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Does your Degree not prepare you for the Problems you might face in Law? — September 8, 2017

Does your Degree not prepare you for the Problems you might face in Law?

We are all aware of the fact how demanding law subject can be.  However, there are certain difficulties, which every law students face once he or she enters into practical life, which are definitely taught in their assignment. They do not even get the idea about it when they get an essay writing service. These difficulties create serious issues for lawyers. In this article, some of the issues are highlighted for which students are not prepared during their studies.

Law Demands Mental and Physical Practice Both

Television media and other literature have not done justice in describing what it is like to work in a real life environment. It is true that in reality, they are less dramatic than shown on the televisions. One thing showed in the television is accurate that both real life and television lawyers have to work harder than anyone due to the work load., as they used to work hard to submit their assignment in college on the time or hire a homework help. In many television shows, we have watched that lawyers are busy working in their lavish offices whereas in reality the story is different. It is true that lawyers mostly work in their office, but this is not it. Besides, lawyers have to spend their time in law libraries and most importantly in the courtroom. They also have to do errands to meet clients in their places or office wherever it is required. All these errands require a lot of physical effort along with mental effort where lawyers have to work on the casework to prepare them for the proceedings.

Hectic Working Hours Unlike 9 to 5 Jobs

During your study in the law college you were never made prepared for the hectic working hours, which is surely unlike 9 to 5 jobs. Many lawyers work long hours to be successful in their career journey. In this way, they mostly have to sacrifice their evenings and weekends just to meet clients and other casework. Thus, it is wrong to say that lawyers live a life where they have to give up their 9 to 5 life.  On the other hand, many lawyers try their best to work only 8 hours long. However, in many situations, they have to work long hours due to demand of the circumstances.

Different Salary Structure

While studying law, you will never get guidance about what salary structure you should expect. If you are lucky enough to be hired as a permanent lawyer of a firm, you will be offered a structured work schedule where you will be hired on a fixed salary. Other than this, working under a firm or government office can bring up certain limitations. If you work as a freelancer or independent lawyer, you will be free from any sort of limitations but your income might be uncertain.

A Perfect Platform for Dissertation Writing Services — February 15, 2018

A Perfect Platform for Dissertation Writing Services

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To what Extent is Jo Spence and Francesca Woodman photography relevant to women’s photography — December 26, 2017

To what Extent is Jo Spence and Francesca Woodman photography relevant to women’s photography

ProspDay4_0004-1024x646.jpg1.1 Introduction

In this chapter of the study, a British photographer Jo Spence and his photography approach have been introduced to show how she has addressed the woman photography in her work. Woman photography is an art form with socialist and feminist themes portrayed through the captured images and themes. Different contemporary photographers have approached woman photography through different techniques such as phototherapy technique, pornography, feminism based technique highlighting body figures, and more generally photojournalism, fine art and documentary approach, strait photography and conceptual photography. (Get assignment help by professional writing company) Among all these photographic approaches, phototherapy has emerged out as significant technique originally developed by Jo Spence for using the photographs for making the therapeutic communication and personal healing process convenient (Weiser 1999).Woman photography techniques have also faced severe criticism due to its inability to project the true sense of individuals, to use woman as an object to target negative expressions of indigenous communities, and duplicity of cultural characteristics. According to the, photography cannot be used for absolute social framing (L. E. Smith 2006).

This study is about two well-known contemporary photographers i.e. Jo Spence and Francesca woodman in pursuance of the answer to the research question given below.

1.2 Research Questions

Based on the context discussion given above, the current study tends to seek the answer to the research question as given below.

  • To what Extent is Jo Spence and Francesca Woodman photography relevant to women’s photography?

1.3 Jo Spence

Jo Spence is a well-known English photographer and writer turning into an innovator. She started her career as a wedding photographer in the year 1967. At the inception of her career, she did not set her deliberate goal to become innovator but her approach to explore and bring in novelty in the photography ultimately made hera prolific photographer. She constantly pursued a problem-solving approach to help people in suing their own photographs for solving their own problems, mainly the psychological ones (Smith and Lefley 2015).

The biggest milestone in her career was the year 1982, when Spence was diagnosed of breast cancer, which subsequently led her to utilize her photography medicinally. Her phototherapy approach later turns out to be a vital component of her alternative and complementary cancer treatment program (Loewenthal 2013). It can be examined that the Jo introduced a new direction to reap the benefits of self-representations and self-portraiture.(Hire dissertation writer online) She gave subjective identity and an active role to the subject of her photographs, while making self-representations as a key part of the arguments with the spectators (Smith and Lefley 2015). Her major contributions include “Remodeling Social History”, “A Picture of Health”, “Remodeling photo history (1982).

The analysis of the images captured by Jo Spence exhibits a clear line of criticism drawn by her in objecting the traditional approach to view the female as an object of pleasure for the male. Through her novelapproach, she attempted to disrupt this old view of the traditional photography. Her photography has tempted to free the woman from the idealism. She tried to change the perceptions about the smaller body type. By adopting visibility functions within her photography, she exemplified that a normal appearance in line with the existing society is not necessary to maintain socially desirable image(Spence and Dennett 1982).

1.4 Phototherapy

Jo Spence is well known for her innovative development in the field of photography as she introduced personal therapeutic photography as a response to adversity, popularly known as phototherapy(Spence, Beyond the perfect image, photography subjectivity antagonism 2005). It is obvious that spectators need t inquire how photography images can be used in the field of medical and health for therapeutic communication and personal healing. (Get help with essay) Jo Spence’s woman photography has answered this very well by using the ordinary personal snapshots and family photos to seizure the woman’s feelings, thoughts and information rooted within the captured images (Weiser 1999). According to Jo Spence, photography is a strategy for self-healing. She believed further than photography can be usedas significant to help the people in the construction of their social identities(Spence 2005).

Her photographs during breast cancer diagnosis can be used to examine how she has portrayed and captured human breast as an object of desire, a mean for baby food, and a woman’s property. Through the analysis of her breast cancer pictures, it can be depicted that the photography has shown how the woman can question her right to her own body in her fight of turning out as an active subject(Spence 2005, Spence, Cultural Sniping 2003).

Furthermore, two of the photographs taken from the Narratives of Dis-ease: Included, 1990, collaboration with Tim Sheard have further offered a unique view of how the different social views of the society about the women as a mother, cook and her other roles can be remodeled by giving subjective representation to her. The two pictures given below have represented the emotional and physical states of the artists during her battle against the breast cancer. This picture represents honest emotions sensed in the disruptive body. According to these images, these are confirmatory to the pressures faced by the women in reflecting perfect and ideal body in western society(Spence and Dennelt, Narratives of dis-ease 1989). More detail analysis would be given in the Analysis chapter of the research.

1.5 Others’ Opinions about Jo Spence: Literature Review

The research analysts in arts and architecture Feld, feminist researchers as well as other contemporary photographers critically acclaim Jo Spence. Much of the criticism was due to her approach to challenge the socially desirable image of woman identity. Her personal views about the socially imposed pressures for confirming disfigurement are the core factor causing severe criticism for Spence work. Spence work is against the gender organization preferred in the normal societies.

However, the academic researchers have also complemented the approach adopted by Spence in informing feminism. According to Tembeck 2008, (88), the Spence work is a performative efficacy of autopathography with a power to facilitate the prevalent education. According to the researchers, “autopathographic productions are integral to the artists’ lifelong creativepractices, which have consistently engaged aesthetic, political,and even metaphysical concerns through the self-representation of female bodies in particular, and critical perspectives onwomen’s social roles in general”.

1.6 Research Argument

In contrary to the critic’s argument, Spence’ approach to photography can be referred as ‘woman photography’. However, up to what extent it refers to the woman photography needs critical and analytical discussion on the theories of feminism, photography aspects, and literature about psychoanalysis and the sociology of gender.

How should a classmate react when you get the highest grade? — June 29, 2017

How should a classmate react when you get the highest grade?


High grades are the desire of each and every student, but could only be achieved by some of them. This makes it quite clear that the students remain under high influence and pressure of grades. There is also a great influence of the parents as well, as they take their children grades a matter of prestige in their social circle. This makes the students become more sensitive about their grades, and when they see their friend’s getting better results or higher grade, the reaction is usually not normal but has to be under control, as it is necessary. Some of the classmate reactions underlying this issue are as follows:

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Human Resource Management at Tesco and Sainsbury’s — December 20, 2016

Human Resource Management at Tesco and Sainsbury’s



Human Resource (HR) has become a key aspect of any organisation’s success. This perspective has gained prominence after the recognition of human resources as a major asset of an organisation. It is known as the human resource strategies that define how well the organisation is likely to achieve its objectives and visions by translating these into day-to-day tasks (Kunz & Linder, 2012). Furthermore, this assists in accomplishing the tasks that will allow the organisation to realise its long-term plans. It has been recognised as a vital part of an organisation’s competitive position for dissertation writing service. Hence, due to this, the human resource has been recognised as a separate function in a business (Wilton & Nick, 2013). However, merely the presence of resources in an organisation is not enough for it to achieve and sustain competitive advantage. The resources have to be managed effectively to do so and for this purpose, there is a need of human resource management (Berman & Evans, 2013). An organisation, therefore, there is a need to develop suitable strategies, conduct planning, and then manage HR in such a way that the function is coordinated with other functions in the organisation This assists in achieving the organisation’s goal or aim of existence (Wilton & Nick, 2013). In this report, human resource management strategies and planning procedures in Tesco and Sainsbury’s will be identified and evaluated through comparison. Both of these companies are found competing in the retail industry, in which Tesco and Sainsbury’s are completely a retail stores. Moreover, their policies and procedures will also be compared with each other.

Human Resource Strategies

Human resource strategies are used for identifying the needs of those human resources, which are essential for the future growth of the company. This helps in achieving the goals of an organisation and serves as a link between the strategic planning and human resource management. It is difficult to ascertain the upcoming workforce requirements of a company as the future is uncertain in assignment writing service. However, the prediction enables a company to be escaped from the worst conditions of future (Wilton & Nick, 2013). Strategic Human Resource planning gives the idea of how staff is needed for an organisation and how it should be distributed. By using these strategic planning, it can be estimated that within five years, how many employees will leave the job and how many will come to fulfil the places. In other words, it can be said that it refers to the procedure of forecasting the number of employees that are essential for a company (Berman & Evans, 2013).

Need of Human Resource Strategies

Tesco and Sainsbury’s are the two largest private retail sector companies in the UK. They have progressed rapidly with the passage of time. However, still, there are some reasons, for which both organisations are needed to adopt an effective strategic human resource planning (Armstrong & Reilly, 2011).

Huge Costs and Low Wages

In the Tesco, there is an imbalance situation in the wages that are paid to the employees, and cost that is required for the training of the staff. For instance, the wages do not satisfy the staff, as they expect the higher salary to be paid. At the same time, the cost of staff training is also increasing due to poor strategies in essay writing service (Kunz & Linder, 2012). In Sainsbury’s, the situation is rather stable, but employers are likely to cut the overtime salaries and this shows the real picture of low paid employees. Therefore, in both of these companies, there is a need to meet the objectives of huge profitability by using the human resource strategies. This gives the strategy to reduce the costs of training, however, at the same time, it might increase the cost if the process is not conducted efficiently (Truss et al., 2013).

Ineffective Strategy and Dissatisfaction

Tesco has a number of employees and approximate 476,000 workers are associated with this globally, while at Sainsbury’s, there are around 161,100 workers, which means that Tesco has better employment strategies as compared to Sainsbury’s. This company has been facing the challenges in terms of ineffective corporate policy and strategies (Piercy & Archer-Brown, 2014). For instance, the major strategy that is taken by both of these companies is the product differentiation and price-effectiveness. However, this is only for attracting the consumers. On the other hand, there is a need to attract employees as well and this requires subsidy-based strategies, which will increase the satisfaction of employees with their work (Global union, 2009).

Negative reliability of Performance

Due to the unfair employment practice within the organisations in the UK, the reliability of the performance of these companies is moving towards a negative trend. In future, it is estimated to be worst and this might be developed by using effective strategies (Piercy & Archer-Brown, 2014).

Comparing the Recruitment Process

Tesco comprises of advertising the available jobs through different ways. It is dependable on the availability of the jobs. Sainsbury’s, on the other hand, consists of taking job applications through their website or via phone (Kunz & Linder, 2012). Tesco has the strategies defined to first analyse the internal Talent Plan of the organisation in order to fill a particular vacancy. This procedure lists those current employees, which might be leaving their post due to some reason. If no appropriate people are available, the organisation moves from this Talent Plan towards advertising on the intranet of the company for the period of two weeks (Deakin, 2007).
Sainsbury’s has the browsing strategic process, through which the interested participants could look at the careers section, relating to available job roles of the company. In contrast, Tesco with the internal process also has the external recruitment process (John, 2014). The company advertises the available vacancies on their website or on the boards that are present in the stores. The recruitment process for Sainsbury’s has the online application form for the interested participants. For Tesco, the interested participants for the jobs that are based on the store can contact the stores with their CVs (Rogers & Helen, 2005). The interested people for the in-store based jobs at Tesco can also apply for their registration through the Jobcentre Plus. In Sainsbury’s, at the time when a candidate has submitted the application form, on their provided email addresses they would receive an email receipt from the organisation. The recruitment process for Sainsbury’s is easy and rather simple for tracking for a candidate (John, 2014). They could revisit the website of the organisation in order to check their progress of the submitted application for the job and even the options for editing the personal details of the candidate themselves (Richter & Ganit, 2015).

Comparing Motivational Theory and Reward

There are two different motivation theories, which are used by both Tesco and Sainsbury’s. They are commonly known as Maslow and Herzberg theory, which focus on rewards in the form of opportunities, positive environment, and motivation policies to attract employees (Tesco, 2010). For instance, Tesco has been using the Maslow theory, which helps in achieving different levels of success one-by-one. The main aim of Tesco is to motivate its workers by paying incentives and bonuses to satisfy employees (Kunz & Linder, 2012). Sainsbury’s also has defined its strategies for adding bonuses on a yearly basis for the employees, but as per the job satisfaction level of the employees they are very low (Tessari, 2000). This theory assists the organisation to motivate its staff by improving the communication, giving responsibility, and involving them in the decision-making process.
As per Richter and Ganit (2015), based on this theory, Tesco allows the workers to be a part of the discussion on pay rises, which reflects a credit of work that staffs do and at the same time, rewards them. The company rewards staff for their work by focusing on Herzberg theory as it keeps workers motivated for the work and carries on applying altered motivation theories at work. Tesco and Sainsbury’s both pursue the pension system, which includes assistance that an employer creates on the behalf of employees. They also use sum reward by offering employees the complete value of their benefits package (Promberger & Marteau, 2013). Furthermore, Tesco rewards employees by giving extra benefits such as medical and car insurance, special offers and discounts, and Sainsbury’s strategies involve only normal wages and some bonuses.

Comparing Process of Job Evaluation

Job evaluation is known as a systematic process that defines the relative worth of jobs within an organisation. The basic purpose is to find internal relativities. It is used for providing the fundamentals for grading jobs, designing an equitable grade and pay structure, and managing the job as well as pay relativities (Kahya, 2006). Most of the retail organisations, such as Tesco and Sainsbury’s use the same strategies for job evaluation. It includes the company’s starter process management to give reasons and importance to employee. They fix a group, which includes knowledgeable HR specialists and employee and selects a job from every department to evaluate. A committee investigates the job in detail after getting training from the compensation department (Berman & Evans, 2013).

Comparing Effectiveness of Reward Systems Strategies

The reward system is a mix of extrinsic and intrinsic rewards, and it consists of integrated policies, practices, processes, and management procedures for implementing the system within the organisational system (John, 2014). Extrinsic rewards are tangible and the employee receives rewards in the form of bonuses, increments, and promotions. On the other hand, intrinsic rewards are liable to give personal satisfaction in the form of feedback, trust, and relationship (Berman & Evans, 2013). The Tesco’s reward system is remarkably effective for employees and management. For instance, it focuses on salary based rewards for customer service employees and they are more likely to work, however, some employees are not ready to receive a little increment (Global union, 2009). On the other hand, intrinsic and promotion rewards are especially for the store manager, who is getting huge personal satisfaction. The Sainsbury’s reward system is incompatible, as it keeps its strategies updating. For instance, the loyalty rewards system for all the employees in the organisation, which pays well when the employees show loyalty (Kunz & Linder, 2012).

Comparing Employee Performance Monitoring Strategies

Performance monitoring is necessary for every organisation to observe where the employees stand and where these employees are to be directed in the future. Similar is the case with Tesco, monitoring performance is significant and vital for management and employees and for this purpose; the company uses 360-degree feedback method. 360-degree feedback is used to evaluate all the executives, manager, and other officers (ETS, 2013). As mentioned by John Sale, who is the head of Tesco, 360 degrees provide an interesting feedback for employees by their peer, colleagues and line managers (Global union, 2009).
In the Sainsbury’s, the strategies for performance evaluation are also effective, but their systems are not comprised of any significant strategy to be applied for this purpose. However, in both the organisations, all employees have their Personal Development Plan that is built for monitoring employees. This helps these companies in providing its employees with potential feedback that create opportunities and development consistently (Truss et al., 2013).

Comprising Employment Exit Procedures and Strategies

Exit procedure is an important part of a company because it provides a closure to either the employee, who is retiring, leaving willingly or being terminated. The procedure in Tesco is initiated through an exit interview, which is conducted with an employee, who is leaving. This interview is done to investigate and discuss the reasons behind his/her resigning (Burgess & Annette, 2014). In cases where potential employees leave or employees are getting retired, alternative solutions to work out the problems are offered. This can be either in the form of increment in salary, additional incentives, or solution of any other issues that have induced him in resigning. Retiring employees get an offer of joining the Retired Staff Association if they wish to (Berman & Evans, 2013).
After it is clear that the employee will not stay, all the relevant exit documents are made available to the employee that will enable him to find the next job. The second last step of this exit procedure is the settlement of debts. Generally, in the case of termination, this step is necessary to be followed. If the employee owes any money to the company, then this is settled before handing the documents to the employee or it will be adjusted with this salary (Kunz & Linder, 2012). Similar is the case with a pension that is owed by the company and it will be paid along with the final salary to both types of employees. The last step in Exit procedure and strategies in Tesco is the return of the property to the company. If any sort of property such as the laptop or company car has previously been awarded to the employee then this will be taken back prior to providing the documents (Armstrong & Reilly, 2011).
More or less the same standard of the exit procedure in Tesco is followed in Sainsbury’s. The difference between the two is that Sainsbury’s focuses more on formal exit interviews compared to Tesco (Kahya, 2006). Furthermore, the notice period based on the number of years served to range from 0 to 12 weeks has to be completed in Sainsbury’s as a mandatory part of exit procedure, otherwise, a portion of notice pay is deducted (Berman & Evans, 2013). Management of Sainsbury’s sometimes also includes a strategy of supporting its senior employees in finding another job, as they focus on following specific laws. The rest of the process is similar to Tesco (Armstrong & Reilly, 2011).


This report presents the different aspects of human resource management that are strategies, planning, and development was discussed that are applicable to Tesco and Sainsbury’s. The features were also compared with those of Sainsbury’s that relates to the retail industry. However, just the presence of resources in an organisation is not enough for it to achieve and sustain competitive advantage. It can be concluded that the human resource management strategies are indeed in great shape in Tesco with great importance being paid to this key asset of the companies.


The recommendation that could be provided to both of these companies includes that they should be working on their strategic planning and included better and more effective systems for ensuring that the strategies are better from the competitors. The ineffective strategies especially in the attainment of employees that is the major role of human resource management are also in need of resolution in both of the companies. This is not it, as it has been found that Tesco has a sound performance management system, while Sainsbury’s lacks in its delivery of the performance of employees in many ways, this means that Sainsbury’s should be maintaining its Human resource strategies more particularly define for the performance management of the employees.
Coming to the strategies applied for accessing, motivation, and job evaluation of the employees, it comes to the view that Sainsbury’s, and Tesco both are competing well. However, the reward system of Tesco is better as compared to the Sainsbury’s, which means that the employees are better approached and kept with a satisfaction level being high in the Tesco. Both Tesco and Sainsbury’s have better-perceived exit procedure and strategies, while Sainsbury’s should adopt some specifications of Tesco, such as returning the property as well.


Armstrong, M..B.D. & Reilly, P., 2011. Increasing the effectiveness of reward management: an evidence-based approach. Employee Relations, 33(2), pp.106-20.

Berman, B.R. & Evans, J.R., 2013. Retail management: a strategic approach. Pearson Higher Ed.

Burgess & Annette, 2014. The social validity of a national assessment centre for selection into general practice training. BMC medical education , 14(1), p.261.


ETS, 2013. Tesco 360 degree feedback. Available at:

Global union, 2009. Tesco’s employment practices.

John, W., 2014. International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2).

Kahya, E., 2006. A revision of a job evaluation system. Journal of advanced nursing, 56(3), pp.314-24.

Kunz & Linder, J.S., 2012. Organizational control and work effort–another look at the interplay of rewards and motivation. European Accounting Review , 21(3), pp. 591-621.

Piercy & Archer-Brown, N.C., 2014. Online service failure and propensity to suspend offline consumption. The Service Industries Journal, 34(8), pp.659-76.

Promberger & Marteau, M.T.M., 2013. When do financial incentives reduce intrinsic motivation? comparing behaviors studied in psychological and economic literatures. Health Psychology, 32(9), p.950.

Richter & Ganit, D.R.R.S.R., 2015. Studying Gamification: The Effect of Rewards and Incentives on Motivation. Gamification in Education and Business. Springer International Publishing, pp.21-46.

Rogers & Helen, P.N.G.K.L.G., 2005. The impact of market orientation on the internationalization of retailing firms: Tesco in Eastern Europe. The International Review of Retail, Distribution and Consumer Research , 15(1), pp.53-74.

Tesco, 2010. Motivational theory in practice at Tesco. [Online] Available at:


Truss, C. et al., 2013. Employee engagement in theory and practice. Routledge.

Wilton & Nick, 2013. An introduction to human resource management. Sage.


Operations Management a Growing Field — November 19, 2016

Operations Management a Growing Field


People usually focus on hitting the Human Resource Management, upper management and so on, but there is another position in the course of the business world, which is equally important as these are and it is named as operations management. Operations management is not as it goes in your business management assignment writing service, but it is one of the biggest responsibilities that you could ever hold in an organization. What it requires is controlling the whole organization even the operations of the Human Resource Management are also controlled by this department. This makes its importance high and hence, it is growing with might around the globe. A sketch of the market in relation to operation management has been discussed underneath.

What is the job of Operations Managers?


Operations manager actually rules over the whole organization, they have the power to control the jobs and the entrance to the exit of all the employees. The duties assigned to them along with the performance that should adhere to them are the duties of the operation management. This helps the organization to stay consistent in their jobs and this is also the reason that its value and exposure have been growing in all the fields of work. There work is more interesting as compared to the engineering dissertation writing help when they are all day working on different assignment with loads of varying topics and types of assignments.

What are The Areas of Development Required?


In order to make the career in the operations management, there is a high need for ensuring that the academic and professional development has been focused and achieved successfully by the candidates.
The employer considers most importantly, at the time of interviewing that candidate has its qualification equal and adequate for the job, because he or she is about to hand over their entire organization to them and a single mistake would cause the whole organization to doom.

What is being paid to them?


Their salaries are quite high of course, due to the fact that they are in the finest position in the organization. Along with this, they also have tougher and critical work to be done. Moreover, these high profile professionals are provided with extra incentive on each and every achievement of the organization and is criticized for each and every failure of the organization, has been taken as the responsibility of these operation management professionals.

Are there chances of growth?

Businesswoman Getting Interviewed

Well, of course, the operations management post grows well to the post of CEO or presidents of the entire firm. This is because at this position you have your whole organization under your control. Moreover, the competitors with higher salaries to be paid to them if they switch, which in the industrial or business world is ethical, also pursue them and yet, if the companies do not pay them well them these operations manager is also switch leaving the position for another new candidate. These are the aspect, which makes this professional growing highly around the globe.

Do My AP and SAT Scores Really Matter for Getting Into College? — November 9, 2016

Do My AP and SAT Scores Really Matter for Getting Into College?


The most often asked question and inquiries conducted by the students remain that “What is the score’s importance of AP and SAT?” in case you are already aware of this potential question then you must know that there is no definite answer to this query due to the fact that criterion keep changing. While if the question about the overall aspects of understanding in this regard then yes, these are of very high impact on getting admission in the colleges and this is the very reason they are included in the procedure of getting admission in the college. College admission is only part where you could take help from professionals while for the entire of the year you can finance dissertation writing service with ease.

Balanced Scores in the Test

The colleges emphasize on your high scores for sure, but this does not mean that the students with average scores are acquired. Instead, they are also considered as an important part of the admission because of the fact that they are looking for the students which are here at the college learn rather than just emphasizing on the things after knowing all and gaining good grades as if they were for granted. This also comes in the inline with the assignment writing the students, which are average in their studies, could take help from education assignment writing service and gain better grades.

Some Bad News Too

Bad news is always bad to hear and here comes one for the students with low SAT and AP scores. There are certain colleges, which lack in the grounds of, acknowledge of real skills, and base themselves completely in the SAT and AP. This causes many of these students remain away from the college even after having better skills than those who get admissions. They sometimes fail due to emergencies, confusions and also certain other accidental aspects, hereby; testing their complete knowledge requires an interview prior then failing them and not giving them admission.

Some Good News as Well

If you are having a good GPA then it could help you as well. This refers to the idea that the GPA system has an outclass impact on their admissions and those students who attain high GPA are prioritized by many of the colleges even if there SAT and AP are quite low. While this high GPA does not mean 3.0 but it should be greater than 3.0 GPA and it should be approaching 4.0 GPA, showing a high standard acquired by the students who is interested in the admission.

What’s the point?

This discussion concludes that the SAT and AP scores are highly influential in moist of the colleges, while still there are certain colleges which priorities you knowledge, and in contrast to them there are colleges which prefer you GPA to be high for admission. These all makes a point clear that you SAT and AP are an important parameter and gaining a good SAT and AP score is compulsorily important for the students.