Virtues in Entrepreneurship

PublikationBok
Deirdre McCloskey, Dygder, Företagandets villkor, Företagsetik, Karl Wennberg, Mikolaj Norek, Nils Karlson, Rasmus Nykvist, Virtues in Entrepreneurship

Sammanfattning

Boken Virtues in Entrepreneurship handlar om företagsetik som långsiktigt leder till växande företag och mänsklig blomstring, och även skapar respekt för företagares samhällsinsats.
I tio empiriska och teoretiska bidrag analyseras vad som utmärker ekonomiskt beslutsfattande i framgångsrika företag. Vad krävs i form av arbetsinsats, omdöme, risktagande, uthållighet, samarbetsförmåga och andra färdigheter för att långsiktigt lyckas som entreprenör?

Denna dygdetik betonar vikten av inlärda karaktärsdrag som mod, uthållighet, rättvisa, driftighet och förmågan att fatta väl avvägda beslut, liksom strävan att åstadkomma gott. Det är en etik som inte är externt påbjuden, som de idag dominerande CSR- och intressentmodellerna, utan utgår från företagandets egna processer och utvecklingsbehov.

Entreprenörskapets företagsetik sätter fokus på den enskilda företagarens eget handlande när de driver och utvecklar sina företag i syfte att skapa vinst och tillväxt. Entreprenörsdygder av detta slag kan ses som centrala kompetenser i dagens samhälle, vilket har stora konsekvenser för bland annat synen på vinstdrivande verksamheter, respekten för företagares samhällsinsats, utbildningen av företagsledare samt relationen mellan stat och marknad.

Karlson, N., Wennberg, K. & Norek, M. (2015). Virtues in Entrepreneurship. Stockholm: Ratio.

Introduction by Deirdre McCloskey, Distinguished Professor of Economics, History, English, and Communication at the University of Illinois at Chicago.


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Entrepreneurship research overlooks the dynamics of changing diversity in founding teams. Our simulations calibrated from existing studies suggest that founding teams that change diversity exhibit greater discounted performance for their ventures due to being less diverse and thus their ventures surviving longer, compared to teams that maintain their diversity. Moreover, discounted performance is higher for teams changing diversity due to other teams’ performance than due to their own poor performance. Simulating without membership changes the interdependence between team diversity, venture performance, and team disruption, we find that while team diversity is overall performance-enhancing, this association differs across contexts and its impact varies as ventures mature. Founding team diversity should thus be seen as a continuum where moderate diversity can best serve teams in turbulent environments.

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We simulated the behavior of founding teams over time to show that compared to teams that do not change their diversity, those who do experience greater discounted performance for their business ventures. This improvement stems from the increased longevity, and thus greater accumulated performance, for teams that switch since they are more rather than less homogeneous. Our investigation also indicates that ventures led by teams that change diversity because they aspire to outperform other teams, tend to exhibit greater discounted performance than those that change diversity to outperform themselves. When we investigate the interconnectedness of teams’ diversity, ventures’ performance, and disruption, albeit without allowing for any changes in team diversity, we find that while diversity usually helps, teams moderately diversified tend to perform best in turbulent times.

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