E-mail: scotte@easternct.edu Telephone (860) 465-5366
Associate
Professor
Department
of Business Administration
Eastern
Webb Hall
PhD,
Management,
MBA,
Industrial Relations,
AB,
with honors, Comparative Literature,
Karen
A. Jehn and Elizabeth D. Scott, “Perceptions Of Deception: Making Sense Of Responses To Employee Deceit,”
forthcoming, Journal of Business Ethics, on line publication May 11, 2007.
Elizabeth
D. Scott "Just(?) a
True-False Test." Business & Society, Jun2006, Vol. 45 Issue 2,
p130-148.
Elizabeth
D. Scott “Human Resources Ethics,” 2005, in John W. Budd and James G. Scoville, (eds), The Ethics of
Human Resources and Industrial Relations, (Urbana-Champaign: Labor and
Employment Relations Association).
Elizabeth
D.
Elizabeth D. Scott, “The Plane Truth: A model of employee perceptions of
dishonesty,” February 2003 Journal of Business Ethics 42:321-337.
Elizabeth
D.
Elizabeth
D.
Lorna Doucet and Elizabeth D.
Scott “You can run, but when do you hide:
A study of hiding frustration in the workplace,” Symposium presentation,
Academy of Management Annual Meeting, Philadelphia PA, August,
2007.
Elizabeth D. Scott “Too Much Information: When Knowing the Good is Bad,” revised on the basis of comments at the CSU research conference. Presented
June, 2007 at the International Association of
Business and Society Annual Meeting in Florence, Italy.
Elizabeth D. Scott “Too Much Information: When Knowing the Good is Bad,” presented 2006
at the CSU research conference, WCSU, Danbury, CT.
Gail Gelburd, Rita Malenczyk, Elizabeth Scott, and Susan Herzog,
"Strategies for Engaging Faculty in Thematically-Integrated Liberal Arts
Curriculum Reform" Association for General and Liberal Studies 2006 Annual
Conference October 19-21, 2006, Indianapolis, IN.
Elizabeth D. Scott “The Ethics of Human Resource
Management,” presented January, 2005, at the
Industrial Relations Research Association Annual Meeting, Philadelphia, PA.
Elizabeth D.
K.
The
Measurement of Moral Values, work in progress, based on dissertation.
“Emotional Dishonesty,” work in progress with
TEACHING EXPERIENCE
Business
and Society, two undergraduate sections, 2007-2008
Human
Resources Management, three undergraduate sections, 2002-2006
Human
Resources Seminar, five graduate seminar, 2002-2007
Training
and Development, five graduate seminars, 2002-2008
Organizational
Behavior, five graduate courses, 2003-2006
Critical
Thinking, six graduate courses, 2003-2008
Leadership,
four graduate course, 2007
Research
Methods, five graduate courses, 2003-2007
Human
Resources Ethics, five undergraduate sections, 1999-2002
Human
Resources Seminar, six graduate seminars, 1996-2002
Research
Methods, six graduate seminars, 1996-2002
Statistics,
three graduate seminars, 1997-1999
Business
Ethics, two undergraduate sections, 1992-1993
Management
Teaching Assistant, six undergraduate sections, 1992-1994
Personnel
Director,
Employee/Applicant
Relations Coordinator,
EEO
Program Coordinator,
Coordinator
of Compliance Operations,
Compliance
Officer,
(See
detail of experience below.)
Professor
Department
of Business Administration August
2008 to Present
Conduct
research and teaching activities in the ethics of human resources management. Direct
Graduate Master of Science in Organizational Management program.
Associate
Professor
Department
of Business Administration July
2002 to August 2008
Conduct
research and teaching activities in the ethics of human resources management. Direct
Graduate Master of Science in Organizational Management program.
Assistant
Professor
Department
of Labor Studies and Industrial Relations July
1996 to June 2002
Conduct
research and teaching activities in the ethics of human resources management
and research methods. Serve on graduate
committee, search committee, and master’s thesis committees. Advise graduate and undergraduate students
writing research papers and honors thesis.
Serve on college business minor committee and new faculty events
committee.
On
leave fall semester 2000 as a research fellow at the
PhD
Candidate
Conduct
and assist in conducting research and teaching activities. Develop survey questionnaires on such topics
as human resources practices and moral values.
Conduct interviews with human resources professionals. Analyze data. Present research findings
orally and in writing.
Develop course curricula for Human Resources and Legal Studies
courses. Teach and assist in teaching
undergraduate Management and Legal Studies (ethics) courses. Assist in grading graduate courses in Human
Resources Management and in Legal Studies.
Department
of Labor
July 1987 to September 1991
Direct
recruitment, selection, classification, compensation, evaluation, benefits,
grievance and discipline activities of the 15 member personnel office of a
state agency with over 1700 employees. Analyze trends in activity and propose
new policies or programs to anticipate changes.
Develop and conduct specialized training. Provide technical assistance to senior staff
members in implementing personnel policies.
Represent the Department on state advisory councils.
Department
of Labor September
1984 to July 1987
Supervise
all recruitment activity and review all selection packages to ensure equity and
adherence to procedures. Coordinate
processing of employee complaints.
Assist managers in proposing and carrying out disciplinary actions. Represent the department in administrative
hearings. Conduct training on various
department policies, including recruitment and selection, performance
appraisal, work hours, scheduling and attendance, and standards of
conduct. Write new human resources
policies and procedures. Advise
Employment Service and Unemployment Insurance divisions on Equal Employment
Opportunity matters.
Department
of Human Resources August 1982 to August 1984
Plan
and implement department's Equal Opportunity Development Program. Develop and conduct training in such areas as
Investigation, Laws and Theories of Discrimination, and Sexual Harassment. Coordinate responses to charges of
discrimination filed with state and federal enforcement agencies. Assist staff of the Attorney General's office
in representing the department at administrative hearings. Advise managers in adverse action and
grievance processing. Analyze data to
identify potential liabilities. Design
appropriate corrective action.
Office
of Fair Employment Practices April
1980 to July 1982
Supervise
Compliance staff. Develop, write and
implement comprehensive policies and procedures for investigating complaints of
discrimination. Develop and conduct
training in such areas as supervision and training. Devise pay scale and performance evaluation
system. Interpret various state and
federal laws, rules and regulations for employees and for employers. Summarize court decisions for distribution to
all state agencies.
Office
of Fair Employment Practices July
1978 to March 1980
Investigate
complaints of discrimination by interviewing witnesses, reviewing documents and
conducting fact-finding conferences.
Prepare cases for hearings.
Negotiate agreements between employers and aggrieved employees. Analyze personnel policies and
procedures. Develop and maintain system
for measuring trends.
State
Merit System February
1978 to July 1978
Investigate
charges of discrimination under contract with the Equal Employment Opportunity
Commission.
Records
Clerk
Personnel
Division September
1977 to February 1978
Maintain
personnel records. Review
applications. Prepare records for
transmittal to state records center.
Student
Assistant
Administration June
1976 to June 1977
Interview and place student applicants for employment.
Prepare student payroll and budget.
Assist in interviewing, payroll and budget for full time staff. Assist in development of packages for
collective bargaining.
Ad Hoc Reviewer for: