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代写加拿大Essay格式及写作技巧

时间:2017-07-06 18:44来源:钱柜娱乐平台作者:wanzi 点击:
代写加拿大Essay格式及写作技巧

 

  想要申请去加拿大留学就必须要准备一篇高质量的Essay而想要在众多Essay中脱颖而出非常困难,掌握Essay的基本格式及一些写作技巧非常重要。现在小编就来给大家总结一些加拿大Essay写作技巧及格式,希望能给大家提供帮助。

  写作技巧一:正确理解题目要求

  这是essay写作的基本要求,如果你连题目要求都没理解正确,那么即使Essay写得再精彩也是白搭。比如,一般学校会问你为什么选择这个专业?如果你在Essay写仅仅是因为它的排名,或者是你父母希望你申请,那么这些理由很难吸引人。你需要挖掘更深层次的原因,先要真正的去了解这所学校,同时更好的认识你自己。

  Essay确实是要尽可能展现独特的个人魅力,但是也要注意把自身的个性与学校相适应。

  写作技巧二:文章开头和结尾要有创意

  加拿大大学的教授每年翻阅无数的Essay,怎么才能让他们对一个人的Essay有兴趣呢?一个引人入胜的开头无疑使他们产生对这篇Essay 的好奇心。建议大家在写Essay要尽量避免平铺直叙的开头,而是采用一些情景型,对话型或者回忆型的方式以引出下面的文章,这样的写法,无疑给你的文章增加了许多亮点。

  开头很新颖,内容很充实,一旦结尾平凡,那么这篇Essay就会被大打折扣,因此言简意赅的精彩结尾也是至关重要的,如果能做到首尾呼应自然会给阅读者留下深刻的印象。

  写作技巧三:巧妙选择题材内容

  好的开头和结尾只是形式美化,重要的是内容。如何让加拿大大学的教授通过阅读一篇Essay而认识一个人呢?这就要看如何这篇Essay如何取材了。不能笼统说在学习或者工作中遇到了多么大的挑战,而是应该具体地叙述那是什么样的挑战,而我们又是如何做的,同时又带给我们什么样的影响,这是关键所在。

  Essay格式一:家庭背景

  你可以讲述这些与你朝夕相处的人是如何影响你、激励你,同时你的性格,你的价值观,甚至你的职业目标都可能是在这样潜移默化的熏陶下形成的。

  Essay格式二:国际交流的经历

  如果你有这样的国际交流经历,那么对你来说是极为有利的。因为申请委员会对这个方面是感兴趣的,他们想知道你从中学到了什么异国的文化?从你接触的人身上你学到了什么?这次经历对你未来的人生规划有什么影响?你可以利用这样的优势,在文章中表达出这样一次经历深深的打动了你并且使你有了新的人生目标。

  Essay格式三:兴趣爱好

  这个题材可以选择的内容是比较广泛的。如果你有一些特殊方面的才能,你要尽可能在文章中提到。

    小编以加拿大商科essay为例列举一篇范文供大家参考:该文主要目的是分析GASCO的商业前景。

简介

在这个项目中,我将看到加斯科的公国化水平,它也被称为阿布扎比天然气工业公司。公国化是公司以及在阿联酋政府政策的重要关注点。在这个项目中,我将列举的加斯科公国化的各种正面的和负面的前景。

关于公司的描述

阿布扎比天然气工业公司也被称为加斯科,是主要经营的公司,主要的责任是处理在阿布扎比陆上的天然气和其他的气体。加斯科成立于1978年,作为一个在阿布扎比国家石油合资公司持有68%的股份的主要合作伙伴。它还具有在谢尔的总份额的15%的股份,该有总份额的15%的股份和2%的所属权。加斯科被认为是负责从不同的相关的气体中提取液态天然气的经营公司。

阿布扎比天然气工业有限公司是由谢赫哈里发本扎伊德阿勒那哈扬陛下所建立的。加斯科成立的主要目的是在公司里利用目前各种与气体相关的资源。在目前的时间,这些相关的气体主要是转换成几个适销对路的产品和出口到世界的每一部分的国内产品。

 

Introduction

In this project I am going to see the level of Emiratization in GASCO also known as Abu Dhabi Gas Industry Ltd. Emiratization of the workforce in the company is considered to be a key focus for the companys as well as government policy in UAE. In this project, I am going to enumerate various positive as well as negative prospects of Emiratization in GASCO.

Description of the company

Abu Dhabi Gas Industries Ltd also known as GASCO is the main operating company which is liable for onshore natural gas and other gases processing company in Abu Dhabi. GASCO was incorporated in the year 1978 which emerged as a joint venture with one of the main partner of Abu Dhabi National Oil Company having a share of 68 percent in ADNOC. It also has a total share 15 percent in Shell, 15 percent ownership in Total and 2 percent ownership Partex. GASCO is considered to be an operating company which is responsible for extraction of liquid of natural gas from different associated gases.

Abu Dhabi Gas Industries Ltd was established by hi highness Zayed bin Sultan Al Nahyan. Main purpose because of which GASCO was established was to utilize the resources of various associated gases present in the company. In the present time these associated gases are mainly converted into several marketable roducts and several domestic products which are exported to each and every part of the world.

There are different gas plants which come under GASCO which are given as follows:

Habshan Gas Plant

Bab Gas Plant

Buhasa

Ruwais

Asab

Problems to be addressed  【如果您想代写商科essay?登录Bonrun官网:www.lxws.net

Problem which I am going to address in this project is increase in the level of Emiratization in the company. IN UAE, for the past one or two year especially after the financial crisis of 2008, government has put more stress on the Emiratization in various companies of the country. Keeping this mind, each and every company is maintaining a considerable amount or the considerable percentage of emirates in the country. There are several positive points of this such as it is giving a push to the national economy but along with the positive impacts there are several negative aspects of Emiratization in UAE as well. For example, there are around ten percent of emirates in the country who are leaving the jobs in the company every year. The reason because of which these people are leaving the job is that they are not satisfied with the salary.

There are several problems they have to face in the workplace. There are low wages in the working sector, no proper training can be provided to them and even if it is provided they are not able to cope up to level of the other employees in the company. There are lesser development opportunities they find as compared to the other employees because they are not that much educated and they do not have that much experience as compared to the expiate employees. Main problem which exist because of presence of emirates in the company is that there is no static nature of these employee. They do not remain in the company for a longer period as they do not feel satisfied with the job and hence they leave the job.

One another problem with the company is that the percentage of Emirates in the country is very low because of which it becomes very much difficult to main a high level of percentage of emirates in the company because it is very much difficult to find intelligent emirates in the country. If company recruits more and more emirates with seeing their intelligence level, then training such employees in the company becomes a big problem.

Analysis of the problem

In this section we will summarize various primaries as well as the secondary research included in the company. In order to analyze the problem I have interviewed the upper management of the company.

Primary Research

Interview with the HR Manager, Mohamed Al Menhali

Q1. What is the reason because of which your company has to recruit more of national employees rather than foreign?

A, this is because of the government decision on putting more emphasis on Emiratization in the companies. After the recession, government of UAE has came up with a policy of recruiting more and more national employees in the private as well as the public companies of the country. This made us to recruit more of the national employees in the company rather than foreign employees

Q2. What percentage of emirate employees are there in the company?

A, Presently in our company there are around 61.5 percent of the national employees in the company but we have finally targeted for a total population of 75 percent of the total population in the company as per the instruction of the government. Hence GASCO has decided to have three fourth of the population to be the national employees in the company.

Q3. Do you think that present percentage of national population is fit for the job in the company?

A, In this case we will have to face some problem with making 75 percent of the total population to be national employees in the company because there will be more investment in the training and development work. But this is not that a big issue, I think we will be able to cope up with this.

Interview with the head of Training department, Mr. Adel Ajaj

Q 1. Sir, do you really think that training has become very much important after government has put on restriction on the recruitment process, i.e. after more emphasis on Emiratization is put by the government?

A. Yes Absolutely, I think that we have to spend much more on the national employees of the country. Training is them is much more difficult as compared to the other employees because their communication skills are not that good and they require more attention from the company. And the worst part is that more than ten percent of the employees i.e. emirate employees in the country leave the job because of low salary according to them.

Q2. What are the present scenarios for training the employees in the company?

A, Our present strategies of training the employees are more in the favor of the UAE nationals and this we are forced to do because of governments emphasis on increasing Emiratization in the companies. Hence our training pattern is more inclined towards giving a strong training to the national employees of the company so that we can make them more capable for the required job

Q3. Sir, are you satisfied with the present strategies?

A, I would say that I am not satisfied with what government is forcing the companies to do because more than 10 percent of the employees leave the job every year so I think there is no need to give them training if they are not stable in the company.

Analysis of the Primary Research

With the primary research which we have conducted, we can conclude that the companys management is not that much satisfied with the level or the percentage of emirates in the company and they are not even satisfied with the decision made by the government. But there is no alternative for them to take because it has become compulsory for each and every company in the country to maintain a considerable level of percentage of emirate employees in the company.

From the above research it seems that problem with the recruitment of more and more national employees in the company is big because of non stability of the emirate employees. They do not keep working in the company and leave the jobs very frequently; hence company thinks that it is waste to spend a huge amount of money on their training and development. Companys purposes are not fully solved with this.

Secondary Research

There are various article on the problem of Emiratisation in GASCO has come. In this section I am going to analyze some of the articles on the issue of Emiratization in GASCO.

There are several steps taken by the company in order to have upliftment of Emirate employees in the company (Harthy, 2009). GASCO is doing a lot for development of the national employees. It is giving training to the national employees and doing a lot in order to increase the percentage of the national employees in the company so that they do not have problem of less level of the employees.

There is a poor progress in the development of Emiratization in the public sector companies of UAE. There are several strategies made by several companies in order to overcome from such problem with problem does not only exist with in the company but the problem is there in the employees as well. The percentage of national employees in the private sector companies is still 54 percentage which is low this shows that people are not much interested in joining the public sector companies. GASCO, unlike all the other government companies, has a higher percentage of national employees in the company. And the company still wants to reach up to a level of 75 percent.

There are quotas set by the government in the public sector companies for the national employees but still there is lesser number of employees in the company. Main reason behind this is not that they do not join the company. But the problem is that they do not continue work in the company, they leave the job because of lesser salary. Emiratisation in UAE has been treated as a tax policy because business processing in case of implementation of Emiratisation is slow. There are replacements of foreign employees by the national employees (Godwin, 2006). The main reason is don e in order to reduce the unemployment among the national employees.

Recommendation of actions

The present policies by the government and its follow up by the company lack in some of the areas in which it require several recommendations. Hence in this section I am going to provide some recommendations on the research. These recommendations are as follows:

It is necessary for the government to reduce the percentage which is necessary for any company. The percentage which has to be maintained by the company is 75 percent. It should be reduced so that the companies should get more opportunities in this field.

If the level of percentage is not reduced by the government, then GASCO should give more stress on the training and development of the national employees.

GASCO should increase the level of income given to the national employees because foreign employees are ready with the low income but national employees expect a higher salary and if they do not get that they leave the job very frequently.

GASCO should look forward to maintain the level as directed by the government in order to improve its image in the market. Company should concentrate more on the development of national employees and should take care of the national employees so that they do not leave the job.

 



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