by Jackson et al. in the year 2002 which asked for features which amounted less to what the candidate was able to do as compared to how they were like, for instance having good manners or good appearances, well-spoken or well-turned out, good presence or character. In addition, in some cases the employers also required the photograph of the applicant enclosed with the application form.

英国利兹论文代写：女性职业发展计划

每当有一个女性成长的机会，她是被旧的信念，她会不会有足够的能力来面对挑战，在对应的位置，因此有一个大的玻璃天花板的存在，她总是能看到她光明的未来，但无法到达那里。这种特殊的信仰是由预警和卜婵安肯定（2009）谁说女人几乎占总数的50%的劳动力，但他们的管理职位在世界的份额仍然较低（伊斯梅尔和易卜拉欣，2008）。
这些天花板是由旧的坚定的信念，形成一个虚假的社会结构，不幸的是今天，它是由世界各地的大公司。这是不清楚可见的，但它是在公司代码的行为或政策，几乎没有注意到的细节。性别歧视在招聘和推广策略中起着推波助澜的作用，一些企业也对女性表现出消极的态度。在许多国家，即使在今天，男性占主导地位的所有的外部事务和妇女被移交给房子和孩子的责任。
女性只有职业是一个新的概念，它代表了女性的成长前景。事实上，它是非常有可能的一个组织发展这样的职业生涯，因为有位置，可以最好地处理妇女。尽可能多和易开发这样的生涯规划，它是难以执行时果断权威男性占主导地位，即使是轻微的影响，“玻璃天花板”的思想可以使整个努力这样的倡议。因此，随着这些程序的发展，它是同样或更重要的执行其实施，如果某种成功的需要，通过这些程序来实现。
“玻璃天花板”的思想过程是在企业世界中存在的，它一直看到它的崛起，有一个意图和机会来展示它，但女性只有职业生涯计划是一个挑战，对这样的思想过程的存在。这些节目给足够的机会所有的妇女，尤其是那些被玻璃天花板的受害者，而是由男性实施，坚持也是一个可怕的必要性在一个组织中，决策往往是由主要是男性占主导地位的管理。这样的计划是一个很好的开始，妇女有足够的空间显示自己的能力，一旦被证明是在标准杆或超过男性的能力，在领导地位，雇用他们，即使在没有妇女的计划可能是一个现实。

英国利兹论文代写：女性职业发展计划

Whenever there is a chance for a women to grow, she is either sidetracked by old beliefs that she would not be capable enough to face challenges that are associated with a position and hence there is a big glass ceiling that exists through which she can always see her bright future but cannot reach there. This particular belief is affirmed by Warning and Buchanan (2009) who says that women represents almost 50% of the total work force, but their share of management positions across the world remains relatively low (Ismail and Ibrahim, 2008).
These ceilings are created by old adamant beliefs that formed a false social structure and unfortunately today it is being followed by large corporations worldwide. It is not clearly visible, but it is present in minute details of company code of conduct or policies which are hardly noticed. Gender discrimination plays a contributing role in recruitment and promotion strategies and some corporate also show negative attitudes towards women. In many countries, even today, male dominates all external affairs and women are being handed over the responsibility of house and children.
Women-only careers are a novel idea which represents growth prospects only for women. In fact it is very much possible for an organization to develop such careers because there are positions which can be best handled by women. As much as it is possible and easy to develop such career programs, it is as difficult to enforce it when the decisive authorities are male dominated and even a minor influence of ‘glass ceiling’ thoughts can derail the entire effort towards such an initiative. Thus, along with the development of such programs, it is equally or more important to enforce its implementation if some kind of success is desired to be achieved through these programs.
The thought process of ‘glass ceiling’ is existing in the corporate world and it has been seeing its rise wherever there is an intention and an opportunity to display it, but women-only career programs is a challenge against the existence of such thought process. These programs give ample opportunity to all women, especially those who have been the victim of glass ceiling, but its implementation and adherence by the male counterparts is also a dire necessity in an organization where decisions are often taken by the management which is mostly male dominated. Such programs are a good start for women to have enough room to show their competence and once proven to be at par or exceeds male capabilities in leadership position, employing them even in the absence of women-only programs could be a reality.