标签存档： 英国论文代写

英国代写assignment：员工老龄化

在： ,

英国代写assignment：员工老龄化

组织内部采取的一些举措是：正在向老龄化的劳动力提供家庭或兼职工作（Barling，2002）。此外，所有的员工都有医疗保险，无论是全职还是兼职，公司鼓励所有员工在公司中引导健康的生活方式。根据2010年的数据，该公司每年要承担8000万美元的费用，以保证所有兼职员工每年达8000美元（Haight，2006年）。

劳动力的多样性

为了促进员工队伍的多元化，苹果公司已经采取了所有关键步骤，并确保存在异构的员工队伍。这是通过与不同组织建立伙伴关系来确保的;他们与全国拉美裔MBA学会，全国黑人MBA和女性工程师协会（Larwood 2001）建立了合作关系。这种类型的组织提供了多样性，使员工组成不同的员工组合。苹果公司相信，执行成功企业文化的关键任务之一就是拥有多元化的员工队伍。为了扩大员工的能力，使他们面对多任务，许多公司采取了跨职能的活动。在苹果公司，大多数管理者表示，他们被要求执行与其工作区不同的跨职能活动。

结论

总而言之，说明这一点是正确的，以确保企业的绩效是非常有效和高效的，有必要保证员工的多样性。在像苹果公司这样的跨国公司中，通过与各个机构的合作来确保多样性，并采取其他一些措施来保证这一点。全球不同的公司普遍接受的观点是，劳动力的多样性使劳动力总体增长，从而提高了对企业的贡献。苹果公司也认真考虑老龄化问题，并采取相应的措施。

英国代写assignment：员工老龄化

Some of the initiatives which have been undertaken within the organization are; working from home or part-time jobs are being offered to the ageing workforce (Barling 2002). In addition, all the workers are covered by medical insurance whether full-time or part time and the firm encourages all the workers to lead a healthy lifestyle in the firm. According to the data of 2010, the firm had to bear a cost of 80 million dollars per year for insuring all the part-time workers up to an extent of 8000 US dollar per year (Haight 2006).

Diversity of the Workforce

In order to promote diversity amongst its workforce, Apple Inc. has taken all the essential steps and to ensure the existence of heterogeneous workforce. This is ensured by setting up partnership with different organizations; they have partnerships with National society of Hispanics MBAs, National Black MBAs and society of Women Engineers (Larwood 2001). Diversity is rendered by these type of organizations and render the mix of employees with diverse set of workforce. It is believed by Apple Inc. that one of the crucial task to execute a successful corporate culture is to have a diversity in workforce. In order broaden the abilities of the employees and to make them multitask oriented, many of the firms adopt a cross functional activities. In Apple Inc. most of the mangers stated that they were asked to perform cross functional activities which were different from their working zone.

Conclusion

In conclusion, it would be correct to state that so as to ensure that the performance in the firm is very effective and efficient it is necessary to ensure diversity in the workforce. In multinational firms like Apple Inc. diversity is ensured by means of partnership with various institutes and taking in several other measures to ensure the same. It is being widely accepted by different firms across the globe that diversity in the workforce enables an overall growth of the workforce which in a way improves their contribution towards the firm. Apple Inc. also takes into consideration the issue of ageing workforce seriously and undertakes measures to deal with the same.

 

 

 

代写论文：工作中对女性的歧视

在： , ,

代写论文：工作中对女性的歧视

社会的刻板印象和工资差距是由玻璃天花板引起的;尽管在歧视和不平等的工作场所妇女已经面临许多挑战。在目前的情况下，“皇后综合征”的意外增加。其他妇女在管理职位上受到歧视的情况（Cotter and Hermson，2001）。这种综合症有时像性别歧视一样重要，因为她们常常因为感受到了威胁和不安全感而耽搁了女性的职业。对于女性来说，受到其他女性的威胁是非常自然的，而这最终会提高防御能力。在许多研究中已经表明，女性管理者并不总是同情其他职场女性。研究人员发现，在俄亥俄州，1985年至1990年间，拒绝让孕妇返回工作和雇佣孕妇的监督者中，有36％是女性，他们正在研究2405名怀孕歧视诉讼。

为了克服玻璃天花板理论，有必要根除女王蜂综合症。在许多学术着作中已经表明，不是所有的女性都展示了皇后综合症，而且有很多妇女在工作场所帮助妇女。当能够发挥这种行为的女性能够保证自己的工作不受威胁时，就可以根除这种综合征。这将消除各种不安全感，因此也将消除这种行为。

代写论文：工作中对女性的歧视

Society’s stereotypes and pay gap occur due to glass ceiling; although many challenges are already faced by women at the workplace of discrimination and inequality. In the present scenarios, there is an unexpected addition of the ‘Queen Ben Syndrome’. A situation in which the other women are discriminated by the women at the managerial position (Cotter and Hermson 2001). This syndrome might sometimes be as crucial as sexism in holding back the careers of women as most often it occurs because of feeling threatened and insecurities. For women to feel threatened by other women is quite natural and this ends in raising up of defenses. It has been shown in many studies that the female managers are not sympathetic always to other women at workplace. Researcher found out that 36% of the supervisors who refused to let the pregnant women return to work and hire pregnant women were themselves women in a study of 2405 pregnancy discrimination lawsuits between 1985 and 1990 in Ohio.

There is a need to eradicate the Queen Bee Syndrome so as to overcome glass ceiling theory. It has been shown in many academic works that it is not in all the women that the Queen Bee Syndrome is exhibited and there are many women who have taken a step in order to help women at workplace. When women who are at a position to exert this behavior and have assurance that their job isn’t under threat then the eradication of this syndrome is possible. This would result in elimination of all kinds of insecurities and hence the behavior would also be eradicated.

 

英国代写论文：会计师事务所

在： ,

英国代写论文：会计师事务所

德勤会计师事务所在美国为客户提供三种基本服务的公司。这些服务包括：会计、审计、税务和咨询。Mike Cook是这家公司的首席执行官。1980、与其他公司称为“6大”实现了在咨询领域显著增长的公司（Krishnan，2012）。“6大”包括厄恩斯特和年轻的亚瑟和安德森公司rpmg泥炭损坏灯芯，Coopers & Lybrand和水的价格，房子与德勤作为合作公司。

德勤会计师事务所与组织外部分析综述：

1。合并：1989德勤哈斯金斯&销售形成了一个名副其实的“审计师的审计“保守公司而罗斯会计师事务所是一家咨询公司与好斗的态度和创业的方法。两家公司都有不同的文化（Brondoni，2007）。

结论：

外部分析是基于经济趋势、技术变化、政府政策和社会文化环境的四个维度，每个维度都有未来的趋势。德勤的工作环境存在误解，男性占主导地位，女性员工就业机会较少，缺乏适当的工作——生活平衡导致女员工的离职率高。公司需要制定有效的策略来克服这些问题，只有这样他们才能在未来的业务运作中获得成功。

英国代写论文：会计师事务所

Deloitte and Touche LLP is a firm in America which provides three basic services to its clients. These services are: Accounting & Auditing, Tax and Consulting. Mike Cook is the CEO of the company. In 1980, the company with other companies known as “Big 6” achieved a remarkable growth in the area of consulting (Krishnan, 2012). The “Big 6” included the Ernst and Young, Arthur and Anderson & Co., RPMG Peat Mar Wick, Coopers & Lybrand and Price water House with Deloitte and Touche as a partnering firm.

Review of Deloitte and Touche LLP with External Analysis of the organization:

1.Merger: in 1989 the Deloitte Haskins & Sells was formed with a reputation of “the auditor’s auditor” a conservative firm whereas the Touche Ross was a consultancy firm with scrappy attitude and entrepreneurial approach. Both firms have diverse cultures (Brondoni, 2007).

Conclusion:

External Analysis is based on four dimensions of economic trends, technological changes, government policies and socio-cultural environment with future trends at each dimension. The Deloitte was having the problems of the misunderstanding of the working environment as male dominated, fewer career opportunities for women employees, lack of proper work –life balance led to the high rate of turnover of women employees. The firm needs to make effective strategies to overcome these problems then only they can be successful in future business operations.

论文代写：人力资源服务的关键模型

在： ,

论文代写：人力资源服务的关键模型

传统的人力资源服务交付模式:传统的人力资源服务交付模式由多面手、专家和管理组成。该服务交付模型是一个经过测试的服务交付模型，并且有与传统的服务交付模型相关联的明确协议。在某些情况下，工作范围的定义在这个服务交付系统中是非常明确的。这种服务交付模式在许多公司仍然很普遍;这是由于它过去的成功。紧随其后的是中小型企业。这些公司似乎更喜欢这种模式，因为它的结构化方法。HR团队关注员工的需求，特别是那些执行一般职责的员工，而不是那些执行专家功能的员工。在传统的HR交付系统中，有一组12人，他们在一个公司里处理1200人的团队。基本上，这个服务交付团队通常由一名人力资源总监、三名经理的四名助手、三名人力资源主管和一名主管组成。这些群体有明确的工作模式。当这种传统的人力资源服务交付系统实行时，分配给公司一名员工的工作不可能轻易地转移到公司的另一名员工身上。团队的重点更多的是公司的行政行为，更少关注公司的战略远景。公司视人力资源部门为公司的法律和行政行为的知识来源。人力资源部门通常会对公司的行政和法律道德产生更大的影响。在当今时代，更重要的是给人力资源部门。由于公司对伦理知识的依赖，人力资源部门最近与公司的关系越来越大，越来越重要。

论文代写：人力资源服务的关键模型

Traditional HR service delivery: Traditional HR service delivery model comprises of generalist, specialist and administration. This service delivery model is a tested service delivery model and there are definite protocols that are associated with the traditional service delivery model. The definition of the scope of work is very clear in some cases rigid in this service delivery system. This service delivery pattern is still prevalent in many companies; this is owing to its past success. It is followed especially in the small and medium sized companies. These companies seem to prefer this model owing to its structured approach. The HR team looks after the needs of the employees particularly of those employees who are performing general duties than people who are performing expert functions. In traditional HR delivery systems, there are a group of twelve people who handle a group of 1200 people in a company. Basically, this service delivery team would usually consist of a HR director, three managers’ four assistants to these managers, three HR officer post and a supervisor. There is a definite working pattern in these groups. The work that is allocated to one employee in the company cannot be easily shifted to another employee in the company when this traditional HR service delivery system is practiced. The focus of the team is more on the administrative actions of the company and very less focus is given to the strategic long-term vision of the company. The company views the HR department as a knowledge source regarding the legalities and the administrative actions of the company. The HR department will generally have more influence on the administrative and the legal ethics of the company. In the current times, more importance is given to the HR department.  The HR department is gaining leverage and more importance in the recent times with companies owing to the company’s dependence for the knowledge regarding ethics.

 

英国论文代写：评估培训结果

在： ,

英国论文代写：评估培训结果

一旦培训计划在组织中得到实施，评估培训计划的结果以及员工是否受益于培训计划也是非常重要的。为了评估培训计划的结果，首先要了解员工是否得到正确的培训。如果培训计划无法实现的结果比公司必须重新考虑培训计划和分析程序中的缺陷（史密斯等人，2014年）。培训和开发是一项成本高昂的业务，但却是一项重要业务。所以，确保这些钱以及设计培训计划的努力不应该浪费，这一点很重要。这不仅可以为公司带来全部的资金浪费，而且对员工在公司中的表现也只会是灾难性的，最终只会影响业务。为了确保培训计划对员工有效，公司必须投入一些时间来获取一些数据，这些数据将有助于设计正确的培训计划，如总培训计划的成本，计划的可能产出或其他期望的计划结果，质量标准，包括可允许的错误率，资源浪费和单位或每小时的生产率（Smith等，2014）。它还包括所有活动的时间，以及公司管理层所能达到的最终期限。

英国论文代写：评估培训结果

Once the training program is implemented in the organisation, it is also important to evaluate the results of the training program and whether, employees are benefitted by the training program or not. In order to evaluate the results of the training programs is to first understand that whether employees are getting right kind of training or not. In case the training program are unable to achieve the results than the company must reconsider the training program and analyse the flaws in the program (Smith et al, 2014). Training and development is a costly business yet a significant business. So, it is important to ensure that the money as well as the efforts of designing the training program should not go into waste. This not only can be total money wastage for the company, but it can also be disastrous for the employee’s performance in the company which in the end will affect the business only. In order to ensure that training program is effective for the employees, the company must invest some time in acquiring some data which will help in designing the right training program like cost of total training program, possible output of the program or in other terms the desired result of the program, quality standards which includes permissible error rates, wastage of resources and productivity per unit or per hour(Smith et al, 2014). It also includes the time in all the activities and how effectively company is able to meet the deadlines set by the management of the company.

 

英国罗浮堡大学论文代写：裁员的弊端

在： ,

英国罗浮堡大学论文代写：裁员的弊端

作者在了解雷曼兄弟人力资源管理方面做了很好的研究。本文的主要优点是作者对战略人力资源管理的阐述。他清楚地提到，公司不应该大肆裁员，因为这会让员工对自己的工作不满意，而且会在留住员工的头脑中产生焦虑。作者还提到了一个相关的观点，即在其他地方雇佣下岗员工，这样他们就能继续挣钱，对公司没有什么不好的感觉。这篇文章的另一个主要优点是，它深入分析了在公司工作的员工的心态(Kumari,2014)。作者似乎对仍在公司工作的员工的心态产生了共鸣。作者清楚地提到了公司在就业问题上的另一个方面。如果公司有足够的智慧来理解员工的最低数量，他们可以满足公司的工作要求，公司就不会有这样的条件，从而导致公司的员工离开公司。如果公司选择在所有部门都有大量员工，那么运营成本就会自动上升。因此，在危机时刻，公司必须不惜任何代价缩减规模。因此，人力资源经理应该了解特定部门(Hall,2011)的劳动力的最佳需求。

英国罗浮堡大学论文代写：裁员的弊端

The author has done a good research work in understanding the human resource management of Lehman Brothers. The main strength of this article is the clarity with which the author has explained his points regarding strategic human resource management. He clearly mentions that it is not advisable for the company to go on a laying off spree as it makes the employees dissatisfied with their job and it develops anxiety in the minds of the retained employees. The author also mentions a pertinent point which is to employ the laid off employees elsewhere so that they continue to earn money and do not have hard feelings for the company. Another major strength of this article is it’s in depth analysis of the mindset of the employees working in the company which is laying off its employees (Kumari, 2014). The author seems to empathize with the mindset of the employees still working in the company. The author clearly mentions one more aspect of the company which was over employment. If the company was wise enough to understand the minimum number of employees who could have satisfied the work requirements of the company, the company would not have ever been in such a condition which would result in removing the employees from the company. If the company chooses to have large number of employees in all the departments then the operating cost automatically goes up. Therefore in times of crisis the company has to downsize at any cost. Thus the human resource managers should understand the optimum requirement of the workforce for the particular department (Hall, 2011).

 

英国代写essay：企业的竞争优势

在： , ,

英国代写essay：企业的竞争优势

企业的竞争优势是基于一些可能使公司获得更好的利润，有形收入或其他形式的无形利润的因素来定义的。企业制定战略，以最大限度地发挥其竞争优势，并减少他们在竞争日益激烈的世界中可能面临的威胁。对于那些具有成本优势和差异性的企业，已经描述了两种类型的竞争优势。企业如何利用自己的资源和能力来满足一些关键的关键成功因素，将导致战略或失败的成功。虽然企业为了获得竞争优势而自我分化，但随着消费者群体的变化，或企业在考虑本地或国际扩张时，可能会面临挑战。企业将不得不应对这些挑战，以推动成功并使其业务可持续发展。这份报告是关于咖啡公司星巴克的。报告分析了星巴克在新闻媒体上提到的一些担忧。介绍了基于Fishbone，PEST，SWOT，关键成功因素，市场细分和VRIO的星巴克战略分析。这些策略强调了星巴克为什么要解决这个问题的重要性，以及星巴克为解决这个问题而提供的机会。因此，基于分析的建议是针对当前公司所关注的问题提出的。

星巴克是一家美国咖啡公司。它是以华盛顿州的西雅图为基础的，也是它的诞生地。公司被认为是全球最大的咖啡公司之一，在63个国家拥有21,160家店面。从1971年开始，这家公司成立为咖啡豆烘焙和零售商。目前有17000多个地点。西雅图的咖啡豆公司在1987年和2007年间在美国本土扩张，并在加拿大和东京建立了第一家外部商店。

英国代写essay：企业的竞争优势

Competitive advantage for a business is defined based on some of the elements that might give the firm a better profit, tangible revenues or other forms of intangible profits compared to other firms. Businesses strategize in order to maximize their competitive advantage and also reduce the threats that they may face in a growing competitive world. Two types of competitive advantages have been described for firms which are that of cost advantage and differentiations. How the firms user their resources and capabilities to meet some of the key critical success factors will lead to a success in strategy or failure. While businesses do set themselves apart to gain competitive advantage it so happens that over time with change in consumer base or when the business considers local or international expansions, it might face challenges. The business will have to address these challenges in order to move forward successful and make their business sustainable. This report is about Starbucks, the coffee company. The report analyzes some of the concerns of Starbucks as noted in news media. An analysis of Starbucks strategies based on Fishbone, PEST, SWOT, Critical Success Factors, Market Segmentation and the VRIO are presented. These strategies highlight the significance of why Starbucks will have to address the problem and the opportunities that Starbucks can wield to address the problem. Hence based on the analysis recommendations are made for the contemporary concerns that are noted for the company.

Starbucks is an American coffee company. It s based out of Seattle in Washington which is also its place of inception.  The Company is considered to be one of the largest coffeehouse companies internationally and has more 21,160 stores in around 63 countries. Starting in the year 1971, this is a company that was established as a roaster and retailer for coffee beans. At present it has more than 17,000 locations. The Seattle coffee bean company as of the years 1987 and 2007 expanded locally within the United States and established its first outside store in Canada and then in Tokyo.

 

英国代写论文：波特五力

在： ,

英国代写论文：波特五力

  • 新进入者威胁：中等偏低。

为了实现适当的市场渗透，行业的进入将需要相当大的投资，而且由于行业已经被星巴克等一些大公司所主导，所以它是一个相对没有吸引力的行业。

  • 买方讨价还价能力低：

业内有很多买家，因此没有单一买家有权力要求任何价格优惠。星巴克本身在2013年有超过30亿的客户访问量（星巴克公司，2014）。

  • 供应商的讨价还价能力：中等。

星巴克的主要成分是：来自拉丁美洲和非洲的精选农民的咖啡豆。这将使他们难以搬到另一个地方，并保持相同的质量，因为这些地方的咖啡豆被认为是最好的。但是，没有一个供应商能够和像星巴克这样的巨头讨价还价。尽管如此，星巴克仍然坚持公平贸易政策（附录1），负责任地采购咖啡豆。

  • 行业竞争对手：中等偏高。

这个行业是伪寡头;最大的球员控制着大部分的市场，星巴克是领先的。然而，竞争正在升温，Dunkin和星巴克处于战斗中心，Costa Coffee等公司也在等待收购。

  • 替代品的威胁：高。

随着顾客偏好或传统习惯的改变（在中国或印度这样的国家，茶是首选饮料），这个行业面临着替代产品的巨大威胁。此外，咖啡行业与咖啡一样，是关于食品的环境，质量和选择以及Wi-Fi互联网服务等增值服务。即使顾客不换饮料，他们也很容易改变他们喜欢喝咖啡的咖啡馆。例如，有些顾客可能更喜欢用Dunkin Donut和他们的咖啡，而不是Starbuck提供的甜调味品。

英国代写论文：波特五力

  • Threat of New Entrants: Moderate to Low.

Entry in the industry would require considerable investment to achieve proper market penetration, and since the industry is already dominated by some large players such as Starbucks, it makes it a relatively unattractive industry to enter.

  • Bargaining Power of Buyers: Low.

There are many buyers in the industry; hence no single buyer has the power to demand any price concessions. Starbucks itself had more than 3 billion visits by customers in 2013 (Starbucks Corporation, 2014).

  • Bargaining Power of Suppliers: Medium.

Starbucks sources its main ingredient: Coffee beans from select farmers in Latin America and Africa. It would make it difficult for them to move to another location and maintain the same quality as coffee beans from these places are known to be the best. However, none of the suppliers are big enough to bargain with a giant like Starbucks. Despite this, Starbucks maintains its Fair Trade policy [Appendix1] to source coffee beans responsibly.

  • Competitive Rivalry in the industry: Moderate to High.

The industry is a pseudo oligopoly; the largest players control most of the market, with Starbucks leading the way. However, the rivalry is heating up, with Dunkin and Starbucks at the center of the battle and the likes of Costa Coffee waiting to pick up the pieces.

  • Threat of Substitutes: High.

With changing customer preferences or traditional habits (in countries such as China or India, where tea is a preferred beverage) the industry faces a big threat of substitute products. Moreover, the industry is as much about coffee as it is about the ambience, quality and option of food available and value added services such as Wi-Fi internet services. Even if customers do not switch beverages, it would be easy for them to change the café they prefer to have coffee in. For example, some customers may prefer a Dunkin Donut with their coffee rather than a sweet condiment being offered by Starbuck.

 

代写论文：聚合和适应战略

在： ,

代写论文：聚合和适应战略

就SK-II全球化项目而言，长期以来一直奉行适应性政策。通过为其经营的每个市场建立独特的产品线。它采取了不同的策略和一套独特的商业活动，以适应当地的差异。后来SK-II观察到，各国所适应的政策正在有助于限制在国际一级获得规模经济的机会范围。在SK-II全球化项目中，国家被汇总到区域，并根据各地区的要求制定战略。

宝洁公司一贯遵循聚合和适应的策略。该公司创建了全球业务单位（GBU），以享有和保留最终的利润责任。市场开发组织（MDO）进行了销售。 MDO也被汇总到区域一级。日本宝洁公司允许分歧的空间，以应对业务部门和市场部门之间越来越多的纠纷。紧张关系中心的单位是药品部门。这个部门有自己独特的分销渠道，因此它不是日本宝洁MDO结构的一部分。宝洁在全球新兴经济体面临着许多市场发展挑战。创造利润的责任在于发展中国家的国家管理人员。 GBUs和MDO决策策略和协议决定双方谁将作出决定。

代写论文：聚合和适应战略

As far as the case of SK-II Globalization project is concerned both pursued the policy of adaptation for a longer period of time. By establishing unique product line for each market in which it operates. It followed a different strategy and a unique set of business activities that are developed to adapt to the local differences. Later on it was observed by SK-II that the policy that it was following of country to country adaptation is contributing to limit the scope of opportunities to acquire economies of scale at international level. In SK-II Globalization project countries were aggregated into region and strategies were made keeping in view the requirements of each region.

Procter &Gamble consistently followed both the strategies of aggregation and adaptation. The firm created Global business units (GBUs) in order to enjoy and retain ultimate profit responsibilities. Selling was made by market development organizations (MDOs). MDOs were also aggregated up to regional level. The room for differences was then allowed by P&G Japan in order to tackle the growing disputes among business units and market units. The unit that was center of tensions was that of pharmaceuticals division. This division has its own distinct distribution channels and therefore, it is not a part of MDO structure of P&G Japan. P&G faced many market development challenges in emerging economies of the world. The responsibility to generate profit lies with country managers in developing countries. GBUs and MDOs make decisions about strategies and protocol determine who among the two parties will make decisions.

论文代写：商店运营

在： ,

论文代写：商店运营

Food Plus 150店的毛利从0.0198m到3.15m不等。平均每店销售额为102.9万美元。总的来说，销售范围很广。考虑到最小的销售店太低。前45家店的毛利率范围从1.5到3.25。因此这个范围也很广泛，因此公司需要看看表现良好的商店以及表现出色的原因。

因此，公司需要考察那些表现不佳的商店，并试图调查是否保持商店的可持续性。

对星期天开放的商店的分析显示，他们的平均销售量比周日没有开的商店多。因此，企业可以尝试在星期天让商店开放，并检查商店的销售额是否增加。不过公司也需要检查周日开店的成本。如果收入超过星期天开店的成本，那么公司可以在星期天为客户开设店铺。

主要有各种类型的商店，国家，商场和地带。看看网上销售总量似乎是最高的在线商店。

浪费分为低，中，高三个部分。澳大利亚有六个州，维州，昆士兰州，澳大利亚首都领地，南澳州，塔斯和华盛顿州。在所有这些州中，新州位于浪费区之上。它是浪费商店数量最多，加起来的低，中，高浪费。它拥有中等流失的商店数量最多。

第二家店是Vic或Qld。由于高中浪费差异的数量并不知道，可以说是相当于高浪费商店的数量更多，但在维多利亚的浪费区域下的商店总数更高。新界拥有最少浪费的店铺。

论文代写：商店运营

Gross profit for 150 stores of Food Plus ranges from 0.0198m to 3.15m. The average sale per store is $1.029m. Overall the range of sales is wide. Considering the smallest sale store it is too low. Top 45 stores gross profit range starts from 1.5 to 3.25.  Thus this range is also wide and thus firm need to look at the stores which are performing well and the reasons for their outperformance.

Thus the firm needs to look at stores which are not performing well and try to investigate whether it is sustainable to keep the stores.

An analysis of the stores which are open on Sunday shows that their average sale is more than the stores which are not open on Sunday. Hence the firm can try on an experimental basis to keep the stores open on Sundays and check whether the sales increase for the stores. However firm also needs to check the cost involved in opening the stores for Sunday. If revenues are more than the cost of keeping the store open for Sunday then firm can try to open the stores on Sundays for the customers.

There are mainly types of stores, Country, Mall and Strip. Looking at the total online sales malls seems to have the highest online stores.

Wastage has been divided into three sections, low, medium and high. There are six states NSW, Vic, Qld, ACT , SA, NT, Tas and WA. Out of all these states NSW tops the wastage zone. It has the highest number of wastage stores adding up the low, medium and high wastages. It has the highest number of stores which has medium wastage.

Second store is Vic or Qld. Since the amount of difference in high and medium wastage is not known both can be said to be equivalent as the number of high wastage store is more Qld but the total number of stores under wastage zone is higher for Vic. NT has the lowest number of stores with wastage.