Fundamentals of Entrepreneurship. The work is to be 7 pages with three to five sources, with in-text citations and a reference page.

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I will pay for the following article Fundamentals of Entrepreneurship. The work is to be 7 pages with three to five sources, with in-text citations and a reference page. The important elements of Timmons’s model are technical expertise and experience required to cash on the identified opportunity. The finance and other resources are placed at the last of this model of the entrepreneurial process. (Lebherz, 2010, p.16-20) Specific questions were articulated to gain Mr. Hudson reaction on each element of the Timmons’s model. Clutching an opportunity requires a vigilant eye on current issues and openings. First three questions are focused to gain some knowledge of innovative thoughts that help Mr. Hudson to conceive the idea of the Edge Technologies. Because Mr. Hudson is not descendant of an entrepreneur family, the enterprise realization is a display of his leadership and managerial qualities. The second question is targeted to gain his input on early strategic planning he did to minimize risks and enhance the chances of his success being an entrepreneur. Early shocks of business are a sheer test of entrepreneur courage and character. The third question is aimed at learning about the things that went wrong and posed a challenge to the existence and continuation of corporate operations. This might be very helpful in the assessment of an entrepreneurial character and can provide important insights into the strength of strategic plans laid down in early phases of enterprise establishment. The next section of the interview is aimed at understanding some personal attributes and characteristics of Mr. Hudson personality. This includes his concept of a successful entrepreneur and personal independence, which serves as a lighthouse to guide the rest of the entrepreneurial activities and forms the basis of other principles. Bygrave & Andrew (2010, p. 52) observes, “It does appear that entrepreneurs have a higher internal locus of control than non-entrepreneurs, which means that they have a stronger desire to be in control of their own fate.” The success of an entrepreneur is characterized by his attitude, ambition, confidence, knowledge, skills, and experience. A variable mix of these personal attributes defines the future direction of the business and decides the way corporate objectives are pursued. Among all the attribute of an entrepreneur that contributes towards success, the most significant is the knowledge of personal strengths and weaknesses. It is important for an entrepreneur to know exactly what shortcomings he needs to avoid and where he can zoom into his strengths. Some of the questions were designed to gain professional and technical insight into the business. Despite the overwhelming influence of the entrepreneur on the enterprise, an efficient team is required to materialize and achieve corporate goals. This team marks the difference between how risks and financial challenges to the enterprise are interpreted and responded. Moreover, Mr. Hudson’s response to policymaking in the enterprise was sought to catch on his corporate philosophy and decision-making process. The concern of an entrepreneur for his society in this age is considered very important towards the fulfillment of corporate responsibility. Towards the end of Mr. Hudson interview, a question was targeted to get his input on social awareness. The last question was designed to capture the futuristic approach of Mr. Hudson being an entrepreneur and to find a link between his success philosophy and social responsiveness.

creating a thesis and an outline on Online Rating of Professors. Prepare this assignment according to the guidelines found in the APA Style Guide.

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I need help creating a thesis and an outline on Online Rating of Professors. Prepare this assignment according to the guidelines found in the APA Style Guide. An abstract is required. Online rating of professors has grown popularity with the site RateMyProfessor.com. In the website, students are able to rate their professors in terms of the overall quality by which they are able to deliver their lessons, from the categories easiness, helpfulness, clarity, and prior interest in the subject. Professors are also given a chili-pepper icon when the reviewer thinks that the professor is “hot” in terms of physical looks. Some controversy has risen from the website as students and even professors devour the results as if it were an official ranking method. Some students even go to the extent of basing the schools and classes that they will take on the reviews made at the website.

To make the ranking process “fair” to the professors, these members of the academe are allowed to respond to the feedbacks given to them through the “Professors Strike Back” portion of the website. Understandably, heated exchanges can occur as both students and professors defend themselves and their views. Some professors tend to be sensitive about the issues hurled against them while others choose to dismiss the ranking site entirely.

All these aside, this paper wants to investigate if there are underlying factors affecting the overall quality rating of professors at Rate My Professor.

prepare and submit a paper on the importance of identity in nowadays. According to Kirpal (2011), the company and occupational categories are the sources of work-related identity formation processes.

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Your assignment is to prepare and submit a paper on the importance of identity in nowadays. According to Kirpal (2011), the company and occupational categories are the sources of work-related identity formation processes. Employees form identities as they engage in their job and as they interact with their colleagues and customers giving them a source of commitment, motivation and effective job performance (217). People are also judged according to the work they do rather than who they are and a result people are in continuous search for the right job which brings meaning into their lives. This depends on what individuals view as meaningful work to them and the community as a whole. The question that begs an answer then is what constitutes meaningful work? Klein (2008) observes that content and meaning of work for individuals evolves as technological and economic circumstances change thus making it difficult to find meaning in work and form identities. This paper will explore how paid employment affects identity-based on the contextual nature of identity. Identity is defined by Goffman (1959) as impression management where we monitor all aspects of the behaviour of people we encounter. Identity is therefore like a theatrical performance where actors try to convince the audience that their actions are real when in reality they are not authentic. Actors thus identify the things to be taken into account, act on the basis of these identifications and attempt to fit their actions with others in the situation (Burke, 2006). Just like in performances, the actors in society have roles to play and they attach meanings which are derived from culture or from own understanding to themselves while performing the roles. However, the individuals must negotiate meanings derived from own understanding with others who have different views such that self meanings correspond to role behaviour. For example, in a work setting if the role of the worker means service to others, then the worker’s actions or behaviour should match the meaning by attending to customers needs promptly. Jensen (2011 p. 163), defines identity as “a process of recognizing and being recognized by those who count.” The nature of identity, in this case, is relational as individuals try to distinguish themselves from others. For example, in a work situation an individual tries to identify himself by distinguishing himself from a non-work situation, therefore, an individual constitutes his context of development. Jensen also acknowledges that individuals have various identity options which vary across cultural contexts but the individual has to explore the most convenient identity from the available options and make a decision to adopt the chosen identity. According to Goffman (1959), choosing the right option requires negotiation with the other pathways available. For example, people can negotiate on the requirements to fill a certain position or occupation hence set a criterion for identifying with that option. In traditional societies, options were limited as children followed the path of their parents through apprenticeship hence identified with parent’s occupation. For example, a child from a poor background or uneducated parents was also not educated hence ended in the same occupation as parents. However, Rehn (2009) acknowledges that children learn differently from adults and should not be ignored as they also form a&nbsp.work-identity through popular culture.

Write a 8 pages paper on comparison of the key management and leadership aspects of organisations in the private sector, public sector and not for profit.

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Write a 8 pages paper on comparison of the key management and leadership aspects of organisations in the private sector, public sector and not for profit. Several experiments on ways to improve performances of organizations in terms of synchronization and productivity were conducted, and consequently paved the way for several approaches to management. The behavioral approach to management is a turning point to organizational relations. Modifications in the way managers deal with subordinates are given emphasis. As proposed by Maxwell, successful business is not all about efficient management of resources or development of work skills in response to the growing demands of the industry. Its core foundation is good relationship and thus cultivated by trust and respect from people – customers, employees, and partners, among others (2004). Growth will be next to impossible if concentration is entirely drawn to the inanimate factors. In his work “Top Performance”, Zig Ziglar points out that “you won’t be an effective leader or manager unless you gain the willing cooperation of others. Cooperation is not getting others to do what you want, but getting others to want to do what you want. The aforementioned principle, however, may not apply to all forms of organizations. Although it proves beneficial that the personal needs of the members are given due consideration, there are instances in which it will do more harm than good. Military organizations, as we all know, implement procedures that are significantly distinct from those privately established. They strictly follow a hierarchy of command, and respect to authority is of utmost weight—a culture that has prevailed over the centuries. Men in the military receive the same standard privileges as other employees do—wages, leaves, medical coverage, etc. Their function, nevertheless, is not called a profession but accountability. For this reason, the proposal to incorporate behavioral approach to military organizations may not be feasible. 2.0 Behavioral Approach “The behavioral approach to management has 2 branches: the human relations approach and the behavioral science approach” (Bromiley 2005). In the first approach, managers understand the underlying reasons behind the behavior of their subordinates along with the “psychological and social factors that influence them” (Bromiley 2005). Advocates of this approach attempt to demonstrate how the process and functions of management are affected by differences in individual behavior and the impact of groups in the work environment. The second approach to management use motivation, leadership, communication, group dynamics, and participative management to achieve organizational goals (Clark 2009). This approach helps secure better employee performance and the willing pursuit of organizational goals. The human relations approach to management was introduced in the 1930s in response to the mechanistic view of organizations and the pessimistic position of human nature suggested by the classical approach (Cooke n.d.). The classical approach meant that people were perceived as machines and efficiency was the sole criteria for success (Walker 2002). On the contrary, human relations approach suggests that people are emotional rather than economic rational beings. that, organizations are cooperative social systems, and are composed of informal structures, rules, and norms as wells as formal practices and procedures (Cooke n.d.