Entrepreneurship, Laws and Taxation; An Analysis on the Relationship
Entrepreneurship, Laws and Taxation
Instructions:
Analyze the following in a minimum of 1,100 words regarding legal and tax issues in hiring employees:
Analyze the effect that classifying employees as agents of a company has on social entrepreneurs, entrepreneurs, and intrapreneurs in hiring employees.
Evaluate the impact that social entrepreneurs, entrepreneurs, and intrapreneurs understanding employment discrimination laws has on the employer-employee relationship.
Analyze the importance of the employment agreement from the perspective of social entrepreneurs, entrepreneurs, intrapreneurs, and employees.
Evaluate ways social entrepreneurs, entrepreneurs, and intrapreneurs create dynamic organizations by understanding legal and tax issues.
Evaluate examples of how top companies are creating dynamic organizations for their employees.
Solution
Entrepreneurship, Laws and Taxation
Entrepreneurship, Laws and Taxation; An Analysis on the Relationship
Businesses of today face a myriad of complex issues that have arisen due to the advances of technologies and the different laws that have been created over the years to attempt to control the said technologies and the operation of ;the organizations and the persons who own and run these organizations. In order to deal with the said complex issues, companies have been able to find new and creative ways in which to handle the issues that they face in the most amicable and understandable way possible. Majority of the different ways that have been formulated are based on the influence played by social entrepreneurs within the said organizations. Social entrepreneurs are generally expected to provide the company with systems and a mission to solve some form of ocial problem that may be affecting the society at rthat particular time (Bygrave & Zacharakis, 2014).
Every company or organization aims to be on the right side of the laws of the nation at any given time, thereby avoiding any form of legal conflict between them and other entities, whether public or private. One of the main areas that majority of modern organizations and companies find issues in complying with the legal provisions is on the area of taxation. Taxes can be quite a complex and difficult section of the law to understand. A good understanding of the various provisions on taxes is one of the key items that would be able to make a company more dynamic and efficient. This essay aims to delve into employment, entrepreneurship in relation to taxation and the laws. Particularly, it will aim to look into the effect of classifying employees as agents. Furthermore, we shall analyse employee discrimination in relation to entrepreneurs, intrapreneurs and social entrepreneurs. The essay shall also delve into the value and significance of employment agreement, and finally conclude on how an understanding on taxes may assist entrepreneurs, intrapreneurs and social entrepreneurs to create and manage dynamic organizations.
Classifying Employees as Agents
Essentially, agents of any given company are viewed as a more flexible option in comparison to employees. This is because agents are expected to assume the core functions and responsibilities of the organization on behalf of the entrepreneur. Some may argue that the definition of an agent is quite similar, if not the same, as that of an employee. This would be a wrong train of thought as an agent enjoys more freedom from the general rules of supervision within a company.
Furthermore, the responsibilities that an agent is expected to undertake are significantly higher than what an employee would be allowed or able to handle at any given time. A good example of this is the ability of an agent to negotiate certain agreements on behalf of the principle. The agent is therefore allowed to be in control of certain aspects of the business, and therefore would be able to operate in a more autonomous fashion than an employee would (Nicholls, 2006).
The aspect of declassifying employees and classifying them as agents applies especially to intrapreneurs. There has been a rise in the demand for the different services that intrapreneurs are able to provide to organisations, the main one being the development of clear and well balanced practices that are able to grow the organization. Therefore, classifying intrapreneurs as agents would give them the necessary powers and abilities to be able to operate autonomously and therefore have the highest impact on the society and the organization as well.
Employment Discrimination
In order to provide the employees with a conducive work environment, employers are required to ensure that each and every employee within the organization is treated with utmost respect and without any form of favoritism towards the employees. This favoritism or discrimination may occur based on skin color, place of origin, age, gender or religion. Such discrimination is against the Bill of Rights, as every single person is ensured freedom against discrimination on any grounds whatsoever.
In order to ensure that the organization is not taking part in any form of discrimination, the organization may be required to ensure that there are equal employment opportunities for each and every person within the organization. Social entrepreneurs would play a large role in ensuring this (Spear, 2006). If the said entrepreneurs are given agent status within the organization, they would be able to monitor and adjust the current systems of the organization in order to obtain the relevant and much needed balance within the organization. Being able to attain the said balance would be vital to the organization so as to ensure that the organization is not fined unnecessarily by the authorities(Staff, 2016).
Employment Agreements
There are three major roles that are carried out in every organization in order to be able to operate optimally. The first is societal leadership. This aspect is handled majorly by the social entrepreneurs within the organization. The social entrepreneur takes the time and required resources to be able to bridge the gap between the social aspect of the organization as well as the impact of the employees in the management of the organization. In order for the social entrepreneurs to succeed, they may require the use of social and emotional influence on the employees and the society at large.
The second role is business management, of which falls into the intrapreneur’s domain. The intrapreneur is expected to handle the developmental and financial goals of the organization (Gentry et al, 2016). The intrapreneur is in charge of running various checks and baances to ensure that the organization is running properly according to its initial mission and vision, and therefore would be able to analyse performance and prescribe the appropriate measures that would be able to manouvre the organization back on track and lead it to even greater heights (Spear, 2006)
The third role relates to personal leadership. Every person within the organization is expected to be able to lead their department or section in order to reach the expected goals and results. This would not be possible if the persons are not properly motivated to take part in the said tasks. And this is where employee agreements come in. The proper differentiation of duties among employees plays a major role in the management of the organization. It would therefore be prudent to properly agree with each employee what their duties are so as to make sure everyone knows what they are to do abd how to do it (Turner & Martin, 2005).
Dynamic Organizations and Examples
In the end, the main aim of every company and organization is toensure that they meet their set goals and principles within the agreed time frames. The different employees abd agents within the company play a large role in the implementation of this. Also, a clear understanding of the various laws and regulations that the company is expected to adhere to play a grand role in the realization of every goal. The different roles played by the three different groups as explained in the subtopic above are also important, as their diverse roles are the backbone of a dynamic organization.
A good example of how organizations are able to transform and be more dynamic can be based off the idea of an organizational culture. Through various exercises such as team building and capacity building, the employees are able to grow and work in harmony, leading to a more socially acceptable yet goal oriented workplace. The company on the other hand is tasked with ensuring that the employees are properly catered for and protected.
References
Bygrave, W., & Zacharakis, A. (2014). Entrepreneurship (3rd ed.). Hoboken, NJ: John Wiley & Sons.
Gentry, W. A., Eckert, R. H., Stawiski, S. A., & Zhao, S. (2016). The Challenges Leaders Face Around the World: More SImilar than Different. Centre for Creative Leadership.
Nicholls, A. C. (2006). Social Entrepreneurship: The structuration of a field. In A. Nicholls, Social Entrepreneurship: New Models of Sustainable Social Change (1 ed., pp. 99-118). New York: Oxford University Press. Retrieved November 16, 2016, from https://books.google.com/books?hl=en&lr=&id=pysKgW9bgHkC&oi=fnd&pg=PT2&dq=Social+Entrepreneurship:+New+Models+of+Sustainable+Social+Change&ots=iPkGEI6ns2&sig=WPH1x9F_nOucdeiHyAQdrXZJk4U
Spear, R. (2006). Social Entrepreneurship. Social Entrepreneurship: A different model? International Journal of Social Economics, 33(5/6), 399-410.
Staff, M. (2016, November 17). Employment discrimination: an overview. Retrieved from Cornell University Law School: https://www.law.cornell.edu/wex/employment_discrimination
Turner, D., & Martin, S. (2005). Social Entrepreneurs and Social Inclusion. Social Entrepreneurs and Social Inclusion: Building Local Capacity or Delivering National Priorities?, 28(9), 797-806.