Announcing the Recipients of the Impact Scholarship

by Argosy University 4 April 2014

Argosy University, Online Programs – in conjunction with The Education Foundation – is pleased to announce the awardees of the Impact Scholarship: Karyetta Walker and David Acevedo. Karyetta and David were each awarded a one-class tuition scholarship in their respective programs!

In a graduate program, students have the opportunity to substantially impact not only their own lives, but also the lives of others. With that in mind, students were asked to write a personal essay that addressed the question, “How will earning your degree impact your life and those around you?”

Karyetta Walker

WalkerKaryetta Walker is pursuing a Doctor of Education in Counseling Psychology from Argosy University, Online Programs. After finishing her master's degree, Karyetta decided to pursue Counseling Psychology at the Doctoral level to supplement her knowledge and aide her in her current endeavor of counseling children. With her perseverance and tenacity, Karyetta hopes to have an impact by being a beacon of hope for the children she helps and the community at large.

I am able to be a light to others in the community who are minorities to continue their education, especially as an African American female. I do not give up and every day I tell myself that my success in on purpose. I plan to fulfill and maximize my God-given gift and talents as I am daily given the grace to do so.”

David Acevedo

David Impact WinnerDavid Acevedo is working to complete his Master of Science in Human Services from Argosy University, Online Programs. David had a dual major during his undergraduate program, earning both a Bachelor of Arts in Psychology and in Drama. Growing up, David equated his desire to help people with that of having a superpower that allowed him to be the good he always admired in his heroes. With his knowledge and strength, David has impacted the lives of children for over twelve years and has helped them overcome obstacles that many might not have otherwise conquered.

“It wasn’t until I started my master’s degree that I realized I had more in common with Superman than I thought. Superman’s superpower was not his strength at all. It was his empathy. When my daughter cries into my shoulder because a kid at school makes fun of her hair, I am super. When a young girl confides in me the evil things her brother did to her, I am super. To think how super I could be with my Master’s degree in hand...I could lead the way to making a better world for all the children in my community.

5 Key Tactics for Motivating Employees

by Argosy University 3 April 2014

EmployeesIt matters not what you sell, build or invent, the organization you work for can’t possibly move forward without employees. Company founders, CEOs and managers all realize that keeping their employees harmonious can mean the difference between winning and losing.

Let’s now consider 4 key tactics you can use to motivate employees so everyone gains.

1. Foster a Sense of Ownership

Motivation in the workplace comes from employees’ feeling ownership of the company's projects and products. Try to enhance the feeling of responsibility among the employees for whatever it is that the customer is actually buying.

One way to inspire a sense of ownership is to encourage team members to become familiar with the entire work process and understand how their daily work contributes to the larger organizational goals. When you allow individuals to get involved in projects' outside their typical duties, they can then bring more ideas and input to the table on every stage of the process. This also adds to an overall feeling of involvement and importance for each employee. When employees feel personally connected to their work and their organization, employees will strive to do their best to not let down their company or their colleagues.

2. Push Past Comfort Zones

Not many employees wish to perform one single specific task continuously, day in and day out. As such, do not be afraid to grant employees new responsibilities, as this will allow them to grow and feel more valued within the organization. In fact, rather than decreasing workplace productivity, letting employees work on new projects and build new skills can actually reduce the capacity for boredom and burn-out.

3. Keep Everyone Informed

Business leaders often possess a wider view of the greater picture than their employees. However, it pays dividends to let employees know what is going on in the company and what may be happening in the future. By helping your staff to understand the company’s vision and long term goals, as well as how day to day actions play into the larger scheme of things, you promote the feeling that everyone is important to the organization.

4. Pay Attention to What Matters (It's Not Just Salary!)

When employees are hired, compensation packages are certainly a big deal. However, once the deal is struck, there’s often a shift in the source for motivation and other aspects come into play – the purpose behind the job, the challenge, the opportunity to learn, and the chance to contribute. In addition to these motivators, some companies provide perks like childcare facilities, complimentary food, and even the option to bring pets to the office. Nevertheless, job perks are typically less powerful as a motivator than in-job challenges combined with the feeling of being a highly valued and contributing member of a team. A manager must understand that even though perks are a valuable asset, they are not a true substitute for primary sources of professional inspiration.

Interested in learning more about leadership, management and motivation? Our College of Business includes programs in the areas of Management, Business Administration, Organizational Leadership and Human Resource Management. The College of Behavioral Sciences also offers a Master of Arts in Industrial Organizational Psychology degree program.

Meet an Instructor Who Knows the Value of an Argosy Education

by Argosy University 31 March 2014

Lisa FailleDr. Lisa Faille is a licensed psychologist and experienced instructor who has taught psychology for over a decade, both online and in campus classrooms. Currently, Dr. Faille is an Assistant Professor in the Master of Arts in Forensic Psychology program at Argosy University, Online Programs, where she has been since 2008.

“I have wanted to teach as long as I can remember. I am passionate about expanding someone’s views and opening up students’ eyes not just to new perspectives, but also to new ways of thinking,” she says.

In her work at Argosy University, she is proud to be affiliated with an organization that makes online education available for so many talented students. “I am so inspired by my students every day,” she explains, adding, “The students who overcome the biggest challenges are the most memorable, and I am fortunate to have been able to teach them – and learn from them!

In addition to being an instructor, Dr. Faille works closely with all Psychology doctoral students as the College of Behavioral Sciences dissertation chair and committee member, where she is grateful for the role she plays in shaping future researchers.

Dr. Faille’s academic background includes an MA in Counseling Psychology from Georgia State University as well as a Ph.D. in Clinical Psychology from California School of Professional Psychology, San Francisco. During her doctoral program, she completed practicums at the San Francisco County Jail and Oakland’s Family Violence Institute. For her American Psychological Association accredited internship, she worked at a forensic psychiatric hospital and later completed a post-doctoral fellowship in adolescent forensics in the Department of Psychiatry and Human Behavior at Brown University.

Her professional experience includes working as a therapist for violent and sexual offenders in juvenile and adult correctional facilities providing cognitive-behavioral therapy and psychological assessments. In recent years, Dr. Faille co-authored an article on screening for adolescent suicidality/homicidality as well as a chapter on the prevention and treatment of violence, published in the book Violent Crime: Clinical and Social Implications.

In addition to being an Argosy University, Online Programs instructor, Dr. Faille is also an alumni, having earned a Master of Public Health in 2013 as part of her desire to understand and study violence as a public health issue. “I know the value of an Argosy program first hand since I am a recent graduate,” she said. “I can personally attest to the quality of the course content and all that one can learn from it.”

Both as an alumnus and as an instructor, Dr. Faille sees great value in education. “Earning a graduate degree is hard work, but it is worth is more than anything,” says Dr. Faille. “Remember, once you have your degree, you will have it forever. Earning my graduate degrees was the best professional decision I ever made.”


Clair, M., Faille, L., & Penn, V. P. (2009). Prevention and treatment of violence. In C.J. Ferguson (Ed.), Violent crime: Clinical and social implications. New York: Sage.

Faille, L., Clair, M., & Penn, J. (2007). Special risk management issues in child and adolescent psychiatry. Psychiatric Times, 24(8).

Faille, Lisa (2006) Performance on a brain-plasticity-based memory-training computer program for the elderly as influenced by cognitive functioning and gender. Ph.D. dissertation, California School of Professional Psychology/Alliant International University, San Francisco. Retrieved November 26, 2007, from ProQuest Digital Dissertations database. (Publication No. AAT 3255967).

Register for the Spring Virtual Psychology Research Conference

by Argosy University 28 March 2014

Psychology Club LogoAll Argosy University students attending classes at any of our campuses or online are invited to join us for the Spring 2014 Virtual Psychology Research Conference on April 11, 2014 from 12:00 PM to 3:00 PM ET!

The conference will feature two keynote addresses, and current research by four Argosy University graduate students.

Schedule of Events*

12:00 pm: Welcome from Dr. Collins-Jones, Assistant Dean, College of Behavioral Sciences, Argosy University, Online Programs

12:15pm - 1:00pm: Understanding and Identifying Metacognitive Skills to Facilitate Student Retention and Academic Success, Presentation by Dr. Katherine Pang, Adjunct Faculty Member, Argosy University, Online Programs

1:00pm -2:00pm: Poster sessions: 4 Argosy University graduate students will present their doctoral research. Listen to a brief (10 minute) presentation from each and then interact with the presenters.

2:00pm - 2:45pm: Gambling Disorder: Pennsylvania and Beyond, Presentation by Dr. Kenneth Martz, Adjunct Faculty Member, Argosy University, Online Programs

2:45pm -3:00pm: Closing remarks by Dr. Collins-Jones

How to Sign Up

Register today at! After registering, you’ll receive a confirmation email containing information about joining the Webinar. All attendees will also be entered in drawings for six Argosy University prizes!

*All events are based on Eastern Time (ET).

Understanding Your Emotional Intelligence

by Argosy University 26 March 2014

Emotional IntelligenceThe term Emotional Intelligence (EI) was created by John Mayer and Peter Salovey in an attempt to quantify how emotions, emotional control and social skills contribute to success. As a new measurement and type of intelligence, it has come under some scrutiny from the academic community but is generally accepted as a skill that can be taught. The link between emotional intelligence and leadership has been fairly well-established, so developing your skills in this area can give you a leg up as a leader.

What is Emotional Intelligence?

Emotional Intelligence is the ability to recognize your emotions, understand how they make you react and harness those reactions for the best results. It also refers to your ability to recognize others' emotions and elicit a desired reaction. For example, many people struggle to motivate others, while some seem to have an innate ability to inspire the best efforts of those around them. These inspirational leaders have high emotional intelligence.

What Can Increased Emotional Intelligence Do for You?

According to Goleman, author of Focus: A Hidden Driver of Excellence, the major difference between highly effective senior management and merely average management professionals can be pinpointed as emotional intelligence. After all, their profiles tend to be identical except in areas surrounding EI. The psychology of leadership requires excellent managers to be able to recognize and respond to the emotional currents around them. They also must be able to control their own reactions to make the right decision.

Do you Have High Emotional Intelligence?

To judge your own level of emotional intelligence, ask yourself these questions:
• Do I enjoy meeting new people?
• Am I easily distracted?
• Can I identify stress factors and my own emotions?
• Do I read facial expressions well?
• Am I intuitive?

These are just a few indicators of emotional intelligence. Self-awareness, motivation, self-regulation, social skills and empathy form the core of EI. If you answered yes to all of these questions, chances are you have high emotional intelligence. For most people, there are areas of strength and weakness. For example, someone who is very empathetic might not be very focused. Someone who is easily distracted might be very engaged with others socially.

Can You Improve Your Emotional Intelligence?

Yes, like any skill, you can learn to apply emotional intelligence more freely to situations. Everyone has some emotional intelligence, the trick is to identify areas where you area weak and work to improve them. If meeting new people is nerve-wracking, put yourself in situations designed to push past your comfort zone. By practicing the skills of emotional intelligence, you expand your ability to control both your own emotions and the emotions of those around you.

Interested in pursuing a career in psychology? Explore our College of Behavioral Sciences.


Emotional Intelligence: Developing Strong People Skills 
Emotional Intelligence 
What Makes a Leader 
How Emotionally Intelligent Are You?
Can Emotional Intelligence Be Taught?