如何合理的分配好学习与工作之间的时间

加拿大留学生Assignment代写范文:“如何合理的分配好学习与工作之间的时间”，这篇论文主要描述的是一个人的生命是有限的，因此我们需要学会更好的去利用现有的时间，对于大多数人来说如何合理的分配好学习与工作之间的时间是个较难解决的难题，对时间的进行合理规划与管理，能够让我们将时间充分的利用好。

Introduction: 简介

The point of dealing with your time is to invest energy doing the things that help you accomplish your objectives and the things that you by and by organize and worth.

It is just a meta-action to complement the overall advantage of an agreement involving unique workouts inside of the control express of any confined measure of moment. Time supervision could be helped by a setting involving expertise, gadgets, along with procedures employed to manage moment when rewarding certain undertakings, jobs, along with targets after having a due date. Initially, moment administration alluded for you to just business or operates workouts, however over time the term broadened to add particular person workouts too. Time administration is the demonstration or treatment involving preparing along with rehearsing understanding management in the measure of moment invested in certain workouts, specifically for you to grow viability, usefulness or profitability. An interval administration platform is usually a planned blend of procedures, tools, approaches, along with devices. Time direction is often the need in a process progress as it establishes the actual commencing pleasure moment along with stage. (Reinaldo, 2013)

Time management skills: 时间管理技能：

The idea of time administration alludes to overseeing time viably, as per certain needs; at the end of the day, time administration helps us do the most critical and/or dire exercises, in a given time of time. Time arranging permits directing endeavors and productive utilization of vitality to accomplish those undertakings that bring most extreme achievement and fulfillment. Time period managing abilities are usually your own skills to identify along with clear up personal time period managing troubles. With regards to these time period managing lessons is usually to explain to you skill to raise people abilities. In history managing abilities are usually learnable. Probably you will notice considerably development from merely growing to be conscious of your substance along with reasons behind typical personal time period managing troubles. With these time period managing lessons, you can observe much better which often time period managing approaches are usually many pertinent for ones circumstances. (Dana, 2014

strategy: 策略：

For the student time is an effective element which needs to arrange according to his or her priorities and you will need to note that period management is really a private proficiency; simply you recognize your current high operate several hours, your current awareness cover and also you’re feeding on and also sleep requires, which usually need to be prepared with regard to. The next measures may help you determine your current strategy.

Planning:

It is prove that by the research and observation that individuals who set their routine schedule they have more opportunities to avail success in their rest of life’s. It’s a quality of successful people to plan their life style and settheir life achievements those persons become a long term runner. Determinant peoples have their representative, acceptable, attainable goals of their existence. Results have shown by their progress and positive impacts.

Organize:

Being a student and working person need to organize their daily routine and set their time table. Individual should have to arrange their timing step by step. A few individuals think thatto do thing within the number of days in week more helpful. Along these lines, they have more opportunities to make improvement for their work as well as study Whichever strategy you pick, remember that everybody has great and terrible days.

Arrangement:

For the better assessment is to arrange their priorities according to their importance. Remember due dates, responsibilities you have made and whether these assignments include other individuals. (Management, 2015)

Diversions

Create methods to sensibly deal with the diversions and intrusions that are certain to emerge in any occupied individual's calendar. Take key study breaks so you can even now pay bills, go to the exercise center, lift youngsters up from school and make imperative telephone calls. Keep a clear 'dawdling cushion' on the work area for scribbling to remind you to contemplate non-ponder things later, after your study period.

Close the entryway

Kill the cellular telephone

Set up a timetable for your study session with starting and consummation times

Manage time between studies and work.

Arrange your time. Convey a journal or enter data onto an e-journal so you know when imperative course dates are heading up, what dates and times you have consented to work and what key get-togethers you would prefer not to miss. Attempt to have an organized work design and don't consent to work during an era when you have addresses, exams or exercises planned. Give your executive however much notice as could be expected that you will require additional time amid key parts of the term and attempt to arrange an answer.

Bosses would once in a while glower upon a worker enhancing their aptitudes and by keeping them aware of present circumstances you will get more noteworthy comprehension and backing. For instance, studies are sorted out and subsidized by your manager, it would be trusted that present workload has been mulled over and procurement made for preparing leave. In any case, regardless of the possibility that you are propelling instruction under your own particular activity then it’s still worth telling your business about your arrangements and objectives.

To boost time, manage time between the working and study time as well. While at first look it may create the impression that you are continually occupied, in all actuality the vast majority of us have periods for the duration of the day where we could be more beneficial. A drive to work by open transport permits time to find up on some perusing.

Importance of time management 时间管理的重要性

Time is an exceptional asset that you can't store or put something aside for later utilize. Everybody has literally the same measure of time every day. Time not all around utilized can't be recovered.The vast majority feel like they have an excessive amount of work to do and insufficient time. They blame nonappearance for stress, shocking associations, and for not rehearsing their body.

To turn out to be more gainful utilizing enhanced time administration aptitudes and apparatuses, and can achieve more with less exertion and time. Time administration can help you lessen squandered time and vitality, help you turn out to be more imaginative and profitable, and empower you to make the best choice at the correct time. This will obviously prompt more adjust and satisfaction in life

To work harder in the same time compass as another man. More work done, implies more things educated. In this way to accumulate significantly more experience than others for the same time contributed. You'll learn speedier how to do your work quicker. You're more centered and subsequently give careful consideration to your work. Advance more quickly than without utilizing time administration aptitudes.

At the least level (the worker) ascending to the top and the way that an organization has its targets, principles and standards identifying with time administration exceptionally very much created and plainly characterized, is just the initial phase in a long adventure. Every worker must know, comprehend and execute those standards in his/her day by day work. Just when all representatives figure out how to sort out their time all things considered, we can say that the association has a powerful time management (Vlad, 2014)

Conclusion:

Time management is an important element existing in everyone’s life. It leads toward the way of progress and it represents the determinant people in the world. To achieve the life target by realizing the importance of time in studies as well as in work hours.

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人力资源管理理论中工作的职责是什么？

留学生essay代写范文:“人力资源管理理论中工作的职责是什么？”，这篇论文主要描述的是在现代的人力资源管理理论当中，认为员工应该清楚的知道自己处于什么岗位，以及岗位的工作职责都有哪些，这样才能够让员工更好的去完成组织布置的工作任务，本文以咖啡店为例，讲述了咖啡店里每一位员工各自的工作岗位以及职责。分工明确的为顾客提供精准的服务。

Greet customers as they arrive, ask for their coffee preferences and take orders

Maintain safe and clean work environment

Collect payments, operate cash registers and give change

Serving the customers to satisfy their needs and making sure the guests get what they want.

Discover customer needs, suggest product to enhance service and meet sales goals.

Should know how to prepare and serve coffee and other hot or cold beverages

the ability to maintain a positive work environment through your attitude, leadership, and motivation

Provide customers information about deals and new food and beverage items

Follow the health and safety policies and procedures of The Coffee Club

Communicate to Managers or team members in a timely manner

Use customers feedback in order to increase products and services

Result Oriented:

A barista should be provide solutions if some have some problems while provide services

A barista must know how to organize his/her work and figuring out the process to get things done eliminating downtime???should be punctual both in serving clients and coming on time at work

Colleagues:

Use customers feedback in order to increase products and services

Enhance collaboration reinforcing relationships (assist and encourage co-workers positively in order to get successful performance)

Product Preparation:

Offers a wide range of product knowledge and make customers curious to taste new products (Helping to meet the Coffee Club’s sale goals)

Personal learning :

learn quickly and be able to adapt changes (e.g. Deal with people with different cultures)

What are the standards of performance this position needed?

Provide good sservice to customers and get their satisfaction

Dealing with complaints in a timely manner

Must be creative and passionate in the job

Should have excellent personality to communicate with customers

Be delightful, independent, reliable and quick during working hours

What authorities or delegations does the position hold?

None

Who does the job holder work with external/internal of the organisation?

A barista should possess the ability to effectively interact with internal and external customers under the values established by The Coffee Club:

Accountability - willingly answer for the results of behavior

Commitment - put best efforts to maintain superior standards of quality and

performance

Passion - demonstrate love and positive attitude for the work

Inside:

Manager - The Barista reports directly to the manager of the Coffee Club and meet customer service standards set by manager

Co-worker - assisting and giving support to other employees

Outside:

Customers - meet customers’ requests that related to the business and provide a highest level of services to customers in order to developing and sustaining productive customer relationships

What type of people with whom the jobholder comes in contact?

All employees

Customers

What types of problems does the job holder deal with?

Complaints of customers

Machine problem

Inventory issues

What skills does the job holder need in order to perform this job?

Strong interpersonal skills

Well-developed oral and written communication skills

Teamwork skills - positively anticipate in team work

Cash-handling skills

Learn quickly- be able to learn how to make new products

Multitask

Assist and collaborate with other staff

Preform detailed work quickly and safely

Prepare various types of coffee and hot beverages

Ability to remain calm under pressure, in a busy atmosphere

What knowledge does the job holder need i n order to perform the job?

Strong interpersonal skills

Knowledge of food hygien

Knowledge of safe cash handling techniques

Knowledge of how to operate espresso machine

Understanding the coffee production process

Knowledge of customer and personal services

What attributes are needed to be a barista?

Positive and fun

Have passion

Enjoy working in a people oriented

Patience and friendly with customers

Communicate with customers with sincere attitude

Recommendations for BUs at MCB who have implemented FWA as well as CBS BU who has not

实施FWA涉及大量的变化对员工如何规划自己的工作，相互沟通交流。它还包括改变工作模式，管理风格和文化。因此，CBS不需要考虑变管理流程。在变革期间，在做出最后决定之前可能会有谣言流传.。为了维持生产力，项目经理需要确保员工关注他们当前的情况，而不必担心或猜测未来会发生什么.。因此建议通知所有员工的BU，有谣言流传，没有决定关于FWA已经没有。这可以通过一个会议。这将有助于识别利益和未预料到的问题。

Recommendation 建议

The purpose of this chapter is to provide recommendation for BUs at MCB who have already implemented FWA as well as the CBS BU who has not yet implemented FWA.

Align FWA with the business strategy

According to Thomson (2008) FWA is considered to be a major contributor to business success. It is a tool that allows organizations to get better value for money from their employees. Hence the BU can consider aligning FWA with the business strategy and get HR on board to drive the implementation of FWA.

Initiate a change management process

Implementation of FWA involves a substantial change on how employees plan their work, interact and communicate with each other. It also includes a change in work pattern, management style and culture. Hence the CBS BU needs to consider a change management process. During the period of change, there might be rumors circulating before the final decision is taken. In order to maintain productivity, the BU manager needs to ensure that employees focus on their current situation without fearing or speculating about what the future holds. Therefore it is recommended to inform all the employees of the BU that there are rumors being circulated and no decisions regarding FWA have been taken yet. This can be done through a BU meeting. Furthermore a pilot test is recommended before actually rolling out FWA in the entire BU (Burt et al, 2010). This will help to identify benefits and unanticipated problems.

Establish a supportive organizational culture

Based upon the survey, it was found that the successful implementation of FWA is often driven by the company’s culture. When the culture is supportive of these policies, they are likely to be successful. Changing a company’s culture can be time consuming or requires patience.

Line manager and supervisor support

During the survey some line managers and supervisors seemed to be resistant towards FWA. Nearly the same situation was found in BU whereby employees have stopped using FWA. There was lack of manager support. Since line managers and supervisors play an important role during the implementation of FWA (Maxwell, 2005), it is of utmost importance to gain their commitment. This can be achieved through the strategies devised below.

Line managers and supervisors need to be educated of the business case and best practices for FWA through the training session (CIPD, 2012). BU managers who have already implemented FWA can be invited during these sessions to communicate their positive experience. Hence the reluctant line managers and supervisors will have the opportunity to clarify any fears or doubts.

The performance evaluations of line managers and supervisors can be tied to their ability of creating a culture supportive of FWA. Therefore HR will need to review the performance appraisal criteria.

Furthermore employees also need to be empowered. This will eventually make them strong enough so that even if a newly recruited line manager or supervisor expresses some though that would go against FWA, the employees’ first instinct would be to educate the latter.

Co-worker support

The survey reveals lack of coworker support especially among employees who have stopped using FWA. Their main issue was that their coworkers are not able to fill in during their absence. This also relates to the supervisors’ belief of employees’ inability to backup each other. But in the CBS BU only a minority of employees (6%) raised out this issue. However to ensure the success of FWA, there is a need to take this issue on board by the CBS BU as well. The BUs needs to encourage knowledge sharing among employees. Some resistance can be expected from the employees since they might fear for job security. As a workaround the BU can introduce knowledge sharing as a performance evaluation criteria. Hence the employee will surely make an effort to meet this expectation (Bock et al, 2005). Furthermore employees should be encouraged to use the knowledge sharing tools already being provided by MCB to document their knowledge. Thus this will not only help employees to back up each other but the supervisor can easily allocate job assignments to anybody in the team.

Improve technology support

The literature and the survey showed that that technology support is imperative for the success of FWA, mainly telework. This was also revealed from employees who have already adopted telework. Hence the CBS BU needs to ensure that employees are provided with the technology required for the success of telework. One of the main concerns is to ensure secure remote access due to sensitive data available at MCB. The CBS BU has already implemented the security token concept. But same can be enhanced by providing virtual PC. This will further ensure that employees have restricted access. Hence they will not be exposed to malware and viruses.

Once telework has been implemented, it is advisable to provide notebook PC to employees. They can use it at home, office or anywhere else. The use of home PC can introduce issues such as application licensing and viruses. The CBS BU can either consider providing mobile phones or a separate phone lines for business purpose only. This will enable the BU to easily track phone call costs.

Moreover the CBS BU needs to consider providing video conferencing facilities. This will be very helpful during meetings, conversations and decisions that involve input from employees who work on different schedule and location. Also, all meeting rooms need to be equipped with teleconferencing facilities.

During the survey it was found that even though the CBS BU has collaboration tools, e.g sharepoint to jointly edit documents, there were employees who were unaware of its existence. Hence the BU needs to raise awareness about the purpose of these tools and how they can be used effectively. This can be done through a short training session. User manual for these tools can also be distributed among the staff.

Providing all the technologies for the success of telework is not enough, teleworkers should also be provided with technical support. Managers need to ensure that technicians are present to respond quickly to technical problems or equipment failures.

Encourage employee participation and communication

Clearly from the survey, all employees are not involved during the design of policies since it is considered to be expensive and time consuming. The BU can carry out a survey to gather the employees’ attitude towards FWA (Houston and Waumsle, 2003). Focus group of staff can be organized to complement to survey.

In addition to that it was found that policies regarding work systems are not properly communicated. There is a need to make this information more accessible to the employees. It is therefore recommended that once policies regarding are written, the BU can consider the following ways to raise awareness:

Organize road shows to create an interest about FWA (CIPD, 2005)

Policies must be provided in a user-friendly version through the intranet whereby employees can easily access them. Hard copy of the policies can also be distributed to employees in case some of them have missed out the information on the intranet.

Consider common communication vehicles like notice boards, posters, plasma screens, departmental meetings, team briefing, newsletters, memos, email, brochures and letters (Mass, 2007).

Once the employees have gone through the policies, HR can carry out an online mini quiz to ensure that all employees have well understood the policies. HR can send the url link to the mini quiz through email. The mini quiz must be compulsory for all employees and there must be a tracking system to ensure 100% response rate. Reminders can be sent by email in case of no response.

The survey also revealed that there was lack of ongoing communication after policies are rolled out. Hence the BUs need to consider having regular feedback from employees and be ready to change the scheme if needed. Employees must first of all feel free to voice out their point of view to managers. This will require the manager to be more open-minded and provide an environment conducive to open communication. It is better to detect dissatisfaction earlier so that the policy can be amended to better suit both employees and managers. In order to further promoteongoing communication, line managers and supervisors have to encourage discussion of FWA during team meetings or informal networks. A forum specially dedicated to FWA can be put in place and it can be made accessible through the intranet. The purpose of the forum will be to provide a platform to employees and managers whereby they can share their experiences, provide guidance or even raise queries.

Provide training and development

At MCB, the Training and Development BU is dedicated for organizing and carrying out training. Hence this BU must also be involved during the implementation of FWA.

During the survey it was found that technical training is important for teleworker. Technology support alone will not be sufficient if the employees do not know how to make use of them. Hence the CBS BU must consider providing technical training. However during interviews with line managers it was found that there was a fear of disrupting employees’ work if ever they are sent for training. Hence the BU can consider providing online training courses which can be done outside office hours and at their own pace. Nevertheless the BU must set a timeframe and do a follow up to ensure that the training is being done properly.

As for soft skill training, the CBS BU seems to be on the right track since same has already been provided to most of the employees and the BU manager is planning for more sessions. However in BUs whereby FWA has already been implemented, there seem to be a loophole. There is need to highlight the importance of soft skill training to those BUs, hence encouraging the managers and their staff to develop the soft skills required for the success of FWA.

Managing employees on FWA can be challenging for managers (Lewis, 2003). This issue was raised during interview with line managers. Hence it is advisable to educate the line managers on how to manage employees on alternative working arrangement. The training can also include effective resource planning to ensure that the BU does not end up with only a few employees benefitting from FWA (CIPD, 2005). To better control the employees, it is recommended to encourage continuous communication through regular meetings,

A change in the working schedule and location can also affect customers. Therefore it is recommended to educate the customers such that all queries and issues are directed to a help desk team. Then the help desk agent will contact the concerned employees.

Review performance management process

According to the survey, all the respondents do not see the performance management as being result-oriented. Since there was mixed opinion, there is a need to review the process to ensure uniformity across the BU. The performance management process should be made more outcome-based. HR needs to ensure that objectives being set by managers are SMART (Specific-Measurable-Achievable-Relevant-Time Bound). This can be achieved through workshops whereby managers will be trained on how to set such objectives. Employees also need to be involved during the objective setting exercise to gain their commitment.

Remove the fear for negative career consequences

As per the survey many employees fear that the take up of FWA would negatively affect their career. This can be overcome through communication and education. The BU manager should provide examples of promotion among employees who are on FWA. Managers and supervisors can act as role models by working on FWA (Lewis, 2003). The long hour culture of presenteeism was also observed during the survey. As per CIPD (2005) research, it is not worthwhile arguing that long hours are not beneficial for employees. Instead the organization can adopt a proactive approach whereby employees working during long hours are recommended to take time off.

Continuously review FWA

After the implementation of FWA, it must be periodically reviewed to ensure that it is really beneficial for both the employees and the business. With the changing business needs and technology, FWA needs to be continuously evolved. In other words it must not be considered as a one-off project.

Common forms of FWA that can be implemented

Based upon the literature review, the CBS BU can consider implementing flextime and telework which are most commonly used by banks (World at work on workplace flexibility, 2011). Moreover most of the employees in CBS feel that these policies will suit their job. Establishment of core hours is important while considering flextime. This will provide a time frame for face-to- face communication and allow for group meetings (Quijada, 2005). As for telework, it is considered to be the most cost savings in term of office space. But for its effectiveness technology support is very important for employees.

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申请美国麻省理工大学留学需要注意什么,2017年麻省理工留学申请攻略

麻省理工是世界著名大学，你想不想去这里读书求学呢？你肯定听说了，这个学校的毕业生都堪称天才，每年麻绳理工都会收到来自世界各地的入学申请书，当然人才济济，想要脱颖而出不是一件简单的事情。我们想申请麻省理工的同学一定要阅读为大家推荐的资讯，今天，将通过麻省的中国面试官的问答来给大家提供信息，在下面的介绍中，面试官会告诉大家有用的信息，以及麻省理工看中的大家的能力部分，考试录入的评分衡量标准，相信对大家会很有帮助。这是一个很好的获得有利申请的机会，千万不要错过哦！下面就跟着matlab代写平台一起来看看面试官的建议和提醒吧。让我们做有准备的仗。

何为孩子提供最好的教育？这个问题可能从胎教开始直到孩子长大成人，都会伴随着整个家庭。倘若以终为始来考虑，家长不妨先了解一下顶级名校希望招收和培养什么样的孩子。近期采访了2015-2016年度位列世界大学排名第一的顶级名校MIT，发现这所学校最关注的是这三点：1. 在青少年时期找到自己的天赋和热情并下功夫，获得某个领域超于他人的能力；2. 关心社会，有社会责任感；3. 战胜环境的勇气。不是每个孩子都出生和生长在理想的环境，优秀的孩子可以利用教育来突破环境的限制，创造精彩的人生。

近期，世界名校放榜，天之骄子备受瞩目。麻省理工学院（MIT）这所2015-2016年度位列世界大学排名第一的顶级名校，也为一批来自中国的学生发放了Offer，这些优秀而幸运的孩子即将开始在MIT的求学和生活。这些孩子究竟有何过人之处？为何能获得MIT的青睐？哪些素质是MIT最为看重的？在MIT读书，学生有哪些特别的收获？通过多种渠道，采访了MIT的面试官、被MIT录取的新生、学生家长及MIT在读学生及毕业校友，帮助你多角度了解MIT人。

招生官石岚是MIT中国总面试官，麻省理工学院教育委员会中国区主席

录取没有简单公式，学校重视学生的整体素质和潜力。石岚说：“学术只是基础，我们还考察多个方面，比如，天分、潜能、责任心、与世界的联系。每个孩子的天赋不尽相同，重要的是他们能够用好自己的天赋，从不同角度，发挥自己的潜能，改变世界。”

另外，MIT看重个人奋斗能力。我们会关注：学生是不是家族里第一代上大学的人？今年录取的学生中，15%是家族里第一代上大学的人。MIT非常欣赏那种靠自己的能力，战胜环境脱颖而出的人。对校友的孩子，没有优先录取，也不给体育生加分。同时，她也建议中国父母，教育考虑的是孩子整个一生，排名并不重要。培养一个健康、智慧和仁爱的孩子，是父母更大的人生功课。

看了以上matlab代写平台为大家介绍的内容后，想要申请麻省理工的同学是不是心里有底了呢？通过中国区面试官的讲述，我们可以放心的知道，麻省理工更加在乎申请入学学生的能力，在乎人品、技能多于分数，不是唯分数论的学校。只要你各方面都很突出优秀，努力上进，整体素质优异，就有机会进入麻省理工大学学习，园自己的梦想。在这里也提醒各位家长，不要给孩子的学习施加太大压力，分数重要，但是也要培养孩子的德智体美劳，综合能力，适应社会的能力要强。只会学习的孩子走入社会后。情感教育会缺失，待人处事会容易出现问题，家长应该从小有意识的培养独立性和社交能力，发展孩子的潜能。让孩子尝试各种可能，了解自己的优势特长，扬长避短。培养一个健康乐观的学生更加重要，分数仅仅是一个方面。

51due留学教育引领海外留学的风向标，打造最好的教育品牌，提供专业的matlab代写，我们为自己的品牌代言，不负留学生的期待。提供全方位的服务，包括留学生作业代写服务，以及统计作业代写、essay代写、assignment代写服务。

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2017年去德国商科留学好吗,2017年德国商科留学优势介绍

亲爱的朋友们，你们想去国外留学吗？有没有选好的国家和学校呢？你决定是去美洲留学还是欧洲呢？今天将为大家介绍提供关于欧洲留学的资讯，带领大家到德国的大学看一看，感受德国的魅力。很多人不太了解德国的教育，因为中国留学生大部分都在美洲或者澳洲，而亚洲大学的学费相对比较更低，去日本或者韩国的大学人数也比较多。欧洲国家很多，比如挪威、意大利、瑞士、法国等国家，它们不仅经济发达，信息畅通、交通便利，也有很好的教学资源和文化底蕴。如果你想到德国来读书，一定要读德国的商科，德国实业很强，经济发达，世界著名品牌德国国内就数不胜数。你看到这些讯息不心动吗？下面跟着统计作业代写平台一起来看看更具体的消息吧！

德国是一个联邦议会共和制国家，1990年两德统一后，德国的经济发展势头更加迅猛。目前，德国已成为欧洲第一大经济体。德国经济的高水平与高质量的教育也是分不开的。德国商科的教育水平被世界普遍认可，“知行结合”和“名师战略”功不可没。首先，德国大学提倡教学与实践相结合(“知行结合”)。如学生就读德国商科期间，会有多次实习机会，以使自己所接受的教育能够与实际生产生活紧密联系起来;并且德国大学教育的风格是自由、自主，契合学生的认知特点和个性发展。因而，在德国大学历练过的毕业生往往在进入社会后更加具备优势。

另外，中国学生在选择赴海外学习经济、金融等商科课程时，往往过多地将目光集中在院校的规模、排名、地理位置等方面，但请大家不要忽视另一个问题：你的导师、你的任课教师，他们都是谁?这一切已不再仅仅停留在帮助提高学术水平方面。

以慕尼黑商学院为例，如果你仔细浏览各专业的任课教师背景，你会不难发现，这里的任课教师的背景与履历相当显赫。当该校如此庞大的拥有知名企业高级管理经验的教学团队为学生的高等教育提供专业教学支持时，学生从中获得的宝贵经验与财富就会更加难得。学生不仅能更加透彻地领悟知识要点，而且可以灵活地与现实企业在发展运作中遇到的各种问题进行结合，举一反三，获得锻炼。

在世界500强企业中，德国企业已占据19席，大家耳熟能详的极具世界影响力的德国品牌如奔驰、宝马、德国电信、思爱普、巴斯夫、安联、阿迪达斯等均在各自的领域占据着主导地位。这些知名品牌的长盛不衰不但折射着德国经济的不断进步，也意味着德国商科将长期拥有具有丰富实操经验的教授团队，使德国商科教育水平能持续攀升，让德国商科在世界教育领域稳坐顶尖王位。

以上内容是统计作业代写平台今天提供给大家的关于德国留学的介绍，本文从德国大学的特点，学校课程设置，学校师资力量等方面进行了细致的解说，相信您一定有所收获。综合所有信息来看，德国具有雄厚的办学实力，后盾很强，学生就读商科可以拥有去著名企业实习的机会，可以说是在德国就读可以拥有美好的就业前景。这篇文章有没有激发你来德国上学的热情呢？来到德国你就能坐拥整个欧洲的资源，附近国家的资源都能享受的到，很划算哦！德国的美食和美酒，各种手工艺品，肯定能让你心动，给自己一个留学感受世界的机会吧，用发展的眼光看世界。你不会忘记德国的美，迈出国门也许就在下一刻，希望每个想留学的家庭都能选到合适的学校和专业，改变自己的人生。

51due留学教育引领海外留学的风向标，打造最好的教育品牌，提供专业的matlab代写，我们为自己的品牌代言，不负留学生的期待。提供全方位的服务，包括留学生作业代写服务，以及统计作业代写、essay代写、assignment代写服务。

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第三产业及航空公司服务业的发展历程

加拿大留学生Assignment代写范文:“第三产业及航空公司服务业的发展历程”，这篇论文主要描述的是在现代社会的经济环境当中，第三产业服务业的发展速度在不断的加快，传统工业的发展速度减慢，这一点在发展中国家得到了更加完美的体现，服务业在发展中国家所占比重也是非常之高，本文以航空服务业为例，更加全面的分析服务对于发展中国家经济的影响。

1. INTRODUCTION 简介

1.1 Service Industry

With the world witnessing a dynamically changing environment around them, the role of the traditional sectors of the economy has been decreasing. The agricultural sectors and the manufacturing are being overshadowed by the services sector. The share of services sector keeps on changing as per the category to which the nation belongs to. For a developed nation, the services sector occupies most of the share in the Gross Domestic Product (GDP) of that nation.

For a developing nation, services sector occupies the highest share in GDP, but it is less than that in the case of developed nation. For the least developed nation, the share of services is very less as compared to that of agriculture and manufacturing sector in the GDP (bank, 2010). This shift in the contribution of the services sector can therefore be taken as a reverse indicator of the category in which the nation is.

1.2 Characteristics of Service Sector

The service industry is characterized by characteristic which are unique to the industry. These characteristics of services make it completely different from the marketing of tangible goods and make it important for the service providers to pay heed to those aspects of dealing with the customers which are different from those required for the customers of tangible. These characteristics make the task for the service providers more difficult as they have to keep these in mind while making marketing plans and competitive strategy. There are four distinct characteristics which define the services industry. They are intangibility, inseparability, perishability and variability.

These characteristics mean that services have three additional P’s in its marketing mix i.e. people, process and physical evidence (Kotler, 2009). These characteristics are different from the original 4P”s of marketing mix i.e. price, place, promotion and product as these component are not subject to the consumer behavior and they do not deal with the attitudinal and the psychological aspects of the consumers.

1.4 Service Sector in India

Service Sector in India today represents more than 50% of India's GDP. As indicated by information for the money related year 2006-2007, the offer of Services adds to 55.1 every penny of the GDP, where as industry, and farming in imparts 26.4 every penny, and 18.5 every penny separately. This demonstrates the significance of Service industry to the Indian economy and as Service division now represents more than a large portion of the GDP marks a watershed in the advancement of the Indian economy and takes it closer to the basics of a created economy. There was stamped quickening in the development of Services part in the nineties. While the offer of Services in India's GDP expanded by 21 every penny focuses in the 50 years somewhere around 1950 and 2000, about 40 every penny of that increment was amassed in the nineties. While all Service divisions took an interest in this blast, development was quickest in correspondences, keeping money, lodgings and restaurants, group Services, exchange and business Services.

One of the explanations behind the sudden development in the Services division in India in the nineties was the liberalization in the administrative structure that offered climb to advancement and higher fares from the Services part. In the current financial situation it looks that the blast in the Services segment is staying put as India is quick developing as worldwide Services center. Indian Service industry covers a wide range of exercises like exchanging, managing an account & money, infotainment, land, transportation, security, Service and specialized consultancy among a few others. The significant areas that consolidate together to constitute Service industry in India

1.5 Airline Alliances

The rise of the global alliances happened after the market deregulation. The alliances influence the significant exercises of the transporters relying upon the sort and level of collusion. Systems could be coordinated into distinctive structures by fusing the flights/landings of an accomplice transporter. The significant target is to include however many destinations as could reasonably be expected by getting to the association arrangement of the accomplices.

The purposes behind making the alliances are air-political, i.e. the aerial shuttle has no movement rights and is blocked from controlling an outside bearer that has this privilege; sparing, e.g. its expenses or armada are unsatisfactory for that market; infrastructural, e.g. spaces are not accessible; or money related, e.g. the carrier has inadequate assets to grow new markets. Pels (2001) dissected the profit for both aerial transports and customers to enter alliances. By going into cooperation, a transporter can expand market densities and decrease settled expenses in the markets with, for instance, a code-offering understanding. . Park and Zhang (2000) find that shopper surplus has a tendency to increment if a union is an integral cooperation, however it diminishes if the collusion is parallel (tricky) in nature. A late paper of Zhang (2005) analyzes the competition models for three sorts of key alliances: vertical, even and half and half alliances. The creators characterize vertical alliances when two organizations connection up their integral items.

This type of organization together presents a key point of interest by permitting the accomplices to confer soundly to grater yields, and the key impacts emerging from the disposal of the twofold minimization issue in vertical joining. The level alliances diminish competition not just in the market where earlier competition between the accomplices happens, additionally in alternate markets of the partnership system. The crossover collusion is a blend of vertical and even alliances and it is prone to have both ace and against focused impacts.

1.6 Airlines under Study

1.6.1 Qatar Airways

Qatar Airways Company Q.C.S.C working as Qatar Airways is the state-possessed banner bearer of Qatar. Headquartered in the Qatar Airways Tower in Doha, the airline works a center point and-talked system, connecting more than 125 worldwide destinations crosswise over Africa, Central Asia, Europe, Far East, South Asia, Middle East, North America, South America and Oceania from its base at Hamad International Airport, utilizing an armada of more than 100 airplanes.

1.6.2 Jet AirwaysJet Airways is a noteworthy Indian carrier situated in Mumbai. It is the second biggest carrier in India, both, as far as piece of the pie and travelers conveyed, after IndiGo. It works more than 300 flights day by day to 74 destinations around the world. Its fundamental center is Mumbai, with auxiliary centers at Delhi, Kolkata, Chennai, Bengaluru.

1.6.3 Thai Airways

Thai Airways International Public Company Limited, likewise exchanging as THAI is the banner bearer air transport of Thailand. Formed in 1988, it has its corporate central command in Vibhavadi Rangsit Road, Chatuchak District, Bangkok, and essentially works out of Suvarnabhumi Airport. THAI is an establishing individual from the Star Alliance. The carrier is the biggest shareholder of the ease transporter Nok Air with a 49% stake, and it dispatched a local bearer under the name Thai Smile amidst 2012 utilizing new Airbus A320 air ship.

1.6.4 Singapore Airlines

Singapore Airlines was the dispatch client of Airbus A380, presently the world's biggest passenger aircraft. SIA works numerous carrier related auxiliaries, for example, aircraft taking care of and building. Its entirely possessed backup SilkAir oversees provincial flights to auxiliary urban communities with short-pull airplane. Backup Singapore Airlines Cargo works SIA's tanker armada, and deals with the freight hold limit in SIA's traveler air ship. Backup Scoot works in the minimal effort transporter segment, alongside Tigerair. It positions amongst the main 15 transporters worldwide as far as income traveler kilometres

1.6.5 Emirates

Emirates is one of two Flag bearers of the United Arab Emirates alongside Etihad Airways and is situated in Dubai. The airline is a backup of The Emirates Group, which is entirely possessed by the legislature of Dubai's Investment Corporation of Dubai. It is the biggest carrier in the Middle East, working more than 3,500 flights every week from its center at Dubai International Airport, to more than 142 urban communities in 78 nations over six landmasses. Load exercises are embraced by the Emirates Group's Emirates SkyCargo division

1.7 Customer Experience in Service Industry

Customer experience goes about as a developing open door in this quick paced profoundly aggressive world particularly in the new skyline of experience economy. The idea of Customer experience, and its effect on business, is presently accepting incredible consideration (Prahalad and Ramaswamy, 2004;Klaus, 2011). Dealing with the Customer experience has turned into a pivotal vital element for Service associations (Klaus, 2011).airlines and different partners are starting to pay consideration on Customer experience (Graham, 2001) along these lines enhancing clients' air travel encounters. Customer experience starts from an arrangement of connections between a Customer and an association, which incite a reaction, this experience suggests that the customer’s inclusion at diverse levels is level headed, enthusiastic, sensorial, physical, and profound (Gentile, Spiller and Noci, 2007). Customer experience is the distinction between what the Customer supposes they ought to be getting and the experience that they get (Millard, 2006). Customer experience is expected at upgrading associations with clients and constructs Customer loyalty.creating unrivaled Customer encounters is currently seen as a key target for Service associations (Verhoef et al., 2009) in their endeavors to assemble Customer dependability. The sentiments and responses of clients while devouring an Service have as of late been perceived as an essential piece of Customer assessment and fulfillment with Service (Otto and Richie, 1995). The idea 'Customer experience' was detailed in 1982 by Holbrook and Hirschman as another experiential way to Customer conduct. From an administrative perspective, the milestone work by Pine and Gilmore (1998) touched off far reaching enthusiasm into another Service standard which accentuates the change from Service conveyance to experience creation.

The current pattern in business world is to make enduring encounters for the clients (Carbone, 1998; Pine and Gilmore, 1998; Rowley, 1999; Berry et al., 2002; Gilmore and Pine, 2002). Separating singularly on the conventional physical components, for example, value, conveyance and lead times is no more a powerful business methodology on the grounds that the new differentiator today is Customer experience (Shaw and Ivens, 2002). Previously, organizations have fundamentally centered on physical parts of the item, while completely ignoring the enthusiastic and worth angles and thus, losing numerous clients over the long haul (Nunes and Cespedes, 2003). Also, Berry et al., (2002) contended that the feeling hints are pretty much as critical to the Customer experience and work synergistically with useful pieces of information. It is the composite of every last one of intimations that make up the client's aggregate experience. To contend effectively in this Customer experience domain, a developing number of associations are efficiently applying the standards and instruments of aggregate Customer experience to produce, fortify and maintain persevering enduring Customer faithfulness.

As per Pine and Gilmore, the encounters gave are straightforwardly identified with the business' capacity to produce income. Clients build up the distinguishment of an organization, brand, item, or Service from the supplier after they get encounters from going to exercises and being recreated by them (Schmit, 1999(. Encounters that are put away in clients' memory are important data sources in that they go about as inner data for future choice making (Hoch and Deighton, 1989). Pine and Gilnore (1999) opined that the world's economy has changed radically from Service based to experience situated in the previous few years and will keep on changing as our needs and social orders change. In years past, both examination and Service practices have concentrated on quality and benefit, as they are discriminating in showcasing a business' Services. Be that as it may, their worries are constrained in tending to basic issues like Customer experience.

An experience happens when an organization purposefully gives better Services than draw in individual clients in a manner that makes a huge occasion (Pine and Gilmore, 1998). These encounters connect with the clients to make memories inside them (Gilmore and Pine, 2002). Henceforth, the assorted business sector offerings that produce persisting background that Customer loves have focused edge over most contending items or Services. This comprehension of Customer experience requires analyzing and calculating measurements influencing Customer involvement in common aeronautics segment.

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现代管理学之父彼得·德鲁克精彩的一生

美国MBA Essay代写范文:“现代管理学之父彼得·德鲁克精彩的一生”，这篇论文主要描述的是彼得·德鲁克被人们誉为现代管理学之父，出生于奥地利最大城市维也纳的他曾经从事过许多行业的工作岗位，他的管理者思想受到了人们的普遍认可，他将企业管理的观念带入到了我们的生活当中，彻底的改变了现代商业发展的格局，管理一词在企业当中被广泛应用着。

INTRODUCTION 简介

Peter Ferdinand Drucker, who was born in Vienna which is the largest city of Austria, was being well recognized as ‘The Father or Founder of Modern Management’. During his remarkable ninety-five years of lifespan, he had worked in many fields of occupations such as author, educator, management consultant, financial reporter, correspondent, economists, professor and many more. He was being declared as ‘Management Guru’ for contributing books and widely spread his teachings of philosophical and practical foundations of the modern business corporation. He was one of the great authors who had published more than three dozens of book. Peter Drucker was born in 19th of November 1909 and leave this world peacefully on 11th November 2005.

Peter Ferdinand Drucker, who was also being known as ‘The Management Thinker’, was educated in Austria as well as England that earned him a doctorate in public and international law at Frankfurt University in Germany. He started his first career as a financial reporter in Frankfurt and then moved to England to continue his profession life till the end of his life. He began in the United States as a correspondent for numerous amount of British newspapers. He was professor of business at New York University Graduate School of Business from 1950 to 1972. In 1971, he moved to California to aid in developing one of the country's first executive MBAs at Claremont Graduate University, and its business school is now named after him. Through his writing, he had developed a series of professional training programs as well as courses on management and business strategies. His first management book was published in 1946 which named ‘The Concept of Corporations’. In his lifespan, he had nominated and received the U.S.’s highest civilian honour which is ‘Presidential Medal of Freedom’.

Body 正文

In his legendary 70-year career, Peter Ferdinand Drucker had revolutionized modern business practices, influencing such far-reaching developments as decentralization, privatization, and empowerment. His management teachings toward the modern businesses had brought brilliant outcome and success for thousands of businesses around the world from one generation to another. There are various type of teachings that had been implemented by him to start a great business.

First of all, the most well-known Peter Drucker’s teaching towards modern management managers is to pick the best and most suitable people for your company. To overcome this, managers need to understand and get to know what they want best for the company and the specific criteria that a candidate should have in order to be hired by the company. This is because nowadays, a lot of modern businesses have workers that are not really fit the position they hold because of lack of knowledge about their works. Therefore, another great advices from Peter Drucker is to focus on effectiveness rather than efficiency. By hiring the correct person to do the correct things definitely save more time and bring lot advantages than hiring a not suitable person to do the things correctly. For example, the well-recognized ‘Google Company’ often made their interview different from other company by interviewing the candidates in many phrase in order to choose the most selective people to work in the company.

Secondly, Peter Ferdinand Drucker, also emphasize that management nowadays should not treat their employee as the liabilities to be eliminated, but made them the company’s assets that are essential. He strongly clarify that employee shall be hired to work together and help the corporation to achieve goals as brain workers but not force workers that only received instructions from higher management. Drucker describe those as ‘knowledge workers’ who helps under a new style of management that treats them more as volunteers or partners than as subordinates. This advice and theory indeed made lot of industries nowadays become successful and productivity increase by working together as an organization to help achieve company’s mission and vision.

In addition, another essential teaching lead out by Peter Ferdinand Drucker to modern business management nowadays is that people today need to manage business to obtain customers because if there was no customer, they would be no business activities going on. The objective of a business was not to gain profit at all, but to create a customer to enable the process going on. Profit was simply a necessary element to accomplish this. Hence, obtaining a customer is not the only point here. A business organization also need to understand on how to keep the customer. Therefore, businessman nowadays should enhance strong bond as well as relationship with customer so that customer will keep continue purchasing and trusting their products. To achieve this revolutionary idea from Peter Drucker, marketing department in every company should take actions on how to attract and get to know more about their customers. The aim of marketers is to understand and receive either positive or negative feedback from their customers in order to create more products that will exceed the customers’ satisfaction and expectation.

Other than this, Peter Ferdinand Drucker also educate businessman today with the ‘abandonment’ skill that are in great significance to modern businesses. Abandonment is the skills that always require by top management to plan and organize certain goals. When managers start to plan new objectives, the first steps through the growth policies are always on what to abandon but not on where or how to start the business. Always think of the ending so that the business will be going through systematic ways that could eliminate the outgrown, obsolete, the unproductive from happening. Mr. Drucker strongly advice that choosing what not to do was a great decision as strategic which are better than choosing what to do but in the end meet problems that could not be solved.

Nevertheless, the idea of ‘decentralization’ had been share among businesses today by Peter Drucker Ferdinand as the basic step for every large corporations in the globalization world. This concept was released through one of his books named ‘The Concept of Corporation’ with the proverbs of ‘Little Fish learn to become a Big Fish in a Little Pond’. Similarity, this concept is to create awareness for every businessman today to start the business from small organization before plummeted into huge organizations which are very difficult to handle. As a novice businessman, they should start from the very beginning by witnessing the process of their business grow and the efforts been putting out by their employees or partners. Besides that, a nascent leader that just only start the business have the advantages to make mistake and learn from his mistake with smaller organization. This will not easily bring down smaller organization because the risk of failure have also being reduced.

As conclusion, Peter Ferdinand Drucker was definitely one of the most amazing management professor that had lead many huge organisations to success with his brilliant idea on how to manage modern business management. Through this report, I too had learnt numerous skills about the management theories and how to handle a business organization well. Without the existence of this great man, the business world nowadays would definitely having a hard time in managing their management and be success.

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2017年去韩国留学怎么样,亚洲韩国留学怎样学习语言

近年来去韩国、俄罗斯、日本的留学生也非常多，这些国家也可以用英语交流，如果用当地小语种交流会更好，掌握了基本的小语种方便上课学习和生活日常交流。就拿韩国举例子，很多家庭认为亚洲学费比较便宜，去韩国留学不会给家里造成太大负担，比较适合一般家庭选择。去韩国留学的学生一般学校会根据语言掌握基础进行分班，语言不通或者水平掌握较弱的，会分到进度比较慢的班级，进行语言补习。所以请不会韩语等小语种的留学生放心，新的环境里慢慢学习也能掌握。下面是讲述的韩国留学情况，希望对大家有帮助。一起认真来看一下吧，给自己一些参考准备。

分班考试

对于语学堂，可能大家有很多不清楚的地方，比如上课老师、上课方式、开学的分班考试等等。首先说一说分班考试，如果学生在入读韩国语学堂之前已经学习过韩语，那么学校将通过分班考试将学生分配到与自己语言等级相匹配的班级。语学堂向申请语言课程的学生提供分班考试，测试听说读写等各方面的能力，通过测试结果，可以确认学生的韩语水平，从而将学生分配到不同的班级。

分班考试分为两步，老师给一份卷子，有几十页，主要是语法、写作、阅读，内容由简到难，学生往下做题，到你做不下去的时候就达到你的水准了。然后进入另一间教室，有老师跟学生做交谈，主要考察听力和口语。结合试卷和交谈的结果，综合学生的情况将学生分配到不同班级。

上课方式

再就是大家最关心的语学堂的上课方式，跟日本的语言学校一样，韩国各大学语学堂也成立了很久，老都有比较多的教学经验。教汉语初学者的老师很了解初学者的情况，从元音、辅音开始教起，循序渐进，知道你学会用韩语进行简单对话。万事开头难，开始阶段与老师和同学交流会有一些小问题，那也不需要担心，所有学生都一样，所以配合一些手势或者英语尽心交流也是可以的。

这是我们送出的学生传回的信息，对于初学者，老师会更多的以图文结合的方式进行教学，以便学生更直观的接受，就像我们在小学接触汉字的时候，书页上会有很多图片配上文字，学生很有兴趣，记得也深刻。而且，为了增加学生学习的兴趣，老师通常选择一些时下受大家喜欢追捧的明星作为题材，课堂气氛十分轻松活跃。在这种潜移默化之间，一两个月不得时间后，就可以与他人做简单基本的交流了，但还没有形成语言体系，但对于常年从事教育的老师来说，已经可以明白你想表达的意思，之后上课也会更加轻松。

考察：跟国内的考察方式一样，语学堂会进行期中期末两次考试，内容是韩语的听、说、读、写四个部分，只要平时认真听讲，不懂就问，认真做课堂笔记，考高分没有问题。初级结束前，有的学校会安排一个类似于演讲的比赛，写一篇短文，先在班级进行演讲，优胜者代表班级参加比赛。都是初学者，演讲内容不会很深刻，主要是希望学生积极参与，通过比赛的方式增进学习和交流。

通过阅读上述留学韩国资讯，不知道你是否还有担心和疑问。通过韩国语言分班考试、上课方式、考察等方面的讲解，给大家更加细致的韩国留学入学介绍，让家长和学生们不再迷茫。韩国有很好吃的美食，韩服、韩国化妆品以及韩国偶像都能吸引学生前来旅游学习，甚至购物。来到韩国学习交流，可以扩展视野，锻炼自己的独立能力，想出国留学的学生们不要再犹豫了，一切都不是难题。如果您想要获得更多的留学资讯，就请持续关注我们，我们会不间断推出新闻。有的家长担心费用问题，其实韩国学费相对其他国家比较来说，比较低，如果家庭感觉负担还是比较大，学校也会有相应的奖学金等政策，学生也可以利用业余时间来打工助学。

51due留学教育引领海外留学的风向标，打造最好的教育品牌，提供专业的matlab代写，我们为自己的品牌代言，不负留学生的期待。提供全方位的服务，包括留学生作业代写服务，以及统计作业代写、essay代写、assignment代写服务。

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