Welcome to my research blog as I work on my Doctorate in Business Administration
My blog is meant to express the additional research avenues while working on my dissertation toward my DBA degree. I hope to become Dr. Stephanie Diana Eubank DBA or, as my family (my Big Bear and my Baby Bears), Dr. Bear lovingly calls me.
Since starting this blog, I have started my own consulting firm Wicked B of The West, to help companies cultivate their remote teams and the leaders that work with them. If interested, please check out my social media at:
YouTube: https://www.youtube.com/@Wickedbofthewest
Website: wickedbofthewestremoteconsulting.com
Facebook: https://www.facebook.com/WickedBoftheWestBusinessConsulting
Instagram: https://www.instagram.com/wickedbofthewestconsulting/
Email: StephaniedEubank@gmail.com
Blog: drstephaniebeardbaremoteresearch.org
LinkedIn: https://www.linkedin.com/in/stephanie-diana-eubank-dba/
Latest from the Blog
Why Remote Work is Here to Stay
Research indicates that remote work enhances productivity, with a significant relationship between increased remote work and total factor productivity growth. The traditional 9-to-5 mindset limits potential; organizations should instead focus on outcomes, fostering flexibility for employees and cost savings for businesses. A shift toward performance-based systems is essential for the future.
Strategies for Career Resilience in Modern Workplaces
Traditional beliefs about job security tied to employee loyalty and hard work are fading in today’s job market. Layoffs occur regardless of past dedication, urging individuals to prioritize skill development and professional networks. Genuine respect is earned through competence and adaptability rather than overextending oneself, highlighting the need for sustainable workplace cultures.
Remote Work: The Pet to Threat Bias Exposed
The “pet to threat” phenomenon affects employees who, after gaining competence and visibility, are perceived as threats. This dynamic can worsen in remote environments, leading to exclusion from opportunities and decreased trust. Organizations should address favoritism and bias to retain high performers and improve workplace culture.
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