Graduate Education

Graduate Education

Kania School of Management – Meet our new Dean!

University of Scranton President Rev. Scott R. Pilarz, S.J., announced the appointment of Sam Beldona, Ph.D., as dean of the Kania School of Management effective July 1, 2019. Dr. Beldona has served as dean of the Barowsky School of Business at Dominican University of California, since 2013.

“Dr. Beldona has great respect for the tradition of excellence in the Kania School and brings an innovative vision for its future,” said Father Pilarz in an announcement sent to the University community. “During his more than 20 years of experience as a professor and senior academic administrator, Dr. Beldona has developed a track record of working collaboratively with faculty, administrators, alumni, benefactors and business leaders to develop innovative curriculum and programs with a global emphasis.”

At Dominican University, Dr. Beldona launched a three-day MBA Bootcamp experience and implemented a required Global Consulting Practicum for MBA students. Also, working with faculty and staff, he led an effort that resulted in the appointment of a placement director, significantly increasing the percentage of students who completed internships within the school of business.

At Bryant University in Smithfield, Rhode Island, Dr. Beldona served as associate dean and tenured associate professor at the Graduate School of Business from 2011 to 2013, and as chair of the Management Department in the College of Business from 2007 to 2011. At Bryant he helped the faculty to introduce new courses, such as Global Human Resource Management, International Business Practicum and Managing Diversity in a Global Environment. In addition, with faculty support, he introduced highly-interactive modules in each of the required courses for undergraduate students that included service learning, internships and case competitions. At the graduate level, he introduced specializations in global supply chain management, international business and global finance.

Previously, Dr. Beldona served as the Larry Jones Fellow of Corporate Governance at Wichita State University from 2001-2007, where he also served as the entrepreneurship research associate for the Center for Entrepreneurship. Dr. Beldona was an associate professor of international business at the International University of Japan from 2000-2001. He was an assistant professor of international business at Rutgers University from 1994-2000.

In addition, Dr. Beldona has extensive experience with AACSB International (The Association to Advance Collegiate Schools of Business) accreditation, having been a member of school’s AACSB’s Accreditation Steering Committee, Strategic Management Committee and Faculty Qualifications Committee, among others. The University’s Kania School of Management holds AACSB International accreditation.

Dr. Beldona has lectured, consulted, studied and taught in the Americas, Asia and Europe, and since 2003 has served as a visiting professor of corporate strategy at Temple University Japan, in Tokyo, Japan.

Dr. Beldona earned his bachelor’s degree and MBA from Karnatak University in Dharwad, India, and his master’s and Ph.D. from Temple University.

American Chemical Society Advancing Toward Sustainable Future

WASHINGTON, April 3, 2019 — The American Chemical Society (ACS) today endorsed the Sustainable Chemistry Research and Development Act introduced by Sens. Chris Coons (D-DE) and Susan Collins (R-ME). This legislation, which coordinates U.S. research and development efforts, is considered critical to the future of the chemical sciences.

The act was reintroduced today to the Senate Committee on Commerce, Science and Transportation, and would create a multiagency taskforce to guide investment in sustainable chemistry research, as well as a new public-private partnership program. It would also authorize a broad review of existing chemistry programs to give Congress a better understanding of the government’s role in sustainable chemistry.

“Boosting our economy with transformative, sustainable technology is central to the ACS mission,” notes Glenn S. Ruskin, vice president, ACS External Affairs and Communications. “Supporting sustainable chemistry at the federal level will empower the pursuit of cutting-edge science, ensuring a generation of sustainable products, new jobs and a greener world.”

The importance of this issue is outlined in the ACS public policy statement on sustainability and the chemistry enterprise. According to that statement, ACS “recognizes the importance of environmental sustainability and that modern civilization depends on it. Environmental considerations and economic growth are not mutually exclusive. We believe the chemistry enterprise must continue to provide leadership in forging the science and technology that will provide humanity with a sustainable path into the future.”

The American Chemical Society, the world’s largest scientific society, is a not-for-profit organization chartered by the U.S. Congress. ACS is a global leader in providing access to chemistry-related information and research through its multiple databases, peer-reviewed journals and scientific conferences. ACS does not conduct research, but publishes and publicizes peer-reviewed scientific studies. Its main offices are in Washington, D.C., and Columbus, Ohio.

To read the original press release from the American Chemical Society, click here!

To learn more about the Chemistry program at The University of Scranton, click here!

Applied Behavior Analysis Certificate: Responding to the Growing need for ASD Support

Beginning in the fall 2019 semester, The University of Scranton will offer a post-graduate Applied Behavior Analysis Certificate of Advanced Graduate Study. Applications are currently being accepted for the 18-credit program for professionals working in psychology, education, child care, occupational therapy, speech and language disorders, and counseling. The program will prepare students to meet the requirements needed to take the Behavior Analysis Certification Board examination. The course work is currently under review by the Association of Applied Behavioral Analysis International (ABAI).

According to the CDC, the estimated prevalence of children who live with Autism Spectrum Disorder (ASD) is one in fifty-nine. In response to this increased need, a multi-year, multi-million regional initiative, announced by AllOne Foundation in 2018, intends to enhance the service delivery system for individuals with ASD and their families living in 13 counties in Northeastern and North Central Pennsylvania. The University will serve as the executive hub of five Autism Collaborative Centers of Excellence.

The University’s hub will be a family friendly place for information and referral. The hub also has three state-of-the-art assessment labs to aide in education and training of the graduate students, as well as for evaluation purposes.

“The University is committed to working with the AllOne Foundation and community partners in building a community of care for children with ASD and their families by offering family friendly hubs for information and referral, identifying gaps in services, and increasing the number of skilled professionals through the Applied Behavior Analysis certificate program who can offer proven evidence-based interventions,” said Debra A. Pellegrino, Ed.D., dean of the Panuska College of Professional Studies.

Applicants to the post-graduate program must meet master degree, G.P.A. and other requirements for admittance.

Common Mission Builds Lasting Relationship

The nearly 30-year relationship between The University of Scranton’s Panuska College of Professional Studies’ Health Administration Program and St. Elizabeth University of Health and Social Work and Trnava University, Slovak Republic, has resulted in numerous faculty and student exchanges that have benefited both the education of health care providers and the care of patients across the globe.From left, University of Scranton President Rev. Scott R. Pilarz, S.J., met with Most Reverend Viliam Judak, Bishop of the Diocese of Nitra, Slovak Republic, and Monsignor Martin Stofko, Diocese of Nitra, Slovak Republic, during a recent visit to Scranton.


Castles built in stone will surely last longer than those made of sand. The same can be true of relationships. Those built on a solid foundation, such as a shared mission, would surely be best suited to stand the test of time.

For nearly 30 years, The University of Scranton has enjoyed just such a relationship with St. Elizabeth University of Health and Social Work, a Catholic college in Bratislava, Slovak Republic, and Trnava University, Trnava, Slovak Republic.

A recent visit to Scranton by Most Reverend Viliam Judak, Bishop of the Diocese of Nitra, Slovak Republic, and Monsignor Martin Stofko, Diocese of Nitra, Slovak Republic, highlights the common foundation and strong bonds shared by Scranton and St. Elizabeth University and Catholic church in the former communist state.

“St. Elizabeth University was created as a private Catholic university so that they could serve the poor both in Slovakia and also communities external to Slovakia,” said Daniel J. West Jr., Ph.D., professor and chair of Scranton’s Department of Health Administration and Human Resources.

St. Elizabeth University offers bachelor’s, master’s and doctoral level education in numerous health related fields and has more than 40 science-pedagogical facilities in more than 20 countries. The partnership between the Panuska College of Professional Studies’ Health Administration Program and the Catholic institution has brought numerous faculty and student exchanges that have benefited both the education of health care providers and the care of patients across the globe.

In addition to its educational mission, St. Elizabeth University actively serves the sick and poor irrespective of the race, nationality and religious orientation, in the Slovak Republic, as well as through its health, humanitarian, social, charitable and missionary facilities in Ukraine, Cambodia, Kenya, Ethiopia, Uganda, Sudan, Nairobi, Haiti and a dozen other countries.

Scranton – with a commitment to provide a transformational educational experience to our students that is engaged, integrated and global – has partnered with St. Elizabeth’s to provide experiences abroad for our Master in Health Administration (MHA) students.

“When I first started at Scranton a few decades ago, less than 1 percent of our students traveled abroad,” said Dr. West. “Now about 25 percent of students do. We need to have the relationships to allow this to happen with partners we trust. It’s the human element that is so important.”

Dr. West said the relationship with St. Elizabeth has developed “block by block” over time, recalling that the University though its numerous efforts in Haiti, introduced St. Elizabeth University to the many needs of the poor of the that nation. Subsequently, St. Elizabeth’s has started two health care projects in Haiti, one in the north and one in the south.

“I went to Haiti to help with the children,” said Monsignor Stofko. “I also went to Kenya and Uganda. This is the way we continued to work with the University and work with the students.”

Dr. West said the University has worked “hand-in-hand” with St. Elizabeth’s and the Church in Slovakia. This relationship extends to publishing, research and international presentations. Faculty from Slovakia contributed to four chapters of Dr. West’s most recent book “The Global Healthcare Manager: Competencies, Concepts and Skills.”

But, Dr. West said it is the students that ultimately benefit the most from the relationship.

“Each time our MHA students visit St. Elizabeth’s in Bratislava, we also visit some area around the city. One area we always visit is Nitra and when we visit, the Bishop invites us to his table, which is really in a very large castle. He allows us to tour a museum that not everyone has the chance to see,” said Dr. West.

This year, two groups of MHA students will travel to St. Elizabeth’s in the spring semester.

Students will see first-hand the lasting strength of castles built of stone – and of partnerships formed on a solid foundation.

Learn more about the MHA program at The University of Scranton.

What Should You Look For In New Hires?

Turnover and hiring new employees can be both time consuming and costly for businesses. Not only must businesses work to retain as many hard-working personnel as possible, they also work to make good hiring decisions to avoid a loss when it comes to the training of new hires. There are certain qualities companies look for when hiring new employees, which often can be discovered in the first interview.

Here are ten standout traits to look for in screening new hires:

1. Long Term Potential

Turnover can be expensive given the investment in training new employees, and businesses do not want to hire someone who does not have potential as a long-term hire. Recruiters should look for traits of commitment and longevity in an interviewee’s resume. For instance, a candidate with a graduate degree (such as an MBA) or multiple certifications would indicate a passion for pursuing learning, professional growth and long-term advancement opportunities.

When interviewing candidates, prompt them to speak in detail about their past. Supporting a growth strategy in your organization is much smoother when new hires come in with proven track records of producing solid results. Allow new hires to boast about previous successes, and ask for details into how they reached various career goals. Hiring managers should look for enthusiastic candidates eager to push the envelope and possess personal drive toward future achievements.

3. Enthusiasm and Passion

Look for candidates who are enthusiastic and passionate about what they do. Their successes should shine through during the interview. People who love the work they do often stay at companies longer than people who work for the sake of the paycheck. Enthusiasm is a great trait to possess for a new employee; enthusiastic and outgoing employees are often useful to a business because they are likely proficient when it comes to operations management, enterprise resource planning, and healthcare management.

4. Putting Skills to Action

Some hiring managers may request potential new hires to complete a task or work on a project to better illustrate their skill set. An employer wants to find a candidate who is self-motivated, excited to be an active participant in company efforts, and willing to put in the extra effort to achieve success in the business. Candidates who keep their composure while simultaneously showcasing their problem-solving skills are often better prepared to work well under pressure and responsibility that might come along with the job.

When interviewing a candidate, it is important to measure their “fit” in two distinct ways. First, consider their fit for the position itself based on their knowledge, skill capacity and overall abilities to successfully perform the required functions. Second, measure their fit for the organization as a whole by envisioning how they would personally “fit” into the company culture. Employees who feel successful at their position and have a sense of belonging at the company will often stay longer.

6. Team Player

In many situations, employees will have to function with fellow coworkers on a project. Even if a job requires most tasks to be completed alone, there will be times when employees will have to work together. Recruiters and hiring managers usually ask potential hires about how well they work as a team and what type of work environment they prefer. Some employers may even bring applicants in for a group interview to see how well they interact with a number of people already on staff.

7. Ambition

Businesses want to hire motivated and driven people who will go above and beyond what is asked of them. Ambitious employees work hard to do the best they can in their position and often think of ways to improve their work and be more efficient, making it a great quality for an online HR graduate to have. An employee, who possesses these traits, is sure to have a greater chance of being considered for more challenging positions once the opportunity arises.

Hiring managers will also look for honesty and integrity during the interview. When receiving a compliment, it is commendable for candidates to share the credit with fellow employees that helped them succeed. Appreciating other employees will strengthen both the group and individual morale, which builds and reinforces a trusting environment. Hiring managers should look for self-assured, confident employees who take credit for their work, while also recognizing the efforts from the whole team involved.

9. Responsiveness

Being intently responsive shows respect and courtesy towards the hiring managers; a candidate who thoughtfully responds when being addressed, politely greets others, says “thank you” and “you’re welcome,” will set the applicant apart from others who lack proper social interaction skills. It is also a key indicator of how they will interact with peers and customers once in the position. Treating people respectfully will yield better business results in every aspect of a company, especially when dealing directly with clients.

Candidates who make a good first impression will set the right tone for the interview. Their actions can create lasting impressions during those all-important first encounters. Common sense is key: dress appropriately for the interview and be on time. Similar rules apply for the interviewer. Are you setting a tone that accurately reflects the true nature of the organization? Making a positive first impression is crucial for all concerned!

Learn more about our Human Resources graduate program here!

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