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This study illuminates the linkages between disruptive innovation (DI) and sustainable entrepreneurship (SE) within the context of small and medium firms (SMFs). By adopting a systematic review of the literature, we thematized the possible connections between DI and SE practices to include: (i) contextualization of DI in Nigeria's entrepreneurship ecosystem; (ii) a model for linking DI and SE among firms in Nigeria; and (iii) mechanisms and structures that achieve DI and SE. The study elaborates on theoretical and practical implications for the SMFs stakeholders. Among the viable arguments of this research is that disruptive efforts should align with financial expectations and social value, and other expected returns for the customers. Our study extends the theoretical frontiers of the DI literature by demonstrating the interconnectedness of the DI model for SE in a developing economy, specifically Nigerian SMFs, which is seeking a transition from heavy reliance on oil exploration to a much more widespread economic base that taps other natural resources and diverse economic contributors. [ABSTRACT FROM AUTHOR]

Given the patriarchal nature of the African society, females are often secondary. In patriarchal societies, men are viewed as forbearers of knowledge and hence dominate other considerations. A direct consequence therefore is structural discrimination of women, and small businesses are owned and managed by men. Youth unemployment is notably high in the Democratic Republic of Congo, and especially among females. Notably too, one critical factor that drives entrepreneurship start-ups is self-employment, often induced by unemployment. In patriarchal societies, not only are there few opportunities for women but also women face more constraints than their male counterparts. Inspired by the gap in the literature, this study utilizes the descriptive literature review approach to understand the problems, faced by young women when starting a business in Kinshasa, the Democratic Republic of Congo. Understanding this theoretical premise and from the perspective of the explored population is important given the criticality of entrepreneurship to economic growth (including unemployment and poverty reduction). In addition, this study would contribute to strategic policy change for achieving productive entrepreneurship. Finally, this study flags research directions for steering necessary research towards productive entrepreneurship goals. [ABSTRACT FROM AUTHOR]

Purpose -- This paper aims to examine the use of Cross-Functional Bridge (CFB) in dyadic relationships towards enhancing organisational performance. Prior research has flagged conflict in interfunctional relationships. Research on managing such conflict context is, however, limited. Design/methodology/approach -- Analysing 20 in-depth interviews conducted in UK financial services organisations, this study explains how the CFB is used to manage interfunctional relationship conflict and enhance performance. Findings -- This study underlines three core insights about intragroup working relationship: cultural and disciplinary differences and boundary fencing are core features of, and conflict drivers in, the accounting -- marketing interface; CFB is a tool for analysing and managing these conflict drivers; and organisations that use this tool achieve improved organisational performance, an outcome that is enhanced and sustained through the team psychological enhancement factor of the conflict management strategy. Also, this study underlines the need to ensure a fit between conflict management strategy and conflict types. Research limitations/implications -- This research has several limitations. It explores only accounting -- marketing working relationship in UK financial services organisations. Also, it explores only relationship conflict and cultural and disciplinary diversity and boundary fencing factors. Finally, this study suggests a mediating influence of psychological well-being on the CFB -- performance link, a conclusion that is based on a methodologically inadequate tool: causes and effects associations are better assessed quantitatively (Johnson and Onwuegbuzie, 2004). Practical implications -- The paper highlights insights for analysing and resolving conflicts towards harmonious dyadic relationships. Importantly, managers who use the flagged CFB tool would achieve psychological enhancement in team, and extendedly enhanced organisational performance. Managers are reminded of the need to adequately address the emotional substances in relationship conflicts, as failure to do this will lead to conflict escalation, transformation and negative performance. Originality/value -- The paper offers theory testing and theory building knowledge. The CFB insight is a major highlight, one that lays a brick for future development, especially concerning its modus operandi, motivators and how to maximize its performance value. [ABSTRACT FROM AUTHOR]

Purpose - This conceptual paper aims to offer a theoretical contribution that explicates the "blind spot" cultural diversity and reward diversity team conflict contingencies, and personal audit as a mechanism for managing the consequences. Design/methodology/approach - The paper suggests a framework for analysing and managing diversity (cultural and reward) driven team conflicts. Given the theoretical foundation, personal audit among team members is recommended as a tool for managing the consequences of such conflict factors. Findings - This paper underlines the team building intervention utility for team effectiveness. It reinforces theoretical foundation that highlights conflict as a determinant of team effectiveness, and reviews two diversity dimensions of team conflicts. Finally, it suggests and explains an "active learning" personal audit model for achieving the conceptualised team effectiveness perspective. Practical implications - The paper highlights critical but usually overlooked team conflict intricacies in football team management. This framework offers practical relevance in enabling understanding of "attitudes and behaviours" of team members and human resource management in football marketing. Managers would benefit from this perspective and improve team effectiveness, performance and organisation's performance. Originality/value - The paper offers valuable conceptual insight for development, one that serves the interest of management of football clubs and academia. [ABSTRACT FROM AUTHOR]