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All entrepreneurs face challenges during their venture start-up process, but immigrant entrepreneurs face additional and distinctive challenges due to their contextual newness. This paper focuses on understanding the intertwined journeys of nascent entrepreneurship and cross-cultural adaptation of immigrants in a small Western European country where immigrant entrepreneurship is still a relatively new phenomenon.

The induction-driven, 18-month longitudinal empirical inquiry focused on six early-stage nascent entrepreneurs. Qualitative methods included participant observation during an enterprise program, qualitative interviews and ongoing informal communication.

The data uncovered the interplay between the nascent immigrant entrepreneurship and cross-cultural adaptation. This led to the development of a novel conceptual framework which highlights how the cross-cultural adaptation domain links with the process of recognition, evaluation and exploitation of entrepreneurial opportunities by immigrant entrepreneurs. While varying temporarily and contextually, cross-cultural adaptation was found to create both enabling and constraining tensions within the nascent entrepreneurial experiences of immigrants.

It is recognized that undertaking just six cases may present a significant limitation of the research, but a close examination of even one individual's lived experience can yield valuable insights. It is hoped that future work will test the highlighted research propositions and other findings in different empirical contexts, and so add to the emerging conceptual framework on nascent immigrant entrepreneurship within the context of cross-cultural adaptation.

No previous qualitative studies have been undertaken seeking to understand how cross-cultural adaptation interacts with the early stages of nascent immigrant entrepreneurial activity. By integrating new venture creation and cross-cultural adaptation theories, this research contributes to the conceptualisation of early stages of nascent entrepreneurial activities of immigrants in a new host environment. The implications of the research are also relevant to enterprise support bodies, policymakers and practitioners who support immigrant entrepreneurship.

Shareholders, investors and potential employees, all attach special importance to understanding a company through its annual report, the status of which has evolved over the years: from providing information for the adepts of competitive intelligence, it now provides information available to all stakeholders in the company. But one aspect has not changed: the keynote message of the president that prefaces the annual report. The present article indicates current practice in the matter in the case of 28 leading French companies.

We have made these companies the subject of a systematic and detailed computer‐assisted analysis.

Among the main conclusions to be noted are: a varied range of rhetorical cosmetics by way of embellishment, and attitudes either of prudence or optimism on the part of company heads; a type of discourse open to several levels of interpretation: from a literal level to a level allowing the reader to interpret the wider spirit and intention of the document.

In view of the time devoted to the preparation and fine‐tuning of a presidential letter, we feel justified in writing a modest letter of recommendations for the attention of the president at the end of this contribution.

The purpose of this paper is to question the profiles of female directors on top French company boards. It explores the legitimacy attributes of current female directors to identify the profiles sought recently, as firms approach the need to make many new appointments to fulfill gender quotas for supervisory boards, given that the proportion of women on a corporate board must reach 40 percent by 2017, with an intermediate level of 20 percent by 2014.

The authors gathered numerical and qualitative biographical data on all SBF 120 (French stock exchange index) firms’ female directors from annual reports and web sites over seven years (from 2003 to 2009). The authors constructed an SPSS database to categorize the individuals into various orders of legitimacy.

Drawing on director bio-data, the authors extend previous work on four legitimacy assets (family ownership; academic excellence; strong ties to the State; and top career), by adding a fifth asset (representative director), and contribute a gender dimension to the literature on personal legitimacy. Owning-family ties and academic excellence are still particularly salient in explaining legitimacy of women directors. A new source of female directors since 2005 is the pool of foreign women, outside the elite Grandes Ecoles system.

The authors had data for directors of 115 companies out of the SBF 120 firms. The authors also lacked data for seven women out of 144 appointed during the period, despite efforts to track down data from public sources.

These legitimacy profiles present different challenges for management development as those responsible for appointing several women to their boards in a short space of time will find out.

The authors highlight that with the diminishing role of family members on large corporate boards, more women directors need to be found, developed and mentored. If this approach is followed, new female directors with solid achievements can be appointed, without having their legitimacy as directors challenged by resistant males. Women will thus be able to take their legitimate place in French boardrooms and contribute their diverse experiences and knowledge.

This paper questions the legitimacy assets of female directors, which can be clustered into three groups: combined elite education and top corporate career; owning-family membership; and representative directors. These legitimacy profiles present different challenges for management development as those responsible for appointing several women to their boards in a short space of time will find out.

The purpose of this paper is to explore how an environmental threat (possible quotas for female supervisory directors) might change supervisory board gender composition in SBF120 French company boards between 2008 and 2010.

From a census of supervisory board membership of SBF120 companies in France in January 2008 and December 2010, data were obtained to test hypotheses relating to changes in gender composition of boards and demographic differences between new and earlier director appointees. The authors drew on institutional theory to inform the discussion of this paper’s findings.

The authors reveal significant increases over 2008-2010 in SBF120 board female representation and significant cohort differences between recent and earlier appointees. Newer female appointees differed from male peers and from earlier appointed females and males, bringing youth and international experience. New females were more likely to gain CAC40 seats than their male peers. There was an increase in boards with multiple female directors.

Actual motivations for increase in female appointments are unknown, but institutional theory provides possible explanations, as suggestion of coercive forces loomed. Chairmen of larger firms may have made strategic choices to attract younger and English-speaking foreign women, before the rush. Limitations include the descriptive nature of the paper, but it sets a benchmark for later studies to monitor progress in depth.

The talent pool for female directors has widened to include foreign English-speaking women, bringing a range of new insights and experience of international governance practice to traditional French boardrooms. However, this could be seen as further discriminatory practice that requires female appointees to bring more human and social capital than that required of their male peers.

This is the first paper charting the changes in supervisory board composition during the three-year period of environmental unrest as quotas were proposed and legislated in France and comparing new and existing cohort French director demographics.

This paper aims to propose a novel methodology for classifying the gestures using support vector machine (SVM) classification method. Initially, the Red Green Blue color hand gesture image is converted into YC_bC_r image in preprocessing stage and then palm with finger region is segmented by threshold process. Then, distance transformation method is applied on the palm with finger segmented image. Further, the center point (centroid) of palm region is detected and the fingertips are detected using SVM classification algorithm based on the detected centroids of the detected palm region.

Gesture is a physical indication of the body to convey information. Though any bodily movement can be considered a gesture, generally it originates from the movement of hand or face or combination of both. Combined gestures are quiet complex and difficult for a machine to classify. This paper proposes a novel methodology for classifying the gestures using SVM classification method. Initially, the color hand gesture image is converted into YC_bC_r image in preprocessing stage and then palm with finger region is segmented by threshold process. Then, distance transformation method is applied on the palm with finger segmented image. Further, the center point of the palm region is detected and the fingertips are detected using SVM classification algorithm. The proposed hand gesture image classification system is applied and tested on “Jochen Triesch,” “Sebastien Marcel” and “11Khands” data set hand gesture images to evaluate the efficiency of the proposed system. The performance of the proposed system is analyzed with respect to sensitivity, specificity, accuracy and recognition rate. The simulation results of the proposed method on these different data sets are compared with the conventional methods.

This paper proposes a novel methodology for classifying the gestures using SVM classification method. Distance transform method is used to detect the center point of the segmented palm region. The proposed hand gesture detection methodology achieves 96.5% of sensitivity, 97.1% of specificity, 96.9% of accuracy and 99.3% of recognition rate on “Jochen Triesch” data set. The proposed hand gesture detection methodology achieves 94.6% of sensitivity, 95.4% of specificity, 95.3% of accuracy and 97.8% of recognition rate on “Sebastien Marcel” data set. The proposed hand gesture detection methodology achieves 97% of sensitivity, 98% of specificity, 98.1% of accuracy and 98.8% of recognition rate on “11Khands” data set. The proposed hand gesture detection methodology consumes 0.52 s as recognition time on “Jochen Triesch” data set images, 0.71 s as recognition time on “Sebastien Marcel” data set images and 0.22 s as recognition time on “11Khands” data set images. It is very clear that the proposed hand gesture detection methodology consumes less recognition rate on “11Khands” data set when compared with other data set images. Hence, this data set is very suitable for real-time hand gesture applications with multi background environments.

The modern world requires more numbers of automated systems for improving our daily routine activities in an efficient manner. This present day technology emerges touch screen methodology for operating or functioning many devices or machines with or without wire connections. This also makes impact on automated vehicles where the vehicles can be operated without any interfacing with the driver. This is possible through hand gesture recognition system. This hand gesture recognition system captures the real-time hand gestures, a physical movement of human hand, as a digital image and recognizes them with the pre stored set of hand gestures.

Many firms engage in co-opetitive projects during which they have simultaneously competitive and collaborative relationships with many rivals in a complex network. A co-opetitive network offers them access to a large volume of resources and knowledge, for example, to support new markets and/or territories. So, does the network grow with the scope of the co-opetition project? The paper aims to discuss this issue.

An empirical study of 106 French boating intermediate-sized enterprises (ETIs) and small and medium enterprises provides a descriptive and explanatory analysis of co-opetitive networks.

The results support this definition of a complex co-opetitive network only when the objectives of a firm are part of the geographical expansion of its activities. In contrast, these relations remain simple (dyadic) when a firm favours a strategy of diversifying its activities while maintaining its unique local geographical market.

First, the work is based on a quantitative methodology, so is static. It would be interesting to analyze the process of the building of co-opetitive relationships and opportunism between rival firms, for example, through a qualitative study. Second, this work focusses on boating companies in France. It may be appropriate to consider the sanctions placed on the opportunism of foreign firms in co-opetition. Third, future work could increase understanding, not only of the nature of reprisals inflicted on individualistic co-opetitors, but also on the structure, objectives and results of these reprisals.

The study deepens our knowledge of the definition, composition and determinants of co-opetitive networks.

The paper deals with research activities to develop optimization workflows implying computational fluid dynamics (CFD) modelling. The purpose of this paper is to present an industrial and fully-automated optimal design tool, able to handle objectives, constraints, multi-parameters and multi-points optimization on a given CATIA CAD. The work is realized on Rapid And CostEffective Rotorcraft compound rotorcraft in the framework of the Fast RotorCraft Innovative Aircraft Demonstrator Platform (IADP) within the Clean Sky 2 programme.

The proposed solution relies on an automated CAD-CFD workflow called through the optimization process based on surrogate-based optimization (SBO) techniques. The SBO workflow has been specifically developed.

The methodology is validated on a simple configuration (bended pipe with two parameters). Then, the process is applied on a full compound rotorcraft to minimize the flow distortion at the engine entry. The design of the experiment and the optimization loop act on seven design parameters of the air inlet and for each individual the evaluation is performed on two operation points, namely, cruise flight and hover case. Finally, the best design is analyzed and aerodynamic performances are compared with the initial design.

The adding value of the developed process is to deal with geometric integration conflicts addressed through a specific CAD module and the implementation of a penalty function method to manage the unsuccessful evaluation of any individual.

In today’s complex society, there is an increasing demand to include a wider set of skills in engineering curricula, especially skills related to policy, society and sustainable development. Role-playing and gaming are active learning tools, which are useful for learning relationships between technology and society, problem solving in complex situations and communication. However, use of these learning methods in higher education, and in engineering particularly, is limited. The purpose of this study was to test the effectiveness of a role-playing game for learning about complexities related to sustainable water and sanitation management within a civil engineering curriculum.

The game has been used during three consecutive years in a Masters’ level course. Surveys and course evaluations were used to evaluate the effectiveness of this method from both teacher and student perspectives.

The results show that students gained knowledge on complex subjects, and both teachers and students had positive experiences. Better integration of the game within the rest of the course could strengthen its effectiveness.

The experiences gained from this study should assist others in the development and use of such active learning techniques in higher education.

Using the substitute for leadership framework, the purpose of this paper is to verify whether employees’ perceived value congruence with their organization can act as a moderator of the relationship between transformational leadership and empowered behaviors. A triple moderation hypothesis, wherein value congruence could both enhance or substitute leadership practices depending on employee tenure, is tested.

Self-reported data were collected from 1,934 employees of a large public organization.

Hierarchical regressions show that value congruence enhances transformational leadership’s effectiveness in new employees, but plays either a substitute role or no role at all in more tenured employees.

Findings suggest that the substitutes for leadership framework are useful in understanding both the enhancing and substitute role of value congruence with regards to transformational leadership. This study also underlines this framework’s complexity and the need for additional research that goes beyond bivariate models to further our understanding of transformational leadership moderators.

The knowledge of when leadership practices are enhanced or substituted could help leaders focus their efforts to maximize empowered behaviors.

This study verifies the theorized moderating role of value congruence in transformational leadership, which has been largely ignored in research. Additionally this study shows that this role can fluctuate according to tenure.