Personal Reflective and Goal Setting Strategies - 970 Words

Globalisation allows individuals, groups, corporations, and countries to reach around the world farther, faster, more deeply, and more cheaply than ever before. Most large local companies regard globalisation as opportunity, thereby exploring overseas markets for maximum market share and optimum business strategies. However, managers would face a series of challenges caused by leadership models, cultural backgrounds, political and economic risks, HR management, etc. To study multinational management skills is very useful for my future career. In this essay, I will set goals for this subject, identify the skills I have honed and need to improve, and explain my strategies for achieving goals. Goals Setting In the following next six†¦show more content†¦Indeed, we would get guidance in real business management and operation. †¢ Strategy for Short-term Goal In order to improve skill of actively communication for achieving short-term goal, I plan to do overview of every case, search related background about cases, and write down my thoughts and burning questions before case discussion with groupmates. Sufficient preparation could help me to delivery my ideas in form of accuracy and honesty, so that I can efficiently communicate and give supportive feedback in the discussion. Furthermore, through preparing in advance and actively communicating, group members could get right orientation of case and then clearly define key problems. In addition, there are three aspects of action plan for improving teamwork skill. Firstly, I will share my information and experience as more as possible. Active participation and contribution would bring impetus to work together. Secondly, when a team gets together to solve a case, we would have to work through different opinions, methods, and perspectives. I would cooperate with other members to dig out clues from different voices and then identify useful data. Lastly, I would not restrict myself to one solution. In contrast, I would view all alternatives with critical thinking, and then make a decision through group discussion. †¢ Strategy for Long-term Goal For long-term goal, I plan to generally accumulate professional knowledge and improveShow MoreRelatedPersonal Statement For Nursing Leadership962 Words   |  4 Pagesevaluate the issue then set goals to implement the plan. The purpose of this paper is to discuss my weaknesses and strengths to nursing, use of current leadership skills to advocate change in the workplace, and reflection on personal goal for leadership growth and development of implementation plan to reach goal. Weaknesses and Strengths to Nursing Within my nursing practice I have my own weaknesses and strengths to personal and professional accountability, career planning, personal journey disciplinesRead MoreThe Role Of Investigative Workshop On My Adjacent Sides Essay1124 Words   |  5 Pagesconsisting five to seven students, called Community of Practice. Each group was given an organization setting to make with dumpty manager and irresponsible staff. This setting of each group was observed and made us learn the worst managerial methods. The main aim of workshop 1 was to understand what is reflective learning and how to use it in both personal and professional development. I felt that being reflective is very important in management as it helps in analyzing the situation and decision making.Read MoreThe Importance Of Nursing Patients With Multi Resistant Organisms ( Mros )1269 Words   |  6 Pagesknowledge and ability which allows the learner to consider personal and professional skills and identify needs for ongoing development (Levett-Jones et al, 2011). This reflection will allow me to analyse the goal of nursing patients with Multi-Resistant Organisms (MROs), I planned to learn and understand at the beginning of the course, evaluate my professional growth and obtain conclusions in relation to my personal learning outcome. 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Thus, planning for my career direction, setting goals and knowing myself are critical for a successful career development. My career direction is set to be a clinical research nurse. Through Strength, Weaknesses, Opportunities and ThreatsRead MoreLearning Styles and Learning Theories963 Words   |  4 Pages Building on from the learning styles and theories I have covered, it is clear to see that although they target multiple learning groups; they fail to underpin any techniques, skills and strategies to become an effective learner. â€Å"Many students can perform and obtain good results, but that itself may be insufficient to make them effective learners. Often the distinction between performance and learning is blurred and many students have difficulty reflecting on how they can learn to become betterRead MoreMy Learning Plan For The Future979 Words   |  4 Pagesorganizational performance. As Bottomley et al. (2014) stated, transformational leaders must â€Å"act as a vision-builder who can cast the vision, define it, align personal and organizational values, and most of all build trust† (p. 5). Leaders must be aware of their own beliefs and emotions in order to continually engage followers on a personal level (Bottomley et al., 2014). Since I have had a tendency to be task-focused and grounded in my own beliefs, as opposed to relationship-focused, I realize that

Balance Redox Reaction Example Problem

When balancing redox reactions, the overall electronic charge must be balanced in addition to the usual molar ratios of the component reactants and products. This example problem illustrates how to use the half-reaction method to balance a redox reaction in a solution. Question Balance the following redox reaction in an acidic solution: Cu(s) HNO3(aq) → Cu2(aq) NO(g) Solution Step 1: Identify what is being oxidized and what is being reduced. To identify which atoms are being reduced or oxidized, assign oxidation states to each atom of the reaction. For review: Rules for Assigning Oxidation StatesAssigning Oxidation States Example ProblemOxidation and Reduction Reaction Example Problem Cu(s): Cu 0HNO3: H 1, N 5, O -6Cu2: Cu 2NO(g): N 2, O -2 Cu went from oxidation state 0 to 2, losing two electrons. Copper is oxidized by this reaction.N went from oxidation state 5 to 2, gaining three electrons. Nitrogen is reduced by this reaction. Step 2: Break the reaction into two half-reactions: oxidation and reduction. Oxidation: Cu → Cu2 Reduction: HNO3 → NO Step 3: Balance each half-reaction by both stoichiometry and electronic charge. This is accomplished by adding substances to the reaction. The only rule is that the only substances you can add must already be in the solution. These include water (H2O), H ions (in acidic solutions), OH- ions (in basic solutions) and electrons. Start with the oxidation half-reaction: The half-reaction is already balanced atomically. To balance electronically, two electrons must be added to the product side. Cu → Cu2 2 e- Now, balance the reduction reaction. This reaction requires more work. The first step is to balance all atoms except oxygen and hydrogen. HNO3 → NO There is only one nitrogen atom on both sides, so nitrogen is already balanced. The second step is to balance the oxygen atoms. This is done by adding water to the side that needs more oxygen. In this case, the reactant side has three oxygens and the product side has only one oxygen. Add two water molecules to the product side. HNO3 → NO 2 H2O The third step is to balance the hydrogen atoms. This is accomplished by adding H ions to the side that needs more hydrogen. The reactant side has one hydrogen atom while the product side has four. Add 3 H ions to the reactant side. HNO3 3 H → NO 2 H2O The equation is balanced atomically, but not electrically. The final step is to balance the charge by adding electrons to the more positive side of the reaction. One the reactant side, the overall charge is 3, while the product side is neutral. To counteract the 3 charge, add three electrons to the reactant side. HNO3 3 H 3 e- → NO 2 H2O Now the reduction half-equation is balanced. Step 4: Equalize the electron transfer. In redox reactions, the number of electrons gained must equal the number of electrons lost. To accomplish this, each reaction is multiplied by whole numbers to contain the same number of electrons. The oxidation half-reaction has two electrons while the reduction half-reaction has three electrons. The lowest common denominator between them is six electrons. Multiply the oxidation half-reaction by 3 and the reduction half-reaction by 2. 3 Cu → 3 Cu2 6 e-2 HNO3 6 H 6 e- → 2 NO 4 H2O Step 5: Recombine the half-reactions. This is accomplished by adding the two reactions together. Once they are added, cancel out anything that appears on both sides of the reaction.   Ã‚  Ã‚  3 Cu → 3 Cu2 6 e- 2 HNO3 6 H 6 e- → 2 NO 4 H2O 3 Cu 2 HNO3 6H 6 e- → 3 Cu2 2 NO 4 H2O 6 e- Both sides have six electrons that can be canceled. 3 Cu 2 HNO3 6 H → 3 Cu2 2 NO 4 H2O The complete redox reaction is now balanced. Answer 3 Cu 2 HNO3 6 H → 3 Cu2 2 NO 4 H2O To summarize: Identify the oxidation and reduction components of the reaction.Separate the reaction into the oxidation half-reaction and reduction half-reaction.Balance each half-reaction both atomically and electronically.Equalize the electron transfer between oxidation and reduction half-equations.Recombine the half-reactions to form the complete redox reaction.

Managing Employee Motivation and Performance Free Essays

INTERNATIONAL BURCH UNIVERSITY FACULTY OF ECONOMICS DEPARTMENT OF MANAGEMENT MANAGING EMPLOYEE MOTIVATION AND PERFORMANCE RESEARCH PAPER by Nedzad ISAKOVIC Project Supervisor M. A. Edin SMAJIC SARAJEVO April, 2012 Contents 1. We will write a custom essay sample on Managing Employee Motivation and Performance or any similar topic only for you Order Now Introduction2 1. 1. The Motivation Process2 1. 2. Wath Managers Do In Practice2 2. Motivating by Structuring Jobs to Make Them Interesting3 2. 1. Job Design3 2. 2. Job Enrichment and Job Enlargement3 2. 3. The Job Characteristics Model4 3. Conclusion5 4. References7 1. Introduction Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst, reading a book to gain knowledge or performing some specific job assignment to get pay. Why is the motivation of employees so important at the workplace? It is important for managers because it determines individual performance of the workers along with ability of the workers and work environment. The most challenging factor for manager to control of these three is motivation. Individual behavior is a complex phenomenon, and the manager needs to enter the core of the problem if he is going to solve it. 1. 1. The Motivation Process The motivation process progresses through a series of discrete steps. Content, process, and reinforcement perspectives on motivation address different parts of this process (Griffin, 2008). Content perspective tries to find what factor or factors motivate people. The most popular content theories are Maslow’s hierarchy of needs, the ERG theory and Herzberg’s two-factor theory. Process perspectives on motivation explore how the motivation process works and how it occurs. They try to find out why people certain behavior options to fulfill their needs and how workers evaluate their satisfactions after their decisions. Theories of process perspectives are expectancy theory, equity theory and the newer attribution theory. The reinforcement perspective tries to find out which factors force employees to continue being motivated. It tells us that employees will repeat the behavior for which they are rewarded, and they won’t repeat behavior for which they are punished. Reinforcement perspective uses positive reinforcement, avoidance, punishment and extinction as tools to keep employees motivated. These are just theories which help managers to determine what to do in practice. 1. 2. What Managers Do In Practice The most shared thought and strategy among managers in practice is that money motivates. Because of that managers use large variety of reward systems such as merit reward systems, incentive reward systems and team reward systems to improve motivation and performance of their employees. Their assumption is correct and employees do actually perform better when they know that they will receive more money for their improved performance. But another question arises: How long will the improved performance last if money is key motivator? The answer is that it won’t last long. The studies have shown that individuals have difficulty recalling the bonus they receive and it does not seem to have the same impact it did within the first few weeks or months of receiving it. That’s because money, in and of itself, will not continuously motivate individuals. Employees are motivated much more if money rewards are combined with recognition and with improved job design. Another problem that arises from using the money as a key factor of motivation is that it costs. The companies need to give large amounts of money to employees as bonuses and there were several cases where bonuses are actually larger than annual salaries of some employees. This becomes a real problem if company wants to decrease the amount of bonuses employees receive. Employees become more dissatisfied and unmotivated because they are used to have large bonuses, so their performance falls quite a lot. My opinion is that the best way to motivate employees to perform better is to design jobs by making them more appealing to people. 1. Motivating by Structuring Jobs to Make Them Interesting 2. 3. Job Design This approach of motivation is directed at improving the essential nature of the work performed by changing the design of the job. Job design is concerned with structuring jobs in order to improve organization efficiency and employee job satisfaction (Snell/Bohlander, 2007). Employees today engage in repetitive movements, which they find highly routine and monotonous. Not surprisingly, people became bored with such jobs and their performance falls with time. Fortunately, today’s organizational scientists have found several ways of designing jobs that aren’t just efficient, but are also pleasant and motivating. Job enlargement and job enrichment are two approaches that improve motivation by changing job design. 2. 4. Job Enlargement and Job Enrichment One of the first modern approaches to redesigning jobs suggested that boredom of employees by engaging in highly repetitive jobs could be minimized by having people perform an increased number of different tasks all at the same level. This approach is known as job enlargement (Greenberg/Baron, 2008). Because of this approach employees don’t need higher skills or have higher responsibility, but perform more different actions at the same level. Changing job in this way is an increase in the horizontal job loading. Several studies showed that job enlargement is very useful way to increase employee job satisfaction and employee boredom at the workplace. A more effective approach, job enrichment, gives employees not only more jobs to do, but more tasks to perform at a higher level of skill and responsibility (Greenberg/Baron, 2008). The main idea of job enrichment is making jobs more interesting to people so that they will be more highly motivated to perform them. Job enrichment gives employees the opportunity to take greater control over how to do their jobs. Because people performing enriched jobs work at higher levels than others, this approach increases a job’s vertical job loading. Even the job enrichment is successful it has some problems in implementation. First one is difficulty of implementation because it is expensive to redesign existing facilities. Second problem is lack of employee acceptance because not all employees are ready to accept the changes in their job accomplishment and higher obligations for the work they perform. 2. 5. The Job Characteristics Model In previous text I stated that employers should enrich the jobs, but I failed to specify precise what elements of a job need to be enriched for it to be effective. Job characteristics model answers this question. It assumes that jobs can be designed so as to help people get enjoyment out of their jobs and care about the work they do (Greenberg/Baron, 2008). It tells us how jobs can be redesigned to help employees feel that they are doing meaningful and valuable work. The model specifies that enriching certain elements of jobs influences employee’s psychological states in a manner that increases their work effectiveness. It identifies five core job dimensions that help create three critical psychological states, leading to several beneficial personal and work outcomes. The five critical job dimensions are skill variety, task identity, task significance, autonomy, and feedback. Skill variety shows us how many different tasks the employee performs using several of his skills and talents. Task identity shows us how much is employee involved in one piece of work, from beginning to end. Task significance shows us how much impact employee’s work has on others. Autonomy shows us how much freedom employees have in planning and performing jobs as they wish. Feedback shows us how much the job allows employees to know is their performance efficient enough. The model tells that these various job dimensions have important effects on many critical psychological states. Combination of these job dimensions have effect on experienced meaningfulness of the job performed, which is then experienced as highly important, valuable and worthwhile. Job dimensions also determine how much employees are personally responsible and accountable for their work. When they are free to decide what to do and how to do it they feel more responsible for their work. Finally, these job dimensions impact employee’s knowledge of the results of their work. When a job is designed to provide employees with information about the effects of their actions, they better understand how effective they are – and such knowledge improves their effectiveness. These critical psychological states affect personal and work outcomes such as: feelings of motivation, the quality of work performed, satisfaction with work, absenteeism and turnover. The higher these psychological states are, the more positive the personal and work benefits and outcomes will be. The job characteristics model is highly applicable and it has high and positive results. The employees that respond best to this model are the ones which have high need for personal growth and development. The model has been focus of many empirical tests, most of which are supportive of many aspects of the model. One study conducted among a group of South African clerical workers found particularly strong support for the job characteristic model (Greenberg/Baron, 2008). . Conclusion In my opinion altering employee motivation by changing job design is much more productive and better than improving motivation by incentive reward systems. It is true that inducing motivation by changing job design has several problems, such as difficulty of implementation and lack of employee acceptance, but these problems are easier to overcome than problems that occur when companies use mon ey to motivate their employees. Incentive reward systems have problems beside the incredibly high costs to organization. These systems may lead to lower job satisfaction as the employees work until they reach their limit and then they become unhappy. They can also create competition within the organization and destroy cooperation among employees. Employees cannot be treated just as machines and the money they receive for their work just isn’t enough to satisfy them. They need recognition for their work and they need to see that the work they do is meaningful and worthwhile, and this is the thing that job design allows them to have. They feel respected and fulfilled and, at the end, motivated to perform the best they know. . References Ricky W. Griffin (2008). Management (9th Edition ed. ). Houghton Mifflin Company. Jerald Greenberg ; Robert A. Baron (2008). Behavior in Organizations (9th Edition ed. ). Pearson Prentice Hall. Luis R. Gomez-Mejia ; David B. Balkin ; Robert L. Cardy (2007). Managing Human Resources (5th Edition ed. ). Pearson Prentice Hall . Scott Snell ; George Bohlander (2007). H uman Resorce Management. Thomson. http://psychology. about. com/od/mindex/g/motivation-definition. htm , http://www. entrepreneur. com/article/202352 How to cite Managing Employee Motivation and Performance, Papers

Strategic Information System Of ANZ Bank †Myassignmenthelp.Com

Question: Discuss About The Strategic Information System Of ANZ Bank? Answer: Introduction As pointed out by Akman and Mishra (2015), the strategic information system is helpful for easing the flow of operations and deploying effective and improved services for the organization. The following report deals with the analysis of the ANZ bank case study. ANZ bank is one of the most renowned occurrences. The report analyzes the Australian and New Zealand Banking Group Limited Bank. The business management process of ANZ Bank is explained in this report. This report also deals with the software requirements of the ANZ Bank and the selection of software and the vendor that is needed by the ANZ Bank. This report states three different ways of technologies that are needed by the ANZ Bank and their related potential risks. The issue depicted in this scenario is the data breach. The data breach occurred at ANZ bank and the possible solutions for avoiding the occurrence of the security issue has been given in the following report. Background of ANZ Bank The ANZ bank holds an integral position in the financial market sector of Australia and New Zealand. It is analyzed that the overall capital of ANZ bank is about 93.4 billion AU$. However, in their annual report of 31st March, 2013, the company has an overall asset of over 896.5 billion AUD. The market coverage of the ANZ bank is stretched to regions of New Zealand, America, Europe and Middle East. The work of the ANZ Bank is to give service to the retail customers, commercial customers and also the institutional customers. The Australia and New Zealand Banking Group Limited Bank works with 46000 staffs working in the bank. The corporate and customer offerings in the banking sector are being offered throughout the regions of market expansion of ANZ Bank. There are near about 550,000 shareholders that are associated with the bank among which about 72.5 percent of the total shareholders are domestic and the rest are retail. The target of the Australia and New Zealand Banking Group Limited Bank is making the world to shine with all its communities and the people living in the world. A balanced as well as a sustainable economy is created by the ANZ bank to make life to lead properly. The main focus that ANZ Bank focuses to is not only on financing sector or the facilitating sector, but also focuses to provide opportunities which relates to families, businesses, families and also individuals. Many difficulties are looked by the ANZ Bank with the evolving advancements, evolving globalization, statistic diagrams and furthermore environmental change. The Bank also provides opportunities that encourage the sustainable growth of the economy and also economic participation. The Australia and New Zealand Banking Group Limited Bank inspires businesses to grow and also helps the individuals by providing services and network in the banking sector of Asia. The funds that are finished by the people in venture, to manu factured private companies to huge organizations and to take all the little endeavors to global level is crafted by ANZ Bank. The bank helps to rebuild the old enterprises and helps them to evolve. The ANZ Bank provides ideas and helps to change those ideas and provide hard work and ambition to reality. Business Processes Numerous systems are trailed by the ANZ Banking Group Limited Bank during the time spent business forms. The business processes that are used in the ANZ Bank have many strategies. Making use of strong foundation is the strategy that is used by the ANZ Bank. A strong foundation is created between Australia and also New Zealand (Ravichandran, Taylor and Waterhouse 2016). The strategies make to lead the market and also provide geographic footprints which are distinctive. The customers need and also to meet the need of customer are observed in the strategy of ANZ Bank. To capture all the opportunities which links the regional trade as well the capital flow are maintained in the strategy. A unique type of mixed access is given to the partners who are related with the ANZ Bank which has high returning introduction in the Asian area are trailed by the techniques. The technique that is trailed by the ANZ Banking Group Limited Bank has basically four components. They are as follows: The principal strategy is to make a bank that serves their subjects as best in the nation of Australia and furthermore New Zealand for clients who has independent ventures. The second strategy is to make the bank the best bank in the world for all customers who drive their capital flow and also the regional trade. Third strategy builds up the foundation which is principally in the advanced division and furthermore the bank manages control and the scale, understanding of the client in wide range. The last strategy that is followed by the Australia and New Zealand Banking Group Limited Bank is that it should be able to mitigate all the risk that comes in the organization and has principles of risk management must be implemented in the bank so that the customer data are saved. The Australia and New Zealand Banking Group Limited follows some strategic properties. The property of strategic that is followed by business process is to create a simple and a bank that is balanced bitterly to reduce the cost of operation and reduces the risk that comes from the management complexity. The strategy property that also selects some particular areas where there is a chance of Australia and New Zealand Banking Group Limited Bank to flourish in the market. The strategy is to focus on small organizations that are situated in Australia and New Zealand by providing them capital as a loan. The property of strategy that is followed by ANZ Bank is to make banking solutions that are more convenient which helps to simplify the life of all the customers so that a digital life can be started. Business Requirements The ANZ Banking Group Limited Bank requires some business necessities that are utilized as a part of their business forms. Business requirement is firstly to know the need of the bank in a particular region where the owner decides to open the bank. After deciding the need to open the bank, all the board of directors that are needed to make the strategic plan of the business are appointed and the work of board of directors is also to keep a look on the all the employees to see that they follows policies and the concerned rule of the organization (Moradi-Motlagh and Babacan 2015). The most important business requirement of Australia and New Zealand Banking Group Limited Bank is to have a good amount of money which is invested in the operations. The Board of Directors investigate on all these processes and then decides to approve the plan to start a business after which a summary plan is made with all the policies and the procedures made for coming five years. A legal team for supportin g all these works is hired and starts with the business that is just starting up. The frameworks of hazard administration are to be remembered with the goal that the representatives and also the client don't confront any hazard. A specialist team is hired to reinvestigate the plan that is made and to set up all required plan and also contribute the community. The last period of necessity is the business prerequisite is to apply state lawful sanctions and government legitimate contracts of the state. System Requirements ANZ Banking Group Limited Bank requires numerous frameworks for working up business process. Internet Banking is one of the most important systems that are required in the Australia and New Zealand Banking Group Limited Bank (Minervini and Napier 2013). The application of the internet banking of the Australia and New Zealand Banking Group Limited Bank works efficiently if the OS that is the operating system has Safari Browser, Opera, Google Chrome, Firefox and many such browsers that are installed on the Operating System. Google Chrome works best with Windows 7, 8 and 10 and also Mac OSX. The browser Internet Explores works with Windows 10, Windows 7 and 8. Safari Browser only works with Mac OSX and the Browser Firefox works with all operating systems. Opera works only with windows 7 and Windows 10. The mobile and tablets software are also used to access the internet banking facility of Australia and New Zealand Banking Group Limited Bank. To access the Internet Banking of the ANZ Bank, a separate website is available. The website of the bank works with all those browsers and also works smoothly so that the customers do not come across any problem while browsing with the site of the bank. The application of the ANZ Banking Group Limited Bank does not function admirably with more seasoned program rendition. In the event that the clients have more established variant of program, they won't have the capacity to login. They must always keep their system updated to have access on the site of the bank. Beta variants of the programs are not in the least upheld by the ANZ Banking Group Limited Bank. The site of Australia and New Zealand Banking Group Limited Bank also do not support other open sources that are manufactured by beta version as well. Software and Vendor Selection Selecting a proper vendor for the Enterprise Resource Planning of an organization is a very crucial work. It is one of the most basic process that all the business and organization are to deal with (Krajewski, Ritzman and Malhotra 2013). The product procedure that the ANZ Banking Group Limited Bank includes are the Enterprise Resource Planning known as ERP, Customer Relationship Management known as CRM, finance and HR, protection, purpose of offer, venture administration, utility charging, and group advancement. Many vendors and software systems are available in the market which can be followed by the business processes. There are certain criteria on which the Vendor selection process depends on. The processes that the Australia and New Zealand Banking Group Limited Bank looks on while selecting a vendor are: definition requirements, business processes review, script development, software demonstration of facilitation, calling facilities, interview requirement and evaluation of RFP o r the software response. All these processes should be related to headquarters related facilities of all the software visitors, user interference, analysis and the facilities and also for the board presentation. To keep up the system that is territorial in ANZ Banking Group Limited Bank, the bank has chosen the Misys Loan IQ as its product merchant so they can lead all their operation all around. The Misys Loan IQ helps the Australia and New Zealand Banking Group Limited Bank to deliver a managing system that is used in its basic commercial loan so that the bank can meet the needs that are related to corporate and the institutional banking and commercial banking sectors (Klettner, Clarke and Boersma 2014). Their selected vendor provider helps them to give an experience that is stable to all the customers and also manages all the revenues in much better way. A standardized group of process is also provided by Misys so that all the risk factors and the factors to manage the risks can be regulated along with compliance. The solutions which the Misys vendor provides are rich in feature and also give workflows in a robust way. The Australia and New Zealand Banking Group Limited Bank can take operational processes from their Misys vendor so that they can consolidate the lending business of institution and commercial region. Automatic process and standardization of taking loans are provided by the Misys vendor for their future growth. All procedures that the ANZ Banking Group Limited Bank needs are for the most part safely gave by the Misys Loan IQ programming merchant. The ANZ Bank has selected its vendor only after verifying all its functionality that the vendor can provide. Three types of technologies to Improve Business Efficiency of ANZ Bank Customers journey digitally monitored The fulfillment of the client is checked by the ANZ Banking Group Limited Bank by a procedure known as digitization. In the event that the client faces any troubles in digitization process, the nearby staffs are educated promptly about the issue. This provides a positive feedback among the customers of the bank (Cummings and Durrani 2016). The needs of all the customers are well understand by the bank and improve the issues which results the satisfaction of all the customers and a hike on revenue growth is also viewed up to a level of 15 percent. The digitization process also helps to reduce the cost of service to their customers. Some branches of Australia and New Zealand Banking Group Limited Bank make use of ipads that helps the employees to get access on the customers experience from any place they want. To get service from the bank any time the customer wants makes the customers very happy. Digitization process which done end to end is needed The back office mainly creates dissatisfaction for the customers. The customer feedback that comes is mostly because of the works from the end office. Digitization process must be involved in all the function of the bank to do all the works automatically (Coles-Kemp and Hall 2016). Digitization of end to end is to be maintained so that all the functions of the bank from middle to end office. The cost of substantiality is also reduced and creates a value and a scale for the business. To increase the digital strategies of the customers, mainly mobile devices are used to communicate between bank and the customers. Go Global The fundamental test that is looked by the digitization is exploring the socio-economics of the clients and furthermore the controls are various. The complexity of the market also plays problem to the business to extend globally. Digital strategy is localized by the Australia and New Zealand Banking Group Limited Bank so that they can give their customers a better service. The needs of all the customers are well understand by the bank and improve the issues which results the satisfaction of all the customers. The Australia and New Zealand Banking Group Limited Bank builds up a business that is agile and gives efficiency and also collaboration to ANZ Bank customers. Level of Efficiency for Implementing Technology There are numerous issues that the ANZ Banking Group Limited Bank faces and was under weight with the goal that they needed to diminish their effectiveness and also the efficiency. The Australia and New Zealand Banking Group Limited Banks technology department purchases applications that helps the bank to reduce such problems and also starts the integration process among all the application of the enterprise (Chuang and Hu 2015). This helps to increase the demand among the customers. The Australia and New Zealand Banking Group Limited Bank realized that only by adding tools and required processes for the increase of the automation of the company and efficiency. The methods that the company uses can be much improved. To get a testing of six weeks, the team of Australia and New Zealand Banking Group Limited Bank will have to involve two week getting the actual environment that is required. The Australia and New Zealand Banking Group Limited Bank needed good traceability so that they ar e able to demonstrate all the processes and regulations. The management and testing environment is improved by the Australia and New Zealand Banking Group Limited Bank by its cohesive initiative. They have used 26 solutions to improve the testing environment. Potential Security Risks and Data Breaches Distinctive sorts of security dangers and hazard appraisal advances are utilized by the ANZ Banking Group Limited Bank. The bank must have a string protection against the data breach that can take place in their system. The bank prone to security risks in the areas of Trojans, viruses and phishing and spyware. The type of security risk that phishing deals with is that where the cyber space attackers gets the personal data of all the customers via internet. The phishing is done mainly by hoax emails that come as legal institutions. This hacking process is done online (Bowman et al. 2017). There is software known as spyware that attacks the system by converting all the data of the user in internet that are not even downloaded. This is one of the hazardous dangers that the ANZ Banking Group Limited Bank faces. Another software known as virus attacks the system of ANZ Bank. It is software that gets attached itself to programs that are mainly in word or spreadsheet. There are also emails virus programs that attack the Australia and New Zealand Banking Group Limited Bank. Trojans are set of codes or programs that attack the system in as a harmless application. Trojans are mainly self dependent. The Australia and New Zealand Banking Group Limited Bank faced a data breach which leads the security of the bank at risk. The virus that attacked the Australia and New Zealand Banking Group Limited Bank hide itself and does not allow the ban to know that it has affected any of the programs. All the controls are taken against the files and the usernames and ids are all captured which are personal details of the customers. Ways to Mitigate Risks The Australia and New Zealand Banking Group Limited Bank imposes a number of policies and risk control that are maintained in the organization. The bank has a framework to mitigate and maintain the risk that comes to them so that they are able to manage the social risks, environmental risks and also the reputation risks. The policies that are given by the government help to mitigate the risks that come to the organization (Akman and Mishra 2015). The primary management of the ANZ Banking Group Limited Bank is to feature every one of the choices that are essential in notoriety of the bank which incorporates loaning cash, endorse the items which help to loan cash to every one of the clients and furthermore looks to the planning part. Policies are implemented by the reputation risk support team of the Australia and New Zealand Banking Group Limited Bank so that employees are able to mitigate the complex as well as controversial issues. Conclusion The main focus that ANZ Bank focuses to is not only on financing sector or the facilitating sector, but also focuses to provide opportunities which relates to families, businesses, families and also individuals. Many difficulties are looked by the ANZ Bank with the evolving advances, evolving globalization, statistic charts and furthermore environmental change. Business requirement is firstly to know the need of the bank in a particular region where the owner decides to open the bank. After deciding the need to open the bank, all the board of directors that are needed to make the strategic plan of the business are appointed and the work of board of directors is also to keep a look on the all the employees to see that they follows policies and the concerned rule of the organization. The bank must have a string protection against the data breach that can take place in their system. The bank prone to security risks in the areas of Trojans, viruses and phishing and spyware. In this report the contextual investigation that is managed is the ANZ Banking Group Limited Bank. The business process of ANZ Bank is explained in this report. This report also deals with the software requirements of the ANZ Bank and the selection of software and the vendor that is needed by the ANZ Bank. This report states three different ways of technologies that are needed by the ANZ Bank and their related potential risks. Data breach additionally occurred in the ANZ Bank which is portrayed obviously and all the hazard rules to moderate hazard in the ANZ Banking Group Limited Bank are depicted quickly. References Akman, I. and Mishra, A., 2015. Sector diversity in green information technology practices: technology acceptance model perspective.Computers in human behavior,49, pp.477-486. Bowman, D., Banks, M., Fela, G., Russell, R. and de Silva, A., 2017. Understanding financial wellbeing in times of insecurity. Chuang, C.C. and Hu, F.L., 2015. 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