Friday, October 10, 2008

Management Course study-canada.info

Dare to be Different When Planning Your Budget

As publishers are looking toward next year’s plan they may be feeling a little queasy. After looking at budget figures most of this year that have been lower than expectations you may be approaching next year with some caution. While that may be safer (and maybe more realistic) your shareholders are expecting you to lead the company to increased revenues and better margins of profit next year regardless of world economic conditions. Their other investments are going south so they are looking to you to perform. That’s why you get paid the big bucks.

Independent owner/operators of papers may have a more understanding shareholder, however, their task remains the same as publishers of chain owned papers, increase revenues and improve profits. Your family is depending upon you to keep your investment in your paper secure while improving your lifestyle.

Either way, one of the first things you should do is learn some ways to relieve stress because next year could be one of those years. (Send me an e-mail and I will e-mail you a copy of an article from our Health & Fitness special section, 10 Quick & Easy Ways to Manage Stress).

Following are some things to consider when you are preparing your budget and plans for next year.

DO SOMETHING DIFFERENT TO GENERATE REVENUE

If you are really going to have an impact on your revenue or budget for next year you must decide to do something different. You can’t increase sales by 10% by doing the same thing you did this year. Honestly, if you do the same things you did this year you will probably end the year with a decrease in revenue.

· Consider new separate products for your business. I am not suggesting you stray too far away from your base product, but consider new products that can generate revenue. Some examples are:
o Rack distributed pieces that are targeted at a specific reader including tourist guides, restaurant guides, real estate, area information books, etc.
o Direct mail products that are targeted at a specific demographic including high income households, business to business, specific zip code, etc.
o Glossy coupon books. Deliver this product as a separate book from your paper or as an insert with extra distribution.
o Generate revenue from your web site. If you have a web site that is getting a lot of hits you can sell links or banner ads on your web site.
Whatever new products you decide upon, you will be more successful with a dedicated sales staff just for these products. A half-hearted effort on a new product will provide half-hearted results.

· Consider new in-paper promotions for your paper. Put a new twist on the “same old” pages you do every year. Some examples are:
o Sell weekly directories for web pages or local e-commerce. Many of your local advertisers have invested in a web page and now need to drive traffic to it but don’t know how. Help them out by putting together a directory of local web pages. This can be a great tie-in with selling links to their sites from your web page.
o Run a yellow page directory. Using yellow ink over a page, sell some of those accounts the yellow pages have as huge advertisers. This might open some doors for advertising from attorneys, physicians, mortgage companies, insurance, furnaces, electric contractors, dentists, etc. Take a minute and go through your yellow page directory and look at the ads from those categories. Many of these businesses are spending $15,000 a year and more in phone directories.
o Produce new special sections. Try some topics like Death & Dying, Summer Cookout, Pet Care, Family Life, etc. They will be popular with your readers, (58% of households own a dog or a cat) but you need to gain advertising support. Maybe they start as a few consecutive pages in the paper or a single page for a few consecutive weeks instead of a complete separate section. Don’t be stuck in the rut of doing the same tired sections every year. Some you may be doing now may need to be put on the shelf for a while. If they are dropping in page count every year and becoming harder to sell, it may be time to shelve them for a year or two and replace them with something different.
o Add exciting promotions to your paper. Give away a trip to Hawaii or a 2-year lease on a Lincoln with a multiple week giveaway drawing that draws consumers into local businesses to register. Host a business expo or job fair at a conference center supported by a separate section. My favorite promotion still is a crazy day sale. The paper attaches numbers to each paper delivered that the consumer takes around town on a specific “crazy day” to match their number with one posted in local businesses to purchase an item for $1 if the number matches. This is fun to sell and gets everyone walking around town with your paper in their hands. I love it!

DO SOMETHING DIFFERENT TO IMPROVE PROFIT

If you are really going to have an impact on your bottom line for next year you must decide to do something different. You can’t improve profit by 20% by doing the same thing you did this year. Honestly, if you do the same things you did this year you will probably end the year with a decrease in profit.
My prediction for next year is...your cost of doing business is going to increase. I don’t need to be a prophet to know that costs are going to increase and in order to just stay even you either need to raise revenue or reduce cost. Maybe you better try a little of both.

· Evaluate everything you spend money on. In 1976 or 1977 Jimmy Carter talked about a zero-based budgeting plan. I liked the idea. The plan was to take every expense to zero and justify the expense. Would you buy it all over again? I don’t remember that Jimmy ever did anything using his plan, but I still liked the idea. Do you really need to spend money on five art services or would four be sufficient? Are the local events you sponsor still providing the return you expected or are there other events that could use your help that would give your paper better exposure for the sponsorship fee?
· Are your suppliers earning their way? Are you paying competitive prices for newsprint? Are you using the same suppliers for you have always used just because you have always used them? Do other suppliers offer a more competitive package or better material for the same or less money?
· Evaluate your staff. Do you really need 57 writers on staff or can some of the material be generated from contracted writers or services? Are your classified ad people sitting around waiting for the phone to ring or are they generating business with outbound calls to renew ads or sell new ads? Are your salespeople planning their sales calls before they hit the road to make the most of their time? Have you provided training for your managers? Often, we will promote a great salesperson to a sales manager without providing any management training and then wonder how this great salesperson turned into such a mediocre manager. That is OUR fault. You will see improved production and improved morale when a manager who understands how to lead people supervises your staff.
· Is there computer software, computer hardware or equipment that you can purchase that can help your staff operate more efficiently? Evaluate these as a capital expense and determine a return on your investment. If it saves you money and you can pay for the expense with improved savings in wages within 24 months. You should definitely consider the purchase. Write down how this purchase will save you money and make sure you follow through with the plans to reap the savings. Too often, managers justify an expense with a projected savings and then do not follow up on the process to realize the savings they projected. If the ROI is over four years you should probably pass. Save your money to spend on upgrades that will pay for themselves. www.study-canada.info

Management Course China

Role Models For Your Staff

Any department in your paper that has more than one person has a staff leader. This single person controls the attitude of most of the staff within the department. You may think (or hope) I am referring to the Department Manager. I am not. I am referring to that headstrong staff person within the department. In sales, it may be the top salesperson. In other departments it may be the veteran staff member.
Management doesn’t appoint these people as team leaders. This is either a self-proclaimed position or one that is thrust upon them because of their good performance or strong personality. These people set the pace for the department (good or bad). Their attitude and performance determines the outcome of a project more than the hard work of the department manager. They are the role models everyone else patterns their behavior after.
Once you determine who the role model for the department is you should work with them to develop great role model characteristics. Help them develop the work patterns and attitudes you would like to see modeled for the entire staff. Involve them in decisions for the department. Use their leadership to help create a stronger department.

Top Performers resisting Role Modeling

Despite what basketball legend, Charles Barkley once said, leaders are role models. No one likes to have every action (and reaction) judged but despite their reluctance if they are a leader, they ARE a role model. People around them watch and judge everything they do. Peers, subordinates, co-workers and of course, supervisors all watch how the leader acts and reacts in every situation.
In sales, as in basketball, the leadership role is assigned to the top performers. New salespeople approach their career with enthusiasm and a desire to be the best. They are attracted by the promise of the “big bucks” that result from being a top performer themselves. Often, they look for a mentor to pattern their future success after. During Michael Jordan’s playing days, rookie NBA players along with young people around the country wanted to “Be like Mike”. They looked toward a mentor that that they could pattern their style of basketball play after. Similarly, rookie salespeople want to be like the top performer on the sales force.
Like Charles Barkley, some top performer salespeople don’t want to be role models. They are reluctant to accept the responsibility of being the leader and modeling the performance of the “perfect” salesperson. Their reluctance is usually due to the pressure of having everything they do being watched and judged. It is easier to be viewed as a top performer when the only thing that others look at is how many points you score (or sales you close). It becomes more difficult to retain the top performer position when everyone watches your performance both on and off the court. Despite the top performer’s resistance to accept the role model position, if he/she is the top performer they are setting an example that others will follow. They may be setting a good example or a bad example but either way they are setting an example.

Top Performers accepting Role Modeling

Some top performing salespeople are thrilled to accept role modeling. They enjoy sharing ideas and helping the rookie salesperson get started in the right direction. They remind me of David Robinson of the San Antonio Spurs. When the Spurs drafted Tim Duncan, David willingly became the teacher helping the rookie adapt to the new surroundings in the NBA and turn around a losing franchise in to the world champions just 3 years later.
Top performers in your organization who willingly accept role modeling can be your company’s best asset. Following are some tips I have given top performing salespeople to help them become great role models.
· Guard your tongue – Always speak positively about your customers, your co-workers, your company and its leaders. Don’t use foul or inappropriate language.
· Be Nice - Treat everyone with respect. Poor role models often have a higher value of themselves than others. Everyone in your company has an important role in the team’s success. Great role models recognize that and encourage those around them to strengthen the team.
· Work harder than anyone else – Expectations are high for the top performers. Everyone watches their work ethics and is quick to criticize any misuse of time or company assets. Great role models get to work earlier, have shorter lunches and stay later than average sales performers. They don’t waste time during working hours surfing the Internet, wasting an hour deciding what everyone is doing for lunch or playing games on their computer.

The results of top performer David Robinson’s role as the teacher paid big dividends to the San Antonio Spurs. A top performer in your organization willing to be a role model can help develop your team into world champions.

Here is a quote to remember: “Be a light, not a judge. Be a model, not a critic.”
Steven Covey, Business consultant www.study-china.info

Management Course China

Expectations For a Manager
During the 22 years I spent running papers I discovered some characteristics that I found valuable for my department managers to possess. I didn’t want them to just be a boss. I expected them to be leaders. My expectation for the management staff was high and I was seldom disappointed. I always clearly shared my expectations with them and they responded. My staff and management were always highly regarded in the office, in the community and in the industry.
I want to share with you some of my expectations for managers and supervisors as they lead the people at your newspaper and shopping guide.

Be a Positive Leader – You will set the tone for the entire staff in your department. If you are down and acting as if you are fighting against the world your staff will feel that same way. Your example is the personality reflected throughout the entire department. I expect you to be a positive leader. You are always setting an example for your staff to follow. Is it a good example, or a bad example?

Be a Follower – As the manager and leader it is your responsibility to see that everyone follows the procedures set by our management team. This is difficult at times, especially if you don’t agree with the procedures. You should share your opinions when the policy is being set. However, once the policy or procedure is set it is your responsibility to make sure it is followed.

Be a Teacher – Help your staff learn to do their job better. Share the workload without being the one who does all the work and keeps all the glory. Generally, people like to work hard and be a valuable contributor to the success of the business. After all, this is their place of employment too. They like to work for a successful business and they love to contribute to that success. Encourage them to learn more about their work. Give encouragement to those who perform well. Reprimand those who do not perform well. Nobody likes to work with a slacker. The workload has to be picked up by those who are performing well. It is not fair to punish people for doing their job well to cover for those who aren’t carrying their load.

Be a Student – Always schedule time to study. You must try to improve your personal performance by learning to do your job well. As a manager, your job is to accomplish the goals of the company through people. “Getting things done through people” is a complete description of a manager. Spend time reading and doing research to improve your management skills.

Change Everything – Never accept the answer “That is the way we have always done it.” Be willing to improve every way we do business. In order to remain competitive in today’s marketplace we must be ready to change the way we do business in an instant. Always look for a better way. Always justify the expense. Make the task more efficient. Make the task easier. Make the task less costly. Improve working conditions. Improve the quality. Always justify the expense. Always look for a better way.

Never Compromise Integrity - Always be fair. Treat staff and customers with respect. Treat them the way you expect to be treated. Always be honest. Never lie to a staff member, customer, supervisor or yourself. Always be nice. You can create enemies with your attitude. You can also create friends with your attitude. Always respect your staff. Loyalty and dedication to the job come from loyalty and dedication to the boss. These attributes come from the example you set. Are you loyal and dedicated? Most importantly, do you appear loyal and dedicated? Your actions are under constant scrutiny. Never speak a bad word about your staff, your customers or your company and its management.

Dave Baragrey is a business consultant and sales trainer for Publishers-Edge, a Special Section syndicate for print and on-line special sections, and Consulting business specifically designed to help newspapers and shopping guides.

www.study-china.info

Management Course France

Tips for Team Building
By Dave Baragrey

As football season begins we watch college teams prepare for another season of gridiron action. We see the news reports and speculations of what teams are expected to win the most games based on their talent, yet every year, despite a constant turnover of players some college teams are ranked in the top 25 regardless of the talent of their players. They have developed a winning tradition that follows year after year. What is the “magic” that keeps these teams in the top 25 every year? How can your paper, despite a frequent turnover of players, continue to be ranked in the “top 25” year after year? There are things we can learn from college football coaches.

Practice the Fundamentals

Everyday at football practice the players run through drills to make sure they know their role on every play. How is your staff training scheduled? We usually do a good job of training our sales force, but what about the rest of the team? Football teams don’t only work on training the running backs and wide receivers, they have to make sure everyone on the team is well trained.

Most publications do a reasonable job of initial training of their production staff but often the training stops there. They seldom offer any on-going training program. Most state associations offer production training sessions at conferences occasionally at a reasonable cost to your paper. If your association doesn’t, let them know the type of training you would like to see more of at the conferences.

What about the quarterback? One of the most overlooked areas of training at papers is the training of their front line managers. Often, we promote a great salesperson, comp artist or other deserving staff member to the role of department manager without providing the proper training to teach them how to manage their staff. We then wonder what happened to his great salesperson that is now a mediocre manager. The quarterback (dept. manager) of the team needs training in how to call the plays and how to motivate the team to perform their job well on every play.

Go Over the Game Tape

After every game the team watches game tape to see what they did wrong and right in the last game. At your paper, do you have the staff go through the game tape (the previous published paper) to praise them for an assignment that was completed well and to let them know about a blown assignment?

Steaks Dinners for the Offensive Line

We report on the game and describe all the great plays the quarterback, running backs and wide receivers made, but the linemen get no glory. Great quarterbacks treat their linemen to a steak dinner because they know that without their blocking the big plays have no chances of being successful. The linemen continue to work hard every week to protect the quarterback because they know he appreciates their work in the trenches. Is your quarterback (the dept. manager) giving the linemen (dept. staff) the positive reinforcement they need for top performance in the next game?

It is amazing what a kind word recognizing a job well done does for the attitude of your staff. Unless you are paying your staff 3 million dollars a year plus a signing bonus, you need to provide positive feedback that makes them feel an important part of the team.

No Breakdowns in the Line

Every member of the team has a specific duty on each play. If just one breakdown occurs, the play can be ruined. If the offensive line misses a block the quarterback is sacked. If a defensive back blows the coverage, the opposing team completes a long pass for a touchdown. Despite the best plans, if an assignment is blown, the opposing team can score. Team members must complete their assignment for the play to be successful.

At our paper, we can’t afford for individual team members to blow their assignment. If the salesperson does a great job of researching information, preparing the presentation and convincing the client to buy advertising in your paper, the play can be blown by errors in composition, poor printing quality or non-delivery of the paper to the consumer.

Team members need to know how important their role is in the success of the team. If they feel that their performance doesn’t matter to the success of the team they will start missing blocks and blowing tackles that will allow the competition to score.

Here is a quote to remember:
”If anything goes bad, I did it. If anything goes semi-good, we did it. If anything goes really good, then you did it. That's all it takes to get people to win football games for you.”
Paul Bear Bryant, Former football coach, University of Alabama
www.study-france.info

management course Germany

Experts across industries agree: excellent leadership skills are the top competitive advantage a company could have; that's above personnel, operations, or financial resources.
As Med Yones of the International Institute of Management puts it:
"The leadership team is the most important asset of the company and can be its worst liability."
The companies that recognise the importance of great leadership are continually those that rise to the top. Under further analysis, those companies show that their true success comes from a devoted effort aimed at enhancing the most critical personal skills of leaders to develop them into ideal leaders.
The Numbers Are In On Success In Leadership
In their Executive Survey of Leadership effectiveness, Fortune Magazine and the Hay Group found that the most admired companies in the world all had one thing in common: an attentiveness toward nurturing the "emotional intelligence" of their leaders; in particular, a focus on the enhancement of such characteristics as self-awareness and management as well as social awareness and social skills.
As a group, these companies were found to:
be more satisfied in terms of leadership quality be intolerant of inappropriate behavior among leaders Value leadership training and development more highly be more demonstrative of emotional intelligence The attention looks to have paid dividends in human resources for these companies; 83% of those polled reported being satisfied with the effectiveness of their leadership (in contrast, only slightly more than 50% of successful peer groups were satisfied with their leaders).
Not surprisingly, the most successful and satisfied companies are those who understand ongoing leadership training and development to be excellent returns on investment. Our personal experience as leadership training experts concurs. Training after training, our clients report that personal performance of leaders is the key to corporate success; top-level efficiency is an uncanny predicator of business success. ... www.study-germany.info

Management course in Hongkong

Business Management Training Program and online course is perfect for a business owner, entrepreneur or anyone seeking to learn the introductory and foundational essentials in business and management. If you are thinking of starting a business or pursuing an MBA, learn the essentials here! The Management Training program consists of 12 separate modules geared to providing the vital information in a timely manner designed to fit your busy work and family schedules. This program will provide you with an introductory and basic understanding of financial and accounting terms, the successful negotiation strategies for most environments, and any necessary issues in the management of the marketing process, employment law, compliance and regulatory requirements, as well as licensing, permits and taxes, and successful negotiation strategies for most environments. This basic and introductory Management Training online certificate program is only offered in partnership with major accredited colleges and universities and is best–suited for anyone with little or no management experience. www.study-hongkong.info

MBA STUDY IN BANGLADESH

MGSM allows students to study an MBA either full-time or part-time. Whether you study your MBA program on a full-time or part-time basis, you will be subject to exactly the same intensity, rigour and assessment. When you study an MBA each unit will be conducted over a 10-week term, involving 40 hours of face-to-face lectures. Prospective students looking to study an MBA at the MGSM, should recognise that considerable demands will be placed on their time outside of formal lectures. In addition to the 40 hours of face-to-face teaching, when you study an MBA an estimated additional workload of approximately 80-120 hours per unit for readings, completion of assignments, group work, meetings, study and the like. The additional workload required will depend on your interests, background and experience.
The MBA program has a variety of lecture days, times and formats enabling even the busiest of people to study an MBA at MGSM.
When you study an MBA at MGSM your fellow students will have maturity and superior work experiences to draw upon throughout their program. MGSM students are typically drawn from a wide range of industries and backgrounds, each bringing a variety of perspectives to the classroom.
MGSM students are very motivated people electing to study an MBA to assist with career advancement, a career change or for self-development. Your fellow student will study an MBA to increase his or her knowledge and skills, have a thirst for learning, a desire to actively participate in class and a willingness to learn from others, while enabling others to learn from their experiences.
The combination of mature and experienced students with high quality faculty ensures that the learning experience whilst studying your MBA is engaging, interactive, challenging and ultimately insightful and rewarding.
You will be able to study an MBA in a class environment that encourages debate and contribution to class discussion. To learn is to participate, present and defend your opinions and ideas, and challenge those of others, thereby enriching the learning experience for fellow classmates. Find out more information on how to study an MBA at the MGSM. .... www.studyinbangladesh.info

Study MAB in India - www.studyindia.org

This year MGSM celebrates its 35th Anniversary and the continued success of our full-time MBA in Australia program.The Business School is ranked #1 in Asia and Australia and #40 in the world for its full-time MBA program (Economist Intelligence Unit, Which MBA? Global Full-Time MBA Rankings, 2003), equal first of MBA in Australia programs (Australian Financial Review BOSS Magazine, 2004, 2003, 2002), and in the top 40 business schools worldwide for executive education (London Financial Times, 2003) MGSM understands the demands of a busy lifestyle. Notwithstanding, the study of the MBA in Australia is rigorous and demanding.MGSM offers the one MBA program that can be undertaken either full-time or part-time. Whether studying your MBA in Australia on a full-time or part-time basis, you will be subject to exactly the same intensity, rigour and assessment. Each course unit of your MBA in Australia is conducted over a 10-week term, involving 40 hours of face-to-face lectures. Prospective students looking to start the MGSM MBA in Australia program should recognise that considerable demands will be placed on their time outside of formal lectures. In addition to the 40 hours of face-to-face teaching, the MBA in Australia requires an estimated additional workload of approximately 80-120 hours per unit for readings, completion of assignments, group work, meetings, study and the like. The additional workload required will depend on your interests, background and experience.With a variety of lecture days, times and formats the MGSM MBA in Australia enables even the busiest of people to study at MGSM.The MGSM MBA in Australia program was ranked #1 in the world for the quality of its students (Economist Intelligence Unit, Which MBA? Global Full-Time MBA Rankings, 2003 and 2002).Students at MGSM studying their MBA in Australia have maturity and superior work experiences to draw upon throughout their MBA program. Students are typically drawn from a wide range of industries and backgrounds, each bringing a variety of perspectives to the classroom.MGSM's students studying their MBA in Australia are very motivated people undertaking an MBA program to assist with career advancement, a career change or for self-development. The typical MGSM student studying theor MBA in Australia is one seeking to increase his or her knowledge and skills, has a thirst for learning, a desire to actively participate in class and a willingness to learn from others, while enabling others to learn from their experiences. .... www.studyindia.org

MBA COURSE IN AUSTRALIA

This year MGSM celebrates its 35th Anniversary and the continued success of our full-time MBA in Australia program.The Business School is ranked #1 in Asia and Australia and #40 in the world for its full-time MBA program (Economist Intelligence Unit, Which MBA? Global Full-Time MBA Rankings, 2003), equal first of MBA in Australia programs (Australian Financial Review BOSS Magazine, 2004, 2003, 2002), and in the top 40 business schools worldwide for executive education (London Financial Times, 2003) MGSM understands the demands of a busy lifestyle. Notwithstanding, the study of the MBA in Australia is rigorous and demanding.MGSM offers the one MBA program that can be undertaken either full-time or part-time. Whether studying your MBA in Australia on a full-time or part-time basis, you will be subject to exactly the same intensity, rigour and assessment. Each course unit of your MBA in Australia is conducted over a 10-week term, involving 40 hours of face-to-face lectures. Prospective students looking to start the MGSM MBA in Australia program should recognise that considerable demands will be placed on their time outside of formal lectures. In addition to the 40 hours of face-to-face teaching, the MBA in Australia requires an estimated additional workload of approximately 80-120 hours per unit for readings, completion of assignments, group work, meetings, study and the like. The additional workload required will depend on your interests, background and experience.With a variety of lecture days, times and formats the MGSM MBA in Australia enables even the busiest of people to study at MGSM.The MGSM MBA in Australia program was ranked #1 in the world for the quality of its students (Economist Intelligence Unit, Which MBA? Global Full-Time MBA Rankings, 2003 and 2002).Students at MGSM studying their MBA in Australia have maturity and superior work experiences to draw upon throughout their MBA program. Students are typically drawn from a wide range of industries and backgrounds, each bringing a variety of perspectives to the classroom.MGSM's students studying their MBA in Australia are very motivated people undertaking an MBA program to assist with career advancement, a career change or for self-development. The typical MGSM student studying theor MBA in Australia is one seeking to increase his or her knowledge and skills, has a thirst for learning, a desire to actively participate in class and a willingness to learn from others, while enabling others to learn from their experiences. WWW.STUDY-AUSTRALIA.INFO

Management Course in Italy

What to expect from an MGSM management courseThe combination of mature and experienced students with high quality faculty ensures that the learning experience in your management course is engaging, interactive, challenging and ultimately insightful and rewarding. Our management course class environment encourages debate and contribution to class discussion. To learn is to participate, present and defend your opinions and ideas, and challenge those of others, thereby enriching the learning experience for you and your fellow classmates throughout your management course.Quality faculty teach all MGAM management courses MGSM's talented faculty is committed to rigorous academic quality and excellence in teaching and research. With approximately 40 full-time faculty and some 60 adjunct faculty, students can be assured of a management course that bridges the gap between theory and 'real world' application.Highly qualified academics with extensive industry experience, often combine business with academic life to ensure your management course is taught at the edge of leading management theory. They are sought after consultants in industry and are able to bring a unique perspective to your management course, as they are actually applying and implementing what is being taught. In addition, they are constantly working to stay abreast of the latest research, theory and knowledge within their chosen fields of specialisation.All MGSM management courses are taught through Face-to-Face lecturesMGSM understands that the face-to-face teaching format is a key component to providing a quality management course. Face-to-face means that all lectures in your management course are conducted by an academic on campus, not online or via another mode. At MGSM you can be assured your management course is being taught by MGSM faculty members, not facilitators, course leaders or tutors. It is this very format that ensures your management course will provide the opportunity for higher learning.Quality Students undertake MGSM management coursesMGSM students have maturity and superior work experiences to draw upon throughout their management course. Students are typically drawn from a wide range of industries and backgrounds, each bringing a variety of perspectives to your management course.MGSM students are very motivated people undertaking a management course to assist with career advancement, a career change or for self-development. The typical MGSM student is one seeking to increase his or her knowledge and skills, has a thirst for learning, a desire to actively participate in class and a willingness to learn from others, while enabling others to learn from their experiences.
www.study-italy.info