Diversity Management In Tesco And Asda

Diversity Management In Tesco And Asda 1. TITLE Managing Diversity in Global Organizations. A Case Study of Managing Diversity in Tesco and Asda 2. BACKGROUND OF STUDY As organizations increasingly become global in their operations and business activities, there appears to be a need to come to terms with the issue of having to deal with a diverse workforce. A global organization is more likely to translate into a diverse workforce. Managing diversity is mostly typical of multinational organizations. Globalization has made it imperative for organizations and multinational organizations alike to effectively manage a diverse workforce in such a manner that it translates to improved organizational performance. To better understand the far reaching implications of workforce diversity, Hofstede (2001) noted that close to half of the workforce in the United Kingdom now consists of immigrants, minorities, and women. This shows that organizations are increasingly faced with the challenge of having to deal with the issue of managing individual differences. Furthermore, diversity of workforce also arises when organizations expand into foreign markets. In such a case, Millmore et al. (2007) noted that having a diverse workforce can present organizations with the wherewithal to understand the nature of foreign markets. Different definitions have been provided to help describe what diversity management is all about. Holden (2002) noted that effective diversity management is mainly centred on the need to create an egalitarian work environment where employees, irrespective of their differences, can feel free to express themselves. Millmore et al., (2007) suggested that diversity management borders on the need to take proper advantage of cultural pluralism which is the result of the internalization of the organization. In the past, diversity management was generally viewed as a being a human resource function. This is not really the case as Harvey and Allard (2009) noted that the subject of diversity management within organizations transcends normal human resource functions. In this regards, everyone within the organization has a responsibility towards effective diversity management. As cited earlier, diversity management is based on the need to accommodate and harness individual differences in such a manner that it leads to achievement of organizational goals and objectives. Friday Friday (2003) were of the opinion that diversity management is an integral aspect of the change management process. In this context, the need for diversity management comes as a result of having to cope with the changing demographic profile of workforce. Managing a diverse workforce is something that most organizations cannot avoid; this is particularly the case with multinational organizations. The workforce in most global organizations is a representation of the changing demographic outline in the organizations external environment. Cultural pluralism is something that organizations have to cope with (CIPD 2005). Worman (2005) noted that organizations can leverage on individual differences in manner that stimulates creativity and innovation in the workplace. In most multinational organizations, the workforce profile usually consists of different ethnic groups, women, different sexual orientation, d ifferent religious orientation etc. Individual differences, from the perspective of employees, ought to be a beneficial to the organization concerned if harnessed properly. For one, Turnbull et al., (2008) noted that effective diversity management encourages creativity and innovation within an organization especially bearing in mind that employees are allowed to freely express themselves. This is why McCarthy (2004) noted that diversity management is central to attracting and retaining talent within an organization. 3. PRELIMINARY REVIEW OF LITERATURE The concept of diversity management has its foundations in the subject of equal opportunities (EEO). Snape Redman (2003) noted that the concept of equal employment opportunities (EEO) starts externally and is usually enforced by laws while diversity management starts within the organization (internally). This is in line with the earlier observation that diversity management is based on the need to develop an egalitarian environment within the organizations. An egalitarian work environment is on where individual differences, from employee perspectives, are tolerated and as such, employees feel free to express themselves. When employees feel free to express themselves, they tend to maximize their innate potentials. Turnbull et al., (2009) suggested that a free and tolerant work environment can be encouraged through increased employee inclusiveness. Increased employee inclusiveness within an organization involves a range of variables like giving employees a fair chance at career progre ss, increased employee involvement in the decision-making process, fair reward packages etc. In line with the observation that diversity management has its origins in the subject of equal employment opportunities (EEO), it is also important to note that EEO is a backdrop of the civil rights movement which was aimed at eliminating discrimination and stereotypes. In this particular context, a free and fair work environment is one that is devoid of any form of discrimination and stereotypes; employees are treated based on their religious orientation, sexual orientation, gender, ethnic and racial differences. Thomas (2002) noted that diversity is not synonymous with differences, but includes differences and similarities. In the context of this particular observation, diversity refers to the collective mixture of differences and similarities along a particular dimension. Diversity management focuses on the broader picture hence, it is often regarded as a strategic function. This is why most multinational organizations have a corporate diversity strategy in place to deal with the changing nature of workforce especially with regards to the issue of attracting and retaining key talent. Friday Friday (2003) noted that, given the immense rush for talent in todays global and competitive business environment, there is a need to assess and execute a corporate diversity strategy using a planned approach to not only value diversity, but to also systematically manage and include diversity as part of organizational culture. Again, Worman (2005) added that effective diversity management is guaranteed when corporate diversity strategy is a considerable aspect of corporate culture. There are many benefits that can be derived from the implementation of a workable diversity policy and strategy within an organization. Friday Friday (2003) highlighted some benefits that are derived from the effective implementation of diversity management; improved creativity, improved innovation, improved employee-employer relationship, and improved decision-making. The lack of an effective diversity management strategy within an organization can lead to certain pitfalls. Some of the pitfalls of non-implementation of a workable diversity policy within an organization include reduced employee involvement, increased employee turnover, reduced employee commitment and poor employer-employee relations. One of the reasons why organizations need to have a workable diversity policy is to eliminate all forms of discrimination in the workplace especially bearing in mind that creativity and talent is constrained in such a scenario. The fact that diversity management transcends normal human resource functions does not eliminate the role that human resource management plays in the effective implementation of diversity management within an organization. One of the starting points of diversity management in organizations is at the recruitment stage. In the current fast-paced global environment, recruiting and managing a diverse workforce is imperative for success. McKernan (2008) noted that recruitment and selection processes within organizations should reflect their commitment to diversity as this is the consideration for attracting and retaining talent within the organization. Furthermore, while writing for the Harvard Business Review, Williamson (2001:189) noted that building diversity centres on the need to cultivate effective relationships especially with regards to employer-employee relationships. In this regards, an organization that earns the reputation for being a diversity-friendly organization is likely to attract a huge array of talent both in its applicant po ol and employee profile. Retail-oriented organizations like Tesco and Asda place premium on diversity management. Tesco, for instance, boasts of its diverse workforce thus reflecting its commitment to eliminating discrimination in the workplace. Tesco has a Diversity Advisory Group which convenes semi-annually to monitor and ensure that Tescos workforce at every stage, reflects the composition of population at every moment in time. To combat discrimination against disabled people, Tesco was the first organization in the United Kingdom to establish targets for the recruitment of disabled people; this is why Tesco was given a two-tick symbol by Remploy (Tesco-careers.com). The need to conduct this particular research is informed by one of my academic modules; human resource management to be precise. Examining the implications on globalization on the workforce diversity within organizations will offer useful insights on how organizations can leverage on employee differences in such a manner that it leads to improved organizational performance. 4. RESEARCH QUESTIONS In order to carry out this particular research, the following research questions listed below have been developed: 1.) What is the relationship between workforce diversity and organizational performance? 2.) How can diversity policy and processes be inculcated effectively into organizational culture? 3.) How can employee differences be leveraged upon by organizations that it engenders a work environment that encourages creativity and innovation? 5. RESEARCH OBJECTIVES Based on the research questions outlined above, the following research objectives outlined below have been developed by the researcher: 1) To ascertain if workforce diversity can lead to effective organizational performance. 2) To critically examine the sustainability of the diversity management strategy of Tesco and Asda. 3) To establish how diversity management can be effectively inculcated as a part of organizational culture. 4) To establish how individual differences, such as different ethnic background and race, can be leveraged in such a manner that it contributes to increased employee productivity and better organizational performance. 5) To generate workable conclusions and recommendations based on findings from the research. 6. RESEARCH PERSPECTIVES In researching the issue of diversity management in organizations, the interpretivist research paradigm will be employed especially when taking into consideration the fact that most of the data that will be gathered will be largely qualitative in nature. Millmore et al., (2007) noted that the issue of managing diversity in organizations is mainly concerned with creating a free and environment within the workplace; such an environment engenders creativity and innovation. Furthermore, Collis Hussey (2005) noted that the interpretivist research paradigm mainly deals with the understanding of variables as opposed to the measurement of variables. The fact that the interpretivist research paradigm will be employed in the conduct of this research also highlights the fact that this research will be largely inductive in nature and as such, the qualitative research approach will be employed. Collis Hussey (2003) noted that the qualitative research approach has its attendant limitations; one of which is the fact that the qualitative research approach is usually likely to be subjective in nature since it is largely dependent on the analytical perspectives of the researcher concerned. 7. RESEARCH DESIGN The research design is an integral aspect of any research. There a host of reasons for this, one of which is the fact that the research design gives focus and direction to a research (Collis Hussey 2005). The research design enables the researcher to fulfil the main requirements of a research without carrying out needless work. For the purposes of this particular research, the case study research design was used. According to Jewell (2010:4.9), this case study research design as a result aids in the removal of decisions, why and where such decisions are taken, how they are carried out and with what result with respect to both the independent and dependent variables under investigation. In the context of using the case study research design, the case study for this particular research is the critical examination of diversity management in Tesco and Asda. Again, the comparative research design will be used in this particular research. The comparative research design will involve compa ring the diversity policy and processes in Tesco with what obtains in Asda. 8. DATA COLLECTION METHODS To meet the objectives of this research outlined earlier, data will be gathered from both primary and secondary sources. 8.1 Primary Data Collis Hussey (2005) defined primary data as raw information. Saunders et al., (2003) suggested that primary data is data that is gathered through the efforts of the researcher carrying out a particular research. Primary data is a useful source of information for any research especially bearing in mind that it offers intricate insights on a particular subject matter. The logistics involved in the gathering of primary data makes primary data an expensive form of gathering information. For this research, primary data will be sourced through three open-ended interviews; two interviews will be conducted with employees at Tesco and one interview with an employee of Asda. I currently have a job as a part-time shop floor worker at Tesco Arena in Coventry and have been guaranteed an interview with my shop floor team leader. I have also been assured with one of the line managers at Tesco Arena. My previous part-time job was at Asda; I have been in contact with my former line manager at Asda and she has assured me that she will be available upon request for my proposed interview session. These three open-ended interviews will provide useful insights on effective management of a diverse workforce within organizations, especially global organizations. The decision to use the open interviews is informed by the wealth of information that can potentially be gathered. The interviews will be analysed using content analysis; in this regards, feedback from the interviews will be analysed in line with information gathered from secondary sources. 8.2 Secondary Data Secondary data is another important way of gathering information for any research. Secondary data is also referred to as complementary information. Collis Hussey (2005) suggested that secondary data is information that is collected by other people. Most research studies always use secondary data and secondary data will be play a significant role in the conduct of this particular research. Secondary data will be used to develop the theoretical framework for this research. Secondary data for this research will be sourced from textbooks, peer reviewed academic journals like the journal of managing diversity, company reports (media relations reports of Tesco and Asda about their diversity policies), company websites (Asda and Tesco), other published and unpublished materials. The peer reviewed academic journals to be used in this particular research will be sourced well known academic databases like Emerald, Ebscohost and Sage. Again, articles from the Chartered Institute of Personnel D evelopment (CIPD) will also be used in the conduct of this research. 9. LIMITATIONS OF THIS RESEARCH Every research is likely to have its attendant limitations. One of the limitations of this research is that only one research approach will be used; in this case, only the qualitative research approach will be used. One of the main limitations of the qualitative research approach is the fact that it is usually subjective in its nature and scope. Again, the subjectivity characteristic of the qualitative research approach is also highlighted by the fact that it is usually dependent on the views or opinions of the researcher. In a situation where the qualitative research is not used properly, it could give a research an awkward tone. Another limitation of this research stems from the sample size of interviewees; in this context, the sample size of just three interviewees may be viewed as too limited to generate sufficient data for this research. To deal with this particular limitation, use of both secondary data and primary data will help to generate much needed information to carry out this research. Another limitation of this research is the fact that it will be difficult for the researcher to assess the frame of mind of the interviewees especially bearing in mind that the best responses from the interviewees will be obtained when they are in a proper frame of mind. 10. ETHICAL CONSIDERATIONS The conduct of this particular research will be in accordance with the regulations of Coventry University especially with regards to plagiarism. All external information used in this research will be appropriately acknowledged using the Harvard referencing style. Coventry Universitys ethics form will be filled before the conduct of any interviews. The interviewees will not be forced into disclosing any information they wished not to disclose. Again, all data gathered during the course of this research will only be used for research purposes and no other purpose. 11. PLANNING Carrying out an effective research is largely dependent on having a workable plan in place. In terms of the need for a plan in this research, a Gantt Chart will be used to show necessary timescales and milestones for this research.

Ibuprofen :: essays research papers

Ibuprofen Abstract The project that I chose to research was the effect of Ibuprofen on the heart rate of the daphnia. The reason that I chose to do this was because many people in society use over the counter pain killers without really understanding any of the long term effects of this medicine other than clearing their aches pains, and swelling. One of the leading drugs on the market today is Ibuprofen which you may know as Motrin or Advil. Both drugs are identical except for quantity and price, and even there it might be the same. The organism I chose to work with is a crustacean called the Daphnia. Later in this report I will attempt to explain the significance of that organism and why I chose to conduct tests on it. I then, with the information at my disposal, conjured a hypothesis which I would test. Using the materials at hand I, to the best of my ability tested my hypothesis. In conducting the tests I created graphs and tables of my work. At the conclusion of my experiment I came up with an answer that was almost unpredictable with the information that I was using. Although this was a crude experiment, I believe that I did gain a lot from it. Introduction   Ã‚  Ã‚  Ã‚  Ã‚  The drug that I chose, Ibuprofen, is an anti-inflammatory analgesic. It is propionic acid that is white and powdery, and soluble in water, and organic solvents such as ethanol and acetone. (1) Its structural formula is: (CH3)2CHCH2 CH(CH3)COOH   Ã‚  Ã‚  Ã‚  Ã‚  Its role of action as a drug is not completely clear to the sciences, but that with time will change. One thing we do know is that people who have allergies to Aspirin should not take this medicine. (2)   Ã‚  Ã‚  Ã‚  Ã‚   As of now we know that it may play a role in prostaglandin synthesis inhibition. (1) Prostaglandin are hormonal like substances that form in animal tissue from polly unsaturated fatty-acids. (3) They do affect several body systems including the central nervous, gastrointestinal, urinary, and endocrine systems. It has been shown to have very minor effects on smooth muscle contraction and the clotting ability of blood which we are concerned with.(4) Excesses of these substances may cause pain, inflammation, and fever.   Ã‚  Ã‚  Ã‚  Ã‚  It is also an analgesic which is used to reduce or eliminate pain without causing a loss of consciousness. (4) Another name for these substances which we all know of is a painkiller.   Ã‚  Ã‚  Ã‚  Ã‚  A water flea or Daphnia, is a member of the subclass Brachiopod, in the order Cladocera. They are found in the plankton of open water. (5) What I was

Concept and Value of Entrepreneurship

Question: What is entrepreneurship? Illustrate your answer with suitable examples from your home country. Nowadays, entrepreneurship places an important determinant of development in the society and regarded as the â€Å"rock stars† in the business world. According to Global Entrepreneurship Monitor (GEM), entrepreneurship is defined as: ‘any attempt to create a new business enterprise or to expand an existing business by an individual, a team of individuals or an established business’. It means that the individuals or an established business are able to make a unique, innovative and creative contribution whether in employment or self-employment.At the same time, entrepreneurship represents people who are driven to act on opportunities and environmental catalysts in the face of limited resources. At its core, entrepreneurship is starting a business from idea conception to managing the company for the long term. There is no doubt that entrepreneurship deserves the reputation for the reason that it has the level of freedom of which traditional managers can only dream. ( Morrison, 2000) In order to inquire entrepreneurship deeply, this article illustrates two essential parts to analysis entrepreneurship.The first aspect is giving the concept of entrepreneurship including the explanation of entrepreneurship and discussing whether entrepreneurship is aroused from nature or nurture. The second part is considering the value of entrepreneurship. Part one: the concept of entrepreneurship Entrepreneurship can be explained into various approaches, including economic approach, personality approach and other approaches. In this part, the article put emphasis on the economic dimension and personality dimension to analyze the features distinguished entrepreneurs.The role of entrepreneurship is embedded in the mainstream economic models. Considering the direction of causality between entrepreneurship and economy, it can be proved that economic development g enerates many opportunities which can transform new ideas and create the new enterprises. On the contrary, the creation of new industries and the innovation of existed firms which stimulated by entrepreneurship may stimulate the economic growth. Therefore, entrepreneurship can be regarded as both the cause and effect of economic development.From an economic perspective, the measure of entrepreneurship is the contribution of new firm formation. Entrepreneurs are more than a business man, they are the speculative trader which is skilled to put forward new ideas, grasp the opportunities and combine the effective management with innovation in the risk and uncertainty background. When starting up a new enterprise, there are a number of jobs available can be generated. When facing with the economic slump and financial crisis, entrepreneurs can drive the company get out of the trouble by seizing opportunities and making innovation.There comes a conclusion that the entrepreneurs as the agen t of economic change so that it makes huge contributions to economic growth. ( Oscar, Javier & Pablo, 2009) It is far from enough for explaining the entrepreneurship in economic rationale. Economic perspective ignores the special human abilities and differences in human values, capabilities and power of human will result in different practical solutions. Therefore, it is essential to take the personality into account. Personality traits aim to using the characteristics of individual to explain the differences of individual actions when facing the similar conditions.Personality traits also explain the behaviors of entrepreneurs. There is no doubt that the individual personality of entrepreneurs stimulates their passions, social interactions and creativeness. In order to give a deep understanding of entrepreneurship, there are several traits which have a close relationship with entrepreneurship. ( Littunen, 2000) Innovation is the soul of entrepreneurship. Hampered by uncertainty and limited resources, entrepreneurs should to reply the variety agile efficiently and become creative in facing the challenges.Since the essence of entrepreneurship is doing the different things rather than making something better, the lack of innovation will result in the decline of enterprise, even perishing. In the point of view of CEO Zhang Ruimin, entrepreneurship is the creative destruction, if the enterprise attempts to make great achievements, there is a need for enterprise to destroy themselves, and otherwise they will be destroyed by other firms. Thus, recently, Haier put forward an idea that enterprises should be adapt to the demand of epoch development other than willing to success.Haier relies on the pursuit of innovation perseverance by the means of setting up an independent operation mode of the win-win body successfully become a leader in the industry. ( Okpara, 2007) Adventure is the nature of the entrepreneurial spirit. Facing with the potential risks and uncertainty, it is impossible to possess entrepreneurship if lacking of adventure. It is said that you must kiss a large number of frog to find the princess. It means that entrepreneurs should have to experience setbacks and failures in order to be success. Liu chuanzhi is the representative of entrepreneur in china.Although he has been relieved from this office, he still keens to start new businesses. Regardless of facing risks and many challenges, he intends to transform Lenovo into an enterprise which produces enterprises. It can be drawn that entrepreneurs have the spirit of adventure and dare to be the first one. (Hadji, Cocks & Mueller, 2007) Social vision is the key to entrepreneurship. Social vision can be regarded as a strong sense of obligation and destiny to satisfy human needs. Possessing social vision promotes entrepreneurs to find the opportunities and act as an agent of social age.Li kaifu, the CEO of Innovation Works, stress that entrepreneurs should spare no effort to produce m ore social returns. He proves himself through actions. September 4, 2009, Kaifu Lee resigned from Google to run his Innovation Works as an angel investor and create new models for society by his huge influence. Li kaifu has the sense of obligation and aspiration to make contribution to social and economic development by creating new business and innovation. What’s more, there are many other characteristics which are associated with entrepreneurship such as locus of control, determination, and trusting and trustworthy.When entrepreneurship attracts public’s attention, there is a heated debate aroused about whether entrepreneurship is caused by nature or nurture. Some groups believed that genetic factors existed to drive people to engage in entrepreneurial activity. There is no doubt that some kinds of specialities are people born with, such as the innovativeness, adventurous and locus of control. These characteristics are determined by genetic factors rather than traini ng or other environmental factors. It is insisted that genes may have an influence on chemical mechanisms in the brain so that people maybe more willing to pursue entrepreneurial activity.Genes also affect individual characteristics which can make entrepreneurs different from others, such as people who possess characteristics of innovativeness and locus of control are more likely to throw themselves to the entrepreneurial activity. ( Kroeck, Bullough & Reynolds, 2010) Genes entrust people the ability to be more sensitive than others to environmental stimuli, it means that entrepreneurs are easier than others to master the social change in order to prepare in advance. What’s more, genes may make people to good at find favourable factors and opportunities to ensure the company development.Therefore, it is nearly impossible to find a simple formula or entrepreneurship that can be trained, the specific characteristics and habits possessed by the successful entrepreneurs was inher ent. ( Kenney & Mujtaba, 2007) However, some groups take the opposite view that entrepreneurial leaders are made rather than born. They consider that there is hardly existed entrepreneurship gene for the reason that the majority of entrepreneurial leaders start at a young age. According to the survey, about 33% of the entrepreneurial leader said that working in the corporate environment makes essential contribution to the success of their business.At the same time, 45% of entrepreneurs establish their own businesses after the age of thirty. Although there still have young entrepreneurial leader, it is no doubt that the knowledge they acquire in the college and the personal experiences through the corporate and social environment are essential to their success. In spite of the young age, over a half of entrepreneurs regarded themselves as the â€Å"transitioned leader† for the reason that they have spent a much time in the traditional employment before starting their own busin ess. The education and experiences lay great foundation on the entrepreneurs.It can be concluded that entrepreneurs are aroused from both nature and nurture. Some unique characteristics of entrepreneurship which include creativeness, locus of control and risk-takers are born with and can not be taught, these characteristics make the entrepreneurial leaders apart from the traditional managers. Nevertheless, becoming successful entrepreneurs and running the business successfully in the long term are not simply requiring the specialties, but also depending on the combination of internal and external factors, consisting of education, timing, culture, social environment and sometimes luck.Part two: the value of entrepreneurship Almost without exception, entrepreneurship brings a lot benefits to individual, companies and society. Most importantly, entrepreneurship indeed generates great economic benefits so that it should be attach importance to. Actually, entrepreneurship is regarded as a challenge for people. It requires people to break the traditional thinking of managers and become the risk-taker and create a new business. Although it may be difficulty for people due to the lower median incomes and more volatile and less secure, entrepreneurs could earn self satisfaction and rewards which is an opportunity for them.At the same time, developing the entrepreneurship can generate self sufficiency which can create the wealth. According to the top ten popular entrepreneurs in china which is ranked by Forbes, consisting of CEO Ma huateng in Tencent, CEO Ma yun and other entrepreneurs, the aim of ranking is to make entrepreneurship internationally respected and admitted. Therefore, facing uncertainty risks and challenges, entrepreneurs are still willing to create their own business and achieve their values. Firth & Mcelwee, 2009) Entrepreneurship also plays the dominant role in the enterprise development; it is the major source of the enterprise core competitiveness. T he core competitiveness of enterprise is regarded as the extension of entrepreneurship and it can be reflected by the visionary and vigorous leader. As being the unique position in company, it is important for entrepreneurs to take responsibility of risk activities such as the organization innovation, management innovation and value innovation.For example, in 2002, Huawei was facing the challenge of lacking of technology advantages and entering the cyclical downturn, CEO Ren zhengfei carried out the deep reform which includes industrial restructuring and internal restructuring and finally enterprise met the success. It proved that entrepreneurship does not simply constitute the internal driving force of development, but also become the external development opportunities. Entrepreneurship makes huge contribution to the social development, especially in economy.Entrepreneurship generates a large number of employment opportunities by the establishment of new business which is treated a s a significant input to economy. It is also improving the level of productivity by boosting the GDP rates or tax contributions. Moreover, entrepreneurs are able to create many innovations which promote the boom of inventions the world would have been a much dry place to live in. Especially in recent years, China is experiencing the economic downturn influenced by the global economic crisis; it is in urgent need of entrepreneurship to promote the economic recovery.Sun mingnan is the represent of the generation of 80s, which was the most attractive young entrepreneur in Summer Davos, his successful experience proved that young entrepreneurs attach importance to the economic development in China. ( Santo, 2012) Above all, entrepreneurship has substantial value, it is increasingly treated as a vital driver of economic, productivity, innovation and employment development, and it is believed to be a key aspect of economic dynamism and a key factor to determine the birth and death of firm s and their growth and downsizing.It is also promoting the self satisfaction and sufficiency. Since creating a new business and participating in self-employment has become a common activity in the world, entrepreneurship is widely recognized as the major drive in economic growth. After the basic analysis of entrepreneurship among the economic and political ways, as well as whether entrepreneurship is caused from nature or nurture, it can be concluded that entrepreneurs indeed have some kinds of characteristics which are born with, also need the knowledge and experiences. Combined with both nature and raining, entrepreneurs have the ability to make contribution to individual, enterprises and the society. In a conclusion, entrepreneurship is deserved for both people and government to pay attention to. References: Firth, K & Mcelwee, G(2009), â€Å"Value-adding and Value-extracting Entrepreneurship at the Margins†, Journal of Small Business and Entrepreneurship, vol. 22, pp39-53 Hadji, M, Cocks, G & Mueller, J(2007), â€Å"Toolkit for leaders: entrepreneurship and leadership prerequisites for a winning performance†, Journal of Asia Entrepreneurship and Sustainability, vol. , pp1-13 Kenney, M & Mujtaba, BG(2007), Understanding Corporate Entrepreneurship and Development: A Practitioner View of Organizational Entrepreneurship, Journal of Applied Management and Entrepreneurship, vol. 12, pp73-88 Kroeck, KG, Bullough, AM & Reynolds, PD(2010), â€Å"Entrepreneurship and Differences in Locus of Control†, Journal of Applied Management and Entrepreneurship, vol. 15, pp21-49 Littunen, H(2000), â€Å"Entrepreneurship and the characteristics of the entrepreneurial personality†, International Journal of Entrepreneurship Bhaviour & Research, vol. , pp295 Morrison, A(2000), â€Å"Entrepreneurship: what triggers it? †, International Journal of Entrepreneurial Behavior & Research, vol. 6. 2, pp 59-72 Okpara, FO(2007), â€Å"The Value of Creativ ity and Innovation in Entrepreneurship†, Journal of Asia Entrepreneurship and Sustainability, vol. 3, pp1-14 Oscar, GB, Javier, GB & Pablo, MG(2009), â€Å"Role of entrepreneurship and market orientation in firms’ success,† European Journal of Marketing, vol. 43, pp500-522 Santo, FM(2012), â€Å"A Positive Theory of Social

Ideals The Age Of Reason And The Declaration Of...

Brianna Valdez Ms. Loughman English 3A 20 October 2016 Ideals in the Age of Reason Led to the Declaration of Independance In the Age of Reason, writers were most interested in logical arguments. They focused on faith and valued reason and order. The important writers in the Age of Reason were mostly political figures, so the writing concentrated on equality, individualism and self governance. The Declaration of Independence also focuses on equality and self governance by giving people their individual rights. The ideals of the Age of Reason shaped the Declaration of Independance because they both share the values: equality, liberty and individualism. One of the ideals in the Age of Reason is equality. During the Age of Reason the American colonists felt violated and angry when King George III and Parliament imposed numerous restrictive regulations. King George III angered the American colonists to the point where they wanted to become independant. The Declaration of Independance outlines equality for all people, so this ideal is very evident in the document. An example of equality in the Declaration of Independance is, all men are created equal; that they are endowed by their Creator with inherent and inalienable rights; that among these are life, liberty, and the pursuit of happiness. (archives.gov) The ideals in the Age of Reason led to the creation of the formal document that gave the right of equality because the colonists did not want to be associated withShow MoreRelatedThomas Jefferson And The Second President Of The United States1538 Words   |  7 PagesAs the third President of the United States of America, the author of the Declaration of Independence, founder of the University of Virginia and a founding father of our great nation, Thomas Jefferson had a lasting impact on the way we live our lives today in our great nation. Jefferson throughout his life was known to keep his religious views to himself even once said â€Å"Say nothing of my religion. It is known to God and myself alone.† (Rago sta 7). Jefferson held this belief firm throughout his lifeRead MoreEssay on Eco-Friendly Products2634 Words   |  11 Pagesrespondents, who, in general, were far more content with their body shape and image in their youth. As a result, the average twenty-something is also twice as likely to want to make a lot of money quickly than the older generation did when they were that age. Hakim added: Young men and women are also vastly more materialistic than were their parents’ generation.   Having money has become a life goal in itself, as a high standard of living becomes taken for granted. Overall, it’s clear the route to