标签存档： 澳洲论文代写价格

澳洲论文代写：概念框架

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澳洲论文代写：概念框架

解释为什么基于原则的标准需要一个概念框架。IASB和美国FASB的一个共同目标——它们的要素的共同目标——是使它们的原则清楚地基于可预测的和适当的原则。这些学说必须根据关键的货币概念来建立，而不是基于一系列的主观传统。为了建立以原则为基础的、共同的原则，董事会正在进行一项合资企业，以建立一个共同和加强的概念框架。由于以下原因，基于原则的标准需要一个概念框架:一个概念框架形成了在关键概念中深入建立的原则，而不是简单地成为植根于基本概念的传统的集合，而不仅仅是一组原则(Gray, 2011)。

澳洲论文代写：概念框架

两个FASB和IASB一起由一个概念框架协助完成一致的簿记和报告。概念框架保证了原则之间(IASs、IFRSs和ISA之间的一致性)以及先例和可能的选择之间的和谐。这与在比较场合取得不同结果是相辅相成的。概念框架保证原则不是基于制定标准的董事会成员的个人看法。概念框架在财政报告制定、财政核算和财务报告中所包含的信息的分析中获得一致性。概念框架就像一份财务账目和报告的文件宪章，每一项建议都来自它。

澳洲论文代写：概念框架

Explain why principles-based standards require a conceptual framework.A shared objective of the IASB and US FASB – a purpose common to their elements – is for their principles to be plainly based on predictable and suitable doctrines.These doctrines have to be established as per the key monetary concepts instead of based on sets of subjective traditions. To give the most excellent establishment to creating principle based, shared principles, the boards are carrying out a joint venture to build up a shared and enhanced conceptual framework. Principle-based standards need a conceptual framework due to the below causes:A conceptual framework forms the principles to become profound established in key concepts instead of simply being a gathering of traditions deep rooted in elementary concepts more willingly than just being a group of principles (Gray, 2011).

澳洲论文代写：概念框架
Together, the two FASB and IASB are assisted by a conceptual framework to accomplish consistent book-keeping and reporting. A conceptual framework guarantees that there is harmony among principles (uniformity among IASs, IFRSs and ISA) and among the precedent and potential choices. This counteracts achieving diverse outcomes on comparative occasions. A conceptual framework guarantees that principles are not on basis of the personal perceptions of the standard-setting board individuals. A conceptual framework fetches uniformity among fiscal report making, fiscal accounting and analysis of the information enclosed in the fiscal reports. A conceptual framework is like a documented charter for financial accounts and reports and every suggestion is taken from it.

论文代写：团队发展阶段

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论文代写：团队发展阶段

在Tuckman的模型中，团队发展有五个阶段，其中第二和第三个阶段是风暴和规范化。在第13分钟，形成阶段结束后，风暴阶段就开始了(Lorimer, 2013)。约斯特和他的队友们聚集在一起参加一个小组会议。加里和雷在巴士外与布恩教练发生了冲突。布恩曾试图把所有的球员——旧的和新的——结合起来，让他们成为室友。因此，存在着种族差异。当队友们被要求参加为期三天的训练时，他们互相了解对方，并分享彼此的时光，从而引发了激烈的争论。在第34分钟，朱利安与加里的关系更加紧密。

论文代写：团队发展阶段

不久之后，Boone和Yoast决定在那个时候行使他们的领导能力，Boone坚持团队合作的重要性。慢慢地，领导阶层帮助他们忽略了种族差异。从第34分钟到第1小时结束，规范化的过程非常明显。球员们分享着“哟妈妈”的笑话，季前赛以快乐的时刻结束，在这些时刻，球队里的每个人都享受着团结。在这一时期的某些时刻显示出了向规范化的良好进展。当加里和朱利安被鼓励进行一场识别邦德级别的战斗时，测试时刻就开始了。酒吧场景也是另一个例子。队友们聚在一起，组成一个新的团队，这帮助他们在比赛中不断地发挥出他们最好的一面。

论文代写：团队发展阶段

There are five stages of group development in Tuckman’s model out of which storming and norming are the second and third phases. At 13th minute, the storming phase begins soon after the forming phase ends (Lorimer, 2013). Yoast and associated players gather for a group meeting. Gary and Ray enter into a confrontation with coach Boone just outside the bus. Boone had tried to combine all the players – old and new and had them as roommates. Hence, there were racial differences. Storming began when teammates were insisted to attend a three day practice where they learnt about each other and also shared moments together. Julian had a stronger bonding with Gary at the 34th minute.

论文代写：团队发展阶段
Soon after that, Boone and Yoast decided to exercise their leadership at that moment and Boone insisted the importance of team work. Slowly, the leadership helped them to ignore the racial differences. From the 34th minute till the completion of 1st hour, norming process was much evident. Players shared Yo Mama jokes and the pre season ends with happy moments where each one in the team enjoyed togetherness. There were certain moments in this period that showed a good progress towards norming. Testing moments happened when Gary and Julian were encouraged for a fight to identify the level of bond. The bar scene is also yet another example. The team mates gather and form a fresh team and this helped them to consistently bring out the best in them during games.

论文代写：陪审团在处理案件中作用

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论文代写：陪审团在处理案件中作用

弗兰克嘲弄安德鲁和安德鲁，以攻击弗兰克作为报复。作为回应，弗兰克回击了他，导致安德鲁被杀。在这个前提下，弗兰克攻击安德鲁时正在流血。许多判例法解释了挑衅的概念。可以认为弗兰克受到了极端的挑衅。这些可能会导致陪审团宣判弗兰克无罪，他杀死了安德鲁，并以过失杀人罪将他定罪。这将在一个个案中被考虑，普通人条款。第二个因素是过度自卫的普通法因素。

论文代写：陪审团在处理案件中作用

陪审团需要确信弗兰克认为安德鲁造成了更多的人身攻击。最终，案件落到了弗兰克的精神状态上。他的行动需要得到保证。他的精神状态和杀害安德鲁的特殊行为的原因需要详细确定。陪审团可以提出有利于弗兰克的案子。最后，弗兰克需要向陪审团证明他的精神状态，以便做出判案。这将取决于弗兰克如何能向陪审团证明他的行为不是预先调解的，以及获得减刑甚至无罪释放的确切因果关系。

论文代写：陪审团在处理案件中作用

Frank taunted Andrew and Andrew retaliated by attacking Frank. As a response Frank attacked him back causing Andrew to be killed. In this premise, Frank was bleeding when he attacked Andrew. Many of the case laws explain the notions of provocation. It could be argued that Frank was under extreme provocation. These might lead to the jury to acquit Frank of killing Andrew and convict him under manslaughter. This will be considered on a case by case ordinary person clause. The second factor is the common law element of excessive self-defense.

论文代写：陪审团在处理案件中作用
The jury needs to be convinced that Frank assumed Andrew to cause him more physical assault. Ultimately, the case falls upon the mind state of Frank. His actions need to be warranted. His state of mind and the reason for his particular action of killing Andrew needs to be determined in detail. The Jury could make a case that would favour Frank. To conclude, Frank needs to prove his state of mind to the jury in order to make a case determination. It would depend on how Frank is able to prove to the jury that his actions were not premediated and the exact causal effect to gain a reduced sentence or even acquittal.

作業代寫：中美教育體系的差別

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作業代寫：中美教育體系的差別
在我到達美國之前，我對中國和美國教育的不同有一些先入之見。這些差異大多是關於高中生如何在不被繁重的家庭作業或考試所累的情況下獲得樂趣。然而，在我的親身經歷之後，我現在可以說，這些觀點並不完全正確。除了有趣的學生，在美國的教育體系中也有很好的教學方法，這使教育既有趣又形成。我也經歷了這個全面的發展。我在中國和美國的教育體系中遇到的主要區別是，在中國，主要的重點是傳授基礎教育，而在美國，目標是培養學生的個人興趣和優勢。我在中國接受的教育幫助我在美國學習。我對數學、物理等學科有很強的把握，有時還幫助我們班的同學理解一些概念。

作業代寫：中美教育體系的差別

然而，當我的輔導員問我在我的生活中有什麼特別的興趣時，我不得不非常努力地去發現，除了學習之外，我沒有什麼特別的興趣。我的美國同學除了參加課外活動和體育活動外，還特別愛好學習樂器、外語等。他們還參加志願活動和學生社團。與幾位同學交談，閱讀有關我校校友的文章，我明白我對美國學生無憂無慮的態度的看法是不正確的。特別是在美國大學和學院的招聘中，公司尋找的學生不僅要有良好的學術能力，而且要有全面發展的個性。

作業代寫：中美教育體系的差別

Before my arrival in the United States, I had several pre-conceived notions about the differences between education in China and here. Most of these differences were about how the high school students have fun without being burdened with lots of homework or tests. However, after my personal experience here, I can now say that those notions were not entirely correct. Along with fun students have, there are also great teaching methods involved in the education system in United States which makes education enjoyable as well as formative. I have experienced this whole rounded development in my case as well.The main difference that I came across in the education system in China and the United States is that in China the main focus was to impart basis education, while in the US the goal is to develop the personal interest and strengths of the students. The education I have received back in China is helping me in my studies here in US. I have strong hold on the subjects like Mathematics and Physics and sometimes I help my US classmates to understand some concepts.

作業代寫：中美教育體系的差別
However, when my student counselor asked me about the special interests I have in my life, I had to think very hard to discover that other than studies I do not have any special interests. My US classmates along with studies take part in extracurricular activities and sports and have special interests of their own like learning musical instruments, foreign languages etc. They also participate in voluntary activities and student’s associations. Talking to several classmates and reading about the alumni of my school, I understood that my conception about the carefree attitude of the US students was not correct. Especially, when it comes for the recruitments from US Universities and colleges, the companies look for students which are not only good in academics but have overall developed personality.

美国大学论文：改变策略

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美国大学论文：改变策略

首先，采取内部激励措施，以准备员工的变更(Mento, et al.， 2002;院长和鲍登,1994)。法伦是一个积极主动的领导者和变革推动者。法伦利用公司内部网，帮助员工了解他们的期望，并确保员工做好了准备。为了帮助公司达到目的，培生公司对技术进行了改进。培生集团的变更管理是由公司外部观察推动的，当时新任CEO法伦刚刚加入公司。他需要内部的观察和员工的反馈来领导变革，公司的新博客文章是CEO实现这一目标(Wang, 2015)。

美国大学论文：改变策略

在更改和实时消息会话期间，还存在协作式通信风格。公司领导层可以通过自下而上的方式收集反馈意见，并在合作领导机构中进行自上而下的内容(Kettinger & Grover, 1995;Chrislip,2002;布什,2001)。沟通的透明形式帮助员工更好地与他们的新领导沟通，他们也开始接受改变，以更好地创造更大的空间。当员工在变更管理中咨询和通知时，他们发现自己更容易适应变化。

美国大学论文：改变策略

Firstly, internally motivation action was taken in order to prepare the employees for change (Mento, et al., 2002; Dean & Bowden, 1994). Fallon was proactive as a leader and as a change agent. Fallon made use of the company intranet to assist employees in what they can expect and ensured the employees were prepared. Technology was revamped in Pearson to help the company meet their ends. The change management at Pearson was driven by external observations of the company as the new CEO Fallon had just joined the company. He needed internal observations and feedback from employees to lead change and the Neo blog posts of the company was one that was for the CEO to achieve this (Wang, 2015).

美国大学论文：改变策略
A collaborative communication style persisted during the change and real time messaging sessions were also present. Company leadership could gather feedback in the form of bottom up and top down content in collaborative leaderships (Kettinger & Grover, 1995; Chrislip, 2002; Bush, 2001). The form of transparency in communication helped the employees connect better to their new leader and they came around to accepting change options for creating the GES space better. Employees when consulted and informed in change management find it easier to adapt to change.

美国 论文 代 写：金融行业问题报告

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美国 论文 代 写：金融行业问题报告

当前时代的金融行业立法证明了该行业面临的道德挑战的数量。像萨班斯·奥克斯利法案(Sarbanes Oxley)这样的法案仅仅是为了确保金融监管的收紧。投资者的严重欺诈和投资者信心的丧失导致了这些法律的直接制定(Li et al.， 2008)。本报告的目的是讨论金融行业中发生的一些问题，这些问题导致了这些法律的制定，重点是道德。

美国 论文 代 写：金融行业问题报告

报告指出了在这些丑闻中所面临的道德挑战，以及一些更现代的道德挑战，并对专业人士如何应对挑战进行了批判性的讨论。报告分为两部分。第一部分列举了一些过去所面临的伦理挑战的例子，并将它们与当代专业人士所面临的伦理挑战联系起来。第二部分讨论金融行业的专业人士如何能够解决这些问题。

美国 论文 代 写：金融行业问题报告

The finance industry legislation of current times stands as testimony to the number of ethical challenges that the industry has faced. Acts like the Sarbanes Oxley came into existence just for ensuring financial regulation were tightened. The ethical concerns that there was major defrauding of investors and the loss of investor confidence led to the direct formulation of these laws (Li et al., 2008). The purpose of this report is to discuss some of the issues that happened in the finance industry which led to the formulation of these laws with focus on ethics.

美国 论文 代 写：金融行业问题报告
The report identifies the ethical challenges that were faced during some of these scandals and some of the more contemporary ethical challenges and presents a critical discussion on how professionals can prepare themselves for the challenges. The report is structured into two parts. The first part takes up some examples of ethical challenges that were faced in the past and connects them to ethical challenges that exist in contemporary sense for professionals. The second part discusses how professionals in the financial industry would be able to address these issues.

論文修改價錢：Euthyphro困境的解释

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論文修改價錢：Euthyphro困境的解释

这篇文章的目的是回答关于Euthyphro的困境和神圣命令理论的一系列问题。讨论还体现了强大和弱的神命令理论的不同，以及对Euthyphro的困境解释最合理的理论。神圣的命令理论认为我们所遵循的道德伦理实际上是源于对上帝的命令的直接服从。神的命令理论认为上帝是道德规则和约束的起源的焦点。在任何情况下，道德上的权利是上帝为我们所做的。

論文修改價錢：Euthyphro困境的解释

道德依赖于上帝并假定它，任何其他的智慧都是错误的根据神的命令理论。这是一个既批判又被许多哲学家强烈支持的理论。当人们似乎放弃上帝的时候，宗教、上帝和伦理之间可能的联系似乎并不正确(Anscombe, 1958)。然而，Donagan(1977)指出，尽管接受道德是一种美德，而不是作为一种法律，人们仍然认为神圣的戒律观点必须包括在内。

論文修改價錢：Euthyphro困境的解释

The purpose of this essay is to answer a series of questions on Euthyphro’s Dilemma and the Divine Command Theory. The discussion also presents the difference in the strong and weak divine command theory and the theory that is the most plausible as an explanation for the Euthyphro’s dilemma. The divine command theory states that the moral ethics that we follow are actually derived from direct obedience to the commands of God. The divine command theory hence observes God as the focal point for the origination of moral rules and constraints. What is morally right in any given situation is what God has set out for us to do.

論文修改價錢：Euthyphro困境的解释
Morality is dependent on God and to presume it, any other wise is false according to the divine command theory. This is a theory that has both been critiqued and has been supported strongly by many philosophers. A possible connection between religion or God and ethics when people have seemingly given up on God does not seem right (Anscombe, 1958). However, Donagan (1977) states that although accepting the morality as a virtue and not as a law, people still contend that the divine commandment standpoint has to be included.

美国论文：员工就业驱使

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美国论文：员工就业驱使

为了了解是什么驱使他们的员工，IES，就业研究所，产生了一个员工敬业度的模型。该模型说明了价值感、参与感和参与感之间的更强联系。此外，对于模型，IES还提供了一种诊断工具，可以用来派生特定于组织的驱动程序。调查结果显示，不同的参与原因和驱动因素对每个组织都是普遍的忽视(CIPD, 2014)。然而，有些可变性是有可能的。每个司机或原因的力量，也有可能对公司的调查。(康威et al .,2015)

美国论文：员工就业驱使

根据Claire等人(2005)，参与的主要原因在于联系。拥有与他人有强烈个人联系的雇员的组织比不在场的员工有更高的参与率(CIPD, 2006)。为了与员工建立联系，雇主必须要建立起增强的信任，并忠实于其真实性。这使雇主成为伟大的领导者。凭借如此伟大的技能，他们能够通过额外的工作重点与员工进行深入的沟通，从而获得员工认为重要的东西(Conway et al.， 2015)。

美国论文：员工就业驱使

In order to know what drives their employees, IES, the Institute for employment studies, generated a model of employee engagement. The model illustrated stronger connection between valued sense, engaged and involved sense. Additionally, to the model, IES further also offers a tool of diagnostics that can be utilized for deriving drivers specific to organizations. The IES survey findings have suggested that various engagement causes and drivers are general for every organization disregard the sector (CIPD, 2014). There is however likeliness of some variability. Each driver’s or cause’s strength also has a likeliness of being contingent over the company under investigation.(Conway et al., 2015)

美国论文：员工就业驱使
According to Claire et al. (2005), the key cause of engagement however lies in connection. Organizations having employees with strong personal connection to one other have high rates of employee engagement than the ones which are not present (CIPD, 2006). For connecting with the employees, it is essential for employers to undertake creation of enhanced trust and be loyal by having authenticity. This makes employer’s to be great leaders. With such greatness of skill, they are able to connect deeply with the members through additional focus being paid over what employees think is important (Conway et al., 2015).

論文代寫價錢：工作压力的研究

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論文代寫價錢：工作压力的研究

组织压力对工作场所的生产效率和激励措施有很大的影响。当面对日益增长的需求时，员工们会面临工作负荷和其他情绪和身体疾病的担忧。此外，研究还发现，随着时间的推移，焦虑和压力水平会导致动机行为的恶化(兄弟idge & Grandey, 2002)。研究工作如Gaines & Jermier(1983)和McDonald & Rosin(1993)认为，随着时间的推移，压力会导致员工认为他们工作的管理是不关心的。现在，除了员工所感受到的压力的物理因素外，他们还会相信长期的压力会导致更大的压力负荷。

論文代寫價錢：工作压力的研究

当压力的第一个信号没有被识别出来时，就会产生累积的压力，随着时间的推移，会导致更严重的问题(Carver & Scheier, 2012)。从基本的磨损问题，它可能升级到冲突问题，然后关闭业务本身。确定工作场所中压力影响的形式是帮助压力管理的必要步骤(Connor, 2005)，这篇文献综述的目的是确定工作场所压力的不同影响。现在，为了识别不同形式的压力和影响，这项工作试图包括压力影响的许多不同，例如组织和压力水平的形式，个人对如何应对压力的影响，工作场所的文化和压力等。

論文代寫價錢：工作压力的研究

Organizational stress has a strong effect on the production efficiency and motivational practices of the workplace. When facing increasing demands, employees are observed to have faced worries of workloads and other emotional and physical ailments. In addition, it is also observed that the worries and stress levels over time lead to deterioration of motivational practices (Brotheridge & Grandey, 2002).Research works such as Gaines & Jermier (1983) and McDonald & Rosin (1993) argue that stress over time could lead to the situation where employees might perceive the management they work as being uncaring. Now, in addition to the physical elements of stress that an employee feels, they would also believe that cumulative effects of stress over time could result in an even detrimental stress load.

論文代寫價錢：工作压力的研究
When the first sign of stress is not identified, there could be a cumulative effect of increased stress and with time, it leads to even worse issues (Carver & Scheier, 2012). From basic attrition issues, it could escalate to conflict issues and then the closure of the business itself. Identifying the forms of stress impact in the workplace is a necessary step to assist in stress management (Connor, 2005)The purpose of this literature review is to identify the different impacts of stress in the workplace. Now, to identify different forms of stress and impact, this work attempts to include many differences in stress impact, such as the form of organization and stress levels, the individual impact on how they tackle stress, the workplace culture and stress, etc.

澳洲论文代写

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澳洲论文代写

经济部分包括成本和交付;行为部分包括信任和共同的历史、沟通等。资源部分如产品组合和创新能力(Sharma和Joshi, 2008)。潜在的部分是导致一个更大的值网络——桥接，如地理位置和值网络中的位置。在建立和获取内在价值的过程中，在建立关系之前，公司需要分析其潜在合作伙伴的特征。这是一种确定哪些相关资源可以由供应商提供的路径。当关系建立时，这些特征被双方所认可。

澳洲论文代写

关系的连续性是顾客感兴趣的来源。内在价值是属于一个来自所有资源的公司的利益的集合。接受和重组的价值可导致选择和维持某一供应商的选择。它还可以引导特定买家的选择和持续的进展作为供应商的目标。内在价值有一个一致的特征。内在的结果考虑了所有关于购买者和供应商之间关系的利益和牺牲的分析。结果反映了买方支付的意愿和供应商的机会成本。内在的结果本质上是单向的，当关系向前发展时，资源可以产生利益。有些关系可能会蔓延到以前的一方。这样的好处可能属于公司，并且真诚地与其他商业伙伴建立关系。

澳洲论文代写

The economic parts are such as cost and delivery; the behavior parts are such as trust and common history, communication, etc. The resources parts are such as product portfolio and innovation capabilities (Sharma and Joshi, 2008). The potential parts are to lead to a larger value network –bridging such as geographical presence and the position in the value network. In the part of creation and capture of intrinsic value, before a relationship establishment, the firms need to analyze the characteristics of their potential partners. It is a path to identify which set of relevant resources could be provided by a supplier alternatively. Such characteristics are recognized by the parties when the relationship is built up once.

澳洲论文代写

The continuities of the relationship act as the source of interest among the customers. The intrinsic values are the set of benefits which belong to a firm coming from all the resources. The acceptance and reorganization value can lead to the choice and the maintenance of a certain supplier alternatively. It can also lead the selection and continuous progress of a particular buyer as a target of the supplier. There is a consistent characteristic of the intrinsic value. The intrinsic outcome considers all the analysis of benefits and sacrifices involved in the relationship between the buyers and suppliers. The outcome reflects the buyer’s willingness to pay and the opportunity cost of the supplier. The intrinsic outcome essentially goes in a one-way direction where the resources can generate benefits once the relationship goes ahead. Some relationships can spill over to other previously which is owned by a party. Such benefits may belong to the firm and develop a relationship with other business partners genuinely.