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代写被发现:男女收入不平等

代写被发现:男女收入不平等

公平的工资对妇女起着至关重要的作用

当人们注意到这一点时,可以看出性别差距对妇女和社会人民的影响有多么严重。此外,由于妇女几乎占全国人口的一半,她们在劳动力市场和经济中的贡献应与其人口相当,因此需要立即采取何种措施来缩小这种差距。

非西班牙裔男性的工资比在澳大利亚工作的非裔美国女性高。当男性获得100%的薪酬时,这些女性无论在哪个行业工作,都能获得64%的薪酬。

当涉及到家庭时,家庭的母亲得到的报酬比家庭的父亲少。统计数据显示,当父亲一份工作的收入为56,999美元时,拥有相同技能和资历甚至更高的母亲只能挣40,000美元,相当于每美元挣70美分。

就同性伴侣而言,同性恋女性的收入仍然低于同性恋男性;同性关系中的女性年收入为3.8万美元,同性关系中的男性年收入为4.7万美元。在同样的情况下,一个异性恋男性赚了48,000美元(Mullen, 2010)。

我们不能忽视这样一个事实,即残疾妇女的收入比有残疾或无残疾的男子(年收入)要低得多。

在劳动力市场上,女性的工资只有男性的90%,尽管她们拥有同样的技能和资格。

女性退休后获得的养老金也远低于男性退休后获得的养老金,尽管她们拥有同样的工作和技能。

大多数妇女工作的家庭,这些家庭的生存都依赖于妇女的收入。工资差距让这些家庭受苦。

如果考虑到其他家庭,男女都在工作,女性的收入仍然是一个重要的部分,因为开支不断增加。当这种收入差距存在时,这些家庭也会遭受损失(庄,2010)。

结论

从已经看到和报道的统计数据可以清楚地看出,澳大利亚男女之间存在着巨大的工资差距。有证据支持这种说法。此外,可以看出,家庭和社会在很大程度上取决于妇女的收入,由于这种差距,妇女难以维持其生活。因此,可以提出的建议是,只有制定法律、规章制度才能解决问题,直到执行能够以正确的方式进行。

代写被发现:男女收入不平等

There are certain points which when noticed imply how badly the gender gap affects the women and the people of the society. Also how the reduction of such gaps needs to take immediately owing to the fact that women make up nearly half of the population of the country and their contribution in the labour market and the economy should be at par to their population.

Non-Hispanic men are paid more than African American women who are working in Australia. When men are getting a pay of 100%, these women in turn get 64% irrespective of the sector they are working in.

When families are concerned, the mother of the family gets paid less than the father of the family. Statistics records claim that when father is earning about $56,999 for a job, mothers with the same skills and qualifications or even more earn only $40,000, which is like 70 cents for each dollar.

As far as the same-sex couples are concerned, women who are homosexuals still tend to earn less than the men who are homosexuals;$38,000 is the earning of a woman in a same sex relationship, and $ 47,000 is the earning of a man in the same sex relationship. In the same case, a man of heterosexuality earned $48,000 (Mullen, 2010).

One cannot leave out the fact that the women with disabilities are paid further less than the men with or without disabilities (yearly income).

In labour market, women are paid only 90% of what their male counterparts get, despite of having the same skills and qualifications.

The pension that the women get after retirement is also far less compared to the pension that the men get after retirement, despite of having the same kind of job and skills.

Most of the families where women are working, these families depend on the earning of the females for their survival. The pay gaps makes such families suffer.

When other families are taken into consideration, where both the men and women are working and the women’s earnings is still an important part because of the rising expenses. These families also suffer when such pay gaps exist (Zhuang, 2010).

Conclusion

With the statistics which have been seen and reported, it can clearly be seen that there exists a huge pay gap between the men and the women of Australia. There are evidences supporting such a statement. Furthermore, it is seen that families and society at large depend on the earnings of the women which makes it difficult for them to sustain their living because of such gaps. Thus, what can be suggested is that merely making the legislations, rules and regulations cannot solve the problem till the execution can take place in the right manner.

作業代寫:MPA公司治理聲明

作業代寫:MPA公司治理聲明

第四原則:

公司財務報告保持誠信標準:公司審計委員會由公司全體董事會組成。董事會承認,本公司在現階段不遵守澳洲證券交易所提供的建議。董事會在這一階段審查有關公司業務方面所作改變的建議。

第五個原則:

及時、平衡披露:公司向所有股東和廣大投資界提供相關、更新的信息。所提供的資料符合《澳洲證券交易所上市規則》及《公司法》所訂明的持續披露規定。

6日原則:

尊重正確的股東:公司董事會的主要目的是向股東提供完整的信息,以及評估公司業績所需要的必要信息。爲了實現這一目標,2010年形成了“董事會股東溝通政策”。在本政策中,對流程進行了界定,公司將確保向所有股東提供完整、及時、準確的信息,且信息一致,無遺漏。

7日原則:

風險管理與識別:與公司運營相關的風險種類繁多,其中最大的是資源行業常見的風險。本公司管理這些風險的方法、策略及承諾載於本公司的“風險管理政策”,並載於本公司網站。

作業代寫:MPA公司治理聲明

4th Principle:

The standard of integrity is maintained in the financial reporting of the company: The audit committee of the company is formed by the complete board of the company. It is acknowledged by the board that at this stage the company does not comply with the recommendations provided by ASX. The board at this stage reviews the recommendations which are in respect to the changes made in the operations of the company.

5th Principle:

Timely and balanced disclosures are made: Relevant and updated information is provided by the company to all the shareholders and the extensive investment communities. This information provided is in accordance with the constant requirements for disclosure specified under the ASX Listing Rules and the Corporations Act.

6th Principle:

The right shareholders are respected: The main aim of the board of the company is to provide complete information to the shareholders of the company and the essential information needed for assessing the company’s performance. For the achievement of this aim, in 2010 the “Board Shareholder Communication Policy” was formed. In this policy, the process was defined, with which it will be ensured by the company that all the shareholders are provided with complete, timely and accurate information without failure with uniformity.

7th Principle:

Managing and recognizing the risks: There are various types of risks which are associated with the operations of the company, and among these risks, the maximum are common to the resources industry. The approaches, strategies and commitment of the company for managing these risks is mentioned in the “Risk Management policy” of the company and is also stated on the website of the company.

essay格式:人力资源管理

essay格式:人力资源管理

人力资源管理和人力资源管理与团队的关系

根据人力资源管理理论,管理的作用是建立一个招聘模型,选择员工,吸纳员工,提供足够的培训,确保绩效,提供适当的奖励,认可员工的努力,尽量避免员工流失。在这个组织中,发现并没有对员工进行真正的入职培训。公司的结构不应影响公司的生产力;它应该是相反的。战略人力资源管理是将公司的人力资源管理与公司的原始目标相结合的过程。在这个过程中我们发现,公司里的某些人并不觉得她是公司文化的一部分。这是因为公司为新员工提供了真正的入职培训或文化培训。他们无法理解人们的感受;这是表现不好的主要问题。这一点在员工的职能中得到了明确的体现。

公司的所有员工都应该朝着一个共同的目标努力。这并不反映在单个团队中。这已经证明是团队进步的一个障碍。

正式及非正式团体

在公司里有两种类型的团队。它是正式组和非正式组。公司的正式团体被合并在一起,并且非常有组织。他们被发现能够满足公司的特定任务,并且能够有效地相互协调。他们能够实现更新的复杂决策,并且有一个正式的决策过程。在非正式群体的情况下,他们被发现是为了满足个人的需要,他们觉得自己是核心圈子的一部分(Handy, 1993)。在这种情况下,员工能够感觉到自己是组织结构的一部分,但不觉得自己是共享体育激情的非正式团体的一部分。正因为如此,她感到被冷落了。这个过程让员工觉得自己不是公司的一部分,这反映在员工的工作效率上。员工由于被排除在群体之外而感到高度的不安全感和忧虑(Marchington, 2015)。

应该在团队内部正确定义领导,以确保团队取得进展。人们发现,拥有强大领导能力的公司能够表现得更好。据说公司里有两种领导方式。这是交易型和变革型领导。在领导的种类中,有四种领导可以广义地定义。它是合作者、集成商、变革领导者和生产者(Kreitner, Kinicki, and Buelens, 2002)。合作者类型的领导者是有同理心的,并且专注于发展单独的团队。它们有助于发展人们天生的创造力。集成商领导者更关注分析面,他们通过驱动性能和获得影响力来定义目标。变革领导者更有创新精神,他们充满活力,有创新精神,有能力让人们变得更好。在生产者的案例中,人们发现他们更直接,扮演着更权威的角色。在这种情况下,要保证团队的发展,就应该结合领导风格来提高绩效。

essay格式:人力资源管理

HRM and SHRM in relation to the team

According to HRM theory, the function of the management is to develop a recruitment model, select employees, induct employee, provide adequate training, ensure performance, provide with proper rewards, recognize the efforts and try to avoid employee turnover. In this organization, it has been found that there is no real induction training provided to the employees. Structure of a company should not affect the productivity of the company; it should rather be the opposite. Strategic Human Resources management is the process of aligning the human resource management of the company with the original objective of the company. It has been found in this process that the particular individuals in the company do not feel like she is a part of the culture of the company. This is due to the fact that there is real induction practice or culture training provided to the new employee. They are not able to understand what the people are feeling; this is the main problem for not performing well. This is clearly essayed in the function of the employee.

All the employees in the company should work towards a common goal. This is not reflected in the individual team. This has proven to be an impediment for the progress of the team.

Formal and informal Groups

There are two kinds of teams that are seen in companies. It is the formal group and the informal group. Formal group of the company are combined together and are very structured. They are found to meet the particular tasks of the company and they are found to coordinate with each other effectively. They are able to implement newer complex decision and there is a formal decision process. In the case of informal groups, they are found to satisfy the individual need and they feel included as part of the inner circle (Handy, 1993). In this case, the employee is able to feel like she is a part of the structure but does not feel that she is a part of the informal group that share the passion for the sport. Owing to this, she feels left out. This process has made the employee feel like she is not part of the company and this is reflected in the productivity of the employee. There is a high level of insecurity and apprehension that the employee feels owing to this exclusion from the group (Marchington, 2015).

Leadership should be defined properly within the teams to ensure that there is progress of the teams. It has been found that companies that have a strong leadership are able to perform better. It has been said that there are two kinds of leadership within the company. It is transactional and transformational leadership. Of the kinds of leadership, four kinds of leadership can be broadly defined. It is the collaborator, integrator, change leader and producer (Kreitner, Kinicki, and Buelens, 2002). Collaborator kinds of leaders are empathetic and focus on developing the individual teams. They help in developing the innate creativity of the people. The integrator leaders are more focused towards the analytical face and they define goals by driving performance and gaining influence. Change leader is more innovative and they are charsimatic, innovative and have the ability to infleucne people to perfrom better. In the case of producer, it has been found that they are more direct and take a more authoritative role. In this case to ensure that there is development of the team, there should be combination of leadership style to enhance performance.

新西兰代写:国际交流和业务增长

新西兰代写:国际交流和业务增长

当谈到任何正在走向国际的事情时,人们会发现,在这个时候,做生意比以往任何时候都要容易。人们正在接受来自各国的劳工和雇员。他们也在去其他国家,并建立他们的业务。无论组织在哪里发现任何资源,无论是人力资源还是自然资源,人们都倾向于在这个地方定居下来,并围绕着这个地方最大限度地利用当前的业务和投资,即使是在其他国家。因此,当OUTHR计划在巴基斯坦设立一个股时,该股一定看到了一些潜力,这就是提出报告的原因。

介绍

国际交流和业务增长是当今商界谈论最多的概念。在古代,人们常常从一个地方旅行到另一个地方寻找食物,并在他所到之处建造各种各样的庇护所。现在和过去在许多事情上没有什么不同。人们从一个国家旅行到另一个国家,为自己找一个合适的工作场所,这样他就能挣足够的钱养活自己和家人。当他住的地方不能提供他应得的钱时,他就会搬到另一个州,另一个国家,或者另一个大陆。从当今世界可以看出,一个人的潜力和他的能力是可以实现的,这种潜力是由跨国公司利用的,他们在世界各地都有自己的部门,需要越来越多的人有足够的能力来做他们的工作。现在在世界上可以看到,这些跨国公司走出了他们的领土限制,在他们认为他们的公司将会受益更多的其他国家建立分部。世界各地的发展中国家都是拥有大量未开发潜力的国家,这些潜力可以更好地服务于这些跨国公司的目的(Askegren, 2005)。

OUTHR是一家公司,虽然总部设在澳大利亚,但希望扩大其业务,以进一步受益,并考虑以巴基斯坦为基地,建立这种扩张。需要理解的是,对于扩张,我们有一点犹豫,因为这个国家是巴基斯坦。巴基斯坦不仅是一个有着近64年历史的发展中国家,而且还卷入了各种政治和领土冲突。因此,讨论和目前的统计数字提供了一个简短的想法,以便期望当业务在巴基斯坦扩大,其影响,结果,在发展中国家扩大业务的利弊。巴基斯坦劳动力资源丰富,人力资源管理和不同的理论可以帮助在巴基斯坦的公司和个人,使其成为一个双赢的局面。因为,公司得到了它想要的熟练或非熟练的劳动力,同时失业的人找到了工作,这样他们就能很好地谋生。

新西兰代写:国际交流和业务增长

When talking about anything that is going international, one sees that business is something that at this point has become easier than it was ever before. People are accepting labourers and employees from across the borders. They are also going to other countries and are establishing their business. Wherever the organization finds any resource, whether human resource or natural resource, one tends to settle in and around that place to make the maximum out of the current business and investment even if it is in some other country. Thus when OUTHR is planning to establish a unit in Pakistan, the unit must have seen some potential and that is the reason why the report is presented.

Introduction

International communication and business outgrowth is something that is now the most spoken about concept in the business world. In ancient times, man used to travel from one place to other in search of food and used to build different kinds of shelter wherever he went. Current times do not differ from the past in many matters. Man travels from one country to another to find a proper working place for himself so that he can earn enough money to feed himself and his family. When the place he is staying cannot provide the kind of money he deserves, he will moveout to another state, another country, or maybe another continent. It is seen in today’s world that the potential of a man and his capacity is realized and this kind of potential is harnessed by the multinational companies who have their divisions all around the world and require more and more people who are capable enough of doing their work. It is seen in the world now that these multinational companies move out of their territorial limitations and establish divisions in other countries where they think their companies would benefit more. The developing nations all around the world are countries which have a large amount of untapped potential which can actually serve the purposes of these multinationals in a better way (Askegren, 2005).

OUTHR is a company which though is based in Australia, wants to expand its business for further benefits and is thinking of taking Pakistan as the base to establish this kind of an expansion. What needs to be understood is that there is a little hesitation regarding the expansion because the country is Pakistan. Not only Pakistan is a developing country, of nearly 64 years and is also involved in various kinds of political and territorial conflicts. Thus the discussion and the statistics present gives a brief idea so as to what to expect when the business expands in Pakistan, the implications, the results, the pros and cons of expanding business in a developing country. Pakistan is where labour force is plenty and also the human resource management and the different theories can actually help the companies and the individual located in Pakistan both, and make it a win-win situation. Because, the company gets the kind of skilled or unskilled labour that it wants, and at the same time the people who unemployed get employment so that they can earn their bread well.

学院论文代写:中国城市化进程的问题

学院论文代写:中国城市化进程的问题

自1978年以来,中国经历了快速的城市化进程,并产生了重大影响,其中一些影响的程度是无法弥补的。对劳动力需求缺乏恰当的预期,导致了更多的零星雇员,这加大了贫富之间的收入差距。其他影响包括自然资源的枯竭、水和空气质量的恶化、对道路的持续和过度需求、大规模运输、节约耕地以及解决粮食和石油安全问题的威胁。中国现在有必要考虑政策转变,以适应未来存在的和可以感知到的担忧。它必须改变其管理标准,大力投资公共交通,限制车辆的大量使用,投资建设智能和混合用途集群,在这些集群中鼓励可持续生活,节约耕地,以激励使用的方式保障粮食生产,并通过定期的宣传活动鼓励卫生保健。

介绍

中国作为世界上人口最多的国家,正面临着适应城市人口快速增长和适应城市居民日益增长的需求的双重问题。通报的主要原因是对经济增长的渴望导致农村居民向城市迁移,说明人口迁移源于对经济增长的渴望。城市人口的增长在很大程度上是由大量农村人口涌入造成的。该国还没有看到一个永久解决办法或一个令人满意的解决办法来处理目前人口的可感知和不可感知的需求,以及该解决办法是否能在所有利益攸关方同意的情况下得到正确执行。

本文详细阐述了我国农村城市移民问题的产生原因、影响、存在的问题以及解决这些问题的价值和可实施性。

学院论文代写:中国城市化进程的问题

China has been experiencing rapid urbanization since 1978 and this is creating major impacts, some of which could be irreparable in their extent. The lack of proper anticipation of labour demand has created more sporadic employees and this has raised the income gap between the rich and the poor. Other impacts include depleting natural resources, deteriorating water and air quality, consistent and excessive demand for roads, mass transits, and saving farmland along with addressing the threats of food and oil security issues. It is necessary for China to consider a policy shift now to accommodate the existent and perceived concerns of the future. It must change its governing standards, invest heavily in mass transit, curb the heavy usage of vehicles, invest into building smart and mixed use clusters where sustainable life is encouraged, farmlands are saved and food produce is secured with incentivised usage and encourage health upkeep with regular awareness campaigns.

Introduction

China as the most populous country is facing the dual question of accommodating the rapidly growing urban population and keeping up with the types of growing demands of the urban dwellers. The primary reasons notified are the desire for economic growth that led rural dwellers to urban cities, indicating that the migration originates from the desire for economic growth. The growth in urban population has been contributed heavily by the rural influx in large quantity. The country is yet to see a permanent solution or a satisfactory solution for addressing the perceived and non-perceived demands of the current population, and whether the solution will be correctly implemented with the agreement of all stakeholders.

This research paper presents a detailed account of the issue of rural urban migration in China, its reasons, impacts, issues, and the worth and implementable nature of the solutions.