毕业Dissertation Introduction怎么写？Tesco人力资源高分范例解析 | 优客网ukthesis
Dissertation Introduction到底怎么写才算标准？这篇Tesco高分范文建议全文背诵
哈喽同学们！又到了留学生们为了毕业Dissertation疯狂掉头发的季节啦。很多同学跑来问小编：“写毕业大论文，是不是开头一定要搞得惊世骇俗、疯狂求创新才行？”
其实真不是！一篇优秀的Dissertation，它的Introduction（导言）章节最看重的是“规范”和“逻辑”。你要像剥洋葱一样，把研究背景、企业情况、研究动机、核心问题和论文结构一层层清晰地展示给导师。今天，我们优客网ukthesis（拥有26年的论文代写平台）就给大家掏点压箱底的干货，分享一篇非常优秀的标准版Dissertation Introduction节选。
这篇论文主要探讨的是“跨国公司HR如何有效管理员工多样性——以Tesco为例”。之所以极力推荐这篇，是因为它的骨架结构堪称教科书级别，非常适合大家在动笔前作为模板仔细研读。如果你最近刚好被各种Due压得喘不过气，急需靠谱的代写留学生论文、essay代写或者Assignment代写服务，先别急着焦虑，看看学霸是怎么开篇的！
CHAPTER 1: INTRODUCTION
This chapter presents the background of the research on “How can international human resources managers effectively manage diversity in multinational company?”- case study Tesco. The company overview of Tesco in UK, background of the research, organisation background, rationale statement, research Questions, and purpose of the research conducted the aim and objectives of the research identified by researcher. The structure of the dissertation is described at the end of the chapter.
1.1 Background of the Research
1.1.1 Managing DiversityManaging diversity means maximizing diversity's potential benefits such as greater cultural awareness and broader language skills, while minimizing the potential barriers such as prejudices and bias that can undermine the company's performance. Dessler (2008, p.61) referred to diversity as potentially a double-edged sword. Generally diversity refers to the variety or multiplicity of demographic features that characterize a company's workforce, in terms of race, sex, culture, national origin, age and religion.
Many organisations have implemented various types of initiatives within the last few decades in an effort to deal with diversity. A possible missing link between how the human resource managers deal with diversity and its impact on the organisation is a diversity strategy that is executed using a planned approach to systemically manage diversity (Leopold & Harris 2009).
The increasing diversity and changing demographics of the UK workforce, the expansion of anti-discrimination legislation, legal rights for individuals with caring responsibilities and government policy commitment to the work-life balance have created new challenges for employers across employment sectors. This research explores some of the issues that arise for employers, managers and employees in the development and application of multinational organisational human resourcing policies which are intended to promote equality of treatment and recognize diversity in the workforce.The 2004 WERS survey (Kersley et al., 2006) found that 73 percent of workplaces had a final written equal opportunities policy or a policy on managing diversity compared to 64 percent in 1998. This figure increased to 98 percent in the public sector (97 percent in 1998) with the incidence of formal policy being higher in large workplaces which means that most employees work in establishments with a formal policy. This was evident in the 2007 CIPD annual recruitment and retention survey which revealed that only half of the 905 participating organisations had a formal diversity strategy although again the public sector is more proactive with 83 percent reporting a strategic approach to diversity (CIPD, 2007 a).
Today's business and service organisations are meeting the challenge which demands systematic efforts, as many of them have come to realize. Whether the multi-cultural character of the organisation arises from its international workforce and its local operations in various countries, from the mixed backgrounds of a workforce in a single location, the organisation must address this diversity if it is to be successful.
Groups of people see the world through their own set of assumptions, values, beliefs, customs, traditions and attitudes that are shared by an organisation's members. Learn about their culture and how it shaped them, and aim to understand how other culture work that can be an effective global manager.
1.2 Organisation Background
In this research, selected company will be Tesco Metro (Whitton, Branch) London outlet where different cultural people working. Tesco is one of the UK's major retail supermarkets. Tesco is an international retailer where there are working different countries and cross-cultural people. This research is a collection of how the Tesco Company has used diversity to support their business goals and valuable learning and what makes good diversity practice.
Tesco is the fastest and largest growing retail chain in UK as well as international arena. Tesco started its journey in 1919 in the East End of London. As a result, Tesco came as a national store across the country in 1970. To beat others and to reach top Tesco brings more innovative idea and implemented those from 1992 to 2004 like slogan “every little help”, Tesco value, Club card, 24 hours service, Online service and so on (A history of Tesco: The rise of Britain's biggest supermarket).
Tesco is operating in the UK set its position as a market leader with over £2 billion of profit with total 3728 stores around the world, where in the UK 2,306 stores and employing over 286,394 staff. It provides online services through its subsidiary, Tesco.com. The UK is the company's largest market where it operates under four banners of Extra, Superstore, Metro and Express. The company sells almost 40,000 food products, including clothing and other non-foods lines. The company's own-label products (50 percent of sales) are at three levels; value, normal and finest. As well as convenience produce many stores have gas stations, becoming one of Britain's largest independent petrol retailers (Tesco Annual Report & Review, 2009). According to market share Tesco's positions in number one in UK and third position around the world. Tesco is the market leader with 30.40% (March, 09) of market share though it's lost a bit ofmarket share 0.5% in recent year due to credit crunch. Tesco market share is nearly two times higher than other retail shop like Asda (17.5%), Sainsbury (16.1%). (Retail Analysis)
Tesco has a very friendly and supporting approach in the routine ways that staffs at Tesco behave towards each other, and towards those outside the company that can make up the ways people do things, where at great place to work. The control systems and measurements are constantly under the management review to monitor the efficiency of the staff and managers' decisions. On-going meetings and communication at every level of the company's hierarchy represent a strong internal environment (Tesco's Value and Strategy).
Cultural web theory application (The cultural web theory is also an effective analysis for management in order to represent the underlying assumptions linked to political, symbolic and structural aspect of the company) is a useful tool in considering the cultural context for Tesco's business (Tesco's Value and Strategy). Culture generally tends to consist of layers of values, beliefs and taken for-granted actions and ways of doing business within and outside the company. Therefore, the concept of cultural web is the representation of these actions taken for granted for understanding how they connect and influence the strategy (Veliyath and Fitzgerald, 2000; Johnson and Scholes, 2003). It is also useful to understand and characterise both the company's culture and the subcultures in adaptation of future strategies.
1.3 Rationale statement
Generally, a self assessment for international human resource managers is to evaluate and improve their global management skills. But it also creates a challenge for individual managers who must manage with working across geographic and cultural areas; understand how issuesof managing diversity inform and influence human resource strategies and evaluate the respective responsibilities of international human resource managers for managing diversity policies and practices.
The key concept of managing diversity accepts that different cultural workforce consists of a diverse population of people. The diversity management can recognize a wide range of individual differences and benefits to the employment relationship to individual needs which can lead to the organisational competitive advantage. This research explores the key principle of diversity in one of UK's leading super market named Tesco Metro (Whitton Branch) London. The researcher intends that how managers mange working with diversity people in workplace in Tesco, whereas equal opportunity focuses on different ethnic groups.
1.4 Research Questions
As human resource manager in a multinational company needs to consider the following major issues:
1.How people manage a group of different culture people?
2.What is the communication within work?
3.How do the managers manage diversity and equal opportunity within the service?
4.How can the manager influence team's performance?
5.How can the manager help people learn and develop?
6.How can the manager help people to manage change?
7.How he is motivating people?
8.How can the manager handle equal opportunity?
9.What strategy managers should apply to get a good result from employees?
How a human resource manager can handle all those areas and successfully the organisation's mission with different country's people.
1.5 Purpose of the Research
1.5.1 Research AimThe aim of the dissertation is to analyse the competitive advantage of the organization that are managing people as assets which are fundamental. And to examine diversity, equality and discrimination issues in a multinational company, in the particular way of human resource managers to manage work with different culture people. Tesco has been used as a case study in this dissertation.
1.5.2 Research Objectives
An international human resource managers needs to know the way of managing people in the organisation. An overview of what a manager needs to do in relations to managing people in a changing environment which will be include at diversity issues and international human resource management policies.
To observe a multicultural company from the perspectives of diverse social peoples.
For an organisation to succeed on a global scale, radical shifts in business procedures are required. To become a successful global manager is to develop a global outlook.
A global manager needs to know what point an organisation has reached in the globalization process, and where it wants to go. Understand the process and recognize the strategies that will give the organisation a global advantage.
Understanding people as individuals and recognizing their differences as well as drawing up some general principles for managing them like motivates them, job satisfaction, and job design.
Recruiting, and selecting the right people.
This research will disclose some essential factors which help organisations to maintain their diversity effectively within the organisation and make a fair working environment of employees within the organisation.
1.6 Structure of the Dissertation
The dissertation report has been structured into the following chapters.
Chapter 1: This provides an introduction to the research, where justification of the research is presented and the purpose of the research is explained.
Chapter 2: The second chapter is the literature review of this dissertation concerned about, the works of various authors who have discussed relevant existing theories and policy of diversity and the different interpretations of diversity management which is based on secondary data. Those relevant theories and policy will help to find out the appropriate analyse of the following research.
Chapter 3: The third chapter will discuss the research methodology. Research method presents the research philosophy, approach and sampling, data collection procedures and shows the right direction to achieve an outcome. This chapter also explains the reasons behind the use of selected research method and the advantages by using the research approach.
Chapter 4: This chapter contains the analysis and findings. This part of dissertation informed the research findings quantitatively with the help of constructed research model and research hypotheses. It also shows the data gathered in the company through interview and questionnaire of Tesco's managers and employees, and analysis the data to provide a productive meaning of the research finding.
Chapter 5: This chapter encloses the conclusion of the dissertation within the research questions and objectives, describe limitation of research and recommends opportunity for further research.
小编有话说：
看完了这篇第一章的范文，大家是不是对整个Dissertation的开局思路清晰多了？导师看Introduction，其实就是在看你的研究到底有没有价值（Rationale），以及你的脑子是不是清醒的（Research Questions & Objectives）。作者不仅把大环境（多样性管理）和小环境（Tesco的具体情况）结合得很自然，最后还贴心地把后续每一章的Structure给列了出来，这种严谨的治学态度，直接把第一印象拉满！
不过话又说回来，看懂范文是一回事，自己对着空白的Word文档敲字又是另一回事。如果你现在完全没有头绪，或者文献综述部分不知道怎么找资料，别忘了有我们这个强大的后盾！我们优客网ukthesis拥有26年的论文代写平台服务经验，不论是整篇的大部头毕业论文，还是日常头疼的论文代写、论文代笔，咱们本地母语级别的学霸导师团队都能帮你轻松搞定。
承诺100%原创，拒绝千篇一律的AI模板套话，咱们主打的就是一个专业靠谱和人情味！还在为了拿Distinction而发愁吗？别犹豫啦，随时点击联系我们的客服小姐姐，把你的烦恼交给我们吧！