IOSR-JBM   Volume-19 ~ Issue-10 ~ October-2017

Abstract: A nascent entrepreneur is defined as a person who is now trying to start a new business, who expects to be the owner or part owner of the new firm, who has been active in trying to start the new firm in the past 12 months and whose start-up did not yet have a positive monthly cash flow that covers expenses and the owner-manager salaries for more than three months. This paper is discussing about the problems faced by the entrepreneurs, entrepreneurial process and entrepreneurial framework conditions.

Keywords: Entrepreneurs, Nascent entrepreneurs, problems, process, entrepreneurial framework conditions.

[1]. Alsos, G. A. and Ljunggren, E. (1998).,Does the Business Start-Up Process Differ by Gender? A Longitudinal Study of Nascent Entrepreneurs. In Frontiers of Entrepreneurship Research. Babson College, Wellesley, MA.
[2]. Armington, C. and Acs, Z. J. (2002). Exploring Start-up Event Sequences. Journal of Business Venturing 11: 151–166
[3]. Bahß, C., Lehnert, N. and Reents, N. (2003).The Role of Social and Human Capital among Nascent Entrepreneurs. Journal of Business Venturing 18: 301–331.
[4]. Beesley, M. E. and Hamilton, R. T. (1984). Where do they Come From? Prevalence and Characteristics of Nascent Entrepreneurs. Entrepreneurship & Regional Development 12: 1–23
[5]. Bergmann, H., Japsen, A. and Támasy, C. (2002). The Determinants of Regional Variation in New Firm Formation. Regional Studies 36: 33–45.

Abstract: Agriculture is making highest contribution to India's GDP and occupies a prominent position in Indian policy-making not only because of its contribution to GDP but also because of the large proportion of the population dependent on this sector for its livelihood. This paper focuses on recent trends in Indian agricultural system with special reference to kerala state and compares the agriculture in India with rest of the world in terms of area, production and yield. It also analyze the productivity and yield of major agricultural crops of Kerala and identify the cropping intensity and agricultural workers' participation in the State. It was concluded that a paradigm shift is required...........

Keywords: Agricultural crops, productivity, self reliance, food security

[1]. Adam, I. O., & Musa, A. (2015). Small and medium enterprises (SMEs) in the cloud in developingcountries: A synthesis of the literature and future research directions. Journal of Management and Sustainability, 5(1), 115-139. doi:10.5539/jms.v5n1p115

[2]. Adebisi, J. F., & Gbegi, D. O. (2013). Effects of multiple taxations on the performance ofsmall andmedium scale business enterprises (A study of west Africa Ceramics Ajeokuta, Kogi State). Mediterranean Journal of Social Sciences, 4(6), 324-334. doi:10.5901/mjss.2013.v4n6p323

[3]. Ademola, I. S. & Michael, A. A. (2012). Small-scale businesses as a remedy to unemployment problem inNigeria. International Journal of Scientific &Engineering Research, 3(11), 1-6. Retrieved from http://www.ijser.org/

[4]. Adeyemi, K. S., & Abiodun, A. J. (2014). Development of non-oil sector in Nigeria: Challenges andlessons for less developed countries. Covenant Journal of Business and Social Sciences, 5(1), 23-44. Retrieved from http://dspace.covenantuniversity.edu.ng

[5]. Agwu, M. O., & Emeti, C. I. (2014). Issues, challenges, and prospects of small andmedium scale enterprises (SMEs) in Port Harcourt city, Nigeria. European Journalof Sustainable Development, 3(1), 101-114. doi:10.14207/ejsd.2014.v3n1p101.

Abstract: In order to enhance performance of private commercial banks, it is imperative to improve harmony, develop favourable relationship and alleviate organization conflict among the employees. According to Julian and Ramashen (1994), delivering quality services and products to customers is essential for success and survival of today's competitive banking environment. There is no alternative to improve the state of service quality, product quality and corporate social performance, in order to build and enhance a bank's reputation at an acceptable level. Employee performance is critical in this respect. It is also a driving force behind customer retention and attracting new clients in a bank. However, a major hindrance to enhance reputation, increase financial performance and profitability, and..........

Keywords: Private Commercial Bank, Bangladeshi Bank, organizational conflict, conflict resolution, employees' performance, Role Conflict, Relationship conflict, Group conflict, Relationship conflict, Performance efficiency, Performance effectiveness

[1]. Amason, A. C. (1996). Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams; Academy of management Journal, 39(1) , 123-148.
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[3]. Bagshaw, M. (1998). Conflict management and mediation: key leadership skills for the millennium. Industrial and Commercial Training, 30(6) , 206-208.
[4]. Bashir, U. (2010). Impact of Stress on Employees Job Performance: A Study on Banking Sector of Pakistan. International Journal of Marketing Studies .
[5]. Bauer, T.and Erdogan, B. (2010); Organizational Behaviour v1.1. Nyack, NY: Flat World Knowledge..

Abstract: Globally, women entrepreneurship rates are growing more than ten percent in each year. In fact, women are as more likely to start business than men in India. Women entrepreneurs create job for themselves and for others. Thereby they provide different solutions to management, organization and societal problems. Women entrepreneurship contributes to the Indian economic development. Women entrepreneurship is most significant tool in empowering women in India. They still face gender based problems to starting and growing their businesses. Financial, cultural and political barriers can limit the success of women business. So, this paper looks around literature on women entrepreneurs, focusing on women entrepreneurship in India. This has become crucial area to understand with respect to motivations, constraints and consequences.

[1]. Meenu Goyal and Jai Prakash (2011), "Women Entrepreneurship in India – Problems and Prospects", International Journal of Multidisciplinary Research, Vol. 1, Issue. 5, Pp. 195-207.
[2]. Ranbir Singh (2012), "Women Entrepreneurship Issues, Challenges and Empowerment through Self-Help Groups: An Overview of Himachal Pradesh", International Journal of Demographic and Development Studies, Vol. 1, No. 1. Pp. 45-58.
[3]. Vijay Kumbhar (2013), "Some Critical Issues of Women Entrepreneurship in India", European Academic Research, Vol. 1, Issue. 2, Pp. 185-191.
[4]. Swetha T. and Venugopal Rao K. (2013), "Entrepreneurship in India", International Journal of Social Science and Interdisciplinary Research, Vol. 2, Pp. 104-116.
[5]. Shikha Mahajan (2013)5, "Women Entrepreneurship in India", Global Journal of Management and Business Studies, Vol. 3, No. 10, Pp. 1143-1148..

Abstract: Since the establishment of commercial sharing economy services like Uber, Blablacar, Lyft, Airbnb, TaskRabbit, etc., the debate about the sharing economy and its effects on competition has generated lively discussions, which have too often dangerously departed from a debate based on objective (market) observation to evolve into a quarrel among the supporters and opponents of the online platforms. Undoubtedly, the peculiar features of these new firms' business models create frictions with the traditional regulatory environment, which currently appears to be incapable of framing them into models and schemes typical of a previous economic phase, such as, for example, one-sided markets, no externalities, and competition mainly on price. Nevertheless, setting aside the more or less impromptu debate about the "social goodness" of these firms, we argue that competition enforcers should look at their effective market power. In fact, as the basic principles of competition law teach us, only when those firms have (more or..........

Keywords: Business models, pricing, regulatory concepts, online platforms, sharing economy

[1]. Accenture, (2016). Platform Economy: Technology-driven Business Model Innovation from the Outside In. Report. Available at: https://www.accenture.com/t20160125T111719 /us- en/_acnmedia/Accenture/Omobono/TechnologyVision/pdf/Platform-Economy-
Technology-Vision-2016.pdf
[2]. Adner, R. & Kapoor, R. (2010). Value creation in innovation ecosystems: how the structure of technological interdependence affects firm performance in new technology generations. Strategic Management Journal, 31(3), 306-333.
[3]. Aghion, P., Bechtold, S., Cassar, L. & Herz, H. (2014). The Causal Effects of Competition on Innovation: Experimental Evidence. Working Paper. Available at: http://scholar.harvard.edu/files/aghion/files/causal_effects_of_competition.pdf?m=13938864 57
[4]. Allen, D. & Berg, C. (2014). The Sharing Economy. How over-regulation could destroy an economic revolution. Institute of Public Affairs Paper, available at: https://ipa.org.au/portal/uploads/Sharing_Economy_December_2014.pdf
[5]. Aloisi, A. (2015). Commoditized Workers. Case Study Research on Labour Law Issues Arising from a Set of ―On-Demand/Gig Economy‖ Platforms. Comparative Labor Law & Policy Journal, 37(3)..

Abstract: Employeesintentionto leave the company is a thing to be considered by management due to the disruption that may cause the company's operations. Surely employees intention to leave the company occurs cause by the factors driving that intention.Previous studies showed that a significant influence fromjobsatisfaction and organizationalcommitment to turnoverintentions. However, on some previous studies, there are no studies using the whole employees in the hospitality industry as the research object. In addition, the previous studies were conducted using different indicators. This study aimed to analyse the influence of job Satisfaction and organizationalcommitment to turnoverintentions. Data analysis method used is Structural Equation Modelling using as many as 134 respondents for the sample study in 2016. The results showed that jobsatisfaction has positive influence on organizationalcommitment..........

Keywords: Job Satisfaction, Organizational Commitment, Turnover Intentions, Hospitality Industry

[1]. Andini, R. (2006). AnalisisPengaruhKepuasanGaji, KepuasanKerja, KomitmenOrganisasionalterhadapTurnover Intention: StudiKasusPadaRumahSakitRoemaniMuhammadiyah Semarang, Magister Management,UniversitasDiponegoro Semarang.
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[3]. Ardana, I.K. &Widyantara, I.B.P.(2015). PengaruhKepuasanKerjadanKomitmenOrganisasiTerhadapIntensitasTurnoverKaryawan.E-JurnalManajemenUnud, Vol 4, No.6, hlm.1670-1683.
[4]. Chen, T.Y., Pao, L.C. &Ching, W.Y. (2004). A Study of Career Needs, Career Development Programs, Job Satisfaction and The Turnover Intentions of R&D Personnel. Career Development International, Vol.9, No.1, pp. 424-437.
[5]. Chen, Y.J. (2007). Relationship Among Service Orientation, Job Satisfaction and Organizational Commitment in The International Tourist Hotel Industry. TheJournal of American Academy of Business, Cambridge, Vol.11, No.2, pp. 71-82.

Abstract: Employee turnover intention is generally a negative issue for the company, but it can be a positive issue ifit is controlled precisely and logically. There are many factors that make the employee turnover intentionto be at a high level in an organization, some of which are job satisfaction and job stress. The aims of this researchare to determine the influence of job stress on job satisfaction of nurses at Sari AsihKarawaci Hospital, determine the influence of job satisfaction on nurse turnover intention at Sari AsihKarawaci Hospital, and determine the influence of job stress on nurse turnover intention at Sari AsihKarawaci Hospital. This research uses quantitative reseach to analyze the influences of job satisfaction and job stress onturnover intention.Respondents of this researchare 200 nurses of Sari AsihKarawaci Hospital. Test on the research modelis conducted by using LisrelStructural Equation Modeling (SEM. The results of the research show that job stress has no influence on job satisfaction of nurses of Sari...........

Keywords: Job Stress, Job Satisfaction and Turnover Intention

[1]. Anoraga, P. (2006). Psikologi Kerja. Jakarta: Rineke Citra.

[2]. Byrne, Z. S. (2005). Fairness reduces the negative effects of organizational politics on turnover intentions, citizenship behavior and job performance. Journal of Business and Psychology, 20(2), 175-200.

[3]. Chiu, R. K., & Francesco, A. M. (2003). Dispositional traits and turnover intention: Examining the mediating role of job satisfaction and affective commitment. International Journal of Manpower, 24(3), 284-298.
[4]. Dewi, R. S., & Tinjung , I. (2014). Pengaruh Stres Kerja Dan Kepuasan Kerja Terhadap Turnover Intention CV. Rizky Darussalam. Tesis.

[5]. Egan, T. M., Yang, B., & Bartlett, K. R. (2004). The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention. Human resource development quarterly, 15(3), 279-301.

Abstract: This descriptive and an analytical study present a structural equation model for studying the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Quantitative data was collected from the case of Al-Azhar University based in Gaza Strip, a context in which the needs for both authentic leadership and a positive and committed academic staff are integral to the entire performance of the university. The results reveal that positive psychological capital insignificantly mediates the relationship between authentic leadership and organizational commitment.

Keywords: authentic leadership, organizational commitment, positive psychological capital

[1]. Adams, Virgil H. III, C. Rick Snyder, Kevin L. Rand, Elisa A. King, David R. Sigmon, and Kim M. Pulvers. 2003. Hope in the workplace. In Handbook of workplace spirituality and organizational performance, ed. R.A. Giacolone and C.L. Jurkiewicz.
[2]. Aminikhah, Hossein; Khaneghah, Tahereh Moghanian; Naghdian, Mehdi. (2016). Therelationshipof psychological capitalandjobsatisfactionwithorganizationalcommitment. International Journal of Information, Business and Management 8.1: 153-171.
[3]. Anthony Gatling, Hee Jung Annette Kang, Jungsun Sunny Kim, (2016) "The effects of authentic leadership and organizational commitment on turnover intention", Leadership & Organization Development Journal, Vol. 37 Issue: 2, pp.181-199.
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Abstract: Leadership is a key aspect of any manager, administrator or entrepreneur which enables one to influence subordinates or followers in order to attain desired outcomes such as competitiveness and growth. This attribute seems to be lacking in the Informal sector as the players have failed to grow their businesses which have remained stagnant despite lots of potential for expansion. The study was conducted in high density suburbs of Harare and covered the popular congested home industrial sites which had degenerated into a hive of illegal dealings and unorthodox business practices. This qualitative study used the group focus method and the snowballing sampling technique to identify participants. The study found that they were different views given by workers and entrepreneurs' (owners) on how their businesses..........

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[5]. Bryman, A., & Bell, E. (2011). Business Research Methods (3rd ed.). Oxford: Oxford University Press..

Abstract: The basic concern of bank is to provide dedicated public service for profits. But earning profit is the expense of environment can't be the goal. So, there must be way that facilitates both the cases. Banking sector can both earn profit by providing dedicated public service and also save the environment. Green banking by far seems to be the solution best suited to this problem. It seems as welfare banking for the society at large. Green banking can be compared to be an umbrella terms which refer to those practice and guidelines that make banks environmentally, economically and socially responsible. It implies that banking business must be conducted in a system that facilities the overall reduction of external carbon-emission and internal carbon footprint..........

Keywords: climate change, green banking, sustainability, corporate social responsibility

[1]. Banks jump on paperless banking bandwagon, viewed January 05, 2015 http://www.thefinancialexpress bd.com/
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Abstract: Entrepreneurship has been given increasing recognition for the recent global economic expansion. Many business schools in many universities has attempted to expand their graduate programs to offer entrepreneurial courses in Kenya. The aim of this study was to identify the antecedents of entrepreneurial orientation among graduate students in Kenya. 200 graduate students of private university were selected randomly to be the respondents. A set of questionnaire on Entrepreneurial Orientation constructs which consisted of 14 measures was used for data collection. The data was analyzed using descriptive statistics and inferential statistics. The findings revealed that the construct that contributes the most to entrepreneurship Orientation are innovativeness, pro-activeness and risk taking respectively. Understanding antecedents of entrepreneurial orientation at the individual level could be valuable to future business owners, to business incubators and to potential investors who are considering supporting business proposals as well as the faculty so that they can rework on their programs to impart these converted behaviors.

[1] Akanbi, S. T. (2013). Familial Factors, Personality Traits and Self-Efficacy as Determinants of Entrepreneurial Intention among Vocational Based College Of Education Students in Oyo State, Nigeria.
[2] Antoncic, B. & R.D. Hisrich (2003), clarifying the intrapreneurship concept, Journal of Small Business and Enterprise Development, 10(1), 7-24.
[3] Bolton, D. L. (2012). Individual entrepreneurial orientation: Further investigation of a measurement instrument. Academy of Entrepreneurship Journal, 18(1), 91–98.
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