write an article on Organisational Behaviour and Development-Assessment Task No 2. It needs to be at least 1000 words.

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Hello, I am looking for someone to write an article on Organisational Behaviour and Development-Assessment Task No 2. It needs to be at least 1000 words. These are the questions we will seek to address in this report and attempt to provide solutions based on various researches. Emotions in the workplace have a profound effect on everything we do as it affects thoughts and behaviors. On the other hand, attitudes are a representation of beliefs, feelings and behavioral intentions towards a person, object or event and involve conscious logical reasoning unlike emotions which occur as events often without awareness. Emotions affect workplace attitudes. In the workplace as we interact with co-workers, individuals experience a variety of emotions that shape our feelings towards the company, the job itself and our bosses. The most common of this attitude researched about in the work place are job satisfaction and organizational commitment (Workplace emotions and attitudes, n.d). From our case study, Fran’s Hayden suffered significant adverse effects at Dairy engineering arising substantially from job satisfaction and job role expectations. Job satisfaction represents an individual’s evaluation of their job and work content (Workplace, n.d). Frans expectations were affirmed from Peter Bruton her boss, Rob the chief accountant and herself. First we learn that Fran’s was interested in a position in the dairy engineering in the hope that she will gain practical experiences in addition to the higher salary. She was offered a position she knew she will not enjoy but still went ahead and accepted it. she was told her work will entail compiling the monthly report known as “big brother” but later she found her work was entirely clerical which made her wonder why MIS needed her yet she had very little to do in that department. Obviously Fran’s expectations of practical experience were not met. The other problems identified from the case study that made it unbearable for Fran is the poor organizational structure of dairy engineering. Every organization has components that require professional and effective management. The key components of an organization are people and structure. Formal organizational structures are hierarchical with people at each level having their own objectives and people at the lower levels report to higher level managers. This system has the principle of unity of command inbuilt in it. This determines the efficiency of the organization which depends on the free flow of information, efficient communication system, well defined authority and responsibilities supported by detailed policies, rules and regulations. An organization must have outlined systems that are understood by everyone in the organization (Ashraf, n.d.). Looking at the Fran scenario in the dairy engineering, there was no formal on boarding process in place. On her first day of work, she was accompanied by a colleague who introduced her to the rest of the team then her boss explained to her what her duties are and she started working. A formal new hire process ensures that new employees like Fran are given the same information with respect to company policies, expectations and procedures that ensures consistency and accuracy (Plowman, 2010). When Fran boss went on leave, Fran took orders from Rob the chief accountant who gave her the opportunity to attend a management workshop in Auckland. When Fran got back, her boss Burton was furious that he had not been consulted and he felt his authority was being undermined.Fran is not to blame since all she did was do as she was told.

write an article on human resource management in a london public hospital Paper must be at least 2500 words.

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Hi, I am looking for someone to write an article on human resource management in a london public hospital Paper must be at least 2500 words. Please, no plagiarized work! UK has shortage of health workers of different specializations. Nonetheless, considerable improvements can still be achieved if the governments work in line with the management of the institutions to create an organizational climate to attract the employees. The use of tools such as the HRM Rapid Assessment Tool will enable the HR department to understand the appropriate adjustments that can be applied. This is the major tool to be used by the HR department at this hospital. The HR director will involve other stakeholders and the government to respond according to the outcomes of this analysis. Human Resource Management in a London Public Hospital Introduction The human resource in any given organization is one of the fundamental assets necessary for effective operations of the organization (Bhutoria, n.d). The service and product users of any organization are showing increasing concern on the quality of these services and the product. The quality of service may be determined by a comparison between what the user expected of the service provider and what eventually is received (Parasuraman & Zeithaml, 2002, p.340). Various measures are necessary to ensure that these needs of the service users are met as necessitated by the stated objectives, goals, and mission of the organization. Nonetheless, effective management of the human capital will be the foundation towards the intended achievement (Walker, 2008, p.96). The users of services in the public sector are often many so that they need to be attended as fast as possible. Due to large number of service users, there may be heavy workloads on the health workers. A solution to these emerging issues can be solved through an effective human resource management. A good government will be established if there is a good design for the management of people (Berman et al, 2009). Human resource management refers to ‘the integrated use of systems, policies, and practices required to provide the necessary range of functions to plan, produce, deploy, manage, train, and support the workforce’ (USAID, 2012). The human resource management in the health sector is concerned with how the health workers are incorporated into the health systems and how they can be motivated to utilize optimally their competencies in the service delivery. There is a need for an integration of different human resource functions and responsibilities to overcome the weaknesses that have been recorded in this management in the past. Some management tools have been developed that can be integrated into a given health system to improve the operations and raise the quality of healthcare services. Tools such the HRM Rapid Assessment Tool, and the HRH Action Framework can be used for effective human resource management. Challenges in HRM in the public service – focus on health sector The major challenge in human resource management in the public sector is the recruitment and retention of qualified professionals aggravated by the high level of competition from the private sector (United Nations Department of Economic and Social Affairs (UNDESA/DPADM), 2005). The difficulty in the recruitment process is caused by lack of qualified professionals and specialists in different areas of the health sector (Aijala, n.d, p.8).

write an article on financial analysis of tesco plc Paper must be at least 2000 words.

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Hi, I am looking for someone to write an article on financial analysis of tesco plc Paper must be at least 2000 words. Please, no plagiarized work! “Tesco operates 923 stores and employs 240,000 people, giving us access to a population of 260 million across our nine markets. Over the past five years, we have expanded from our traditional UK supermarket base into new countries, products, and services, including a major non-food business, personal finance, and internet shopping. The increasing scale and internationalization of our sales and purchasing operations makes a significant contribution to our efficiency and profitability, as we progress towards our long-term goal of becoming a truly international retailer” (Global Sources).

The company’s performance and Financial Analysis is done using ratio analysis. Ratio analysis is a procedure where an item of financial data is compared with another item of financial data to interpret the relationship between the two so that an understanding can be developed about the information and hence conclusions could be drawn. (Morley, 1984)

“Ratio analysis is one of the most common types of financial analysis and is thought to be the most important method of financial analysis of an enterprise. It is a more advanced approach to the analysis of the structure and dynamics of the balance sheet and profit and loss account than the initial analysis. It was introduced by banks which use it to examine the solvency of businesses which they credit. The ratio analysis enables the examination of various aspects of business operations.” (Business-explained, 2008)

Liquidity ratios give insight into a firm’s ability to meet its short-term financial obligations. These kinds of ratios are of great importance to those people who are willing to extend short term credit facilities to an organization. (Financial Ratios, 2007)

Liquidity Ratios evaluate a company’s ability to pay off their debts when they fall due. It gives a snapshot of the running position i.e. the working capital position of a company. There are two basic ratios.

Procurement Methods in Construction. The work is to be 9 pages with three to five sources, with in-text citations and a reference page.

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I will pay for the following article Procurement Methods in Construction. The work is to be 9 pages with three to five sources, with in-text citations and a reference page. An accelerated traditional procurement method is the selection of the conventional procurement route with key modifications for accelerating or fast-tracking the project (Emmit and Gorse, 2003). The novated design and build method generally refer to a consultant switch in which the contractor is asked to assume responsibility for the ongoing design Greenhalgh & Squires, 2011). The construction management method refers to a process in which the construction project is managed by a party that is typically ‘independent of the construction work’ (Jackson, 2004, p. 45). This paper will describe these procurement methods in detail and will also discuss partnering in construction procurement.

The accelerated traditional procurement method occurs through a modified tender system that permits the construction project to commence earlier than it would ordinarily commence (Davis, et al., 2008). What typically happens is the ‘overlapping’ of ‘design and construction activities’ and this usually means that one party assumes responsibility and the risk involved in both design and construction, (Davis, et al., 2008, p. 13).

In the accelerated traditional procurement method, a contractor enters the project at an earlier phase than he or she would under the traditional procurement method. Upon entering the project at an earlier phase, the contractor does not have complete information. The contractor enters the project either through negotiation or through competitive tendering. Thus the contractor is involved before the final design is completed and thus construction works overlap with the design with the contractor assuming a consultant role with&nbsp.respect to the ongoing design.&nbsp.The advantage of the accelerated traditional procurement method is the fact that the design and construction processes overlap. This means that the contractor gets a head start on the construction project.