Assignment范文：现代商务环境作业Modern Business Environment Assignment

Assignment范文大全-现代商务环境作业Modern Business Environment Assignment 。本文是一篇留学生Assignment范文，主要内容是通过回答两个问题的形式来完成Assignment的作业要求，国外大学Assignment形式各种各样，这次小编提供了以Q&A的问答形式的Assignment范文供各位参考，如果您正在面临同样的Assignment写作要求，希望能通过参考此范文帮您顺利完成Assignment写作。

 

Assignment范文

Question 1  问题1
在现代商业环境中，伦理和价值观在商业可持续发展中起着不可或缺的作用。伦理可以被定义为书面或不书面的道德原则，这些道德原则支配着一个人或个人在一个组织内的行为，而价值观，在商业意义上，可以被视为某些在生活中有价值或重要的标准或原则，如对真理等话题的态度，公正与诚实。
In the modern business environment, ethics as well as values play an integral role in business sustainability. Ethics may be defined as the written or unwritten moral principles that govern a person’s or individuals actions within an organisation while values, in a business sense, may be seen as certain standards or principles considered valuable or important in life, such as attitudes towards topics like truth, justice and honesty(Nieuwenhuizen & Oosthuizen 2014, p. 95).

道德和价值观已成为当代商业成功的首要必要条件。近年来，人们、政策制定者和企业本身都将重点放在制造产品和使用具有积极道德性质的服务上。对道德投资产品、有机产品和公平贸易的需求增长，进一步证明了人们对道德实践的关注度有所提高。由于商业道德实践意识的提高，组织应确保始终坚持有利的道德和价值观的应用，否则，当一个组织在公众眼中被视为不道德时，可能会产生威胁到企业生存的各种后果，从而对该组织产生负面影响。
Ethics and values have become a paramount necessity to successful contemporary business outfits. In recent year’s people, policy makers, and businesses themselves have been focused on manufacturing products and using services that are of a positive ethical nature (Nieuwenhuizen & Oosthuizen 2014, p. 92). Further proof of an increased attention to ethical practices may be seen in the growth in demand for ethical investment products, organic produce and fair trade (Nieuwenhuizen & Oosthuizen 2014, p. 92). Due to this elevated consciousness of ethical practices in business, organisations should ensure that application of favourable ethics and values are always upheld, else various consequences which threaten the sustenance of the business may arise as an organisation which is perceived as being unethical to the public-eye will influence the organisation in a negative manner.
一旦不道德行为的知识被公开，企业的信誉可能会受到审查，因为组织产品和/或服务的客户和消费者可能会选择抵制企业实体。这将反过来削弱企业的形象、品牌和声誉，导致产品和服务销售不足，从而导致无法盈利。一旦一个企业的声誉受损，通常很难为这个组织重建一个好名声。此外，由于声誉受损，企业很难留住最有价值的员工，也很难招聘新员工，因为没有人愿意为声誉不佳的公司工作。投资者和供应商也会倾向于忽视与形象不佳的企业的任何联系，因为这可能会损害他们自己的形象和声誉。因此，维持企业实体的过程将变得更具挑战性。
Once knowledge of unethical behaviour has been made public, credibility of the business may come under scrutiny as customers and consumers of the organisations products and/or services may choose to boycott the business entity. This will in turn diminish the image, brand and reputation of the business and result in a lack of sales in products and services thus resulting in an inability to make profit. Once the reputation of a business has been damaged it is often difficult to rebuild a good name for the organisation. Furthermore, due to its tarnished reputation, the business may find it hard to keep hold of its most valuable employees as well as recruiting new ones due to the fact that no one would like to work for a company with a poor reputation. Investors as well as suppliers will also tend to overlook any association with businesses that have a poor image as it may be detrimental to their own images and reputations. As a result, the process of sustaining the business entity will become more challenging.
A lack of ethics and values in an organisation may also lead to unfavourable employee performance. In many cases employees tend to become greedy and almost obsessed with financial gain to such an extent that standard business procedure and protocols are not followed in the correct manner which then results in additional work completion to correct errors. As a result of employees unethically working only for personal gain, performance of the organisation and its ability to satisfy customers will decline in conjunction with the ability to sustain the business. On the other hand the ethical employees may feel that their approach to “life in the workplace” is not as beneficial as those unethical employees and this may cause a lack of motivation and therefore a decrease in productivity from the ethical employee.
Internal employee relationship is another factor that may be harmed by poor ethical behaviour and a poor set of personal values. Whistle blowing whereby an employee or person in association with a business entity reports and/or raises concern about illegal activity and other unethical behaviour to those in authority is an example of an ethical issue that affects employee relationships (Nieuwenhuizen & Oosthuizen 2014, p. 97). By doing so other employees often tend to treat the whistle blower differently, usually in a more negative manner and this puts the whistle blower in a difficult situation. The whistle blower often becomes an outcast in the workplace and is seen as a traitor by the organisation (Nieuwenhuizen & Oosthuizen 2014, p. 98). Sexual harassment where a member and/or members from the work force make unwanted sexual advances to other member/members of the work force, as well as, plagiarism where someone else’s ideas are used without appropriate acknowledgement are examples of other modern ethical issues (Nieuwenhuizen & Oosthuizen 2014, p. 99). Unethical behaviour in general may also cause tension between the employees of the company. Leaders such as managers in an organisation should always set an example of positive ethical practice. Leaders who do not set such an example may find that employees of the company also behave unethically and as a result there is a sense of mistrust and disunity amongst employees which is detrimental to the company’s productivity and thus the businesses ability to sustain itself.
A more recent example of an ethically challenging situation may be seen with the organisation Enron. This American business had grown to be one of the largest organisations within the USA, employing 21000 staff in more than 40 countries (BBC, 2002). However due to poor and unethical management within the business entity, the organisation was forced into bankruptcy in the year 2001. Managers and Leaders within the company had become avaricious and wanted to live beyond their needs (Nieuwenhuizen & Oosthuizen 2014, p. 92) and as a result lied about profit and concealed debts so that they would not show on the companies accounts (BBC, 2002). In addition to the unethical behaviour of leaders within the business, management had sold their shares for enormous amounts of capital and advised employees to invest their pension in shares of the business entity. When the company had eventually filed for bankruptcy thousands of employees had lost their jobs and received only a measly amount of funds from their share investments (Nieuwenhuizen & Oosthuizen 2014, p. 92).
Today Enron provides a perfect example of how unethical practices and lack of values can influence the sustainability of a business in a negative manner. The Networking organisation, Cisco on the other hand is a company which pride themselves on their positive ethical behaviour. Over the past five consecutive years Cisco has been recognised as one of the World’s most ethical companies (Nieuwenhuizen & Oosthuizen 2014, p. 92). As a result Cisco is a well known brand with an impressive reputation in its field expertise. This company has the luxury of having strong customer and consumer relationships as well as employees who are motivated to work for the company and therefore Cisco is an organisation with a strong ability to sustain itself within the modern age of business.
Considering both of the situations within the organisations Enron and Cisco, it furthermore becomes obvious that Ethics and values play an enormous role in terms of business sustainability. Unethical practices as well as poor sets of values may lead to the poor reputation or eventual liquidation of the company while positive ethical behaviour and a good set of moral values may improve the image, reputation and brand of the corporation.
As a result modern companies have used a number of techniques in an attempt to eliminate unethical behaviour. Most modern business outfits tend to use a Code of Conduct which acts as a guideline for how employees should behave within the organisation (Nieuwenhuizen & Oosthuizen 2014, p. 96). Multiple countries also use the law to ensure ethical practice within businesses. Corporations which fail to follow the ethical procedures set out by the government may find themselves receiving a fine or paying other penalties detrimental to the businesses.

Assignment范文

Question 2  问题2
领导能力或为实现共同目标而引导和激励群体的能力对任何商业实体的成功至关重要。在日常工作中，领导者通常会制定战略并协调工作场所的活动，以实现多个组织目标。因此，在企业实体内提供领导的人可以被视为员工与组织目标之间的纽带。
Leadership or the ability to guide and motivate groups of people in order to achieve common goals (Nieuwenhuizen & Oosthuizen 2014, p. 232) is paramount to the success of any business entity. On a daily basis leaders will often strategise and coordinate the activities in the workplace in order to achieve multiple organisational objectives. The people who provide leadership within the business entity can therefore be seen as the link between employees and the objectives of the organisation.

为了一个组织的成功，商业实体应该达到它的目标。为了实现这些目标，组织需要员工来完成工作。因此，员工往往需要指导如何开展工作。在这里，领导者和领导技巧是不可或缺的一部分。领导者通常会监督并向员工提供解决问题的方向和想法。这样做不仅有助于企业目前的成功，而且有助于培训员工，使他们成为公司有价值的成员，为企业未来的成功做出贡献。
In order for an organisation to be successful, the business entity should meet its goals and objectives. For the organisation to meet these objectives employees are needed to perform the work. As a result employees often need guidance on how to go about in doing their jobs. It is here where leaders and leadership skill play an integral part. A leader will often supervise and supply his/her employee’s with direction and ideas on how to tackle problems. In doing so not only is the leader contributing to the success of the business in the present but also training the employees so that they become valuable members of the corporation and contribute to the future success of the business outfit.
商业成功的另一个重要方面是动机，这也是领导力的一部分。激励可以描述为使员工朝着手头的目标努力的任何激励。领导者有责任确保下属有良好的动力，以高效的方式完成他们的任务/工作。就像马斯洛的需求层次一样，不同的人有不同层次的需求。因此，企业有多种激励措施来激励员工最大限度地提高绩效，例如，晋升、奖金，加薪等。在某些情况下，员工甚至可能会被激励为他们的领导工作，因为他们具有丰富的个人魅力和其他特殊的领导特质，如熟练的沟通技巧和处理“工作场所”压力的强大情商。这些管理者领导者对下属起到激励作用，从而从公司员工那里获得最佳绩效，以确保良好的经营业绩和成功的商业冒险。
Another important aspect in business success, of which leadership is involved, is motivation. Motivation may be described as any incentive which causes employees to work towards the objective at hand (Nieuwenhuizen & Oosthuizen 2014, p. 251). Leaders have the responsibility of ensuring that subordinates are well motivated and complete their tasks/jobs in an efficient manner. Just like in Maslow’s hierarchy of needs, different people have different levels of needs. As a result businesses have multiple incentives that motivate employees to maximise their performance, such as, promotion, bonuses, salary increases etc. In some cases employees may even be motivated to work for their leaders due to abundance in charisma and other exceptional leadership traits such as proficient communication skills and a strong emotional intelligence to handle the pressures of the “work place”. These manager leaders act as an inspiration for subordinates and therefore get the optimum performance from the employees of the company to ensure favourable business performance and successful business ventures.
A motivational leader in conjunction with an enthusiastic work force may also be beneficial to the success of the organisation due to the fact that employees who are willing to work for their companies and its leaders often contribute to the organisation much more than the employees who aren’t. As a result leaders who let employees express themselves in the work environment often have a greater influx of ideas and this give the organisation the advantage of being more innovative and creative than competitors thus improving the business and its chances of success.
Communication is a fundamental leadership skill which vastly contributes to the success of organisations worldwide. Business entities with an exceptional communications arrangement or set-up are able to constantly exchange valuable information between the different departments of the organisation. The latest trends in terms of needs and wants, information about various competitors and other types of important information are examples of data which leaders can effortlessly pass on to employees through the use of different communication mediums. A leader with virtuoso communication skills will also be able to comfortably pass on his/her vision to employees so that the subordinates clearly understand the direction that the business and leader wish to take as well as the employees individual role within the business entity. Efficient communication also positively contributes towards favourable productivity levels and also restricts confusion and misinterpretation in the working environment. Modern communication mediums include face-to-face conversations, phone calls, faxes, email and videos etc. (Nieuwenhuizen & Oosthuizen 2014, p. 252).
A strong leader is able to contribute to the success of an organisation by correctly managing conflict within the business outfit. Conflict is often recognised as natural behaviour within the work environment. There are two types of conflict which may arise in the work place. Functional conflict where the disagreement supports the organisational objectives and dysfunctional conflict where employees are disrupted and prevented from achieving organisational objectives. Functional conflict therefore may be beneficial to the organisation as it may result in a wider range of creative opinions and better decision making within the group of employees. On the other hand dysfunctional conflict often causes disunity and unrest amongst employees thus decreasing their performance and ability to reach organisational goals. It is therefore the job of the leader to ensure that conflict within the work force is managed correctly and is beneficial to the business entity.
A modern example of an accomplished leader is Sir Richard Branson. Richard Branson is the founder of the Virgin Group organisation consisting of more than 400 companies worldwide (LiveYourLegend, 2012). Being dyslexic, Branson always found school academically challenging and found it difficult to keep up with his peers. However, in the year 1972, at the tender age of 16 Branson started to show his extraordinary leadership prowess and had started his Virgin brand by opening a chain of record stores (Entrepreneur, 2013). Today Branson is one of the wealthiest people in the world and he may be recognised as a talented Transformational leader due to his vision based on change, creative outlook and continuous involvement in entrepreneurial activity. Richard Branson is also considered to be gifted leader due to his ability in taking calculated risks. As a young business owner Branson was often charged with tax irregularities and even had to put his mother’s house up as collateral (Moneycation, 2013). Branson also firmly believes in the use of functional conflict due to that fact that he employs an “open door” policy where his employees should feel free to give their input and opinions on the matters at hand(Moneycation, 2013).
 

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