Wednesday, April 15, 2020

Eco403 Final Term Solutions Are Still Being Used in Classrooms All Over the World

Eco403 Final Term Solutions Are Still Being Used in Classrooms All Over the WorldEco403 Final Term Solutions is the final term papers students need to tackle. Students have high expectations from their education, and Final Term Solutions is one of the many subjects that they work on to achieve this goal. Students work together as a team in order to figure out how to use this software, and they do this by having the ability to communicate with others in the class.The Eco403 software has revolutionized the way that students work together. Now, students can take part in group projects, as well as collaborate with other students in the class. Students can even use the software to communicate with their professors by email, so that they can make sure that their assignments and feedback are coming through right. When they are able to work in an environment like this, it shows that they have control over their learning process.This new system allows the students to create their own task boa rds, so that they can organize the various tasks that they have to complete. They can take an existing project and turn it into a board to make it easier for them to navigate through. They can also create stickers to put on various projects that they are working on. These stickers show that they have completed the task, so that they can show others who are around that they have successfully completed a certain task.Students will be able to decide which of the eco403 solutions they want to work on. This software system was designed with students in mind, so that it can be used in a classroom setting, where students can interact with each other. The course is easy to use, and all of the information is shown visually. It gives students an overview of what they are working on, and it also gives them a visual, printable work plan for every task that they have to do throughout the course.Teachers can give out challenge projects, and then students can take them in turn to get them done. Wi th Eco403 Final Term Solutions, students can really take advantage of the fact that they can be part of the learning process. They can share their projects with each other, and the group will do a better job of finishing the project when they are working together. It gives them the chance to work together, and work on one project at a time.The Eco403 Final Term Solutions also helps students to feel that they are doing something useful, even if it is only looking at the statistics. It is a good idea for students to do some paper brainstorming every single day, because when they brainstorm they are working towards getting something written. By looking at these statistics, they will see that they are using the paper brainstorming techniques, and it will help them get the better of this problem.Eco403 Final Term Solutions are meant to make the students think outside of the box, and that is why they are still so popular. The students take part in brainstorming every single day, and when they get together to do it, they feel like they are solving a real problem. They feel that they are achieving something, because they were able to use a software program that is supposed to be able to solve all of their problems.If you have ever had a project, then you know how hard it can be to get the data to write your papers. Eco403 Final Term Solutions gives the students the chance to use a tool that will help them take control of the process. When they are working together as a team, they can figure out what the problem is and then work on it together. They are given all of the resources that they need to make sure that they are able to finish their projects, and they will find that they can make the most of this tool.

Daimler Chrysler Demerger

Table of Contents Introduction Motivation Teamwork Organization culture Learning and development Conclusion Bibliography Introduction The merger of Daimler and Chrysler encountered various difficulties. These difficulties entailed the managerial policies adopted. They failed to motivate employees in one organization while the culture clash resulted in the decline of one of the organizations. Some of the models discussed can assist in the understanding of the issues, which Daimler-Chrysler encountered.Advertising We will write a custom report sample on Daimler Chrysler Demerger specifically for you for only $16.05 $11/page Learn More The managers’ failure to provide leadership in the above situations also contributed to Chrysler’s decline. Additionally, manager failed to enact a learning and development model, which would have promoted career development in Daimler-Chrysler. Motivation Motivation denotes an intrinsic or extrinsic drive t o undertake an activity. It has become an imperative aspect of management. Motivation increases employees’ productivity and that of the entire organization. There are various theories that have analysed motivation among employees. The resultant assertions by researchers have provided vital details pertaining to motivation. However, their conclusions have differed owing to the environment in which the research was undertaken and the samples utilized. One of the models on motivations is the Maslow’s hierarchy of needs. The theory establishes five levels of needs that are fulfilled in a sequence (McGuire 2012, p. 174). Fulfilling needs requires income that will finance the resultant expenses. As such, remuneration becomes the most imperative factor in the application of this model. If Daimler-Chrysler adopted this model, then it would have to increase its wage bill massively. Nonetheless, the corporation in question Daimler-Chrysler, is a profit motivated entity. Hence, i t has to manage its wage bill to sustainable levels, which will ensure that it maintains a certain level of profitability. The possible increase in the wage levels would be minimal. This is further compounded by the fact that the entity’s performance was deplorable. Thus, increasing expenses through wages would be a managerial choice that would worsen the crisis in this entity. According to current management theories, modern employees are motivated more by non-financial aspects of their careers than monetary aspects. Therefore, managerial policies that encourage career development, recognition of contribution at work places and other desirable working conditions would be key to motivating employees.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Motivation of employees has changed. This has made the recommendations of classical managerial theories irrelevant since they treated emp loyees as machines. Thus, according to classical theories the only way to motivate employees was through finances. The applicability of this model in the motivation of employees at Daimler-Chrysler is limited. Employees are motivated by many factors other than remuneration, which is central in this classical motivation model. Reduced motivation emanated from issues such one organization dominating the other in the merger and the resultant change in managerial policies after the merger. Maslow’s model does not address such issues. Hence, its applicability in this case study is limited. Motivation of employees in this institution would entail each organization having some autonomy on certain aspects of it operations. Merges generate a lot of anxiety among employees. The anxiety exists since most employees are uncertain of the outcomes of the merger. This was a key trigger of the reduced motivation. Such issues should have been addressed by constant briefings on what is transpir ing in the organization. Teamwork Teams are vital in organizations. Teams bring employees with different skills and knowledge together. They integrate their skills and knowledge in undertaking tasks. The working of teams is hindered by various factors such as domination and lack of understanding among the team members. Consequently, there are ideal ways of constituting teams such as the Tuckman’s process. The Tuckman’s process only includes four stages. These stages are forming, storming, norming and performing (O’connell Cuthbertson 2009, p. 78). Daimler-Chrysler had employees from the two organizations. Daimler and Chrysler had been successful on their own merit in two different markets. Daimler in Europe while Chrysler was in America. Merging these two organizations should have resulted in a large organization that was backed by an efficient workforce. The efficient workforce should have been the source of the team members. Daimler’s workforce was lar gely of German ancestry while Chrysler’s workforce was largely American. If teams were constituted among the two organizations, there would be a myriad of problems. First, communication would be problematic. Nonetheless, they would form very efficient teams since the employees come from successful organizations. Teams in the Daimler-Chrysler would encounter many challenges in the initial stages owing to language and cultural disparities. The initial stages of the teams’ meeting would be characterized by tension and uneasiness. As interaction increases, the employees become comfortable in the group setting.Advertising We will write a custom report sample on Daimler Chrysler Demerger specifically for you for only $16.05 $11/page Learn More To ensure that the teams function appropriately, the top managers should appoint leaders who can steer the teams through the conflict that arise in such group settings. The teams would have played a vital role since there would have presented the management with a first-hand account of what would transpire after the merger. This would have enabled the managers address some of the workforce related problems that would arise. In the merger, Chrysler was the firm that deteriorated. Hence, the teams formed should have contained some of the key employees who were responsible for Daimler’s success. However, this can also be counterproductive since employees would view it as one organization dominating the other. Teams would have been an appropriate way of blending policies of the organizations. They would have been an understudy of the impacts of the merger on the two organizations. Constant wrangling among the managers in this cross border merger highlighted the lack of cohesion among employees in the two entities. Evidently, these two entities were too distinct with regard to their individual philosophies and heritage. Hence, the merge was to be a tough undertaking. Organization c ulture Organization culture is a vital aspect of an entity. It denotes the values that an organization employs in its operations. The organizational culture also defines the mannerism that the employees in the organization have adopted. An organization’s culture has many ramifications on its progress. There are many organizational culture models. The models include the power model, task culture model, person culture model and role culture model (Alvesson 2013, p. 245). The power model is one of the most popular structures. In this model, a few people wield power in the organization. Having additional authority means that such individuals have more responsibilities. This organization culture results in a narrow organization where many people are answerable to few employees. In a culture where certain people wield excess power, dissatisfaction among employees is likely to increase. This was evident in Daimler-Chrysler since the merged organization adopted an official culture. I n an official organizational culture, the interaction between employees and managers is limited and is characterized by tension or anxiety. Daimler became powerful since Chrysler had to do away with its culture so as to adopt Daimler’s culture. Daimler managers had gained an edge over their counterparts owing to this policy. Each of the organization culture has its disadvantages. The relaxed culture allows employees to interact freely with their managers. Employees have the freedom to make decisions, which pertain to the operations of the entity. In contrast, the official organisation culture limits the ability of employees to make decisions. The interaction between managers and employees is limited.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the merger of the two entities, this was a key concern among employees. Chrysler’s employees were unwilling to conform to the official organizational culture adopted. Daimler’s employees were contented since their organization culture was adopted. This was once of the factors which set the stage for one organization to dominate and the other to deteriorate (Koontz Weihrich 2012, p. 214). In the Daimler-Chrysler merger, the impact of organization culture on the organization was revealed in a massive way. The organization opted to adopt a formal organization culture. This did not suit the American employees in Chrysler who preferred a relaxed managerial approach (Martin 2002, p. 67). In the above scenario, the top managers should have adopted a cautious approach when merging the two organizations. First, all employees should have been involved in the merger process via consultations. The consultations with employees should have addressed the organization culture that the resultant organization will assume. Such a measure would have prevented the emergence of workforce related problems. The problems include low morale and job dissatisfaction which bred high employee turnover. The organization culture is a vital aspect of an organization that the managers cannot overlook (The economist 2007). Learning and development Learning and development are imperative in entities. An organization always seeks employees who can constantly contribute to its progress via their creativity and innovation (Johnson 2009, p.34). As such, it is vital for employees to engage in further learning and refresher courses. The learning and development models adopted by an organization depends largely on the organization’s constrains such as financing (Wilson2005 p. 321). Some of the organization will opt to send their employees on refresher courses or seminars periodically. The period may be after two or three years. However, such factors largely depend on the polici es of an entity. Some organizations will opt to adopt learning models based on the job description. Therefore, the learning and development process of the workforce depends on the challenges and requirements of a job. A learning and development model based on job description has its advantages since it fails to generalise the learning and development needs of its employees. It provides a particulate model for each of the job descriptions. However, this model may increase the overheads in an entry. Since Daimler-Chrysler is an automotive entity, a periodic development and learning model would be suitable. This is because the entity would send its employees for career advancement or refresher training periodically. Learning and development would have assisted the merged entity solve some of their problems. Some of Daimler’s employees should have relocated to Chrysler so as to learn some of its process. Similarly, some of the Chrysler’s employees should have relocated to Daimler. This would have been central in demystifying the impacts of the merger (Rainbird, Fuller Munro 2004, p. 271). Conclusion The above models address pertinent issues in management which affected the progress of Daimler-Chrysler. The matters related to motivation of employees who were clearly unmotivated and teams in the merged entity whose members were not working cohesively. The problems witnessed after the merger revealed that management is a multi-discipline undertaking. Evidently, Daimler-Chrysler had managers, but it lacked leaders. Leaders would have motivated their employees irrespective of the problems they were facing thus; turning around the fortunes of the entity. Additionally, the management should have not permitted one organizational culture to prevail. The two organizations should have maintained some autonomy on certain aspects of the organization. One such issue should have been the organizational culture. Another aspect of the merge that might have contribute d to the downturn of this deal which looked good on paper was heritage and philosophical disparities. Chrysler prided itself in providing powerful and at times tough automobiles while Daimler provided sleek and stylish vehicles. Merging the above heritages was tough resulting in the confusion that enveloped the union of Daimler and Chrysler. Bibliography Alvesson, M 2013, Understanding organizational culture, SAGE Publications, London. Johnson, J 2009, Health organizations: theory, behavior, and development.Jones and Bartlett Publishers, Sudbury. Koontz, H Weihrich, H 2012, Essentials of Management International Perspective, Tata McGraw-Hill, New Delhi. Martin, J 2002, Organizational culture: mapping the terrain, Sage Publications, Thousand Oaks. McGuire, K 2012, Maslow’s hierarchy of needs, Grin Verlag, Muchen. O’connell, T Cuthbertson, B 2009, Group dynamics in recreation and leisure: creating conscious groups through an experiential approach, Human Kinetics, Champ aign. Rainbird, H, Fuller, A Munro, A 2004, Workplace learning in context, Routledge, London. The Economist, The DaimlerChrysler emulsion, Retrieved form https://www.economist.com/briefing/2000/07/27/the-daimlerchrysler-emulsion Wilson, P 2005, Human resource development: learning training for individuals organizations, Kogan Page Ltd, London. This report on Daimler Chrysler Demerger was written and submitted by user Maleah Cox to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Monday, April 13, 2020

How to Choose VIP Writers for Essay Topics

How to Choose VIP Writers for Essay TopicsYou must be having a hard time when it comes to choosing a right topic for your essay, and the reason is because you're not going to find any VIP writers available for writing your essay. The only way that you will be able to hire an essay writer is by spending a lot of money on them.There are many people who are willing to take the risk in hiring a writing service, but at the same time they don't have enough information on the service provider or know anything about their background. If you really want to get the best deal for writing essay, here are some tips on how to get the best service for your essay.First thing you need to do is to decide what kind of writing services you want for your assignment. You can either choose to write short articles, thesis, research papers, as well as book reviews. Based on your needs, you can also choose to hire some writers to write various other assignment.Once you've made the decision to hire a writing s ervice, you should start your search for the most appropriate topic. There are hundreds of online essay writers that you can go to if you're looking for a topic. If you want to know which topics are in demand, then you can check out the top searches in a directory.You can even sign up for writing alerts so that you will be informed about the new topics of essays in the market. Since you have your own resume, you can easily find the best essay topics of your choice.There are several ways on how you can find writers who are willing to write good quality essays for your assignments. If you want to save some money, you can go to freelance sites, you can go to forums, and you can ask friends if they know anyone who can provide you with essay writing services.If you're going to choose any of these methods, then you will not be able to get the right writers for your assignments. It's also recommended that you go to websites that give you the opportunity to find the best essay writers in yo ur field, and this is the best option if you want to have complete control over your assignments.Also, it's important that you go through the proper details about the company before you hire them. You should also ask the necessary questions so that you can get a good writer for your needs.

Saturday, April 11, 2020

Tips for Writing the Gaokao English Essay Topic

Tips for Writing the Gaokao English Essay TopicThe Gaokao English essay is among the best choices to take to do your best work in a foreign language. The subject matter here is closely related to what you'll be required to do in order to graduate in English. The term gaokao is a colloquial way of referring to this, so, in short, it's for advanced English writing, and it might not be good for those who might not have done it before.The gaokao English essay can seem a bit intimidating because it's difficult for new students to know where to start. It's not like any other kind of essay you might be taking, and there are several different kinds of questions you'll need to answer for this one. There are six subject matter areas in this class, which are the subject, the writer, the theme, the idea, the setting, and the supporting details. To get started, here are a few points to consider as you learn the methods.Like most other versions of this course, you have two choices here - write the topic yourself or use the original version of the book. I recommend the original because it's free, but if you'd rather write the essay by hand, the alternative is fine. I'm sure you can find it, but I also recommend that you do some research on your own about the topic and the book that will provide the essay material. Even if you're not going to use it in your course, the original material can always give you a sense of how the gaokao works.In addition to reading the original material, there are many lessons, tools, and resources that will teach you how to structure your essay. With a little practice, you'll be able to structure an effective sentence with just a few lines, and even understand why it works the way it does. You'll be able to pick out the theme from the opening, and you'll be able to use the theme to tell the story of the entire piece.There are some tips for writing gaokao essay topics, but there are also many techniques that you need to learn. The topics tend to fo llow the order of the topics in a traditional essay, but they can have any order you wish them to. For example, you could start with the subject, then the writer, then the topic again, then the theme, and ending with the supporting details. And that's just the beginning.One of the more common mistakes students make is thinking that the topic is the main point of the essay. That is not the case. A topic should only make up a small percentage of the essay. If the topic is weak, you can easily make up for it with strong supporting details and ideas.If you want to get the best value from your copy of the original work, you will be able to learn all of the techniques from the original book. It's not very expensive, and if you can't write the topic yourself, it's free.