Work Life Hacks: Be a Survivor, Not a Victim.

Work Life Hacks: Be a Survivor, Not a Victim.
Workplace Issue: Why are some people better able to cope with being treated poorly, while others carry that hurt with them for years? Several years ago, I conducted research to determine why some people were able to cope with the experience of being bullied at work, while others simply could not overcome the mistreatment. My ...

Why Employee Engagement Matters Part Three

Why Employee Engagement Matters Part Three
Q: “What are the costs of implementing an employee engagement program?” A: The good news is that employee engagement programs are not costly.  In fact, they are not really programs. They are culture changes that help employees find passion and meaning in their work. Some concrete ways organizations are incorporating employee engagement include involving employees in ...

Why Employee Engagement Matters Part Two

Why Employee Engagement Matters Part Two
The first step to becoming an engaging leader is to practice the Platinum Rule, which encourages you to treat others the way they want to be treated, rather than the way you think they want to be treated. Take the time to find out an employee’s emotional and intellectual needs, so that then you can ...

FAQs – Sullivan Ph.D. in Management Program

FAQs - Sullivan Ph.D. in Management Program
There are a myriad of reasons people pursue a Ph.D. Many people are motivated by a desire to continue learning and create new knowledge through scholarly research. Others are interested in becoming practitioners whereby they consult with organizations that value research and development of products, services or markets. Sullivan University’s Ph.D. in Management embraces the ...

Why Employee Engagement Matters Part One

Why Employee Engagement Matters Part One
Most people have heard that customers are an organization’s number one priority, and it is true that without them, businesses would not exist. Employee engagement takes this philosophy a step further, and shifts the focus to a company’s employees. The viewpoint is that if companies take care of their greatest asset, their employees, the employees ...

Q+A with a Ph.D. in Management

Q+A with a Ph.D. in Management
Conversations with graduates of Sullivan’s Doctor of Philosophy in Management program. Patrick F. Hafford, Ph.D. Hometown: Camarillo, CA Ph.D. Concentration: Strategic Management Sullivan Graduation Year: 2014 (Hafford was Sullivan’s first Ph.D. graduate!) Current Position: Dean of the College of Arts and Sciences at Wentworth Institute of Technology in Boston, MA Q: Tell us a little bit about your background ...

Q+A with an (Almost) Ph.D. in Management

Q+A with an (Almost) Ph.D. in Management
Conversations with (almost) graduates of Sullivan’s Doctor of Philosophy in Management program. Nicole Modafari, Doctoral Candidate Hometown: Cincinnati, OH Ph.D. Concentration: Strategic Management Current Position: Budget & Program Management Analyst at the United States Environmental Protection Agency Q: Tell us a little bit about your background and why you made the decision to earn your Ph.D. in management. ...