What Does It Cost to Attend Bentley University?

Bentley University, a private nonprofit institution, is known for providing students with relevant, practical, and transferable skills through their educational blend of business, technology, and liberal arts. This mix has made Bentley one of the nation’s best business schools, and their alumni are highly sought after by today’s leading organizations for their professionalism, acumen, and real-world experience. Another thing that Bentley is known for is its price tag. If Bentley University is on your student’s list of dream schools, don’t let the lofty list price dissuade you from applying; most students do not pay the published price of college. Keep reading to learn more about how to calculate the real cost of college. The expense of an education at an institution like Bentley University fluctuates based on a variety of elements that are unique to each student—which makes list price a handy baseline, but a bad predictor of the actual out-of-pocket cost of college. Net price, which is the list price minus any government or institutional aid and merit scholarships, is a better metric for judging what college will really cost. Private colleges and universities typically come with a high price tag and Bentley is no exception. The list price—tuition, room, and board combined—for Bentley University is $63,350 for both in- and out-of-state students. However, as previously mentioned, most students will not pay the published price. Students who pay full price at Bentley are generally from affluent families with incomes surpassing $175,000 a year who fall outside of the top third academically of accepted students. Financial aid net price is calculated by deducting any aid rewarded from grants and scholarships from an institution’s list price. The financial aid net price of Bentley is $55,840. The income level of a student’s family plays a significant role in determining the cost of college—students from lower-income families can anticipate paying less for Bentley than a student with more financial means. Below is a breakdown of net cost at Bentley according to family income: Compared to other colleges and universities, Bentley is on the low end of merit aid awarded. In a poll of over 1,000 schools analyzed by for merit aid generosity, Bentley ranked 802nd. Merit aid is financial aid given without consideration for the financial need of a student, awarded instead for academic skill or achievements outside the classroom such as athletic, arts, or leadership. 37.3% of Bentley students without financial need receive merit aid, with the average amount awarded coming in at $672. Both in- and out-of-state Bentley students who don’t qualify for financial aid will pay an average net price of $62,678—just slightly below the university’s list price. Estimating your chance of getting into a college is not easy in today’s competitive environment. Thankfully, with our state-of-the-art software and data, we can analyze your academic and extracurricular profile and estimate your chances. Our profile analysis tool can also help you identify the improvement you need to make to enter your dream school. Many college students employ loans to pay for a percentage of their education. 61% of Bentley student take out student loans with $4,706 being the average federal student loan across four years. Keep in mind that some students may take out private loans as well. Student outcomes should be on the mind of anyone applying to college—they offer insight into expected graduation and future earnings. 88% of Bentley students graduate within six years of enrolling, meaning prospective students can feel good about their odds of graduating on time. Bentley students will also feel good about their investment in their education when entering the workforce, as the average salary for a Bentley student 10 years after graduation is $86,900. For comparison, the average income of a Waltham, Massachusetts, (home of Bentley University) resident is $35,642 a year and the average household income of a Waltham resident is $73,162 . Located on the outskirts of Boston—it’s just 15 miles away—Waltham is an expensive place to go to school. The cost of living index (a number used to give a general idea of the expense of living in a location) of Waltham is 171.1 according to Sperling’s Best Places . To put it in context, the cost of living index of the average U.S. city is 100 and the cost of living index in the Commonwealth of Massachusetts is 139. 78% of Bentley students choose to live on campus. Those who choose to live off campus will find accommodations on the expensive side—housing is more than 200% more expensive in Waltham than the national average which the primary driver of the high cost of living in Waltham. The average rent for a one-bedroom apartment in Waltham is $1,737. Two- and three- bedroom apartments, on average, command $2,117 and $2,653 respectively. Students can browse listings and get assistance finding off-campus housing through the Bentley University Off-Campus Housing Service . Students who want to work while attending Bentley will be happy to learn that Massachusetts has one of the nation’s highest minimum wages at $12 an hour. This makes Massachusetts one of 29 states with a minimum wage greater than the federally mandated $7.25 an hour. Work-study is a favored way for college students to earn extra money while pursuing their studies and Bentley supports the Federal-Work Study Program while also institutionally funding on-campus positions for students who don’t qualify for the federal work-study program. Bentley’s Student Employment Office can advise students with any questions or concerns about employment, including advising students about off-campus jobs. Bentley considers academic scholarships for all its first-year fall semester students. There is no application process and eligible students are notified of their eligibility upon admission. For students willing to put in the effort, a wide spectrum of private scholarships are also available. Our blog Getting a Head Start on Your Scholarship Search is a great jumping off point. One scholarship you’ll read about in Getting a Head Start on Your Scholarship Search is the National Merit Scholarship, which benefits approximately 15,000 students each year. Interested in learning more about the National Merit Scholarship and seeing if you qualify? If so, read our blog H ow to Qualify for the National Merit Scholarship Program . If Bentley University is on your list of dream schools but you’re struggling to calculate the cost—or simply want support through the application process—our College Application Program is just for you. Our advisors can guide you through the application process while our Finance Tool allows college-bound students to gain a better understanding of the expense of their education and what that expense means for their long-term financial health. Contact today to learn more about how our Applications Program can benefit you. Â  

Issues in Global Business and Strategic Concepts Essay - 5

Issues in Global Business and Strategic Concepts - Essay Example y remarkable models, theories and concepts that are in line with the issues in global business and strategic concepts, particularly in understanding the future of Nokia-Microsoft merger. The said merger is generally to obtain a competitive advantage especially in mobile computing. However, specifically, the ultimate goal is to increase potential market share or global expansion for Nokia and Microsoft in areas where the two firms have vital common things to offer leading them to their competitive advantage. It is recommended that the new CEO must consider that it is essential to employ various models in business primarily in line with the issues in global business and strategic concepts. Prior to the actual implementation of the Nokia-Microsoft strategy, it is necessary that the consideration of other relevant factors such as the entry strategy, production and outsourcing, value chain, marketing strategy and the organisational structure should be required. Furthermore, the primary activities in the actual operation should be considered with particular involvement of appropriate process implemented among the following factors: structure, processes, people, culture, and incentives and control. In the age of tough competition and globalisation, firms are conditioned that they should be able to compete, and the one which will be most likely to win in the battle should be able to understand the importance of achieving a remarkable competitive strategy prior to generating a competitive advantage (Siciliani, Straume and Cellini, 2012, p.2041). Microsoft and Nokia, in the midst of tough competition in their industry, are trying to improve their market share, especially in the area of mobile computing (Egan, 2014). Thus, the work at hand tries to establish the idea that seeks to understand the competitive advantage of Microsoft-Nokia merger and the things involved in this strategy. Specifically, this report examines the areas to gain competitive advantage in the

Comparing Human Resource Management in Multinational and Local Essay

Comparing Human Resource Management in Multinational and Local Companies in Hong Kong - Essay Example Moreover, there is a clear difference in how it is executed. All employees from the American company were divided into different groups, and in order to ensure efficient management of the employees, a manager was assigned to each group. The company also had a data base where each individual's sales performance and feedback from customers was encoded and saved. In these instances, in terms of employee performance, employees within the group were also allowed to put in their opinion of their colleagues. Using numerical totals from the database, an evaluation on how each person has been performing could easily be established. Moreover, the interesting part of this database is on how customers’ feedback was also accounted for in the overall evaluation of the employees. The fact that the employees formed groups to monitor one another was very much in keeping with the findings of Bjorkman (2003) on Chinese companies’ putting greater emphasis on team work. The Swiss company al so showed traces of an Appraisal system in place. They also went through a performance evaluation process for their employees. They mostly divided their staff into two groups: first, the lower level staff which were general operational staff, and second, the other staff which were usually higher level employees. The lower level staff usually underwent a two-way communication process using the Preference Evaluation (PE) form. Employees would then set objectives at the beginning of the year, with fulfillment of the objectives monitored throughout the year. By the end of the year, their managers usually evaluated the individuals by assessing whether or not they have achieved their objectives. A performance rating also followed the assessment. Among higher level staff, they also underwent a similar evaluation process, however, the review was called performance cycle, and was usually done through an online tool. These individuals also set objectives at the beginning of the year and were then monitored throughout the year. The difference in these two groups of employees is that towards the end of the year, there was a performance calibration session conducted by the managers on the employees. Such a session was not carried out on managers. This session consisted of an open forum where the managers discussed employee performance and then agree on a performance rating for each employee. This allowed a more unbiased evaluation of the employees. It also created a chance for cross department discussions and the sharing of opinions among these departments. In contrast, employees from the Hong Kong Company revealed that their company was using a more traditional appraisal system. Managers evaluated employees’ attitude in the workplace, and took into account the number of times each employee was late for work or if their work was done on time. The Hong Kong company does not have an evaluation system like the other two companies, and the employees’ evaluation i s mainly based on their performance and the perception of their managers. The Swiss company’s evaluating system shares some similarities with the American company. They both have a database for the easy evaluation of their employees. They also have groups which help with the evaluation process and which help illuminate the probability of bias. Both companies have traces of HR practices from the East and the