Reflective Portfolio and Leadership Critique

Question: Compose an article about the Reflective Portfolio and Leadership Critique. Answer: Intelligent Portfolio So as to finish my last task, I have taken an interest in different exercises and finished a few assignments. I have finished assortment of intelligent diary sections all through this timeframe. In Unit 1, there are 9 articles have been evaluated. The diary one is create by David Boud (2001), which assists with advancing reflection on experience. The subsequent diary is about the act of initiative in the muddled universe of association created by Jean-Louis et al. (2010). Third diary is created by Anca (2015), which is about impact and initiative. In the fourth diary of Unit 1, Boas and Galit (2005) have built up a biographies way to deal with bona fide authority improvement. In the following diary, we have come to know distinctive conduct model of a pioneer created by Angela. The following two diaries are created by Brockbamk (Chapter 3 and 4), which portray about intelligent learning. In the following diary created Georgeet al. (2007), we have come to think about credible administr ation. From the last diary we come to think about the idea of administrative work. In the Unit 2, the principal diary article we have examined about the effect of administration style on association responsibility. This diary article is created by Sabiret al. (2011). In the following stage, we have broke down the diary article create by Zhu et al. (2016). This article is about the transmission of Moral Identity and Moral Attentiveness. We have broke down how to invigorate based criticism from the diary article created by Gallagher (2007). From another examination work created by Hrams and Roebuck (2010), we have come to comprehend that educating is the craftsmanship and specialty of giving and getting criticism. I have come to comprehend around five major thoughts regarding administration technique structure the exploration work done by Allio (2009). In another exploration work created by Jogulu (2010), we have come to think about socially connected initiative styles. There are likewise two another examination works have been talked about in Unit 2. One of the expl oration works is created by Livingston (1969) and another is created by Velsor and Leslie (2005). From the exploration, work created Livingston (1969) I have come to comprehend that pioneers need to give exceptional consideration on representatives on the principal year since this is the time, when desires are created. In the unit 3, the principal diary that we have gone over is about administrative initiative created by Yuki (1989). I have come to think about transformational initiative from the diary article created by Bass and Steidlmeier (1999). In the following diary we came to think about within story of a death camp. This story was portrayed by an overcomer of the fixation camp.From another examination work created by Yukl (1999), we have come to think about reasonable shortcoming in transformational and magnetic authority style. In the following stage, we have investigated the contrast among transformational and value-based initiative from the diary created by Jmaes and Ogbonna (2013). Actually, from the diary article created byPrice (2002), we need to come comprehend the morals related with transformational administration. The following examination paper created by Thomas and Bendoly (2009), we have come to think about the cutoff points to compelling authority style and strategies of the b asic episode interventions.Bernnis and Thomas (2002) had created pots of administration approach. In the last diary of unit 3 is has been examined how authority approach can assist with skipping once more from unfavorable circumstances. This diary work is created by Margolis and Stoltz (2009). The clench hand article talked about in the unit 4 is about moral and exploitative administration. This article has been created by Brown and Mitchell (2010). The following article created by Collins (2001), which gives the triumph of modesty and savage purpose. The last diary article talked about in unit 4 is creating by Graf and Dick (2011). It assists with examining the standards and the counter goals of initiative qualities and their effect of devotees. In the unit 5, the primary diary article encourages me to comprehend the significant parts of a Curriculum vita (CV). It causes me to comprehend, the significant focuses that should be thought of while creating individual CV. From another diary article created by Collins (1999), we come to comprehend about how to transform objectives into results. The last diary article of unit 5 created by Lencioni (2002), we have discovered that collaborate esteem articulation can accomplish more damage instead of good. This examination work encourages us to discover approaches to take care of these issues. From the diary work created by Boud (2001) it has been discovered that there are many purpose behind which we compose diaries. We can attempt to catch our sentiments, record an occasion, attempt to investigate our emotions however our writing in diaries. There are different explanations behind which we use diary articles in our learning reflection. It extends the nature of learning, as basic reasoning. It encourages us to comprehend my own learning processas a student,. It encourages imaginative and intelligent cooperation inside a group. There are different events have been discovered where reflection can be executed. They are, for example, refection on the expectation of occasions, refection in the attitude activity and impression of after occasions. In the article created by Jean-Louis et al. (2010), the initiative action has been inspected as a useful exercise that emphasis on rationalistic, arranged, group and dynamic methodology. From the examination work created by Anca (2015) , I come to comprehend that administration isn't just the way toward impacting blossoms however it additionally assists with deciding the activities so as to accomplish objectives. It has been found from this exploration article that in the wake of dissecting the quintessence of authority, supervisors consistently attempt to create powerful correspondence framework with the goal that hierarchical destinations can be satisfied. From the examination it has been discovered that true chiefs don't phony about their authority. They don't play the job of authority or any sort of administration action for individual respect, status or individual advantage. They lead the group for conviction to satisfy a strategic (2014). I have come to comprehend from the diary created by Angela that, administration is the mentality of an individual, where that individual leads exercises towards the shared objective. The significant contrast among troughs and pioneers is that supervisor center around structure while pioneers center around people groups. As Popper and Mayseless (2013) referenced that, pioneers go about as trend-setters and directors go about as heads. Structure the exploration work created by Brockbamk, it has been examined that the structure of an association needs to urge learning and need to incorporate transparency. I come to comprehend from this exploration work that adapting should be compensated both monetarily and socially. From another exploration work created by Brockbamk, it has been discovered that a student needs to build their own learning style contingent upon the social context.From the examination work created George et al. (2007) I have found the significance of bona fide approach of authority. I have discovered structure this examination work that everybody has the capacity enable and move others. So as to do that, we should need to give ourselves to our self-awareness and improvement as a real head. In the unit 2, from the examination work created by Sabir et al. (2011) I have come to comprehend that by and by the workforce of an association is increasingly instructed, mindful and proficient. They generally hope to have better an incentive from an association. In actuality, an association consistently needs to all the more likely use those qualities to expand benefits. I have discovered that, administration style has sway on the hierarchical responsibility of workers. As Peterson et al. (2012) referenced that, authority style can assist with changing the hierarchical culture that mirrors the worker esteem in the association. From the exploration work created by Zhu et al. (2016) I have discovered that ethical character and good alternativeness of a moral head has direct association with the view of workers about moral authority. As Schalock and Verdugo (2012) expressed that ethical personality alludes to the degree to which people groups trust themselves to be moral. From the ps ychological hypothesis of social learning, I come to realize that fundamentally moral pioneers impact devotees through demonstrating process. As Schyns and Schilling (2013) referenced that Behavioral model is one of the most used devices of pioneers that can assist pioneers with transiting their qualities, mentalities and practices to the colleagues. From the exploration work created by Hrams and Roebuck (2010), it has been discovered that the technique for assessing the exhibition of the two supervisors and representatives can be alluded as input. As Daft (2014) referenced that, the criticism of the work environment must be lined up with the work environment conduct with the general objective of an association or a group. The examination work created by Allio (2009), it has been discovered that there are five major thoughts related with administration. They are, for example, acceptable pioneers must have great character. Pioneers need to comprehend that there is no most ideal approach to lead. As Du et al. (2013) referenced that, pioneers must need to work together with devotees. As Johnston and Marshall (2013) referenced that, pioneers are independent. They have to comprehend that flexibility make life span conceivable. From the examination work created by Livingston, it has been seen that uncommon consideration must have as given to representatives in the primary year, in light of the fact that in this time desire has been set. Structure this examination work I come to comprehend thatone of the significant attributes of good quality pioneer is the capacity to make superior desires that the tea

Visual vs auditory Free Essays

This examination paper depends on tests that were directed with the sole motivation behind decide people’s various inclinations towards different learning and introduction procedures, which means content maintenance and capacity to learn and recall a wide scope of substance that was instructed in class. This trial was done on two deferent conditions; one analysis was done on individuals in a control domain (study hall) where understudies didn't utilize visual guide in their investigation, while the other condition was not done in the homeroom but instead In the open and included the utilization of visual chap, for example, projectors, diagrams, graph among other visual types of gear. Members attempted their best to record each word they either observed or heard however a few members showed improvement over others. We will compose a custom paper test on Visual versus sound-related or on the other hand any comparable point just for you Request Now Both Group An and Group B performed around the equivalent. The aftereffect of this examination, which depended on the capacity of the respondents to hold or recall various words, was recorded in a continuous table which will be broke down in this exploration paper. Introduction Researchers and approach producers the same suggest the way that for all intents and purposes every single person re visual creatures and not hypothetical creatures, and that they learn better just as recollect or review various realities and data dependent on how these data was passed to them. For instance, explore has demonstrated that when visual guides, for example, outlines, charts, projectors among other visual guides are utilized In instructing and introduction, the crowds can build their statement or substance maintenance to a bigger degree contrasted with when no visual guide are not utilized in introduction and educating (Carol and Roger, 1978). This lab report will direct an inside and out examination on n try that was led by 18 members, leveled out and non-control condition corresponding to utilization of visual chap In making tests. The examination paper will from that point make suggestions, lead a bit by bit investigation on what members did in the test, anticipate the eventual fate of visual introduction, feature the approach that was utilized in directing this examination, plot the key confinements of the examination and make an end that depends on the discoveries of this examination. Strategy Participants 18 members that are joined up with an Experimental Psychology class played out a center necessity. The members comprised of 17 female and one male. The members dissected the utilization of visual and outline learning, and how they affected word recognition. The investigation utilized basic arbitrary testing in choosing the example size that was utilized in the examinations. Setting This trial occurred in a little room that deliberate mother by mother, there were no windows in this room. The members had 25-30 seating alternatives; the seats had a wooden work area and metal seats. There was a writing board before the room just as the rear of the room. There was additionally a rectangular table in the front of the room s well as the rear of the room. There was likewise a rectangular table in the front of the study hall. Materials The material’s that was required for this analysis was irregular task sheet, PC, projector and projector screen, ‘phone (sound-related introduction clock), pens or pencils, and pieces of paper w/25 spaces which were PC estimated. Arbitrary task is a strategy in sorting out analyses wherein members have equivalent chances of being given to an exact condition of the investigation. The personal computer was utilized to look into the words and sounds for the trial. The erector and the projector screen was utilized to make the introduction increasingly clear so all the members could see and hear the introduction. The telephone was utilized as a sound-related introduction and clock. Members utilized pens or pencils to record the information. The piece of paper with the 25 spaces was utilized by the members to record information that was gotten from this trial. Exploratory Design The test configuration was between subject plan. Members were relegated by arbitrary task they were then positioned in Group An or Group B. Gathering A was given the visual introduction while members in Group B were given the sound-related reservation. Members were being seen by impacts every introduction had on them. Methodology The experimenter arbitrarily doled out members got relegated either to Group An or to Group B by the number they got by the experimenter. Gathering B left room while Group A remained. The experimenter at that point gave the members guidelines and a sheet. Members recorded words they recalled then members traded sheets with a cohort. The experimenter evaluated right words. After that members recorded the all out number of words right they got. Members revealed absolute number to experimenter. At that point the Participants in Group A the ones that were given a visual introduction ventured outside and Group B the sound-related members entered the study hall. Gathering B followed indistinguishable strides from Group A, Group was introduced the sound-related introduction through the ‘phone. Results Figure 1 shows the contrast between the two gatherings, Group A performed marginally one demonstrated that the members in Group A performed better than those in Group B. Gathering A the ones that got the visual introduction which permitted the members to answer increasingly address words though Group B had the sound-related reservation which was difficult to hear so it caused an adjustment in results. The mean for Group A was 12. 4444 though the mean for Group B was 10. 6667. The t-test demonstrates that there is no significances. Conversation Predicting the eventual fate of visual guide or visual introduction in the encouraging educational plan and introduction is an intricate issue this is a result of the extraordinary changes that have been seen in for all intents and purposes all areas and how they grasp this idea. For example, in the scholastic and showing calling, the utilization of visual guide or visual software’s, for example, power point introductions has been grasped using Powering introduction both by the students and course facilitators, power point introduction will in general be more visual instead of hypothetical and henceforth would help in upgrading the capacity of students to improve their assertion maintenance capacity, on the other hand, the utilization of Youth instructional exercises is another road that will be utilized all the more as often as possible by students later on to discover constant data progressively. These instructional exercises give a visual just as sound bit by bit stream on various research themes to client which improves their statement maintenance capacity Carol and Roger, 1978). What's more, the fate of visual introduction in conferencing and meetings looks brilliant. This is made conceivable due to the utilization of voice over web stages, for example, Keep, where individuals can associate over a wide topographical area, coming about to trade of data and thoughts among individuals. Video chatting will additionally streamline just as wipe out all the obstructions that existed in the conventional condition, since individuals can connect at low costs, based whenever the timing is ideal, and moving starting with one area then onto the next. Since the world has been diminished from the conventional commercial center, to one the advanced market space, representatives, and experts, for example, instructors can have the option to impart data to one another, just as benchmark with one another (Carol and Roger, 1978) Also Carol and Roger (1978) battle to the way that the changeability just as unwavering quality of research is somehow improved by recognizing the impediments of the investigation. Fundamentally, this exploration paper is dependent upon various impediments in nature, and segment qualities of various individuals. One, this examination didn't think about the distinctive geographic qualities of individuals, for example, age which would influence people’s content maintenance and recognition capacity. For example, elderly individuals have a low recognition capacity contrasted with youngsters this is on the grounds that mature age influences a portion of the human cells that expansion word maintenance and recognition. Second, considering the way that recognition and substance maintenance should be possible through trials, in any case, delicate issues, for example, physiological or intense subject matters that may influence the capacity o review words and recollect them all together are hard to build up. Third, time for completing the proposed look into is restricted, as the scientist will work inside exacting practicality. Fourth, there is plausibility of progress of associations or the people viable; this is on the grounds that the exploration doesn't contemplate the drawn out impacts of factors of study (Carol and Roger, 1978)). The investigation gave a few proposals for additional exploration and analyses on the picked analyst consequently felt that examination be done in different organizations and individuals of efferent age bunches over a more drawn out timeframe so as to build up a superior perspective on ebb and flow look into. It was additionally recommended that an exploration ought to be led on various learning foundations to set up whether the utilization of visual guide and educating software’s, for example, Powering introductions have improved the word maintenance of individuals in these schools since these software’s were presented in their learning organizations (Carol and Roger, 1978). In view of the discoveries got in this examination paper, it is clear that utilization of visual guide, for example, projectors, diagrams among other regular materials, upgrade and improve the capacity of individuals to hold, recollect and review various parts of learning like recognition of words during introduction. Albeit, some little inconsistencies are accounted for on individuals whose memory doesn't rely entirely upon the utilization of visual guide as a result of demographical and physiological contrasts in various p

African-American Culture and Reconstruction in America Essay

African-American Culture and Reconstruction in America - Essay Example The paper centers around African American culture in America and the remaking procedure thinking about each perspective that accompanies it. The advancement of the African American culture was because of the way toward giving and taking. Social impact relied upon the class to which somebody had a place with, age, and class status in Africa. Particularly youngsters who were taken as slaves adjusted so quick to the language and culture of the Americans. There were intermarriages that occurred just as the improvement of religion. During the remaking procedure, African Americans participated in the political social and monetary procedures. There were numerous individuals who were permitted to hold open workplaces considering association. The connections prompted intermixing and, along these lines, prompted the African American culture.This conversation announces thatâ during the recreation procedure, African slaves were permitted to get training and were acclimatized to the religion t hey had faith in. Permitting Africans to connect with the Americans and Europeans, all in all, implied that there will be closeness that would prompt an understanding just as relationships and reception of one another's way of life. The sort of religion lectured by the Americans and Europeans prompted a top in subjection rehearses just as any type of abuse. The reproduction procedure prompted the development of the African American culture, blending both the African and American culture.â

Abdulla Al-Emadi Essay - 550 Words

Abdulla Al-Emadi (Essay Sample) Content: Abdulla Al-EmadiProfessorClassDateEpistemologyEpistemology is the study of knowledge. Its main argument revolves around how to differentiate real knowledge from the false knowledge. Epistemology has given rise to so many theories, most trying to explore the relationship between it and the scientific methodology. Today, this questions gives rise to various theories which bring issues to the scientific methodology because of the new concept of cognition; artificial intelligence. This has been developed through the approach of information processing where computer programs compete with the human mindà ¢Ã¢â€š ¬s capacity of learning and using knowledge. In the early theories, knowledge was known as a straight and simple permanent character but following contradiction the later theories emphasized on the continuous development and dependence on situations.There are many theories that exist about what knowledge is and how it is acquired. These theories are always in conf lict due to their belief, justification and the real facts about knowledge. The Greek philosopher Plato was of the opinion that knowledge is absolute. Aristotle on his part chose a different path and analyzed knowledge on the basis of how it is acquired. According to him, there are two ways through which knowledge is acquired. They are empiricism and rationalism. Empiricism refers to knowledge which is gained from sensory perception, and rationalism refers to knowledge gained from rational reflection.From their definitions, it is clear that the two approaches contradict yet they are based on individualà ¢Ã¢â€š ¬s experiences. The theory evaluates the sense of experience and examines the extent to which experience contributes in gaining knowledge. Rationalists argue that there is some knowledge that we get without experience. They back this up by the fact that there is some information we have that cannot be experienced or proved to be true yet it is. This means that the said info rmation was acquired through other methods rather than experience. They also construct scenarios where reason gives additional information that cannot be experienced.Priori and Posteriori are two terms that are used to distinguish between knowledge, justification and an argument. Priori knowledge is does not really on experience. This is a generally accepted truth that does not require any science to prove (Sommers and Tamler, 2003). For example, à ¢Ã¢â€š ¬Ã‹Å"all bachelors are unmarried.à ¢Ã¢â€š ¬ This is a fact and a statement which is told to an individual when young and he does not need to experience it to believe it. It is just evident because it is the natural way that things are. It can not be changed. Priori knowledge is gained through teaching and is usually understood rather than proven. The main distinction in priori and posteriori is that priori knowledge can be gained prior to having experience whereas posteriori depends on experience entirely (Casullo, 2003)There ha s been ranging debate on whether priori knowledge is there during birth. Priori knowledge is innate. However, children have...

The Financial Crisis Of 1907 - 1660 Words

Prior to the crisis in 1907, banks were considered full service financial institutions. In the year 1913, the Federal Reserve System was created by congress to help stabilize the financial market by acting as the lender of last resort to the banking institutions. Nonetheless the great depression still hit the economy between 1929 and 1933 which led to the stock market crash and market share value decrease by 80%. By the 1980s, the economy had stabilized again and there was increase in computer analysis, electronic information transfer, increased importance of global markets and deregulation of financial institutions. The financial crisis of 2007 and 2009 was the worst since the great depression. It was not a single event but a series of crises whose seeds had been planted in yet another recession of 2001 and the era of the internet bubble years earlier (Bodie, Kane, Marcus, 2011). One of the reasons for the crisis was the rise in subprime lending. Subprime loans were offered to individuals who did not qualify for prime rate loans and carried a higher rate of interest than prime loans (Gilbert, 2011). Another reason behind the subprime mortgage crisis is argued to have been due to the lack of ethics and poor policies such as the Goldman rule which encouraged pursuit of profitable opportunities irrespective of the effects on others (Watkins, 2011). In this paper, I will briefly define financial markets, outline types of financial markets and orders and trading mechanisms inShow MoreRelatedThe 1907 Financial Panic and the 2008 Financial Crisis1931 Words   |  8 Pagesof 1907. Almost exactly 100 y ears after the financial crisis of 1907, the poem known as The United States economy, holds a stanza rhyming it with the 2008 financial crisis. The tail of these two events is compared to better understand the elements in an effort to rhyme the next line of the poem with a new set of syllables. 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Evaluation Of A Mini Reading Lesson Plan - 1300 Words

Module 9 Reflection 3 In this reflection paper the student was asked to write a mini reading lesson plan. 1. Name of Strategy: Teacher/Peer Modeling (Read Naturally Strategy, 2009) 2. Grade Level: Third Grade 3. Type of Disability: A student that needs this strategy to increase fluency would have trouble in one of the following areas: identifying words, decoding unknown words, knowing the meaning of words parts or proper use of phonics (Seder, n.d.). 4. Material/Reading Text: I chose this book because it has many words that can look difficult to the student, but can be easily sounded out as they read. 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ProgressRead MorePlanning and Enabling Learning/ Dtlls Unit 1 Essay1417 Words   |  6 Pagesenabling learning relates to the practical and theoretical side of teaching. How I am able to cater for the individual needs and to continually improve the educational development of the learners, through a positive scheme of work and transparent lesson plans. Negotiating with learnersInitial assessment is the key to finding out what the learners are capable of, what level are they working at and is the course suitable for them. So the assessment should look at existing skills, against the skills

Career Planning and Career Management

Question: Discuss about the Career Planning and Career Management. Answer: Introduction Organisational success depends on effective management and leadership. Therefore, the integral part of the human resource management strategy is the development of the leadership and management skills and capabilities among employees. This HR practice is the key element of learning and development strategy of an organisation (Armstrong and Taylor 2014). The paper examines the training and development activities of the Bank of Greece and Coca-Cola HBC AG in Greece. The paper highlights the effectiveness of the leadership and management development (LMD) interventions. The paper discusses the relationship between developing individual leadership and management skills and enhancing organisational performance. The paper performs secondary research for collecting the data about the area. Training and development In every organisation training development is important aspect related to achievement of organisation goals. Training and development of employees are essential in the organisation to achieve its aims, needs and aspirations. The term training refers to behavioural modification as a result of learning through instructions, education development and planned experience (Thorpe 2016). The term development refers to the general enhancement of an individuals abilities and skills through unconscious and conscious learning (Martins et al. 2016). The primary objective of training is to provide the organisation with better personnel. The process of training includes an investment of money and time on employees to improve their performance and motive them to give their best (Armstrong and Taylor 2014). The well planned and organised training programs have several benefits for both the organisation and the employees. It helps the trainees to achieve inward job satisfaction gained by delivering high performance, the outwards satisfaction gained through incentives, rewards and recognitions given by the company. Training and development of employees increase their career opportunities and reduces the employees turnover rate. It also increases the commitment of employees towards the organisation. When an employee delivers superior performance, it increases the productivity and the efficiency of the organisation (Garavan et al. 2016). The initial step of training and development program is job analysis and the identification of the training needs. According to Wilson (2014), job analysis includes collection, analysis and setting of job information to provide a basis for recruitment, training, evaluating job performance and management. The vital issue of each organisation is the comprehension of the training needs as per the organisations needs and the goals. It is the fundamental step in the training process The training policies in each organisation are set in a manner that reflects its needs and philosophy. On the job training approach is most commonly applicable to many organisations. This type of training is given to the employee at the workplace in his office at desk or machine. The worker gains valuable insights into his work through instructions given during the training. This type of training is mostly unofficial and occurs without any strict preparation. The advantage of this approach is the ease of learning and knowledge obtained with limited expenses. However, its limitation includes the decrease in the service quality with the use of trainees when the clients are present (Tahir et al. 2014). The other approach is the classroom training that is conducted away from the workplace. Thus approach makes use of a wide range of practices such as discussions, lectures, videos, potential enquiries, and role play such that the employees understand the deeper meaning of their future task (Armstrong and Taylor 2014). Role play includes wearing others shoes to understand the course of the job. However, this approach is costly with the requirement of lots of amenities such as classrooms, professionals and technology (Falola et al. 2014). Overview of the Coca-Cola HBC AG Coca-Cola HBC AG or Coca Cola Hellenic is the worlds second largest beverage industry with its shares in the secondary listing on the Athens Stock Exchange. The company was incorporated under the law of Greece in 1969. In 2012, it moved its operational headquarters to Switzerland. The company operates in 3 continents in 28 countries with Greece being its one of the well-established market. Its product line includes the diverse range of ready-to-drink non-alcoholic beverages in the sparkling sport, water, and juice, coffee and tea categories (Corea 2016). Training and development in Coca Cola According to Zempiliadou (2015), the training and development in coca cola are given prime importance for retaining best employees. Over the past few years, the company has strengthened the area of training and development to improve the business performance. The company as a part of the HR strategy thus provides its employees with development programs including internal talent management, employee performance management, and leadership development for managers (Metaxas and Tsavdaridou 2013). The training strategies in this company emphasis on bridging the gap between the needs of customers and that of the organisation. The motive is to train the employees in a manner that does not hamper their creativity and in turn gain an advantage for the company (Faucher 2011). By providing on-the-job learning, coaching and feedback the company ensure that the employees have the necessary resources to learn (Isdell and Beasley 2011). However, coca cola also incorporates fun element in the training programs to make it a great place to work. The aim is to motivate and inspire the staff to become the best they can. The rationale is the use of social learning theory that refers to learning through observation. Employees can modify their behaviour by watching others and reproduce the same (Pendergrast 2013). The training for the senior level managers includes on the job training. It includes the managers to interact with the clients directly or indirectly and provide for the fulfilment of the business (Charalambous 2013). The primary aim of this approach is to mainly seek to improve the leadership skills such that they can better evaluate and modify the companys surroundings and the corresponding results. The managers will be able to identify and develop strategic options to the possible risks. The leaders are also provided with the coaching just for polishing their skills and guiding them in decision making or a deal. The leaders are mainly sent for business conferences to interact with other successful leaders and modify their behaviour (Skouloudis et al. 2011). The managers in the lower level such as the sales managers, customer managers, line or design managers are trained in classrooms as well as on job to teach the required skills that match the business requirement. The training approach mainly used for them is role play where the managers have to shape themselves according to the need of the character. The company reduces its time by using advanced technology such as E-learning where the managers undergo different phases of training at their desk with the computers and attend the conference with the co-managers (Spanos 2016). The company uses guided discussions and the method of storytelling for the middle-level supervisors and assistant managers to enhance their technical skills as the global leaders want innovation for business strength. It is a practical way of teaching with lots of modules where the trainees develop and implement new ideas. This type of training usually occurs in closed rooms with adequate infrastructure (Corea 2016). Zempiliadou (2015) evaluated the training and development program for the employees in Coca Cola and found that it helped in developing the positive attitude among the employees. It helped them in becoming more profit aligned and knowledgeable. Personal workers are benefitted by being able to make better choices. Coca Cola creates a lifestyle of company learning by developing its leaders among the co-workers through the E-Learnings and job training benefits. Coca Cola also uses the employee participation approach to minimise the change resistance in the employees (Metaxas and Tsavdaridou 2013). This method helps to decreases the staff concerns and promotes advancement. The company uses Kirkpatrick's model to evaluate the potency of the leadership management and development programs (Faucher 2011). It is used to calculate the level of attainment of abilities, techniques, behavioural change and information using paper and pencil assessment, job models, and expertise methods. The evalua tion helps to track the business enhancement such as work outcome, cost benefits and the quality changes (Pendergrast 2013). Overview of the Bank of Greece The National Bank of Greece or NBG was established as a commercial bank in 1840. NBG was founded in 1880 and was later introduced at the the Athens Stock Exchange (Spanos 2016). According to Maes (2015) Currently, the bank is comprised of more than 600 domestic banking units in Greece and 283 units overseas and has 1241 ATMs. Training and development in NBG The study executed by Clogg (2013) highlighted that the bank lays immense important on the training and development of the workforce and in enhancing their skills. The bank has sustainably invested in the training and educational programs for their employees over the past years by establishing a Training Centre in 1996 (Koutsogeorgopoulou et al. 2014). Belias et al. (2013) conducted survey and interview at the headquarters in Athens with the managers of the bank. As per the survey, the training approach used in the bank is "on-the-job training for both middle and lower level managers. This type of training is mainly used for the positions on the lower level due to frequent job rotations, and for middle-level managers, it depends on the need of an hour. On the job training in NBG includes basic training, commercial training, banking operations, financial training, administration training, and other computer courses (Maes 2015). The employees at this level are well trained on the usage of the electronic data processing system. The training is to educate the employees on how to provide the customer services and deal with their issues. This program forms the basis of the successful attainment of organisation's aims and also aid in penetrating the foreign market (Koutsogeorgopoulou et al. 2014). Regular feedback is taken from the trainees and the trainers to measure the success of the training approach (Armstrong and Taylor 2014). Since both trainer and trainee are in contact, it is easy to avoid many mistakes and resolve the misunderstandings. This helps to proceed in the valuable and efficient training. Another training approach in NBG is the Distance learning program" which is practised to renovate its business services and achieve a constant endeavour (Clogg 2013). The survey conducted with the managers revealed that NBG ensures that their staffs participate in the seminar and conferences of both national and international level. The seminar consists of 6 months duration, and since they are acquainted with experts of a particular field, the training gives opportunities to the staff to broaden their knowledge and improve their skills. It also gives the opportunity to the learn the services delivered in developed countries and implement them in NBG by combining the positiv e and the negative aspects (Panagiotakopoulos 2011). The training centre at NBG provides E-learning to all the staff. This method is highly preferred in a bank as it reduces the cost. This training method involves the wide range of subjects such as AML issues, management skills, computerised processes, and financial expertise (Angelakopoulos and Mihiotis 2011). The survey further highlighted that NBG provides its staff with the foreign language courses as a part of the off the job training. This training helps staff to develop abilities for delivering higher quality services. It also enhances the communication skills (Armstrong and Taylor 2014). This type of training is applicable for staff at all levels. Learning foreign languages mainly English also helps the workers to better interact with the international clients (Glaveli and Karassavidou 2011). According to Belias et al. (2013), NBG provides training to its employees in the branches abroad according to the Greek standards. The local personnel in abroad are trained in both house and the seminars. The international managers are skilled enough, have precondition skills, and are not provided with intense training. They are trained to enhance the ability to handle every situation encountered in the workplace. To increase participation from staff, the bank is offering certified courses alon g with financial support for gaining international professional certifications programs. Also, NBG has additional programs that are sponsored by the EU. NBG also provides internships for students at undergraduate level. They help students to gain practical training as per the course requirements (Clogg 2013). Comparative analysis Both Coca Cola and NBG train their staff for development and better customer services. These activities have increased business performance, staff morale and business profit. Though both companies have some aim behind training and development, the process of training has minute differences. The difference in training is due to a difference in business operations of both companies. Coca Cola being a beverage industry provides training in the area of customer services related to taste enhancement, quality of food and innovation in the food and drink products, timely delivery of food products (Phillips 2012). On the contrary, NBG being a banking sector provides training and development related to banking operations, IT, issues, management skills, computerised processes, and financial expertise. Coca Cola provides training and development programs, coaching, feedback, E-learning and role-plays required for its staff to develop their profession and career. However, Coca Cola company does not have a training centre or academy like NBG. It does not provide extensive training like NBG. NBG provides training to people other than the employees, but Coca Cola mainly focuses on the development of its existing staff (Isdell and Beasley 2011). NBG does not provide training and development programs to the senior level managers and the internal managers as it recruits high skilled professionals. On the other hand, Coca Cola provides training to the staff at all levels equally. Since both the organisations are well reputed, the process of training is same. Both companies implement on the job training and the of the job training. However, Coca Cola mainly focuses on the on the job training. Unlike NBG, Coca Cola does not provide certified courses for its trainees. Therefore, it can be said that NBG has the higher level of training infrastructure compared to Coca Cola (Belias et al. 2013). Unlike NBG, Coca Cola does not provide education to its employees in the foreign languages. Coca Cola implements the role play approach to training, but NBG does not. Irrespective of the mode of training both the companies provides its employees with the room for growth. However, the management and development activities are stronger in NBG when compared to Coca Cola. NBG keeps its employees busy with goals insight, but the same is not seen in Coca Cola (Phillips 2012). The system of job rotation in banks increases the need of training activities, but beverage companies do not have job rotation system. The difference in training activities between both companies and the need of intense training in banking field is due to higher job security compared to that in Coca Cola (Beier and Kanfer 2010). This justifies the huge training infrastructure in NBG when compared to Coca Cola. On the contrary, the employees in Coca Cola are slightly vulnerable to market forces. Due to fluctuating market conditions, they are vulnerable to the wage levels. Employees in Coca Cola work hard to be competitive in skills and deliver high quality service to avoid being rep laced. However, the frequency of replacing employees in NBG is less although it is mandatory for the employees to meet the performance standards. Job burnout, stress and demotivation are observed in the employees of Coca Cola but not among the employees in NBG. Overall the training and development as a part of the leadership and management in NBG are regular while in Coca Cola the training and development are sometimes based on the need of the specific group of a workforce. It is these human resource management practices that led to the high reputation of both organisations (Phillips 2012). Discussion The training approach in both Coca Cola and NBG is developed with the perspective of the organisation, its objectives and the current challenges. Training and development programs must be developed in the organisation in a way that not only satisfies the employees but also become highly productive (Armstrong and Taylor 2014). These programs increase the technical abilities, work motivation, job confidence, interpersonal skills of the employees and teamwork of the employees (Tahir et al., 2014). Both Coca Cola and NBG create a concern to cure their staff well. The aim is to provide the employees with a fulfilling operating life. Such programs as a part of the leadership management and development activities help the organisation to achieve competitive advantage. Companies should continuously invest in the skills, abilities and knowledge, which are considered to be the determinants of the employees performance (Falola et al. 2014). Employee development is the key to sustainable develop ment of the organisation. Conclusion The paper has exhaustively discussed the training and development in both Coca Cola and NBG. Training and development is the primary tool that helps the human capital to explore their dexterity. It is vital to the productivity of the organisations workforce. The jobs in the banking sector are quite complex therefore the investment in training should not be viewed as the cost to the organisation. The paper recommends that in both NBG and Coca Cola an informal approach for accessing staff performance by laying emphasis on assessing the delivery of practical tasks allocated to the newly employed staff (Armstrong and Taylor 2014). Also, it is recommended that on the job training should be more formalised. It reduces the pressure on the trainers and allows concentrating more on the trainees. It is requested to introduce innovative programs of personality development for the senior managers and also the lower staff. It will help them to build synergy and strengthen the superior and subordi nate relationshipfor overall productivity of the business (Adekola 2011). In short, the HR department should enhance their training programs aligning with the latest demands in the beverage industry and banking sector. 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