This document discusses how research and language focusing on intrinsic "entrepreneurial personality traits" can negatively impact women's motivation and intent to pursue entrepreneurship. It provides examples of trait-focused research that presents entrepreneurial characteristics as innate and masculine. This implies entrepreneurial ability is determined by biology rather than being learnable skills. As a result, women may see entrepreneurship as incompatible with their identities and be less likely to consider it as a career. The document argues for a skills-based framework that presents entrepreneurship as accessible to anyone willing to develop the necessary capacities through training.
USASBE 2015 presentation_Examining the gendered natur of the "entrepreneurial...Mandy Wheadon
Shows how research & discussion of things like “entrepreneurial personality characteristics” can negatively affect female students’ intent and motivation to act as entrepreneurs. Also gives examples of entrepreneurial language that is exclusive or otherwise problematic.
Ob i intro- diversity- personality & values- emotions & moodsShivkumar Menon
Organizational Behavior I as part of the XLRI VIL Syllabus
The areas captured are relevant in today's context at the workplace. The concepts and applications delve on people, organization, structure and how behavior of employees and leaders in organizations bring efficiency and effectivity.
This is a lecture slide on "Career Development Theories" of Career Management course. This course was taught by Prof. Dr. Nazrul Islam in Bangladesh University of Professionals in Spring 2020.
This is sometimes referred to as the Person–Environment Correspondence
Theory. It was originally developed by René Dawis, George England and Lloyd
Lofquist from the University of Minnesota in 1964.
The more closely a person’s abilities (skills, knowledge, experience, attitude,
behaviours, etc.) correspond with the requirements of the role or the
organisation, the more likely it is that they will perform the job well and be
perceived as satisfactory by the employer.
USASBE 2015 presentation_Examining the gendered natur of the "entrepreneurial...Mandy Wheadon
Shows how research & discussion of things like “entrepreneurial personality characteristics” can negatively affect female students’ intent and motivation to act as entrepreneurs. Also gives examples of entrepreneurial language that is exclusive or otherwise problematic.
Ob i intro- diversity- personality & values- emotions & moodsShivkumar Menon
Organizational Behavior I as part of the XLRI VIL Syllabus
The areas captured are relevant in today's context at the workplace. The concepts and applications delve on people, organization, structure and how behavior of employees and leaders in organizations bring efficiency and effectivity.
This is a lecture slide on "Career Development Theories" of Career Management course. This course was taught by Prof. Dr. Nazrul Islam in Bangladesh University of Professionals in Spring 2020.
This is sometimes referred to as the Person–Environment Correspondence
Theory. It was originally developed by René Dawis, George England and Lloyd
Lofquist from the University of Minnesota in 1964.
The more closely a person’s abilities (skills, knowledge, experience, attitude,
behaviours, etc.) correspond with the requirements of the role or the
organisation, the more likely it is that they will perform the job well and be
perceived as satisfactory by the employer.
A glimpse of the basic fundamentals of organization behavior for Hospital Management Students of BK School of Business Management (taken on 24th Sep 2011)
Dr DS Grieve fraudulent contracts demonstrating the signatures of David Steph...UnitasDokters
Dr DS Grieve fraudulent contracts demonstrating the signatures of David Stephen Grieve and his wife Sanet Grieve when they defrauded old age pensioner Mr Lambert Van Der Linde out of his life savings right inside his old age home in Protea aftree oord in Centurion Pretoria
A glimpse of the basic fundamentals of organization behavior for Hospital Management Students of BK School of Business Management (taken on 24th Sep 2011)
Dr DS Grieve fraudulent contracts demonstrating the signatures of David Steph...UnitasDokters
Dr DS Grieve fraudulent contracts demonstrating the signatures of David Stephen Grieve and his wife Sanet Grieve when they defrauded old age pensioner Mr Lambert Van Der Linde out of his life savings right inside his old age home in Protea aftree oord in Centurion Pretoria
Young Professionals & Entrepreneurs Blog - InfographicsDillon Wright
Collection of 2015-2016 infographics for the Young Professionals & Entrepreneurs Blog published by Dillon Wright at www.wrightaccountingcpa.com and www.wrightaccountingblog.com
Knowledge Transfer Offices in the Context of Knowledge Spillover Theory of En...Sergej Lugovic
Aim of this paper is to present results from the EU Knowledge Transfer Study 2010-2012 and put them in the context of the Knowledge Spillover Theory of Entrepreneurship (KSTE).
Findings are based on the questionnaire send to the Public Research Organisations (PRO) in 28 EU Member States and survey has to be fulfilled by the recommendation requirement that Member States should “inform the Commission by 15 July 2010 and every two years thereafter of measures taken on the basis of this Recommendation, as well as their impact”.
A brief description on cutting edge reserach in HR. Also status of HR research in India and the way forward.A helpful presenttaion for early stage researcher.
Due Saturday 040916 by 1000 PM (2200) No exceptions... TyAny q.docxhasselldelisa
Due Saturday 04/09/16 by 10:00 PM (22:00) No exceptions... Ty
Any questions please ask
Application: Gender Influences at Work
Ideally, people select and pursue their careers based on their personal interests, their abilities, and their desire to make a contribution in/to a particular arena. However, the ideal is not always realized for a variety of reasons. One such reason is the presence of gender stereotyping related to aptitude for a specific career or skill, jobs, and careers, in general. Gender stereotyping may begin in school with girls and boys who are encouraged to pursue careers that stereotypically appear to be more fitting for one gender or the other. This type of stereotyping often results in discrimination and harassment in the school or training for the field, discrimination in the workplace, closed doors for some types of employment, and limited career opportunities.
Psychologists have posed many justifications for the stereotyping that impacts career choice and career success. It may be that boys and girls are directed differently to specific careers beginning in early education. It may be that parents influence their children toward or away from specific career paths by their expectations, dialogue, and even toys they give their children to play with. It may be the stereotyping and resulting discrimination related to training and education that influences the career paths of men and women. It may be the influence from society in general related to what are considered to be appropriate roles for both men and women.
Additional gender-related challenges exist once men and women get to the workplace. Though discrimination and sexual harassment are often seen as women's issues, men also experience discrimination and sexual harassment, especially in typically female-dominated occupations such as teaching, childcare, nursing, and some administrative positions. And while there may be a reduction in the occurrence of stereotyping, women historically have experienced discrimination that results in not being hired or promoted to upper management positions, unequal pay for equal work, and "glass ceilings" in many fields including health care, engineering, science, math, and protective services, just to name a few.
Psychologists continue to look for answers about why men and women behave differently and are treated differently in the workplace. Common explanations include the differences in communication styles often seen in men and women, issues associated with power struggles in the workplace, and societal expectations regarding roles of men and women.
For this assignment:
•Review web resources on, Gender: Psychological Perspectives. Focus on the gender-related differences and similarities in issues related to career selection, career success, and the work environment.
•Think about one specific career path, such as Clinical Psychology or Mental Health Counseling. Conduct research on the current gender-related statistics for the.
Stereotypes Perceptions about Groups of People TO THE POINTHo.docxdessiechisomjj4
Stereotypes: Perceptions about Groups of People
TO THE POINT
How can managers use knowledge of stereotypes and stereotype formation to more effectively reduce problems associated with sex role, age, racial, and disability stereotypes?
LO.3
While it is often true that beauty is in the eye of the beholder, perception does result in some predictable outcomes. Managers aware of the perception process and its outcomes enjoy a competitive edge. The Walt Disney Company, for instance, takes full advantage of perceptual tendencies to influence customers' reactions to waiting in long lines at its theme parks:
Example. In Orlando, at Disney-MGM Studios, visitors waiting to get into a Muppet attraction watch tapes of Kermit the Frog on TV monitors. At the Magic Kingdom, visitors to the Extra Terrestrial Alien Encounter attraction are entertained by a talking robot before the show. At some rides, the company uses simple toys, like blocks, to help parents keep small children busy and happy during the wait.20
This example illustrates how the focus of one's attention influences the perception of standing in long lines.
Likewise, managers can use knowledge of perceptual outcomes to help them interact more effectively with employees. For example, Table 7–2 describes five common perceptual errors. Since these perceptual errors often distort the evaluation of job applicants and of employee performance, managers need to guard against them. This section examines one of the most important and potentially harmful perceptual outcomes associated with person perception: stereotypes. After exploring the process of stereotype formation and maintenance, we discuss sex-role stereotypes, age stereotypes, race stereotypes, disability stereotypes, and the managerial challenge to avoid stereotypical biases.
table 7–2
Commonly Found Perceptual Errors
PERCEPTUAL ERROR
DESCRIPTION
EXAMPLE
RECOMMENDED SOLUTION
Halo
A rater forms an overall impression about an object and then uses that impression to bias ratings about the object.
Rating a professor high on the teaching dimensions of ability to motivate students, knowledge, and communication because we like him or her.
Remember that an employee's behavior tends to vary across different dimensions of performance. Keep a file or diary to record examples of positive and negative employee performance throughout the year.
Leniency
A personal characteristic that leads an individual to consistently evaluate other people or objects in an extremely positive fashion.
Rating a professor high on all dimensions of performance regardless of his or her actual performance. The rater that hates to say negative things about others.
It does not help employees when they are given positive feedback that is inaccurate. Try to be fair and realistic when evaluating others.
Central tendency
The tendency to avoid all extreme judgments and rate people and objects as average or neutral.
Rating a professor average on all dimensions of performance regardless of.
Case Incident: Is there a Price for Being to Nice
What is Personality?
Measuring Personality
Determinants of Personality
The Myers-Briggs Type Indicator
The Big Five Personality Model
Other Personality Traits Relevant to OB
Reference:
Stephen P Robbins, Timothy A Judge & Neharika Vohra, Organizational Behaviour, 15th ed., p. 135-150
Relationship between Personality Traits, Academic Achievement and Salary: An ...iosrjce
Most of the B-Schools in India are facing problems in placing their students. Recruiters claim that
the reason for this is the absence of required skill-sets in the students. The challenge is in identifying the skills
or personality traits which lead to good placements. In this study, personality traits were borrowed from the
psychological concept of OCEAN. Ten traits were short-listed and the objective was to find out if there is a
correlation between them and CGPA (academic achievement) and Salary Obtained during placements. The
study, which was carried out in a reputed B-school in Bangalore (India), revealed that out of these 10 traits,only
confidence has a correlation with salary. The traits which have correlation with CGPA are self-motivation and
confidence. Another aspect that was studied was the efficacy of a program called personality enhancement
program- which forces students to learn from activities like public speaking, presentations etc.It was found that
this program helps students to build their confidence levels and confidence is impacting, both, CGPA as well as
salary. The study also found that there is no correlation between CGPA and Salary. SEM is also corroborating
the above results, which were obtained through regression analysis and ANOVA.
ITS 833 – INFORMATION GOVERNANCEChapter 7Copyright @ Oma.docxdonnajames55
ITS 833 – INFORMATION GOVERNANCE
Chapter 7
Copyright @ Omar Mohamed 2019
1
1
Chapter Goals and Objectives
What is the difference between structured
What is the difference between unstructured and semi-structured information?
Why is unstructured data so challenging?
Copyright @ Omar Mohamed 2019
2
Generally, what is full cost accounting (FCA)?
What are the 10 key factors that drive the total cost of ownership of unstructured data
How can we better manage information?
How would an IG enabled organization look different from one that is not IG enabled?
2
The Business Case for
Information Governance
Difficult to Justify
Short term return on investment is nonexistent
Long term view is essential
Reduce exposure to risk over time
Improve quality and security of information
Streamlining information retention
Looking at Information Costs differently
Copyright @ Omar Mohamed 2019
3
3
The information environment
Challenges of Unstructured Information
Data volumes are growing
“Unstructured Information” is growing at a dramatic rate
Challenges unique to unstructured information
Horizontal nature
Lack of formality
Management location
Identification of ownership
Classification
Copyright @ Omar Mohamed 2019
4
Calculating Information Costs
Rising Storage Costs (Short sighted thinking)
Labor (particularly knowledge workers)
Overhead costs
Costs of e-discovery and litigation
Opportunity Costs
4
Full Cost Accounting for
Information Models
Total Cost of Ownership (TCO) Model
Return on Investment Model (ROI)
Full Cost Accounting Model (FCA)
Past, Present, Future Costs
Direct Costs
Indirect Costs
Flexible Application
Triple Bottom Line Accounting – Monetary, Environment, Societal Costs
Copyright @ Omar Mohamed 2019
5
Full Cost Accounting
General and Administrative Costs
Productivity Gains and Losses
Legal and E-discovery costs
Indirect Costs
Up-Front Costs
Future Costs
5
The politics involved
Tools needed to establish facts about the information environment
SOURCES OF Costs of owning unstructured information, cost reducers, and cost enhancers
Giving unstructured information value
The IG enabled organization
The End
Copyright @ Omar Mohamed 2019
11
11
Radical Change, the Quiet Way
by Debra E. Meyerson
AT ONE POINT OR ANOTHER, many managers experience a spang of conscience—a yearning to confront the basic or hidden assumptions, interests, practices, or values within an organization that they feel are stodgy, unfair, even downright wrong. A vice president wishes that more people of color would be promoted. A partner at a consulting firm thinks new MBAs are being so overworked that their families are hurting. A senior manager suspects his company, with some extra cost, could be kinder to the environment. Yet many people who want to drive changes like these face an uncomfortable dilemma. If they speak out too loudly, resentment builds toward them; if they play by the rules and remain silent, resentment builds insi.
TRAIT THEORIES Throughout history, strong leaders—Buddha, Napoléon.docxturveycharlyn
TRAIT THEORIES Throughout history, strong leaders—Buddha, Napoléon, Mao, Churchill, Roosevelt, Reagan—have been described in terms of their traits. Trait theories of leadership thus focus on personal qualities and characteristics. We recognize leaders like South Africa’s Nelson Mandela, Virgin Group CEO Richard Branson, Apple co-founder Steve Jobs, and American Express Chairman Ken Chenault as charismatic, enthusiastic, and courageous. The search for personality, social, physical, or intellectual attributes that differentiate leaders from non-leaders goes back to the earliest stages of leadership research. Early research efforts to isolate leadership traits resulted in a number of dead ends. A review in the late 1960s of 20 different studies identified nearly 80 leadership traits, but only five were common to four or more of the investigations. By the 1990s, after numerous studies and analyses, about the best we could say was that most leaders “are not like other people,” but the particular traits that characterized them varied a great deal from review to review. It was a confusing state of affairs. A breakthrough, of sorts, came when researchers began organizing traits around the Big Five personality (ambition and energy are part of extraversion, for instance), giving strong support to traits as predictors of leadership. A comprehensive review of the leadership literature, when organized around the Big Five, has found extraversion to be the most important trait of effective leaders, but it is more strongly related to the way leaders emerge than to their effectiveness. Sociable and dominant people are more likely to assert themselves in group situations, but leaders need to make sure they’re not too assertive—one study found leaders who scored very high on assertiveness were less effective than those who scored moderately high. Unlike agreeableness and emotional stability, conscientiousness and openness to experience also showed strong relationships to leadership, though not quite as strong as extraversion. Overall, the trait approach does have something to offer. Leaders who like being around people and are able to assert themselves (extraverted), who are disciplined and able to keep commitments they make (conscientious), and who are creative and flexible (open) do have an apparent advantage when it comes to leadership, suggesting good leaders do have key traits in common. One reason is that conscientiousness and extraversion are positively related to leaders’ self-efficacy, which explained most of the variance in subordinates’ ratings of leader performance.5 People are more likely to follow someone who is confident she’s going in the right direction. Another trait that may indicate effective leadership is emotional intelligence (EI), discussed in Chapter 4. Advocates of EI argue that without it, a person can have outstanding training, a highly analytical mind, a compelling vision, and an endless supply of terrific ideas but still not make a ...
Similar to OIGP 2015 presentation_entrepreneurial personality_Mandy Wheadon (20)
3. PURPOSE
WHAT ARE WE TRYING TO DO?
• Show how research & discussion of things like “entrepreneurial
personality characteristics” can negatively affect female students’
intent and motivation to act as entrepreneurs
• Give examples of entrepreneurial language that is exclusive or
otherwise problematic
4. BACKGROUND
WHAT IS MEANT BY THE “ENTREPRENEURIAL
PERSONALITY”?
• Research often frames differences in
entrepreneurial success, career choice, and
income earned as being related to the presence or
absence of certain traits & characteristics.
5. BACKGROUND
THE BIG FIVE
High levels of:
• Conscientiousness
• Openness
• Extraversion
Low levels of:
• Neuroticism
• Agreeableness
For example, the Big Five personality traits
that make up the “entrepreneurial personality”
are commonly reported as being:
(see Brandstatter, 2011; Goldberg, 1992; Shane et al.,
2010; Zhao et al., 2010; & Leutner et al., 2014)
6. AWARENESS
SO WHAT’S WRONG WITH THAT?
Language shapes
understanding
THE BIG FIVE
High :
Conscientiousness
Openness
Extraversion
Low:
Neuroticism
Agreeableness
• Marked language (i.e.,
“nurse” vs. “male nurse” or
“entrepreneur” vs.
“female/woman
entrepreneur”)
• Conceptual baggage (e.g.,
gender associations with
certain words
Entrepreneurship Theory Communication Theory
7. EXISTING EXAMPLES
Masculinity words
(from Bem’s masculinity index)
Entrepreneur words
(from foundational texts)
MASCULINITY WORDS COMPARED TO ENTREPRENEUR WORDS
Self-reliant Self-centered, internal locus of control, self-efficacious, mentally free, able
Defends own beliefs Strong-willed
Assertive Able to withstand opposition
Strong personality Resolute, firm in temper
Forceful, athletic Unusually energetic, capacity for sustained effort, active
Has leadership abilities Skilled at organizing, visionary
Willing to take risks Seeks challenges, optimistic, daring, courageous
Makes decisions easily Decisive in spite of uncertainty
Self-sufficient Independent, detached
Dominant, aggressive Influential, seeks power, relentless
Willing to take a stand Sticks to a course, speaks up
Acts as a leader Leads progress, pilot of industrialism, manager
Individualistic Detached, prefers not to have a boss
Competitive Wants to fight and conquer, wants to prove competence/superiority
Ambitious Achievement oriented
Independent Independent, mentally free
Analytical Exercises sound judgment, superior business skill, perceptive, intelligent
(adapted from Ahl, 2006)
8. AWARENESS
SO WHAT’S WRONG WITH THAT?
It’s never as
simple as just
biology.
TRAIT
PERSPECTIVE
• Personality traits
conceptualized as
intrinsic characteristics,
relatively stable,
measurable
• Genetic/biological
implications
• Socialization
• Opportunities to
learn/express traits
(especially when
capital is involved)
Entrepreneurship Theory Gender Theory
9. WHY DO THE WORDS MATTER?
ASSUMPTIONS SHAPE BELIEFS & ACTIONS
Ahl (2006):
• “Research on entrepreneurship holds certain assumptions about
business, gender, family, society, the economy, and the individual,
all of which influence the research questions asked, the methods
chosen, and the answers received. The assumptions also [shape]
WHAT IS EXCLUDED—i.e., factors or circumstances that are not
perceived as relevant for entrepreneurship research—and issues
of legitimacy: who is allowed to speak on the subject and what
channels count?” (p.579)
• Assumptions about directionality influence research
(most likely that behaviors are shaping the context as
the context is simultaneously shaping the behaviors)
10. WHY DO THE WORDS MATTER?
Foucault (1972):
• Discourse is never neutral—power structures aid in
determining who shapes the dominant discourse on a
topic, what information is included within (or excluded
from) the discourse, as well as who has access to it.
• The words used to describe something influence what is
represented as knowledge or truth on that subject, as well
as how it may be known, and who may come to know it.
• In other words, the words used in teaching & research
generate information, but they also generate meanings.
LANGUAGE, POWER, & KNOWLEDGE PRODUCTION ARE
INTERRELATED
11. EXAMPLES
Obschonka et al. (2014):
• “It is well-documented that men and women differ in their
personality characteristics” (p.2).
• Emphasize importanceof “factors that lie ‘under the skin,’
something as fundamental as a person’s basic personality
structure” (p.10) as determinants of entrepreneurial career
choice & behavior.
• “Gender difference in entrepreneurial personality, which ‘favors’
men, indeed show a certain degree of…universality” (p.9).
• (*However, also throw in: “this gender difference in personality
differs substantially across cultures; and that in some cultures
this gender difference may not even exist, or may rather exist in
the reverse direction” (p.9).)
BIOLOGICAL DETERMINISM
12. EXAMPLES
Miller (2014):
• Entrepreneurship demands “a special type of individual; it
is not surprising, then, that…..particular personality traits
inhere in these individuals” (p.2).
• Also looked for, and found, that the hormone testosterone is
higher among entrepreneurs than among the general
population.
What assumptions underlie these examples? How might they
prevent some individuals from engaging in entrepreneurship?
EXCLUSIVITY OF ENTREPRENEURIAL ABILITY
13. IMPACT
EXPECTANCY EFFECT
Dweck (2008):
• Personality shaped by the way one perceives self, others, situations,
& opportunities
• Central part of perception & personality development shaped through
socialization by exposure to beliefs & expectations of others
• Personality is shaped by beliefs about whether traits &
characteristics CAN be developed or not, and by beliefs about
whether others will ACCEPT their expressions of certain
characteristics or not
LANGUAGE BELIEFS
DEVELOPMENT
(OR LACK) OF
INTENTIONS,
ACTIONS, &
BEHAVIORS
14. IMPACT
SOCIAL IDENTITY, ACCEPTANCE, & INFLUENCE
Hogg (2001):
• As a group develop over time, a group prototype
also develops.
• Self identification & group acceptance/credibility
influenced by degree to which a person fits with
identity of the group.
• Individuals become influential in the group when
they become most like the group prototype.
15. IMPACT
POWER IMBALANCE IN KNOWLEDGE CREATION
• Disciplines such as entrepreneurship, where the
research has historically been dominated by
scholars who share certain privileges and
characteristics, often illustrate the fundamental
relationship between the construction of
knowledge and the transferal of power to similar
others.
• Reproduces and perpetuates status quo
16. IMPACT
(Based on search of AcademicSearch Premier database using query terms “entrepreneur*”AND “personality”
OR “traits” with results filtered to include only results published in peer reviewed journals between 2005 and
2015)
RISING TREND OF STUDIES LOOKING AT
“ENTREPRENEURIAL PERSONALITY TRAITS”
2004 2006 2008 2010 2012 2014 2016
17. GENDERED DIFFERENCE IN RESEARCH PURSUED
Reviewing the available literature on the
development of entrepreneurial intention shows:
• The majority of researchers who focus on the role
of intrinsic personality traits are male.
• By contrast, female researchers tend to
emphasize the role of self-efficacy—which may be
developed.
IMPACT
18. IMPACT
Entrepreneurial
Personality
Using a framework of traits and
characteristics implies the
necessity of fixed biological or
psychological attributes to be
present in order to exhibit an
entrepreneurial personality -
allowing one to “be” an
entrepreneur (identity).
Entrepreneurial
Skills
Conversely, entrepreneurial skills
may be cultivated through training
and practice, making it possible for
anyone to develop the capacity to
“act entrepreneurially”
(role/process/behavior/tool).
DO THE TOPICS WE RESEARCH & THE WORDS WE USE
WHILE TEACHING IMPLY:
or
19. IMPACT
DEVELOPMENT OF INTENT
Given these connections, how might research
on, and references to, “entrepreneurial
personality” impact career intention and
behavior of females?
20. IMPACT
WHAT ARE WE IMPLYING?
If entrepreneurial traits are innate… …and the words used to describe the traits of an entrepreneur
are the same words used to describe masculinity….
…then our biology is saying that men are probably better at
entrepreneurship... right?
21. IMPACT ON WOMEN’S ENTREPRENEURIAL ACTIVITY
• Women in the U.S. receive an increasingly greater proportion
of university degrees than men do, yet continue to be less
likely to believe that they are capable of being successful
entrepreneurs (Bygrave et al., 2013; Kelley, Brush, Greene, & Litovsky, 2012;
VanderBrug, 2013).
• One in five men anticipate starting a business in the next five
years, while only one in thirteen women report intentions to do
likewise (Kelley et al., 2012; Pofeldt, 2013b).
• Two-thirds of men in the U.S. have positive perceptions about
their entrepreneurial abilities & opportunities, are confident
they could start a business, and have a relatively low fear of
failure—but less than half of women with similar levels of
education and experience share these beliefs (Pofeldt, 2013b).
IMPACT
22. IMPACT ON WOMEN’S ENTREPRENEURIAL ACTIVITY
(CONT.)
• Existing female entrepreneurs are overwhelmingly found in
less-profitable consumer, retail, and service sectors, while
males continue to dominate the more profitable
manufacturing and technology sectors (Kelley et al., 2012).
• It is more difficult for women to secure funding for new
business ventures, and they generally have limited access to
valuable mentorship and support networks during the
enterprise creation process (Pofeldt, 2013b).
IMPACT
23. IMPACT
SO, WHAT?
• Taken together, these factors result in many women failing to
consider entrepreneurship as a career option at all.
• Since entrepreneurship skills are projected to be vital to job
creation and future economic security, the gender gap in the
amount and types of entrepreneurial work performed by
women brings with it substantial societal & individual losses.
24. INTERRUPTION OF PATTERNS
“At any historical moment, both the gender order and
linguistic conventions exercise a profound constraint on our
thoughts and actions, predisposing us to follow patterns set
down over generations and throughout our own development.
Change comes with the interruption of such patterns, and
while sometimes that interruption may be sudden, it comes
more commonly through infinitesimally small events that may
or may not be intentional.”
(Eckert & McConnell-Ginet (2013), Language and Gender, p.44)
CONCLUSION
25. MOVING FORWARD: INTERRUPTING THE PATTERNS
• Entrepreneurship requires flexibility. Relying on narrow descriptions of
entrepreneurship implies that there is a “right way” to be an
entrepreneur, erasing the possibility for multiple interpretations and
diverse enactments of entrepreneurship.
• Multiple outcomes and objectives. A more flexible and pluralistic view of
entrepreneurship would generate multiple definitions, each specific to a
different desired outcome or best suited to the combination of skills
that falls under a particular entrepreneurial archetype.
• “Skills mindset” vs. “Identity mindset.” Personality language constructs
entrepreneurs as an identity that someone either ‘is’ or ‘is not’ based on
their level of conformity to the ‘right way’ to be entrepreneurial—instead
of portraying it as a complex and integrative process that involves a
combination of diverse mindsets, skills, perspectives, and tools that
anyone can potentially learn to access and employ.
CONCLUSION
26. CONCLUSION
FOR EXAMPLE, A SKILLS MINDSET IDENTIFIES SOME
ENTREPRENEURIAL SKILLS & COMPETENCIES AS:
• Opportunity recognition
• Opportunity assessment
• Risk management/mitigation
• Convey a compelling vision to
others
• Tenacity/perseverance
• Creative problem-
solving/imaginativeness
• Identify/leverage resources
• Do more with
less/resourcefulness
• Value creation
• Focused yet adaptable
• Resilient
• Believe they have ability to
accomplish tasks/achieve
goals
• Building/using/maintaining
useful networks
(see Morris et al., 2013)
28. REFERENCESAhl, H. (2006). Why research on women entrepreneurs needs new directions. Entrepreneurship Theory and Practice, 30(5), 595–621.
Brandstätter, H. (2011). Personality aspects of entrepreneurship: A look at five meta-analyses Personality and Individual Differences, 51,
222–230.
Bygrave, W. D., Healey, K., Lee, M., Barefoot, B., Fetters, M., & Greene, P. (2013). Global Entrepreneurship Monitor: National
Entrepreneurial Assessment for the United States of America, 1–64.
Dweck, C. (2008). Can Personality Be Changed? The Role of Beliefs in Personality and Change. Current Directions in Psychological Science,
17( 6), 391-394. Eckert, P., & McConnell-Ginet, S. (2013), Language and Gender. New York: Cambridge University Press.
Foucault, M. (1972). The archaeology of knowledge and the discourse on language (A.M. Sheridan Smith, Trans.). Truth: Engagements
Across Philosophical Traditions. New York: Pantheon.
Goldberg, L.R. (1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4, 26–42.
Hogg, M.A. (2001). A social identity theory of leadership. Personality and Social Psychology Review, 5, 184-200.
Kelley, D. J., Brush, C. G., Greene, P. G., & Litovsky, Y. (2012). 2012 Global Entrepreneurship Monitor Women’s Report (pp. 1–58).
Lazear, E. P. (2004). Balanced Skills and Entrepreneurship. In American Economic Review (Vol. 94, 208–211).
Leutner, F., Ahmetoglub, G., Akhtara, R., & Chamorro-Premuzica, T. (2014). The relationship between the entrepreneurial personality and
the Big Five personality traits. Personality and Individual Differences, 63(June), 58–63.
Miller, D. (2014). A downside to the entrepreneurial personality? Entrepreneurship Theory and Practice, 38(5), 1–8.
Morris, M. H., Webb, J. W., Fu, J., & Singhal, S. (2013). A competency-based perspective on entrepreneurship education: Conceptual and
empirical insights. Journal of Small Business Management, 51(3), 352–369.
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