Open House Burgundy School of Business France

 

Open House with Burgundy School of Business - Groupe ESC Dijon Bourgogne

Time	25 June · 10:00 - 12:00
Location	IPMI Campus
Created by:	Ipmi Bizschool
More info	IPMI Business School and Burgundy School of Business offer Dual Degree (Sarjana Ekonomi & Bachelor of Business and Marketing) in 3 years only! 1st year will be in IPMI and 2nd & 3rd year will be in Burgundy School of Business, France. A great opportunity for everyone who seeks best education. Come and invite your family, friends, co workers and others to come to our Open House at our Campus. It's a great opportunity to talk and ask directly from Burgundy School of Business Representatives. Call Dyah or Samudra 0217970419 or email us ipmi@ipmi.ac.id. Come and join with us! Everyone is invited! It's free of Charge !!!

How to manage older workers

The work force is aging as baby boomer move toward retirement. Gen X managers need to learn how to motivate and manage this talent pool of older workers. Both generations have very different views of the other and will need to learn how the other generation operates. It is up to the managers, Gen X or otherwise, to take the lead and create the climate in which older workers will remain engaged and productive.

Here's How:

1. Throw out all your assumptions.
   You may think older workers are harder workers or that they are difficult to train. Get rid of your stereotypes. Your older workers are individuals just like everyone else in your group. Treat them as such.
2. Remember the range of ages.
   You wouldn't treat a seasoned manager of 35 the same as a 21-year old right out of college. Don't think the 15 year gap is any less in your older workers. A worker at 55 and a worker at 70 have different goals and needs. As a manager, you may need to look at groups getting ready to retire (55-62), retirement age and still working (62-70), and older worker who want to keep active or who need to work (70+). Each group presents different management challenges.
3. Communicate, communicate, communicate
   Don't assume that the older worker knows what you expect of them. They don't have the same background as you. Be very clear what you want done and what the measurements of completion and of success will be. "Bill, take care of that for me" is not enough. Try "Bill, I need you to prepare the department's budget for the next fiscal year. Use the numbers from last year and add 10% on everything except training which should go up 15%. I need it by Tuesday".
4. Value their life experience.
   Your older worker have been around. They have seen a lot. They have done a lot. Recognize the value of this experience. Learn from it. Encourage the younger members of your team to learn from it. The lessons from the "school of hard knocks" are invaluable.
5. Train them.
   Older workers need training as much as younger workers - just as much, just as often. The subject of the training may be different, but the need is the same. And don't believe that older workers can't be trained. They are just as receptive as their younger peers.
6. Meet their security needs.
   Older workers probably need benefits more than the younger workers. They need medical coverage, vision care, and financial planning. Make sure your company's benefits plan meets their needs too.
7. Motivate them.
   Any manager's key job is to motivate their employees. Older workers have different motivational "hot buttons" than their younger counterparts. Opportunity for advancement is probably less important than the recognition of a job well done, but see step #1 above.
8. You don't have to "be the boss".
   The older workers grew up in a hierarchical society. They know you are the boss. Most of them were bosses at some point too. Get on with leading the department and don't waste time posturing. It won't impress them anyway. They've seen it all before.
9. Be flexible.
   Your older workers, depending on age group (see #2 above) may want flexible hours or a shorter work week. For those of them that need that, be willing to be flexible. You need their talent and technical skill so do what you need to to keep it available. Do not, however, assume that all older workers want to go home early. Some may be motivated by working the same long, hard hours that they have always done.
10. Use them as mentors.
    Let them coach and encourage the younger workers. Most older workers have a wealth of knowledge and experience that they would love to pass on. Give them the opportunity to do so and your entire organization will benefit. 

Management guide :F . Rech

IPMI Business School

IPMI Business School is an independent, non-profit institution devoted to excellence in business management education and research since 1984. IPMI Business School has the distinction of being the first business school in Indonesia offering an MBA program using Harvard Case Study learning method and delivered in English.

IPMI Business School is the first Indonesian Business School to groom MBAs and has graduated more than 2000 highly competent MBAs/MMs and undergraduates since 1985. IPMI Business School has built a reputation as one of the best business school in Indonesia.

Since September 2003, IPMI Business School has become a member of the AACSB International (The Association to Advance Collegiate Schools of Business International), headquartered in Tampa, Florida, USA.IPMI Business School is also a founding member of the Association of Deans of Southeast Asian Graduate Schools of Management (ADSGM) and the South East Asian Association for Institutional Research (SEAAIR).

Initially IPMI Business School was established to run the MBA degree program in Management. Over the years, in order to meet regulation, public needs and demands we have developed the program into:

1. Undergraduate Program:
   1. B.A. in Business Administration
   2. Transfer Student Program (TSP)
   3. Sarjana Ekonomi Manajemen
2. Graduate Program:
   1. Master of Management (MM) 
   2. Finance and Investment Management (FIM)
3. Non-Degree Programs:
   1. Certified Management Accountant (CMA) Preparatory Program
   2. Executive Development Program (EDP)
   3. Single-Subject Program (SSP)
   4. Graduate Certificate Program (GCP)
4. Recruitment, Selection and Placement
5. Assessment
6. Consulting

Vision
To become a leading Business School in Asia region

Mission
To deliver practical and applicable knowledge to become human capital through education, research, and service in an interactive environment