Feel like the absence of a bachelor's degree on your resume is forcing you to settle for a second-rate job? With today's myriad opportunities to earn certificates and associate degrees, you can change your career, your salary, and your life in just a short amount of time.
Check out these five high-paying careers -- no bachelor's degree required!
1. Dental Hygienist
Employment of dental hygienists is projected to grow much faster than average for all occupations through 2014, ranking among the Bureau of Labor Statistics' list of fastest-growing occupations.
To practice in a dental office, hygienists must earn an associate degree or certificate from a school accredited by the American Dental Association Commission of Dental Accreditation. A base of biology, chemistry, and math courses are advised, and program coursework will include clinical, laboratory, and classroom instruction.
Median annual earnings: $58,350.
2. Fashion Designer
In this creative field, an inherent artistic ability and eye for detail, color, balance, and proportion are necessary. Ingenuity is key, as are sewing, pattern-making, and sketching abilities.
Designers usually hold at least a two-year associate degree in fashion design or fine arts. They must be knowledgeable about textiles, ornamentation, fabrics, and fashion trends, and exhibit communication and presentation skills, problem-solving abilities, and the willingness to work occasional long hours and travel to trade and fashion shows.
Median annual earnings: $55,840.
3. Diagnostic Medical Sonographer
Also known as ultrasonographers, diagnostic medical sonographers can specialize in obstetrics and gynecology, abdominal or breast sonography, or neurosonography.
A strong background in math and science is recommended, as associate degree coursework will include anatomy, physics, and physiology. A good bedside manner enables the sonographer to explain complex procedures to patients and reassure those who fear the health matters the testing may reveal.
Median annual earnings: $52,490.
4. Forensic Science Technician
You've seen the TV shows -- these professionals collect and analyze physical evidence and document laboratory methods and findings. Computer skills and attention to detail are crucial as collection and processing of materials must be spot-on to safeguard evidence.
Forensic science technicians should develop a strong base in math and science as preparation for their associate degree, typically earned in applied science or science-related technology. Coursework will include laboratory work and hands-on learning. Once in the field, technicians can choose to specialize in a certain type of analysis or examination.
Median annual earnings: $44,010.
5. Paralegal
Lawyers assume ultimate responsibility for legal work, but they often delegate tasks to paralegals, also called legal assistants. Paralegals help prepare for trials, hearings, and meetings; investigate facts; identify appropriate laws and decisions; and, after analyzing and organizing information, prepare and present reports of their findings.
Most paralegals have an associate degree in paralegal studies, however, intensive certification programs are also available and can often be completed in just a few months.
Median annual earnings: $39,130.
All salaries listed are median annual earnings based on 2004 data from the Bureau of Labor Statistics (BLS).
The Right Words: How to Ask for More Money:
Whether you're asking a potential employer for more money or your current boss for a raise, talking about money is awkward, especially when you are searching for the best way to phrase your request.
"Money is very tightly tied to our self-esteem," says Meryl Runion, author of "PowerPhrases." Asking for more money means saying you think you're worth more -- and risking hearing that someone else disagrees. "If somebody tells you, 'No, I don't think you are worth that much,' it's almost like saying you're not that valuable as a person."
A little practice can help you find the right words to make these requests -- and respond to the answer you get. Runion and other experts offer the following tips for two common scenarios.
Scenario 1: Getting a Raise
* Asking your current boss for a raise: The key is to ask in a way that shows you've done your research. Try saying, "I've been evaluating my own performance and what you've told me about my performance, and I would like to talk with you about increasing my salary," suggests Marcia Stein, a human resources consultant who recently published a book about recruiting.
This approach alerts your boss that you have analyzed your contributions and are not simply asking for a raise because you want more money. And by asking for a time to talk, rather than simply stating the raise you want, you give your boss time to prepare.
* If the boss says no: Despite your preparation, it may turn out that your boss isn't able or willing to pay you more. Try to find out the reason -- is there a companywide freeze on raises, or does your boss not agree that you deserve more? Stein suggests showing your interest in improving your performance by saying, "What would you recommend that I do so I can be one of the top performers on your team?"
Scenario 2: Negotiating a Higher Salary
* Negotiating a higher salary with a new employer: If you're offered a job but were hoping for more money, the key is to make the request in a positive way, says Lori Itani, an independent staffing consultant who focuses on high-tech companies and hears candidates' responses to offers. "If they're telling me that they really like the company, they really like the position, the manager and the team, and they'd really like to have this work, that's a good thing to say."
Itani suggests a way to phrase the request: "I'd really like to come on board, but I need some more help with relocation." If your goal is a higher starting salary, finish the sentence with, "but I need a little more in salary to justify the move from my current company to yours."
* If the employer says no: Even when you ask politely, it may turn out that the employer isn't willing to increase the offer. In that case, assuming you still want the job, your goal is to find out the possibilities for future raises -- while emphasizing that you intend to work hard. Runion suggests saying, "If I can prove my value, what are the possibilities for future raises?"
Source: http://hotjobs.yahoo.com/career-articles-five_high_paying_careers_in_two_years_or_less-261
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Why Do People Leave Their Job?
Experience- Based Retention
• Is it because of money?
• Benefits?
• The fact they believe there are no real opportunities for them at the company?
While many might argue about which of the above has more impact on whether or not a person decides to jump ship, attempting to identify the main overall culprit is probably the least productive approach to increasing retention. Why? Because while studies may show that one factor carries more weight than another, those same studies also show that all of the factors have the ability to influence people to some degree. So that means by focusing solely on the main culprit - whatever it might be – your retention plan is only as good as the number of people in your company who are primarily affected by that factor. Which means that it's nowhere close to being 100% effective.
People and Situations
Are you going to retain every person you hire? Of course not. The key is to retain those people you want to retain, those employees who make a difference and contribute a tremendous amount to the company in numerous ways. And in order to retain those superstar employees, you have to consider what kind of experience you're providing to them. Life is nothing more than a series of experiences, and people respond to them in a rather predictable fashion. They strive to avoid negative experiences, and they tend to gravitate toward positive ones. That rule certainly applies to people. After all, people provide an experience, don't they? I'm sure you could identify people in your life who provide negatives experiences and people who provide positive ones.
Which ones do you try to avoid?
The same holds true for an employment situation. If people aren't receiving a positive experience in their job, they're going to try to find a new one. The challenge is to ensure that they're receiving that positive experience. However, there are two aspects of this challenge to keep in mind: Experiences are very person-specific. In other words, what one person believes is a positive experience might not be the case for another person. Employees are not apt to come right out and tell you what constitutes a positive experience for them. Unless you have a very outgoing and highly communicative person on your team, you'll have to gather that information yourself.
Productivity and Profitability
As you might imagine, there are many different components to an experience, especially an employment experience. The good news is that there are ways to not only account for all of them, but also to ensure that you're addressing them in a way that will create positive experiences with your team and increase retention. In future issues, we're going to identify and discuss these different components, how they affect the overall employment experience and why, and how your understanding of them can help you to maximize the productivity - not to mention the profitability of your team.
Peopleconnect’s los angeles recruiters provide full service high tech executive search connecting outstanding candidates with wonderful clients. Providing contingency search and contract recruitment solutions to clients. Peopleconnect’s recruiter nyc will help you in finding the right people in New york.
Source: http://www.articleheaven.com/article_612765_36.html
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