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代写论文：五大人格特质

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代写论文：五大人格特质

1、外向性：得分4.4这一类的有91个。根据这类结果我更倾向于外向的人。在五我在这一类排名4.4。我对这一结果很满意，因为这正是我所做的。我是社会人，喜欢交朋友和聚会。这种特点给我的潜力，在谈话中，并使无处不在的关系。我有良好的沟通技巧，给我一个竞争优势超过其他人。
2。宜人性：根据分数我得了3.8对这一类的有39个。在分析了分数后，我评估了这一类的结果是真实的，因为我不关心别人的个人生活。我有我的关系，是好的，但我不爱与别人。根据结果，我有怀疑的特质，不喜欢当我听别人的故事时的动机。我对我的朋友很好，但我的友谊可以操纵，结果表明，清楚。
3、开放的经验：我已经取得了最高的这一类的得分为5和100%。结果表明，我是一个富有想象力的人，有辉煌的想法。根据这一得分的结果，我是高的开放性经验，这给了我一个比别人的优势。这个结果是准确的，因为我有一个抽象的思维，喜欢解释的东西，是详细的，有一个抽象的想法与他们相关的东西。伴随着这一点，我有生产创新和创造性的东西的特征。这给了我辉煌的想法，我想与公司和品牌的重建个人和品牌的个性。
4。神经质：我对这类以3和48%的得分率低。这个结果是真的，因为我是一个有组织的人，我不太容易紧张。根据我对低神经质和根据结果：我好做决定，能控制自己的情绪和感情。我把我的个人生活和工作分开，不要混淆他们，因为我的情绪或情绪。
5、责任心：我得了4.6这类这类占94%。这个结果是准确的，因为我有一个秩序的一切，我很有意识。我看了所有的元素后，我做决定，我是可靠的人。我有一个确切的顺序和时间表的一切。我倾向于把重点放在我的计划，坚持我所决定的我的未来。根据分数和结果，我在意识上很高，并付出了很多的关注和细节。

代写论文：五大人格特质

  1. Extraversion: scored 4.4 in this category with a percentage of 91. According to the results of this category I am more towards being an extrovert. Out of five I ranked 4.4 on this category. I am satisfied with this result because this is exactly what I am. I am social and like to make friends and party. This trait gives me the potential to excel in conversations and make relationships everywhere. I have good communication skills that gave me a competitive edge over the others.
  2. Agreeableness: according to the score I scored 3.8 on this category with a percentage of 39. After analyzing the scores I evaluated that the results of this category are true because I am not concerned about the personal lives of others. I have my relationships that are good but I am not that affectionate with others. According to the results I have the trait of skepticism and do not like to feel motivated when I am listening others stories. I am good and true to my friends but most of my friendship can be manipulative and the results indicate that clearly.
  3. Open to experience: I have scored the highest on this category with a score of 5 and 100%. As the results indicate I am an imaginative persona and have brilliant ideas. According to the results of this score I was high in openness to experience and this gives me an edge over the others. This result is exact because I have an abstract thinking and like to explain things that are in detail and have an abstract idea related to them. Along with this I have the traits of producing something innovative and creative. This gives me with brilliant ideas and I would like to work with companies and brands for rebuilding the personality of the individuals and brands.
  4. Neuroticism: I have scored low on this category with the score of 3 and a percentage of 48%. This result is true because I am an organized person and I don’t stress out easily. According to the results I am low on neuroticism and according to which: I am good in making decisions and can control my emotions and feelings. I take my personal life and work separately and do not mix them because of my mood or emotions.
  5. Conscientiousness: I scored 4.6 on this category with a percentage of 94% on this category. This result is accurate because I have an order of everything and I am highly conscious. I make decisions after looking at all the elements and I am reliable person. I have an exact order and time table of everything. I tend to focus on my plans and stick to what I have decided for my future. According to the scores and results I was high on consciousness and paid a lot of attention and detail.

论文代写：管理系统

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论文代写：管理系统

在商业环境中对社会秩序的一种引导权，对我们来说，什么都没有发生。每一个偏好，专业人士和他们的工作态度相关链接企业环境社会秩序（Barak，M. E. 2005）。完善社会有序的设置在这里的员工分享权力，尽职尽责，相互作用明确，并有效地在一起工作–没有什么技术或经济问题可能存在歧义（厅、D 2008）。
工作场所的指导可以帮助建立和保持的公关，使一个社会有序的办公环境。它是在一个导师会更充分地掌握情况。这提高水平可以占用精密技能或熟人升级，或实现整体的理解对于企业制定规范和传统。指导可以节约关系连接的高级助理人员。它甚至可以占用关系联系起来的朋友，同事，或专业团队的成员。
“医疗事故”指的是某种形式的不当行为。一般来说，它是需要有预谋的不法行为，但有可能的情况下，工人的行为太匆忙，它被认为是医疗事故。
“严重失职”带来严重的不当行为。在那里，一旦一个公平的行动过程中，它发现，员工的活动导致严重的弊端，一个经理可能会终止员工的服务缺乏通知（阿尔德，2002。J.）。医疗事故应该是严重的，它威胁到老板在他们的信任。很多时候服务协议清单的风采，合同债权作为一种严重的弊端！如果一个个人涉及的医疗事故，被索引，这并不必然意味着严重的医疗事故已自动发生。
在每一种情况下，业主应该考虑所有的细节以及员工的答复，比它早于判断是否发生了严重的医疗事故。
绩效差是员工的成员不履行他/她的工作的实际期望的一个条件。
一个经理可能会解雇谁不能履行一个相位，雇主几乎不能有可能继续的责任人员（戈登，S.，等。2008）。通常，解雇无能发生的健康问题。当一个工作人员身体不称职的履行他们的工作时，有一个阶段的结果，雇主可能会解雇工人，并雇用一个替补。

论文代写：管理系统

An approval of social order being a guiding power in the business environment speaks us nothing occurs unintentionally. Every preference that professionals make associated with their work demeanour links the social order of their business environment (Barak, M. E. 2005). The perfect socially ordered setting is the one where employees share power dutifully, interact clearly, and work effectively together – no issues what technological or economic ambiguities might present (Hall, D. 2008).

Workplace guidance can assist to establish and keep the PR that enable for a socially ordered office setting. It is a situation where in a mentor turn out to be more competently proficient. This enhance in proficiency can engross upgrading in precise skills or acquaintance, or achievement of overall understandings regarding business setting norms and traditions. Guiding can engross a relation linking senior and assistant employees. It can even engross relationships linking friends, peers, or members of professional teams.

“Malpractice” stands for some type of misconduct. Generally, it will entail premeditated wrongdoing, yet there might be situations where a worker acts so hastily that it considered being malpractice.

“Serious malpractice” entails serious misconduct. Where, as soon as a fair course of action, it is found that an employee’s activities lead to serious malpractice, a manager might terminate the employee’s service devoid of notice (Alder, N. J. 2002). The malpractice should be serious enough, which it threatens the trust that the boss has in them. Many times service agreements list demeanour that the contract claims as a serious malpractice! In case an individual involves in malpractice that is indexed, that does not inevitably signify that serious malpractice has automatically took place.

In every situation the owner should think about all the details as well as the employee’s reply sooner than it judges whether serious malpractice has happened.

Poor performance is a condition where the member of staff is not fulfilling the practical expectations of his/her work.

A manager may sack a staff member who is incapable of performing their responsibility for a phase that the employer cannot practically be likely to continue (Gordon, S., et. al. 2008). Typically, sacking for incapacity happens for health issues. While a staff member is physically incompetent of performing their work, there comes a stage as a result of which the employer might sack the worker and employ a substitute.

论文代写：工会密度

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论文代写：工会密度

此外,加拿大的方式处理这些指控的非法障碍联合驱动也明显不同于美国如何处理它。在加拿大,这种情况下处理更加迅速与美国如何处理相比,因为在美国,这种情况下通常不解决,直到欧盟推动结束(法伯,2005)。

此外,在加拿大,一个过程被跟随在这方面,即作为合同仲裁。最重要的目的是解决工会和雇主之间的任何谈判僵局通常发生在早期的合同谈判,也就是说,在联盟已经形成。谈判过程后,雇主或工会决定去调解,调解过程。然而,如果通过中介和调解过程,自愿达成一致的合同不成立,调解人或小组指导双方遵守合同,调解人或专家组认为适合双方。即使,工会和雇主很少决定去这个过程,然而,这样做的主要目的是支持谈判进程。

论文代写：工会密度

Moreover, the manner in which Canada deals with the charges of unlawful obstacle by union drive is also significantly different from how USA deals with it. In Canada, this situation is handled much more swiftly in comparison with how it is handled in USA, because in the USA, such situations aren’t usually resolved till the union drive is ended (Farber, 2005).

Furthermore, in Canada, a procedure is being followed in this regard, which is called as first-contract arbitration. The foremost aim of this is to resolve any bargaining deadlock between the unions and the employers which usually takes place during the early contract negotiations, that is, after a union has been formed. After the negotiation process, either the employer or the union decides to go for the mediation and conciliation process. However, if, through the mediation and conciliation process, a voluntarily agreed-upon contract is not formed, a conciliator or a panel directs both the parties to adhere the contract, which the conciliator or the panel deems fit for both the parties. Even though, the unions and the employers rarely decides to go for this process, however, the principal aim of this is to support the negotiation process.

论文代写：在中国创业

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论文代写：在中国创业

不同的分析师,中国内部以及外部,不把中国经济的成功和它的创业精神。他们相信外国直接投资,政府和巨大的基础设施建设,为主要的激增的中国经济向前发展。私营部门的发展是一次又一次地观察到作为附录,形容事情发生,因为中国经济的成功,而不是它的原因(黄,2010)。

楚et al .(2011)调查了196名企业家在中国,当他们询问目的业务的所有权,这是建议增加收入的企业家,成为老板和证明他们能获得成功的主要因素。名声的真诚和诚实,提供高质量的客户服务,拥有一流的管理技能和贡献的基本环境业务的成功。客户友好和艰苦的斗争也认为高绩效的重要企业。在企业家面临的问题,最重要的是员工不值得信任和多变。其他挑战竞争对手的强度以及培训管理的缺乏。

论文代写：在中国创业

Various analysts, inside as well as outside China, do not correlate the economic success of China with its entrepreneurship. They give credit to the foreign direct investment, the government and enormous construction of the infrastructure, as the main grounds of forward surge of the economy of China. The development of private sector is time and again observed as an addendum, described as something that took place because of success of Chinese economy, rather than being its cause (Huang, 2010).
Chu et al.(2011) surveyed 196 entrepreneurs in China and when they were inquired about their purpose for ownership of business, it was suggested by the entrepreneurs that augmenting earning, becoming bosses and proving that they can attain success were amongst the prime factors. Repute for sincerity and honesty, offering high-quality customer services, and possessing first-rate skills of management were accounted as the essential surroundings for success of business. Customer friendliness and uphill struggle were also considered vital for enterprises of high performance. Amongst issues faced by the entrepreneurs, the most crucial were the employees who are untrustworthy and changeable. Other challenges were the intensity of competitors as well as paucity of training in management.