Dissertation輔導范例-不同領導風格的有效性。本篇內容是本站提供的dissertation代寫范文，該篇dissertation主要內容是講述本報告旨在比較不同組織中不同領導風格的有效性，解釋組織理論如何支撐管理實踐，并評估不同組織使用的不同管理方法。引言中概述了研究的目的、問題和目標，以及這兩項業務的背景信息。明確告訴研究人員將如何進行研究的方法也包括在內——方法等等。下面就一起來看一下這篇dissertation代寫范文內容。

Executive report

Introduction

Rationale and objectives

Background

Methodology

Analysis of the findings

Conclusion

Reference

Works Cited

Appendix

Executive report

This report is done to compare the effectiveness of different leadership styles in different organizations, explain how organizational theory underpins the practice of management, and evaluate the different approaches to management used by different organizations.

The purpose, problems and objectives of the research are outlined in the introduction as well as background information on both businesses. A methodology that explicitly tells how the researcher will go about conducting the research- methods and so on is also included.

The research begins here in section two; the findings are analyzed and discussed. The objectives are restated then they are discussed, analyzed and evaluated respectively. A conclusion is also drawn from the whole report mainly giving a reminder of the issues that exist.

Harvard style referencing is used to cite where some of the information and knowledge are obtain.

Finally, there is an appendix which consists of an organizational chart for CDR.

Introduction

Rationale and objectives

The importance of this research includes: Firstly, to afford the researcher the opportunity to assume major roles in leading a project.

Secondly, allowing the researcher to assume management and administrative roles in order to attain knowledge, understanding and the skills of these areas.

Third, to prepare and coordinate operational plans, display effective self-development and time management skills to satisfy an organization’s needs

The objectives of the research are to:

2.1 Compare the effectiveness of different leadership styles in different organizations

2.2 Explain how organizational theory underpins the practice of management

2.3 Evaluate the different approaches to management used by different organizations

Leadership

Background

Casa de Regalo is a nationwide partnership gift boutique established in 2009. It is located at Barbican Centre. They have ten dedicated and enthusiastic employees. Due to their unique tailor made products and services C.D.R is considered as the organization that satisfies seasonal giving needs. They specialize in a variety of unique merchandise ranging from specialty cards, flowers, toys and personalized printing services to specialty handcrafted gifts, jewelry, body essentials and customized apparel which are imported from your favorite places over the world. They also offer surprise delivery services. Providing exceptional customer service and customized products that are tailor-made to each customer’s personal style and also giving them the highest quality merchandises at an affordable price is our mission. We are aimed at making profit.

執行報告

介紹

理由和目標

背景

方法論

調查結果分析

結論

參考

引用的作品

附錄

執行報告

本報告旨在比較不同組織中不同領導風格的有效性，解釋組織理論如何支撐管理實踐，并評估不同組織使用的不同管理方法。

引言中概述了研究的目的、問題和目標，以及這兩項業務的背景信息。明確告訴研究人員將如何進行研究的方法也包括在內——方法等等。

研究從第二節開始；對研究結果進行了分析和討論。重申目標，然后分別對其進行討論、分析和評估。還從整個報告中得出一個結論，主要是提醒人們注意存在的問題。

哈佛風格的引用被用來引用一些信息和知識是從哪里獲得的。

最后，還有一個附錄，其中包括CDR的組織結構圖。

介紹

理由和目標

這項研究的重要性包括：首先，為研究人員提供在領導項目中發揮主要作用的機會。

其次，允許研究人員承擔管理和行政職責，以獲得這些領域的知識、理解和技能。

第三，準備和協調運營計劃，展示有效的自我發展和時間管理技能，以滿足組織的需求

研究的目標是：

2.1比較不同組織中不同領導風格的有效性

2.2解釋組織理論如何支撐管理實踐

2.3評估不同組織使用的不同管理方法

領導

背景

Casa de Regalo是一家成立于2009年的全國性合作禮品精品店。它位于巴比肯中心。他們有十名敬業熱情的員工。由于其獨特的定制產品和服務，C.D.R被認為是滿足季節性捐贈需求的組織。他們專門生產各種獨特的商品，從專業卡片、鮮花、玩具和個性化打印服務到從世界各地您最喜歡的地方進口的專業手工禮品、珠寶、身體必需品和定制服裝。他們還提供快遞服務。我們的使命是提供卓越的客戶服務和量身定制的產品，滿足每位客戶的個人風格，并以實惠的價格為他們提供最高質量的商品。我們的目標是盈利。

K&D consulting is a limited liability company established in 2008. It has twelve dedicated experts. We are a mobile company but our main office is located in Montego Bay. Our company provides a variety of services ranging from identify highest-value opportunities to addressing the most critical challenges and transforming enterprises. The trust and confidence in our capabilities that our clients are exposed to, is what differentiates us from other firms as well as our ability to enhance business performance, positively marketing them and ensuring their likelihood of making profit or achieving their goals. CDR is an international organization with the mission of providing expert advice and solutions for clients, therefore assisting small businesses to develop efficient plans for meeting their goals. Our aspiration strives through becoming the best consulting firm there is; providing quality service to all existing and start-up small businesses that seek our guidance. We also aim to be recognized as partner of choice by our clients and being technologically advanced in our fields of expertise while remaining practical and business oriented.

Methodology

The research is to design a management firm which is hired to assess a small business on behalf of an investor to help the company to explore the links between the organisation structure and culture and how these interact and influence the behaviour of the workforce. In order to assist the company secondary research will be conducted.

Secondary data collection is published information that is already available from other sources. The internet will be my main source with its online dictionaries, articles, websites and books. This information collected from the secondary sources is pertinent to the objectives of the research. The researcher also used this type due to the fact that it is Inexpensive, information is easily accessible and immediately available and it will provide essential background to help to clarify or refine the research problem.

The information accumulated is credible and is derived from the written work of authoritative individuals such as Jatin Vaid.

The research began on February 9th and proceeded to February 26th. Data was collected from several sources from the online sources in order to obtain information related to the United Kingdom (UK) and local business organizations.

Analysis of the findings

Compare and contrast different organizational structures and culture

The structures

There are three main types of structure. Product, matrix and functional

Product Division Structure -These are popular among international companies with many products. Products that are similar are grouped under one product heading e.g. Perfumes and Cosmetics, each CEO focusing on a single product segment for its global market.

Matrix Division Structure– This tries simultaneously to deal with competing pressures for global integration and local responsiveness. Institutes overlaps among functional and divisional forms. It allows individual groups to share responsibility for new operations and enables them to exchange resources and information more Group willingly. Disadvantages includes: not championing their groups’ unique needs, therfore eliminate the multiple knowledge (Vaid, 2012).

Functional Structure– Specialized jobs are grouped according to traditional business functions. It is suitable for Company with a narrow product line, sharing similar technology. Highly efficient and assist in maximizing economies of scale

The cultures

Role Culture – focusses on rules, tasks, procedures and job descriptions

Power Culture – power exercised by a one person with not much formal rules;

Person Culture – the organisation is present for its members to benefit of;

Task/Mission Culture – goal based with rewards for achieving mission and goals;

1.2 Explain how the relationship between an organization’s structure and culture can impact on the performance of the business

Organizations are set up in specific ways to accomplish different goals, and the structure of an organization can help or hinder its progress toward accomplishing these goals.

There are three main types of organizational structure: functional, divisional and matrix structure

Culture consists of the shared values of an organization -the beliefs and norms that affect every aspect of work life, from how people greet each other to how major policy decisions are made

Types of culture include: power culture, role culture, person culture and task culture.

1.3 Discuss the factors which influence individual behaviour at work

The major factors that influence individual behavioral patterns, according to John Ivancevich and Michael Mattson are: demographic factors, ability and skills, perception, attitudes and personality.

Demographic factors includes: race, age, sex, socio economic background, education and so on. The importance of studying demographic factors is to assist managers to choose the most fitting candidate for the specific job. Organizations rather persons belonging to a particular socio-economic background- well educated and young. They are believed to perform better than others.

Skills and ability: skill according to Cambridge dictionaries is an ability to do an activity or job well especially because you have practiced it. Ability is the mental or physical power or skills needed to do something. Ability and skills highly influence individual behavior and performance. Persons tend to perform better in an organization if his skills and abilities are matched with the job. It is the manager’s job to match these skills and abilities off the employee to the job.

K&D咨詢是一家成立于2008年的有限責任公司。它有十二位敬業的專家。我們是一家移動公司，但我們的主要辦公室位于蒙特哥灣。我們公司提供各種服務，從發現最高價值的機會到應對最關鍵的挑戰和轉變企業。客戶對我們能力的信任和信心是我們與其他公司的區別，也是我們提高業務績效、積極營銷并確保其盈利或實現目標的能力。CDR是一個國際組織，其使命是為客戶提供專家建議和解決方案，從而幫助小企業制定有效的計劃來實現其目標。我們的志向是努力成為最好的咨詢公司；為所有尋求我們指導的現有和初創小企業提供優質服務。我們還致力于被客戶認可為首選合作伙伴，在專業領域保持技術領先，同時保持務實和業務導向。

方法論

這項研究旨在設計一家管理公司，該公司被雇傭來代表投資者評估小企業，以幫助公司探索組織結構和文化之間的聯系，以及這些聯系如何相互作用和影響員工的行為。為了協助公司進行二次研究。

輔助數據收集是已發布的信息，這些信息已從其他來源獲得。互聯網將是我的主要來源，包括在線詞典、文章、網站和書籍。從次要來源收集的這些信息與研究目標有關。研究人員還使用了這種類型，因為它價格低廉，信息易于獲取，而且可以立即獲得，它將提供必要的背景知識，有助于澄清或完善研究問題。

積累的信息是可信的，來源于Jatin Vaid等權威人士的書面作品。

研究從2月9日開始，一直持續到2月26日。數據是從網上來源的幾個來源收集的，目的是獲得與聯合王國（英國）和當地商業組織有關的信息。

調查結果分析

比較和對比不同的組織結構和文化

結構

結構主要有三種類型。產品、矩陣和功能

產品劃分結構-這些在擁有許多產品的國際公司中很受歡迎。類似的產品被歸類在一個產品標題下，例如香水和化妝品，每個首席執行官都專注于其全球市場的單一產品細分市場。

矩陣式部門結構——這試圖同時應對全球一體化和地方響應的競爭壓力。機構在職能和部門形式之間重疊。它允許各個集團分擔新業務的責任，并使他們能夠更愿意地交換資源和信息。缺點包括：不支持其群體的獨特需求，從而消除了多重知識（Vaid，2012）。

職能結構——專業工作根據傳統業務職能進行分組。適用于產品線狹窄、技術相近的公司。高效且有助于最大限度地實現規模經濟

文化

角色文化——注重規則、任務、程序和工作描述

權力文化——權力由一個人行使，沒有太多正式規則；

個人文化——組織的存在是為了讓其成員受益；

任務/使命文化——基于目標，對實現任務和目標給予獎勵；

1.2解釋組織結構和文化之間的關系如何影響業務績效

組織是以特定的方式建立的，以實現不同的目標，組織的結構可能有助于或阻礙其實現這些目標。

組織結構主要有三種類型：職能結構、部門結構和矩陣結構

文化由一個組織的共同價值觀組成，這些價值觀和規范影響著工作生活的方方面面，從人們相互問候的方式到重大政策決策的制定方式

文化類型包括：權力文化、角色文化、人物文化和任務文化。

1.3討論影響個人工作行為的因素

約翰·伊萬切維奇和邁克爾·馬特森認為，影響個人行為模式的主要因素是：人口統計學因素、能力和技能、感知、態度和個性。

人口因素包括：種族、年齡、性別、社會經濟背景、教育等。研究人口因素的重要性在于幫助管理者選擇最適合特定工作的候選人。組織，而不是屬于特定社會經濟背景的人——受過良好教育的年輕人。他們被認為比其他人表現得更好。

技能和能力：根據劍橋詞典，技能是指做好一項活動或工作的能力，尤其是因為你已經練習過了。能力是指做某事所需的腦力或體力或技能。能力和技能對個人行為和表現有很大影響。如果一個人的技能和能力與工作相匹配，那么他在組織中的表現往往會更好。經理的工作是將員工的這些技能和能力與工作相匹配。

Perception: a thought, belief, or opinion, often held by many people and based on appearances is referred to as perception (cambridge-dictionaries, n.d.). The study of perception is integral for managers as they need to provide a work environment that is favorable, so that the employees perceive them in most favorable way. If employees perceive it in a positive way they are more likely to perform better.

Attitude: “An attitude is ‘a relatively enduring organization of beliefs, feelings, and behavioral tendencies towards socially significant objects, groups, events or symbols’ (Hogg, & Vaughan 2005, p. 150).” (McLeod, 2009). Attitude is influenced by family, society, culture, organizational factors and peers. Managers in an organization need to create suitable work environments therefore tempting employees to have positive attitudes towards their respective jobs. If employees have positive attitude toward the job they perform better.

Personality: the study of individual differences in characteristic patterns of thinking, feeling and behaving (American Psycological Association, n.d.). Factors that influence personality includes: heredity, family, society, culture and situation. Individuals tend to differ in manner while responding to the organizational environment. The most complex aspect of human beings can be regarded as personality.

Conclusion

Cultural influences and organisational structures can both inform and constrain the strategic development and ultimately the competitiveness of a business in order to maintain competitive advantage and avoid any strategic drift (where organisational factors and culture drive the business rather than the needs of customers and key stakeholders). Their impact should be considered regularly by leaders and senior managers and they should both be critically reviewed.

Reference

Works Cited

cambridge-dictionaries, n.d. Ability. [Online]

[Accessed February 2015].

McLeod, S., 2009. Home ? Social Psychology ? Attitudes. [Online]

Available at: http://www.simplypsychology.org/attitudes.html

[Accessed February 2015].

Vaid, J., 2012. Organization structure in international business. [Online]

Available at: http://www.slideshare.net/jatinmaims/organization-structure-in-international-business

[Accessed February 2015].

感知：一種思想、信仰或觀點，通常由許多人持有，并基于外表，被稱為感知（劍橋詞典，n.d.）。對感知的研究對管理者來說是不可或缺的，因為他們需要提供一個有利的工作環境，讓員工以最有利的方式感知他們。如果員工以積極的方式看待它，他們更有可能表現得更好。

態度：“一種態度是‘對具有社會意義的物體、群體、事件或符號的信念、感受和行為傾向的相對持久的組織’（Hogg，&Vaughan 2005，第150頁）。”（McLeod，2009）。態度受家庭、社會、文化、組織因素和同齡人的影響。組織中的管理者需要創造合適的工作環境，從而吸引員工對各自的工作持積極態度。如果員工對工作持積極態度，他們的表現會更好。

個性：研究思維、感覺和行為特征模式的個體差異（美國心理學協會，n.d.）。影響人格的因素包括：遺傳、家庭、社會、文化和環境。個人在應對組織環境時往往會有不同的方式。人類最復雜的方面可以看作是個性。

結論

文化影響和組織結構可以影響和約束企業的戰略發展，并最終影響企業的競爭力，以保持競爭優勢，避免任何戰略漂移（組織因素和文化驅動企業，而不是客戶和關鍵利益相關者的需求）。領導者和高級管理人員應定期考慮其影響，并對其進行嚴格審查。

參考

引用的作品

劍橋詞典，未注明能力。在線的

【2015年2月查閱】。

McLeod，S.，2009年。主頁?社會心理學?態度。在線的

可在以下位置獲取：http://www.simplypsychology.org/attitudes.html

【2015年2月查閱】。

Vaid，J.，2012年。國際業務的組織結構。在線的

可在以下位置獲取：http://www.slideshare.net/jatinmaims/organization-structure-in-international-business

【2015年2月查閱】。

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