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Study and Get Exemplary Education in Singapore Through Immigration Consultants

Thursday, September 14th, 2017

Singapore is offering great courses to students. It has made sure that the lives of the students turn extraordinary well after pursuing these courses. For undergraduate programs that take place part- time, the admissions happen twice in a year such as in July and January. The candidate’s age should not be lower than 21 years at the time of enrolment. The other requirement should be having an IB diploma to get admission. So, you can pursue a course after doing 10+2 also. The basic requirement is that the candidate ought to have a 2 years work experience for pursuing this diploma. It’s better to get help from immigration consultants to get the best help for your immigration and study visas.

If he does not have an IB diploma, he should have a qualification of the same worth with SAT 1 level cleared.

Let’s get to know the variety of such courses.

  • There are many types of such courses which are offered to such students such as BSC Biomedical engineering, the Bachelor of Building and Project Management, BSc Information Technology and Business (ERP), BSc Mathematics, the BSc Facilities and Events Management.
  • After that students are selected for a Hons program provided the required number of students is available to attend it. But they are only provided with a degree once they are able to meet the CGPA (Cumulative Grade Point Average) score during the course of the degree.
  • The best part about all these undergraduate programs is that the students are benefitted through the recognition of programs such as the BSc Human Factors in Safety by the Ministry of Manpower for Workplace Safety and Health Officer Registration. In Singapore another course offered is Bachelor of Engineering in Electronics (B.Eng Electronics). This is quite a useful undergraduate diploma for students and it makes sure students can look forward to a degree in engineering. The students are helped with an intensive preparation for the engineering degree ahead with an exhaustive knowledge of IT and telecommunications in this diploma. This diploma is recognized by the Engineering Accreditation Board which is the official body of engineers in Singapore. This program is also a pathway to a degree of the Bachelor of Engineering.

The students as you can realize are in an extremely advantageous position after pursuing these diplomas because they can look forward to a degree apart from getting jobs after such diplomas only. Companies like Capita PTE Ltd only require a Diploma in Engineering to provide jobs as Sales Engineer. The candidate just needs to have a dynamic personality to be appointed in this position.

There is an opportunity as an Aerospace Engineer with the Michael Page international recruitment firm for one of their clients. University Of Social Sciences also provides a Bachelor of Engineering in Aerospace Engineering (B.Eng Aerospace Systems) which is also a pathway to a degree program in the same domain. This program is excellent for students who want to venture into domain of Aeronautics.

A visa consultancy can provide you with extraordinary help in entering such diploma courses. It can also help you with jobs and hence help you gain invaluable experiences. You can access the help of such visa consultancies online now. Immigration consultants apart from help in study visas also allow you to go and get settlement abroad through the immigration programs for Canada, Australia and Hong Kong. These immigration consultants have extreme experience in Express Entry which is the immigration program for Canada. You need a Student pass to study in Singapore.

Is Cultural Intelligence and Millennial Engagement Part of Your Leadership Arsenal?

Thursday, September 14th, 2017

In his book, The Science of Leadership: Lessons from Research for Organizational Leaders, Julian Barling (2014) asked a very profound question. “Do leaders matter? If so, in terms of what outcomes?” This discussion intrigued me. As I read the chapter, I contemplated, from an outcome perspective, how can organizational leaders continue to grow their leadership team, gain global influence, and maximize millennial contribution?

Based on training and research conducted at the McDonough School of Business at Georgetown University coupled with real-world experience, I propose two strategies. The first strategy alerts organizational leaders to cultural biases in global strategic planning. Lack of this awareness can invoke personal idiosyncrasies, create blinders, and prohibit productivity. The second strategy is critical to reducing the high millennial turnover rate in organizations.

1. Invest in Cultural Intelligence Awareness Training

Economic globalization is driving the need for leaders to understand multicultural differences in business operations. Since many businesses are establishing a global footprint, developing leaders with high cultural intelligence is a vital skill. Although there are many instruments available to aid in this training, I previously used the Globe Smart Five Dimensions of Culture Awareness Tool. By using this tool, I was better prepared to engage with a small management consulting firm in Cape Town, South Africa.

So, why is cultural awareness important in strategic planning? Several years ago, I worked with several countries in Sub-Saharan Africa (SSA). My team and I were responsible for developing security-cooperation engagement activities for these countries. Since the United States’ goal was to eliminate safe havens for terrorists, especially on the African continent, we wanted to build trust and influence with our African partners.

Imagine if we had approached this engagement with a US-centric only mentality. Our efforts in this region of the world would have failed. Because we could not afford to allow our cultural differences to disrupt productivity, we invested tremendous time and research studying these countries. Our cultural awareness training enhanced our ability to collaborate and engage effectively with these global partners.

2. Maximize Investment in Millennial Contribution

How is your company measuring its investment in its millennial workforce? Are you allowing talent to walk out the door? In The 2016 Deloitte Millennial Survey: Winning over the Next Generation of Leaders, researchers cited, “More than 44 percent of millennials are now in leadership positions, but most believe they are receiving little to no development in their roles… Millennials still feel left out; only 28 percent believe their organization is fully taking advantage of their skills” (p.6).

As the host of a local television show titled, Leadership Table Talk, I recently interviewed several millennials regarding their perspective on leadership development in technology-driven organizations. Having spent over 35 years in the telecommunications and information systems technology business in both the military, government, and corporate America, I was curious about their perspective. The prevailing narrative from these interviews was “we just want a chance to contribute to the overall success of the organization.” What can we derive from this feedback? I purport that if organizations fail to engage effectively the talents of their millennial workforce, turnover rates will not decrease but increase – at an alarming rate.

In summary, economic globalization continues to drive corporate engagement with other countries. By developing a cultural intelligence awareness-training program, organizations can grow their leadership teams and global influence. Likewise, by strategically engaging the millennial workforce, organizations can maximize their productivity, and retain their expertise.