Izaias Martins Dr. Alex Rialp Author Supervisor Barcelona, December 2012 IV V Dedicated to my family VI VII TABLE OF CONTENTS TABLE OF CONTENTS VII LIST OF TABLES
In this group of supporters there are professors, fellow doctoral classmates, academic staff, friends, and, of course, my family.
Alex, thanks for accepting to lead this work when it was still only a project.
In addition, I would like to thank all administrative staff of the Universitat Autònoma de Barcelona, in particular the professionals of the Business Economics department.
According to Chow (2006), most often entrepreneurship is interpreted as business ownership or self employment, but that is not an accurate definition.
and employment. In this sense, many countries members and partners of the Organization for Economic Co-operation and Development-OECD have made entrepreneurial activities an explicit policy priority.
With regard to the use of SME samples, we decided to work with small and mediumsized companies,
in 2009 there were 3, 283,495 companies with between 0 and 249 employees. Over the decade (1999-2009
Companies which employ between 10 and 249 employees and whose annual turnover does exceed not €50 million or
or its employees but also to the organization's ability to exploit it. In summary, Zahra and George (2002) highlighted four distinct
Moreover, these companies play an important and irreplaceable role in the economy of a country by generating employment and contributing to the GDP.
has been compared with reference to the ROA and number of employees. The results revealed no significant differences between the two groups.
, p>.10) in 3 Iberian System Analysis of Balance (SABI) is an online database with detailed financial information about Spanish and Portuguese companies. 54 terms of age, number of employees,
To represent firm size, variables such as number of employees, total sales, and total assets have been introduced.
Then, the 59 variable which best fits the model was number of employees, used in logarithmic form (lnsize).
and Results According to the perception of the executives surveyed, companies were classified as entrepreneurial or conservative considering the magnitude of their entrepreneurial orientation.
and is expressed by the average number of employees in the period (2007-2009) in logarithmic form;
Madsen (2007) also concluded that the sustained and increased EO level was associated positively with high performance (employment growth
when examining the results for employment. In turn Elfring and Hulsink (2003), use a case study to examine 77 how specific entrepreneurial processes are influenced by an embedded network of strong ties,
but not for employment change. So in this scenario it is possible to observe that although the value of networks is an integral part of a firm's success,
managers, and employees is critical in building external relations (Lechner and Dowling, 2003. In this vein, the larger the organizational team, the more hours are likely to be spent contacting their networks or making new contacts (Kamm and Aldrich, 1991.
as well as employees'networks as a source of information for the firms. To sum up, the number of managers
or employees can influence the number of ties developed by firms and, in turn, be directly related to the degree of involvement in the use of networks and their effects on entrepreneurial behavior,
was compared with reference to the ROA and number of employees). The results revealed no significant difference between the two groups.
, p>.10) in terms of age, number of employees, or any of the research variables assessed in this study.
and the third and fourth items collect information about the use of networks to influence the environment and the use of employees'networks as an information source, respectively.
The second indicator has been measured by calculating the change of the number of employees (Capelleras and Greene, 2008;
we adapted the same formula used to calculate sales growth and employment growth (lna09 lna07)/ 3,
First, the sample was divided into two groups of firms based on their number of employees. This procedure gave one group of small firms (minimum 10 and maximum 49 employees) and another group of medium-sized firms (minimum 50 and maximum 249 employees.
The t-test confirmed the significant difference of network usage on EO development between small and medium-sized firms;
especially in the second period, many SMES have shown negative growth in terms of sales and number of employees,
the use of networks to influence the environment and employees'networks as an information source.
while at the same time generating more richness and employment. 93 CHAPTER V ESSAY THREE INNOVATIVENESS AND EXPORTS IN SMALL FIRMS:
The reporting companies had a mean of 5. 66 employees (2007) and 4. 72 employees (2008),
036 28.50 71.50 Firm-specific characteristics size 1-9 employees 10-49 employees 842 135 86.18 13.82 1,
) Size was measured by the natural log of the number of employees (Andersson et al. 2004; Cassiman and Golovko, 2011) reported in year of the GEM survey.
while at same time generating more wealth and employment. 126 Furthermore, our findings concerning the role of innovativeness in driving the small firms'internationalization through exports appear to be relevant from the public-policy perspective.
despite large investments made by governmental agencies in export promotions since the 1990s, the growth of productivity has been one of the lowest among the EU countries (Cassiman and Golovko, 2011).
Hence, public policies should be addressed also to facilitate/promotion innovativeness and raise performance. 127 Table 23.
thus generating wealth and employment; -encourages and helps SMES to become more competitive in the international marketplace;
and apply it to the promotion of innovation. Source: Self-elaborated 128 4. Limitations and Future Research Lines 4. 1. Essay One This essay advances our understanding of the complex EO-performance relationship,
Individual, organizational and environmental determinants of new firm employment growth: evidence from Latin america. International Entrepreneurship and Management Journal, 4, 79-99.
and labour intensity. The American Economic Review, 91,320-334. Dimitratos, P.,Lioukas, S. and Carter, S. 2004.
Likert 1-7 Use of employees'networks as an information source. Likert 1-7
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whereby a lot of work in data collection and editing is wasted or hidden behind a single number of dubious significance.
The whole Pedigree matrix is conditioned by the principle that statistical work is (unlike some traditional lab research) a highly articulated social activity.
and problems of which an expert with only a general training might miss. We would add that
Indicators could also be weighted based on experts'opinion, who know policy priorities and theoretical backgrounds, to reflect the multiplicity of stakeholders'viewpoints.
Numeral, Unit, Spread, Assessment, Pedigree) has been devised to characterise the quality of quantitative information based in large part on the experience of research work in the matured natural sciences (Funtowicz and Ravetz, 1990.
which in turns suggests recursive actions for the improvement of the process itself. 2 This chapter is based on text available on www. nusap. net 15 The whole pedigree matrix is conditioned by the principle that statistical work is articulated a highly social activity.
This decision can be based both on experts'opinion (e g. experts in the relevant field will tell which indicators better capture the sustainability or the quality of the education) and on the statistical structure of the dataset.
2003), an OECD report describing the construction of summary indicators from a large OECD database of economic and administrative product market regulations and employment protection legislation.
while the quantitative information (such as data on ownership shares or notice periods for individual dismissals) is subdivided into classes.
e N is the total number of experts surveyed. Method Equation 1. Ranking I Rank (xt) qc tqc=2. Standardization (or z-scores) t qc ct qc c tt qc qc
Indicators could also be weighted based on the opinion of experts, who know policy priorities and theoretical backgrounds,
when by apparent redundancy. For example, in the CI of e-business readiness the indicator I1 Percentage of firms using Internet
since experts are asked to assign weights (i e. priorities) to sub-indicators. Benefit of the doubt approach This methodology,
Endogenous weighting has the risk of substituting open experts'opinions with the analyst's manipulation of weights (through the constraints.
and Cherchye 2001) Unemployment (Storrie and Bjurek, 1999, and 2000) 6. 1. 3 Regression approach Linear regression models can tell us something about the'linkages'between a large number of indicators I1c,
which experts are given a budget of N points, to be distributed over a number of sub-indicators,
Selection of experts for the valuation; Allocation of budget to the sub-indicators; Calculation of the weights;
It is essential to bring together experts that have a wide spectrum of knowledge, experience and concerns,
A case study in which 400 German experts in 1991 were asked to allocate a budget to several environmental indicators related to an air pollution problem showed very consistent results,
in spite of the fact that the experts came from opposing social spheres like the industrial sector and the environmental sector (Jesinghaus in:
Special care should be given in the identification of the population of experts from which to draw a sample,
stratified or otherwise. 67 Budget allocation Advantages Disadvantages Weighting is based on experts'opinion and not on technical manipulations.
Experts'opinions are likely to increase the legitimacy of the composite and create a forum of discussion around
Allocating a certain budget over a too large number of indicators can give serious cognitive stress to the experts
if the expert feels that not enough has been made to abate them). Examples of use Employment Outlook (OECD, 1999) Composite Indicator on E-business Readiness (EC-JRC, 2004b.
National Health care System Performance (King's Fund. 2001) Eco-indicator 99 (Pré-Consultants NL, 2000)( weights based on survey from experts.
Overall Health System Attainment (WHO, 2000)( weights based on survey from experts) 6. 1. 6 Public opinion Instead of letting experts determine the weights of the indicators in an index,
one could ask the general public. Parker (1991, p. 95-98) argues that public opinion polls have been employed extensively for many years for many purposes,
The exercise was carried out at JRC interviewing experts in the field. 0. 085 0. 102 0. 072 0. 209 0. 045 0. 063 0. 178 0
AHP tolerates inconsistency through the amount of redundancy. For a matrix of size Q × Q only Q 1 comparisons are required to establish weights for Q indicators.
The actual number of comparisons performed in AHP is Q (Q 1)/ 2. This redundancy has two opposite consequences:
In addition, this redundancy allows for a measure of these judgment errors by providing a means of calculating an inconsistency ratio (Saaty, 1980;
it operates with people (experts, politicians, citizens) who are asked to choose which set of sub-indicators they prefer,
For example if a hypothetical composite were formed by inequality, environmental degradation, GDP per capita and unemployment, two countries, one with values 21,1, 1, 1;
Equal weighting works well if all dimensions (economic, social, environmental, etc. are represented in the composite with the same number of sub-indicators (as in the TAI example.
when high correlation of components indicators does not mean redundancy of information in the composite,
In other words there is confusion between correlation and redundancy: redundancy implies correlation but the reverse is not necessarily true.
Secondly, being based only on correlation, FA is a way to discipline homogeneity rather than to represent plurality.
f) Participatory methods constitute a way to involve experts, citizens or politicians in the issue.
g) Expert judgement is adopted when it is essential to bring together experts that have a wide spectrum of knowledge, experience and concerns,
so as to ensure that a proper weighting system is found for a given application. The budget allocation is optimal for a maximum number of 10-12 indicators.
this method can give serious cognitive stress to the experts who are asked to allocate the budget.
Furthermore, AHP tolerates inconsistency in the way people think through the amount of redundancy (more equations are available than the number of weights to be defined.
This redundancy is a useful feature as it is analogous to estimating a number by calculating the average of repeated observations.
and BAL are given by the experts, we sample the expert rather than the weight to preserve coherence among weights,
e g. to avoid generating combinations of weights that no expert would have advocated for. 87 F
. When using BOD, the exclusion of an indicator leads to a total rerun of the optimisation algorithm.
Imagine a very low weight is assigned by an expert to a sub-indicator q. Every time we select that expert in a run of the Monte carlo simulation,
5 X Scheme 1 BAL 2 AHP 3 BOD The last uncertain factor 6 X is used to select the expert.
In our experiment we had 20 expert, and once an expert is selected at runtime via the trigger 6 X,
the weights assigned by that expert (either for the BAL or AHP schemes) are assigned to the data.
Clearly the selection of the expert has no bearing when BOD is selected (3 5 X=).All the same this uncertain factor will be generated at each individual Monte carlo simulation.
This is because the row dimension of the Monte carlo sample (called constructive dimension) should be fixed in a Monte carlo experiment
It has been noted earlier in this work that composite indicators can be considered as models. When as in the present analysis-several layers of uncertainty are activated simultaneously,
and of the (lack of) consensus among experts on how TAI should be built, we would have to conclude that TAI is not a robust measure of country technology achievement. 0 5 10 15 20 25 Finland United states Sweden Japan Korea,
Rep. of Variance of country rank Non-additive Expert selection Weighting Scheme Aggregation System Exclusion/Inclusion Normalisation Figure 7. 2. Sensitivity analysis results
, Rep. of Total effect sensitivity index Expert Weighting Aggregation Exclusion/Inclusion Normalisation Figure 7. 3. Sensitivity analysis results based on the total effect indices.
0. 288 Expert selection 0. 068 0. 402 0. 334 Sum 0. 499 1. 597 0 200 400 600 800
. 410 Expert selection 0. 202 0. 592 0. 390 Sum 0. 550 1. 453 7. 3 Conclusions We now go back to our questions on the effect of uncertainties:(
and of the experts that together with indicator inclusion exclusion, dominates the uncertainty in the country ranks.
Assessment for indicator against objective Change since 1970 Change since 1990 Change since Strategy1 H1 Economic output H2 Investment H3 Employment All arisings
The british Office of National Statistics has produced indices of economic deprivation in six domains (income, employment, health deprivation and disability;
Employment domain Ascot Binfield 5. 20 5. 13 Rank Score Rank Score Rank Bullbrook 18.72 7, 991 7. 38 7
It is recommended also particularly to students, university lecturers, researchers and indicator experts. The Dashboard includes maps of all continents
. and Wells W.,(1993), Employment regulation and patterns of work in EC countries, OECD Economic Studies, n. 21 Winter, 7-58, Paris. 51.
Nicoletti G.,S. Scarpetta and O. Boylaud,(2000), Summary indicators of product market regulation with an extension to employment protection legislation, Economics department working papers NO. 226, ECO/WKP (99
OECD (1999) Employment Outlook, Paris. 105. OECD,(2003a), Quality Framework and Guidelines for OECD Statistical Activities, available on www. oecd. org/statistics. 106.
Pré Consultants (2000) The Eco-indicator 99. A damage oriented method for life cycle impact assessment. http://www. pre. nl/eco-indicator99/ei99-reports. htm 110.
Storrie D. and Bjurek H.,(1999), Benchmarking European labour market performance with efficiency frontier technique. Discussion Paper FS I 00-2011.134.
Report presented to the European commission, DG employment and social affairs. 135. Tarantola, S.,Jesinghaus, J. and Puolamaa, M. 2000) Global sensitivity analysis:
Measurement Standard B2c E-commerce Round tables Meetings in 8 European cities for e-commerce experts and invitees 2,,
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By means of figures that are based on the Global Online Measurement Standard for B2c E-commerce (GOMSEC), interviews with e-commerce experts and clear tables and infographics,
In addition, we are very grateful to the experts across the world who selflessly invested their time
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Unfortunately, it is not possible anymore to match one employee to one customer at a time. Therefore, you will have to find new ways to accomplish personalization in your customer service.
Companies as Amazon and Netflix are the living proof that personalization works. They have used this tool for many years and as a result,
What works for Germany does not necessarily have to work for China or Brazil, for instance.
These employees can then deal with customer requests or complaints in the required language and, equally important, in the right time zone.
and retail practically all his working life. From 1966 until 1979 he offered legal and economic advice as well as lobbying services.
Distribution of the number of employees in biotechnology firms in the Cambridge cluster...176 Figure 5-23:
Customers Suppliers Competitors Scientific journals Consultants Universities Public research institute manufacturing total R&d intensive industries Note:
In general, applying KETS will enable producers to using labour, capital, energy and other inputs more efficiently.
which can provide a source for additional income. More importantly, in a dynamic perspective these first mover advantages can translate into positive cumulative effects (see Porter, 1990.
Skills of employees and the ability to further develop these skills, are often a key resource in this respect.
and industrial R&d projects to cluster initiatives, public awareness measures, standardisation, promotion of venture capital supply,
Based on the literature and input from experts, each KET has been defined by a list of IPC codes
when inventors reside in another country than the country of the workplace. Industry Impacts and Market Potentials A key issue in evaluating the role of KETS for competitiveness is the link between KETS and industries.
and technology outlooks which have been produced by various industry analysts and consultants in recent years. The main purpose of this exercise is to determine how large market volumes in the medium term (e g. 2015/2020) for KETS
and specialist consultants. System characteristics have to be supportive, including the right infrastructure, well-trained staff,
a right mix of collaboration as well as competition to stimulate innovation. Market characteristics should be right to enable actors to reap the benefits of their investments
and of sufficient quality to make the system work. European Competitiveness in KETS ZEW and TNO EN 44error!
Because of the very nature of nanotechnology and its environmental, health and safety concerns, cluster network organisation have to establish a certain work ethic to address these issues.
and JSPS (Japan Society for the Promotion of Science), JST (Japan Science and Technology Agency), NIMS (National Institute for Materials Science), RIKEN (Institute of Physical and Chemical Research
There are divisions in place to support self-sustaining development of regional (cluster) economies (regional technology division, business environment promotion division),
and there are divisions to nurture technological development (research and development division, academia-industry cooperation promotion division). 31 On a local level, the Kyoto municipality is in charge of the cluster organisation
The need for complex human capital makes nanotechnology particularly vulnerable to shortages in labour markets for qualified personnel.
as are people who have the skills to form a productive team of experts from different backgrounds.
In a survey of industry executives KPMG predicts increasing sales of 6 to 10 percent over the next three years (KPMG, 2009.
so called semiconductor foundries, to make the products in locations with low labour costs, such as Asian countries (Mowery, et al,
For example the difference in business models focusing on continued miniaturisation versus a diversification of new functionalities makes a comparison along number of employees or levels of investment little meaningful.
while 1, 200 graduates leave higher education per year. In comparison, the closely related sector of IT and software employs 14,000 people with 2, 200 graduates annually (Innova, 2008.
Minatec campus staff (9) identifies new synergies, organises meetings for residents, develops communication tools, and promotes the campus
and high skill labour supply that innovative firms thrive on. CEA-LETI through its Minatec initiative takes a special role of a anchor organisation at the cluster that at other cluster a large MNE plays (e g.
While work in the past was focused on‘demand pull'activities such as improved mobile phone functionality, the decisions for these functions were external to the cluster.
EN not-for-profit national industry association that works to articulate a national strategy for the cluster.
and the Federal government to attract highly qualified experts, notably from the United kingdom. In the 1970s and 1980s a vibrant cluster emerged around the quickly developing market for telecommunications equipment driven by a number of spin-offs from large firms in the region.
1) the highly skilled labour pool and commercial talent, 2) a strong cluster policy supported by federal and regional funds,
High skilled labour pool and commercial talent Generally, Canada has skilled a highly workforce and several world leading microelectronics researchers have contributed to the success of the cluster's evolution (CMC, 2009).
However, some also point to problems in the high skilled labour supply in the late 1990s contributing to the problems the cluster has
However, they also provide stable employment for highly skilled people in the field that can take the risk to start own commercial ventures.
High quality labour supply, a commercial environment and a well functioning cluster are at least as important. Public procurement and lead markets No role of public procurement was identified.
and prestigious universities providing a strong high skill labour pool. Its key asset in this respect is the Minatec campus where public researchers
an entrepreneurial culture, a slightly skilled and stable labour pool, a local lead customer base with many corporate headquarters located in the province,
A critical scale of employment having positive effects for the local labour markets by attracting and retaining highly skilled labour;
Significant numbers of and spin-offs creating a dynamic business environment; International linkages and visibility strengthening the competitive position of the cluster globally
Capabilities Strong scientific basis Highly skilled labour force Strong focus on collaboration between topresearch and leading corporations Strong focus on design(>50 percent of output) Strong scientific basis Highly skilled labour force Generation of successful entrepreneurs is about to retire leaving a gap Market demand Research activities very
application oriented through central coordination of identification of market opportunities (Minalogic) Focus on semiconductor design activities,
that was established in northwestern Taiwan to create an environment conducive to high-tech research and development, production, work, life,
such as the Industrial Technology Research Institute (ITRI), National Tsing Hua University and National Chiao tung University providing ample human resources for the firms located in the park.
ITRI led Taiwan's developing IC industry, providing both technology and human resources. The top two IC foundries in the world, Taiwan Semiconductor Manufacturing Company and United Microelectronics Company, originated in ITRI.
policy should be concerned with both the promotion of high-end technology development as well as the required breadth.
A critical factor in the promotion of micro-and nanoelectronics is the highly cyclical nature of the industry.
Although the molecular process behind it was explained not until Pasteur's work in the 19th century.
All dedicated biotechnology companies have combined a number of employees of around 10,000: the whole biotechnology cluster, including universities and supporting activities,
Although there are larger biotechnology companies with more than 250 employees, most firms in the Cambridge cluster have approximately 11-20 employees (see Figure 5-22).
These SMES focus on R&d and license-out technology to larger players with manufacturing and marketing capabilities.
Furthermore, there are many companies with less than six employees, indicating the continuous development of start-ups within the cluster. 52 http://www. protoneurope. org/news/7th-annual-conference-2010-athens
Distribution of the number of employees in biotechnology firms in the Cambridge cluster 05 10 15 20 25 30 less than 6 6-10 11-20 21-50 51
the Babraham Bioincubator offered small laboratories and offices for flexible and temporary work, but it did provided not subsidised services.
but also by large established biotechnology organisations (number of employees higher than 250), which offer potential knowledge transfers
such as local venture capitalists and business angels, a range of supporting services with legal, patent, recruitment,
and property advisers, and regional biotechnology associations. Finally, they want to associate the new company with the image of Cambridge as a leading scientific centre. 55 Market demand Next to the relatively easy access to financial resources and markets in London,
a range of professional advisers and services (including biotechnology associations), a culture that respects risks,
Over the last 30 years, the biotechnology cluster has grown to 1. 400 life science firms with 90,000 employees
founded either by former employees of Genentech or by former university staff. There the anchor company took the dominant role
In a similar vein, the maturity and success of the cluster has attracted all sorts of professional services to the area (think of specialist lawyers, brokers, marketing experts,
collaboration PPP and VC Strong social networks of university graduates and ex-employees of large companies that start their own company Capabilities World leading scientists on biotechnology Very
In 2005 the industry sector employs 246 000 persons in Europe, not including employment with subcontractors (Photonics21, 2007b.
however, account for the largest proportion of turnover and employees. But important for cluster development, these large firms do not actively develop the cluster (Sydow et al.
These firms represent about a quarter of all photonics firms in Canada, one fifth of total employment and about 15 percent of total turnover (CPC, 2009.
Growth rates of 20 percent annually in output and 12 percent in employment could be observed in the last years with many new being founded.
Also the fact that competition in the sector is global provides incentive for local actors to work together (Northern lights
2010) Local economic development agency Pôle Québec Chaudière-Appalaches works closely with Montréal-based Investissement Québec as well as companies and institutions from the area to ensure the success of photonics-related
Growth rates of 20 percent annually in output and 12 percent in employment could be observed in the last years making it a success case.
loan guarantees and no-refundable contributions to stimulate innovation and employment Chapter 6 Photonics EN 231error!
This also results in a strong labour pool with highly qualified technical personnel available. A particular strength of the Optecbb cluster is its geographic concentration
or nr of firms'turn over (20 percent) and employees (12 percent) Very strong focus and concentration on niches Strong international orientation Strong funding structure for firms (tax incentives
As for industry-science links in general, important success factors include a long-term oriented co-operation with clear division of labour between the industrial and the public research part.
This traditional sector is the second largest industrial employer and an important driver of economic growth in the region (ECRN,
It is estimated that Plastiwin represents mainly SME's (as 80 percent of Walloon companies account for less than 50 workers), employs around 10,000 people (40 percent of employment of the Walloon chemical industry),
which can be translated into highly motivated managers and employees and successful mobility and training programmes.
and developing and improving access to vocational training. 86 As a result of the implementation of the new Walloon industrial policy, there is now a specific promotion of investment package for attracting new firms to the Plastiwin cluster.
a number of fiscal incentives (see next section), tax and social-security incentives (reduced social-security contributions, cash recruitment grants, training subsidies, etc.)
and promotion of renewable energy use and environment initiative. As noted above, the Wallonia government defined economic redevelopment areas (competitiveness hubs)
As a result of the implementation of the new Walloon industrial policy, there is now a specific promotion of investment package for attracting new firms to the Plastiwin cluster.
over 120 research institutions, 47 national and provincial key labs, 46 academies and 340,000 technological staff. 101 In terms of specialised equipment available to firms in the cluster
The region and the city have a sizeable workforce (around 190,000 people enter the regional job market every year)
and senior management often includes a senior manager known as‘Head of discipline'who represents the Communist party (Economist, 2010).
Interactions between well trained graduates, returning graduates (from abroad), academic entrepreneurs, firm employees, government representatives and strategic investors have become more effective throughout time.
establishment of cluster platform by group of firms Dates back to 1990 as machinery cluster Officially established as development/cluster region around 2000 Size 44 firms (70 percent SMES) 10,000 employees
€5. 6 billion annual sales 136 companies 340,000 technical staff Classification Emerging new cluster/revitalisation of old cluster Fast growing Infra-structure Strong
and labour costs in China Market structure 70 percent SME's Large firms are e g.
Adjusting and using AMT also requires in-house capabilities for dealing with new technologies (skills of workers, coordination among departments, integration of suppliers and customers.
In the industrial application, robots are expected to combat the expected shortage of 6 million skilled labourers by 2020.
Moreover, there is a pressing requirement for increasing productivity through robot usage as labour costs are
AMT may also incur manufacturing processes to become more user-friendly as they reduce the amount of hard labour that is needed in the manufacturing process and that is taken over for example by robots.
As a result, health of the employees can be expected to improve as work-related accidents go down.
Adjusting and using AMT also requires in-house capabilities for dealing with new technologies (skills of workers, coordination among departments, integration of suppliers and customers.
in-house capabilities for dealing with new technologies-skills of workers, coordination among departments, integration of suppliers and customers-may be missing
These models all seem to work, but we strongly believe they also do because they are suited to the countries they are designed for.
Labour markets An essential success factor for KETS is skilled a highly labour force and a thick labour market (Wolfe, 2008.
In all clusters that have been analysed, the quality of the labour force was emphasised as being crucial to success,
Next to that, KETS have developed strongly thanks to the spin-offs of large companies (ex researchers starting a patent based business, ex employees starting new (supplier) firms.
In-house capabilities for dealing with new technologies-skills of workers, coordination among departments, integration of suppliers and customersmay be missing
promotion of spin-offs, acknowledging the importance of technology transfer in evaluations and funding and offering linkage programmes such as researcher mobility programmes.
A likely shortage of skilled labour should be tackled through both education and immigration policies. -A vital venture capital market is important for commercialising research results in KETS through university spin-offs and other types of start-ups.
Arvanitis, S.,H. Hollenstein (1997), Evaluating the Promotion of Advanced Manufacturing Technologies (AMT) by The swiss Government Using Micro-Level Survey Data:
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Summary of legislation in relation to health, safety and environment aspects of nanomaterials, regulatory research needs and related measures, Commission Staff Working Document, accompanying document to the Communication
EC (2009b), Current situation of key enabling technologies in Europe, Commission Staff Working Document accompanying the Communication from the Commission, COM (2009) 1257, Brussels:
Second Implementation Report 2007-2009, Commission Staff Working Document, accompanying document to the Communication from the Commission to the Council, the European parliament and the European Economic and Social Committee, COM
Harrison, R.,J. Jaumandreu, J. Mairesse, B. Peters (2008), Does Innovation Stimulate Employment? A Firm-Level Analysis Using Comparable Micro-Data from Four European countries, NBER Working Paper No. 14216.
KPMG (2009), The Road to Recovery in the Global Semiconductor Industry A Survey of Industry Executives Fourth Quarter 2009.
The Promotion of Nanotechnology R&d, Case study under the Project Monitoring and analysis of policies and public financing instruments conducive to higher levels of R&d investments-The‘Policy Mix'Project, Brussels. Shapira
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