Mann der Tat, Enterprise Culture und Ethno-preneurs: Eine Diskussion kritischer, affirmativer und pragmatischer Entrepreneurship- Ansätze am Beispiel Spaniens

This contribution suggests a classification of different anthropological contributions to entrepreneurship research. Critical approaches to entrepreneurship focus on the ideological bias of the term. As the work of Mary Douglas, they critique the methodological individualism and the utilitarian self-concept underlying the entrepreneur. Affirmative approaches, in the tradition of Joseph Schumpeter or Frederik Barth, are concerned with the definition, understanding and transformative outcomes of entrepreneurship. Pragmatic approaches use tactically the social eminence of the term by expanding it to a wide range of apparently distant topics, such as the ‘ethno-preneur’ coined by John and Jean Comaroff. To illustrate the analytical scope of each of these approaches, I discuss some of my empirical material from Spain, such as the discourse on entrepreneurship in the 2015 parliamentary elections, the case of a media entrepreneur in rural Andalusia and the politics of heritage entrepreneurship and the Mediterranean diet in Catalonia

Groups, social influences and inequality : a memberships theory perspective on poverty traps

poverty;education;inequality

Are Affirmative Action Hires Less Qualified? Evidence from Employer-Employee Data on New Hires

In this paper we use micro-level data on employers and employees to investigate whether Affirmative Action procedures lead firms to hire minority or female employees who are less qualified than workers who might otherwise be hired. Our measures of qualifications include the educational attainment of the workers hired (both absolutely and relative to job requirements), skill requirements of the job into which they are hired, and a variety of outcome measures that are presumably related to worker performance on the job. The analysis is based on a representative sample of over 3,200 employers in four major metropolitan areas in the U.S. Our results show some evidence of lower educational qualifications among blacks and Hispanics hired under Affirmative Action, but not among white women. Further, our results show little evidence of substantially weaker job performance among most groups of minority and female Affirmative Action hires.

Use of Enforcement Techniques in Eliminating Glass Ceiling Barriers

Glass Ceiling ReportGlassCeilingBackground9UseofEnforcement.pdf: 3253 downloads, before Oct. 1, 2020

Economic Openness, Disciplined Government and Ethnic Peace

Many studies have examined the determinants of ethnic conflicts in multi-ethnic developing countries and report a myriad of contributory factors. It is natural to observe many correlates because ethnic wars tend to gain their own momentum and proceed for variety of reasons that are not directly related to the initial causes. Some intervention is necessary to end an ethnic war. The objective of this exercise is to draw attention to conditions necessary to sustain ethnic peace. Good governance and high and shared growth often top the list of conditions necessary to achieve ethnic peace. How to get good governance to developing countries is the key question of interest. To long for an enlightened leader to emerge and set every thing right is utopian. In this exercise we argue that openness to foreign trade and investment is a more assured condition to achieve good governance and high growth. Openness acts as a disciplining force on governments regardless of whether they are democratic or authoritarian. A theoretical framework and empirical evidence are presented to support the hypothesis.Openness, disciplined government, quality of governance, growth, ethnic conflict, feedback loop

Disability Employment Policies and Practices in U.S. Federal Government Agencies

A survey of U.S. Federal agencies was initiated by the Presidential Task Force on Employment of Adults with Disabilities, and 403 representatives of U.S. Federal agencies were surveyed to determine their response to the employment nondiscrimination, affirmative action, and accommodation requirements of the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973, as amended