Jan 29, 2019

UVA, Oxford, CEIBS Rise in All-New Financial Times 2019 Ranking

Financial Times MBA

The latest Financial Times MBA ranking is officially out, with several international schools rising closer and closer to the top in 2019.

Continue reading…

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Dec 31, 2018

The Big Picture: The 5 Most Important MBA Numbers of 2018

2018 trends

Each year there’s a ton of new information that comes out about MBA programs. From new rankings to the latest GMAC news, there are a thousand little tidbits that can overwhelm applicants, students, and alumni. We’ve collected the most important MBA numbers of 2018.

To pare down the news into the information you need to know, we’ve taken a look at the big picture of the MBA for 2018 and outlined the five most important pieces of data you need to know. We’re talking about everything from the decline and U.S. MBA applications to the increase in female enrollment, the higher salaries and GMAT scores, as well as the increase in interest in technology. Continue reading…

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Jul 27, 2018

Forbes, Statista Analyze The Best U.S. Employers for Women

Best US Employers

Forbes, in partnership with German data company Statista, surveyed over 40,000 U.S. employees (including 25,000 women) that worked for companies that had at least 1,000 total employees in an effort to find which companies were the best US employers for women. While several big-name companies earned high marks, one particular Iowa-based company managed to stand out among the competition.

The first set of criteria Forbes and Statista analyzed to calculate its best US employers for women ranking centered around factors such as working conditions, diversity, and “how likely they’d be to recommend their employer to others.” When accounting for the men in the survey, in contrast to the women that were asked the same set of questions, scores were adjusted if the differences if answers became apparent. For example, Statista would adjust scores if men in the survey said a company had a lot of diversity, but women said that the same company did not.

The following set of criteria used in the survey, specifically for the female respondents, focused on “on factors such as parental leave, discrimination, and pay equity,” as well as nominated companies outside of the one they happen to work for. “The final list ranks the 300 employers that both received the most recommendations and boast the most gender diverse boards and executive ranks,” Forbes says.

Des Moines, Iowa company Principal Financial Group was the best U.S. company for women, according to Statista data.

Principal Financial Group, based out of Des Moines, Iowa, earned the highest honors for the 2018 ranking, with an official score of 91.4. The company, ranked 210th overall on the Fortune 500 list, employs 9,978 U.S. workers, nearly 60 percent of which are women. Speaking with Forbes, Kerry Gumm, the Principal Capital Director of Human Resources Strategy, says, “It really does start with the culture of the organization.”

“You can have a holistic life if you’re part of this organization,” she adds. “I’ve not felt the need to compromise in any way.”

Principal Financial Group earned high recommendations because of its benefits, which include “flexible work schedules, prenatal care programs, and an onsite childcare center.” The company also manages an annual review of all of its pay practices to better combat any potential biases, alongside an anonymous call center to help discuss compensation disputes. Not to be outdone, the company also implements rigorous standards in helping its own employees earn promotions, of which include “three women’s networks for those in leadership, technology, and sales roles.” In contrast to many of the companies listed in the aforementioned Fortune 500 listing, 42 percent of executive roles and 45 percent of the boards seats are held by women Principal Capital Group.

The University of Pennsylvania Health System, more commonly referred to as Penn Medicine, earned the number two spot on the ranking. The organization has over 35,000 U.S. employees; the third highest among the top ten ranked companies. With a significantly larger employee base than Principal Financial, Penn Medicine also has one of the largest percentages of female employees in the country at 77 percent. This also includes 55 percent women in the organization’s executive roles, as well as five out of its seven CEOs.

Card manufacturer Hallmark, based in Kansas City, Missouri, rounded out the top three. The company sports the smallest employee base out of any company in the top 10, with 2,500 U.S. employees. However, Hallmark featured an even larger portion of U.S. female employees than Penn Medicine, with a figure of 83 percent overall. About 70 percent of the Hallmark board is also held by women.

Several of the nation’s most prominent universities also managed to land in the top 50 of the new ranking, the highest of which was Harvard University at 9th overall. New York University, UVA, Stanford, and Emory University also earned high honors in the 2018 best US employers for women ranking.

2018 Best US Employers for Women

RankingCompany# of U.S. Employees
1Principal Financial Group9,978
2Penn Medicine35,273
5Oregon Health & Science University15,642
6Keller Williams Realty154,000
7Boston Children's Hospital5,001
8Providence Health & Services82,000
9Harvard University18,724
10Gwinnett County Public Schools23,300

Click here to see the 2018 entire ranking.

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Jul 16, 2018

Managing a Personal Crisis, and More – Boston News

personal crisis

What’s going on in Boston this week?

How to Manage an Employee Who’s Having a Personal CrisisHarvard Business Review

The Harvard Business Review recently explored how managers can best support employees to “take care of themselves emotionally while also making sure they are doing their work.”

Annie McKee, author of How to Be Happy at Work and a senior fellow at Penn’s Graduate School of Education, offers three helpful suggestions:

  • Set a tone of compassion in the office. It will not only give your employees confidence to approach you with struggles, but also give you the ability to spot warnings signs.
  • Be creative with solutions. A flexible schedule may allow a person to maintain their output without much disruption.
  • Check in from time to time, both to reassure the employee and to make sure that further adjustments or accommodations aren’t needed.

You can read the full article over at HBR.

Agile at Scale, ExplainedMIT Sloan Newsroom

MIT Center for Information Systems Research’s Kristine Dery is currently studying how agile management—the increasingly popular management methodology adopted by the likes of Microsoft, Ericsson, and Spotify—relates to the employee experience.

MIT Sloan School of Management senior lecturer and industry liaison Carine Simon writes, “The traditional method of managing, the waterfall method, which is very inflexible, planned-in-advance, linear, and not iterative at all, wasn’t lending itself at all to the flexibility and the adjustments that were necessary to make great software.”

Simon adds, “[Agile is] iterating with customer feedback, prototypes, and tests, versus taking some requirements and issuing the product maybe a year later, when the customer’s requirements have changed or technology has evolved.”

Many companies have taken note of agile’s prevalence and begun to “ask whether the method’s practices and philosophies could be scaled up to apply with equal success to other projects or even entire business functions,” according to Simon and Dery.

Simon continues, “In customer-centric processes where customer input is key, and in that sense it’s quite uncertain or fast-changing, then those would be the types of areas in a firm that lend themselves to agile.”

Check out the full article here.

Questrom Professor Named 2018-19 Batten FellowQuestrom Blog

BU Questrom School of Business‘ Siobhan O’Mahony was recently awarded a 2018-19 Batten Fellowship by the Batten Institute for Entrepreneurship and Innovation at University of Virginia Darden School of Business.

The Batten Fellows program, according to Darden, “provides support for prominent thought leaders and high-potential scholars who seek to generate new knowledge about entrepreneurship and innovation.”

O’Mahony, an Associate Professor of Strategy & Innovation and Academic Director of Research and Curriculum for Innovate@BU, explores how “technical and creative projects organize for innovation.”

O’Mahony plans to use her fellowship to “research entrepreneurial ecosystems and how those systems influence entrepreneurs and their efforts around venture creation.”

Read all about O’Mahony’s fellowship as part of the full article here.

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Jul 5, 2018

Who are the Most Important Female Leaders in Business School Today?

Female Leaders

Being a woman in business isn’t easy. While the industry works to improve gender equality, there is still a long way to go. Currently, women only hold 18.1 percent of directorships at publicly held companies. According to the latest report from MSCI, a research and analytics firm for investors, it could be until 2027 before women fill 30 percent of those roles.

And women in business school face similar struggles. Just five years ago, only three of the top 25 schools in the United States had 40 percent or more women enrolled in its MBA programs. And while, currently, nearly half have reached that mark, gender parity is still a ways off. Part of the struggle has to do with female leaders in business school. Currently, there’s only one female dean at a top-tier business school, and there are few other women who’ve made it to the top of their business schools as deans.

The challenges faced by female business school leaders are myriad, which is why we felt it was so important to recognize those women who’ve become prominent leaders in business schools around the world. Continue reading…

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Jun 5, 2018

MIT’s Unique Team Building Tool, and More – Boston News

team building tool

Let’s explore some of the most interesting stories that have emerged from Boston business schools this week.

Stop, Collaborate, and Listen: Music Making as an Effective Teaming ToolMIT Sloan Newsroom

The MIT Sloan School of Management recently hosted an Innovation Period workshop entitled “Music Making as Effective Teaming Tool,” which focused on leadership training through music. The workshop was developed in conjunction with New York nonprofit Found Sound Nation, which uses “collaborative sound-making as a tool to help enhance communities and build bonds.”

MIT Leadership Center Associate Director Abby Berenson explains, “Through music-making, they create a sense of community and a sense of teams, and through teams, this leadership practice. That’s really at the heart of what we try to bring for any of the SIP workshops we do.”

Sloan MBA student Faye Cheng added, “Being able to experience failure in a low-risk setting gave [me] new insight into how it can open up new avenues for creativity and innovation. It didn’t have to be a perfect sound, it was just ‘Let’s try things out and layer them on.’ In real life, it can be more daunting to fail in that way or make a decision and have to undo it later.”

You can read the full article here and listen to the students’ songs below.

How Companies Can Identify Racial and Gender Bias in Their Customer ServiceHarvard Business Review

The Harvard Business Review recently published an article by HBS Organizational Behavior Ph.D. candidate Alexandra C. Feldberg and UVA Darden assistant professor of marketing Tami Kim in which they explore the prevalence of racial and gender bias within customer service.

As part of their ongoing research, Feldberg and Kim “audited 6,000 hotels in the U.S. by sending email inquiries from fictitious email accounts that signaled senders’ race and gender. By systematically examining replies to these inquiries, we observed that frontline employees were less responsive to nonwhite customers and objectively less helpful and friendly. In other words, compared to white customers, black and Asian customers received worse quality service.”

They offered four effective strategies that large companies can implement to combat racial and gender bias:

  1. “Develop anticipatory service protocols.” In other words: standardize scripts and develop rules.”
  2. “Develop channels for employee feedback” to accommodate any new customer service issues.
  3. “Emphasize not just “best” service,” which the researchers argue can be “onerous and subject to interpretation,” but “equal” service.
  4. “Diversify employees’ experiences … through hiring and employee rotations.”

You can read the full article here.

Real World Statistics with Professor Ed VieiraSimmons Blog

The Simmons School of Management blog recently re-published an interview with associate professor Edward T. Viera, Jr., whose 2017 textbook on applied statistics raised a number of interesting questions related to how big data and statistics can be utilized in the health care industry, for instance.

Professor Viera explains, “Statistics allows us to analyze complex problems and provide reliable results, which humans cannot as easily do. Statistics offers the tools to “objectively” analyze a situation so that we can make reliable, data-driven, informed decision … with unprecedented precision.”

He adds, “Through the use of health care analytics, which deploys advanced software and hardware technologies, we can monitor and adjust our research or treatment based on the collection of data in real time.”

Check out the complete interview with Professor Viera here.

Posted in: Boston, Featured Home, Featured Region, News | 0 comments

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