Resume

• 2009

  Educational Leadership

  Educational Studies- Professional Studies

  Educational Leadership and Administration

  General

  University of Wyoming

• 2005

  English

  Arabic

  Adminstrative Studies

  Administrative Studies- Human Resource Management

  Human Resources

• 2002

  Business Administration

  Business Administration- Management

  Management

  New York Institute of Technology

• Faculty Development

  Teaching

  Educational Leadership

  Retaining Customers

  Instructional Technology

  Enrollment Management

  College Teaching

  Courses

  Student Development

  Academic Advising

  Academic Administration

  Career Counseling

  Program Development

  Resume Writing

  Public Speaking

  Admissions

  Student Affairs

  Higher Education

  Teaching Adults

  Interviews

  Workforce localization in the Kingdom of Saudi Arabia: Issues and Challenges

  This paper provides an overview and analysis of the ‘localization’ of human resource capital in the Kingdom of Saudi Arabia referred to as the ‘Saudization’. It attempts to critically review the key initiatives undertaken by the government and its stakeholders for the workforce localization in the Kingdom. It examines the Saudization process initiated in the Saudi public and private sectors and its efficacy in dealing with the challenges of replacement of the expatriate workforce and the skill development strategy. There is a strong need to adopt a comprehensive human resource development (HRD) framework to develop local employees and aligning it with the demands of the job market. A holistic Saudization policy is needed which can bridge the gap of talent and skills required after the removal of the expatriate workers. A multi-pronged approach involving all stakeholders can help Saudi firms in dealing with the emergent business challenges in the present global scenario.

  Workforce localization in the Kingdom of Saudi Arabia: Issues and Challenges

  This survey research of 55 participants was completed at a private university to determine students’ satisfaction of statistic online courses. The study explored the students’ satisfaction of course components: online statistics

  online instruction

  communication

  assessment

  and overall student satisfaction. The findings showed a positive satisfaction with overall means between 3.66 and 4.00 in a 5 point Likert-scale with a 5 meaning strong agreement with satisfaction of the course. The highest area of satisfaction was the category of assessment (M= 4.00) and the lowest area was the category of student overall satisfaction (M= 3.66). In addition

  the study examined age

  gender

  teaching experience

  and overall satisfaction of the course with the overall average of satisfaction.\nKeywords: e-learning Statistics; Online Courses

  Examining student satisfaction of online statistics courses

  The purpose of this study was to evaluate the effectiveness of using e-mails to motivate and retain online leaners. The study used a single case study design to quantify the number of discussion posts the students selected for the study made. Using ABA design

  the researcher observed four students who did not make the discussion post needed for each week and made an intervention of e-mailing each student at the beginning of each week. The findings resulting from the study showed that intervention used made a different in the behavior of students and enabled them to perform better in the virtual class.

  Improving motivation and persistence of human resource students’ online learners through the use of e-mails communication: A study using a single case study design

  Sandra White Shield

  In response to the world-wide changes that globalization has created

  leaders have struggled to create a leadership style for organizations that are increasingly multicultural. This paper provides definitions of ethnocentric

  polycentric

  synergistic

  geocentric

  and regiocentric leadership style and discusses how leaders can use these styles to lead multicultural organizations. In this study

  the researchers reviewed many published articles in the area of multicultural leadership and combined the multicultural leadership styles in a single article illustrating the latest research outcomes.\nKeywords: ethnocentric

  polycentric

  synergistic

  geocentric

  and regiocentric leaders

  develop multicultural leaders

  multicultural organizations

  Leadership for multicultural organizations

  The workforce in the United States has been divided into four distinct groups

  which are identified as generations. Each generation has developed a set of values and attitudes that are different from one another. Leaders in various organizational settings should understand these generational differences in order to be more effective in leading a multigenerational labor force. In this study

  the authors reviewed literature related to this topic and examined each generation’s characteristics

  lifestyles

  values

  and attitudes. The conclusion from this study is that generational differences are legitimate diversity issues that organizations need to recognize and understand.

  Strategies for leadership styles for today’s multi-generational workforce

  Organizational career development practices have acquired great importance in companies in Gulf Cooperation\nCouncil (GCC) countries due to localization of the workforce

  and resultant career development initiatives taken\nby these firms. The present research undertaken in an Omani company attempts to evaluate the career\ndevelopment opportunities being provided to its employees

  its efficacy in bringing satisfaction among its\nemployees and expediting the process of Omanization. The study showcases concerns of the employees that\nhave been overlooked by the organization which has a negative impact on their satisfaction. The study suggests\ninvolving employees in the career development decision making process

  and bringing transparency and fairness\nin the execution of the career development system can only create a win-win situation. An effective career\ndevelopment process can help in establishing trust between both parties to reach to the desired organizational\noutcomes.\nKeywords: career development

  career management

  employee participation

  Oman

  human resource management\n

  Organizational career development practices: Learning from an Omani company

  Motivational factors play an essential role with increasing employee job satisfaction. Satisfied employees in return can help improve organizational performance. Hence

  it is the purpose of this paper to examine intrinsic and extrinsic motivation preferences between domestic and foreign employees working at a factory in the Kingdom of Saudi Arabia. Three hypotheses were developed and examined by the researcher. The first and second tests showed that foreign and domestic employees view both intrinsic and extrinsic motivation alike. The third hypothesis stated that the employees would prefer one motivation method

  and indeed the t-test showed that employees rated extrinsic motivation more highly than intrinsic\nKeywords: Domestic & Foreign Employees Motivation

  Intrinsic & Extrinsic Employees Motivation

  Reward Systems

  Empirical investigation into ccompensation preferences for diversified employees.

  Carol Bryant

  This research examined the perceptions of Lakota Native American students taking a Business online course at the Oglala Lakota College on the Pine Ridge Reservation. The study was conducted in the fall of 2010 and spring of 2011. The themes found in this study were flexibility

  transportation

  communication

  and technical support. Furthermore

  the study found some of the advantages for students taking online courses as well as some obstacles encountered by students on the reservation.\nKeywords: Business Online courses; Lakota Native American students; Oglala Lakota College; Pine Ridge Reservation

  Perceptions of Lakota Native American students taking online business course at Oglala Lakota College.

  Al-Asfour

  Oglala Lakota College

  Community Education of the Black Hills

  National American University (NAU)

  ASI-GE

  Teach two or three business courses each semester. As a business department chair

  I am responsible for program development

  department assessment

  and professional development for business faculty members. Provide oversight

  monitor

  and ensure that all aspects of the academic programs

  curriculum

  faculty

  and co-curricular activities are in compliance with OLC policies procedures

  Lakota Perspective

  Institutional Effectiveness Plan

  Assessment requirements and Enrollment Management Plan. Ensure that the department and programs continuously improves and meets OLC expectations for institutional effectiveness. In addition

  ensure that the business department degrees are in compliance with the HLC standards. i.e. assuring that differences in standards between associate’s and bachelor’s levels are consistent with standard higher education practices. Provide supervision for five full-time faculty members with various ranking (adjunct instructors

  assistant professors

  associate professors

  and professors) and more than 10 adjunct instructors. Ensure that business faculty members provide advising for more than 500 business students throughout the academic year. Work closely with the Vice President for Instruction to ensure that the department and the college meet the mission and vision of Oglala Lakota College.

  Business Department Chair / Professor

  Rapid City

  South Dakota Area

  Oglala Lakota College

  Teaching Community Education course in Understanding Islamic Beliefs and Arabic Culture for the Black Hills community in South Dakota.

  Community Education of the Black Hills

  Business Associate Professor

  Teach business classes throughout the Pine Ridge reservation college centers

  Rapid City center

  and develop and teach online classes. Assist other faculty members to develop curriculums

  review and evaluate Business courses on an on-going basis to meet reservation needs

  assigned to be an advisor to more than 25 students in different college centers and other duties are assigned by Business Department Chair.

  Oglala Lakota College

  Adjunct Faculty

  I have been teaching Business courses for NAU since 2008 and still.

  National American University (NAU)

  Warranty Management Consumer Relations

  Research and analyze information needed to resolve inconsistencies in procedures and gather information from various resources to resolve supervisory escalated complaints by using phone calls

  faxes

  e-mails

  or written inquiries from GE and Circuit City consumers and clients. Negotiate and implement concessions to consumers either by refunds

  exchanges

  and/or by offering gift cards redeemable at Circuit City stores. Support of all new and existing business functions at the center. Trained to assist with hiring new employees and have conducted many interviews and participated in job fairs. Coordinated training for more than 350 employees for Ergonomics with other Ergonomics team members and developed a curriculum to train and enhance computer skills. Received distinction as Brilliant Employee of the Month of January of 2008

  ASI-GE