Find Business Schools in the United States and Canada. Teaching a wide spectrum of business-related topics, business schools are higher-education institutions that offer training and education in accounting, finances, human resource management, marketing, office management, and more.

Did you know that the popular MBA program offered (at business schools and colleges) was developed in the United States in the late 1800's, and is taught worldwide today? Applicants interested in enrolling in these particular programs must meet educational prerequisites prior to enrollment into one of any number of business schools and universities. Once all academic standards have been met, applicants can enter into an MBA program where they will gain a wealth of knowledge and skills specifically designed for those candidates seeking lucrative careers as professional business consultants, accountants, and marketing strategists, among many other related fields. MBA programs in business schools entail foundational studies in capital markets, probability and statistics, financial and managerial accounting, corporate and marketing strategies, micro and macroeconomics, corporate finance, management, and more.

Additional educational opportunities exist at business schools and colleges, including transferable Associate in Business Administration degree programs, as well as specialized programs like Business of Health Care MBA, degrees and certifications. For example, some of the available undergraduate programs in business schools include courses in information technology, human resources management, entrepreneurship, customer/public relations, medical billing and coding, health information, and even veterinary practice management classes, among many others.

If you like working with numbers, accounting programs are also available at most business schools. Before you can pursue a career in accounting, you must have earned your MBA or equivalent education and experience from an accredited educational institution. Once candidates have completed accounting training at one of a number of business schools or colleges, it is essential that graduates earn certification and/or licensure to become a CPA (Certified Public Accountant); as this serves to bolster career prospects. Salary prospects are good for accountants and other business professionals, with the potential to earn well above $85,000 annually.*

Other career prospects for those who have earned a quality education through one of many business schools or colleges include occupations as budget analysts, bill and account collectors, bookkeepers, loan officers, financial analysts, personal financial advisers, business managers, payroll accountants, and entrepreneurs.

If you (or someone you know) are interested in finding business schools, let professional education within fast-growing industries like business administration, medical billing and coding, massage therapy, cosmetology, acupuncture, and others get you started! Explore career school programs near you.

*Occupational Resources: BLS (U.S. Bureau of Labor Statistics)

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Clients considering a midlife career change often call with the question, "Should I go back to school for another degree? So I wasn't surprised to find an article in a major business journal, featuring a Q&A around the question, "Should I get an Executive MBA after 50?"

Frankly, I wonder why the question even comes up. The real question is, "How will I benefit from a new educational credential? And how can I steer clear of embarrassing headlines, like 'Top Executive Reveals Degree from Diploma Mill?'"

(1) Instead of asking "Am I too old," ask, "What do I need now."

For an under-30 student, a traditional MBA can be an express elevator to the executive suite. For a midlife career change, you're more likely to use your MBA for networking, starting a business, or jump-starting a new career.

But will you get a lower return on your investment, with fewer years remaining in your career?

Who cares?

Five or ten years after completing your degree, you're facing a brand new career with technologies that weren't invented when you started out. Or you realize you've outgrown your career.

So these days any degree, at any age, has a ten-year life span at most. Midlife career change happens more than once in a lifetime.

(2) Education programs offer unparalleled networking opportunities.

Midlife career change usually requires networking. Degree programs offer a unique way to network without feeling pressure, bypassing informational interviews.

Your fellow students will have information about other companies, industries and professions. Professors at business schools (and other specialized degree programs, such as psychology, engineering and even music) often maintain a network of contacts.

Once I taught a class for an executive MBA program. Shortly after entering the program, student "Meredith" lost her job. Her resume landed on the desk of her classmate "Rodney." Rodney recognized her immediately, as they'd been on a class project team together.

(3) Degree programs give you new ideals.

You'll meet people and take classes on subjects you'd never consider otherwise. Most career change comes from serendipitous encounters, so you'll raise your chances of finding the best opportunity for your next move.

(4) Choose a program that won't land you on the wrong side of Sixty Minutes.

You've probably seen the horror stories flashed across your television screen. Mid-career professional gets doctoral degree -- and then gets fired for displaying bogus credentials. Senior executive discredited when sources reveal degree from non-accredited university.

One technique: Does the university have an alumni program? If the answer is "no," don't bother applying. If yes, attend a few meetings as a guest. Talk to alums about their success, experiences and their memories of academic rigor.

(5) For any educational program, set realistic goals and decide whether you can meet them.

Signing up is easy. These days, you'll find a warm welcome at universities, certificate programs, coaching programs - just about anything you might consider.

Figuring out the benefits? That's the hard part. Let's say your local university offers a certificate program in Human Resources. It sounds great: just four courses and you get to write on your resume, "Earned HR certificate from Local U."

How will future employers regard your certification? That depends on the reputation of Local U, the experience you bring to the table and the qualifications of your competitors.

Any of those factors could change overnight. So entering Local U with the goal of "a career change to human resources" may not be realistic.

But your certificate can pay off through networking opportunities, an extra edge if you change jobs, even a jump start to your bored professional self.

Bottom Line: You get my favorite answer. It depends.

Article Source: http://www.ArticleStreet.com/

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Organizational Behavior is a field of study that seeks to understand, explain, and improve the behavior of people who make up organizations.

Two major areas of focus in OB are an employee’s Job Performance & their Organizational Commitment.

Someone’s level of Job Performance is directly related to their ability to help the company achieve its goals. Job Performance is much broader than simply doing what you’re told by a manager or following your job description to the letter.

Job Performance is comprised of 3 very important components: Task Performance, Citizenship Performance, and Counterproductive Behaviors.

1. Task Performance is how well an employee completes their job duties. Required tasks are obviously very different for different jobs – but could include abilities such as problem solving, keeping others informed, technical proficiency, handling crises, completing paperwork, innovation, or doing data entry. Task performance comes down to the efficiency and effectiveness with which one does their job.

2. Citizenship Performance is seen when an employee goes above and beyond their formal job requirement to insure that the organization is running smoothly. Good citizens show a conscientiousness to do what is needed to make sure company goals are met. When Citizenship Performance is demonstrated consistently by many employees, it can be a major sustained advantage for a company.

3. Counterproductive Behavior is any intentional action of an employee that is contrary to the company’s best interests. Examples range from inappropriate conversations such as arguing with customers to destruction of company property or theft. Good citizens rarely show counterproductive behaviors, however, high task performers may demonstrate counterproductive behaviors.

Take a moment to think about the best and worst people you’ve ever worked with. The best co-workers or subordinates I’ve ever had the pleasure to work with are so great because they show high Task Performance, high Citizenship Performance, and no Counterproductive Behaviors.

The worst people I’ve ever worked with have unfortunately shown the exact opposite. They were low Task Performers, poor corporate Citizens and showed a wide variety of Counterproductive Behaviors.

Now let’s turn to the other major component that Organizational Behavior seeks to understand and improve – Organizational Commitment. This is the degree of loyalty that an employee demonstrates to their company. It’s why they want to stay where they are instead of moving on to a different organization. Commitment tends to increase as employees get older and as they stay with a company for longer periods of time.

Imagine you’ve been with a company at least 5 years, and a competitor to your current company approached you for employment. What would cause you to stay with your current company instead of deciding to leave it?

There are 3 different types of Organizational Commitment that we see people embrace: Affective Commitment, Continuance Commitment, and Normative Commitment.

1. Affective Commitment is desire to stay with an organization due to an emotional attachment. Going back to the hypothetical job offer from a competitor – if you would stay with your current company simply because you want to stay, you would be experiencing Affective Commitment.

2. Continuance Commitment is desire to stay with an organization because of the costs of leaving. These could be perceived financial costs or long-term career damage. You would deny the hypothetical job offer from the competitor because you need to stay.

3. Normative Commitment is desire to stay with an organization because of a sense of moral obligation to the company. You would deny the hypothetical job offer because you feel you ought to stay.

Many professionals question whether commitment even exists in today’s corporate culture.

When asked if employees are less loyal today than they were 10 years ago, a large survey revealed that 63% answered affirmatively. When asked if they would change employers in the next 5 years, 50% answered yes.

When asked to identify factors that would make them more likely to remain with their current employer, the top 3 responses were training & mentoring, earnings potential, and a positive work environment.

“Losers make promises they often break. Winners make commitments they always keep.” -Denis Waitley

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