AIESEC History
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After World War II and the poverty between nations, 9 students from 7 different countries met in Stockholm in 1948 with the goal of promoting friendly relations and contributing to tolerance between people. They founded AIESEC, which began with 7 countries and 250 members and has now grown to over 26,000 members across over 110 countries, facilitating international exchanges that have increased from 89 in the first year to over 5,000 currently.
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Aiesec history
AIESEC began in 1946 in Belgium and has since grown to be active in over 100 countries. Over its 60+ year history, it has exchanged over 350,000 students through internship programs. In the early years, exchanges were organized manually through forms at annual congresses, while today matching is done online. AIESEC has also expanded its mission beyond Europe to include countries on all inhabited continents and behind the Iron Curtain.
AIESEC Way & History
A brief presentation explaning about AIESEC Way & History. AIESEC is the world's largest youth-run organization that provides a platform for young people to develop their leadership potential.
This presentation is brought in Yogyakarta Youth Conference 1.0 held by AIESEC UGM at Kaliurang, September 27-29th 2014
Copyright 2013
AIESEC History
After World War 2 left Europe in ruins, with 55 million deaths and hatred between nations, students from 8 countries met in Paris in 1946 to begin organizing an exchange program. They formally established AIESEC at a meeting in Stockholm in 1948 with the goal of promoting tolerance through international exchanges. Starting with 7 countries and 250 members, AIESEC grew steadily over the following decades, spreading to all continents and facilitating thousands of internships annually by the 1960s. It continued expanding its global reach and member programs over subsequent decades, reaching 90 countries and over 20,000 members by 2005.
Aiesec Global Partnerships Presentation
AIESEC is the world's largest student-run organization, providing leadership development opportunities to young people through international internships and conferences in over 100 countries since 1948. It helps members discover and develop their potential for positive social impact. AIESEC has over 23,000 committed members across 870 university campuses globally. The organization works with corporate partners to provide internships, source diverse talent, build employer brands, and develop future leaders through programs like Developing Leaders Day conferences.
AIESEC Way and Values
AIESEC is a global student-run nonprofit that provides leadership opportunities and international internships to young people interested in world issues without discrimination. Through these experiences, AIESEC aims to develop youth potential and leadership to positively impact society. The organization envisions peace and fulfilling human potential.
Aiesec culture
AIESEC's culture focuses on togetherness and energy. As a youth-run organization, AIESEC builds energy through togetherness, which is demonstrated through their attitudes and behaviors. This togetherness is what distinguishes AIESEC from other organizations.
AIESEC 2015 Information Booklet
This document provides an overview of AIESEC's strategy towards 2015, known as AIESEC 2015. It introduces key concepts like the AIESEC Way, BHAG, Golden Circles model, and explains how the strategy and programs are linked. The document outlines the phases of the AIESEC Experience - Engagement, Experiential Leadership Development, and Life-Long Connection. It provides details on improved programs like Team Member, Team Leader, Global Internship, and Global Community Development. It includes a timeline, frequently asked questions, and references materials used in developing AIESEC 2015.
AIESEC Brand Toolkit
General Guideline for AIESEC Brand elements.
This toolkit should be followed from all members dealing with posters creation!
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Aiesec history
AIESEC began in 1946 in Belgium and has since grown to be active in over 100 countries. Over its 60+ year history, it has exchanged over 350,000 students through internship programs. In the early years, exchanges were organized manually through forms at annual congresses, while today matching is done online. AIESEC has also expanded its mission beyond Europe to include countries on all inhabited continents and behind the Iron Curtain.
AIESEC Way & History
A brief presentation explaning about AIESEC Way & History. AIESEC is the world's largest youth-run organization that provides a platform for young people to develop their leadership potential.
This presentation is brought in Yogyakarta Youth Conference 1.0 held by AIESEC UGM at Kaliurang, September 27-29th 2014
Copyright 2013
AIESEC History
After World War 2 left Europe in ruins, with 55 million deaths and hatred between nations, students from 8 countries met in Paris in 1946 to begin organizing an exchange program. They formally established AIESEC at a meeting in Stockholm in 1948 with the goal of promoting tolerance through international exchanges. Starting with 7 countries and 250 members, AIESEC grew steadily over the following decades, spreading to all continents and facilitating thousands of internships annually by the 1960s. It continued expanding its global reach and member programs over subsequent decades, reaching 90 countries and over 20,000 members by 2005.
Aiesec Global Partnerships Presentation
AIESEC is the world's largest student-run organization, providing leadership development opportunities to young people through international internships and conferences in over 100 countries since 1948. It helps members discover and develop their potential for positive social impact. AIESEC has over 23,000 committed members across 870 university campuses globally. The organization works with corporate partners to provide internships, source diverse talent, build employer brands, and develop future leaders through programs like Developing Leaders Day conferences.
AIESEC Way and Values
AIESEC is a global student-run nonprofit that provides leadership opportunities and international internships to young people interested in world issues without discrimination. Through these experiences, AIESEC aims to develop youth potential and leadership to positively impact society. The organization envisions peace and fulfilling human potential.
Aiesec culture
AIESEC's culture focuses on togetherness and energy. As a youth-run organization, AIESEC builds energy through togetherness, which is demonstrated through their attitudes and behaviors. This togetherness is what distinguishes AIESEC from other organizations.
AIESEC 2015 Information Booklet
This document provides an overview of AIESEC's strategy towards 2015, known as AIESEC 2015. It introduces key concepts like the AIESEC Way, BHAG, Golden Circles model, and explains how the strategy and programs are linked. The document outlines the phases of the AIESEC Experience - Engagement, Experiential Leadership Development, and Life-Long Connection. It provides details on improved programs like Team Member, Team Leader, Global Internship, and Global Community Development. It includes a timeline, frequently asked questions, and references materials used in developing AIESEC 2015.
AIESEC Brand Toolkit
General Guideline for AIESEC Brand elements.
This toolkit should be followed from all members dealing with posters creation!
AIESEC: The Clarity of What
The document discusses AIESEC's purpose of achieving "Peace & Fulfillment of Humankind's Potential". It notes that peace means avoiding conflict from cultural/religious differences and living in harmony while respecting others. AIESEC's "How" is developing leadership qualities in experiences to guide future leaders through difficult situations. It questions if a leader who experienced AIESEC would handle protests differently. The "What" is delivering experiences and an inner/outer journey that develops leadership qualities in members and customers. It emphasizes that leadership development must be the focus of every experience for AIESEC to deliver on its mission. It concludes that developing leadership in each person is how AIESEC works to achieve its goal of a more
Alumni Relations Management in AIESEC
The document discusses strategies for improving alumni relations management within AIESEC, including developing a database of alumni contacts, keeping alumni informed through regular communications, providing platforms for alumni connections both physically and virtually, offering engagement opportunities, and managing relationships with alumni associations. If these strategies are successfully implemented, it could double the positive impacts AIESEC currently sees from alumni donations, partnerships, and other support within a one-year period.
GET: Membership Selection
This document provides guidance on selecting new members for an organization based on leadership qualities. It recommends observing potential members for characteristics like seeking out challenges and learning opportunities, interest in world issues and desire to act, seeking self-improvement aligned with one's vision and strengths, and effective communication skills. Examples are given of what these characteristics do and do not look like. The document advises training interviewers and reviewing applicants' materials before interviews. Questions to ask are suggested to determine an applicant's potential to develop leadership qualities based on past experiences, activities, and level of investment and purpose. Overall, the summary emphasizes selecting applicants who demonstrate potential for growth and excellence in leadership through their demonstrated characteristics and experiences.
AIESEC Academy | Talent Education
This document provides an overview of the Talent Education process within AIESEC and outlines the objectives and content of a Learning and Education Circle (LEC) framework. The LEC is designed to increase members' skills and knowledge through various learning environments like conferences, mentoring, team experiences, and learning circles. It includes education on areas like AIESEC knowledge, skills development, functional processes, and strategic knowledge tailored to members' roles and experience levels. The LEC aims to improve member retention, increase knowledge, engage externals for training, and decrease time to proficiency within AIESEC roles.
AIESEC Partnership Proposal
The document provides information about AIESEC, the largest youth-led organization in the world that provides leadership development through global internships and experiences. It summarizes AIESEC's operations in Mainland China and outlines several partnership programs companies can engage in, including talent programs to source global interns, branding programs to promote the company to youth, CSR programs to collaborate on social projects, and an ambassador program to develop the company's global presence. Specific initiatives, costs, and expected reach are described for each program type.
AIESEC - About our GLOBAL PARTNERS
AIESEC is a global, non-profit organization founded in 1948 that develops leadership in youth. It has over 107 country members, 1,600 university partners, and 50,000 members. AIESEC provides internships and leadership development opportunities to connect high-potential youth with global organizations. It offers partners access to a diverse, global talent pool and sourcing efficient recruitment. Several multinational companies, like Alcatel-Lucent, UBS, Deutsche Post DHL, Microsoft, and Electrolux, have long-standing global partnerships with AIESEC to source interns who help address their business needs.
Mc role
The member committee (MC) serves as the servicing body for AIESEC in Poland. As a servicing body, the MC provides assistance, consultation, direction, and support to local committees. It serves to align AIESEC in Poland with AIESEC International's global direction by downscaling international strategies and priorities. The MC also sets the overall strategic direction for the organization in Poland and ensures alignment across local committees. It manages operations, conferences, legal/finance functions, and represents AIESEC in Poland externally to partners. The MC aims to build a capable team to effectively deliver these various services to local committees.
AIESEC Business Model
This document discusses AIESEC's business model and provides guidance on its implementation. It begins by defining a business model and providing examples of companies that have changed their business models. It then outlines AIESEC's unique value proposition of developing leadership qualities in young people. The document provides several questions and considerations for ensuring AIESEC's value proposition is clear and delivered through all activities. It discusses priority areas for business model implementation including standards, LEAD, structures, financial management, education, and system usage. Specific entities are suggested as examples for implementing different elements. The summary concludes by emphasizing priority setting and sequencing of implementation based on an entity's resources and focuses.
Aiesec acronyms
This document provides a comprehensive list of acronyms used within AIESEC, grouped into general abbreviations, functional areas, regions, and conferences. It includes over 50 acronyms for terms like AIESEC Experience (@XP), Engagement with AIESEC (EwA), Talent Management (TM), Outgoing Exchange (OGX), Western Europe & North America (WENA) region, National Induction Seminar (NIS), and Global Leaders Summit (GLS). The list is intended to help people familiarize themselves with AIESEC's many acronyms.
Effective AIESEC info sessions
This document provides guidance for an information meeting on student exchanges with AIESEC. It begins by acknowledging students' worries like failing exams, unemployment, and dependence on parents. It then presents AIESEC's benefits like expanding one's outlook and network, gaining work experience, and developing skills. Common student questions are addressed. The document stresses defining students' problems and dreams, showing how AIESEC can help, and denying excuses. It provides a checklist for an effective presentation focusing on benefits rather than features while answering questions.
AIESEC Workshop
This document outlines the agenda for AIESEC's spring member recruitment program. The agenda includes icebreakers, an overview of AIESEC including its history and vision, sharing of member experiences, and an explanation of the recruitment process. Sessions will cover AIESEC's programs like international internships, community development projects, and its team member and leader programs. The recruitment process involves several steps over 4 weeks including an application, assessment center, team activity week, induction seminar, and final interview. Former members will share how their involvement helped them become more confident, positive, and develop skills like teamwork.
Guideline to Debriefings
1) Schedule a debriefing meeting with the exchange participant (EP) upon their return to evaluate their experience. Ensure internet access for an online satisfaction survey.
2) During the meeting, ask the EP about their exchange experience, internship, expectations, and cultural exposure. Have them complete a Net Promoter Score survey to provide feedback.
3) Thank the EP for sharing, provide next steps to stay involved with the organization, and compensate them as outlined in the agreement. The goal is a full evaluation of the participant's experience to improve future exchanges.
Inner&Outer Journey
AIESEC focuses on developing leadership through international exchange experiences by providing "inner and outer journeys" for participants. The inner journey involves self-reflection, mentoring, and practice to help participants become self-aware leaders. The outer journey gives participants hands-on leadership experiences through challenges, risks, and systems designed to empower others and find solutions to world problems.
AIESEC Marketing OGX Structures
This document provides guidance on structuring marketing teams for Local Committees (LCs) based on their stage of growth and realization goals. It outlines key responsibilities for LCVPs and marketing team members focused on tasks like branding, communications, and driving specific programs like oGIP and oGCDP. Marketing teams should be sized appropriately based on realization targets and focus on just 1-2 key programs or issues. Data-driven backwards planning is recommended to set sign-up and conversion rate goals needed to achieve targeted realizations.
Team Standards - Building : Personal Goal Setting
Personal Goal Setting involves setting individual goals and action plans for team members. It includes clarifying roles and responsibilities, setting personal development goals, and creating an individual action plan. Regular tracking of goals and performance is important through one-on-one meetings and team meetings. The process of personal goal setting helps team members stay focused on their goals and accountable for their performance and development.
2014 ANNUAL REPORT ON HEALTH SECTOR HIV and AIDS IN NIGERIA
This document is the 2014 annual report on Nigeria's health sector response to HIV/AIDS. It summarizes progress on key interventions including HIV counseling and testing (HCT), prevention of mother-to-child transmission of HIV (PMTCT), and anti-retroviral therapy (ART). Nigeria has made progress in scaling up these services but still faces challenges in reducing new HIV infections, especially among children. The report analyzes data on service coverage and identifies gaps to help stakeholders better target their responses and work towards eliminating mother-to-child transmission of HIV by 2015.
The AIESEC Experience
AIESEC provides global leadership experiences to develop peace and fulfill humanity's potential. It uses an experience called Engagement with AIESEC to spark interest in young people to develop themselves and contribute to a better world. Experiential Leadership Development enables learning from practical experiences in challenging environments. Finally, Life Long Connection embodies leadership in everyday life for those who participate in AIESEC's programs. Over 1.82 billion people have been part of the AIESEC experience globally.
The AIESEC Way
This document provides an overview of The AIESEC Way, which describes AIESEC's organizational ideals and approach. It explains that The AIESEC Way answers questions about what AIESEC is, its vision, impact, approach, and values. The document then gives a brief explanation of each component of The AIESEC Way and notes that it is meant to guide AIESEC's global activities. It emphasizes that understanding The AIESEC Way involves considering all parts and being able to link it to daily work.
AIESEC OGX Intro
AIESEC is the world's largest student organisation, but it is far more than just that. Here is a look at what AIESEC does, and how it does it...
AIESEC history
1) AIESEC began in the 1930s as an organization to facilitate international internships for students and grew out of World War 2.
2) In 1946-1948, AIESEC was formally established and held its first congress in 1949 in Stockholm with 89 participants from France, Belgium, Finland, Netherlands, Denmark, Norway and Sweden.
3) Over the decades, AIESEC expanded globally with new members in America and Africa in the 1950s, the establishment of committees in over 100 countries today, and over 1 million alumni members worldwide.
Aiesec history
AIESEC was founded in 1948 to promote international exchange between student organizations. In the 1940s-1960s, exchanges grew significantly and the organization established an international secretariat. The 1970s saw over 100 traineeships realized annually in Sweden. In the 1980s, AIESEC focused on theme programs and exchanges while giving more freedom to local committees. Membership declined in the 1990s as focus shifted away from exchanges. In the 2000s, AIESEC introduced the AIESEC Experience to increase exchanges and member development. Swedish local committees fluctuated during this period, with some opening, closing, or merging due to lack of results or members.
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AIESEC: The Clarity of What
The document discusses AIESEC's purpose of achieving "Peace & Fulfillment of Humankind's Potential". It notes that peace means avoiding conflict from cultural/religious differences and living in harmony while respecting others. AIESEC's "How" is developing leadership qualities in experiences to guide future leaders through difficult situations. It questions if a leader who experienced AIESEC would handle protests differently. The "What" is delivering experiences and an inner/outer journey that develops leadership qualities in members and customers. It emphasizes that leadership development must be the focus of every experience for AIESEC to deliver on its mission. It concludes that developing leadership in each person is how AIESEC works to achieve its goal of a more
Alumni Relations Management in AIESEC
The document discusses strategies for improving alumni relations management within AIESEC, including developing a database of alumni contacts, keeping alumni informed through regular communications, providing platforms for alumni connections both physically and virtually, offering engagement opportunities, and managing relationships with alumni associations. If these strategies are successfully implemented, it could double the positive impacts AIESEC currently sees from alumni donations, partnerships, and other support within a one-year period.
GET: Membership Selection
This document provides guidance on selecting new members for an organization based on leadership qualities. It recommends observing potential members for characteristics like seeking out challenges and learning opportunities, interest in world issues and desire to act, seeking self-improvement aligned with one's vision and strengths, and effective communication skills. Examples are given of what these characteristics do and do not look like. The document advises training interviewers and reviewing applicants' materials before interviews. Questions to ask are suggested to determine an applicant's potential to develop leadership qualities based on past experiences, activities, and level of investment and purpose. Overall, the summary emphasizes selecting applicants who demonstrate potential for growth and excellence in leadership through their demonstrated characteristics and experiences.
AIESEC Academy | Talent Education
This document provides an overview of the Talent Education process within AIESEC and outlines the objectives and content of a Learning and Education Circle (LEC) framework. The LEC is designed to increase members' skills and knowledge through various learning environments like conferences, mentoring, team experiences, and learning circles. It includes education on areas like AIESEC knowledge, skills development, functional processes, and strategic knowledge tailored to members' roles and experience levels. The LEC aims to improve member retention, increase knowledge, engage externals for training, and decrease time to proficiency within AIESEC roles.
AIESEC Partnership Proposal
The document provides information about AIESEC, the largest youth-led organization in the world that provides leadership development through global internships and experiences. It summarizes AIESEC's operations in Mainland China and outlines several partnership programs companies can engage in, including talent programs to source global interns, branding programs to promote the company to youth, CSR programs to collaborate on social projects, and an ambassador program to develop the company's global presence. Specific initiatives, costs, and expected reach are described for each program type.
AIESEC - About our GLOBAL PARTNERS
AIESEC is a global, non-profit organization founded in 1948 that develops leadership in youth. It has over 107 country members, 1,600 university partners, and 50,000 members. AIESEC provides internships and leadership development opportunities to connect high-potential youth with global organizations. It offers partners access to a diverse, global talent pool and sourcing efficient recruitment. Several multinational companies, like Alcatel-Lucent, UBS, Deutsche Post DHL, Microsoft, and Electrolux, have long-standing global partnerships with AIESEC to source interns who help address their business needs.
Mc role
The member committee (MC) serves as the servicing body for AIESEC in Poland. As a servicing body, the MC provides assistance, consultation, direction, and support to local committees. It serves to align AIESEC in Poland with AIESEC International's global direction by downscaling international strategies and priorities. The MC also sets the overall strategic direction for the organization in Poland and ensures alignment across local committees. It manages operations, conferences, legal/finance functions, and represents AIESEC in Poland externally to partners. The MC aims to build a capable team to effectively deliver these various services to local committees.
AIESEC Business Model
This document discusses AIESEC's business model and provides guidance on its implementation. It begins by defining a business model and providing examples of companies that have changed their business models. It then outlines AIESEC's unique value proposition of developing leadership qualities in young people. The document provides several questions and considerations for ensuring AIESEC's value proposition is clear and delivered through all activities. It discusses priority areas for business model implementation including standards, LEAD, structures, financial management, education, and system usage. Specific entities are suggested as examples for implementing different elements. The summary concludes by emphasizing priority setting and sequencing of implementation based on an entity's resources and focuses.
Aiesec acronyms
This document provides a comprehensive list of acronyms used within AIESEC, grouped into general abbreviations, functional areas, regions, and conferences. It includes over 50 acronyms for terms like AIESEC Experience (@XP), Engagement with AIESEC (EwA), Talent Management (TM), Outgoing Exchange (OGX), Western Europe & North America (WENA) region, National Induction Seminar (NIS), and Global Leaders Summit (GLS). The list is intended to help people familiarize themselves with AIESEC's many acronyms.
Effective AIESEC info sessions
This document provides guidance for an information meeting on student exchanges with AIESEC. It begins by acknowledging students' worries like failing exams, unemployment, and dependence on parents. It then presents AIESEC's benefits like expanding one's outlook and network, gaining work experience, and developing skills. Common student questions are addressed. The document stresses defining students' problems and dreams, showing how AIESEC can help, and denying excuses. It provides a checklist for an effective presentation focusing on benefits rather than features while answering questions.
AIESEC Workshop
This document outlines the agenda for AIESEC's spring member recruitment program. The agenda includes icebreakers, an overview of AIESEC including its history and vision, sharing of member experiences, and an explanation of the recruitment process. Sessions will cover AIESEC's programs like international internships, community development projects, and its team member and leader programs. The recruitment process involves several steps over 4 weeks including an application, assessment center, team activity week, induction seminar, and final interview. Former members will share how their involvement helped them become more confident, positive, and develop skills like teamwork.
Guideline to Debriefings
1) Schedule a debriefing meeting with the exchange participant (EP) upon their return to evaluate their experience. Ensure internet access for an online satisfaction survey.
2) During the meeting, ask the EP about their exchange experience, internship, expectations, and cultural exposure. Have them complete a Net Promoter Score survey to provide feedback.
3) Thank the EP for sharing, provide next steps to stay involved with the organization, and compensate them as outlined in the agreement. The goal is a full evaluation of the participant's experience to improve future exchanges.
Inner&Outer Journey
AIESEC focuses on developing leadership through international exchange experiences by providing "inner and outer journeys" for participants. The inner journey involves self-reflection, mentoring, and practice to help participants become self-aware leaders. The outer journey gives participants hands-on leadership experiences through challenges, risks, and systems designed to empower others and find solutions to world problems.
AIESEC Marketing OGX Structures
This document provides guidance on structuring marketing teams for Local Committees (LCs) based on their stage of growth and realization goals. It outlines key responsibilities for LCVPs and marketing team members focused on tasks like branding, communications, and driving specific programs like oGIP and oGCDP. Marketing teams should be sized appropriately based on realization targets and focus on just 1-2 key programs or issues. Data-driven backwards planning is recommended to set sign-up and conversion rate goals needed to achieve targeted realizations.
Team Standards - Building : Personal Goal Setting
Personal Goal Setting involves setting individual goals and action plans for team members. It includes clarifying roles and responsibilities, setting personal development goals, and creating an individual action plan. Regular tracking of goals and performance is important through one-on-one meetings and team meetings. The process of personal goal setting helps team members stay focused on their goals and accountable for their performance and development.
2014 ANNUAL REPORT ON HEALTH SECTOR HIV and AIDS IN NIGERIA
This document is the 2014 annual report on Nigeria's health sector response to HIV/AIDS. It summarizes progress on key interventions including HIV counseling and testing (HCT), prevention of mother-to-child transmission of HIV (PMTCT), and anti-retroviral therapy (ART). Nigeria has made progress in scaling up these services but still faces challenges in reducing new HIV infections, especially among children. The report analyzes data on service coverage and identifies gaps to help stakeholders better target their responses and work towards eliminating mother-to-child transmission of HIV by 2015.
The AIESEC Experience
AIESEC provides global leadership experiences to develop peace and fulfill humanity's potential. It uses an experience called Engagement with AIESEC to spark interest in young people to develop themselves and contribute to a better world. Experiential Leadership Development enables learning from practical experiences in challenging environments. Finally, Life Long Connection embodies leadership in everyday life for those who participate in AIESEC's programs. Over 1.82 billion people have been part of the AIESEC experience globally.
The AIESEC Way
This document provides an overview of The AIESEC Way, which describes AIESEC's organizational ideals and approach. It explains that The AIESEC Way answers questions about what AIESEC is, its vision, impact, approach, and values. The document then gives a brief explanation of each component of The AIESEC Way and notes that it is meant to guide AIESEC's global activities. It emphasizes that understanding The AIESEC Way involves considering all parts and being able to link it to daily work.
AIESEC OGX Intro
AIESEC is the world's largest student organisation, but it is far more than just that. Here is a look at what AIESEC does, and how it does it...
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2014 ANNUAL REPORT ON HEALTH SECTOR HIV and AIDS IN NIGERIA
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AIESEC history
1) AIESEC began in the 1930s as an organization to facilitate international internships for students and grew out of World War 2.
2) In 1946-1948, AIESEC was formally established and held its first congress in 1949 in Stockholm with 89 participants from France, Belgium, Finland, Netherlands, Denmark, Norway and Sweden.
3) Over the decades, AIESEC expanded globally with new members in America and Africa in the 1950s, the establishment of committees in over 100 countries today, and over 1 million alumni members worldwide.
Aiesec history
AIESEC was founded in 1948 to promote international exchange between student organizations. In the 1940s-1960s, exchanges grew significantly and the organization established an international secretariat. The 1970s saw over 100 traineeships realized annually in Sweden. In the 1980s, AIESEC focused on theme programs and exchanges while giving more freedom to local committees. Membership declined in the 1990s as focus shifted away from exchanges. In the 2000s, AIESEC introduced the AIESEC Experience to increase exchanges and member development. Swedish local committees fluctuated during this period, with some opening, closing, or merging due to lack of results or members.
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1. AIESEC: The AIESEC Way
The document discusses "The AIESEC Way", which is both the manner and path that AIESEC aims to positively impact society. The AIESEC Way provides leadership opportunities, international internships, and participation in a global learning environment to enable young people to discover and develop their potential. It is comprised of values like activating leadership, enjoying participation, striving for excellence, and demonstrating integrity. The AIESEC Way is AIESEC's unique approach to empowering youth and fulfilling humanity's potential through peace.
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AIESEC dreams of addressing the world's needs through collaborative projects, responding quickly to global trends, and empowering innovative members to think creatively and act on new ideas. Their vision includes enabling local chapters to rapidly expand the number of exchanges they facilitate, ensuring everyone can experience AIESEC, and building a movement that engages and develops all young people worldwide through unlimited physical and virtual engagement.
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Design Thinking Framework
Business Model Canvas
Customer Journey Map
TIMES BPO: Business Plan For Startup Industry
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
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一比一原版(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证文凭如何办理
永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
The latest Heat Pump Manual from Newentide
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Digital Marketing with a Focus on Sustainability
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
The Genesis of BriansClub.cm Famous Dark WEb Platform
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
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AIESEC History
- 1. Year 1945
- 2. World War II
- 6. Poverty and Misery between nations
- 8. 9 Students, 7 Different Nationalities
- 9. Everything is made for a purpose
- 10. Promote Friendly Relations Between Members
- 11. Goal Contribute to tolerance between people
- 12. 7 Countries 250 Members 89 exchanges 1stYear
- 14. AIESEC Logos 1950s 1970s 1990s
- 15. 89 1000 4000 5000 26000 1949 1950's 1960's 1980's 2016 Exchanges
- 16. 1950’s
- 17. 1960’s
- 18. 1980’s
- 19. 2016
Editor's Notes
- They met in a cafe
- They met in a cafe
- Year 1948, 1st year of AIESEC
- Year 1948, 1st year of AIESEC
- Year 1948, 1st year of AIESEC
- Year 1948, 1st year of AIESEC
- Year 1948, 1st year of AIESEC
- Year 1948, 1st year of AIESEC
- Year 1948, 1st year of AIESEC
- Year 1948, 1st year of AIESEC