DBA Program Graduates Members of First Cohort
Rethinking Local Infrastructure Finance
Smith's Reuben Hurst and Co-Authors Map Political Fault Lines Running Through American Workplaces
Alumni
May 22, 2026
A Missed Bus Led To A Meet Cute
It was a Maryland connection meant to be. Despite Lauren Niffenegger Lumpp ‘09 and Nick Lumpp ‘09 both studying at the Robert H. Smith School of Business, Lauren in accounting and Nick in finance, it was a bus that never showed up during their first few weeks in College Park that brought them together.
May 12, 2026
Why I Give: Craig ’79 and Lisa Adler, UMD ’79
Craig and Lisa Adler, both 1979 graduates of the University of Maryland, are making a significant estate gift to support students and scholarships, aiming to create lasting impact and expand access to education through the university’s Forward campaign long term.
March 23, 2026
Investing in the Future
Isa Farhat ’96 switched from architecture to accounting during a recession, building a career as a Deloitte partner. A first-generation student, he overcame personal challenges and now gives back to Smith through mentorship and support for future accounting professionals.
July 10, 2026
Takesha Brown and Brendan Dunne became the first graduates of the University of Maryland's Robert H. Smith School of Business Doctor of Business Administration program, launched in 2023. Both completed the information systems track and praised its rigor, collaboration and career impact.
July 06, 2026
University of Maryland Smith School MBA candidate Anton Steshenko proposes a Hybrid Institutional Capital Model to help local governments attract pension and insurance investment for infrastructure. Executive Director Nima Farshchi says the framework could unlock institutional capital through improved financial design and credit enhancement.
Smith School professor Reuben Hurst and colleagues analyzed 31 million U.S. workers, finding workplaces are politically segregated, especially among leaders and politically engaged employees. Democrats dominate most workplaces, while Republicans encounter greater political diversity. Workplace political sorting has changed little since 2012.
Faculty Insights On Latest News
May 30, 2025
Summer Reading List 2025
Get ready for summer with the 22nd Annual Summer Reading List for Business Leaders—featuring Smith School faculty picks on investing, neuroscience, human connection, and more, including a novel inspired by a radio show turned TV series.
Management and Organization
April 24, 2025
“The Future is Not What it Used to Be”
Ambiguity arises when choices must be made despite unclear outcomes, says Professor J. Gerald Suarez. In today’s fast-paced world, discernment, flexibility, and embracing uncertainty—not rigid control—are key to navigating change, complexity, and an unpredictable future.
Marketing
October 04, 2024
Small Businesses Take Big Hit from Apple’s Privacy Regulation
Smith marketing professor Daniel McCarthy's research found that Apple's 2021 App Tracking Transparency (ATT) significantly impacted small direct-to-consumer businesses. ATT caused a 37% drop in ad click-through rates and up to a 60% revenue decline for smaller firms reliant on Facebook ads.
June 23, 2026
Why Uber’s Business Model Gives it an Edge Against Robotaxis in the Ride Hailing Race
UMD Smith researchers found ride-hailing platforms like Uber and Lyft remain more profitable and adaptable than robotaxi operators such as Waymo. The study warns autonomous vehicle expansion could increase congestion and wait times, while platform-based services retain strategic and cost advantages for now.
May 20, 2026
From Classroom to Publication: Smith Tech Management Capstone Project Becomes Published Research
A collaboration between a unique nonprofit and a tireless group of Smith Technology Management students has resulted in the program’s first published research.
March 24, 2026
Referred for the Job, Less Welcome by the Team
Employee referrals can aid hiring but carry hidden downsides. Research by Smith’s Rellie Derfler-Rozin finds staff often see referred hires as less meritorious and offer less support, despite strong performance. Clear communication about hiring rigor and involving employees can reduce bias.
