Team Building & Participation

This study contributes towards the knowledge on HR practices relating to Team building in the organization, specifically on teams and team practices. Besides focusing on the performance aspects of the employees in the insurance sector, this study will explore the factors that contribute to create an effective teamwork.The development of surveys to assess the level of team effectiveness in target teams adds significance to the available metrics for evaluating target achievements. From an academic viewpoint, this study will help balance group literature by examining team effectiveness and its role in contributing to team performance, and, thus, achieving success in business. From a managerial perspective, this study will help top management and team leaders to improve their understanding of the relationships among team effectiveness and team performance. Consequently, they will know how to develop an effective team by targeting specific team effectiveness factors and motivate their colleagues to work together to become a highly effective team through HR practices.

It generally arises when there are clashes of interest, values, thought process and working style among individuals or groups of organizations. In this competitive world, everyone is struggling for their existence at workplace , which lead to stressful as well as conflict situation. Conflict at certain level could be fine or acts as catalyst to motivate individuals or employees to improve their productivity. But if it goes beyond certain level, it starts affecting individuals' mental health as well as organization's productivity and reputation. It needs to be fixed and resolved at an early stage only. It could be possible through awareness regarding conflict resolution. At workplace , no employee will prefer an unpleasant and stressful setting. Everyone wants peaceful and productive environment. This review article is aimed to discuss and understand different perspectives and etiology behind conflict at workplace as well as helpful resolution techniques.

More and more project teams are formed to achieve organizational objectives as organizations generally recognize the importance and benefits of project teams. One of the outcomes working in a project team is the proliferation of Team Shared Mental Models (TSMM). It is critical to examine the antecedents of TSMM which is the aim of this study as TSMM by itself can contribute to project team learning and others. However, it is unclear from literature whether both leadership roles and team building & participation can influence TSMM concurrently especially in a project setting study whereby there is resource and time constraint compare to normal work teams which are ongoing and operational in nature. This study has developed a research model underpinned on Team Effectiveness Framework to empirically analyze how leadership roles and team building & participation can predict TSMM. Based on 201 random sample responses from project managers in Malaysia, findings suggest that leadership roles can influence TSMM indirectly via team building & participation. Knowledge contribution of this study is that project managers should invest extra efforts in team building & participation as it is the main contributor to TSMM.

In the field of construction management there has been a small but growing interest in communication research. A problem faced by researchers embarking on this type of study is whether or not the research tools of the social scientist will remain successful when transferred to a new environment. The paper reviews some of the pioneering research projects and the methodologies used to study communication data from the construction process. Informed by the review, three pilot studies were undertaken to determine the suitability of some of the data collection methods for use within a specific environment. A matrix, identifying issues for consideration and the degree of negotiation and cooperation required to gain communication data from a prescribed context, is proposed to guide future research.

The study examines the impact of time management on employee performance in SMEs in FCT Abuja, Nigeria. Using a descriptive survey design and quantitative research techniques, 80 out of 100 distributed questionnaires were returned, indicating an 80% response rate. Findings reveal that: SMEs in FCT Abuja predominantly practice time management, with an emphasis on designing to-do lists and task prioritization. Effective time management significantly enhances SME performance by facilitating timely task completion, competitive survival, business growth, and client satisfaction. In conclusion, efficient time management practices are crucial for SME success in FCT Abuja, urging managers to prioritize their implementation for improved employee productivity and organizational competitiveness.

Social responsibility requires a set of duties and obligations, whether individuals or firms in relation to society and to the communities in which the organization is operating. The tradition of social intervention in Portugal dates from the fifteenth century and the founding of Mercy. However, environmental issues have never been felt in a sensitive position in responsible business, given the weakness of industrial development which lasted until the 60's. In Brazil, the corporate social responsibility is still particularly a big challenge, since the actions of social responsibility have not contributed effectively to improve the living conditions of society and the transformation of existing social reality. The purpose of this study is to emphasize the perspective of environmental sustainability that underpins the more general concept of social responsibility and, through the case study Caixa Geral de Depósitos, assess the strengths and weaknesses of the development of measures of social responsibility in this area in Portugal, and present the case of the company Vale, carrying out business in Brazil.

The thinking process of designers is one of the most important issues in design research. This paper intends to enlarge design thinking theory and research by taking a close theoretical and empirical look at the very basic elements of thinking in design. Based on theoretical assumptions, thinking in design is reduced to the four basic cognitive operations of generation, exploration, comparison and selection, which, in various combinations, are applied to the goal space and the solution space of a given problem as well as to the organisation of the collective process of teamwork. These basic cognitive operations can be mapped onto different stages of the design process, thus establishing a generic model of design team activity. The generic model can be used to describe both, activities directed towards the content of a design problem as well as activities towards the organisation of the group process. Three laboratory teams solving a complex design problem extending over six hours have been studied in order to investigate the collective thinking process. Team communication has been recorded and analysed sentence-by-sentence, with each communicative act being classified according to the generic model. Based on previous results in the psychology of human information-processing and decision-making, a two-process-theory of thinking in design teams is proposed capable of explaining the results from the empirical investigation. The implications of the two-process-theory for training and practice of designers are discussed. k

Program teams can greatly facilitate the successful implementation of client ISD programs. We examined the effects of conflict resolution on ISD program performance. A total of 88 responses from IS program managers from 35 IS offshore outsourcing vendors were solicited, obtained, and analyzed. The results indicated that conflict resolution can enhance the level of communication, mutual support and effort among IS program members. The results further suggested that program performance was improved by increasing communication, promoting mutual supportiveness among program members and augmenting effort towards each other's projects. Directions for management practice and future research are discussed.

Meetings have become a formality that often ensures “lots of talk about work but less work’. It is due to this reason that the term is now widely detested in the corporate world, although it is still widely used. A study was conducted to analyze the effectiveness of meetings in a corporate outfit. The study provides an insight into what managers feel about the scores of meetings that they attend but also discusses how the meetings could improve better communication in the future.The research for this study has been conducted through a questionnaire, along with observations, interviews and personal experiences of the managerial level employees.

Globalization is making the world flatter every day. Businesses and organizations are stretching far and wide across the borders as well as venturing into new markets that they previously were not. Businesses and organizations are also getting more multi-cultural and including a diverse group of people in their structures. With the increase in international business and governance comes the need for organizational leaders to have a well structured governance plan that will assist them in defining plans and improving their processes so that mistakes and examples of organizational malaise and collapse as seen from other businesses will not happen to current and future organizations. This paper is divided into two parts, the first part will address the components of a business governance plan and all the necessary instruments that can assist an organization in achieving it's goals such as the moral underpinnings, political implications, impediments to a successful governance plan, and solutions on how those plans can be implemented by an organizations leadership or the board of directors. The second part of the paper discusses the functional departments that should participate in a governance plan including their roles, significance and political ramifications.

Conflict can be functional or dysfunctional to the organization's performance. This study focused on the relationship between conflict approaches implemented by the project manager based on project team member's perception on the effectiveness of the project manager in managing project's conflict. Questionnaires were modified from Barker et al. (1988) to measure conflict management approaches and outcomes of managing project conflict. Data were gathered from 57 respondents who worked in the Engineering, Procurement, and Construction (EPC) contractors serving the upstream sector of the Oil and Gas industry in Indonesia. By using Pearson correlation, result of this study indicated that project managers were perceived to be effective in managing project conflict when implementing cooperative and confirmative approaches, but ineffective when combining competitive and avoidance approaches. Further research should investigate correlation between cultural dimensions with conflict approaches and outcomes of managing conflict.

 This study investigates how to leverage social media to manage workplace conflict in order to achieve workforce agility.  Results manifest the U-shaped link between relationship conflict and workforce agility; the link between task conflict and workforce agility is reversed U-shaped.  Social media usage significantly moderates the reversed U-shaped link between task conflict and workforce agility, so that when social media usage is high, this link becomes flat.

This paper presents the results of a survey of small and medium-sized enterprises (SMEs) in Portugal drawn from a database of 2500 SMEs supplied by COFACEthe holder of the largest company database in Portugal. It is an exploratory study presenting descriptive results on their export drive, competitiveness in external markets, analysis of the environment, and innovation concerns vis-à-vis global markets and information needs for these markets. We draw from recent literature to identify the main features global markets require of companies if they are to operate successfully and compare them with our findings. Portugal was selected as the basis of our study not only because local companies have faced great changes in the last three decades following the transition from a closed and protected economy to full membership within the European Union and the current very open economy, but also because the country and population are so small that companies face tremendous pressures to internationalize as the domestic market for many types of goods is very limited.

This paper provides the results of an empirical study of empirical research on of the conflict within teams. The ability to face the conflict and to resolve problems efficiently is the most important factor for the success or failure of a group. Conflict is a powerful instrument of organizational change which, if managed in an opportune way, leads to the an evolution of a working group. We conducted an experiment with 147 students in 28 working groups from the Department of Management, University of Molise, Italy. In this study we analyzed the existing correlations between the level of conflict within the group and the characteristics of the team structure in terms of: friendship of the members (1 st dependent variable); level of trust in the group (2 nd dependent variable); diversity (3 rd dependent variable). We examined the links between diversity and conflict and how different kinds of diversity influenced group conflict. We looked at two aspects of demographic diversity, age and gender and at two aspects of background diversity, educational level and work experience.

There is a lot of research done about the impact of intragroup conflict on team effectiveness (e.g., Dimas, 2007; Jehn, 1995, 1997; Jehn&Mannix, 2001). However, the results are inconsistent. With our study we intend to contribute for a better understanding of the relationship between intragroup conflict (task conflict and relationship conflict) and team effectiveness (team performance and team satisfaction) by adopting a contingencial approach. The main purpose is to test the role of group emotional intelligence, as we hypothesized that it works as a moderating variable in the relationship between the two variables. To test this hypothesis, we conducted a non-experimental research using a sample of 72 working teams from different functions and organizational contexts. Our results showed that task conflict had a negative impact on both team’s outcomes, while some dimensions of group emotional intelligence had a positive impact on team outcomes. The results also showed an unexpected n...

Conflict as a part of daily life is also of concern for the organizations that seek harmony and effectiveness. Therefore, it is essential to know and understand the characteristics, definitions and contributions of conflict management in organizations. This study aims to discuss how conflict as a concept developed in the scope of organizational behavior. Conflict management is analyzed in the frame of various approaches and a comprehensive perspective is presented in order to demonstrate the current understanding of conflict management. The analysis begins with drawing the structure of conflict studies and the study further follows a historical perspective beginning from the 1950s coming to contemporary views.

Aside from my family, especially Liv-Marie, my children Karoline, Markus, and Andreas, my oldest sister Sissel, and a lot of friends and colleagues, I have many people to acknowledged for their contribution to this dissertation. In chronological order, first, the entrepreneurial and inspiring director of former Ernst & Young Consulting, Thorbjørn Overholdt, who gave me this challenge and financed the first two years of my adventure towards a doctoral degree. Then, several prominent scholars should be mentioned. First and foremost, while staying in Berkeley for one year, professor Trond Petersen, University of California at Berkeley, and professor Geir Høgsnes, University of Oslo, who gave me the first insight in academic thinking. Back in Oslo, I could not have continued this project without professor Geir Kaufmann, Norwegian School of Economics and Business Administration (NHH), who gave me support, encouragement, scientific wisdom, and time to reflect together with him upon what I was doing and how it should be done. Lastly, and may be most importantly, the person who combined the art of holding my hand and coaxing me forward in the process of writing a dissertation, my supervisor, professor Bård Kuvaas, Norwegian School of Management BI. To him I owe most of what I have learned about being a scholar. Among the many leaders who generously have opened all doors in their organizations to let me collect data for this dissertation, I am especially in debt to managing director Stein Øiom and organizational director Else Horge Asplin, in Tine Meieriet Øst (TMØ), and managing director Arne Hegg and HR director Elisabeth Slettvik, in BBL boligsenter, Tønsberg. Without many years of exciting cooperation with people like these open-minded and successful leaders this dissertation would not have been possible.

Purpose – The purpose of this paper is a pilot study of e-communications in three Russian firms to assess the culture of conflict resolution and the impact of strategies on employee retention at these firms. Design/methodology/approach – Qualitative and quantitative research through a questionnaire and observation method to confirm the results. We use questionnaires by spontaneous sampling with quota elements; employees of the three selected firms have an equal chance of getting into an anonymous sample. Findings – The culture of conflict in any organization should include professional mediation (fulfilled either by professional instructor or by a specially trained HR-specialist). All members of the organizational “family” should be informed that dealing with conflict and solving it is much better and productive than hiding and suppressing it. Research limitations/implications – The paper shows the first results of the conflict study. It shows obvious drawbacks of contemporary empir...

Inspired by the Edge Commission Report 'Collaboration for Change' (Morrell, 2015) and ongoing Careers-Mapping research by the cross-industry network 'dotBuiltEnvironment', this paper presents a thesis on how, and why, the traditional view of the linear 'specialist' professional does not reflect the reality of the modern employment market. This leads to a concluding mandate to increase our crossdisciplinary teaching and learning in built environment Higher Education. The paper references extant teaching initiatives and innovations across built environment disciplines, and professional criteria from CIBSE, RICS, CIOB, IStructE, and the RIBA 1. Links between professions and the emergence of the transient professional, frequently traversing the traditional institutional silos, will be discussed. New research from dotBuiltEnvironment will demonstrate graphically the evidence collected from multiple industry events and contributors, evidencing that the 'norm' in built environment career paths is a world away from the narrow definitions of institutional membership criteria. Observations will be made on communication networks; professional development; accreditation criteria and future models of employment. We propose a 'portfolio professional' view, and provide a perspective which posits a fundamental shift in the operational framework for the institutions of the construction industry. We conclude by recommending a concerted evolution of built environment institute operations, and the development and delivery of multidisciplinary and cross-sector learning in built environment education at all (lifelong) levels. This paper is a collaborative endeavour from a group of young professionals across built environment disciplines, and representing consulting, contracting, policy and education sectors.

In the field of construction management there has been a small but growing interest in communication research. A problem faced by researchers embarking on this type of study is whether or not the research tools of the social scientist will remain successful when transferred to a new environment. The paper reviews some of the pioneering research projects and the methodologies used to study communication data from the construction process. Informed by the review, three pilot studies were undertaken to determine the suitability of some of the data collection methods for use within a specific environment. A matrix, identifying issues for consideration and the degree of negotiation and cooperation required to gain communication data from a prescribed context, is proposed to guide future research.

Over the last ten years organisational teams have become more distributed and complex. Despite the number of technologies available to assist teams and group-based work, it is still exceedingly difficult to manage teams. And contrary to popular belief the introduction of new real-time conferencing and collaboration technologies can actually make things worse. It may distract team members from their application focus and drive them into ongoing loops of technology experimentation. In these situations, the focus on the work mission is often lost in favour of mastering and attempting to extract ever increasing benefits from technology itself.

Higher Education Institutions in Pakistan are consistently witnessing increased level of conflicts among employee. This increase significantly impact culture of the higher education Institutions. Culture is driving force for the organizations behavior. Literature indicated the importance of organization culture for reshaping employee work practices, provide empowerment. Organizations are becoming more culturally diverse, mainly because of their operations diversity. Empowerment may affect the performance of the employee. Current study aims to investigate the relationship of the conflicts and employee performance, mediating role of empowerment and moderating role of organization culture. A Random sample of 100 employees from Higher Education institutions was selected. Study used a likert scale questionnaire for the data collection. Result revealed that there is a negative relationship of the employee conflicts and employee performance and empowerment moderates the relationship while ...

Widespread attention is being paid to the alleged rise of narcissism in people in general and business leaders in particular. Surprisingly, hardly any studies have focused on the link between narcissism and entrepreneurship. Using self-reported data from 4798 respondents from three countries, we explore the associations between trait narcissism and six different entrepreneurial aspects that represent the entire entrepreneurial process. Overall, our findings suggest that a positive link exists between narcissism and entrepreneurship that is particularly salient in the early stage of the entrepreneurial process (e.g., entrepreneurial intention) and in the individual aspects of entrepreneurship (e.g., entrepreneurial orientation, well-being of the entrepreneur). Our additional analyses reveal that the adaptive aspect of narcissism (i.e., leadership/authority) is most consistently linked to entrepreneurship and that the links between narcissism and entrepreneurship are predominately linear. Finally, our findings are largely robust when different sets of controls are added.

Coaching for a Better Society Coaching is a well-known profession with many connotations. People coach for many reasons. Under the 'win at all cost' philosophy so prevalent today, sport "stifles moral reasoning and moral development" (Eitzen, 2009, p. 74). Many poor role models coach. Crone (1999) suggests that as winning in emphasized, coaches are more likely to cheat. Eitzen (2009) examples Coach Rush Propst of Hoover High School, Alabama, changing players' grades and a fifth grade Florida youth football coach giving his players placards stating that first place is all that mattered. Wells and Ruger (2011) reported the Sarasota Gators coaches, a youth football team comprised of 13 and 14 year olds, beat up a referee. Lumpkin (2011) cited Felipe Alomonte, a 12 year olds Little League baseball coach, falsified his 14 year old son's birth certificate so that he can play on his team and win. Eitzen (2009) noted that a Portland high school coach knowingly used 12 men on the field because it was so foggy referees would not notice. Eitzen (2009) gave a further example of high school gamesmanship by telling about a Kansas high school basketball coach who switched twins' jerseys so the better twin could continue in the game and not foul out.

The need to effectively manage IT resources such that they enhance the business value of firms makes IT governance (ITG) an important issue for both IS researchers and practitioners. The purpose of this paper is to build a conceptual framework for ITG in small and medium-sized enterprises (SMEs). We first analyze the main theories applied in ITG research, and confront them with the specificities of SMEs. We then highlight the limits of those theories in SMEs context and discuss adaptations needed or alternative theories in such context. The resulting framework is then applied to generate a set of six research propositions on ITG in SMEs.

This literature review offers a synthesis of the past and contemporary studies about conflict and types of conflict. Factors that influence the nature of such disagreements and transform them into dysfunctional or functional conflicts have been explored. A model has been developed based on the literature review identifying the key types and relationship between the factors that trigger, promote or diminish organizational conflict.

Over the last ten years organisational teams have become more distributed and complex. Despite the number of technologies available to assist teams and group-based work, it is still exceedingly difficult to manage teams. And contrary to popular belief the introduction of new real-time conferencing and collaboration technologies can actually make things worse. It may distract team members from their application focus and drive them into ongoing loops of technology experimentation. In these situations, the focus on the work mission is often lost in favour of mastering and attempting to extract ever increasing benefits from technology itself.

The role of leadership in organizations. Strategic change. Sustainability-oriented corporate governances. Sustainability in the board of directors. An effective leading model for business. Innovative ways of leading a company. Yje Italian landscape. Exemplary leadership models: Poste italiane.

Conventional solution to corporate collapses had tended to gravitate around reforms to corporate governance codes and laws. However, the problem seems to persist. This paper argues that whilst leadership is not a substitute for codes and laws, it should be treated as the ‘driver behind the wheels’ of accountability.

This chapter examines some current limitations of leadership theory which focuses on leadership in rather than of the organisation and which underplays the skills of leading across diverse and sometimes competing interests both inside and outside the organisation. We propose an alternative view of leadership which we call leading with political awareness but political astuteness, or political savvy are also expressions of this capability. The chapter is based on a large UK research project with middle and senior private, public and voluntary sector managers, which involved a literature review, focus groups with 41 managers; a survey of 1,475 managers and 12 interviews (details in Hartley et al., 2007). The chapter does not report on the empirical findings, but rather sets out some themes concerned with why leadership increasingly needs to take into account political awareness skills; the contexts where such skills are needed; how politics and therefore political awareness is conceptualised; and crucially, a framework of political skills. The chapter argues that political awareness skills raise new questions for leadership theory because the research takes into account the leadership of difference leadership outside as well as, inside the organisation, and the strategic context of leadership. Where is leadership happening? Organisational leadership theory and research has tended to focus on leadership in the organisation rather than leadership of the organisation (i.e. both inside and outside) and this is a limitation. Increasingly leadership activities and meaning-making take place not only inside the organisation but in the networks of stakeholders and other organisations that organisational leaders have to, or choose to, interact with.

Purpose: The purpose of the study is to examine the knowledge management practices of financial institutions in Uganda, in order to understand how these practices influence the high performance organisation factors and thereby the performance of the financial institutions. Design/methodology/approach: The study includes a review of the literature concerning dominant views on knowledge management and high performance organisations. Moreover, the characteristics of the financial industry are discussed. Then, twenty-three firms from the financial services industry in Uganda have been selected as the sample-base for an empirical test. Findings: Obviously, knowledge management is highly inter-connected to the high performance framework. In this paper, we investigate (1) three processes of KM (knowledge acquisition, knowledge dissemination, responsiveness to knowledge) and (2) how they relate to the high performance organisation framework. The three KM processes, when executed well, resul...

The "OLI paradigm" of Dunning (1977) claims that firm internationalization is addressed toward the exploitation of home-based specific advantages. However, evidence shows that SMEs are increasingly internationalizing their activities in order to enrich their resource pool. In this regard, a reinterpretation of the OLI paradigm came out with a new perspective suggesting that "foreign direct investment" (FDI) is increasingly oriented toward asset augmentation. Correspondingly, the purpose of this theoretical paper is to suggest a set of principles that could inform on how global small and medium-sized enterprises grow in the international marketplace when investing abroad.

Today, more and more project teams are formed to achieve organizational objectives as organizations generally recognized the importance and benefits of project teams. There is a compelling reason to study what are the team outcome factors that can predict project team effectiveness as it is unclear whether these team outcome factors can yield the same result in project setting whereby there is resource and time constraint compare to normal work teams which are ongoing and operational in nature. This study has developed a research model underpinned on Cohen and Bailey (1997) Team Effectiveness Framework to empirically analyze some team outcome factors in which result showed that team trust is directly predicting team cohesion, team satisfaction and project team effectiveness. However, team cohesion is not directly predicting project team effectiveness but it is directly predicting team satisfaction. In turn, team satisfaction is directly and positively predicting project team effectiveness. In other words, team cohesion indirectly predicting project team effectiveness via team satisfaction. Discussion, limitation and conclusion are also included in this article.

Today, more and more project teams are formed to achieve organizational objectives as organizations generally recognized the importance and benefits of project teams. There is a compelling reason to study what are the team outcome factors that can predict project team effectiveness as it is unclear whether these team outcome factors can yield the same result in project setting whereby there is resource and time constraint compare to normal work teams which are ongoing and operational in nature. This study has developed a research model underpinned on Cohen and Bailey (1997) Team Effectiveness Framework to empirically analyze some team outcome factors in which result showed that team trust is directly predicting team cohesion, team satisfaction and project team effectiveness. However, team cohesion is not directly predicting project team effectiveness but it is directly predicting team satisfaction. In turn, team satisfaction is directly and positively predicting project team effectiveness. In other words, team cohesion indirectly predicting project team effectiveness via team satisfaction. Discussion, limitation and conclusion are also included in this article.

Today, more and more project teams are formed to achieve organizational objectives as organizations generally recognized the importance and benefits of project teams. However, in order to ensure project teams perform effectively, project managers need to learn and exhibit some of the leadership roles proposed by Quinn (1988) as these roles can impact the project team effectiveness. The current study developed a research model underpinned on Cohen and Bailey (1997) team effectiveness framework, Quinn (1988) leadership roles and Hoevemeyer (1993) five criteria of project team effectiveness. Based on a sample of 201 project managers, an empirical study had confirmed that a project manager's leadership roles like mentor, facilitator, innovator and coordinator are important in influencing four out of five criteria of project team effectiveness which include team mission, goal achievement, empowerment, open and honest communication.

Over the last ten years organisational teams have become more distributed and complex. Despite the number of technologies available to assist teams and group-based work, it is still exceedingly difficult to manage teams. And contrary to popular belief the introduction of new real-time conferencing and collaboration technologies can actually make things worse. It may distract team members from their application focus and drive them into ongoing loops of technology experimentation. In these situations, the focus on the work mission is often lost in favour of mastering and attempting to extract ever increasing benefits from technology itself.

This study examined entrepreneurial competencies as a viable pathway for improving the innovative performance of SMEs in Nigeria's informal sector and the contingent roles of the business environment. A survey research design was used to gather data from 296 entrepreneurs who operate informal SMEs in Nigeria. Based on the findings from the SEM-PLS multivariate analysis, the study concluded that entrepreneurial competencies, especially organizing, conceptual, learning, strategic, opportunity, and risk-taking competencies, are essential for achieving higher innovation performance. The study also reveals that entrepreneurial competencies are useful toward mitigating environmental pressures resulting from operational turbulence and erratic policy changes, as the firm drives toward improving innovation outputs. As such, the entrepreneurship environment is becoming more endogenous as entrepreneurs, through their entrepreneurial competencies, have started to gain control over it. This study contributes to the entrepreneurship literature by highlighting the most essential competencies alongside the relevant contingencies. By doing that, this study offers a practical guide on priority competence area that entrepreneurship stakeholders, including entrepreneurs and policymakers, should consider for investment.