英国论文代写:多元化招聘

英国论文代写:多元化招聘

在他们的招聘过程中,有很多公司对家庭背景、国籍和阶级没有任何限制。这些公司倾向于以无偏见的方式雇用有效的员工。其结果是,公司员工的全部成分变得多元文化。多元文化的雇员在组织中建立了多样化的劳动力队伍。这种多样性可能引导公司走向成功的缩影,并以富有成效的方式进行。否则,这种多样性会导致员工之间的冲突不断增加,从而导致公司的发展下降。

在国际市场上有一个跨国知名的化妆品生产和销售机构。这家公司有雇用人才的政策,不管他们的国籍、家庭、阶级或宗教归属。市场部的员工是澳大利亚人、亚洲人、荷兰人、葡萄牙人、德国人和芬兰人。所有这些人都属于完全不同的背景,对项目中遇到的问题和问题有完全不同的处理方法。他们也有不同的沟通方式和互动方式。他们中的一些人的一致性和系统性的态度对待责任,而其他人的情感和关系附件与对方有具体的个人喜好和讨厌的事情。营销委员会内的人有不同的方式向董事会传达他们的意见。他们中的一些人仍然相当认真,在提出要求之前不提供他们的建议,而他们中的一些人总是乐于向其他人提供关于问题的个人想法和建议。在进行一个项目的过程中,有些人没有发现在与工作有关的任何问题或障碍方面与他们的高级顾问进行协商的困难。而另一些人则害羞,不与不同文化背景的老人或老人分享他们的问题。

英国论文代写:多元化招聘

There are numerous companies which have no restrictions of family background, nationality and class in their hiring process. These companies tend to hire effective staff with unbiased approach. As a result, the over-all composition of the company’s employees becomes multicultural. Multicultural employees construct a diverse workforce within the organization. This kind of diversity may lead the company towards epitome of success id conducted in a productive manner. Otherwise, the diversity may cause continually increasing conflicts among the employees, consequently bringing decline in company’s progress.

There is a multinational renowned organization manufacturing and distributing cosmetic products in the international market. This company has the policy of hiring talented people regardless of their nationality, family, class or religious belonging. Employees in the marketing department were Australians, Asians, Dutch, Portuguese, Germans and Finnish. All of these people belong to entirely differently backgrounds and had entirely different approaches towards issues and problems faced during projects. They also had different styles of communicating and interacting with one another. Some of them were systematic and consistent in their attitude towards responsibilities, while others had emotional and relational attachments with each other and have specific personal likings and disliking towards matters. People within the marketing board have different ways of transmitting their opinions to the board. Some of them remain really quite and do not offer their suggestions until they are asked for, while some of them were always interested in offering others their personal ideas and suggestions on issues. While working on a project, some people did not find difficulty in consulting their senior for any problem or barrier related to work. While others were shy and did not share their problems with concerned seniors or fellows belonging to different cultural background.