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11/14/2016 Mariana Lebrón | Towson University
https://www.towson.edu/cbe/departments/management/mlebron.html 1/6
HOME (/) CBE (/CBE/) DEPARTMENTS & PROGRAMS (/CBE/DEPARTMENTS/) DEPT OF MANAGEMENT
(/CBE/DEPARTMENTS/MANAGEMENT/) MARIANA LEBRÓN
Mariana Lebrón
Assistant Professor, Department of Management
(http://www.towson.edu/)
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11/14/2016 Mariana Lebrón | Towson University
https://www.towson.edu/cbe/departments/management/mlebron.html 2/6
As the first Hispanic American to earn a Ph.D. from Syracuse University's Whitman
School of Management and only the 39th Latina management business professor in
the United States, Mariana J. Lebron knows firsthand the importance of pursuing a
degree at an institution that embraces diversity.
“The leaders of Towson University are looking for ways to give students the best
possible experience,” says Lebron. “Towson is both transformative and collaborative
in its approach to teaching and research, and it is a place that values diversity.”
As a doctoral student, Lebron was part of the PhD Project, an initiative of the KPMG
Foundation to cultivate, recruit and retain a more diverse group of business faculty
members and professionals. She remains active with the project to make learning
11/14/2016 Mariana Lebrón | Towson University
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environments more accepting of diverse viewpoints.
“My mother was a teacher and always taught me to be true to myself and the things
I have to contribute,” explains Lebron. “Towson has given me an opportunity to be
myself in an under-represented field.”
Always interested in leadership and advocacy, much of Lebron’s current research
looks at power constructs at the highest level of organizations , the board of
directors, and will eventually lead to studies of power at the team and individual
levels.
“I look at the positive and negative effects of power and how it is influenced by
demographics, gender and organizational and environmental factors,” says Lebron,
who attests that under-represented individuals typically must work harder to show
they are capable. “When they do more, the integrity of how they accomplished what
they did, including their competency, may be questioned. The cycle continues with an
ever-increasing expectation to produce more, though this extra work may not be
evaluated in the same way as work done by those in a dominant group,” she
explains. “We must work together to overcome systemic barriers that may make
further accomplishments more difficult.”
Towson is both transformative and collaborative in its
approach to teaching and research. ”“
11/14/2016 Mariana Lebrón | Towson University
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MARIANA LEBRON
DEPARTMENT OF
MANAGEMENT
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