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The goal of this work is to include the new economic-based approaches related to entrepreneurship that have been published in the literature. Based on the neoclassical and Austrian schools, some sociological, psychological and economic theories about entrepreneurship. In this work, some unknown economic-based approaches related to entrepreneurship will be summarized, as they are included in the work of Saiz-Alvarez and García-Vaquero (2017). These approaches are: (1) The Jack-of-all-trades Theory, (2) The Mezzanine Theory, (3) The O-Ring Theory, (4) The Theory of Resources and Capabilities, (5) Entrepreneurial Bricolage, (6) The Processes’ School, (7) The Feedback Loop Theory, (8) The Theory of Effectuation, and (9) The Theory of the Optimal Triangle. All these theories will be summarized in this chapter.

The purpose of the paper is to contribute to the understanding of regional entrepreneurial development by constructing an institutional environment index in India, where high heterogeneity is found in the economic development and entrepreneurial activities across its states. It tries to fill the gap of research which hampers the effectiveness of policy efforts to promote job growth through entrepreneurship development in India and contributes in understanding the phenomenon why the relative contribution of entrepreneurship varies across states.

The paper uses a composite index of institutional quality based on the Penalty for Bottleneck (PFB) methodology to capture the institutional environment differences across the states of India. The relationship between the institutional environment and the measures of entrepreneurship is established through various statistical and econometric techniques such as correlation and regression.

The paper finds the regional and contextual institutional environment differences in India starker and more varied than is generally viewed. The empirical evidence suggests that the differences in institutional quality scores can play a significant role in explaining the variations in the extent of entrepreneurial activities across the Indian states. The findings of this paper demonstrate a differential influence of the local institutional environment on the entrepreneurial activities at a regional level in a developing economy like India.

This study is limited by the data sources and index design; therefore, it cannot completely specify all institutional factors and their combined influences on entrepreneurial activities at the regional level. However, it makes a significant contribution to expanding the current body literature of institutional environment reform and entrepreneurship development in developing countries.

The policy implication of the paper highlights the need of policymakers to think outside the individual policy silos and consider the institutional environment as a whole. Priority attention of the policymakers should be on the institutional reform for any type of entrepreneurship development. A corollary implication of the O-ring theory of development and the PFB methodology is that the policy effort is allocated most effectively when it seeks to alleviate bottlenecks.

The main implication of this paper for the policymaking is that it is necessary to focus more on the weak institutional factors (bottlenecks) and on the general environment improvement for any entrepreneurship development.

The study contributes to study the problem of entrepreneurship discrepancy in India through the lens of institutions and institutional environment. This study is an improvement over the previous studies by testing the statistical significance of the institutional environment on the entrepreneurship.

Football, or soccer as it is known in the United States, is one area in which managerial positions are hugely volatile with what is often called a ‘merry-go-round’ of managers sacked for poor performance at their club and reemployed by another club. Not only does this practice often not increase performance but it is also very costly. Considering the nature of football, that is, the relatively high impact of chance on the rare events that goals are, and the high correlation between success and the wage bill, the influence of managers on performance is often over-estimated. However, potentially better preparation of future managers might help to increase competitive advantages. In this chapter, we are looking in depth at leadership in the context of football and the lessons we can draw for other contexts.

An individual's human capital has a strong influence in earnings. Yet, individual worker‐level estimations of earnings rarely include the characteristics of co‐workers or detailed firm‐level controls. In particular, co‐workers skills are ignored which may be particularly significant where team work is important. This paper utilises a unique matched work‐place data set to estimate the effect on the earnings of co‐workers' education and training in the Hotel and Catering sector, which contains a high proportion of low paying establishments and in the Retail sector which contains a large absolute number of low paying establishments. The data are derived from the 1998 British Workplace Employment Relations Survey. This is a national sample based on interviews with managers in 2,191 establishments with at least ten workers. In addition, a survey of up to 25 randomly selected employees in each establishment was undertaken which included questions on education, training, pay and job satisfaction, as well as a range of other personal and workplace characteristics. We have, therefore, a matched workplace employee sample which is essential for this type of analysis. The results suggest that there are strong co‐worker effects in the earnings of individuals when controlling the individual's own level of education. While there are also high returns to training for individual workers, there are no similar spillover effects from the training of co‐workers in these sectors. Nevertheless, this suggests that there could well be a pay‐off to the professionalisation of service sector jobs.

Artificial intelligence (AI) has become an input to the production of goods and services. Therefore, a general question is there that “How the labor hour/human resource will be replaced by the artificial intelligence?” To answer this question, the paper considers that both AI and the human resources (HR) are the inputs to the firm and explains the choice between the two with reference to the customer relationship management. The paper derives the individual firms and the industry demand functions of the AI and the HR when both are present in the production of the identical or closely related goods and services. Moreover, the paper also shows the strategic behavior of an individual firm with the industry in selecting the AI and the HR. It has been shown that the individual firm's choice in the industry depends on the choice of the industry leader. The paper explains the supermodular game between the firms in an industry.

Game theory, industrial organization and non-convexity theories have been used in this paper to identify the choice between the HR and the AI in the customer relationship management.

The paper explains analytically the preference and demand for AI in the industry. Individual firm's strategic behavior and decision on choosing AI and the industry equilibrium have been studied logically. Moreover, the paper gives some light on the question of employment in presence of AI. The paper proves that in the presence of AI, labor demand will not be reduced but both will be used.

This work proves for the first time using some logical derivation that AI will not crowd out labor from the market. Moreover, to run AI, labor should also be used. It has been proved that to complete a job with speed and quality, both AI and HR are to be used.

The paper aims to explore five lines of enquiry and action that mainly appeal to freedom and knowledge: developing forms of activity that put an emphasis on free commitment, such as NGOs, for example; fostering the building of creative knowledge‐based societies; designing a new social contract founded on the right to lifelong learning for all; underpinning globalization by a future‐oriented ethic; combining the necessity to work with the dignity to which citizens are entitled.

Drawing conclusions from recent trends in global economy as well as writings by economists, sociologists and philosophers from different countries, the paper argues that the social role and our conceptions of work have entered a time of crisis.

Once widely acknowledged as a central social and economic fact and a driving ethical value, work seems to lose some of its importance as a human activity in a world that is more and more global and technological. But, work being instrumental in defining not only what one does but also what one is, it cannot be discarded so casually. How can work be reinvented as a value and how are organizations such as Unesco to cope with an issue that pertains to human rights?

This conceptual paper focuses on work both as an economical fact and a social value.

Starts out with a survey of various formal theories that have focused on discrimination in the labor market. Argues that Becker’s traditional taste for discrimination model, the various statistical discrimination models and the new cultural communication cost models ultimately yield analytically and observationally equivalent predictions. In particular, these models all imply that we may find occupational segregation across firms. This, in turn, suggests that it is not easy to identify the true causes of discriminatory wage differentials in the labor market and thus that we may have a very hard time sorting out which of these models applies best. Finally, speculates, in the context of Kremer’s model of economic growth, about how changing technologies and structure of production could possibly exacerbate the inequalities predicted by these models of discrimination in the labor market.

The purpose of this paper is to answer the question of workforce diversity and efficiency. It departs from the rather ad hoc approach used in most recent empirical papers exploiting firm-level evidence, and suggests focusing on the estimation of the degree of concavity of the production function.

Workforce diversity is optimal when the technology displays concavity in the share of workers considered (e.g. decreasing marginal contribution of rising shares of more productive/skilled workers). What is also shown in this paper is that a generalised version of the production function à-la-Hellerstein-Neumark (HN) – where workforce diversity is captured via an index of labour shares – is suitable for estimating the concavity of the technology, and thus for assessing the case for/against workforce diversity.

The paper contains an application to two panels of Belgian firms covering the 1998-2012 period. The main empirical result is that of an absence of strong evidence that age, gender or educational diversity is good or bad for efficiency.

The key idea of the paper is that the degree of convacity/convexity in the share of workers considered of firm-level technology and the desirability/efficiency of workforce diversity are intrinsically connected. It is also that a non-linear/CES version of the HN labour-quality index can be used in empirical work to assess the degree of concavity/convexity of the technology and quantify the efficiency gains/losses of workforce diversity.