Stony Brook University Business Management

  The Business Management Department is looking for undergraduate TAs for the following courses in Fall 2022. ACC 210-90, 91 BUS 215 BUS 326 BUS 330 BUS 348-90, 91 BUS 353 BUS 358 BUS 359 If you are selected to be an undergraduate TA, you will receive 3 credits by being enrolled in BUS475 (Undergraduate Teaching Practicum I). Undergraduate TAs must have regular office hours.   Prerequisite:  1) The student must be juniors or seniors (U3 or U4 status)  2) Grade A or A- in the course in which the student is to assist    Please apply to HERE or via link below by Wednesday, August 10th.   If you'd like to apply for more than one course, you can, however, you will be selected from only one course. 

We are excited to announce a valuable summer internship opportunity at Samjong KPMG, a multidisciplinary firm that provides comprehensive knowledge services covering audit, tax, deal advisory and consulting services. Over 4,000 professionals at Samjong KPMG work in conjunction with 236,000 experts in 144 countries through KPMG’s Global Network. Samjong KPMG is now looking for Interns at IM1 Headquarters.      Location: Kangnam Finance Center, Seoul Position: Samjong KPMG IM(Industrial Markets)1 Headquarters Intern  Employment Type: Contract position Work duration: July ~ September (Minimum of 3 month) Working hours: Full-time Major Tasks: Support services related to the Internal Accounting Control System  Translating Korean to English, interpreting in interviews with local peoples abroad Qualifications: Proficiency in English required Accounting related certifications and work experiences are highly preferred  Application Process: Submit your Resume and Personal Statement (Korean) to careercenter@sunykorea.ac.kr by Monday, July 4, 5pm   Before a professional submission, we strongly encourage you to have a meeting with CDC staff to review the application material. To receive help with your resume and/or cover letter, please book an appointment with us via. https://sunykoreacdc.youcanbook.me/ prior to the application deadline.

This is the page for the students who are willing to enroll in BUS 353 (Entrepreneurship) in Fall 2022 with U3 standing. If you wish to receive permission to enroll in BUS353 with U3 standing, please submit the form below. As it is first-come-first-serve basis, the submission of the form does not guarantee the permission grant. Permission Request Form Please refer to the following class standing classification: A student’s class standing is based on the number of credits earned before the beginning of each semester, as follows:   U1 Freshman       0-23 credits   U2 Sophomore     24-56 credits   U3 Junior              57-84 credits   U4 Senior             85 credits or more If you are in U1 or U2 standing, please do not request permission at this time. Please request permission if you are unable to enroll by yourself even though you are in U4 standing. ** The permission will be granted a week prior to the Fall 2022 Semester starts.**

Online BM Department Seminar - Thursday, May 26 at 7:30PM     We'd like to announce that the online BM dept. Seminar will be held on Thursday, May 26 at 7:30PM.   Mr. Jaewon Lim, the founder of GOPIZZA, will describe why he started GOPIZZA, and also his company's strategy, especially in terms of digital transformation in the F&B industry and also his experience in globally expanding throughout Korea, Singapore, and India.   Please see the details below and join the seminar.   "The Endless Pursuit of Problem-Solving" Date: Thursday, May 26th, 2022 Time: 7:30PM-9:00PM in KST  Zoom Link: https://tinyurl.com/sunygopizza    

Lunchtime Seminar (Prof. Noelle Chung) - Wednesday, May 25 at 12PM   Professor Noelle Chung, an Assistant Professor of Marketing in the Business Management Department, will talk about the moderating role of emotions of business buyers in betrayal incidents. The event will be held as follows: Title: When do business buyers offer suppliers a 'Second Chance' after being betrayed? Date: Wednesday, May 25, 2022 Time: 12 PM Location: B207 Lunch will be served. Please send RSVP to heejae.heo@sunykorea.ac.kr   Please refer to the poster below for more details.

Outstanding Student Awards Ceremony - for Fall 2021 Winners!   The Business Management Department had an Outstanding Student Awards Ceremony for the Fall 2021 semester winners on April 20. Distinguish students who performed well during the Fall 2021 semester are selected by the instructors of each course. The winners for the Fall 2021 semester are as follows.   [Outstanding Student Award Winners - Fall 2021 Jeeeun Lee - ACC210 Financial Accounting Yusom Choo - BUS215 Intro. to Business Statistics Sungtae Hwang -  BUS215 Intro. to Business Statistics, BUS330 Principles of Finance Haesol Choi -  BUS220 Intro. to Decision Sciences Tae Yeon Lee - BUS326 Organizational Behavior Gi Hyun Lee - BUS326 Organizational Behavior Minseo Kim - BUS348 Principles of Marketing Gawoo Lee - BUS348 Principles of Marketing Eun Lee - BUS353 Entrepreneurship Juyoung You - BUS358 Marketing Research Halin Park - BUS359 Consumer Behavior Junyoung Kwon - BUS447 Business Ethics Minji Park - MAT122 Overview of Calculus with Applications                  

CPA Study Room Opening Ceremony - April 2nd, 2022   The Business Management Department recently created the CPA (Certified Public Accountants) Study Group for the students who are interested in CPA (either in the U.S. or in Korea) as a future career path. Studying for the CPA exam can be an exhuasting task, but the CPA study group will be of a great help for students. About 20 students joined the study group, and on April 2nd, we had an opening ceremony.     The study group memebers, the Advisor of the CPA Study Group, and a few faculty members attended the ceremony to congratulate and encourage students and shared their experiences how they achevied certificates on AICPA.        

AI and job interviews: Leveling the playing field   Written by Chihmao HSIEH   In the recent last few years, artificial intelligence has been implemented to handle some of the filtering processes involved in assessing job interviews. A growing number of companies is requiring job applicants to answer questions online via video camera, whereby computer programs then process the video clips and audio transcripts. Assessments of facial expressions, eye movements, voice intonation, and word choice are combined to come up with sets of scores for each applicant.  For now, it appears that most of the companies using this technology are using it only for the initial cut, thus capable of filtering applications easily from tens of thousands to mere dozens. Some AI interview software works by having current employees answer the questions on video, and then evaluating the candidates on how well they match those employees.   The criticism has been swift and wide-ranging. Besides the obvious criticisms related to tying voice intonation and facial expressions to personality or expected job performance, applicants also express unfairness about the unilateral nature of AI interviews, where applicants are unable to correct an AI’s perception in the same way that they can correct a human interviewer while face-to-face. Career development staff at universities lament that AI doesn’t know how to comprehend applicants’ value systems, or appreciate the work motivations stemming from their aspirations or passion. Researchers have found that AI systems are prone to making decisions that reflect racism or sexism, and have called to regulate AI to ensure transparency and accountability. AI also has severely limited ability to recognize humor, which is valuable within creative, entrepreneurial organizations. As a result, some companies such as Korea Airports Corp. have gotten rid of AI interviews because managers were unsure exactly how and what the AI were evaluating. Overall, policymakers have asked whether the cost savings offered by this technology are worth discounting this much of human value and dignity.    As with many technological advances, there are tradeoffs in using AI to assess job interviews.  At the surface, the cost savings are obvious and significant. As communication technology improves and more work goes remote, the physical boundaries of the workplace will open up. HR managers become less confined in recruiting from a local labor market, and companies can benefit from more candidates for each of their open positions. In processing all these extra applications, AI doesn’t suffer from fatigue or the broadest set of human biases. As many AI software chiefs have commented, AI’s purpose here is to complement human-led decisions, without substituting for them completely. Maybe we trust AI’s job placement ability in the future just as much as we trust Google’s search capability today.   But let’s take a step back: the ultimate goal here is to accurately match job seeker to open position. We can design the system with two strategies. In a first scenario, we facilitate the assessment of job applications. That’s what AI technology currently offers to us. In a second scenario, we help job seekers to foster taste in all the large and small companies hiring around the world. But how? I suggest that technology should scrutinize companies, as much as companies want to scrutinize job applicants. For example, a system could collect 24-hour real-time electronic data of employee behaviors at companies, and offer scores of each company’s ability to manage and support communication and collaboration. It might track the daily actual communication between employees, use that data to score the quality and challenge of all workgroups’ actual goals and projects, and offer weekly scores regarding the company’s level of creativity and bureaucracy. In this way, the burden then falls on companies to be more transparent about the quality of their daily internal work environment and the worklife of employees, besides simply relying on technology that robotically sifts through hundreds of thousands of resumes and video interviews.    These two strategies are not mutually exclusive. But the point is that we give some power back to job applicants and level the playing field. Although companies today have more applicants to choose from, applicants today also potentially have more companies to choose from. If a medium-sized company in the USA has opened up their boundaries to the world, then the world should also be able to identify and assess it. We need more employment policies and entrepreneurship acknowledging that job seekers deserve to identify the best companies that are fit for them, not just the other way around. Perhaps one day, job applicants can use AI to help them identify the thousands of companies around the world that are currently hiring, and then see a score that estimates the probability that they won’t like or are too talented for any given company.    Companies could simultaneously get the chance to send a strong signal regarding the quality of their philosophy towards humanity. Perhaps some companies would be willing to pay for the rights to be certified in this kind of applicant-friendly system. They could be proud that they not only welcome shortlisted finalists to interview face-to-face at their offices, but that they are also confident and humble enough to respect job applicants in helping them decide whether their company is good enough for them in the first place. On the other hand, if job applicants paid a nominal subscription fee to use such AI, it would have the added benefit of helping companies to identify those job seekers that signal seriousness about their job hunt (as we might observe with LinkedIn’s subscription service today). These kinds of business models bring some balance back to the equation. If companies use AI job interview software to assess candidates but aren’t willing to share daily or weekly AI data regarding their own internal environment or their own company culture, then they are largely hypocritical.   These kinds of issues regarding the direction of innovation weren’t matters of concern in the past. However, times are changing. As AI advances further and further, part of the system should still ensure that job candidates are valued with some basic standard of dignity, from a human perspective. But at the very least, candidates deserve to be on a similar playing field as companies. If that requires giving job applicants the power to leverage their own AI in assessing the desirability or fit of companies to work for, so be it.     Note: News story regarding Korea Airports Corp dropping AI interviews: http://www.koreaherald.com/view.php?ud=20211004000214 Click here to read the article

  Outstanding Student Awards Ceremony  Date: Thursday, September 16th, 2021 Time: 12:00-1:00 PM in KST    The Business Management Department had an Outstanding Student Awards Ceremony for the first time on September 16th, on Gathertown. Distinguish students who performed well during the Spring 2021 semester are selected by the instructors of each course. The students and professors attended to congratulate the winners. During the ceremony, Professor Jeehong Kim and Professor Chihmao Hsieh gave some remarks and winners had a chance to walk onto the stage and give a short speech about what they learned from the course.     Spring 2021 Outstanding Student Award - Winners Sungtae Hwang - ACC 210 Financial Accounting, MAT 122 Overview of Calculus with Appl Seonggyu An - BUS 215 Intro to Business Statistics Haesol Choi - BUS 215 Intro to Business Statistics Yoojin Whang - BUS 220 Intro to Decision Sciences Youngjun Kang - BUS 330 Principles of Finance Junghoon Moon - BUS 326 Organizational Behavior Yeonsoo Joo - BUS 326 Organizational Behavior, BUS359 Consumer Behavior Ji Hye Lee - BUS 346 Operations Management Chi Do - BUS 346 Operations Management Youngbin Choi - BUS353 Entrepreneurship Eun Lee - BUS 448 Marketing Strategy Yunsik Woo - ECO 108 Introduction to Economics

  Department Gathering (Gather Town) Date: Thursday, August 26th, 2021 Time: 1:30-3:00 PM in KST   During the New Students Welcome Week, on August 26th, 2021, there was a department gathering for Fall 2021 Freshmen on Gather Town. Students were able to meet faculty members virtually for the first time and got to know each other. 

How can forthcoming changes in Korean educational policy serve a meaningful worklife? Written by two authors: Chihmao Hsieh, Associate Professor of Entrepreneurship, SUNY Korea Karl Wennberg, Professor of Education and Entrepreneurship, Stockholm School of Economics   Education has been a focus in policy-making recently, as experts have called for a shift in the educational system amid forthcoming demographic changes and the “fourth industrial revolution”.  This past summer, the Education Committee of Korea’s National Assembly approved a bill to install a new body tentatively called the ‘National Education Commission’ (국가교육위원회).  The commission, scheduled to be launched next year, would be responsible for taking the lead in establishing a non-partisan long-term educational policy, while the Ministry of Education would carry out the policy’s goals and make any short-term administrative adjustments.   Although education in Korea is culturally tied to anticipated job security and life satisfaction, this renewed focus on Korean education comes at a time when job satisfaction in Korea remains dubious.  Between July-October 2020, the JoongAng Ilbo and Teamblind interviewed roughly 72,109 office workers from 9,371 local companies about their work, asking them about their welfare benefits, relationships with colleagues, trust among team members, and work autonomy.  Seven out of ten workers in Korea suffered burnout over the preceding one-year period.  While it is unsurprising that Korea still has one of the lowest worker productivities among the G20 countries, the data revealed that the two most important factors directly linked to the level of job satisfaction were the meaningfulness of work and the quality of relationships with bosses. We believe that any major educational reform should be designed this time for the long-run purpose of fostering job satisfaction.  Ideally the government panel mentioned above will include businesspeople who respect education, alongside educators that respect organizational ‘best practices’ and the economy.  Yet we still envision some tactics for educational reform that can support future job satisfaction in Korea. In order to develop a workforce that is more innovative and passionate for re-learning throughout working life, more effort should be put into combining critical thinking with transdisciplinary education.  Such a prescription opens the door for unstructured problem-solving, and unfortunately, that’s when student performance assessment starts to become prohibitively subjective by Korean standards.  One possible solution is to enlist high-tech companies with their expertise in Big Data and AI to help with assessment.  For years, the ‘EdTech’ industry has worked on digital tools that assess knowledge, and these systems are not easy for students to ‘game’ and cheat on.  Most importantly, these high-tech companies and educational providers must convince students’ parents that their assessment systems are legitimate. Even today, the meaningfulness of learning via concept acquisition is still emphasized less than rote memorization and standardized test taking.  There could be more interaction between EdTech companies and parts of the educational system, designed to address students’ and parents’ potential concern. For example, some of our Swedish university students created a startup called ‘Sqore’ which was briefly the largest in the world for holding student talent competitions, later pivoting into an assessment/student selection service for graduate school programs and companies. Those organizations contracted with Sqore because they saw problem-solving competitions as a good way not only to assess “soft” skills like creativity and interdisciplinarity, but also as a way to market their company in recruiting the most talented students. Korea’s conglomerates could be enlisted to create more problem-solving competitions where winners are awarded with month-long or summer internships. Many large US-based companies as well as NASA have successfully used such ‘innovation competitions’ to attract talented and interested new employees. Such initiatives would send strong messages to both students and parents alike that grades should not be the sole obsession, and that the business world cares about critical and innovative thinking at all decision-making levels. Ideally, such competitions should focus less on narrowly specifying ‘ideal solutions’ or deliverables involving intellectual property, and more about assessing complementary measures of ability (e.g. creativity, interdisciplinary thinking, and communication skills).  Lastly, students should be exposed to greater amounts of teamwork at all levels of Korean education, instead of excessive competition and rivalry. Transdisciplinary education ideally should involve combining instructors and students from multiple disciplines into a single classroom environment, and forming teams. Students are then exposed to teamwork environments which include unfamiliar situations, requiring them to develop curiosity.  They would also learn about trust and trustworthiness, which are important for effective collaboration and team innovativeness. Of course, team-teaching is risky in Korean education if the instructors end up antagonizing each other’s authority in front of students during class. Teachers should instead take the opportunity to enhance their own learning and building interpersonal trust when interacting with each other. It is here where an instructor’s humility can be promoted to impress students. Certainly, there is no single ‘silver bullet’ for simultaneously improving student outcomes and job satisfaction in Korea.  But we see these two as correlated objectives.  Improving the educational system to allow for reputable AI-driven assessment solutions; showing parents and students that businesses care about critical thinking skill over test scores; and introducing transdisciplinary teamwork to students, can all naturally lead to a more meaningful, entrepreneurial, dynamic, and exciting career development experiences. Perhaps these three tactics could even be combined synergistically; for example, Korean EdTech companies could host transdisciplinary problem-solving team competitions. Overall, shouldn’t the focus be less about educational and training policy, and more about a broader learning policy?   Read More   

The full course list is viewable from the link here: http://www.sunykorea.ac.kr/page/stonybrook

  On May 31-June 2, SUNY Korea hosted 'Startup Weekend Incheon' for the third year in a row.  Over 40 students from prof Rosa Jeong's course at the Fashion Institute of Technology participated in the competition, under the theme of 'Sustainable Fashion Innovation.'   The SUNY Korea Business Management department partnered with FIT Korea's Business Management department to offer the event.  Local sponsors Pakyoungsa and Muyokpub covered meals for the event, for the second year in a row.  This time, the Korean Ministry of Culture, Sports, and Tourism also got on board; its cultural intelligence agency KCISA sponsored a slew of prizes.  Finally, SUNY Korea and FIT Korea pitched in to offer gift cards for the winning teams.   Alberto Perera, a Spanish architect and founder of the Songdo chapter of Green Drinks network, helped to open the event as the keynote speaker, offering some insight about design and sustainability from an architectural perspective.

  On May 29th, Wednesday, 2019, the third BUS Seminar - INSIGHT Distinguished Speaker Series- was held. In this seminar, Professor Jaeyeong Lee came to gave us a speech about military R&D in Korea and its application. In this talk, one of the R&D results executed in South Korea was introduced. Software systems that evaluate a weapon’s effectiveness prior to its development as a UGV (Unmanned Ground Vehicle) in the future was also shared. The scope of the talk started with an overall explanation about a weapon acquisition procedure called SBD (Simulation-Based Development), and followed with the results from a simulation software called ABMSim (Agent-Based Modeling and Simulation). During the talk, a couple of examples derived from the evaluation of UGV’s effectiveness in an NCW (Network Centric Warfare) environment set on future battlefields was reviewed.

  On April 10th, Wednesday, the Business Management Department held its second INSIGHT Distinguished Speaker Series with Dr. Ogan Gurel, Visiting Teaching Professor in DGIST. Dr. Gurel gave a speech about “The Future of Health & Beauty.” In his speech, he emphasized the importance of information technologies and biomedicine for the revolutionary new technological possibilities in health and beauty industry. Moreover, he further encourages us to explore not just the technologies in healthcare and beauty, but also the deeper societal implications. Thank you all for coming and showing your support. We also thank for the speaker for coming and giving us this great seminar.