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AIESEC

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Rita Araujo

on 9 March 2015

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Transcript of AIESEC


In the Context of Organizational Behavior

AIESEC
AIESEC was founded
Vision:
Peace and fulfilment of humankind's potential

1948
50's
60's
70's
80's
90's
Promotion of study tours to increase members relationship
Introduction of internships
Mission: development of a new generation of managers
Corporate Relations team
Strategy shifted towards university students
Mission: to create the leaders of tomorrow and to cooperate between cultures
Social based projects
Creation of the Global Learning Environment
International Conferences
Mission: to develop the individual
Today's mission is:
The international platform for young people to explore and develop their leadership potential
Biggest student-driven organisation
today
Core product: Integrated experience for University students composed by
Leadership Opportunity (LR)
International Exchange (X)
Question 1 -
What are the observable artifacts, espoused values and basic assumptions associated with AIESEC's culture? Explain.
Observable artifacts:

AIESEC weekend
Acronym - organizational language
Roll Calls
Bucket of water ceremony
Over 350 international conferences
Logo - young people forming themselves as individuals for the future
Core
Values
Activating
Leadership
Leader positions are rotational
(annually)
Living Diversity
Striving Excellence
There's a thorough selection process
Demonstrating Integrity
Transparency inside the organization
Enjoying Participation
Roll Calls
Acting Sustainably
Decisions take into account the needs of future generations
Espoused values:
Basic Assumptions:
Competing Values
Control
Flexibility
External
Internal
Adhocracy
Market
Hierarchy
Clan
3. Which of the following are AIESEC’s core values?

a) Enjoying participation.
b) Living diversity.
c) Activating leadership.
d) All of the above.


2. What is AIESEC’s current mission?


a) The international platform for young people to explore and develop their leadership potential.
b) Discover new cultures around the globe.
c) Peace and fulfillment of humankind potential.
d) None of the above.


1. When was AIESEC created?

a) 1918
b) 1948
c) 1991
d) 2000


Quizz - AIESEC

Elements of
Organizational
Structure

Span of control

Lots of employees reporting to a supervisor

High employee interdependence

WIDE SPAN OF CONTROL
Departmentalization
Flat Structure - 4 levels of hierarchy
Formalization

Selection Process

Training Procedures

Plan and budget approvals (General Assemblies)

Decentralized
Decision making authority is dispersed throughout the organization

2. Do you feel threatened by AIESECers as competitors in the job market? Do you think that they are in advantage?


1. Do you think AIESEC has enough visibility? Which measures and procedures would you use to improve promotion?



Discussion Questions

Question 3:
How should AIESEC take advantage of the changes in the educational and business environment to effectively deliver a valuable experience to its members and stakeholders?
Discussion Questions

Take advantage of new partnerships and improve the old ones
Possibility of acquiring new members
"Triangle" initiatives
Increase advertising and its effectiveness
Open conferences to the general public
Multicultural environment
Personality Dimension
O
penness to experience
C
onscientiousness
E
xtraversion
A
greeableness
N
euroticism/Emotional stability
1. When was AIESEC created?

a) 1918

b) 1948
c) 1991
d) 2000


Quizz - AIESEC

2. What is AIESEC’s current mission?


a) The international platform for young people to explore and develop their leadership potential.
b) Discover new cultures around the globe.
c) Peace and fulfillment of humankind potential.
d) None of the above.


3. Which of the following are AIESEC’s core values?

a) Enjoying participation.
b) Living diversity.
c) Activating leadership.
d)

All of the above.


4. What type of organizational structure is used by the association?

a) Divisional Structure.
b) Functional Structure.
c) Matrix Structure.

d) Network Structure.




SOLUTIONS



4. What type of organizational structure is used by the association?

a) Divisional Structure.
b)

Functional Structure
.
c) Matrix Structure.

d) Network Structure.


Question 2:
Are you an AIESEC member or would you like to become one?

Being a member/exchange participant

“Local employers value international experience because companies are becoming more international. The workforce is becoming more diverse. An international experience is becoming more and more of an asset” 

Conclusion
Community spirit
Teamwork
Team goals
Develop young leaders
Discussion Questions

In what ways can AIESEC be responsible for this tragedy and what can be done to prevent situations like this?

Question 2:
Are you an AIESEC member or would you like to become one?

Being a member/exchange participant

“A pessimist is always right, but an optimist is the one who has a great time”

Organizational Behavior
Católica Lisbon School of Business
and Economics
Professor Átina Alves da Cunha
Elective Year 2014/2015
Section 1


Marta Saraiva nº150112170
Rita Araújo nº150112249
Diogo Costa nº150112015
Tiago Morgadinho nº150112092

5. How would you rate the behaviour of the AIESECer that got turned down for P.A.I. (who happened to be Muslim) on the basis of Distinctiveness, Consistency, Consensus?

a) Low, High, Low.
b) High, Low, Low.
c) Low, High, High.
d) High, Low, High.



5. How would you rate the behaviour of the AIESECer that got turned down for P.A.I. (who happened to be Muslim) on the basis of Distinctiveness, Consistency, Consencus?

a) Low, High, Low.
b) High, Low, Low.
c) Low, High, High.
d) High, Low, High.

Full transcript