Management And European Journal Of Business -Myassignmenthelp.Com

Question: Discuss About The Management And European Journal Of Business? Answer: Introducation Regarding the parameter of Confidence it is observed that the difference between the level of confidence between the two regions, New South Wales and Victoria reflected an increase by about 1 percent. The Confidence level of people residing at New South Wales reflected a consistently high rate compared to Victoria. However again the confidence level of people pertaining to two regions, New South Wales and Victoria reflected a drop of around 11 and 12 percent compared to previous periods. Career Opportunities The Average Decrease in the level of availability of career opportunities along two different states, New South Wales and Victoria was by 1 percent. Specifically, New South Wales reflected an increase of 16 percent while Victoria reflected a decrease of 11 percent regarding availability of Career Opportunities. Thus, New South Wales reflects greater availability of Career Opportunities for individuals. Regarding the availability of future career opportunities, both the states, New South Wales (NSW) and Victoria reflect an average decrease of around 21 percent. More specifically, in NSW the level of career opportunities countered a drop by around 8 percent while Victoria reflected a drop in terms of career opportunities by around 28 percent. The above analysis reflects that NSW generates increased confidence and support in terms of the different type of career opportunities available to them. Existence of potential career opportunities like economic, social and employment opportunities ideally contributes in enhancing the motivation level of individuals and also of business and non-business institutions in the region for generating new products and services (Jehanzeb Bashir, 2013). Existence of greater amount of job opportunities also implies growth of the individuals in the firms. Moreover, it also requires the individuals to develop on their skills and potential for harnessing the resources base available in the region(Tims et al., 2016). Overall Status of Learning and Development Regarding the overall status in the learning and development category, the amount of learning and development reflects an average decrease of around 14 percent both along the two states, NSW and Victoria. Speaking more specifically, learning and development potential in NSE reflects a decrease of around 20 percent compared to an 11 percent drop in the learning and development potential for Victoria. Learning and Development of Employees In an average fashion, the learning and development of employees both along the region, NSW and Victoria reflects an average reduction of around 13 percent. More specifically, the learning and development potential of employees in NSW reflects a reduction of 25 percent compared to a 6 percent reduction in learning and development potential of employees pertaining to Victoria. The NSW State thus reflects a considerable decline in the level of confidence for generating needed support and coaching guidance to employees to enhance their existing skills and potential. A research conducted on Islamic Banks potentially reflect that the generation of effective training and guidance to banking staffs ideally help in motivating and enhancing the level of confidence of staffs for selling of financial and banking products and also in generation of effective customer servicing (Rozkwitalska, 2012). Encouraging staffs to attend conferences, seminars and workshops ideally help in enhancing their potential and skills for dealing with emerging and changing needs of customers(Shah et al., 2016). Overall Category In terms of development focus concerning managers, the NSW State reflects a higher percentage of 69 percent while the State of Victoria reflects a lower percentage of 46 percent. Conversations of Manager with Subordinates It is observed that around 75 percent of the managers based in NSW compared to around 65 percent of managers pertaining to Victoria carried out effective conversations with subordinates such that the same helped in generating growth along their careers. The state of NSW thus reflects increased positivity and confidence pertaining to subordinate staffs owing to support provided by the managers. Support extended by the higher management ideally contributes in not only providing training and coaching to the staffs but also in allocating needed resources and infrastructure for helping the subordinates operate in an effective fashion for generating needed quality of customer services (Bhatia Kaur, 2014). Similarly, managers also need to encourage the empowerment and participation of staffs in decision making activities. The same increases the level of accountability of the employees while also enhances their capability for generating greater performances (Olsen Martins, 2012). References Bhatia, A. Kaur, L., 2014. Global Training Development trends Practices: An Overview. International Journal of Emerging Research in Management Technology, 3(8), pp.75-78. Jehanzeb, K. Bashir, N.A., 2013. Training and Development Program and its Benefits to Employee and Organization: A Conceptual Study. European Journal of Business and Management, 5(2), pp.243-52. Olsen, J.E. Martins, L.L., 2012. Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behavior, 33(8), pp.1168-87. Rozkwitalska, M., 2012. Accepted and strong organisational culture in multinational corporations. Journal of Intercultural Management, 4(3), pp.5-14. Shah, B.A., Niazi, G.S.K. Majid, A., 2016. Employees Perceptions about Islamic Banking and its Growth Potential in Pakistan. Business Economic Review, 8(1), pp.53-76. Tims, M., Derks, D. Bakker, A.B., 2016. Job crafting and its relationships with personjob fit and meaningfulness: A three-wave study. Journal of Vocational Behavior, 92, pp.44-53.