标签存档： 代写论文

代写论文：公司形象

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代写论文：公司形象

在进入一个新的市场时，相关公司确保什么样的沟通渠道最适合那个特定的市场。在西方国家，公司被发现利用互联网和社交媒体，而在不发达国家，公司更多地依赖传统的通讯渠道，包括电视广告。因此，很明显，社会文化和满意度在麦当劳的传播策略中起着至关重要的作用，然而，仍有一些沟通空白需要及时加以解决和解决。在当今全球化的时代，有大量的选择和可供公众选择的方案，可能会考虑其他公司对麦当劳的歧视和无礼言论。

绩效的消极和积极

麦当劳的积极沟通或表现从多样化的产品线和完善的沟通策略中可见一斑。公司总是试图通过适当的措施和有效的渠道达到目标受众。由于公司的目标受众是年轻人，公司严重依赖社会媒体，因此公司可以与客户保持一致的联系。这种交流实践对人们的表现有积极的影响，因为人们获得了麦当劳社会责任公司的形象。麦当劳的大型展示和横幅可以看到其他积极的交流实践。公司的这一战略非常成功，能够吸引全球观众，并反映出环境友好的形象。

代写论文：公司形象

While entering a new market, concerned company ensures that what kind of communication channel will be best suited for that particular market place. Within western countries, company is found to utilize Internet and social media, whereas within less developed nations, company relies more on traditional channels of communication, including Television advertisements. Thus, it is evident that how social culture and satisfaction play a crucial role in the communication strategy of McDonald’s. However, there are still some communication gaps that need to be adequately addressed and resolved with time. In today’s era of globalization, there are an ample number of options and alternatives available to public and may consider other companies over McDonald’s in situation of discriminatory and disrespectful remarks from any of the employees intentionally or unintentionally.

Negative and Positive of Performance

The positive communication or performance of McDonald’s is evident from the diverse product line and refinements in communication strategies. The company always tries to reach its target audience with adequate measures and effective channels. Since, the target audience of company has been youth and the company heavily relies on social media so that the company can be in consistent touch with its customers. This practice of communication has a positive impact on its performance as people gain an image of socially responsible company for McDonald’s. Other positive communication practices can be seen with the large displays and banners of McDonald’s. It is found that the company tries to utilize environmental friendly banners that are recyclable. This strategy of the company has been highly successful to reach a global audience and reflect an image of environmental friendly.

代写论文：续写新故事

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代写论文：续写新故事

我不喜欢挥舞国旗的人民的问候。公众应该用时装表演迎接我。至少我会受到欢迎，因为这些八口之家的穷人是无聊的。感谢上帝，我不重视，否则他们会拒绝带我。

我也了解到，伴随着问候，鲜花和祝福，我也收到了一些礼物。这不公平。这些礼物是我的，但我怎么使用它？有天赋的人知道，他们必须收回礼物，然后才能自己动用。我希望能下雨一点，以便呼吸新鲜空气。我对玻璃棺材品尝自己的气息感到无聊。我真的很需要在高位徘徊，使葬礼队伍变得更加活跃，让已经死去的人能够享受和能够得到娱乐。谁知道天堂的样子？在那张照片上，我确信我将会被送到天堂（Doherty，2015）。如果现在天堂和我周围的人一样无聊，我需要引起一些重大的变化，让天上的天堂的人们记住我是天堂革新者。现在我的背很疼，因为我已经躺了很长时间了。让我醒来，怪我周围的人！

代写论文：续写新故事

I don’t like the greetings of the people by waving the flag. The public should have greeted me with a fashion show.At least I would have been entertained because it is so boring to be carried by these eights poor men. Thank God that I do not weigh much otherwise they would have refused to carry me even.

I also get to know that along with greetings, flowers and blessing I have also received some gifts. This is unfair. Those gifts are mine but how do I use it? The people who have gifted me know that they have to take back the gifts and then they can use those themselves.  I wish that it would have rained a bit more so that I could breathe fresh air. I am bored of tasting my own breath in the glass coffin. I seriously need to haunt the people at high post to make the funeral procession a livelier one so that the person who has died is able to enjoy and is able to get entertained. Who knows what heaven looks like? On that note, I am quite sure that I will be lodged at heaven (Doherty, 2015). If heaven is as boring as the people around me right now, I need to bring in some serious changes so that the people who visit heaven after me, remember me as the Heaven renovator. Now my back is aching as I have been lying in the same position since so many hours. Let me wake up and freak everyone around me!

 

代写论文：员工计划策略

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代写论文：员工计划策略

继任计划是上级人力资源规划和管理的组成部分。规划的重组是指在可预见的将来，所有员工都不是通过组织来解决问题，而是提供一个随着时间的推移而变革的计划。

多数继承计划面临的大部分是校园管理经理，保安，但各方面的重点安排应该全面融合。定义一个主要的位置，这对于这个组织的程序是必不可少的，因为在特定的办公室工作人员中难以替换的技能，优越性或知识在校园中更为熟悉，或者管理手段会出现在校园收费。

在这个校园里需要人力资源来管理下的工作。为了完善这个校园或组织的任务，要有良好的人力资源管理。关于人力资源政策和程序取决于工作岗位和员工的要求。行政经理是初步的职位或者是职位的负责人。

让所有学生同时吃饭，代表需要的人，所以我们可以要求人力资源或工作岗位，

Ø食堂负责人

Ø厨师

Ø供应商

负责处理：食堂负责管理食堂的所有东西，例如员工，食品材料，食物安排和食堂需要。

厨师：最好的厨师是食堂的基本需求，它将被招聘为好饭菜

供应商：良好的行为和血统供应商将被招募欢迎

代写论文：员工计划策略

A succession plan set is a constituent of superior HR planning & administration. The reorganization of planning is who all are the staffs resolve not be through an organization for the foreseeable future and it offers a plan along with progression for deal revolutionizes that will happen at what time they abscond.

The majority succession planning faces on the largest part campus administrating manager, the security guard, though, all key arrangement should be integrated in all aspects. A main position is defined and  that are essential for the procedures of this organization furthermore, as  the skill, superiority or knowledge which have difficulty to replace as such in the  particular office staff has more familiar in campus or the management means he will appear an in charge of the Campus.

In this campus requires the human resources for working under the management. To consummate this campus or organization task good and well human resources required for the management. On depends by the Human Resources policies and procedures job positions and employees required. The preliminary position or else the head of position are Administrative manager.

Putting all students as simultaneously through enjoying their meals as well as representing the persons who are needed, so we can require human sources or job positions are,

Ø Canteen in charge

Ø Chef

Ø Suppliers

CANTEEN IN CHARGE: the “canteen in charge” position required for manage all things in canteen such water resource arrangements, foods arrangement and whatever canteen needs such as employees, food materials.

CHEF: A best chef is a basic need for canteen and it will be recruited for good meals

SUPPLIERS: Good behavioural and descent suppliers will be recruited for good welcoming

澳洲代写论文：航空公司

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澳洲代写论文：航空公司

目前公司面临的问题是维持其他航空公司的竞争力。澳航目前的主要竞争对手是其竞争对手维珍澳大利亚。澳大利亚维珍航空的生产力水平很高，与澳航相比，员工成本相对较低，使得澳航难以与之竞争。在过去的10年里，澳航在国内市场享有垄断权力，但由于维珍澳大利亚公司（Prajogo＆Jayaram，2014）的高性价比运营，这些权力终止了。

政府保护航空公司的竞争政策也导致澳航的市场地位恶化。澳航多年来在市场上享有溢价，过去的记录非常有利。澳航仍然是一个拥有高比例纳税人的航空公司，并且能够以高价出售机票，这个因素有助于公司持续增加盈利能力。在过去非常知名的着名航空公司遇到了几起事故，而澳航始终能够保持其服务质量。在1989年，发生了大量的231起空中事件，这个因素导致了澳航作为世界上一个安全的航空公司的声誉的提高（Whyte＆Lohmann，2015）。今天的情况已经完全改变了。在前一年，事件的数量保持大约等于零。安全是旅行者首先考虑的最重要的因素，航空公司提供的服务的价格和质量来得晚。在这个因素的情况下，澳航今天比较落后，尤其是考虑到国际情况。由于这个因素，只有16％的旅客选择了澳洲航空在澳大利亚境内外旅行，这些都有助于澳航在较大程度上降低其盈利能力。

澳洲代写论文：航空公司

The current problem that is being faced by the company is that of sustaining increased competition from other airlines. The major competitor of Qantas at present is its rival Virgin Australia. The level of productivity is high in Virgin Australia and staff costs are relatively low as compared to Qantas, making it difficult for Qantas to compete with it. In the past 10 years Qantas was enjoying monopoly powers in the domestic market but these powers came to an end due to cost efficient operations of Virgin Australia (Prajogo & Jayaram, 2014).

Government’s policy to protect the airline from competition has also resulted in the deterioration of market position of Qantas. For many years the Qantas has enjoyed a premium in the market and its past record is very favourable. Qantas remained an airline with a high proportion of tax payers and was able to sell tickets at premium and this factor contributed to increase the profitability of the company consistently in past. In past very renowned and well known airlines met with several crashes and accidents and Qantas was able to maintain its quality of services consistently. In the year 1989 a huge number of 231 air incidents took place and this factor lead to increase the reputation of Qantas as a safe airline of the world (Whyte & Lohmann, 2015). Today the scenario has changed altogether. In the previous year the number of incidents remained approximately equal to zero. Safety is the most important factor that is considered by the travellers at first place and price and quality of services being offered by the airlines comes later. On this factor Qantas today is lagging behind more particularly when an international scenario is taken into account. As a result of this factor only 16% of travellers chose Qantas to travel within and outside Australia all this is contributing to decrease the profitability of Qantas Airways to a larger extent.

代写论文：多样化的员工

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代写论文：多样化的员工
人力资源是旅游公司的一个主要课题，因为这些公司可能会雇用最有活力和最多样化的员工，因为他们与东道国和合作伙伴的联系。旅游公司将有不同的劳动力，可能分散在国内或不同国家的不同地点。关于多样性的定义有很多，但主要表现为语言，文化和思维方式不同的劳动力的存在，并且彼此不同（Gomez-Mejia，Balkin和Cardy，2012）。为了生存在一个多元文化组织日益增长的异质性世界中，管理这种多样性并将这种多样性作为竞争优势的一个来源很重要。这可以通过卓越的人力资源规划和管理技能来指导不同的员工创造国际性的成功故事。 Bilimoria，Joy和Liang（2008）认为，不同文化的员工多样性可以通过激发更大的问题解决，系统灵活性和创造力来改善组织功能。因此，如果从分析的角度来看，混合文化组织实际上可以为公司提供很多优势。如果目标市场广阔，涉及到不同的文化，可以采用多元文化，多种族的劳动力，成功实现全面的营销成功。例如，在电子商务网站中招聘更多的女性具有优越的优势，女性几乎占到这些网站销售量的80％（Diversityinc.com，2014）。一个不同国家的营销经理可以很容易地把产品和服务销售给说他的语言的客户，或者一个爱尔兰血统的导游可以帮助指导爱尔兰游客通过欧洲其他地区的目的地。

代写论文：多样化的员工
Human resource is a wide subject in travel companies as these firms probably hire the most dynamic and varied workforce because of their reach and connections with host countries and partners. Travel companies would have a diverse workforce and may be scattered around at different locations in the country or different countries. There are many definitions of diversity, but primarily it does mean the existence of a workforce which is different in language, culture and thinking, and are different from one another (Gomez-Mejia, Balkin, and Cardy, 2012). To survive into a heterogeneous world where multi-cultural organisations are growing, it is important to manage such diversity and capitalize such diversity as a source of competitive advantage. This can be done by exceptional human resource planning and management skills to direct the diverse workforce to create international success stories. Bilimoria, Joy, and Liang (2008) assert that employee diversity who is of different cultures can improve organizational functions by stimulating greater problem solving, system flexibility, and creativity. Thus a mixed culture organisation if observed from an analytical view, can actually provide a lot of advantage to the company. A multi-cultural and multi-ethnic workforce can be adopted to create successful all round marketing success if the target market is broad and relates to a different culture. For example, hiring more women in electronic commerce websites has a superior advantage s women forms almost the top 80% of sales volumes of these sites (Diversityinc.com, 2014). A marketing manager of a different country can easily associate in selling products and services to the customers speaking his language, or a tour guide of an Irish origin can help in guiding Irish tourists to navigate through the destinations in other parts of Europe.

澳洲代写论文：员工敬业度

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澳洲代写论文：员工敬业度

尽管所有的公司和行政级别的经理都认为员工敬业度是一个基石，或者他们的人力资源政策，但实际上很少有人把这种投入付诸实践。在美国进行的一项研究发现，只有29%的雇员（积极地）从事他们的工作。他们希望他们的组织成长，所以他们热情地工作。这些员工也被称为他们组织中的建设者，认识到他们的潜力，并努力超越组织的期望。一大批54%的人没有订婚。这些员工是梦游般的一天在工作日活动并没有对自己的工作充满激情。他们也与他们的经理和同事产生不合作的关系，因为他们往往觉得他们的工作被忽视了。接近17%的人积极地脱离周围的环境，忙着破坏别人想要完成的事情。（史密斯，2013）

这项调查还表明，从国家到国家，雇员的感受各不相同。虽然像日本和意大利这样的发达国家有最不满的雇员，但墨西哥和巴西的雇员比例最高。这些发现表明宏观经济条件对员工敬业度影响不大。（uhlenbruck，2003）

研究人员还发现，像谷歌和苹果这样的高绩效组织和员工敬业度指数之间存在着很强的相关性。在员工敬业度较高的组织中，减员率大大降低。不满意的员工会导致旷工，从而导致公司生产力下降。雇佣员工的成本要低得多。同样，有较多雇员的组织往往在方法上更具创新性。（史密斯，2013）

澳洲代写论文：员工敬业度

Even though all the companies and Executive level managers consider employee engagement as a corner stone or their human resource policies, very little of the engagement has been actually put into practice. In a study conducted in U.S. it was found that only 29% of the employees were engaged (actively) in their jobs. They want their organizations to grow, so they worked passionately. Also known as builders in their organizations, these employees realize their filled potential and strive to exceed the organization’s expectations. A huge number 54% were not engaged. These employees were sleepwalking through the day to day activities at the workplace and were not passionate about their jobs.  They also have an unproductive relationship with their managers and fellow employees as they tend to feel that their work is overlooked. Close to 17% were actively detached from their surroundings and were busy undermining what others were trying to accomplish. (Arrowsmith, 2013)

This survey also indicated that how engaged an employee felt varied from country to country. While developed countries like Japan and Italy had most disgruntled employees, Mexico & Brazil had the highest percentage of engaged employees. These findings indicate that macroeconomic conditions have a little impact on the employee engagement. (Uhlenbruck, 2003)

Researchers have also identified a strong correlation between high performing organizations like Google and Apple and the employee engagement indices. Attrition rate is much reduced in organizations where the employee engagement is higher. Dissatisfied employees lead to more absenteeism thereby causing loss in productivity for the company. With engaged employees this cost is much lower. Similarly, organizations with a larger percentage of engaged employees tend to be more innovative in their approach. (Arrowsmith, 2013)

论文代写：员工的个性

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论文代写：员工的个性

本报告试图勾勒出工作空间范围内的个人行为如何受到个人的个性、价值观和其他因素的影响，而这些因素又反过来影响一个组织内员工的个性。然而，“个性”这个词包含了各种因素，在任何员工中都会形成一种综合的态度/个性。首先我想指出，人格本身就是一个人行为和与他人交往的方式的总和。梅尔斯-比格斯类型指标（MBTI）是由荣格理论目录16种人格类型是显而易见的工人之间在组织的影响。在组织中有两大类–外向和内向性格的人，该组织的矩阵，工作环境再推动和繁荣的内在态度的人。人们经常注意到，饲养宠物能提高员工的工作满意度。一个人对某一种工作的天资是他在任何组织中卓越表现的积极决定因素。他的能力一般是基于对员工期望的工作、他完成某项任务所需要的技能以及工作的设计方法。员工的行为不仅取决于他的压力水平、情绪框架和内在价值，还取决于员工不能直接控制的方向、强度和持久性等内部力量。环境条件或环境因素也制约、控制或促进人类行为。支付规模，员工保留政策、合作和对组织中员工的各种因素，别人也乐于助人的个性的发展。

论文代写：员工的个性

This report attempts to outline how individual behaviour within the confines of a work space is influenced over and again by the individuals’ personality, values and other factors which in turn affect a worker’s personality within an organization. However, the term Personality encompasses a variety of factors which generates a conglomerate attitude/ Personality in any employee. I would like to begin by suggesting that Personality itself is a sum total of ways in which a person behaves and interacts with others. The Myers- Biggs Type Indicator (MBTI) which is influenced by the Jungian theory catalogues 16 personality types which are evident amongst workers in organisations. In organization there are two broad categories- the extroverts and introverts, the matrix of the organization, work environment then in turn nudge and flourish the inherent attitudes in people.  It has often been noticed that keeping pets in office have increased the levels of job satisfaction in employees.  A person’s aptitude for a particular kind of work is an active determinant in his superior performance in any organization. His competencies are generally based on the kind of work which is expected of an employee, the skills which he requires to complete a particular task and also the manner in which the job is designed. The behaviour of an employee is not only predicated upon his levels of stress, emotional framework, and inherent values but also on internal forces such as direction, intensity and persistence which cannot be directly controlled by an employee. Environmental conditions or situational factors also constraint, control or facilitate human behaviour. The pay scale, the policy of employee retention, various kinds of cooperation and of helpfulness of others towards an employee in an organization also factor in the development of personality.

 

代写论文：社交多媒体的作用

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代写论文：社交多媒体的作用

社交媒体不仅提高了员工之间的知识，而且使他们之间的沟通更容易，从而导致员工之间的健康关系，也消除了工作场所的障碍（Foss，Nicolai，Husted和Michailova，2010）。例如，Whatsapp，Wechat和Skype允许用户与世界各地的员工轻松地进行视频会议，免费拨打电话，交换信息和图片，这有助于获取反馈和不同组织的文化，环境并了解客户的需求（Bradley，安东尼和麦当劳，2011）。随着员工与组织之间更多的知识共享，整体上加强了团队协作和社区工作，也提高了组织的绩效。

社交多媒体的好处

社交多媒体的好处也在前面提到过，但是这个部分包括了总结。

社交多媒体：它的便利

值得注意的是，社交多媒体被认为是一种知识工具的管理，它被用来将知识共享与人与人之间的互动培育起来。可访问和适用的社交多媒体工具鼓励其员工反复使用，以便他们能够更新和与其他员工分享鼓励在跨国组织中进行知识分享的文化（Chan，Kai，Yin，and Chan，2010）。

社交媒体提供的服务不仅可以让员工节省时间和空间的限制，而且有助于团队或小组的学习，并通过敏锐的思维方式解决复杂的问题，从而形成组织内良好的沟通渠道。通过快速反馈员工的反馈意见或学习不同的组织文化，建立一个优秀的团队，促进团队协作，沟通良好，有助于提高组织绩效。

代写论文：社交多媒体的作用

Social multimedia not only improves knowledge among employees but also allow them to communicate easily which leads to healthy relations among employees and also removes the barriers at workplace (Foss, Nicolai, Husted, and Michailova, 2010). For instance, Whatsapp, Wechat and Skype permits users to do video conferencing, make free of charge calls, exchange information and pictures easily with employees around the globe which helps in acquiring feedback and different organization’s culture, environment and to know customer’s demand (Bradley, Anthony, and McDonald, 2011). With the more sharing of accumulated knowledge between employees and the organizations it enhances the teamwork and the work of community on the whole and also improves the organization’s performance.

Benefits of Social Multimedia

The benefits of social multimedia are mentioned earlier as well, however, this section comprises of the sum up of the same.

Social multimedia: its conveniences

Notably, social multimedia is considered as a management of knowledge tool which is used to relate knowledge sharing as it cultivates on interaction among people. The accessible and suitable social multimedia tools encourage its employees to repeatedly make use of it so that they can update and share with other employees a culture that encourages knowledge sharing in a multinational organization (Chan, Kai, Yin, and Chan, 2010).

The services provided by social multimedia not only lets its employees to save time and space limitations but also help to facilitate team or group learning and helps to solve intricate issues by the way of perceptive thinking which forms a great communication channel in the organization. Through a quick procedure of taking feedback from employees or learning different organizational culture, it builds a great team and promotes teamwork along with good communication among them and helps in improving the performance of an organization.

代写论文：工作组和团队识别

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代写论文：工作组和团队识别

这篇有说服力的文章是基于分析组织中的工作组、团队、冲突和谈判的性质的基础上的。工作组和团队的鉴定将由威尔弗雷德模型对Bruce Tuckman模型组提供的经验。斯科特·派克的发展阶段将被解释为一个理解团队和团队经验的模型。

此外，冲突和谈判部分将通过理解它们之间的关系来解释，以分析它们对群体和团队的影响。然后重点讨论了工作组和团队对组织文化的影响，以及在员工管理中对团队和团队的影响。为了了解全球化环境下组织文化及其结构的每一个属性之间的真实关系，将使用实际例子对这些模型进行批判性分析。

据Schein说，工作组是一个组织工作在聚集彼此对个人目标的员工的专注。另一方面，团队被定义为组织成员，集中在共同的信念和目标上。团队在组织中常常失败，在工作场所执行团队的组织需要对团队利益及其局限性有一个平衡的认识。工作团队的无效是由于社会惰化（减少在努力中单独组大小的增加发生），等造成刺激团队成员不切实际的结果和沮丧的团队成员以及效率低下的领导。

代写论文：工作组和团队识别

This persuasive essay has been based on analyzing the nature of working groups, teams, conflict and negotiation in an organization. Work groups and teams identification will be provided by the model of Wilfred given on group experiences with respect to Bruce Tuckman model. The development stages by Scott Peck will be explained as a model to understand group and team experiences.

Furthermore, conflict and negotiations section will be explained by understanding the relationship between them in order to analyze their influence on groups and teams. Then focus will be laid on understanding the influence of work groups and teams on organization culture with respect to influence on groups and teams in the management of employees. Critical analysis of each of these models using real examples will be done in order to understand the true relationship of each of these attributes with regard to organization culture and its structure in the globalized world.

According to Schein, work groups are employees of an organization working in aggregation to each other with a focus on individual goals. Teams on the other hand are defined as members of organization grouped together to focus on shared belief and goal. Teams often fail in organizations and those organizations implementing teams in their work places require to have a balanced perception on team benefits and its limitations. Ineffectiveness of work teams is a result of social loafing (decrease in efforts made individually as increase in the group size takes place), expecting unrealistic results from the team members resulting in irritated and frustrated team members along with inefficient leadership.

In the year 1965 however, a very essential proposal of a model was made by Bruce Tuckman (Cordery, et al., 2011). This model was known as the model of 4 stages designed to study the decision making process in ideal groups which requires to occur in the form of 4 designed stages (Elmuti, 2013).

代写论文：员工的幸福感

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代写论文：员工的幸福感

关于幸福到底是什么，人们有不同的看法。员工的幸福感可能取决于个人因素、工作场所相关因素、组织因素等。不同的研究者已经提出了幸福的定义。霍西等（2007）在测量员工的幸福定义为工作满意度中的一个元素（霍西等人，2007）。然而，工作满意度是一项非常精细的措施。什么是工作满意度是没有任何定义的。有些人可能会把工作条件称为满意措施，其他人可能会引用工作文化。这些都是员工满意度或幸福感的变化，即使在文学方面也是如此。莱特和秸秆（1999）认为，工作满意度是没有一个准确的测量和倾向性的影响是一个更好的测量（莱特和秸秆，1999）。另一方面Zelenski和墨菲等人。（2008）认为幸福不能用科学的精确性来定义。这是一个多因素的合作。在多种动机理论的存在下，让研究人员与“快乐工作者”达成一致是很容易的。在当代，幸福的定义被拉长了。工作场所幸福定义是一个复杂的因素组合。其中一些因素包括工作场所认同、工作场所文化、自主工作能力和包容性文化。这些都影响了员工的心理因素（Cropanzano和Wright，2001）。其他因素，如工资福利、长期福利、退休金、医疗保险规划援助等，也属于这些部门。在现代，人们更加重视人力资源管理，以处理使工人高兴的问题。人力资源管理充分应用于人力资源问题，它被看作是提高员工满意度的战略选择。事实上，人力资源多元化成为多个战略部门的主流，证明了员工的幸福感对工作效率至关重要。

代写论文：员工的幸福感

There are different perceptions on what happiness really is. Happiness for the employee might be dependent on personal factors, work place related factors, organizational factors and more. Different researchers have come up with definitions for happiness. Hosie et.al (2007) in measuring employee’s happiness defines it as an element of job satisfaction (Hosie et al, 2007). Job satisfaction is however a very elaborate measure. There cannot be any one definition of what job satisfaction is. Some people might cite working conditions as satisfaction measures, others might quote work culture. These are variations in what satisfaction or happiness of employees might mean, even in the context of literature. Wright and Staw (1999) have stated that job satisfaction was not an accurate measurement and that dispositional affect is a better measurement (Wright and Staw, 1999). On another context Zelenski and Murphy et al. (2008) argue that happiness cannot be defined with scientific precision. It is a collaboration of many factors. It is easy to agree with the researchers in the context of the presence of multiple motivational theories to make the ‘happy worker’. In contemporary times, the definition of happiness has been stretched. Workplace definition of happiness is a complex mix of factors. Some of these factors are workplace recognition, workplace culture, ability to have autonomous working and inclusive culture. These are psychological factors affecting the employee (Cropanzano, & Wright, 2001). Other factors such as pay benefits, long term benefits, retirement packages, medical insurance planning assistance and more also come under these divisions. In modern times, there is also more emphasis on involving the Human Resources Management in handling issues related to making the worker happy. HRM is fully employed in issues for the human resources and it is seen to be making strategic choices to improve worker satisfaction. In fact, the main stream diversification of the HR into multiple strategic divisions is a testimony to the fact that employee happiness is critical to workplace productivity.