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Why These Business Schools Are The Best In the States

Why These Business Schools Are The Best In the States

Due to the constant development and innovations implemented in their curriculums, the top list of best business schools in the United States of America is a variable category. However, there are certain prestigious institutions that consistently find themselves among the top-ranked business schools in the USA, according to several highly respected publications.

The following list is based on a schools’ reputation and the quality of their MBA programs.

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10. Duke University: The Fuqua School of Business

Although the average annual salary of Duke graduates is significantly lower than Stanford’s ($141,772 vs. $184,566), this prestigious school still offers a wide range of employment opportunities for its students. Duke’s campaign to open facilities in England, Dubai, India, Russia and China reinforces international connections and career prospects. The program is based on three pillars of learning: decision making, innovation, and making a difference.

9. Northwestern University: Kellogg School of Management

Kellogg is ranked among the 5 best business schools, according to Forbes. The school is distinguished by its leadership and pioneering approach to learning. The statistics of employment after graduation prove the school’s efficiency in developing the next generation of business leaders (over 90% of graduates are being employed within the first 3 months after graduation, with an average salary increase of 94%). Notable alumni include Malika Chopra, Bill McDermont, and Ali Babacan.

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8. University of California at Berkeley: Haas School of Business

Berkeley’s Haas School of Business is a leading global producer of business leaders who redefine the practices of the business environment with innovative concepts and ideas. The average salary of alumni three years after graduation is estimated at $149,487. The strong networking, with over 130 active alumni clubs in 74 countries, increases the opportunities for international employment.

7. Yale School of Management

Recently relocated to the new Edward P. Evans Hall, in the northern part of its campus, Yale School of Management offers a favorable environment for insightful and active discussion. The essence of this program is encompassed by its integrated curriculum and the ability of students to easily approach faculty members. The program is based on analysis of stock charts, articles, and case studies. The graduates’ salary percentage increase is estimated on an average of 114%.

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6. University of Chicago Booth School of Business

The discipline-based approach to education transforms the students of Booth School of Business into effective, confident business leaders who are ready to face all challenges in the real business environment. The school offers four different programs: full-time MBA, executive MBA, evening MBA, and weekend MBA. The average salary of an alumnus three years after graduation reaches $156,000; which is estimated to be 100% higher when compared to the student’s salary before graduation. Famous alumni from Booth include Antony Pritzker, Joe Mansueto, and Patrick Doyle.

5. MIT Sloan School of Management

The mission of MIT Sloan is to develop inventive, innovative, and principled business leaders who will generate ideas that advance the management practice. The real success of this program is evident through the data for alumni career progress: the average salary percentage increase is estimated at 101%. An impressive 80% of students find employment within three months after graduation. Their teaching methods are aimed at obtaining practical knowledge through action learning and hands-on management experience.

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4. Columbia Business School

Columbia Business School ranks high due to the great alumni career progress, with an average salary increase of 116%. All first-year classes are organized in groups of about 64 students – a policy that enforces the sense of community within the program. The program is suitable for students looking for a combination of education, international and domestic networking, prestige, and exposure to real business environment.

3. University of Pennsylvania: Wharton

The Wharton School, established in 1881, has the largest business school faculty. It also leads the way regarding technology of research and learning. Although the total number of students per program is high (above 1,700), their teaching methods are approachable – based on developing strong analytical thinking and writing skills. The Wharton School of Business is the perfect choice for students looking for international perspectives. Another aspect that makes this school special is the largest global alumni network of almost 92,000 graduates.

2. Stanford Graduate School of Business

Stanford Graduate School of Business is one of the most selective business schools in the world (with only 483 full-time students accepted from 7108 applicants). High-profile employers are always interested in hiring Stanford graduates, whose salaries increase at an average estimation of 100% within three months after graduation. Their teaching methods are based on an effective balance between case studies, lectures, problem-solving sessions, and practical labs. Notable alumni include Phil Knight and Jeffrey Bewkes.

1. Harvard Business School

Since it was founded in 1908, Harvard’s business school has grown into the most respected educational institution in the world. The average alumni’s salary increase (after gaining MBA from Harvard) is estimated to be 113%. The teaching methods in Harvard are focused on developing practical skills that successfully launch students into the business world upon graduation. Their MBA program is recommended for students who aim towards increased earnings, career progress, and international mobility.

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Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

More to Motivate Your Team

Featured photo credit: Emma Dau via unsplash.com

Reference

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