Thesis--Wisconsin. / Vita. Includes bibliographical references (leaves 221-228).

Thesis--University of Pennsylvania. / Bibliography: p. 116-118.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1973. / Vita. Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

No description available.

In a country where inventors and innovators are noted as being at liberty to enter and contribute to the free market space, conversely studies have found that Black tech entrepreneurs face greater difficulty launching and growing their businesses. A review of the literature suggests that many of these difficulties stem from the lingering effects of historical inequalities. These inequalities have existed for decades due to laws and regulations that once limited home ownership, income earning, credit access, inheritances, and educational opportunities. Additionally, literature in the tech arena has demonstrated a lack of diversity in the field. Pattern matching or preconceived standards have also been said to impact Black tech entrepreneurs’ opportunities to receive investments to launch and grow their businesses. While great dialogue has taken place in the tech arena around these disparities, little is known in academic literature about how Black tech entrepreneurs engage in the process of creating innovative brands and marketing their companies. In light of this, the researcher conducted a qualitative case study designed to explore black tech entrepreneurs’ perceptions of how they learn to launch and grow their businesses. This study engaged participants who self-identified as tech entrepreneurs of Black or African descent who have launched apps, websites, or hybrid companies in the United States. Among the key findings that emerged from the study were: An overwhelming majority of participants described that seeking the counsel of “expert” others was a key action in securing funding to grow their companies. Further, a strong majority of participants indicated that having a positive self-concept was a key facilitator in growing their businesses; while, an equal number indicated that a misalignment between the investor and entrepreneur inhibited their ability to grow. The tech entrepreneurial field can evolve through the increased trying on of differing perspectives by both investors and entrepreneurs; the continued development of diversity tech ecosystems and support networks; and, sustained progress in increasing the investment opportunities for Black tech entrepreneurs.

Thesis (Ed.D.)--Teachers College, Columbia University, 1992. / Includes tables. Typescript; issued also on microfilm. Sponsor: Francis A. Ianni. Dissertation Committee: John Delaney. Includes bibliographical references (leaves 208-217).

Thesis (Ph. D.)--Ohio State University, 1996. / Includes bibliographical references (leaves 508-521). Available online via OhioLINK's ETD Center.

This study focused on five African American Fortune 500 CEOs and their leadership trajectory to becoming a Fortune 500 CEO, their recommendations to emerging leaders, ways in which they define diversity, how they leveraged diversity in their organizations and how if any the racial-social climate impacted how they navigated diversity within their organizations. The researcher identified only 16 African American current and former Fortune 500 CEOs in the history of the Fortune 500. Participants were interviewed either in person or via telephone with the exception of one who opted to submit questionnaire answers electronically. Participants completed a demographic data worksheet along with 10 interview questions. Two findings emerged as a result of this study: 1) All participants (100%) in this study agreed that a Fortune 500 CEOs leadership trajectory should encompass: leadership experience, educational degrees and institutions attended, mentorship and perseverance; 2) All participants (100%) believed they leveraged diversity in their organizations based on their definitions of the term and their methodical approach to incorporating it and; 2a) The majority of the participants (60%) believed that the racial-social climate has impacted their corporate diversity navigation by their actions whereas 40% believed the climate has no effect. This study included recommendations by the participants to aspiring CEOs and other minorities and researcher recommendations to Human Resource Professionals and White Executives. A recommendation by the researcher suggests that a study should be conducted on African American female corporate CEOs and their bouts with leading predominantly white organizations (i.e., critical incidents). The results of the demographic data correlations produced an outline of what characteristics makeup an African American Fortune 500 CEO, see Chapter 4.

Thesis. 1979. Ph.D.--Massachusetts Institute of Technology. Dept. of Urban Studies and Planning. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography: leaves 334-339. / by Douglas Johnson. / Ph.D.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1987. / Typescript. Vita. Description based on print version record. Includes bibliographical references (leaves 249-263).