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Recorded Webinars

Matt Bowler, Ph.D.

Matt Bowler, Ph.D.

Matt Bowler, Ph.D.

Associate Professor, Department of Management

Rewarding and Motivating Performance

This webinar will provide managers with the tools to get their employees to want to give their best effort at work. We will explore ways to find out what motivates each employee and how to translate that into employee rewards.

Leading Through Informal Social Networks

It has been said that companies succeed in spite of organizational charts, not because of them. In this session participants will learn the value of assessing the informal social networks within and between departments in the company that actually facilitate company success. The various types of informal social networks will be discussed including communication, trust, influence, advice, and even rudeness networks. Finally, participants will learn the value of social capital and how to properly harness that value.


Dursun Delen, Ph.D.

Dursun Delen, Ph.D.

Dursun Delen, Ph.D.

Professor, Management Science and Information Systems

Real-World Knowledge Discovery with Data Mining

Today’s businesses are under immense pressure to make the most out of their assets. Data is perhaps the most important asset for any organization. Data mining is the process of extracting useful knowledge from data in order to improve managerial decision making. Increasingly more capable hardware and software offerings are available for organizations to use data mining in supporting business decisions.

Understanding Text and Web Mining

More than 80% of data is in some type of unstructured, often textual, form. Text mining is the process of deriving novel information from a collection of textual data. One difficulty is that databases are designed for computer programs to process automatically, whereas text is written for people to read and understand. In this session you will learn processes applicable to text mining projects.

Prescriptive Analytics with Optimization and Simulation

Prescriptive analytics is at the top of the analytics hierarchy. It promotes finding optimal solutions to complex business problems. Prescriptive analytics uses data and models to better understand business situations and prescribes the best course of action for the best business outcome.


Ken Eastman, Ph.D.

Ken Eastman, Ph.D.

Ken Eastman, Ph.D.

Dean of the Spears School of Business

Performance Appraisal

Managers routinely report that performance appraisals are among their least favorite activities—employees often report that they are not too fond of them either! In this session we will discuss how we can make our appraisals more accurate and relevant. We will also discuss how to more effectively review appraisal results with employees.

Performance Management

Employee performance is too important to leave to a once-a-year discussion. In this session we will discuss what leaders can do to more effectively manage the performance of their employees. We will discuss the importance of setting clear performance standards and communicating expectations and evaluations with employees.

Leading Through Relationships

Leading peers, employees, even bosses depends more on relationships than on authority. People tend to react negatively to orders even if they agree with such directions. Political skills are an essential component of building effective relationships with others. Unfortunately, many working Americans have a negative view of office politics. I believe that such characterizations of organizational politics are unfortunate and counterproductive. In this session, we will discuss the misperceptions surrounding office politics and the techniques that will enhance your ability to influence the hearts and minds of others.

Leading Generations at Work

Much has been written about the need for us to appreciate the benefits that a more diverse workforce can bring to organizations. One often over looked aspect of diversity is “generational” diversity. While there are individual differences within each generation, we can more effectively interact with others, if we have a greater appreciation for their generation’s life experiences. In this session, we will examine the characteristics of each generation and how each generation “sees the world” and how these views affect their behaviors.


Andrew Urich, J.D.

Andrew Urich, J.D.

Ken Eastman, Ph.D. and Andrew Urich, J.D.

Ken Eastman, Ph.D., Dean of the Spears School of Business
Andrew Urich, J.D., Associate Professor, Department of Management

ABC – Always Be Charming: Business Etiquette Essentials

The key to getting ahead is getting along – with everyone with whom you work. Sure people are annoying but we need to learn how to coexist with them anyway. We also need to make sure that we are not subconsciously irritat­ing our coworkers. In this webinar you will learn skills that will help you meet the expectations of polite business society. Our goal is to help you dazzle others and build productive business relationships.


Bryan Edwards, Ph.D.

Bryan Edwards, Ph.D.

Bryan Edwards, Ph.D.

Associate Professor, Department of Management

Succession Planning: Transferring Knowledge and Skills to the Younger Generation

Experienced employees leaving the workforce take with them years of knowledge so that a concern for many organizations is the transfer of company knowledge and values to their successors. In this session we will discuss how to develop an effective succession plan to fill the knowledge gap left by turnover and prepare for the future.

Selection Assessments: Choosing the Right Person

Selecting strong talent to meet the needs of organizations is crucial for building and maintaining a competitive advantage. In this session we will discuss best practices in selection with a particular emphasis on honesty and integrity testing.


Rebecca Greenbaum, Ph.D.

Rebecca Greenbaum, Ph.D.

Rebecca Greenbaum, Ph.D.

Associate Professor, Department of Management

Leading With Fairness

When employees perceive that they are being treated unfairly by leaders, they are likely to respond in ways that are unfavorable for the leader and organization. Studies have shown that employees respond to leader unfairness by reducing job satisfaction, intending to leave the organization, reducing job performance, and engaging in counterproductive work behaviors. Although it makes intuitive sense that employees will respond unfavorably to leader unfairness, leaders may not be aware of when they are behaving unfairly. The “Leading with Fairness” Webinar reviews four types of fairness that are important to employees: (1) outcome fairness, (2) process fairness, (3) interpersonal fairness, and (4) informational fairness. Additionally, the Webinar discusses why employees care about each form of (un) fairness. The Webinar concludes by providing leaders with recommendations on leading with fairness and also points out that employees tend to respond unfavorably when they observe their leaders treating third-parties unfairly; thus, it is in a leader’s best interest to monitor the level of fairness he or she exhibits to all constituents.

Correcting Behavior in the Workplace

Leaders often find it uncomfortable to deliver unfavorable information including instituting effective disciplinary mea­sures. This webinar discusses common problems associat­ed with discipline and how to overcome such challenges.


Lee Manzer, Ph.D.

Lee Manzer, Ph.D.

Lee Manzer, Ph.D.

Professor, Department of Marketing

Storytelling: A Powerful Communication Tool

This webinar focuses on storytelling as a method to improve employee performance – using purposeful narrative to achieve a practical outcome with an individual, a community, or an organization.

3 Practical Ways to Enhance Customer Service

Enhance your awareness of the principles and techniques of establishing and maintaining good customer service through credibility, motivation and communication.

Goal Setting and Accountability

Effectiveness and efficiency in the workplace are essen­tial attributes of employees in your organization. This webinar will assist you in setting and achieving your goals for your own benefit and the benefit of your company. We will also discuss how to hold yourself and your employ­ees accountable for goals.


Griffin Pivateau, J.D.

Griffin Pivateau, J.D.

Griffin Pivateau, J.D.

Assistant Professor, Department of Economics and Legal Studies in Business

Legal Aspects of the Hiring Process

Every business depends on selecting the best possible employees. Unfortunately, an employer cannot rely solely on business concerns in making hiring decisions. Instead, the employer must remember that the law guides the employer’s conduct at each stage of the hiring process. In this session, we review the legal aspects of employee selection, identify the pitfalls, and discuss proper (and improper) techniques.