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This case can be used in the core course on entrepreneurship for Bachelor of Business Administration (BBA) and Master of Business Administration/Post Graduate Diploma in Management (MBA/PGDM) students. It will help them to understand the motivations and challenges of women entrepreneurs, strategies to manage challenges, interactive style of leadership and their contribution to the economic growth of the country.

Entrepreneurship.

Roopa Rani, co-founded a digital design company, DesignTheme Innoventics (DTI), with her husband Yoganand, in November 2007, on the first floor of their residence. Yoganand’s creativity and Roopa’s determination made them bootstrap, scale slow and steady. As a novice to the industry, the initial days posed many challenges. Roopa hired artists to be appointed as designers, which gave them a unique selling preposition. They progressed slowly from a team of 2 to 20, with a revenue of INR 0.3M per annum to INR 12M per annum. As the company grew, Roopa wanted Yoganand’s support in handling the responsibilities, and hence, converted DTI into a limited liability partnership in 2013 and the couple were directors. As the client base improved, the need for shifting to a bigger space became more evident. A calculative risk-taker, Roopa, was forced to move DTI to a bigger office space end 2017, with a rent of INR60,000 per month. Meanwhile, they became a team of 20, with revenue of INR12m. The shift from no rent to a rented space made DTI slip to break-even. However, after two years, they moved into a smaller space and it coincided with the COVID-19 outbreak. Although the backlog orders were processed during the first quarter of 2020–2021, the business for the next quarter was affected. Social distancing norms created a shift in the way of doing business, which was a boon for a designing company like DTI. Now, the task before this self-made woman entrepreneur was to formulate strategies to scale up the business.

After analysing the case, the students will be able to: i. Value the contribution of women entrepreneurs towards the economy. ii. Examine the motivational factors and challenges of women entrepreneurs. iii. Understand the importance of networking. iv. Appraise the socio-cultural factors in a patriarchal society and their impact on the work-life balance of a woman entrepreneur. v. Appreciate the interactive leadership style of women entrepreneurs. vi. Formulate strategies to scale up the business.

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CSS 3: Entrepreneurship.

This article aims to examine the history, mechanisms, interconnectedness and effectiveness of the jasmine-growing enterprise in coastal Karnataka. This article investigates the formation and ongoing successful operation of a community enterprise that is locally originated and administered. The case of the jasmine flower growers in coastal Karnataka is a case of small-scale growers who for 75 years have operated a long-standing local community-based enterprise. Using trust, repeated interactions and efficient mechanisms of pricing and distribution, this enterprise has prevented poverty among its participants for three generations.

This article provides a descriptive analysis of the enterprise as well as results from an empirical study of 700 growers. The article used cluster analysis of local villages to represent the 7,000 participating households.

Studying local growers who are the producers of the flowers and who are living off of it, this article found a high level of satisfaction and trust towards those running the enterprise. For many people in the region, this ongoing enterprise is the difference between poverty and hunger and living well.

The article is based on one local community that is lucky to have a desired resource (one type of jasmine flower) coveted by many users.

Combined, this article provides an account of a unique and successful sustainable enterprise, initiated and run at the grassroots level, which serves as a model for future economic development. In addition, it lists the features that are most relevant for the ongoing success of the enterprise and suggests how a new social and economic development project can learn from this enterprise.

This is an amazing enterprise that was not studied before and can be a role model for many adaptations.

This study aims to analyze how the presence of women is seen in family small and medium-sized enterprises’ (SMEs) succession process from the successors' perspective.

To do so, the multiple case study method (qualitative approach) was used: five Brazilian SMEs and three Portuguese SMEs, and the data-collecting techniques were the online interview and documentary analysis. Data analysis was through content analysis using NVivo software.

The empirical evidence obtained led to the conclusion that the natural succession process is predominant in the family SMEs studied here. Although succession planning is present in some firms, these plans are informal and not rigid as regards deadlines. Nor do they present stages and tasks that could be considered as a planned succession.

The study shows that successors do not see gender as a relevant criterion for the choice of successor. It is concluded that women's participation in family SME succession, even to a lesser extent, is still marked by gender inequality. So, this study provides directions to policymakers and researchers to focus on developmental programmes for the presence of women in family SMEs' succession process.

Although some successors consider that these firms' performance may be different due to gender characteristics, others emphasize that management is the same. Therefore, this study provides the futuristic direction to policymakers, researchers and educators for focusing on the enhancement of women entrepreneurs which plays a crucial role in the family SMEs' succession process. Therefore, a conceptual framework is proposed that explains the articulation of different categories to understand the gender perspective in family firms' succession.

The present research focuses on improving the awareness related to soft total quality management (TQM) practices by looking from the viewpoint of strategic human resources (HR). In addition, it is intended to reflect on the resulting soft TQM-HR outcomes and determine the mediating effect between soft TQM-HR strategies and organizational effectiveness (OE).

An exploratory research methodology with an online survey technique was adopted for the study. Three hundred and three managerial-level personnel from nine large Indian manufacturing organizations participated in the research. A theoretical model is projected and verified using correlation and mediation analysis.

The results show that commitment, reduced turnover intentions and satisfaction levels of employees mediate the relationship between resources, development and retention strategies and OE. However, the retention strategy has the strongest association with the OE of the three strategies. Also, of the three HR outcomes, satisfaction was strongly associated with OE. The analysis proved that the proposed model is an acceptable fit.

Implementing HR-related TQM strategies will likely impact OE since it elicits positive HR outcomes such as commitment, reduced turnover intention and satisfaction. Recognizing human resources as a unique strategic asset will help HR managers devise adequate resourcing, development and retention strategies instrumental in executing TQM.

The present micro study is unique in scrutinizing the influence of soft TQM-HR practices on organizational effectiveness by analysing the mediating effects of commitment, reduced turnover intention and satisfaction in Indian large-scale manufacturing organizations. The study is unique since no literature deciphers the linkages between HR strategies and organizational effectiveness in the Indian manufacturing sector.

This study aims to provide a framework aligning corporate social responsibility (CSR) initiatives with sustainable development goals (SDGs) 2030, applying the triple bottom line (TBL) approach. The research examines and evaluates the reach of Maharatna Central Public Sector Enterprises’ (CPSE) CSR spending towards sustainability and maps them with SDGs focusing on economic, social and environmental aspects. In addition, state-wise spending for CSR of all eligible Indian companies has been discussed.

The study used secondary data related to CSR spending and disclosure from the annual reports and sustainability reports accessible on the official websites of CPSE, Global Reporting Initiative standards, CSR Guidelines of Department of Public Enterprises and Securities Exchange Board of India, Government of India’s National Guidelines on Responsible Business Conduct (NGRBC) (2018) research papers, financial dailies and websites. The study includes the CPSEs awarded with the status of Maharatna companies under the Guidelines of Maharatna Scheme for CPSEs.

The top CSR initiatives focused on by Maharatna companies were related to poverty, hunger, sanitation and well-being, promotion of education and contribution to the Prime Minister’s National Relief Fund. These initiatives aligned with the top SDGs related to life on land, education and health care, which proved responsible business leadership (RBL) through TBL. The alignment indicates that India is moving towards sustainable development achievements systematically.

The practical consequences can be understood through the CSR spending of Maharatna Public Sector Undertakings towards economic, social and environmental aspects. The spending demonstrates their commitment, which other public and private sector organizations can adopt.

The Government of India’s NGRBC’s guidelines towards inclusive growth and equitable development, addressing environmental concerns, and being responsive to all its stakeholders is a thorough indication of driving the business towards being more responsible. This research has developed a framework aligning CSR and SDG through the TBL approach, which other developing countries can adopt as a model.

There is dearth of research among public sector company’s contribution towards attaining SDGs and demonstrating RBL. This research fulfils this gap. Mapping CSR activities to SDG’s also has not been clearly carried out in previous research, which is a contribution of this study.

This study aims to investigate and analyze the impact of soft total quality management (TQM) practices on employees’ organizational commitment in Sudanese governmental petroleum organizations and to propose targeted strategies on how to enrich the soft TQM practices.

The study used questionnaires to gather data from employees at Sudanese governmental petroleum organizations that adopt quality programs. A stratified random sampling procedure was followed and generated a sample size of 253. Data were analyzed via regression.

The study examined the relationship between employee’s organizational commitment and five soft TQM practices, namely training and education, top management commitment, employee empowerment, involvement and teamwork. These practices collectively explain most of the variance in the employees’ organizational commitment in Sudanese governmental petroleum organizations with R² = 75%. All independent variables are positively and statistically significant at a 5% significance level. Training/education was inferred as the most influencing factor, and teamwork was the least important among the five practices.

The positive relationship between soft TQM practices and organizational commitment suggests several actionable strategies for organizations. By fostering a culture that emphasizes continuous learning, empowerment and involvement, organizations can improve not only the quality of their products and services but also overall productivity. High levels of organizational commitment reduce turnover rates, which in turn lowers recruitment and training costs associated with replacing employees. Encouraging teamwork and employee involvement fosters a collaborative environment where innovation can thrive. Finally, policymakers could use these findings to advocate for the adoption of TQM practices in public sector organizations.

The findings from this study underscore the importance of soft TQM practices – specifically training and education, top management commitment, employee empowerment, involvement and teamwork – in enhancing employees’ organizational commitment. This focus on human-centric practices provides an important contribution to existing literature, particularly in contexts that are underrepresented in TQM research, such as developing countries and governmental organizations. It demonstrates how abstract TQM principles translate into practical outcomes like increased employee commitment, which is a crucial factor for organizational success.

The purpose of this paper is to conduct an empirical study derived from the previous literature from the perspective of benefits, tools and techniques, continuous improvement (CI) and quality improvement (QI) methodologies and critical failure factors (CFFs) of Lean and Six Sigma (SS) in the national health service (NHS).

A literature review was carried out to identify previous findings, empirical data and critical variables concerning Lean and SS in healthcare for over ten years. Second, primary research in quantitative surveys and qualitative interviews was carried out with 110 participants who have experience using Lean and SS in the NHS.

Lean and SS have evolved into common practices within the NHS and now have an established list of tools and techniques frequently employed by staff. Lean and SS are considered robust CI methodologies capable of effectively delivering extensive benefits across many different categories. The NHS must overcome a sizable amount of highly important CFFs and divided organizational culture.

This paper has developed the most extensive empirical study ever produced on Lean and SS in the NHS and has expanded on previous works to create new and updated research. The findings produced in this paper will assist NHS medical directors and practitioners in obtaining up-to-date insight into Lean and SS status in the NHS. The paper will also guide the NHS to critically evaluate their current CI strategy to ensure long-term sustainability and deliver improved levels of service to patients.

The success rate of Lean Six Sigma (LSS) in the service industries is dismally poor, and most organisations discontinue LSS initiatives prematurely. This paper aims to identify the LSS barriers (LSSBs) and analyse their interaction via a hierarchical model developed by using interpretive structural modelling (ISM) and Fuzzy Matriced Impacts Croise’s Multiplication Appliqué à un Classement (MICMAC). These allow the LSS execution and implementation to be much more effective and avoid the high cost of implementation.

A structural review of the literature and interviews with experts and professionals from the service industries in the UAE supplied data wherewith to identify LSSBs. Sixteen LSSBs were determined and analysed using ISM and the MICMAC approach to discover the strong drivers and highly dependent barriers. The Fuzzy set was included in the MICMAC analysis to obtain a more precise output and create an effective hierarchical model of the barriers.

The research findings suggest that the top barriers to LSS implementation in service industries are lack of top management commitment, lack of customer focus, resistance to change management and lack of alignment between the LSS and organisational strategy. A deeper analysis using the Fuzzy-MICMAC approach categorises these barriers on the basis of their driving power and dependency.

The relationships between paired LSSBs were obtained through an experts’ interpretations of limited numbers in one country. Conducting a large-scale survey with a more comprehensive demographic or deep focus in one service industry might deepen our understanding of the interactions of LSSBs and models.

The developed ISM that model suggests that the dependencies and relationships among the barriers must be accurately determined so as to remove the collaborative effect of barriers on the implementation process is at the earliest opportunity. This would improve service companies’ competitive advantage and profitability, drive out waste and reduce the cost associated with poor quality. Similarly, academicians may advocate ways in various issues can contribute to improve LSSBs for amended LSS implementation now that business services are booming in the fourth industrial revolution.

The structural model was developed holistically on the basis of the inputs from practitioners and academicians to ensure its practical validity. Though the model has theoretical foundations, its practical applicability is a key factor in its development, so this approach was helpful for practitioner wanted to focus on removing the key dominant barriers and be able to deploy LSS concepts smoothly in service industries. The results support the proposition that top management is a crucial factor for LSS project implementation, whatever the complexity of the research methodology and the nature of the service industries.

The aim of this paper is to examine the influence of corporate image on shaping the image of its country of origin (hereafter country image).

The authors develop a conceptual framework and a series of propositions, grounded on previous studies on country of origin (COO), image transfer, corporate and place branding.

The framework proposes that the influence of corporate image on country image can be moderated by four individual (country familiarity, corporate familiarity, brand image fit and corporate brand category‐country brand image fit) and two corporate level variables (international visibility and market visibility).

A series of propositions is offered that aims to stimulate empirical research in this topical subject.

Despite increasing acknowledgement of the influence that the image of corporations may exert on the image of their COO, this relationship has been under‐researched. This paper draws insights from theoretical and empirical studies to shed some light on this area. A framework is presented which transcends previous corporate image formation models by looking at the other way of the relationship between corporate image and country image.

While Six Sigma (SS) has been deployed effectively in Indian manufacturing and service sectors as a process improvement methodology, the implementation of Design for Six Sigma (DFSS) for robust product and service development has not shown noticeable results. Therefore, this article aims to determine the critical failure factors (CFFs) of DFSS in the Indian context.

The paper presents the results of a pilot survey on the CFFs of DFSS in Indian companies. The survey participants were specialists in DFSS who have been involved in DFSS projects in their past and present companies. Moreover, the pilot study participants were DFSS Champions, Master Black Belts, Black Belts and Green Belts from the manufacturing and service sectors.

Company-wide applications of DFSS are very limited in India. Most of the DFSS project failures are reported in the Analyse phase of the project. The results indicated that all 18 CFFs used in the survey have a significant impact on project failures. Also, it was determined that all CFFs are positively correlated with each other. Further, a strong correlation was observed between the voice of the customer (VOC) and project selection and prioritisation. In addition, effective training showed a strong correlation with the right selection of tools.

The pilot survey was based on a limited sample size. Moreover, the study is confined to only the Indian context and data were collected through the authors' networks. However, respondents were proficient, certified and involved in DFSS project deployment in the manufacturing and service sectors. Therefore, the study's findings are useful and meaningful to draw robust inferences.

To the best of the authors' knowledge, this is the first empirical study conducted in the Indian context to identify the reasons for DFSS project failures. The study's findings can aid academicians and practitioners in comprehending and critically examining the CFFs of DFSS before executing a project. Moreover, the research outcome motivates policymakers to create an ecosystem to effectively adopt DFSS for start-ups and micro, small and medium enterprises (MSME) to ensure a circular economy and support the “Atmanirbhar Bharat” initiative.