By Pramath Raj Sinha
Ten years in the past, the founders of the Indian tuition of industrial, Hyderabad articulated a imaginative and prescient that was once as formidable to execute because it was once easy to kingdom: to construct a world-class company tuition in India.
the remainder is background: inside of a decade the ISB grew from a start-up enterprise to globally top-ranked enterprise college, named one of the most sensible twenty company colleges on the earth 3 years in a row, with the excellence of being the youngest enterprise university ever to go into the area most sensible twenty scores.
an idea Whose Time Has Come strains the ISB s eventful heritage and in addition examines the explanations that account for the institute s good fortune. What emerges is a story of perseverance and commitment, of demanding situations met and rewards reaped, and of an unshakeable concept that was once painstakingly remodeled into an invincible establishment. it truly is no ask yourself that the ISB keeps to draw hundreds of thousands of convinced, useful women and men each year and moulds them into proficient execs.
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Extra resources for An Idea Whose Time Has Come: The Story of the Indian School of Business
And Leicht, K. (1991), ‘Gender and organisational performance: determinants of small business survival and success’, Academy of Management Journal, 34 (1), 136–61. Langowitz, N. and Minniti, M. (2007), ‘The entrepreneurial propensity of women’, Entrepreneurship, Theory and Practice, 31 (3), 341–64. Lazear, E. (2005), ‘Entrepreneurship’, Journal of Labor Economics, 23 (4), 649–80. , Manev, I. and Gyoshev, B. (2007), ‘The differential effect of men and women entrepreneurs’ human capital and networking on growth experiences in Bulgaria’, Entrepreneurship, Theory and Practice, 31 (3), 407–26.
Further, childcare and eldercare responsibilities increase the probability that women will choose self-employment and create jobs in self-employment. This suggests that women seeking to manage the work–family interface value the time flexibility that self-employment affords them and that once this decision has been made, they have the commitment and ability to grow their businesses. This implies some self-selection of goal-orientated women with familial responsibilities into job-creating self-employment, as opposed to women with children at school who tend to opt for lifestyle selfemployment for the time flexibility it gives them.
3 per cent less likely to be JCs. Here again we also find occupation matters with senior management staff, professionals, technicians and sales staff having particularly high probabilities of being job-creators. At the sector level, we note that manufacturing, hotels and catering, construction and financial services all have higher probabilities of job-creating selfemployment. Interestingly we find that the relative contributions of sector and occupation are much closer than for total self-employment.