ENTREPRENEURSHIP IN THE FUNCTION OF THE EFFECTIVENESS AND STRATEGIC CHANGE OF THE CONTEMPORARY ORGANIZATION
ENTREPRENEURSHIP IN THE FUNCTION OF THE EFFECTIVENESS AND STRATEGIC CHANGE OF THE CONTEMPORARY ORGANIZATION

Summary/Abstract: Entrepreneurship along with leadership can be understood as the process of influencing others in order to achieve organizational goals. Leadership is not only the aim of modern organizations, but it is also the means by which they achieve greater productivity and efficiency.There is a close mutual relationship between entrepreneurship and leadership because leadership appears as an essential component of entrepreneurship. Entrepreneurs must be able to set organizational goals, lead and motivate their employees, inspire them to perform tasks effectively and make difficult decisions, all of which logically require the possession of leadership epithets. One explanation for why employees accept the influence of a leader is that he/her possesses power. In addition to power, leadership encompasses a range of other instruments related to exerting influence such as motivation, communication, and ability to work in a team, maintaining interpersonal relationships, corporate culture, knowledge generation, emotional intelligence, conflict management etc. Many organizations have found that if they can best ensure that employees as individuals are productive, they must pay attention to the way of managing work groups and teams. Entrepreneurship is also associated with superior company performance. Entrepreneurs are first of all responsible for setting organizational goals, but also for creating psychological and cultural conditions for improvement of collective learning and the shaping of contextual factors (strategy, culture and structure) on a way that enables the dissemination of knowledge among employees and its transfer from the individual learning level to the group and organizational level. In addition to the entrepreneur and leader, the employees make the basic building block component of every organization and therefore play a significant role in terms of successful application of the learning organization concept in its everyday business operations. It is well known that only affectively committed employees are intrinsically motivated to learn and share knowledge. Still, until today, this affective commitment was not emphasized much as a precursor to the formation of a learning organization, nor was it tested as a mediator in the relationship among entrepreneurship, leadership and learning organizations.

• Details
• Contents