MBA, Full Time (1 year)
||MBA, Full Time
View Program Website
|Areas of Study
|Joint Degree Offered
||Average Total: 606
|Tuition & Fees
||Total Program: TRY 53,500
|Financial Aid Availability
||Program Size: 19
||Average: 31 Months
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Continuing Education after Graduation
Primary school. High School. Academic
degree. Career. Pension. Working life is no longer as
easy as it is to put these words together.
In addition to countless possibilities that can be
walked between the individual stations, there are
usually many individual steps between career and
retirement that have to be completed. These can be
summarized under the so often striven for lifelong
learning. The topic of this article should be what
further training courses are available after graduation
and what content is particularly lacking.
Popular, but with practical deficits
The career prospects after completing your degree are
very good. There is no doubt about that. However, there
is a catch in the system that is rarely spoken
clearly. A course of study paves the way to a commercial
enterprise, but in order to remain there, today's
managers have to regularly accept new circumstances. In
order to be prepared for what to expect in practice, it
is important to stay on the ball in terms of further
education even after completing your studies.
A look at these currently relevant topics shows why
this is necessary:
Change management requires knowledge and
Figure 1: The topic of “change management” is an
increasingly important component today to get companies
on the course of new challenges. Those who want to
implement it need appropriate specialist knowledge here.
In business jargon , the term change management is
used to describe this change: “Change management or
change management includes all projects, activities,
measures and tasks that are supposed to bring about
far-reaching changes in an organization. Most of the
time, it's about pursuing new strategies, changing
established structures, renewing technical and
organizational systems, improving processes and
procedures or influencing and changing the behavior of
employees in the organization. "
Since one of the biggest mistakes in change
management is the attempt to run too many change
processes in parallel or even to do them "alongside
daily business", there is often a blatant double
burden. To learn methods of how change management can
still be carried out successfully, a topic-specific
seminar can be attended, for example.
Faced with demographic change
Figure 2: Companies are currently facing the
challenge of adequately employing older employees. In a
few years there will be significantly fewer employees.
The demographic change can currently be summed up in
a simple way: we are getting older. This also means
(with a view to the world of work) that the employees in
a company get older. And this factor in particular leads
to the need for further training in these topics:
- Help shape demographic change in the company.
- Partial retirement and other models on the way
- The potential for conflict is growing: young
bosses and older employees.
This forecast predicts the challenges that
demographic change will bring : “ The number of
young people will decrease significantly, as will the
middle-aged generation. However, the number of older
people will increase significantly. As a result, the
number of workers between the ages of 15 and 24 will
decrease by 980,000 by 2030, and the number of workers
between 25 and 54 will drop by 4.8 million. This will be
offset by an increase of almost 3 million among the
labor force over 55. ” And that also means that
there will be a need for training again in a few years,
because with fewer employees in the company, the
challenges will not be less.
Young people, the severely disabled and
speakers receive a vote
In view of the decreasing selection of workers,
especially those who are well trained are increasingly
being courted. In addition, they are increasingly
allowed to speak out when it comes to bringing ideas
into the company or helping to shape it in
moderation. This development started long ago. Everyone
knows the works council, for example. But there are also
youth and trainee representations as well as
representations for the severely disabled in companies.
The specialists of tomorrow must also prepare for
these tasks - and are doing so more and more in the form
of post-graduate training seminars. It is not just about
a construct of rights and obligations, but also about
showing options what a committed group of speakers can
initiate and implement.
Figure 3: In order to have a voice in the company,
young employees or dual students do not need a
microphone, but rather know-how in the area of youth
and trainee representation.
This IG BCE clip shows a smart example of the tasks
of the youth and trainee representation, how it is
organized, what issues it addresses and how it is
staffed: https://www.youtube.com/watch?v = 9-keGjWVOVc
It is also pointed out that young people, trainees
and dual students have the right to qualify for work in
the youth and trainee representation.
Conclusion: A degree is the starting signal
for further training
The path outlined at the beginning, which leads from
elementary school to the career ladder with just two
intermediate steps, is no longer a reflection of the
business world today. However, the fact that learning
only starts after completing your studies is not the
fault of the providers of degree programs, but is a
result of time. Time brings upheavals that those who
want to pursue careers have to deal with.
The universities in turn have a different set of
challenges to bear, because today's students want
training at the highest level with as much flexibility
as possible. And especially in terms of flexibility, the
universities have already done their homework and
offer part-time, full-time and distance