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M.S. in Business Psychology

Franklin University Master of Science in Business Psychology banner Program OverviewProgram DetailsWhy Choose Franklin

Apply new insights into human behavior to solve old business problems

Business is a very human enterprise. Not only are innovative products and services a result of human ingenuity, but influencing human behavior is also key to every other part of a business’ success—including making the sale. That’s why behind most successful businesses are skilled and compassionate individuals who possess both an understanding of human behavior, and the know-how to leverage it to workplace success.

The M.S. in Business Psychology (MBP) from Franklin University integrates the latest psychological research and equips you to motivate behavior and resolve challenging managerial issues. You’ll cover traditional business disciplines in non-traditional ways, focusing more on the qualitative and human aspects of marketing, finance, management, and human resources. And with business psychology jobs projected to grow at a rate that’s double the national average through 2020,1 you’ll be well positioned to advance your career upon graduation.

Finish your MBP in as few as 14 months

In Franklin’s MBP Program, you’ll reap the rewards of your degree in as few as 14 months with the real-world expertise of Franklin’s highly qualified instructors to help guide you. And, if you qualify, GMAT and GRE requirements may be waived, allowing you to begin your program of study immediately, without a long-preparation cycle. (See full program admission requirements for details.)

Gain a theoretical foundation that translates into practical innovation

The program’s fusion of business and positive psychology exposes you to trending fields such as NeuroMarketing, which measures consumers’ response to marketing stimuli in order to better understand why consumers make decisions the way they do, and what part of the brain is telling them to do it. As you move through your coursework, you’ll penetrate a superficial understanding of human behavior by gaining a solid theoretical foundation you can practically apply in the delivery of new insight-driven solutions to old business problems.

You’ll learn to assess an organization’s business intelligence, evaluate psychological assessments for use in leadership and organization development, create behaviorally based measures of economic performance, apply psychological principles to new product marketing, design processes to stimulate innovation, and more.

Advance your career by learning from the experts

Today’s employers are looking for psychologically informed professionals with both business skills and management abilities that effectively cut across business units and silos. Job titles for such professionals include: Business Consultant, Coaching Program Administrator, Employee Selection and Placement Administrator, Organizational Consultant, Training and Development Manager, Management Consultant, and Program Development Manager.

Our M.S. in Business Psychology Advisory Board features leading practitioners to help ensure that our curriculum meets high professional standards that align with employer needs, improving your employability upon graduation. Perhaps the most notable member of our Advisory Board is Dr. Philip Harris of Harris International, an internationally recognized authority on cultural management and the author of over 50 books.

Earn your degree from a university built for busy adults

Regionally accredited and nonprofit, Franklin was built from the ground-up to satisfy the needs of adult learners. Faculty with industry expertise means you gain relevant knowledge to apply directly to your current or future career, while our flexible course schedules help to balance your education with work, family, and life. Get started on your future today!

1Source information provided by Economic Modeling Specialists International (EMSI)

Gain The Skills Employers Desire

  • Innovation & Change Management
    • Evaluate innovation processes, making improvement recommendations
    • Identify change resistance and performance gaps, working to develop and implement corrective actions
    • Lead strategic human resources initiatives, helping manage change with significant impact on employee populations and/or organizational performance and business outcomes
    • Create and oversee change management, training, and communication plans to maximize engagement of affected personnel
    • Assist in aligning organizations, employees, and behaviors with critical business imperatives and specific objectives
    • Support the delivery of creativity, change management training modules, and workshops
    • Create and enable reinforcement mechanisms, recognition strategies, and performance objectives
    • Apply structured change management approaches and methodologies for the people-side of change
    • Support organizational goals and objectives by developing and implementing cost-effective organization development (OD) programs
  • Organizational Intelligence
    • Advise on opportunities to align organizational structures and competencies with business strategies
    • Lead creation of data-rich ecosystems, inspiring staff to collect reliable, complete data and use it opportunely
    • Analyze organizational processes and programs, identifying operational improvement opportunities
    • Define and implement integrative indicators to measure organizational effectiveness and uncover development opportunities
    • Work with business leaders to implement business model changes and new technologies
    • Facilitate cross-functional projects that promote organizational effectiveness, efficiency, and profitability
  • Individual & Organizational Coaching
    • Deliver 360-degree mentoring, coaching, and consulting services to various leadership levels
    • Develop and implement coaching, succession management, and talent management strategies
    • Provide objective employee and management coaching to deal with sensitive workplace issues
    • Coach management in human resources-related topics and effective employee relations practices
    • Advise managers on effective methods for addressing employee performance and conduct issues
    • Support organizational goals and objectives by developing and implementing training and organization development (OD) programs, such as workshop training, group facilitation, team development, and program design
    • Design, develop, and facilitate employee learning and development programs
    • Partner with key stakeholders in implementing company-wide leadership development roadmaps
  • Marketing Psychology
    • Leverage knowledge of influence techniques to create more impactful customer interactions
    • Leverage findings in sensory acuity and neuroscience to improve consumer acceptability of products and services
    • Use principles of psychological influence to evaluate marketing messages
    • Promote a holistic approach to applying customer insights in product development processes, leveraging quantitative and qualitative behavioral research to tell the product story
    • Incorporate theory and research into conceptual frameworks that deliver marketing and product development insights
    • Create customer experiences that are intuitive, inspirational, and exceptional
    • Evaluate product usability based on heuristics, data, and research findings
    • Translate research findings into actionable product and marketing insights
  • Human Resource Development
    • Implement assessments to foster professional development, such as multi-rater, personality, and emotional intelligence organizational design initiatives
    • Deliver interventions to enhance individual, team, and organizational performance
    • Design, develop, and deliver workshop training on group facilitation and team development
    • Conduct assessment training for staff and/or other delivery resources
    • Assist in design and implementation of field research studies to measure effectiveness of training interventions
    • Define metrics based on employee demographics, labor market, legislation, and other factors that impact employee engagement and turnover
    • Develop talent management plans are aligned with business objectives
    • Collaborate on talent management processes, including organizational design, engagement strategies, surveys, goal setting and alignment, and performance management
    • Create organizational development solutions, including leadership progression, organizational effectiveness, performance management, succession planning, and cultural assessment

Career Opportunities

  • Business Consultant

    Business Consultants monitor existing business practices and industry trends, gleaning insights from their observations and research, and make recommendations to improve efficiency and profitability.

    View Salary Trends
  • Coaching Program Administrator

    Coaching Program Administrators work with small groups and individuals to affect habit changes that promote success and efficiency.

    View Salary Trends
  • Employee Selection and Placement Administrator

    Employee Selection and Placement Administrators handle the recruitment, interviewing, and hiring of employees.

    View Salary Trends
  • Internal Organizational Consultant

    Internal Organizational Consultants evaluate employee roles, looking for new ways to increase productivity and profitability.

    View Salary Trends
  • Training and Development Manager

    Training and Development Managers plan and direct training activities that develop employee skills in order to improve productivity and help business reach performance goals.

    View Salary Trends
  • Community College Instructor

    Community College Instructors teach undergraduate courses as community or junior colleges, delivering lectures, facilitating discussions, advising students, and grading assignments.

    View Salary Trends
  • Internal or External Management Consultant

    Internal or External Management Consultants look for solutions to specific organizational problems and assist in implementing necessary changes.

    View Salary Trends
  • Middle Manager

    Middle Managers motivate and supervise employees to follow business plans and deliver on project objectives on time and within budget.

    View Salary Trends
  • Program Development Manager

    Program Development Managers oversee the design and implementation of project-specific programs, representing the organization in meetings and presentations related to the program.

    View Salary Trends

Employment Outlook

From 2010-2020 jobs in Business Psychology are expected to increase by 30%.

Source information provided by Economic Modeling Specialists International (EMSI)

Our Recipe For Your Success

Academic & Industry Experts

Classes are taught and designed by credentialed professionals with real-world experience.
 

  • Programs are designed by combining the insight of industry leaders with the academic expertise of our faculty, ensuring what you learn translates into on-the-job success.

  • Academic concepts and theories are brought to life through our teaching faculty’s professional expertise, and can be immediately applied in your career.

  • Faculty with industry experience teach our courses, not graduate students or life-time academics, so you learn not only the theories behind the practice but also how to apply them in real-world situations.

Relevant & Consistent Curriculum

What you learn is a reflection of the program you choose, not the format in which it’s applied.
 

  • All programs are designed for learning outcomes to flow from the program level into actual coursework.

  • This top-down approach allows credentialed professionals to customize assignments based on trending industry topics without deviating from a program’s core outcomes.

  • Regardless of your professor or the format of your class, you receive the same quality education.

Hands-On Learning Experience

Franklin's coursework teaches not only theories and concepts, but also how they apply to practical situations.

 

  • Professional course designers ensure that class activities such as learning simulations, case studies, interactive videos, and group exercises are relevant and appropriate.

  • A curriculum development team is dedicated to making sure all courses are intuitively designed so content is taught in a logical manner that facilitates your success in the classroom and beyond.

Continuously Evolving Programs

Consistent program reviews ensure our programs stay at the forefront of industry trends.
 

  • Survey results and feedback from student and faculty assessments are reviewed regularly so that our programs are always improving and up-to-date.

  • A structured review process helps identify industry gaps that guide curriculum enhancements allowing our academic and industry experts to regularly implement new industry trends.

  • Regular assessment provides hard data that is used to improve student learning and teaching methods.

Get the details

Read course descriptions, learn about degree options, and meet program faculty.

View Program Details