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UPPORT FUTURE FORWARD THINKING.
UPPORT FUTURE FORWARD THINKING.
REATE VISION.
UPPORT FUTURE FORWARD THINKING.
what’s inside 2
A Message from the BGS President
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EBL in Action: What I’ll Do with My Bonus...
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Career Challenges in a Down Economy: Beta Gamma Sigma members share how they are contending with a volatile job market
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BGS Corporate Contributors and Affiliates 2009 Beta Gamma Sigma thanks those organizations that generously support the Society’s programs and services
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AACSB Accredited Business Programs Apple Store AVIS Rent A Car System, Inc.
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A Message from the BGS President
W
hile the world continues to struggle with the current economic situation, and the news seems to be a never-ending replay of bad decisions, worse actions and questionable leadership, I thought it was appropriate to give you some good news about Beta Gamma Sigma. While we as an Honor Society face challenges and struggles like everyone else, there are many good things going on. I know I’ve discussed this before, but the name and reputation of the International Honor Society Beta Gamma Sigma is growing steadily stronger across the country and around the world. As the Society gains greater exposure to business leaders and decision makers, more and more companies want to communicate with us about ways they can partner with our membership. In turn, more hiring managers know “Beta Gamma Sigma” and it catches their attention when the words are placed appropriately on a resume. In the United States, where honor societies have a long and distinguished history dating back to the 18th Century and Phi Beta Kappa, it’s not unusual for human resource personnel to respond positively to honor society membership. They themselves may be members of an honor society, or they knew people in college who were asked to join, so they understand the caliber of unique talent that lies behind the words “Beta Gamma Sigma.” When BGS members perform their duties above expectations, it enhances the entire brand and raises the level of appreciation companies have for lifetime membership. But do lifetime members residing outside the United States have the same advantage? Do hiring managers recognize honor society membership as valuable? We’re far from perfect or finished with our endeavors, but it appears our continuing work to expand the BGS brand is creating positive momentum in other parts of the world. I am very proud to say that at the time of this writing the Society is preparing to install the second alumni chapter outside the U.S. – officially known as the New Zealand Alumni Chapter of Beta Gamma Sigma. While New Zealand may appear to be a curious choice for our second non-U.S. alumni chapter (Hong Kong Alumni Chapter was the first), lifetime members there saw an opportunity to help one another, build a network and become a prominent part of the local business community. I would like to personally thank and recognize the lifetime members from New Zealand who have initiated the necessary official steps to develop an alumni chapter. More importantly, they recognized the value of building this network and proceeded diligently. Here’s hoping the chapter has a great kickoff over the next year and a long tenure as an important asset to members in the region. I wanted to share a bit from an article in the New
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Zealand Herald written by Diana Clement that shows the growth of BGS in that part of the world: When (Angela) Cruz got a letter inviting her to join Beta Gamma Sigma, she’d never heard of the organisation and had to do some research. At the time she was an undergraduate in marketing at the University of Auckland. Philippines-born Cruz accepted her invitation to join and as a result landed her first postgraduate job as marketing consultant at The Business Store thanks to membership in Beta Gamma Sigma. “Two-thirds of my company are Beta Gamma Sigma members,” she says. “My managing director is American and knows the society quite well. He is not a member, but recognised the brand.” Being a member of Beta Gamma Sigma has also helped with landing clients for the consultancy business. “It helps with building the brand and cultivating networks,” says Cruz. “It gives me access to a network of top achievers who are the current and future leaders in business…” While this alone was great, a blogger in India picked up on the story and wanted to know whether Beta Gamma Sigma was available to Indian business schools. It was a great opportunity for the Society to inform another audience about the advantages of BGS and how members are selected based on their academic excellence at AACSB accredited schools. The blogger reported, after some contact with our Central Office, that Indian schools will indeed have the opportunity to invite their best students once those schools achieve specialized accreditation in business through AACSB International. These are just a couple examples of the growth of BGS in far away parts of the world. I will have the pleasure in October of establishing the first Beta Gamma Sigma collegiate chapter in Dubai, one of the seven emirates and the most populous city in the United Arab Emirates, at the University of Dubai, and officials there are treating the event as a great occasion. I must admit I agree with them and look forward to the opportunity to see more deserving students – future business leaders – in other cultures benefit from lifetime membership in Beta Gamma Sigma. So don’t let anyone tell you there’s only bad news out there. If they do, take the time to tell them a little of the good news surrounding your Honor Society, Beta Gamma Sigma. George E. Stevens Kent State University President of Beta Gamma Sigma
What I’ll Do with My Bonus…
By: Rushworth M. Kidder, President & Founder, Institute for Global Ethics Here’s the latest from the “Letters We’d Like to See Written” department: To: Mr. Kenneth R. Feinberg United States Department of the Treasury Washington, DC Dear Mr. Feinberg: You don’t know my name, but you’ll recognize my position. I’m one of those executives at AIG who, amid immense public outrage, received a bonus last March. At the suggestion of our chairman, Edward M. Liddy, I returned my payment to the company, as did most of my colleagues. Of my own free will? Yes. But also, I suspect, because I was receiving death threats. That probably hasn’t happened to you in your current role as President Obama’s “compensation czar.” They never talked about this situation in my MBA program. It’s made me ask the tough moral questions: Why am I in this career? What does it all mean? Who am I? A couple of years ago, I could answer that last question proudly: I’m an exec at AIG, the major global insurance company. I’m providing a needed service to customers. I’m part of an enormous flowering of global capitalism. And (let’s not kid ourselves) I’m getting a handsome paycheck. Then came the public uproar after it was discovered that people in my division, Financial Products, were collecting massive bonuses for wrecking the company. You know the history. You know how we invented and sold mortgage-backed derivatives. You know how their value evaporated, how AIG had to accept a $180-billion bailout from taxpayers, and how, when it looked like taxpayer funds were paying our bonuses, the public went bananas. Next March, as you also know, about $200 million in scheduled bonus payments will be due to our Financial Products team. That’s going to raise a tough choice for you. The lawyers agree these contracts are valid and the bonuses are legal. But Congress wants to tax them at 90 percent. You’ve got a dilemma: You don’t want to break the law by disallowing these bonuses, but you don’t want to be party to morally suspect legislation that uses the tax code to attack specific individuals. So here’s my proposal — a kind of trilemma option, if you will. When I’m paid my next bonus, I won’t return it to AIG. I’ll accept it and then distribute it — all of it — to municipalities and nonprofits in need of funds. No law will make me do it. Instead, I’ll do it because it’s the right thing to do. Given AIG’s reputation, you may not trust me, so let me explain my reasoning. For starters, we should have seen this collapse coming — all of us, including the leadership at AIG, Wall Street, Treasury, and Congress. But none of us did. Sure, we sensed a downturn, but we all thought it would be another straightforward economic recession. So we addressed it in the language of numbers — assessing risk, determining probabilities, and measuring markets. There was only one problem: This wasn’t an economic recession, but an ethics recession. What collapsed wasn’t math but integrity. Over at AIG, as we bundled mortgages, we trusted the banks. We took it on faith that, in millions of conversations between loan officers and potential customers, the information
Please Note: The editorial on this page spurred several interesting ethics discussions among the BGS staff, and as such, we thought we would turn the discussion over to the Society’s lifetime members. Whether you agree or disagree with its content, it is our hope that this article will spur some additional thought and dialogue about the role of ethics in business. What are your thoughts about this commentary? Send your opinions to exchange@betagammasigma.org
was essentially honest — no lying by customers about income, no cover-ups by bankers about fine print. We thought these mortgages had been well vetted. We didn’t know they were improvised explosive devices with time-delay fuses. I’m not saying we were innocent. We looked the other way, especially when we had doubts. We pushed our products hard, even though they were too complex to explain to our bosses. We thought we were doing what the culture wanted us to do: make money by taking risks. And we got it wrong. But that’s also part of capitalism: When you fail, you lose money. So I’m prepared to give up the bonus money — but not to give it back. The reason? I want AIG to succeed. I don’t mean to sound arrogant, but as the company winds down its exposure on these new products, it needs my AIG-specific knowledge and experience, so it needs to continue compensating me well. But the real key to AIG’s success doesn’t lie in the numbers. It lies in turning around its shockingly unethical public image. Unless that changes, none of us, no matter how well paid, can save AIG. How to start that turnaround? Why not right where we live? I have in mind not my own home town (we’re plenty upscale) but a much grittier place three towns away, where education, police, and charities serving the elderly have taken enormous hits. That’s where I’ll make my contributions. Will my name be attached to the gifts? Yes, but only in connection with AIG. The IRS will see the money coming from me, but the public will see it coming from an AIG executive. Will my colleagues join me? I hope so: The $200 million in AIG bonuses being projected for next March could make a real dent in some of America’s poorer communities. But wouldn’t it be simpler just to give my bonus back to AIG? Sure. But that would only help heal the economic recession. We need to heal the ethics recession. We need the country to realize that real individuals, not just faceless corporations or government agencies, are responding to real needs with real philanthropy. And face it: I need to heal my doubts about my own integrity — the gnawing fear that I really don’t have much of a moral compass left, that ethics has somehow passed me by. Because that’s something else they never talked about in my MBA program: the crucial role of ethics in capitalism, and the need for all of us to give back. I know I’m awfully late in asking, but can you let me play an active role in making the world a better place? Copyright 2009 © Institute for Global Ethics As previously published as part of Ethics Newsline®, the Institute’s online weekly newsletter that gathers the week’s ethics stories from around the world http://www.globalethics.org/newsline/ For additional ethics thought, check out the BGS Center for Ethical Business Leadership: www.eblcenter.org
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By: Lauren Scheidemantel, BGS Communications Associate
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ince the fall of the financial services empire and nearing what could be the last stand for some major corporations, new to mid-level recruits and decorated veterans of the workforce are finding themselves in a time of both uncertainty and opportunity – one that requires strategy, ingenuity and sheer determination. With experts predicting worldwide job losses to reach 10 percent by 2010, the job market is starting to play out like a game of Risk. While the goal isn’t world domination, the workforce, and those seeking to gain entry, is tasked with utilizing new strategies and tactics to battle market forces. Casualties of recession The U.S. Labor Department has reported a loss of more than six million U.S. jobs since the start of the global recession in 2007. To stay productive and cost-effective, a staggering number of companies and industries have cut jobs and instituted layoffs. According to the U.S. Bureau of Labor Statistics, between December 2007 and June 2009, there were 39,822 mass layoff events – layoffs involving 50 or more workers, with 4,090,538 initial claims filed in those events. These stats are the highest numbers recorded since the bureau began collecting this type of data in 1995. Workers relieved of duty are finding themselves back on the job market, many for the first time in a number of years or even decades, and experiencing few job openings and fierce competition. “Employers are using this time to trade up” said Greg Demos (BGS 2005, Bryant U.), who has worked in the HR and staffing industry for more than 10 years and currently serves as vice president of sales at Veritude Investments. “There’s a trend to reduce the lower-quality employee and find better qualified individuals at a lower cost than in the past.” He said employers are also seeing an overwhelming number of candidates. “It might be easier to find an applicant, but it has become increasingly more difficult to sift through the number of applicants,” said Demos. Seasoned professional Jonathan Donahue (BGS 1998, Columbia U.) has been trying to get to the top of the applicant pool since he found himself out of a job in November 2008, just six short months after relocating from the New York City/Connecticut area to take a position with a private equity collections firm in Charlotte, N.C. Donahue, who has held several c-level titles throughout his 18 years in the financial services industry, had his role eliminated after the company restructured. To find a job, he’s utilized a number of resources and shared how he’s approached the search since his unemployment. “I started out by casting as wide a net as possible and then fine-tuned my search to learn what industries were hiring, what companies were out there and what kinds of roles I’m a good fit for,” said Donahue. That wide net was cast to exactly 3,676 email recipients – professional and personal contacts, executive recruiters and private equity firms. He has kept a detailed log of his search methods and has recorded the response and opportunities that have come as a result. “I had about 96 tangible opportunities from all of that, nine of which I am currently at different levels of discussion with,” said Donahue. While he has experienced interest, he’s also had to cope with rejection in a highly competitive job market. “Companies are absolutely a lot pickier. There are positions that I am applying for now, I would have been a shoe-in for a couple of years ago, because I had 70 percent of what they needed,” he said. “But today, they don’t want me, because I don’t have that other 30 percent – and they want 100 percent.” To combat the competition, Donahue has mostly relied on a core strategy rooted in the art of networking. “People think networking is, ‘Do you have a job for me?’ or ‘Can you help me get a job?’ That is not networking,” he said. “Networking is, ‘I am in the market and this is
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my skill-set. If you know of anyone that needs help, let me know.’ Meanwhile, ‘If you know anyone that I can help, let me know.’” Donahue established Working Hands Career Ministry, a resource developed at his church that provides programming for a variety of career issues. “The act of getting involved and creating this ministry to help other people find jobs and opportunities has really helped me with my own job search, because I get to meet more people,” said Donahue. “Getting involved in the community and organizations and being proactive, not only for yourself, but for others, builds a real network that can really distinguish someone’s job search.” Survival of the fittest For those currently employed, keeping a job now might often be as stressful as it is for those looking – especially if they happen to be working in industries and at companies that have already experienced mass layoffs and a decrease in employee benefits. It may appear there isn’t much rhyme or reason for who stays and who goes when a company decides to restructure its workforce, but often a number of factors determine an employee’s worth. “Employees are investments, from the base salary to the bonus and benefits – those are all things that are costs to the firm – so they’re looking at who can work the most efficiently and who can learn and handle several roles,” said Jacqui Tedaldi (BGS 2005, St. John’s U.), a senior recruiter at Coalesce Search, a boutique staffing and consulting firm. Jonathan Stiffy (BGS 2005, Clarion U.), a mid-level manager at a plastics compounding company, was recently faced with the uncomfortable task of determining the worth of his employees when he had to restructure and downsize his department. “I took a hard look at my employees and the vision I had for our laboratory once conditions in the economy improved,” he said. “I asked myself questions like, ‘Do I see this employee being an integral part of what we want to accomplish over the next several years?’ ‘What does this employee add to the
group that others don’t?’ ‘What has this employee done to develop him/herself over the past years to make (him/her) more valuable to the group and achieving our goals?’ And most importantly, I asked, ‘How diversified is this employee’s skill-set?’” This last question was the most critical for him, because he knew downsizing would ultimately involve shifting roles and responsibilities. In addition to asking difficult questions, he also made a chart that listed all of his employees on one axis and specific attributes on the other, including leadership, initiative, skills/training, skill diversification and attitude. He then ranked the employees based on the criteria and looked at employee performance appraisals for the previous two years. He also solicited input from other managers familiar with the employees to get a “360-degree evaluation.” “All of this took a lot of work, but the extra diligence made the decision much easier. Not to mention making it much easier on my conscience afterwards,” said Stiffy. Although this was the first time in his relatively short career that he had to manage a downsizing – he joined the workforce in 2005 after graduating with his MBA and has only been at his management post for a year-and-a-half – he said he’s gained insight into what it takes to stay employed during this time. “Employees that embrace change as an opportunity for growth throughout the course of their careers are the ones who will most likely remain employed during a downturn.” said Stiffy. “Employees need to have a diversified skill-set and determine the things they can do better than any of their peers – and keep doing them consistently
costs and manage the challenges they are likely to confront? In 2007, Brian Decker (BGS 2009, U. of North Carolina at Charlotte) realized an opportunity to pursue a different path after working for 16 years in the healthcare industry. While employed mostly in clinical settings as a medical technologist in Charlotte, N.C., he found opportunities for advancement to be both scarce and competitive. He was also interested in healthcare administrative positions, but noticed education requirements were vastly changing for those jobs. “I knew for advancement, I needed some kind of master’s level degree to even be considered, when that didn’t used to be the case for those jobs,” he said. Decker said that was a big reason he decided to go back to school and pursue
“Employees are investments, from the base salary to the bonus and benefits – those are all things that are costs to the firm – so they’re looking at who can work the most efficiently and who can learn and handle several roles.”
Jacqui Tedaldi, Senior Recruiter, Coalesce Search
well. One thing I’ve noticed since the downsizing took place is everybody has been competing to show his or her worth,” he said. “The ones who have been doing that all along will likely stay employed regardless of the business environment.” So what are some ways to stay marketable and valuable? “Seizing new opportunities to continue education and cross-train in new jobs when they arise are essential,” said Stiffy. “Continually improving your span of knowledge in your field or industry is very important. Education doesn’t stop once you get a diploma – it needs to continue throughout your career.” Tedaldi agrees and also suggests, regardless of your profession: “Take a few courses to learn a new system or get a certification – something new to put on your resume to show that you’ve mastered and are continuing to better your skill-set.” Aaron Kerwin (BGS 2007, U. of Northern Colorado), a young professional working as an IT consultant who has survived a downsizing at his Denver-based firm, offers his take on staying employed during lean times. “It comes down to being marketable, motivated and flexible,” he said. Kerwin, whose employer went through a round of layoffs in January, said his willingness to work outside the Denver area has been a big reason for his continued employment. When he took this position a little over a year ago, Kerwin said he, along with many of his co-workers, were hired under the agreement they would work in the metro area; however, his company has struggled to find work in Denver and many jobs require travel. “The trend I’ve noticed is when consultants are not willing to travel to a project that fits their skills, management changes their attitude and in some cases has let people go,” he said. Kerwin’s flexibility may be helping him stay employed, but he also has plans to continue his education this fall to get his MBA. Opportunity costs Many people have found themselves at a crossroads during this recession – whether that involves a job loss or making a career change. Some see this period of economic instability as a chance to seize new opportunities – pursuing higher education, starting a business, or switching careers. But how do individuals weigh the
his MBA. Another consideration, he adds, was to potentially market himself outside of healthcare. “I had 16 years of experience in healthcare, so getting my master’s in healthcare administration seemed a little bit redundant,” he said. “I wanted to diversify, so I could go outside of healthcare if I wanted to.” In September 2008, he started searching for a new job in healthcare administration or consulting. But instead of leveraging his networks in the healthcare system he was familiar with, Decker chose to focus his search on consulting groups, and manufacturers and suppliers of clinical instruments. Without a strong network to rely on, he had to use other tactics to get in front of employers. “One of the best tactics I learned and recommend to others is, prior to submitting a resume, call and actually talk to a recruiter and ask some questions,” he said. “This is a good time to do that, because you are weighing the decision to apply or not and legitimately have honest questions. And sometimes you can even leverage that conversation into sending your resume and cover letter directly to that person.” Continued on Next Page
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Career Challenges in a Down Economy (Cont. from Page 5)
Decker said the majority of recruiters were responsive to this tactic and it allowed him to better target and tailor his applications. He landed several interviews using this strategy, but still found economic factors challenging. One position he targeted at a healthcare consulting firm was ultimately eliminated due to the economic climate. “It was very disappointing and I questioned whether that was the real reason; or was this just their way of not being honest and brushing me off?” Uncertain, he reached out for insight to the recruiter with whom he had developed a relationship. He said she helped reassure him and put things in perspective. Not too long after that setback, another position with that same company opened up. He inquired with the recruiter he knew, applied and went on a series of interviews. He eventually landed the job – analyzing healthcare information and products to determine opportunities for cost-savings and improved safety and clinical outcomes for facilities across the country. Decker thinks his clinical background definitely helped secure the position. “That was exactly what they were looking for. There are very few people with my medical background with their MBA.” Charting new territories Like Decker, many people are seeing their industries change and are taking steps to market themselves for career advancement or a job switch. Some are even taking hold of the reigns and starting their own enterprises. In fact, a recent CareerBuilder.com survey found that one-in-four workers who have not found jobs in this highly competitive job market are considering starting their own business. A major draw towards self-employment in this economic environment is the ability to pull the strings in your career, but for those who’ve assumed the role of puppet master, the control is accompanied by a new set of challenges and risks. In 2007, after working 20 years in the marketing department at a music products company in New York City, Laura Whitmore (BGS 1998, Hofstra U.) began questioning her future. “After 20 years, you start to think, ‘Maybe I need to try something else – how far am I going to go with this company? Maybe there are other things I can do,’” said Whitmore.
starting her own business. “I do get a lot of interest from people saying, ‘Wow, that’s a good idea,’ but they won’t close, or they wait awhile before they say, ‘Let’s go ahead,’” she said. “I definitely get the vibe that people are doing what they have to do, and those extra things they would have done without thinking before, they just aren’t doing them right now.” Since starting her business she has also had to reach out to people more. “I never really thought of myself as a salesperson, but that is part of working for yourself – putting yourself out there and assessing a need you perceive,” Whitmore said. Much of her marketing effort consists of cultivating her network and reaching out to people by email, or making a phone call to let them know what she’s doing. “When I was working in the marketing department at a company, I had a budget and salespeople called me because I was the one spending on resources like myself,” she said. “Now, I’m on the other side of the table, which is a bit bizarre. I definitely have a lot more appreciation for those people because I now know the feeling of waiting for a client to get back to me.” Now that she is self-employed,
“You have to make sure you keep your perspective fresh...They have to know that you’re really legit – you have to walk the walk, live it and love it. That’s why they want you instead of Company XYZ. They want the person that gets it.” Laura Whitmore, Owner, Mad Sun Marketing
During this same time, her husband had also been offered a very tempting position in California, making the idea of change much more imminent. Ultimately, her family moved to the San Francisco area, but prior to the move, she decided she would start her own marketing company – focusing on the industry that she knows, music products. “Fortunately for me, the biggest tradeshow in this industry is in Anaheim, Calif. Before we moved out here I went to the show and it kind of gave me an ego boost,” said Whitmore. “It was great talking to people and having them say, ‘Hey, when you’re ready, call me.’ I got really energized from that.” With the interest she received from her networking efforts, on April 1, 2008, she launched Mad Sun Marketing. She started out with just two clients, but has steadily built her client list. Whitmore is finding that in her industry and this economy, her experience and value have helped her find work. “I’m a more affordable alternative to some of the larger agencies that companies have traditionally used,” she said. “I have more than 20 years of experience in this industry working with top brands and my hourly-rate is a lot lower than an agency that probably doesn’t have my level of expertise.” However, she hasn’t been completely shielded from the hardships of the economy and the challenges one encounters
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Whitmore has some added perspective and advice on what it takes to get started. “If you’re considering starting your own business in this economy, you have to know if there is
a market for what you want to do and know you’ll be able to support yourself, because it’s a lot of blood, sweat and tears.” If individuals are weighing their options and deciding what to do next, she suggested doing some research. Whitmore said it can be beneficial to talk to others who work in the industry you seek to enter. She said it can often provide unique insights that can’t be found in other places. Keeping a finger on your industry’s pulse is vital. “You have to make sure you keep your perspective fresh...” she said. “They have to know that you’re really legit – you have to walk the walk, live it and love it. That’s why they want you instead of Company XYZ. They want the person that gets it.” Barriers to entry-level They are bright-eyed, ambitious and armed with a freshly inked diploma. Their admission fee into the workforce has been paid in the currency of lectures, credit hours and high marks. However, many recent graduates looking for jobs are learning a new lesson in economics as they compete in the toughest job market in at least 25 years According to a report released in March by the National Association of Colleges and Employers (NACE), employers said they expect to hire 22 percent fewer 2009 graduates than they hired from the class of 2008. And not surprisingly, more than twothirds of employers said the economic climate was the determining factor. Employers also said they were uncertain about the future. More than 46 percent said they were unsure about their fall 2009 hiring plans, and 17 percent reported they expect to further scale back college hiring. The report sheds light on some grim realities. Just 19.7 percent of 2009 graduates were able to find jobs by their graduation date, according to a more recent survey conducted by NACE. In comparison, 51 percent of those graduating in 2007 and 26 percent of those graduating in 2008 who applied for a job had one by the time of graduation. One of the lucky ones was Samantha Toigo (BGS 2008, Marquette U.), who
completed her accounting degree at Marquette University in May 2009, and was fortunate to receive several job offers prior to graduating. In the fall of 2008, Toigo accepted a position at a public accounting firm. Although reports show a strong demand for accounting professionals, Toigo hasn’t been completely immune to the woes of the economy – her start date has been pushed back from September Continued on Next Page
Looking for that perfect job? Looking for that perfect employee? Don’t miss the Fall 2009 Beta Gamma Sigma
Virtual Career Fair Sponsored by CareerCentral: The BGS Career Resource Center
This September, Beta Gamma Sigma and the BGS Career Resource Center will host a Virtual Job Fair, bringing our members, the “Best in Business,” together with the world’s top companies. Attention Job Seekers: As a lifetime member of Beta Gamma Sigma, participation in this Virtual Career Fair is 100% free of charge. Attention Employers: Register now to participate and pay only $100. Contact Robin Bueler at rbueler@betagammasigma.org for more information.
Mark your calendars for
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Career Challenges in a Down Economy (Cont. from Page 7)
2009 to January 2010. According to CareerBuilder and USA TODAY’s Q3 2009 Job Forecast, nearly one-in-10 employers have presented job offers with postponed start dates this year to secure talent while delaying expenses associated with additional headcount. While finding a job didn’t prove too difficult for Toigo, other recent grads are finding the market to be more daunting than they anticipated. Emily Williams (BGS 2008, U. of Denver) has been looking for full-time employment in the marketing industry since August 2008 when she graduated from the University of Denver with her MBA. “I thought I was going to graduate from this really great school, with this really great degree and get a job pretty quickly – and a high paying job,” said Williams. Instead, she encountered few prospects in an industry currently “If I’m out at Starbucks and the barista asks experiencing budget restraints and cutbacks. what I’m doing, I tell her that I’m looking for “Initially, I only did online job a job. I’ve gotten several leads that way – by searches. I probably filled out 150 applications and only got one response not being embarrassed and just embracing, for an interview.” After little interest, which she ‘This is what’s going on in my life right now.’” thought might be due to lack of work Emily Williams, Job Seeker experience and possibly having more education than required for an entry-level position, Williams decided to change Over the past year her attitude her strategy. In February, she sought towards finding a job has changed. the advice of a career consultant. She determined her skills and interest to be geared “This year has been an exercise in towards market research and has started looking for positions in that field. expectation management for me. I’ve Williams, who describes herself as shy and introverted, has also been pushing realized that it’s not all about me; it’s herself to network. about making myself appealing to an “I tell everybody I talk to that I’m looking for a job,” she said. “If I’m out at employer and proving who I am as a Starbucks and the barista asks what I’m doing, I tell her that I’m looking for a job. I’ve worker,” she said. “It’s about how I can gotten several leads that way – by not being embarrassed and just embracing, ‘This is benefit them, not how they can benefit what’s going on in my life right now.’” me.” Williams keeps busy by consulting – helping others with marketing, resume writing and design work. For more on this topic, including a list of “When I go on an interview it gives me something to talk about – what I’ve been resume do’s and don’ts, check out the online doing for the last year – rather than not having anything to say, because that’s not version of the BGS International Exchange. appealing.” www.betagammasigma.org/bgsie.htm
BGS now provides additional career reinforcement Regardless of your current employment status, at some point you will probably begin plotting your next career move – whether that entails finding a new job, climbing the ladder or pursuing higher education. And you will likely look to various sources for assistance, guidance and opportunities. As a Society dedicated to business excellence and part of your professional network, Beta Gamma Sigma wants to help make this task not only easier, but worthwhile for all lifetime members. Therefore, BGS has overhauled its online job board, CareerCentral and developed a new website, CareerCentral: The Beta Gamma Sigma Career Resource Center. This site serves as a one-stop resource, not only for job postings from employers wishing to hire BGS members, but also expert advice and tips on careers, building a resume, interviewing, networking, applying to graduate and doctoral programs and much more. CareerCentral: The Beta Gamma Sigma Career Resource Center supports members at every stage of their careers. Visit www.betagammasigma.org/careercenter today to see how CareerCentral: The Beta Gamma Sigma Career Resource Center can benefit you.
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In conjunction with the Society’s Virtual Career Fair, September 14-30, 2009, Beta Gamma Sigma presents the Virtual Graduate School Fair, a unique opportunity for the Society’s members to learn more about some of the world’s best graduate programs in business. Whether you are a new graduate or an established professional looking to further your education, this is a great opportunity that you won’t want to miss! Here’s a list of the schools and organizations that want to recruit Beta Gamma Sigma members into their graduate programs: • W. P. Carey School of Business, Arizona State University • Babson College • Ball State University Miller College of Business • Hankamer Graduate School of Business, Baylor University • Binghamton University • Boston College Carroll School of Management • Boston University School of Management • Bryant University Graduate School of Business • Canisius College • Carnegie Mellon University’s Tepper School of Business • University of Chicago Booth School of Business • John Molson School of Business, Concordia University • Creighton University Graduate Business Programs • University of Dayton • Fairfield University, Charles F. Dolan School of Business • Fordham University Graduate School of Business Administration • George Mason University • Georgetown University, McDonough School of Business • Georgia State University • Zarb School of Business, Hofstra University • The University of Iowa - Tippie MBA • Iowa State University MBA program • John Carroll University Graduate Business Programs • Kent State University College of Business and Graduate School of Management • Loyola Marymount University • University of Massachusetts Dartmouth • University of Minnesota, Carlson School of Management • University of Mississippi • University of Missouri Crosby MBA Program • Bryan School of Business & Economics at The University of North Carolina at Greensboro • Fisher College of Business – The Ohio State University • University of Oklahoma, Price College of Business
• University of Oregon PhD Program • University of Ottawa, TELFER School of Management • Penn State University/Smeal College of Business, MBA Program • Quinnipiac University • University of Rhode Island, MBA Programs • Rice MBA • Rollins Early Advantage MBA • Saint Joseph’s University - Haub School of Business MBA Program • John Cook School of Business, Saint Louis University • San Francisco State University Graduate Business Program • Stillman School of Business at Seton Hall University • Southern Illinois University Edwardsville • Syracuse University, Whitman School of Management • The University of Tampa, Graduate Studies • TCU Neely School of Business • McCoy College of Business Administration-Texas State University • Rawls College of Business-Texas Tech University • Thunderbird School of Global Management • University of Tulsa Collins College of Business • Union Graduate College • University of Utah – David Eccles School of Business • Virginia Commonwealth University • Virginia Tech MBA program • Washington State University • Willamette University, Early Career MBA, MBA for Professionals • University of Wisconsin-Madison, Wisconsin School of Business • Xavier University • Youngstown State University Williamson College of Business Administration • AACSB International • DocNet • Graduate Management Admission Council (GMAC) • The PhD Project
For more information go to: www.betagammasigma.org/vgsf.htm
We look forward to seeing you online September 14-30, 2009. TEXAS TECH UNIVERSITY
Rawls College of Business
MBA
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Branding You
The Personal Branding Edge By: Seth Treptow, BGS Communications Director
I
n today’s increasingly competitive marketplace, first impressions are more important than ever. Consumers are flooded with opportunities and choices, and companies wishing to remain afloat are dependent upon these first impressions making an impact. Companies go to great length and expense informing potential customers about their product’s style, dependability, comfort, affordability, effervescence, or a myriad of other qualities that they want the product to be known for. Such is the essence of branding – finding the qualities that set a product apart from the rest and building an identity around them. So it also goes with personal branding. “Personal branding is how we market ourselves to others. It’s a process,” explained Dan Schwabel, social media specialist at EMC Corporation and author of “Me 2.0: Build a Powerful Brand to Achieve Career Success”. “When you brand yourself properly, the competition becomes irrelevant,” he said. In essence, personal branding highlights those qualities that separate job seekers from the masses – clearly demonstrating what it is they do better than the rest. While the concept is by no means new to the business world, recent trends have many experts touting its importance more than ever. Schwabel points out two main drivers for this growing personal branding trend: competition and technology. Thanks to social media tools, he said it is now possible for individuals to build and strengthen their own brands, with little or no cost
I know you’ll like what we came up with. ©
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other than time. Just as a company will highlight specific qualities of its products, job seekers must do the same when developing their personal brands. By initiating an organized career branding strategy – integrating a variety of outlets such as social networking, blogging and traditional face-to-face networking – job seekers can make their brands known to others, building a reputation for who they are and what they bring to the table. “It’s really the flavor you bring,” explained Laura SmithProulx, executive director of An Expert Resume. “Your brand is distinctly different from that of your colleagues, your competition. You already have an edge that employers would like to know about.” Of course, before a job seeker can take advantage of that edge, he or she must first know what that edge is. “Put the time and effort into discovering your brand and how you want to be branded,” said Schwabel. “If you don’t know who you are, or what you want to be known for, then it is going to be really hard for people to get to know you and for you to become the go-to-person for a specific skill.” Along with a better understanding of one’s self must also come a change in mentality regarding the job search process. “A lot of what people have seen lately on the job search is that despite the fact you need to be so proactive, they are still thinking of a job search as a reactive kind of strategy,” SmithProulx said. “The employer wants my resume, I must list all my from-and-to dates, and I must list all these details. Instead of starting from a strategic standpoint, they are starting tactically and reactively and saying, ‘I think this is what employers are looking for.’ Employers are really looking for a solution. “In terms of anyone coming into this market right now, mapping out a strategy for yourself before you start slinging resumes everywhere is always the way to go.”
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So where does that strategizing start? college students in the Boston area. So it’s really segmenting your If you are a fledgling personal brander, Smith-Proulx market and reaching that target group and becoming known to said it may be good to start with a period of self-reflection to that target group for your expertise. thoroughly define who you are and where you want to go with “Research the industry that you might be interested in your career. getting into – see what it will take to break through. See what the For additional assistance in honing your brand, she said you market is like and see how you can stand out amongst everyone may want to seek the advice of your peers. else.” “In terms of how people can tap into their brand and think A job seeker’s core competencies must be strong, Schwabel of it, a lot of it can be gained by just asking those around you,” said, because that is the foundation of your personal brand. Smith-Proulx said. “What they think that you really stand for; “You still have to be a quality candidate; you can’t be a what your strengths are; what your main competencies are. Then slacker or none of this is going to work for you. You have to be give those some thought as to how to draw those out. good at what you do.” “Perhaps a person might be very thorough, meticulous, Once job seekers determine who they are and what they efficient – when they get out into the workforce, they are want to do, they must then put these key bits of information to certainly going to bring those qualities forward,” she said. work. However, Schwabel warns that the results of even the best Personality traits, while important, are only the start. branding efforts may take some time to bear fruit. A properly crafted brand must also incorporate applicable “It may take several months, several years to make that experience that backs up the brand. happen, but it’s all about passion mixed with expertise,” he said. “Employers need to know not only what kind of personality “Don’t give up. There are so many opportunities out there. they are getting, but also what strengths and competencies you “You still have to be a quality candidate; you can’t bring,” she said. Schwabel recommends be a slacker or none of this is going to work for approaching any branding you. You have to be good at what you do.” effort not for the job that you have, but for the job that you Dan Schwabel want. As such, newcomers to Social Media Specialist, EMC Corporation; personal branding may need to Author of “Me 2.0: Build a Powerful Brand to Achieve Career Success” start by asking themselves a few questions to uncover what job or career they ultimately want to have. If you really want to be successful or happy in life, you have to “It could be as simple as, ‘What was your favorite class in create your own opportunities.” school?’ or ‘What outside of work makes you excited?’ Putting Despite the fact that it takes some time and requires job kind of a SWOT analyses of your brand together – strengths, seekers to utilize new techniques, the effort can lead to better weaknesses, opportunities, threats – just like a company would career opportunities down the line. do, “ he said. “There is a ton of information out there,” Smith-Proulx Once a basic career path has been identified, additional said. “I say that sometimes the biggest mistake we can make is honing may be required. not seeing what’s going on now. It’s not our father’s job search “You can’t head in and become a marketing expert because anymore.” the world has enough of those. You have to really push down,” Want to learn more about personal branding? urged Schwabel. “You have to become an Internet marketing Find links to various personal branding resources, including expert, and that may not be enough. So you may have to become additional content from Schwabel and Smith-Proulx at an Internet marketing expert for youth. CareerCentral: The BGS Career Resource Center And if that’s not enough, an www.betagammasigma.org/careercenter Internet marketing expert for
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Gifts from Friends Beta Gamma Sigma gratefully acknowledges the support of the following individuals, as well as the organizations listed on page one. Without this assistance, the Society would be unable to continue adding value to lifetime membership. Chairman’s Board $2,000 - $4,999 Baruch College William E. Oakley Business Achievement Award Joseph W. Moeller Purdue University Jerry S. Rawls Director’s Table $1,000 - $1,999 University of Arkansas John M. Norwood University at Buffalo, SUNY Paul F. Eckel University of California, Irvine David H. Blake Fordham University Bert W.M. Twaalfhoven Francis Marion University James W. Fenton, Jr. James Madison University Robert D. Reid University of Kansas Larry D. Horner Kent State University George E. Stevens New York University Graduate School Robert Kaufman North Carolina A&T State University Bernard J. Milano The University of North Carolina at Greensboro James K. Weeks Northwestern University Paul R. Seegers University of Pennsylvania John C. Hanson University of Pittsburgh Donald R. Beall University of Rhode Island James A. Viehland Rutgers-The State University of New Jersey Newark Gerald H. Lipkin Valdosta State University Kenneth L. Stanley Villanova University Debra A. Arvanites Western Illinois University Vicki C. Klutts University of Wyoming Donald F. Parker President’s Cabinet $500 - $999 University of Alabama Marinda J.C. Wood University at Buffalo, SUNY Kenneth P. Ferris Business Achievement Award Martin Mintz California State University, Chico Henry W. Wright California State University, Fullerton Andrea M. Evans University of California, Berkeley Marc J. Desoer University of Chicago James R. Sanger University of Denver Charles H. Albi Drexel University Chad W. Tursi Duquesne University James M. Zillian University of Iowa William C. Hunter Margaret Macomber Wendt University of Michigan Allan D. Gilmour Philip L. Smith Michigan State University Bruce D. Bottomley University of MissouriColumbia Duncan L. Matteson Carl S. Quinn New Mexico State University M. Don Kidd The University of North Carolina at Chapel Hill Paul H. Broyhill Northwestern University Ronald Neale Paul Ernest C. Styberg Ohio University Albert J. Weatherhead III University of Pittsburgh Tadeu Carneiro Saint Joseph’s University Joseph A. Diangelo, Jr. Seattle University Gary P. Brinson University of Washington Philip B. Hartley Western Carolina University James A. Valkenaar, Jr.
Dean’s Club $250 - $499 University of Alabama Joseph M. Farley University of Arkansas Harry C. Erwin Auburn University at Montgomery Kath M. Carter University of Baltimore Barry A. Benz Baruch College, CUNY Murray H. Neidorf Baylor University Tim D. Brewer David M. Jacobs Beta Gamma Sigma Staff Timothy J. Weatherby Boston College Mary G. Desimone Bennett Soo Yee California State University, Bakersfield David F. Glossbrenner California State University, Fresno Linda J. Wojciechowski California State University, Long Beach Susan L. Volmer Clemson University John Patrick Harman University of Connecticut Dolores Jeanne Katzenberger George G. Roller Duquesne University Steven R. Berlin East Tennessee State University Allan D. Spritzer Eastern Illinois University Greg Bonnell Fairleigh Dickinson University William C. Kulkens Fordham University Robert Beck George Washington University John M. Cibinic University of Hawaii Arlene Cabalce University of Illinois at Chicago Daniel J. Phillips Indiana University Martha Alsen Atherton Ronald H. Schoen Jack R. Wentworth Christopher T. Winkler Lehigh University Paul Caster J. Gerhard Marschall University of Louisiana at Monroe Nelson D. Abell III Loyola University Chicago Kenneth R. Weigand University of Massachusetts Peter A. Tsivis University of Miami Marianela J. Hernandez Miami University Keith L. Bremer Robert J. Kamerschen Michigan State University Craig D. Brown Philip E. Lippincott James T. Morton University of Minnesota James B. Dagnon University of Nevada, Reno Gene R. Sheldon New York University Griffith X. Clarke New York UniversityGraduate School Barry N. Winograd Nicholls State University Richard Barker III North Carolina A&T State University Bowman K. Burton Quiester Craig Northeastern University Thomas P. Brady Northwestern University Alan Elm Peterson John S. Thode University of Notre Dame Jeffrey W. Yingling Oregon State University P. Leon Giles Pace University Eric P. Szekrenyessy University of Pittsburgh Wilbert H. Schwotzer Rutgers-The State University of New Jersey Newark Frank L. Stifelman St. John’s University Iris Altilio San Diego State University Debra A. Ernst Seton Hall University Karen E. Boroff
University of South Florida Edward B. Smith University of Southern California Doreen Lee Gee Teena M. Hostovich James D. Leewong Southern Illinois University Edwardsville Deborah Louise Johnston Dana C. Walker Southern Methodist University Nancy Silberberger Dow Cher E. Thomas Jacobs Syracuse University Walter W. Hemming University of Texas at Austin Jason H. Downie Allen R. Pierce Tulane University Lance B. Young University of Vermont Rocki-Lee Dewitt University of Washington Mary Clifford Poland Washington University John P. Wareham University of WisconsinMilwaukee Lea E. O’Day Century Club $100 - $249 University of Akron Michael J. Berthelot David Leshner University of Alabama Whit Armstrong Herbert A. Barr Louis G. Hergert, Jr. Margaret E. Hudson Gregory B. Jones Paul J. Raisig Susan D. Rheney University of Alabama at Birmingham Lisa Kianoff Jeffrey I. Stone University of Alaska Anchorage Donna M. Conrad Appalachian State University Sallie O’Keef Simpson University of Arizona Howard S. Bremond James W. Grantman Bruce C. McAlister Arizona State University Wendell Ferguson Donald R. Morriston William K. Rapp Lloyd R. Wilky University of Arkansas James L. Ashmore Sheila Counihan Fred M. Dierks Walter P. Henry John W. Ingraham Greg W. Lee David R. Malone Ward N. Marianos Julia Peck Mobley Bryan A. Speed Robert P. Taylor Albert G. Vasser Robert E. Wahlman University of Arkansas at Little Rock Susan G. Rogers Aston University Sir Adrian Cadbury Auburn University Vicki Leigh Bentley Augusta State University H. M. Osteen, Jr. Babson College Timothy G. Healey Ball State University Philip H. Sprowl University of Baltimore Linda S. Williams Baruch College Hal H. Beretz Thomas D. Dominkiewich Lee A. Feldman Harry A. Hamill Doris A. Marshall William J. McCarron Jerald E. Pinto John V. Restuccio Walter J. Salmon Jerome A. Seidman Mr. & Mrs. George Weissman Baylor University Robert A. Fitz Tyann Reichert Robinson Bentley College Mark H. Beckley Boise State University Sharon E. Nielsen Boston College James R. Kearnan Henry K. Kelly
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Boston University Harvey A. Creem Thomas E. Cummings Gregory E. Hudson Annabelle C. Kellogg Gitta M. Kurlat Richard A. Scheid Charles Siegel Charles M. Wiker Bowling Green State University Gregory A. Hendel Michael W. Hoffman Henry J. Merce, Jr. University of Bridgeport Rita A. Galgano Michael S. Jelormine Vincent James Kern Brigham Young University Randy Kay Cox University at Buffalo, SUNY Calvin J. Haller University of California, Berkeley Christy P. Armstrong James A. Craft Jennifer L. Eccles Arthur E. Johnson Harold E. Kren Leland E. Leisz Herbert G. Meyer Wilbur H. Stevens Ira K. Vantress, Jr. University of California, Irvine James F. Elliott Mark R. Theissen University of California, Los Angeles J. Kenneth Clancy Irwin S. Field Al A. Finci Bernard D. Fischer Irwin D. Goldring Raynor J. Klaris Gerald Lippey Jesse D. Miller Ross E. Roeder Arnold Rudin Richard S. Taylor C. William Winkler, Jr. California State University, Bakersfield Donna J. Goins California State University, Fresno James D. Hallowell California State University, Fullerton James Clarence Pieschel Michael A. Siino California State University, Long Beach Rosa N. McDonald Robert L. Pitts Edward F. Stapleton California State University, Los Angeles Beverly Hood Glenn G. Thurkow George J. Walendowski California State University, Northridge William R. Hollinger Canisius College Michael R. Monin Brenda E. Muller Reginald B. Newman II Gerald C. Saxe Jeffrey G. Wagner Case Western Reserve University Eugene A. Demonet University of Central Florida Carrie A. Bailey Monica Simms Forbes University of Chicago John T. Baily Thomas G. Baker Jeffrey Clyde Nichols University of Cincinnati Joseph A. Steger Claremont Graduate University Denise Bickerstaff Clark Atlanta University Janice D. Dubose Hubert D. Glover Clark University Claire Maday-Travis Dawn Murphy Clemson University Ronnie L. Jowers Marvin J. Pinson, Jr. Arthur M. Spiro University of Colorado Robert S. Graham Katherine L. M. Hart Edward C. Mitchell University of Colorado at Colorado Springs Eileen S. Burnley University of Colorado Denver Kendall D. Hunter Colorado State University Steven J. Vander Wal
Columbia University Jennifer Noel Bater Cyril H. Hermele Barratt H. Jaruzelski Earle W. Kazis Paul Morimanno Diana Mary Sattelberger Washington Sycip Bartholomew J. Tortella H. Ronald Weissman Concordia U Gary Germeil University of Connecticut Robert C. Burrill Lindley M. Franklin Michael Friedman John R. Harvey Gregory K. Phelps Creighton University Bryan K. Brown University of Dayton Terry D. Carder University of Delaware Larry D. Fitzwater Judith Ann Schabel Delaware State University John Ridgeway University of Denver Mark Harrod Alldredge Lowell A. Hare Marcia C. Newhart Jeffrey D. Reinsma DePaul University David Bouvier Howard S. Goss Edward G. Maier Gary S. Richman Tucker Tyler University of Detroit Mercy Kathleen Dul Aznavorian Charles R. Boulton Mark R. Carver Jaime F. Encinas Jacob Rehmann Drake University Frederick N. Peters Daniel B. Peterson Steven J. Roy Duquesne University Joanne Riedl Beattie East Carolina University Max R. Joyner, Sr. August F. Malson II William H. Powell III Kimberly J. Shores Allan K. Shores Eastern Michigan University Michael W. Krell Emory University Katherine Buckman Gibson Solon P. Patterson Homer E. Smith Fairleigh Dickinson University Norman Sohn University of Florida John C. Appel Woodrow V. Register John J. Slaboch Walter J. Smith Florida Atlantic University Eric H. Shaw Carlene R. Walker Florida State University Mark R. Arrigo Donald R. Crisp David C. Williams Fordham University Joseph T. Casey Philip M. Halpern Diane Kalkbrenner Turner John-Charles Van Essche James R. Weldon Francis Marion University Frank H. Avent George Mason University Eric J. Malloy George Washington University Carl Wray Anderson Mary M. Lewis Philip D. Reiff Gregg J. Felton Jeffrey P. Travers University of Georgia John W. Chapman Mary Hollis Clark Ako Doffou John J. Ossick Georgia Southern University Mary F. Hazeldine Lewis M. Stewart W. Daniel Barker Georgia State University Jay A. Bernath Joseph T. Catudal Walter R. Henderson Larry F. Miller David Zell University of Hawaii C. Dudley Pratt, Jr. Hofstra University Janet R. Cordano
GENEROUS DONORS SUPPORTING BETA GAMMA SIGMA July 16, 2008 to July 15, 2009 University of Houston Emma S. Baez Marilyn M. Falkenhagen Dan Jolly Janet E. Lancon Jack Hines Rooker Virginia K. Simons University of HoustonDowntown Adra B. Hooks Diane K. Nemer Idaho State University Robert F. Baim University of Illinois Jeffrey L. Boschert Clifford R. Buys Thomas W. Hough Herbert J. Rowe Thomas B. Sleeman University of Illinois at Chicago Mary Smoley Blust Indiana University Theophilus B.A. Addo William K. Bissey Rhett W. Burgess Terri Lynn Clark Donald C. Danielson Thomas L. Dusthimer William D. Fischer E. Jan Hartmann Jeffrey A. Hatch Jolaine Louise Hill Thomas S. Hoelle Edward L. Hutton Winson Jones Howard Kahlenbeck, Jr. James A. Kayler Jane Bosart Kinney Gollakota Surya Kumar Joseph M. Moricz Robert G. Nettles H. Theodore Noell David B. Pearson Malika Richards Allen E. Rosenberg Mervyn R. Thede John V. Thomas Richard F. Weaver Indiana State University Dale F. Resch Indiana University Northwest Paul R. Fotia Indiana University Southeast Norman E. Pfau, Jr. University of Iowa Jeffrey B. Warner Victor W. Wilson James Madison University Susan K. Floyd University of Kansas John R. Hymer Phyllis Wales Kansas State University Patrick R. Robinson Kennesaw State University Matthew A. Belli Kent State University Robert C. Amstadt Clifford D. Shields Pamela Stevens Kenneth E. Wertz University of Kentucky Paul W. Chellgren Richard L. Hooker John C. Talbott, Jr. Lehigh University William A. Glaser Sandra Goldfarb Mark Schneider Kenneth Schur University of Louisiana at Monroe Saul A. Mintz Louisiana State University Ferrell A. Brunet Virginia J. Kahnt Louisiana Tech University Bruce W. Berry Loyola Marymount University Kathleen Denney Loyola University Chicago Gerard A. Swick Marquette University Steven J. Borkenhagen Dale Norman Hoemke David J. Hushek George S. Jaloviar Gerard J. Martin Thomas A. Montaine Paul M. Neylon Theodore C. Rogers Lois A. Smith Jay R. Vonachen University of Maryland Robert H. Carmack Morton H. Offit Louis I. Rosen University of Massachusetts John B. Bayley Patrick N. Keyes University of Memphis Christopher W. Bear Patricia M. Dick Connie M. Luzwick University of Miami David R. Frum Marlies Ledford-Kraemer Ray M. Shaw
Miami University Robert E. Levinson Scott D. Schweinfurth University of Michigan A. P. Bartholomew, Jr. James E. Hoffman John C. Morley Richard C. Slayton J. D. Williamson Michigan State University Richard W. Bergson Edward E. Hagenlocker Douglas M. Klein E. Craig Lesley Richard J. Lewis Alexander C. McKeen Ronald J. Patten Terrence A. Tollefson University of Minnesota Norman P. Bjornnes Fred R. Friswold Douglas W. Kirk Duane R. Kullberg Gerald M. Mitchell Kevin P. Smith Ronald R. Tidd University of Mississippi Dr. and Mrs. Joseph Cliburn Lee W. Randall Mississippi State University Russell Virvile Gatlin Ronnie G. Michaels University of MissouriColumbia Richard G. Fick Howard G. Sholl, Jr. University of MissouriKansas City Richard S. Loraine Patricia A. Yakimo University of MissouriSt. Louis Jennifer R. Cole Gary D. Rodenberg University of Montana Julie Ann Lorenzen Montclair State University Christopher P. Meenan David C. Zimmerman Morgan State University Lindsey O. Ekpe University of Nebraska-Lincoln Alan D. Chunka Aloysius P. Rieman III Allen W. Riggert University of Nebraska at Omaha Patricia L. Davis Howard P. Doerr University of Nevada, Reno Richard A. Cable James L. Mercer New Mexico State University Sherry Kay Mills University of New Orleans Lisa M. Buchert David J. Mumfrey New York University Joseph E. Adiletta Gregory J. Altman Diane J. Beckman Mario P. Borini Paul Farber Stuart S. Flamberg Thomas Dso Yun Fok William A. Heineman Arthur J. Krakower Gerald A. Leboff Richard A. Leibner David M. Levine Joseph P. Martori Sanford J. Moster Richard C. Nerod David Kenfred Owens Warren D. Schaub New York UniversityGraduate School Virginia C. Ashcraft Everitt Michael A. Cibelli Janet L. Pegg Gunda E. Vesque The University of North Carolina at Chapel Hill Alan B. Flaschner Vickie L. Gibbs Nannette Rochat McNally William K. Rollins J. Dale Whitworth The University of North Carolina at Greensboro Gloria Leebrick Keesee The University of North Carolina at Wilmington Joan Cecile Williams University of North Dakota Lyle C. Kasprick University of North Florida Walter L. Moore Maria K. Davis Richard Dana Palmer Alvin L. Sack University of North Texas Hugh D. Erskine Northeastern University Richard C. Cloran James M. Fowler William F. Krock Baker A. Smith
Northern Arizona University James O. Carnes Daniel F. Stortz Northern Illinois University Denis M. Desmond Northwestern University Rudolf Carl Albert Delighter Charles R. Enever Frank C. Gorom Kurt L. Janavitz Jerome Lamet Don H. Reuben Gordon G. Rockafellow Brian J. Schaenzer University of Notre Dame Dennis C. McInerney Bro. Leo V. Ryan, CSV Thomas S. Taylor Robert M. Tobben Oakland University C.S. Bud Kulesza Ohio State University John R. Ervin Barry S. Feldman Stephen E. Houck E. A. McClintock James G. McMillan William B. Patrick William L. Roberts Press C. Southworth III Dennis G. Thornbloom University of Oklahoma Nancy L. Gray Cheek T. ‘Chuck’ Doyle Michael F. Farren Shelle G. Lutke John W. Nichols Robert E. Robertson Sandy Harland Singleton Cynthia Bingman Smith Elizabeth K. Willard University of Oregon James C. Lynch Kevin W. O’Neill Thomas Merritt Swain Oregon State University Ken Austin Joan Austin University of Pennsylvania W. Russell Asher Michael Freeman Barry Michael S. Blechman Anthony J. Deleon Dwight R. Fearins William V. Ledford Thomas L. Markl Robert C. Nevin Pennsylvania State University Paul H. Yeagle
Pepperdine University Donald K. Goss, Jr. Goran Matijasevic University of Pittsburgh Elizabeth Anne Herzberg Richard D. Hopkins Edward W. Kay Donald H. Peters Portland State University Arthur G. Buck George E. Miller Purdue University Kenneth J. Wilson University of Rhode Island Sean P. McKenna Michael F. Reed University of Richmond Robert S. Ukrop Rider University Robert Schimek Karol N. Tariska University of Rochester Ramachandra Bhagavatula Gary P. Johnson Christine M. Palamone Rochester Institute of Technology Edwin J. Carroll III Herbert W. Jarvis Rollins College David M. Currie Roosevelt University Jacqueline J. Goldberg Jon A. Shidler Rutgers-The State University of New Jersey Newark George W. Gardner Leslie E. Goodman Martin M. Lin Sanjay V. Mirpuri John J. Pascucci Charles W. Stewart St. John’s University Edgar Collado Gary J. Glueckert Margaret Mary Healy Eileen T. Lemonda Lorenzo T. Vanore Saint Louis University David A. Gardiner Arthur L. Meyer San Diego State University Carla M. Kuhns Gene A. Lynes Charles M. Medvitz University of San Francisco James L. McKenna George W. Parkerson San Francisco State University Steve Yat Lui Hui Wesley R. Petit
San Jose State University Charles Q. Bulygo Dave L. Coles Peter W. Harper Kam S. Lam Santa Clara University Robert T. Burson Robert E. Daley Robert J. Emmons John Fabbro Anthony J. McKeon Mary Dana Niemiller Seattle University Bruce E. Eliasen Terrence C. Kabanuck Seton Hall University Ludwell Alden Sibley Shippensburg University Robert J. Lieblein Marie R. McDonald Brad McMullen University of South Alabama Donna L. Conner University of South Carolina Deonne Nicole Fine Elmer F. Frick Travis A. Heneveld Robert O. King Clayton B. Meeks Ruth A. Moyer Donald K. Murphy University of South Dakota Tom Lavin University of South Florida Darrell J. Ferrigno Charles R. Mitchell Helene L. Ross Lois A. Sorensen University of Southern California Robert S. Brezovec James F. Childs, Jr. Steven D. Crowe Frank J. Dinoto Robert R. Dockson Jay H. Grodin Eugene J. Holt Terrence O. Hughes John S. Patton Roseanna L. Purzycki Robert L. Rodriguez Jason White Southern Illinois University Carbondale Roy A. Causey Southern Illinois University Edwardsville Leon Kaplan Mildred L. Willmont
Southern Methodist University Robert W. Calloway Gary A. Feather Robert E. Henderson Gene W. Hewett Christopher C. Loy William O. Morriss Michael Weiss Stephen F. Austin State University Charles P. Engel Shannon D. Oliver Christopher Simard Susquehanna University Raymond C. Lauver Syracuse University Gustav J. Braun H. Minton Francis Charles E. Kunkel Frederick H. Weeks University of Tampa Janette R. McDugald Temple University David L. Balint Daniel R. Burkus Marvin Comisky Lawrence W. Davis Eric A. Girardi Arnold Glaberson James R. Krouse Stephen H. Morris Gary Mozenter John W. Wilchek The University of Tennessee at Knoxville Edgar J. Bostick R. Gale Manley Texas A&M University Karen W. Currie John P. Hearn Texas Christian University David E. Bell Texas Tech University Peggy Sue Aguilar James Mitchell Blackshear Barbara Ann Frankhouser Gene H. Johnson Patrick J. Killman The University of Texas at Arlington Joe Foster Mark C. Hensel, Jr. Daniel K.C. Wu The University of Texas at Austin Orville A. Armstrong Donald R. Broadland Donald G. Calhoun Don M. Houseman Susan Bonner Mead Owen R. Messenger Carol A. Shepherd
The University of Texas at San Antonio Cynthia A. Schweers The University of Texas at Tyler Jack L. Phillips Cadmus Williams University of Toledo Robert E. Hansen Borge R. Reimer Susan A. Smotherman University of Tulsa Nancy B. Quigg-Young University of Utah Jeffrey B. Higgs Robyn L. Ragsdale Utah State University Danette McGilvray Valdosta State University W. Ed Crane Vanderbilt University A. J. Kazimi Kenneth L. Roberts David H. Windley University of Virginia George P. Buckey David E. Houseman Brian S. Roberts Thomas Hilary Wilson Virginia Commonwealth University Vernon Alfred Querstein Robert E. Rigsby Mark P. Vergnano Virginia Tech University Hermann Burger James A. Hixon John G. Rocovich, Jr. John E. Wilson Washington & Lee University Reid T. Campbell Glenn O. Thornhill, Jr. Washington University John F. Danahy Clarence E. Darnton B. C. Downs Howard E. Lovely Gary W. Rust Henry L. Seifert Joe E. Strawn, Jr. John K. Wallace Wayne State University Debra L. Bernstein Matthew Russell Gonda Larry A. Rose Mark D. Schmidt Gustaf A. Stinstrom West Virginia University Richard Meredith Gardner D. Steven Hamilton
Western Michigan University Sandra Marie Gores Robert J. Trainor, Jr. Quenten T. Wilber Wichita State University Douglas L. Yoder Barbara G. Zody Widener University Liliane E. Miniscloux-Yoos College of William & Mary Brantley S. Orrell Hays T. Watkins University of WisconsinMadison James Fetek David Geraldson Daniel L. Goelzer Richard J. Howell James F. Kress Kimberly K. Peterson Barbara J Pope Thomas G. Ragatz Anton T. Vanek Friedrich J. Von Rueden University of WisconsinMilwaukee Marillyn J. Cole James R. Schaefer University of WisconsinOshkosh Sharon F. Alferi Larry R. Koeppen University of Wyoming Margaret H. Williamson Matching Contributions Aetna Foundation Joseph T. Doyle AIG Joseph E. Amicucci American Multi-Cinema, Inc. Janet Buttery Amsted Industries Foundation Marilyn Franson Aon Foundation Robert Boumann AXA Foundation Jay Johnston
Black & Decker Brad P. McMullen Bridgestone Firestone Robert L. Nichols Bristol-Myers Squibb Foundation Joseph C. Hriso Clarkston Consulting Marie McDonald The Duke Energy Foundation Stephen P. Schultz First Horizon Foundation Robert Dugan GE Foundation James Nuttall Walter Peters Laura Salma Deborah Wight Donald Wrhel Houghton Mifflin Harcourt Thomas E. Deming Diane McGinn Monsanto Fund James Morell Morgan Stanley Paul Baeske Pfizer Foundation Cynthia Holway E. Thomas Thurber Denise Wakim The Glenmede Trust Company, NA Steven Point The Minneapolis Fund Shawn Cheesman Toys”R”Us Children’s Fund Bruce Fishstein The UPS Foundation Dennis Arneson Verizon Foundation Stanley Kuenn Arthur Schmidt Wachovia Foundation Virginia K. Simons
Thank You!
FOR YOUR GENEROUS SUPPORT
The Mission of the International Honor Society Beta Gamma Sigma is to encourage and honor academic achievement in the study of business, to foster personal and professional excellence, to advance the values of the Society, and to serve its lifelong members. Your generous gifts help Beta Gamma Sigma fulfill its mission by funding the Society’s programs and services, including: • BGS Scholarships • Alumni Chapter Program • Student Leadership Forum • BGS International Exchange • CareerCentral: The BGS Career Resource Center • Collegiate Chapter Training • The BGS Center for Ethical Business Leadership • And many, many more! 2009 Beta Gamma Sigma Scholarship Recipients
A list of this year’s more than 140 scholarship recipients can be found at: www.betagammasigma.org/scholarshiprecipients09.htm
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FALL 2009
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