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Managing Stress, Positive Thinking, and Assertiveness

Over the period of past 12 months, it was quite hectic for me to manage stress, assertiveness as well as adhere to positive thinking. Without the management of stress, positive thinking as well as assertiveness, I think it is not possible for an individual to progress in the career (Parray and Kumar 2017). In the following section, I will denote how I have been able to manage the abovementioned psychological factors.

The primary thing that I have done to manage stress is to create a list of things that are most essential for me to remember. In this way, I have been able to focus on managing the most important areas of my career and have been able to remove unnecessary stress from it (Seaward 2017). Practicing positive thinking was also important for me since it allowed me to improve my behavior and has allowed me to cope with the stressful situation during my career. Positive thinking allowed me to reduce the levels of depression and progress further in my career efficiently. Being assertive to individual opinion has allowed me to express myself and stand up for my point as well as allowed me to respect others’ beliefs and thinking.

Goal setting has helped me to improve in both my short term and long-term achievements (Hasson 2019). With the help of the goal setting, I have ben able to achieve both my short term and long-term career-oriented objectives and it has allowed me to improve in my career. My primary goal my career was to improve in my personal field and to improve my communication and behavior across individuals.

Skill

Summary

Confidence

Transferability

Needs improvement

Leadership

 I can easily identify people and their strengths which will allow me to allocate right people at right position

5- confident

I can use the skills in any manager role as well as supervisor role in a corporate company

No

Time management

Over the past 12 months, I have been able to allocate my free time in my work hours and able to find a proper work-life balance between the social life and work life

4- Confident

I can use the time management skill to reduce stress during my career (Badu etal 2020).

No

Technological knowledge

I can use different computer software’s such as word, excel and PowerPoint efficiently however I require time to adapt to new technology

3- fairly confident

Corporate work environment, self-employment and operations

Yes

Team work

I am very friendly and can cooperate with my colleagues to achieve organizational goal effectively.

4- confident

Interacting with colleagues in workplace and managing people

No

Positive attitude

I am highly approachable and are very positive towards new tasks and goals

4- confident

Helping clients to improve satisfaction towards organization

No

Financial management

I am pretty much knowledgeable about the financial management and can work on my incomes and spendings however I need time to learn new financial management tools

3- fairly confident

Working on financials and operations

No

I am detailing my personal SWOT (strengths, weakness, opportunities and threats) in the following section

I have strengths in different area including professional development, time management, leadership and communication skills all of which will allow me to improve the process outcome.

My primary weakness lies in learning new technology and financial management tools. I also find it difficult to cope up with stress sometimes.

With the improvement in focus, I can achieve all career objectives and goals.

Frequent changes in technology remains the primary threat for me since I need time to understand different technologies.

With the help of SMART goal framework, it was much easy for me to focus on the particular goals and to complete them in no time. In the following section, I am denoting the SMART personal development plan for understanding and achieving my objectives and goals.

Goal Setting for Career Improvement

My goals in the career development are to improve in my personal field as well as improve my communication and behavior across different people.

I think improving my communication skills and behaviors will allow me to better perform in my field and will allow me to develop skills and knowledges which will improve my learning and focus in the field of career development (Lejeune, Beausaert and Raemdonck 2021).

Since I have very good knowledge about my personal skills and behavior, it will not be problematic for me to achieve my goals in the future timeframe. However, I must possess positive thinking in order to achieve the specified goals in my career.

The abovementioned goals are very much relevant for me since it will allow me to improve in my professional career and will allow me to adhere to positive thinking.

I think over the period of next 6 months, I will be able to achieve my goals and will be able to understand how can I achieve them more effortlessly if it is not done over the specified timeframe.

In recent times, it has been evident that career development has seen a shift in the way it has been designed and understood. Usually, it was evident that an organization need different types of skills and knowledges from employees to ensure that tare properly assisting in meeting the long-term goals of an organization. Career development is one of the most important aspects which can allow an employee to improve their set of skills and knowledges and to improve the workplace culture accordingly (Vondracek, Lerner and Schulenberg 2019).

When an organization follows proper career development strategy, they can ensure that the employees are improving within the organization and understanding how they can assist further organizational outcomes. When an employee is trained within the organization, they will feel more valued and motivated to work within the organization and they will more actively work towards achieving the organizational goals. Further, it is also evident that when employee feel secure, the origination can better able to retain them within the workplace (Bennett-Levy 2019). Employees always have interest in their self development and if they find out that the organization is helping them to achieve their personal goals, employees will have better co ordination and understanding with the organization. Career development within the workplace consists of different types of trainings and knowledge based improvement programs which an organization includes to make sure that they are allow the employee within an organization to grow and it will also ensure that the organization have a proper career development strategy of its employees. Sometimes within the workplace, decision making can be very much challenging for employees and employees always fear about the workplace future. Having proper career development plan can allow an employee to understand how the employer is valuing them and it will also improve the employee behavior in the workplace.

Personal Skills Audit

Employees feel more valued when they find out that the organization is focusing on their training and development thus the organization need to ensure that they are improving the functional skills, self-management skills and special knowledge skills of the employees within the workplace. The functional skills include decision making, financial calculation and working on software’s. The self-management skills include the motivation, skill and dependency of employees (Desimone and Pak 2017). Lastly, the special resource knowledge skills include understanding the information about the profession, work and occupation. To support lifelong learning, an organization must ensure to provide the employees the opportunity to learn and execute the abovementioned skills in the workplace.

Besides of formal education, there are certain area in which every employee will have to focus to prosper in future. Without understanding the importance of lifelong learning and skills development, an employee will not be able to achieve success in the workplace. Lifelong learning can allow an individual to improve their skills and knowledge in particular field and to develop new skills that can assist them in life. Further, lifelong learning can allow an individual to simply the real life situation and to improve further towards their set of personal objectives and goals (Berkhout etal 2018). In the current competitive work environment, organization always values an individual who are extremely skilled and are very knowledgeable therefore an individual must ensure that they are improving often which will allow them to improve the workplace reputation and value. Skill development can also allow an individual to manage extremely stressful situation efficiently and allow them to become flexible and adapt to new set of skills. Frustration within job and work environment is quite common however an employee must know how to manage the job stress and frustration which will allow them to become a complete person. Employees will have to understand how they can self-motivate themselves in order to achieve something in their existing workplace. Acquiring information about different facts and learn about them can help the employee to improve as well as can allow them to understand the context of their skills and knowledge.

With adherence to the above situation, I can state that in the career and personal development, learning new skills and managing workplace stress is very important without which it will not be possible for me and my coworkers to improve the workplace situation. I think I am very motivated and focused which will allow me to learn every possible skill within the workplace and will allow in career development. However, my coworkers are less confident in learning different set of skills and practices without which they can find it difficult to practice lifelong learning (Bates and Morgan 2018). This includes understanding financial facts, time management and reducing job stress within the existing atmosphere. I have advised my colleagues to meditate and learn about different facts which will allow them to reduce job stress and will allow them in efficient time management. Further, it is also essential for my co workers to understand different barriers to the lifelong learning which can affect their learnings and they will have to work collaboratively to reduce the barriers.  I have advised my coworkers to conduct succession planning which will allow them to focus on different aspects of planning as well as will allow them to work in different work environment.

Personal SWOT Analysis

In career development, my primary weakness is the time management in learning different types of skills. I find it very difficult to learn different types of skills and attributes in very short timeframe. Further, I have also found that I become frustrated sometimes to work in an organization and this affects my behavior and mentality towards my coworkers. To manage the situation, I am thinking to adhere to the different types of practice of mindfulness which will allow me to reduce existing stress in the work environment. Further, I think it is also important for me and my co workers to understand how important career management is. Me and my coworkers can use lifelong learning to simplify their real-life situations and progress toward their personal ambitions and aspirations. Individual skill development may also enable us to effectively manage very stressful situations while also allowing them to become more flexible as well as adapt to new abilities. Frustration at employment and in the workplace is typical, but we need needs understand how to handle professional stress and frustration.

I think it is very important for me to combine the set of functional, self-management and special knowledge skills in the workplace in order to improve and progress forward. Without managing the factors, it will be not possible for me to adhere to set of organizational objectives. Decision making is very difficult for me and my coworkers. I think in order to achieve decision making, an employee will have to identify the decision and understand the alternative decisions. If I can understand the difficulties of my coworkers, I will be able to mentor them to reduce their difficulties in workplace (Mohr and Shelton 2017). Being a mentor of my coworkers will allow me to improve the overall knowledge and understanding as well as increase my sense of self growth.  I have to be my mentor and understand the set of factors affecting my decisions which will allow me to grow professionally in my career and will have to communicate the difficulties across my co workers which will allow me to reduce the existing difficulties in no time.

High performance in workplace is very important without which an employee cannot understand how they can collaborate with the others and improve job performance. Employees who show work ethics are more likely to deliver better results and performance. With the help of work ethics, it will be easier for an employee to meet their job expectations. Building high performance teams often require leaders to understand how they can create energy across team and can inspire individuals in developing the teams (Warmerdam etal 2018). Without being inspired, team members will not be able to work efficiently towards completing organizational objectives. Further, within the workplace, conflicts can occur and team leader will have to ensure that they are reducing the workplace conflicts and quickly promoting co operation within the workplace. Further in order to build high performance team, it has been found that team leader often stretch the goals and allow the team to achieve the impossible. When an employee will be able to understand that they are personally capable of doing extraordinary, they will be more engaged toward work and thus leaders will be able to build high performance teams. Often, it is found that employees are not understanding the set of objectives and visions of the organization (Miller, Williams and O'Neill 2018). In order to ensure that an employee is able to understand, team leaders will have to communicate the visions and directions of the organization which will allow each employee to stay focused on the vision and mission of the organization.

SMART Personal Development Plan

In essence to build high performance teams, a team leader will have to be trusted and without trust of employees, a team leader will not be able to convince the employees. Lack of trust can slow down the organizational process and thus can affect the relationship of team leaders. With proper collaboration and supportive mentality, team leaders can achieve the intended outcome which will allow them to improve the workplace condition (Serrat 2017).  

In order to understand how to lead high performance across people, I have conducted different set of postings and exchanged my questions amongst my coworkers. I am attaching the blog question and view of my co workers about achieving high performance in an organization after which I will evaluate their statement and understand how they can collaborate towards performance management. Further, my follow-up will be also attached which will allow in deeper understanding of the process of developing high performance across people.

 Performance management varies from organization to organization and the strategy focus on monitoring and improving the performance of the whole organization, which are the people and departments in order to achieve the aims and objectives of the organization.

High performance people can be developed effectively by effective performance management, when management take a proactive approach towards there staff development within the organization for example having 1-2-1 meetings with employees on regular basis on matters such as what the business could do to help staff perform better.

I quite agree with you. Such engagement would lead to better understanding between the management and employees, and whether an individual requires more training or mentoring to carry out their task effectively.

In order to set goals and improve people's performance a business could utilize The SMART technique, which stands for Specific, Measurable, Achievable, Realistic, and Timely. This method is useful to provide a sense of direction, to help focus your efforts and increase the chances of obtaining your objective.

With the SMART tool, organization can monitor and adjust their plans regularly to fit into its objectives. However, do you think there was a shift and the impact of the pandemic challenged priority or maybe resulted in many organizations adopting a new approach to setting realistic goals and becoming more innovative in the process (Rohde and Hielscher 2021). For example, the working from home and the social distancing regulations at work, employee absentee or sudden bereavement.

Rewarding positive behaviors when employees do a good job could also be useful in improving performance because as human at times, we need affirmations and praise when we do something good. So, when an employee embodies the values of the company and is achieving his/her set goals then rewarding them will motivate them to do better which will overall improve performance.

Importance of Career Development

I agree that reward is very important as high-performance team are result focused and consistently deliver at least what is expected of the team. They add values across the business and such efforts are acknowledged with intrinsic and extrinsic benefits, which refers to the human resources policy of an organization. Aside the reward, I also think high level of collaboration, trust and respect are essential for the building process.

With the abovementioned set of question and follow up process, different set of factors can be understood. When management takes a constructive attitude to staff development inside the business, high-performing personnel may be created successfully through effective performance management. A company might use the SMART approach, which stands for Specific, Measurable, Achievable, Realistic, and Timely, to define goals and increase employee performance. Rewarding positive behaviors when workers do a good job may also help improve performance since, as humans, we require confirmation and praise from time to time (Jaeger, Yu and Adair 2017).

Therefore, as an individual, I will develop the following course of strategies in order to build and lead high performance teams in workplace.

I will have to develop personal interaction which will allow me to communicate different set of organizational objectives with the employees. Communicating the set of objectives will allow me to construct a positive work environment in a close and dynamic work environment (Armstrong 2021).

With the help of recreation strategy, I will be able to encourage people to work more efficiently. I will have to recognize the work of employees and I also need to understand how I can collaborate with the employees more efficiently. I must have to understand that every set of objectives set by my organization will require smaller changes that will bring me closer to the goal which we are pursuing as a team (Hall etal 2017). The same will allow me to achieve organizational goals and will be able to promote motivation as well as inspiration.

Within the workplace, I think it is very usual for employees to involve in conflicts. As a leader I will always have to simplify different set of factors which will allow me to solve complex situation in no time. Further, if a conflict stretches, it will affect the mentality of workers therefore I will have to ensure that the group is focusing on my vision and objectives which will improve the overall workplace atmosphere (Jones and Daigle 2018). Further, I will have to conduct a routine workplace management which will allow me to make several smaller changes to improve the process outcome. As a leader, I will have to understand the talents and skills of my employees and must find ways to reduce workplace stress and frustration of employees.

Benefits of Employee Training and Development

The performance development tool is used to assess performance of an employee. Without analyzing high performance in the workplace, it is not possible for an organization to achieve their goals and objectives. High performance strategies are often found to improve the personal development skills of an individual and allows them to ascertain individual growth. The following section of the study will denote how high performance strategies are affected by perceptions, communication, and attitudes of employees.

In a workplace, it is essential to understand different sets of decision making factors which can affect the overall organizational goals and objectives. With the help of high performance strategies offered by the team leads, the employees of the organization will become more motivated and the will feel more confident about their future decisions (Rajasinghe and Mansour 2018). Further, with the help of the strategy, an employee can understand about the work and thereby can improve efficiently. The planning and problem solving skills of an employee also gets affected by different set of factors. High performance strategic adherence can ensure that the organization is following proper set of strategies which will improve the planning as well as will also improve the coworker relationships to significant extent.

High performance teams also ensure that they are allied on an individual goal which therefore allows them to effectively work across the other team members. Further, it is also evident that when a team lead appreciates the work of an employee, they will feel more motivated and will work towards achieving the organizational goals. Both of the monetary and non monetary system can allow in improvising performance across organization. Incentives can work as a motivator for employees which can improve their attitudes and skills at the workplace (Hawkins 2021).

Further, it can be also noted that high performance teams can get affected by different workplace conflicts however with the help of the high performance strategy can allow in understanding different workplace conflicts and allows in addressing issues more openly. Further, it is also evident that high performance teams can allow in bossing the interest and facilitates decision making. Building high performance teams can allow in improving the overall performance in the workplace however the employee will have to ensure that they are perceiving the job as a positive variable (Hung etal 2019). Companies become more profitable when their employees are productive and focused toward the organizational objectives. Without developing high performance strategies, it will not be able to focus on its employee development and overall organizational development. Though building high performance strategy is one of the essential part of developing sound workplace strategies, it is also essential for an organization to being respectful to the employees as well as build trust between employees as well as senior management.

When employees are connected to the organization and are committed to deliver effective strategies, they will more likely to have a positive work attitude. Further, it is also evident that workplace commitment and job satisfaction is low, employees are more likely to feel demotivated and are being found to underperform. With the help of the high performance strategies, organization can work co ordinate with the employees and employees in turn, will ensure that they are working more diligently (Cottrell 2020).

As per the results of the blog question, I have found developing strategies related to high performance can actually help employees to improve their existing workplace condition and can motivate them to perform well accordingly. I think with the help of effective performance management, employees are able to improve the existing workplace condition and therefore organization should always take a proactive approach in staff development. Engagement with employees will allow an organization to understand employee attitude towards the workplace and therefore they will be able to carry out the necessary procedures in managing the employee (Linton and Kask 2017). Further, I have been also able to understand that SMART tool can allow a firm to monitor and adjust their plans according to the changes in the industry. Further, it is also evident that the changes in organizational priorities can sometimes demotivate employees therefore high performance management is required to allow the employees to become more motivated and to improve the process and outcome. Different set of innovative and realistic goals can allow the organization to improve employee satisfaction and can allow them to work more diligently toward achieving the organizational objectives. For example I have found that work from home measure during the covid 19 pandemic has allowed employees to work diligently and ensure high performance within workplace.

Further, improvement in high performance teams can be possible by providing the employees with incentives. Incentives will motivate employees to work efficiently as well as will also allow them to focus on the organizational value. Further, employees should be also given with different set of intrinsic and extrinsic benefits which will improve the level of trust, respect and collaborations within the workplace.

By delivering high-quality services, businesses must strive to develop a favorable image in the HR area, which will undoubtedly improve employee performance. Employees' creative work behaviors were substantially associated to high-involvement work practices. Furthermore, the results of the moderation demonstrated that a greater level of managerial compassion improves the association between high work practices and employee creativity. Greater levels of leadership can allow an organization to achieve high involvement between employees which are shown to improve process outcome (Trigkas etal 2020). The componential theory of creativity stresses the several elements that drive creativity, including the organizational and social context, motivation, as well as individual cognitive aptitude. Furthermore, the cognitive degree that promotes the invention, execution, as well as execution of new and creative ideas is influenced by social and psychological factors, according to the complementary theory of creativity (CTC) (Rennick and McKay 2018). Individual motivation is also boosted by leadership support, which manifests itself in the means of individual effort. Employees also require particular abilities and qualities to produce creative behaviors, such as good communication and knowledge and information exchange. As a result, businesses will need to grasp some of the norms that enable people to be highly accountable and eager to take on new tasks. Individuals that engage in proactive behaviors improve their employment strategies, procedures, and the creation of key personal needs in order to meet future job expectations as well as workplace goals.

References

Armstrong, M., 2021. Performance management.

Badu, E., O’Brien, A.P., Mitchell, R., Rubin, M., James, C., McNeil, K., Nguyen, K. and Giles, M., 2020. Workplace stress and resilience in the Australian nursing workforce: A comprehensive integrative review. International journal of mental health nursing, 29(1), pp.5-34.

Bates, C.C. and Morgan, D.N., 2018. Seven elements of effective professional development. The Reading Teacher, 71(5), pp.623-626.

Bennett-Levy, J., 2019. Why therapists should walk the talk: The theoretical and empirical case for personal practice in therapist training and professional development. Journal of behavior therapy and experimental psychiatry, 62, pp.133-145.

Berkhout, J.J., Helmich, E., Teunissen, P.W., van der Vleuten, C.P. and Jaarsma, A.D.C., 2018. Context matters when striving to promote active and lifelong learning in medical education. Medical education, 52(1), pp.34-44.

Cottrell, S., 2020. Teaching study skills and supporting learning. Bloomsbury Publishing.

Desimone, L.M. and Pak, K., 2017. Instructional coaching as high-quality professional development. Theory into practice, 56(1), pp.3-12.

Hall, S., Oldfield, P., Mullins, B.J., Pollard, B. and Criado-Perez, C., 2017. Evidence based practice for the built environment: Can systematic reviews close the research-practice gap?. Procedia engineering, 180, pp.912-924.

Hasson, G., 2019. Emotional intelligence: Managing emotions to make a positive impact on your life and career. John Wiley & Sons.

Hawkins, P., 2021. Leadership team coaching: Developing collective transformational leadership. Kogan Page Publishers.

Hung, D., Gray, C., Truong, Q., Harrison, M., Meich, E., Green, B., Schneider, J., Retecki, S., Kapka, T., Coury, J. and Keast, E., 2019. Abstracts From the 25th Annual Health Care Systems Research Network Conference, April 8–10, 2019, Portland, Oregon. Journal of Patient-centered Research and Reviews, 6(1), pp.52-126.

Jaeger, M., Yu, G. and Adair, D., 2017. Organisational culture of Chinese construction organisations in Kuwait. Engineering, Construction and Architectural Management.

Jones, W.D. and Daigle, K., 2018. Rest & rejuvenation: Managing workplace stress. Professional Safety, 63(1), pp.14-16.

Lejeune, C., Beausaert, S. and Raemdonck, I., 2021. The impact on employees’ job performance of exercising self-directed learning within personal development plan practice. The International Journal of Human Resource Management, 32(5), pp.1086-1112.

Linton, G. and Kask, J., 2017. Configurations of entrepreneurial orientation and competitive strategy for high performance. Journal of Business Research, 70, pp.168-176.

Miller, R., Williams, P. and O'Neill, M., 2018. The Healthy Workplace Nudge: How healthy people, culture, and buildings lead to high performance. John Wiley & Sons.

Mohr, S.C. and Shelton, K., 2017. Best practices framework for online faculty professional development: A Delphi study. Online Learning Journal, 21(4).

Parray, W.M. and Kumar, S., 2017. Impact of assertiveness training on the level of assertiveness, self-esteem, stress, psychological well-being and academic achievement of adolescents. Indian Journal of Health and Wellbeing, 8(12), pp.1476-1480.

Rajasinghe, D. and Mansour, H., 2018. Coaching as an entrepreneurship learning and development tool. Enterprise Education in UK Higher Education: Challenges for Theory and Practice. London: Routledge.

Rennick, C. and McKay, K., 2018. Componential theories of creativity: A case study of teaching creative problem solving. Proceedings of the Canadian Engineering Education Association (CEEA).

Rohde, F. and Hielscher, S., 2021. Smart grids and institutional change: Emerging contestations between organisations over smart energy transitions. Energy Research & Social Science, 74, p.101974.

Seaward, B.L., 2017. Managing stress. Jones & Bartlett Learning.

Serrat, O., 2017. Building trust in the workplace. In Knowledge Solutions (pp. 627-632). Springer, Singapore.

Trigkas, M., Anastopoulos, C., Papadopoulos, I. and Lazaridou, D., 2020. Business model for developing strategies of forest cooperatives. Evidence from an emerging business environment in Greece. Journal of Sustainable Forestry, 39(3), pp.259-282.

Vondracek, F.W., Lerner, R.M. and Schulenberg, J.E., 2019. Career development: A life-span developmental approach. Routledge.

Warmerdam, A., Newnam, S., Wang, Y., Sheppard, D., Griffin, M. and Stevenson, M., 2018. High performance workplace systems’ influence on safety attitudes and occupational driver behaviour. Safety science, 106, pp.146-153.

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