Congratulations To Dr. Ochis
It is with great pleasure that, as the Dean of the School, I announce that Doctoral Candidate Karina Ochis has successfully met the requirements under the Dual PhD in Business Research / Doctor of Applied Leadership Combined program and is now welcomed as an Alumni of the School.
Dr. Ochis started with Monarch in August 2018 and completed the defense procedure in the fall session of October 2021. Dr. Ochis satisfied all requirements of the program and has been welcomed as a Doctoral graduate of the School with the honor of “Summa Cum Laude”.
Dr. Ochis has been a strong supporter of Monarch since beginning with the school. She has attended several Doctoral workshops in Switzerland and has assisted in the development of courses at all levels. Dr. Ochis is also received the 2021 ACBSP Student Leadership Award for her outstanding support of the school and continuous Doctoral Candidate example.
Dr. Ochis continues with Monarch as a faculty member under Dr. York and holds the title of Assistant Dean of Student Development. Please join us in congratulating Dr. Ochis on her exemplary accomplishment and we wish her continued academic, professional and personal success as she moves forward.
Employee disengagement is a source of trouble for world-wide businesses with 85% of global employees being actively disengaged at work equating to financial consequences of approximately $7 trillion in lost productivity (Sheep, 2006; Harter, 2017). Young employee stigmatization correlated with the lack of research on Generation Z, the youngest generational group of employees penetrating the workforce, results in high organizational turnover, younger employees lacking mentorship and further disengagement (Myers & Sadaghiani, 2010; Marston, 2007; DeLong, 2004).
The research is believed to be the first to extract data from the four generational groups constituting the workforce namely Generations X, Y, Z and Boomer and to compare perceptions from Generation Z employees and managers belonging to the older generational groups, uniquely incorporating the personal, institutional and societal levels of analysis in the engagement discourse. The research disputes existing literature that indicates intergenerational conflict is the result of differences between generational groups and described the power generated conflict between the multigenerational workforces.
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