and as a short paper within the work of the High-level Expert Group on The Future of Community Research Policy (Luc Soete, coordinator)( 2009).
2003) and Timmer and van Ark (2005) found that the US lead in labour productivity is explained almost fully by two causes, both related to ICT:
Vertical conglomerates in countries with rigid labour markets tend to keep obsolete technologies alive for longer periods.
and the production of graduates who sought employment elsewhere, universities served as sites for the dissemination and diffusion of innovation throughout the industry.
to meet a requirement for calculating firing tables for the US ARMY. After this development, in 1945 the great mathematician John Von neumann described the abstract structure of a modern computing machine,
asked that members of the staff sign a release form that would prevent them from receiving patent royalties on their inventions.
IBM hired Von neumann as a consultant in January 1952 and started a collaboration with his organization, the Institute for Advanced Study at Princeton (Pugh, 1995.
1996) and PROLOG was born in 1972 after the work of several French researchers mostly based at the University of Marseille (Colmerauer and Roussel, 1996).
on the basis of the work he did for his Phd at Cambridge university (UK)( Stroustrup, 1996).
Indeed, the origins of the computer technology are to be found in 20th century European science, particularly in the work of two intellectual giants:
14,000 employees in France, ten factories, and a global turnover of 201 million French francs, which had multiplied by 10 over the past 10 years.
Here the construction of computers started with the pioneering work of Konrad Zuse well before WWII.
the Plankalkül of Zuse in 1945, the work of Rutishauer and Bohm in Zurich in 1951,
and the work of Semelson and Bauer in Munich in the 1950s (Bauer, 2002). Semelson studied the structure of programming languages
Jointly, they developed fundamental works on compilers (Books LLC, 2010b. Indeed, Zuse's work is considered by historians of computing technology to be the earliest pioneering work in the modern era.
In his reconstructions of major early computing events Williams places European pioneers such as Zuse, Turing at NPL, Williams and Kilburn at Manchester and Wilkes at Cambridge alongside Von neumann, Eckert and Mauchly, the Moore
the Internet works today because of abstractions that were products of the human imagination. Computer scientists imagined‘packets'of information flowing through pipes,
In computer science, this complementarity comes from the constitutive interplay between theoretical work and pragmatic goals (Bonaccorsi, 2010.
Building up an attractive scientific environment requires obsessive attention to quality criteria in recruitment and promotion of academic staff,
Competition for scarce academic staff of top quality may be considered a layered game: only highly ranked institutions can compete for very top people,
Promotion within the same organization is considered not a career move, even if there is geographical mobility. Geographical mobility at the same level of career (a rare event) is considered not a career move either.
the academic system might obtain many results by postponing the promotions in the career. Second
Indeed, for some people promotion to a higher level may occur within a year of the initial promotion!
Taking into account different employment positions, they changed 5. 32 times. It was not possible to normalize these data by age
or seniority, given several missing items of data. A crude approximation is offered in Table 9,
suggesting that on average they may change country for each 30 years of age and each 15 years of professional seniority.
Age 173 30 86 56.97 11.585 Number of different countries 786 1 6 1. 35 0. 686 Number of different employment positions after Phd
0. 017 Number of different country mobility steps per year of seniority 604 0. 02 2. 00 0. 078 0. 111 European competitiveness:
This will require dedicated efforts to build up globally competitive Phd programs, more transparent and competitive recruitment procedures for researchers, larger mobility of researchers.
labour market regulation is called into play, as flexible labour markets in the USA facilitate the redeployment of the workforce and then the adoption of innovation much more than in Europe.
We suggest a complementary interpretation, but one which reverses the causal path. It is because the service sector in the USA started to experiment with IT very early
because IT immediately deployed large gains in the efficiency of operations that a steady increase in productivity was made compatible with acceptable work conditions in an advanced society, without strong political opposition to liberal reforms.
while the latter may be obtained by increasing the working hours or the physical effort of workers and/or by lowering real wages.
that US companies in the IT industry started to work with large service firms as potential customers as early as the 1960s.
then the policy implication would be somewhat less simplistic than just placing more flexibility in the labour market.
pioneering work in software during the 50s in Central europe. In History of Computing: Software Issues, U Hashagen, R Keil-Slawik and A l Norberg (eds..
and Territorial Development Concept. 1. Improving the competitiveness and global performance of the business sector 2. Promoting employment through economic development, employment, education and social inclusion policies,
and private funding for growth and job creation and will reduce regional disparities in Hungary. Investments will focus on enhancing innovation activity
development and innovation system, including through matching the labour market demand through high quality higher education supply, cooperation with the business sector and increased private investment.
Investing in human capital and helping people enter the labour market will be a top priority in Hungary with a focus on issues highlighted in the country specific recommendations.
A strong emphasis is placed on combating youth unemployment. The funds will finance initiatives to improve the quality of education
and training systems in view of ensuring a better match with labour market demand. Vocational education and early childhood care and education also constitute important areas for investment.
Cohesion Fund) including €49. 8 million for the Youth employment Initiative and €361. 8 million for territorial cooperation.
The promotion of social inclusion, poverty reduction and economic development in rural areas planned under TO8 (employment)
Human resources Development OP) 2 national OPS co-financed by ERDF and CF (Integrated Transport OP, Environment and Energy efficiency OP);
631 099 276 0 2 700 708 949 0 0 3 331 808 225 (8) promoting sustainable and quality employment and supporting labour mobility;
and vocational training for skills and lifelong learning; 418 200 606 1 246 399 567 0 54 949 286 0 1 719 549 459 (11) enhancing institutional capacity of public
Allocation to programmes Operational programme ESI Fund Allocation (EUR) Human resources Development OP ERDF, ESF 2 612 789 000 Economic Development and Innovation
Institute of technology, thomas. cooney@dit. ie Follow this and additional works at: http://arrow. dit. ie/buschmarart Part of themarketing Commons This Article is brought to you for free
arrow. admin@dit. ie. This work is licensed under a Creative Commons Attribution-Noncommercial-Share Alike 3. 0 License Recommended Citation Cooney, T. 1996) Perceived barriers
Acknowledgements We would like to thank the experts who reviewed the exposé and interim draft of this Policy Brief:
3 Executive Summary...4 1 Setting the scene: study background and objectives...8 2 Research concept...
growing enterprises as they are seen as a key driver of economic growth and employment. Europe has performed relatively badly in generating high-growth innovative companies that quickly become global leaders.
Key definitions The OECD defines high-growth enterprises as firms with average annualised growth in employees or in turnover greater than 20%a year, over a three-year period,
and with ten or more employees at the beginning of the observation period. Gazelles are born newly high-growth enterprises not older than five years.
In recent years, research has substantiated widely the importance of high-growth new companies for job creation. The number and share of high-growth enterprises is small,
One group of experts argues that governments should do both, while others favour a policy focused on the most promising SMES.
In Israel, the main relevant body is the Office of the Chief Scientist in the Ministry of Industry, Trade and Labour (OSC.
Since there is empirical evidence for the importance of high-growth SMES for employment creation, it appears to be worthwhile to support high growth of enterprises in order to leverage the positive impact of these enterprises.
for example, be related to investment regulation, start-up regulation, market entry barriers, labour law, bankruptcy law, taxation, and also to SME policies rewarding staying small.
employment and social wellbeing. There is also an increased interest of policy makers in fostering innovation, and it is assumed often that high growth of companies is based on innovation.
Is it more efficient (in terms of economic growth and job creation) to support all SMES"a little bit, "or to concentrate efforts on those with the highest growth potential?(
An annual performance scoreboard of the EU is to include an item 3. 1. 3 High-growth enterprises (with more than 10 employees) as%of all enterprises,
as measured by employment (or by turnover), are enterprises with average annualised growth in employees (or in turnover) greater than 20%a year, over a three-year period,
and with ten or more employees at the beginning of the observation period. 4 A size threshold of ten employees is suggested to avoid the growth of micro enterprises distorting the picture.
Excluded from this definition are companies that were born three years ago or less which are nevertheless relevant here
but nevertheless have more than 250 employees. Animal metaphors have some popularity in literature about high-growth enterprises there is also the notion of gorillas for companies that grow quickly from small start-ups to large international players in high-technology markets. 7 In fact the notion of large
since the definition of gazelles includes for example new companies that grow from ten to 18 employees within three years reaching a size that does still not make much difference from a regional or national economy point of view.
defined as companies with less than 250 employees. Nota bene, the obvious consequence of high growth of SMES is that they soon turn into large companies.
or a new organisational method in business practices, workplace organisation or external relations. 11 The minimum requirement for an innovation is that it must be new
) INNO-Grips case studies and case briefs Interviews with individual experts Expert survey Secondary data analysis OECD
Three expert interviews were conducted for this Policy Brief: One with OECD economist Jonathan Potter, one with US venture capital and innovation policy advisor Burton Lee,
and questions to non-growing companies about the reasons for not growing (see Annex 2). Guidance by an advisory board Two experts were charged with guiding the research for this Policy Brief,
These experts had agreed to review drafts of this policy brief and contributed to the workshop where the results were discussed.
including issues such as taxation, bankruptcy regulation, rewards for innovative employees, possible income limits, and regulations of sideline income (including equity shares in new companies) of entrepreneurial researchers.
including issues such as recognition for entrepreneurs and innovators, social acceptance of entrepreneurial failure, recognition of innovative and entrepreneurial activities of employees in large companies,
) Market rules Standards Framework conditions Infrastructure Facilities for transport, communication, energy/water Institutions for security, health education, legal system (e g. employment and bankruptcy law) Economic stability Right
what is not so clear is what combination of conditions works best and, indeed, what types of entrepreneurs
Share of high-growth enterprises (employment definition) in%of enterprises with ten or more employees 0123456789 10 Manufacturing*(2006) Services**(2006)* Mining and quarrying;
***Employer enterprises with fewer than 250 employees. Source: OECD (2009), p. 29. The picture is similar for gazelles.
It found that 12%of the companies had grown by over 20%on average per year in the previous three years, in terms of full-time employment or full-time equivalents.
market shares or employment of established enterprises. Second, when there are strong first mover advantages for market entrants,
A comprehensive study by the World Economic Forum provides important insights about growth determinants and strategies of young companies, based on 70 executive cases from 22 different countries and surveys
many experts took a similar view, highlighting that Europe is largely lacking such opportunity-looking entrepreneurial spirit.
As regards impeding market regulation, highly regulated labour markets may be an important barrier for companies to grow. 33 As innovation policy advisor Burton Lee states:
you need to hire staff quickly -and you need to be able to dismiss them again if necessary.
It is so costly to dismiss employees in Europe that entrepreneurs and company managers are extremely cautious about hiring. 34 However,
Sweden and Norway with traditionally highly regulate labour markets, while Austria, a country with a fairly loose labour market regulation, has only an average share of highgrowth companies (see section 3. 2 above).
Since the European culture is said to favour security, the risk of failure may be an important impediment to start
See also Minniti (2008), p. 787, suggesting that in developed countries labour market reforms may be particularly conducive to support the growth of high-performance ventures. 34 Quotation from INNO-Grips Newsletter October 2010
In fact, the largest share of answers of yes for company start-up is an attractive professional option was found in The netherlands (86%).37 High-growth enterprises are very important for employment creation...
The importance of high-growth new companies for job creation has in recent years been substantiated widely by economic research.
The study found that the top 1%of all companies ranked by the level of revenue (job creation contributes 44%(40%)of total sector revenue (job creation. 39 It is
These 691 companies made up 4. 9%of new companies with more than 10 employees in 2006.
and Henrekson/Johansson (2008) with an overview of studies for different countries. 39 WEF (2011), p. 7. 40 See Finnish Ministry of Employment (2011), p. 6. Policies
For example, the top 5%of companies measured by employment growth created two-thirds of new jobs in any given year.
Acs and Mueller found that only start-ups with greater than twenty employees have persistent employment effects over time
employment creation in several countries. 43 Other studies include Storey (1994) with results for the United kingdom (4%of new start-up survivors in the UK were responsible for 50%of jobs created by all new
but reduce the related economic and social cost Links to other policy domains Industrial policy, social policy, labour policy Industrial policy, innovation policy, labour policy Source:
innovative SMES in Europe and beyond 4. 1. 1 European policies for high-growth innovative SMES Eurostars The European commission considers the promotion of SMES as very important.
The Group of Independent Experts concluded that Eurostars should not only be sustained but preferably its budget should be increased in the future.
and industry experts as well as support to find the necessary resources, above all funding and employees. Key elements of support include four workshops:
Each time the Accelerace team, made up of twelve employees, selects 10-15 companies to be supported.
says Accelerace senior management consultant Rebecca Scheel the applying companies need to be at the right development stage
the Accelerace team provides a short-list of candidate firms that have been vetted by at least two business consultants.
The investment committee is made up of several investors, industry experts as well as Symbion's CEO. The initial pitch to enter the programme resembles a typical investor pitch,
while the final pitch includes validated information for customers and industry experts, an actionable operational plan,
It also tracks baseline data for its performance, such as employees, revenue growth and number of customers.
The most prominent may be the VIGO programme which was introduced in 2009 by the Ministry of Employment
carefully selected independent companies run by internationally proven entrepreneurs and executives.(.The Accelerators are not consultants--they are co-entrepreneurs who invest in the companies they work with to guarantee common goals
and passionate development effort. 72 The Accelerators and other programme participants use their networks to funding sources,
connecting 37 national and international financiers with 25 Finnish growth companies. 75 At the beginning of 2008 the innovation department of the Ministry of Employment and the Economy established a division for growth ventures.
The approaches for fostering high-growth SMES identified in the course of research for this Policy Brief focus on measures facilitating access to finance, foreign markets and human resources.
Access to finance and foreign markets will be discussed more detailed below in sections 4. 2. 2 and 4. 2. 3. Examples of policies for easing access to human resources include the following:
The SPRING programme of the government of Singapore offers several human resources related measures: a Business Advisors Programme to attach experienced professionals as business advisors for potential high-growth SMES;
the Executive Training Programme to link talented undergraduates from Singapore universities with growth-oriented SMES;
hiring employees and financing abroad as well as to cooperation in R&d, production and innovation activities with international partners.
turnover and employment growth at the firm level. 120 The authors suggest that policies supporting innovation
Further related findings In a study for the European commission's Sectoral E-business Watch in 2009,42 experts responded to a survey which,
The sectoral focus is a facilitator as it drives to the involvement of stakeholders and experts with sectoral background and reputation.
Is it more efficient (in terms of economic growth and job creation) to support all SMES"a little bit, "or to concentrate efforts on those with the highest growth potential?
or failure. 144 The experts consulted for this Policy Brief took different views. At the workshop related to this Policy Brief, Luc Hendrickx, Director for Enterprise Policy and External Relations at the European Association of Craft, Small and Medium-Sized Enterprises (UEAPME), suggested
or the employment level of a country grows if such policies are applied. This means that if the government spends no funds at all on one type of policy,
shifting SME policies towards competitiveness and growth In Korea the SME sector, accounting for 99%of enterprises and 88%of employees, is considered as ensuring sustainable growth for the future.
SMBA applies more than 100 SME promotion measures. Recently there have been noticeable changes in Korean SME policies.
Furthermore, a new category of mid-sized enterprises with 300 to 1, 000 employees is to be introduced for policy purposes.
SMES account for 99%of all enterprises and 88%of all employers. The traditional Korean policy perception of SMES is that they are need weak
is an enterprise with less than 300 employees and with sales less than 8 billion won (approximately 6. 6 million US dollar).
Whereas the government supports SMES with up to 300 employees with numerous measures, enterprises with more than 300 employees are regarded as large firms under strict government regulation
and cannot receive any support. As a result, many enterprises do not grow. Although the weakness concept is still dominant,
In addition, SMBA had a SME promotion fund of 4. 3 trillion won (3. 6 billion USD),
and to increase employment, the government recently introduced several new programmes and activities: the venture businessmen's special lecture programmes on entrepreneurship at universities;
improved support to spin-offs by executives and employees of large enterprises; enabling start-ups at home and expanding the infrastructure for one-person creative enterprises;
Consequently SMBA has made the promotion of technologically innovative SMES one of its most important policy initiatives.
The new focus is on the promotion of Global Star SMES as the backbone of the economy.
000 employees, responding to global competition and developing initiatives to foster hidden global champions. The introduction of policy schemes for supporting this group of enterprises will probably impact the Korean economy dramatically in the coming years.
Introducing a related law (Mid-sized Enterprise Promotion Act) and the institutionalisation of this structural change are complicated issues and currently under discussion.
or the number of employees in order to sustain the status of an SME and be applicable for government support.
and 45 Executive Development Scholarships were awarded. The Business Advisors Programme was created to attach experienced professionals, managers, executives and technicians as business advisors to potential high-growth SMES.
In 2009,93 business advisors were matched with 63 SMES. The Executive Training Programme helps SMES groom the next generation of potential business leaders by linking talented undergraduates from Singapore's universities
with growth-oriented SMES. There were 332 trainees matched to 265 companies in 2009. In mid-2010, close to 30 million Singapore dollars were allocated to the Management Associate Partnership (MAP) Initiative
MAP works with high-growth SMES to attract, develop and retain fresh talents. Targeting local university graduates,
EIP seeks to expose local university and polytechnic students to the dynamic and rewarding working environment of high-growth SMES through short term internships
which were on the GET-Up programme, projected twice as much revenue and employment growth over the next three years as their counterparts
The CEO, Jayaraman, joined the Asia-Pacific Executive Master of business administration Programme at the National University of Singapore through SPRING's Advanced Management Programme.
In any case, success of Singapore's companies is based on an entrepreneurial environment in the country and a critical mass of qualified technical and managerial manpower.
human resources headhunting, consulting and market research, and investment banking services for merger and acquisition activities. Such preconditions may be conducive to high growth of SMES in any region in the world.
Gazelles are defined as high growth firms which within a five-year period double in size to a minimum of 20 employees or to 10 million Canadian dollars (CAD) in sales or both.
but by the mid 1970s it switched to high tech SMES with up to 500 employees (mostly under 25 employees).
Another study by the SBA Office of Advocacy found that SBIR firms produced 13 to 14 times more patents per employee than did larger firms.
when compared with a matched set of non-recipient firms. 159 The SBIR is focused on SMES namely over 41%of respondents had 15 or fewer employees,
while about 15%had more than 100, for a mean of only ten employees. As expected very small firms had increased lower sales and employment with the best results for firms in the range of 15 to 25 employees.
Even though they had the data, the review did not assess the presence of high growth firms
Government programmes often have multiple agendas, e g. local employment and regional development. Therefore governments should take note of this key finding. 161 In a 2010 study for CVCA Gilles Duruflé undertook a review of government assistance for firms in eight countries that showed that there was a positive role played by government supported VC funds
Ten Years'Lessons from the Canadian Labour-Sponsored Venture capital Corporations. NAS 2009: Awards-U s. Small Business Administration Tech-Net Database;
Diversification and clustering of SMES for future growth Summary Although the fall out from the 2008 Lehman brothers collapse continues to skew the Japanese government's SME (small and medium-sized enterprise) policies towards finance and employment safety net issues,
These five new policy systems have shifted public discussion from protection to promotion of SME business activities;
Third, the government will create platforms for growth in the areas of science, technology and information technology, employment and human resources, and financing.
and increase employment in the private sector is clearly on the minds of politicians and business organisations (e g.,
consisting of a layered division of labour among SME suppliers. With the decline of such inter-firm, intragroup arrangements, Japanese SMES find they are strong in Policies for high-growth innovative SMES v1. 6 76 technologies
the SME Agency pursues innovation promotion activities in two areas:(1) technology development and IT (information technology) adoption and (2) new business activities.
Fostering employment of high-tech employees in SMES: the SME Agency introduced for the first time in 2010 a subsidy programme for SMES employing next-generation high-tech human resources.
Fostering business transfer: To facilitate the transfer of business to next generation entrepreneurs, the government provides special provisions, financial assistance,
Finding Vitality Through Innovation and Human resources. Tokyo: Ministry of Economy, Trade and Industry (www. meti. go. jp)( p40 70 in 2009wp) Ministry of Education, Culture, Sports, Science and Technology (MEXT.
and Human resources that Generate Innovation. Tokyo: commissioned by SME Agency, 2009. Mizuho Research Institute. 2009.
Funding recipients should have less than 300 employees or capital below JPY 300 million. The majority of schemes target venture companies and SMES.
the main body that operates policy tools for the promotion of R&d in industry is the Office of the Chief Scientist in the Ministry of Industry, Trade and Labour (OSC).
Office of the Chief Scientist The key player in Israeli policy efforts for the support of R&d and innovation in SMES is the Office of the Chief Scientist (OCS) at the Ministry of Industry, Trade and Labour (MOIT.
According to their mission statements, the MOIT focuses on the promotion of economic growth in Israel and the OCS oversees all Government sponsored support of R&d in the Israeli industry.
The OCS works at different levels on these issues, and manages several programmes that aim at the promotion of innovation and support of SMES.
Among its activities the OCS provides access to the Eureka programme and supports the companies who are found to be eligible, mostly SMES.
Another project that targets the promotion of innovation in SMES is initiated Magneton, also and managed by the OCS.
"MOF & MOIT formed a comprehensive programme for the promotion of high-tech industries",June 2010, at:
Breakdowns In all surveys of the IW Future Panel the enterprises are asked about their growth by employment and turnover;
%or more in each of the previous three years and a size of more than nine employees at the beginning of the period, classifying them as high-growth enterprises as defined by the OECD (see section 2. 1). For 1,
equalling the Eurobarometer findings (see section 3. 2). 28 of these 59 companies had more than ten employees
when excluding micro companies with fewer than ten employees and large companies with more than 250 employees.
Recent third-party research findings confirm this conclusion. 165 It also indicates that growth is primarily an issue internal to the company, not externally related to issues like the business cycle, consulting or public promotion.
Other items with outstandingly high percentages may confirm this interpretation of the data. 83%of the highgrowth companies said that good coaching by external consultants was no reason for growth.
niche market (mentioned twice), word of mouth recommendation, employees, controlling, successful innovation marketing, extended distribution opportunities after being acquired by a trust (mentioned twice), withdrawal of competitors, severe winters. 167 Exhibit 6-1:
100 Favourable development of the business cycle Our company supplies to a growing market Themanagement targeted growth of the company Good coaching by external consultants Unproblematic access to growth finance Successful new
or services Successful expansion of supply to international markets Important reason for growth Less important reason for growth No reason for growth N=59 companies stating employment or turnover growth
Policies for high-growth innovative SMES v1. 6 84 The findings for high-growth enterprises in total are similar to the findings for high-growth enterprises with 10-250 employees,
451companies stating employment or turnover growth of less than 20%or no growth or even decline in the previous three years.
Specific items include e g. management change, lack of skilled workers, too low distribution of risk, lack of experience with export markets.
80 90 100 Favourable development of the business cycle Our company supplies to a growing market Themanagement targeted growth of the company Good coaching by external consultants Unproblematic access to growth finance
stating employment or turnover growth of more than 20%in each of the previous three years Source:
or not will not work to facilitate growth for enterprises which grow quickly: In fact, such policies may put a break on growth, particularly on the fastest growing and most successful firms,
The crucial argument against direct and selective promotion of high-growth SMES is: Why promote those SMES that are successful anyway?
However, the importance of a small share of high-growth firms for employment creation also needs to be considered.
Hence a 2010 INNO-Grips study about barriers to internationalisation and growth of Europe's innovative companies suggests to conduct a systematic EU-wide review of national export promotion programmes
they still account for a significant share of employment. Abandoning general SME policies in favour of high-potential SMES could harm established and stable SMES. 185 Theoretical considerations of market failure do
Since there are empirical findings supporting the importance of high-growth SMES for employment in developed national economies,
Policies for high-growth innovative SMES v1. 6 94 erable employment and welfare. Furthermore, governments should also not aspire to eliminate new venture failures. 192 3. Policies for general SMES
They may for example be related to the research and education system, investment regulation, start-up regulation, market entry barriers, labour law, bankruptcy law, taxation,
highgrowth SMES Markets (output) New business regulation National regulation no specific role for EU except opinion leadership Possibly specific labour law rules for new high-growth
health education, legal system Largely national regulation no specific role for EU except opinion leadership Ensure provisions in labour law
Employment effects of business dynamics: Mice, gazelles and elephants. Discussion Papers on Entrepreneurship, Growth and Public Policy;
Ministry of Education and the Ministry of Employment and the Economy: Evaluation of the Finnish National Innovation System Full Report.
Ministry of Employment and the Economy (2011: Growth Enterprise Review 2011. Finnish: Kasvuyrityskatsaus 2011. Available at http://www. tem. fi/files/29659/TEM KASVUYRITYSKATSAUS 2011. pdf. Policies for high-growth innovative SMES v1. 6 100 Moore, Geoffrey (1998:
Ministry of Employment and the Economy of Finland, http://www. tem. fi/?/l=en&s=2383, last accessed May 2011.
Interviews Jonathan Potter, OECD, Senior Economist, Local Economic and Employment Development. 1 june 2010. Burton Lee, Innovarium Ventures, 17 august 2010.
a quantile regression approach 2009 Shane Why encouraging more people to become entrepreneurs is bad public policy 2008 Acs/Mueller Employment effects of business dynamics:
a) favourable development of the business cycle (b) Our company supplies to a growing market (c) the management targeted growth of the company (d) good coaching by external consultants (e) unproblematic access to growth
and industry experts and we will help you find the resources necessary for your success-no matter
and immigrants provided by the Ministry of Employment and the Economy. http://www. yrityssuom i. fi***Vigo,
by Finnish Ministry of Employment and Economy The programme bridges the gap between early stage technology firms
carefully selected independent companies run by internationally proven entrepreneurs and executives. These Accelerators help the best
The Accelerators are not consultants--they are coentrepreneurs who invest in the companies they work with.
The Finnish Ministry of Employment and Economy launched the Vigo Programme in 2009. PROFICT Partners Oy manages the execution of the program.
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