论文代写：自愿离职原因分析

企业自愿离职原因分析
自愿离职有几个原因。有几个原因让雇主劝阻员工无缘无故辞职。在不同的情况下，雇主可能会为员工设定不切实际的目标，而在其他情况下，由于组织环境和其他因素，可能无法建立一个让员工管理工作相关责任的基础设施。公司内部自愿离职的一些原因如下：
员工流失成本
雇主必须评估和分析与员工流失相关的所有相关成本。组织必须认识到，并不是所有的成本都只是财务。与员工流失有关的大部分成本都是无形的，不能直接由公司来衡量，而只能由于长期缺乏有形技能而经历，从而降低生产效率和盈利能力。员工流失的成本由几个因素组成。有直接和间接的成本。直接成本包括离开公司的员工，员工重置成本等。间接成本包括生产或制造损失，员工绩效下降和员工士气低（Glebbeek＆Bax，2004）。但是，管理员工流失的实际成本取决于各种因素，包括空缺职位的履行，工作性质等。
员工招聘的整个过程包括三个主要方面：
每名员工选择和招聘的总成本
员工流失率
员工生产力
员工的招聘和选拔包括几个隐藏的成本，包括分配给评估和聘用潜在雇员的营销，广告和时间。因此，如果员工的整体招聘不符合成本效益，那么一定要避免高员工离职率。为此，员工保留必须成为公司内部的核心重点。

论文代写：自愿离职原因分析

Reasons for Voluntary Turnover in Organizations
There are several reasons for voluntary turnover. There are several reasons which make employers to discourage their employees from resigning from their designation for no reasons at all. In various cases, Employers may unrealistic targets for their employees while in other cases this may not be possible for creating an infrastructure for allowing employees in managing their work related responsibilities due to the organization’s environment and various other factors. Some of the reasons for voluntary turnover within a company are as follows:
Costs of employee turnover
Employers have to assess and analyse all relevant costs that are associated with Employee turnover. Organizations have to recognize the fact that not all costs are merely financial. Most of the cost related to employee turnover are intangible and cannot be directly measured by the company but can only be experienced due to lack of tangible skills in the long term, which can thus reduce productivity and profitability. The costs of employee turnover for an organization are comprised of several factors. There are comprised of direct and indirect costs. Direct costs are comprised of employees leaving the company, employee replacement costs etc. Indirect costs are comprised of production or manufacturing loss, reduction in employee performance and low employee morale (Glebbeek & Bax, 2004). However, actual cost of managing employee turnover depends on various factors which include fulfilment of vacant position, job nature etc.
The overall process of employee recruitment is comprised of three main aspects:
The total cost per employee selection and recruitment
Employee turnover rate
Employee productivity
The recruitment and selection of employee are comprised of several hidden costs which include marketing, advertising and time which has been allotted to evaluate and hire the potential employees. As a result, if the overall recruitment of employees is not cost effective then high turnover rate of employees should certainly be avoided. For this reason, Employee retention must be the core emphasis within a company.

论文代写：工作经验

根据我的导师的反馈，我可以明显地看到，有几个新的元素通过体验DFS等实际工作环境而增添了我的个性。我的导师表示，我不仅善于与同事沟通，也善于与客户沟通，这是一个新的元素。我一直是一个害羞和保守的人，我很少害怕，尤其是对一个我不熟悉的人说话。 DFS为我提供了广泛导向的能力，这帮助我增强了对周围环境的个性，并保持了积极的一面。而且，填写表格，帮助客户和监控销售进度等额外的活动帮助我突破了框框的过程，并提出了更多的疑问。由于我的保守本质，我很少提出疑问或问题，但DFS通过提供积极的组织文化，自动激发了我在提问时的能力。在我的个性中添加的另一个新元素是处理文化冲击的情况，即使在多元化的环境中也能理解客户的行为。文化冲击作为一个被认可的过程，有助于一个人在没有强调他或她的文化属性的情况下观察一个人，这也是我在DFS工作学到的自豪感。顾客种类很多，但都有解决产品问题的基本需求，有时会出现文化冲击的情况。但是，我能够理解客户的行为并根据他们的观点做出回应。此外，我处理本地推理的能力帮助我快速输入数字，但这种草率的回应总是让我犯了一些错误。我的评估者向我表明需要耐心工作，这是另一个重要的因素。

论文代写：工作经验

Based on the feedback from my tutor, I can evidently state that several new elements added to my personality by experiencing practical working environment such as at DFS. My mentor stated that I am good in communicating not only with my colleagues but also the clients, and this was a new element. I have always been a shy and conservative person and I seldom fear before talking especially to a person I do not know well. DFS provided me the capability to be broadly oriented and this helped me enhance my personality to the surroundings and hold on everything positive. Furthermore, the additional activities such as filling forms, helping customers and monitoring the selling progress helped me to think out of the box regarding the process and ask more doubts. I seldom ask doubts or questions because of my conservative nature, but DFS automatically aroused the ability in me to ask problems when I am in one by providing a positively oriented organizational culture. Another new element added in my personality was to deal in cultural shock situations and to understand the behavior of the customers even in the multi-diverse environment. Cultural shock as a process when acknowledged helps a person to view an individual without emphasizing on his or hers cultural attributes, and this is what I am proud to learn by working at DFS. Customers are of many types, but they all have the basic need to solve their problems and issues regarding their products, and so sometimes cultural shock based situations can emerge. However, I was able to understand the behavior of the customers and respond according to their perspective. Furthermore, my ability to deal with local reasoning helped me input numbers quickly, but this hasty response always made me commit some mistake. My assessor illustrated to me the need to work with patience and this was another important element.

澳洲论文代写：组织行为的影响

这是对班级讲座的理解，讨论了组织行为的影响，这个设置对于提高个人的积极性很重要。在这篇文章中，有三个主题正在讨论：交互结构中存在的评估者情况的转换兴趣。第二个主题讨论组织文化的定性分析，第三个主题是关于Q排序的应用。这意味着作者将组织行为这个术语分为三个内容，并在不同的背景下对每一个内容进行研究。在课堂上讲授组织行为是增加或降低组织工作人员的工作满意度和激励水平的核心原因。如果组织的文化是无压力的，组织的结构是平坦的，那么员工就很容易工作。

组织文化与个人行为的关系

组织文化背景与个人行为之间存在着很强的关系。动机是组织生涯的重要组成部分，动机与公司组织环境有着密切的关系。据了解，等级结构一直显示出缓慢的结果，不利于员工的生产力。据了解，在单位组织环境中工作的员工更具创新性和积极性（Reilly等人，2001年，第490页）。给予他们内在的需求，提高他们的职业生涯，给他们提供充实和赋权的机会。金钱对于员工来说很重要，但是它不是今天组织环境中所有东西的基础。

澳洲论文代写：组织行为的影响

This was the understanding of the class lecture that discussed about the impact of organizational behavior and this setting is important for increasing the motivation level of the individuals. In this article three themes are present that are discussing about the: transformed interest of the assessing person situation that is present in the interactional constructs. Second theme discusses about the qualitative analysis of the culture of the organization and the third theme is about the application of the Q sort. This means that the authors have divided the term organizational behavior in three contents and researched about each one in a different setting. In class lecture it was taught that organizational behavior is the core reason for increasing or decreasing the level of motivation and job satisfaction of the individuals working in the organization. If the culture of the organization is stress free and structure of the organization is flat then it will be easy for the employee to work.

Relationship between organizational culture and behavior of the individuals

There is a strong relationship present between the settings of organizational culture and the behavior of the individuals. Motivation is an important part of the career of the organization and motivation has a strong relationship with the organizational settings of the company. It has been notified that hierarchical structures have been showing slow results that are not good for the productivity of the employees. It has been notified that employees working in flat organizational settings are more innovative and motivated (Reilly, et al. 2001, p. 490). They are given intrinsic needs that enhance their careers and give them opportunities for job enrichment and empowerment. Money matters for the employees but it is not the basis for everything in the organizational settings today.

澳洲论文代写：成本效益分析

不，我不会支付也不建议我的公司支付任何时间费用来将我们的产品放在体育用品商店的货架上。相关的考虑因素是公司的产品需求，产品适销性和道德准则。在我访问期间遇到的各位买家推出我们的产品时，我已经收到了积极的回应，而我遇到的只有一位买家要求将我们的产品放在货架上。我对我们的产品和具有成本效益的创新技术充满信心。此外，支付时间收费（Aalberts，R.J.＆Jennings，M.M。，1999，第207页）就像贿赂买方，这在某些国家是不合法的，是完全不道德和不公平的商业惯例。

是的，Green Move应该考虑产品缺陷的固定成本效益分析，因为考虑到产品的新颖性，安全问题是主要的，产品的推广主要是基于口碑。因此，专注于产品质量，保证零缺陷是非常重要的。相关风险是纠正产品缺陷的额外成本，考虑到纠正缺陷和市场竞争所需的额外时间，推迟产品发布。成本效益分析（Layard，P.R.G.1994）将为公司提供基础，以确定产生的成本和预期的相对效益，因为产品是独一无二的，并且已经获得专利给予市场准入。消费者对产品的接受是与产品质量直接相关的必须。

澳洲论文代写：成本效益分析

No, I would neither pay nor recommend my company to pay any slotting fee to have our product placed on the shelves of the sporting goods store. The relevant considerations are the product demand, product marketability and the code of ethics of the company. I have already received positive responses on rolling out our product from various buyers whom I met during my visit and of these there was only 1 buyer whom I met who demanded fee to place our product on their shelf. I am confident about our product and the cost-effective innovative technology. Moreover, paying slotting fees (Aalberts, R. J., & Jennings, M. M., 1999, pp 207) is like bribing the buyer which is not legal in some countries and is completely unethical and unfair business practice.

Yes, Green Move should do the cost benefit analysis considering fixing of the product defect as safety concern is primary given the newness of the product and that the promotion of the product is mainly basis word  of mouth. Hence it is very important to concentrate on the product quality and ensure zero defects. The risks associated are additional cost to correct the product defect, delayed product launch considering the additional time required to correct the defect and market competition. Cost benefit analysis (Layard, P. R. G., 1994) would give the company the basis to identify the cost to be incurred and relative benefits expected specially given the product is unique and has been patented to give them the market access. Acceptance of the product by consumers is a must which is directly linked to the product quality.