CU-MCOM-SEM-III-Entrepreneurship

3. Which of the following statements relating to the Factories Act is not true? a. The Act does not have a provision relating to the setting up of welfare committee. b. There is a provision in the Act regarding the setting up of a safety committee. c. The Act has a provision relating to the establishment of a Grievance Committee. d. There is a provision in the Act relating to the constitution of a Managing Committee for the management of the canteen. 4. What is the maximum wage period for the payment of wages? a. 40 days b. 45 days c. 60 days d. 1 month 5. Which section of The Payment of wages act 1936 deals with the Deductions for absence from duty? a. Section 9 of the Payment of wages act 1936 b. Section 12 of the Payment of wages act 1936 c. Section 14 of the Payment of wages act 1936 d. Section 20 of the Payment of wages act 1936 Answers 1-a, 2-b, 3-c, 4-d, 5-a 251 CU IDOL SELF LEARNING MATERIAL (SLM)

12.9 REFERENCES References book  Entrepreneurship: Hisrich, Robert. Michael Peters and Dean Shepherd, Mathew. Tata McGraw-Hill Education, New Delhi 2017.  Entrepreneurship Development: Sangeeta Sharma, PHI, 2017.  Innovation and Entrepreneurship: Peter Drucker, Harper Collins India, 2015.  Entrepreneurship Development and Small Enterprise: Poornima M, Pearson Education, 2014. Textbook references  Entrepreneurship Development: Gordon E and Natarajan K, Himalaya Publishing House, 5th Edition, 2014.  Entrepreneurship A South Asian Perspective: T V Rao, Donald F. Kuratko, Cengage, 1st Edition, 2012.  The Innovators by Walter Isaacson.  Modern Monopolies by Alex Moazed and Nicholas L. Johnson @109.10 Website  www. Yourarticlelibrabry.com  www. Managementstudyguide.com 252 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT-13 EMPLOYEES PROVIDENT FUND ACT 1948 STRUCTURE 13.0 Learning Objectives 13.1 Introduction 13.2Employees Provident Fund Act, 1948 13.3 Summary 13.4 Keywords 13.5 Learning Activity 13.6 Unit end Activity 13.7 References 13.0 LEARNING OBJECTIVES After studying this unit, you will be able to:  Describe Employees provident funds 13.1 INTRODUCTION Provident Fund schemes for the benefit of the employees had been introduced by some organisations even when there was no legislation requiring them to do so. Such schemes were, however, very few in number and they covered only limited classes/groups of employees. In 1952, the Employees Provident Funds Act was enacted to provide institution of Provident Fund for workers in six specified industries with provision for gradual extension of the Act to other industries/classes of establishments. The Act extends to whole of India except Jammu and Kashmir. The term pay includes basic wages with dearness allowance, retaining allowance (if any), and cash value of food concession. The following three schemes have been framed under the Act by the Central Government: (a) The Employees’ Provident Fund Schemes, 1952; (b) The Employees’ Pension Scheme, 1995; and (c) The Employees’ Deposit-Linked Insurance Scheme; 1976. The three schemes mentioned above confer significant social security benefits on workers and their dependents. 253 CU IDOL SELF LEARNING MATERIAL (SLM)

13.2EMPLOYEES PROVIDENT FUND ACT, 1948 OBJECTIVE OF THE EPF AND MP ACT The Employees’ Provident Fund and Miscellaneous Provisions Act, 1952 aims to provide a kind of social security to the industrial workers. The Act mainly provides retirement or old age benefits, such as Provident Fund, Superannuation Pension, Invalidation Pension, Family Pension and Deposit-Linked Insurance. The Act provides for payment of terminal benefits on the happening of various contingencies such as retirement, closure, retirement on attainment of the age of superannuation, voluntary retirement and retirement due to factors which result in incapacity of the employee to work Applicability & registration: An establishment with less than 20 employees can voluntarily opt for PF registration to protect employee’s benefits. However, Companies with more than 20 employees compulsorily have to register under EPFS. Once a company is covered under the EPF Act, even if its employee strength drops below 20, it will still be covered. Three Important Components of EPF Act: 1. Employee Provident Fund, 1952 (EPF): This scheme aims to promote retirement savings. 2. Employee Pension Scheme, 1995 (EPS): This scheme aims to provide post retirement pension. 3. Employee Deposit Linked Insurance Scheme, 1976 (EDLI): This scheme gives life insurance to family members in case of sudden death. Some Important Key Points: 1. For every employee, it is mandatory to contribute towards EPF and EPS if his/her wages (Basic + DA) are under Rs. 15,000. If an employee is drawing wages over 15,000 per month, then he can ask for PF deductions from his salary. 2. Both the employees and employers contribute 12%of the basic wages and dearness allowance to the provident fund (PF) account. Thus, the total contribution to the PF is 24% per month. 3. In the EPF account, entire 12%is contributed by the employee, while 3.67% is contributed by the employer. The employer’s remaining contribution of 8.33% is diverted to 254 CU IDOL SELF LEARNING MATERIAL (SLM)

the Employee’s Pension Scheme. It is important to note that if the employee salary exceeds Rs. 15000, the employer’s contribution towards EPS is restricted to 8.33% of Rs 15000 per month. 4. Currently, Employee provident fund interest rate is 55% per annum (w.e.f. Feb 2018). The interest is decided by the Government with the consultation of Central Board of Trustees of the EPFO. 5. The EPF also offers the nomination facility. An employee can nominate his mother, father, spouse or children who are entitled to receive EPS money in the event of the death of an employee. However, an employee cannot nominate his brother and sister for EPF. 6. The employer also makes 0.50% of contribution towards the EDLI (Employees’ Deposit Linked Insurance) account of the employee. 7. The employer has to pay an additional charge for administrative accounts at a rate of 0.50% with effect from 1st June 2018. The minimum administrative charge is ₹ 500 and if there is no contribution for a specific month, the employer has to pay a fee of ₹ 75 for that month. EPF withdrawals Rules: 1. EPF can be completely withdrawn under any of the following circumstances: a. When an individual retires from employment b. When an individual remains unemployed for a period of 2 months or more Note: 1. Individual is unemployed for more than 2 months has to be certified by a gazetted officer. 2. Complete withdrawal of EPF while switching over from one job to another without remaining unemployed for 2 months or more(i.e. During the interim period between changing jobs), will be against the PF rules and regulations and therefore illegal. 2. Partial withdrawal of EPF can be done under certain circumstances and subject to certain prescribed conditions which have been discussed in brief below: 255 CU IDOL SELF LEARNING MATERIAL (SLM)

Sl Particulars Limit for withdrawal No of years Conditions No of reason for of service criteria withdrawal Marriage Up to 50% of employee’s 7 years For the marriage of self, 1 share of contribution to son/daughter, brother/sister EPF Education Upto 50% of employee’s 7 years For the education of either 2 share of contribution to himself or his children after EPF class 10 Purchase of For land – upto 24 times 5 years The asset i.e. land or the house should be in the land / of monthly wages plus name of the employee or 3 purchase or Dearness allowance spouse or Jointly. construction For house – upto 36 times of a house of monthly wages plus Dearness allowance Upto a maximum of 90 i. The property should be registered in the name of %, from both employee’s the employee or spouse or jointly Home loan contribution and 10 years ii. Withdrawal permitted repayment employer contribution in subject to furnishing of 4 requisite documents as Employee Provident called for by the EPFO relating to the housing loan Fund. availed, iii. The accumulation in the member’s PF account (or 256 CU IDOL SELF LEARNING MATERIAL (SLM)

Sl Particulars Limit for withdrawal No of years Conditions No of reason for of service criteria withdrawal together with the spouse), including the interest, has to be more than Rs 20,000. Renovation Up to 12 times of the 5 years The property should be monthly wages registered in the name of of house the employee or spouse or 5 jointly. A little Upto 90% of accumulated Once he For himself before balance with interest reaches 57 6 retirement years ( as per recent amendment) Returns  The company needs to file Monthly Returns and Annual Returns. Company have to submit every moth duly paid P.F Challan, Form 12A, Form 5 (additions) and Form 10 (deletions) and Nomination form 2 (newly joined employee details).  In annual Return we need file Form 3A and 6A along with the details of Annul PF Challan payment details.  The employer needs to collect, certify and submit the Nomination and Declaration Form in Form-2 of every new joinee to the scheme along with the monthly report.  F. Monthly payment due date is 15th and Annual Return due date is 30th April of every Year as per P.F authorities treated one year is from 1st March to 28th February. Tax Benefits: 257 CU IDOL SELF LEARNING MATERIAL (SLM)

1. The employer contribution to employee EPF is tax-free, 2. Employee contribution is tax-deductible under Section 80Cof the Income Tax Act. 3. The money invested by employee in EPF, the interest earned and the money eventually withdraw, by employee after the mandatory specified period (5 years) are exempt from Income Tax. Post-retirement benefits of EPF: – Upon retirement, the employee receives the full amount in his EPF account. – The employee also receives his/her pension from the EPS account provided that the employee has completed over 10 years of service. 13.3 SUMMARY The Employees’ Provident Fund is a social welfare legislation intended to protect the interest of the workers employed in factories and other establishments. It is implemented by the Employees’ Provident Fund Organisation (EPFO) of India. The Employees’ Provident Fund Bill was passed by both the Houses of the Parliament and it received the assent of the President on 4th March, 1952. The nomenclature of the Act was changed as “The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952” (w.e.f 1st August, 1976). Now it stands as THE EMPLOYEES’ PROVIDENT FUNDS AND MISCELLANEOUS PROVISIONS ACT, 1952 13.4 KEYWORDS  Permanent Account Number – PAN: Permanent Account Number abbreviated as PAN is a unique 10-digit alphanumeric number issued by the Income Tax Department to Indian taxpayers.  Credit Control:Consumption smoothing refers to a process of achieving a balance between spending for today's needs and saving for the future.  Benchmark:A benchmark is a standard or guideline used to compare some aspect of a business to some objective or external standard measure.  Employee Turnover:When employees leave a company and have to be replaced its called employee turnover. A certain amount of turnover is unavoidable, but too much can ruin a company. The two general types of turnover are voluntary (such as resigning) and involuntary (such as layoffs).  Fiscal Year:The government fiscal year (FY) generally starts on October 1 of a year and ends on September 31 of the next year. For example, FY 2015 started on October 258 CU IDOL SELF LEARNING MATERIAL (SLM)

1, 2014, and ended on September 31, 2015. The fiscal year for some business types mirrors the calendar year. Sole proprietorships, partnerships, and S corporations follow the calendar year for tax purposes, while corporations are allowed to design their own fiscal year. 13.5 LEARNING ACTIVITY 1. Explain the Schemes provided under the Employees’ Provident Fund and Miscellaneous Provisions Act. ___________________________________________________________________________ __________________________________________________________________________ 2. Describe the applicability and non-applicability of the Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 to establishments and the employees. ___________________________________________________________________________ ___________________________________________________________________________ 13.6 UNIT END ACTIVITY A. Descriptive Questions Short Questions 1. Explain the scope and objective of Employees’ Provident Fund and Miscellaneous Provisions Act. 2. Explain the Schemes provided under the Employees’ Provident Fund and Miscellaneous Provisions Act. 3. Describe the objectives of EPF and MP Act 4. State the rules of EPF withdrawals Long Questions 1. Describe the applicability and non-applicability of the Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 to establishments and the employees. 2. Where does employees provident fund is not appliable? 3. Describe the importance components of EPF Act 4. Discuss the applicability of Employees Provident fund Act 259 CU IDOL SELF LEARNING MATERIAL (SLM)

B. Multiple Choice Questions 1. When did The Employees Provident Fund& Miscellaneous Provisions Act, come into force? a. 04-Mar-52 b. 01-May-50 c. 01-Mar-57 d. 01-Apr-56 2. Which section of The Employees Provident Fund & Miscellaneous Provisions Act 1952 deals with Priority of payment of contributions over other debts? a. Section 12 of the Employees Provident Fund & Miscellaneous Provisions Act 1952 b. Section 11 of the Employees Provident Fund & Miscellaneous Provisions Act 1952 c. Section 14 of the Employees Provident Fund & Miscellaneous Provisions Act 1952 d. Section 20 of the Employees Provident Fund & Miscellaneous Provisions Act 1952 3. Which section of the Employees Provident Fund & Miscellaneous Provisions Act 1952 deals with authorising certain employers to maintain provident fund accounts? a. Section 18 of the Employees Provident Fund & Miscellaneous Provisions Act 1952 b. Section 13A of the Employees Provident Fund & Miscellaneous Provisions Act 1952 c. Section 16 of the Employees Provident Fund & Miscellaneous Provisions Act 1952 d. Section 14 of the Employees Provident Fund & Miscellaneous Provisions Act 1952 4. In employer who contravenes or makes default in complying with the provisions of section 6 of this act, shall be punishable with imprisonment for a term which may extend to ----- years 260 CU IDOL SELF LEARNING MATERIAL (SLM)

a. 2 b. 1 c. 5 d. 3 5. Employees Provident Fund arid Miscellaneous Provisions Act. 1952 is applied to establishments employing not less than a. 20 employees b. 10 employees c. 50 employees d. 100 employees Answers 1-a, 2-b, 3-c, 4-d, 5-a 13.7 REFERENCES References book  Entrepreneurship: Hisrich, Robert. Michael Peters and Dean Shepherd, Mathew. Tata McGraw-Hill Education, New Delhi 2017.  Entrepreneurship Development: Sangeeta Sharma, PHI, 2017.  Innovation and Entrepreneurship: Peter Drucker, Harper Collins India, 2015.  Entrepreneurship Development and Small Enterprise: Poornima M, Pearson Education, 2014. Textbook references  Entrepreneurship Development: Gordon E and Natarajan K, Himalaya Publishing House, 5th Edition, 2014. 261 CU IDOL SELF LEARNING MATERIAL (SLM)

 Entrepreneurship A South Asian Perspective: T V Rao, Donald F. Kuratko, Cengage, 1st Edition, 2012.  The Innovators by Walter Isaacson.  Modern Monopolies by Alex Moazed and Nicholas L. Johnson @109.10 Website  www. Yourarticlelibrabry.com  www. Managementstudyguide.com 262 CU IDOL SELF LEARNING MATERIAL (SLM)

UNIT -14 BONUS ACT 1978 STRUCTURE 14.0 Learning Objectives 14.1 Introduction 14.2 Bonus Act 1978- labor and employment 14.3 Summary 14.4 Keywords 14.5 Learning Activity 14.6 Unit End Questions 14.7 References 14.0 LEARNING OBJECTIVES After studying this unit, you will be able to:  Describe the history of Payment of Bonus of Act  Discuss the accounting year  State Employer, Employee and Establishment  State Minimum and Maximum  Amount for Payment of Bonus 14.1 INTRODUCTION The practice of paying bonus in India appears to have originated during First World War when certain textile mills granted 10% of wages as war bonus to their workers in 1917. In certain cases of industrial disputes demand for payment of bonus was also included. In 1950, the Full Bench of the Labour Appellate evolved a formula for determination of bonus. A plea was made to raise that formula in 1959. At the second and third meetings of the Eighteenth Session of Standing Labour Committee (G. O.I.) held in New Delhi in March/April 1960, it was agreed that a Commission be appointed to go into the question of bonus and evolve suitable norms. A Tripartite Commission was set up by the Government of India to consider 263 CU IDOL SELF LEARNING MATERIAL (SLM)

in a comprehensive manner, the question of payment of bonus based on profits to employees employed in establishments and to make recommendations to the Government. The Government of India accepted the recommendations of the Commission subject to certain modifications. To implement these recommendations the Payment of Bonus Ordinance, 1965 was promulgated on 29th May, 1965. To replace the said Ordinance the Payment of Bonus Bill was introduced in the Parliament. 14.2 BONUS ACT 1978- LABOR AND EMPLOYMENT For services rendered, employees of any profit-making organization are entitled to monetary compensation. Bonus is a form of monetary incentive that is paid by the employer to his/her employee. Incentives can be given to employees to show appreciation for their dedicated work or to motivate employees to perform better at the workplace. The guidelines, inclusive of the detailed procedure for providing a bonus in India are laid down in the Payment of Bonus Act of 1965. This Act of 1965 is applicable throughout the entire Union of India. The objective of this legislation is to ensure payment of bonus to employees of certain establishments, with respect to the profits earned or the production/productivity matters concerned therewith, in the duration of a particular accounting year. This Act has been amended a number of times since its introduction in 1965. The latest of these amendments were done in 2015. History of Payment of Bonus Act:  1917: During the First World War, certain textile mills granted 10% of the ‘war bonus’ to the wages of the workers under their employment.  1950: A full bench of Labour Appellate came up with a formula for payment of Bonus to employees.  1961: A tripartite commission was set up by the Central Government to recommend the payment of bonus in a comprehensive manner  1965: The Payment of Bonus Act came into existence and was implemented on 29th May 1965. Read Also – Importance of online payment for law firms Important Definitions and Provisions under the Payment of Bonus Act, 1965: Who is the Act applicable to? 264 CU IDOL SELF LEARNING MATERIAL (SLM)

Under section 1 of the Act, it is specified that the Payment of Bonus Act is applicable to the whole of India. The Act also mentions the type of workspaces that are included within the scope of this Act in which payment of bonus to employees is mandatory. 1(3). Save as otherwise provided in this Act, it shall apply to – (a) Every factory; and (b) Every other establishment in which twenty or more persons are employed on any day during an accounting year.’ It is further elaborated within this section itself that any other establishment with less than 20 employees may also be considered for the purpose of this Act if notified in the official gazette by the Government. What is an Accounting Year? The definition and elaboration of the accounting year are provided in section 2 of the Act. It reads as: 2. (1) “accounting year” means – (i) in relation to a corporation, the year ending on the day on which the books and accounts of the corporation are to be closed and balanced. (ii) in relation to a company, the period in respect of which any profit and loss account of the company laid before it in annual general meeting is made up, whether that period is a year or not; (iii) In any other case – (a) The year commencing on the 1st day of April; or (b) if the accounts of an establishment maintained by the employer thereof are closed and balanced on any day other than the 31st day of March, then, at the option of the employer, the year ending on the day on which its accounts are so closed and balanced. Employer, Employee, and Establishment: Employee: An employee is any individual who is hired in any industry to do any skilled or unskilled manual, supervisory, managerial, administrative, technical, or clerical work. As per the latest amendment to this Act (2015), to be considered an employee eligible for a bonus, the persons have to earn Rs 21,000 per month. 265 CU IDOL SELF LEARNING MATERIAL (SLM)

Employer: Employer under the scope of this Act is considered in two ways- in relation to any establishment that is a factory, or in relation to any other establishment. Section 2(14) of the Act reads as: 2. (14) Employer includes- (i) in relation to an establishment which is a factory, the owner or occupier of the factory, including the agent of such owner or occupier, the legal representative of a deceased owner or occupier and where a person has been named as a manager of the factory under clause (f) of subsection (1) of section 7 of the Factories Act, 1948 (63 of 1948), the person so named; and (ii) in relation to any other establishment, the person who, or the authority which, has the ultimate control over the affairs of the establishment and where the said affairs are entrusted to a manager, managing director or managing agent, such manager, managing director or managing agent. Establishment: Section 2(15) of this Act specifies the definition of an establishment in private sector. Apart from this, section 2(16) of the Act lays down the definition of an establishment in public sector. An establishment in the public sector may include any profit- making establishment that is owned, controlled or managed by the Government, in which not less than 40 percent of the capital in the corporation is helping either by the Government or the Reserve Bank of India, or a corporation owned by the Government or the Reserve Bank of India. There are also certain establishments that are exempted under this Act, including employees of Life Insurance Corporation, employees of non-profit organizations, hospitals, employees of IFCI, and so on. Disqualification of Employee: An employee, engaged in work in any industry can be disqualified from payment of bonus, in case of certain situations. 19. Notwithstanding anything contained in this Act, an employee shall be disqualified from receiving a bonus under this Act, if he is dismissed from service for (a) Fraud; or (b) Riotous or violent behavior while on the premises of the establishment; or (c) Theft, misappropriation or sabotage of any property of the establishment. Thus an employee can also be disqualified from receiving a bonus under the Act. 266 CU IDOL SELF LEARNING MATERIAL (SLM)

Minimum and Maximum Amount for Payment of Bonus: For the payment of bonus, the upper and lower limits are fixed under this Act. If the employee has reached the age of 15, then the employer is liable to pay to him/her a minimum bonus of 8.33 higher. In case the employee is under 15 years of age, he/she is entitled to receive 8.33 percent of his/her wages earned during the accounting year or a sum of Rs 60, whichever is higher. The maximum bonus that can be received by an employee from his/her employer, including productivity linked bonus, in an accounting year cannot exceed 20 percent of his/her wages during the accounting year. Other Provisions under this Act: Other Provisions in this Act entail the calculation of bonus for a particular financial year. This Act lays down the definition of working days and expands its scope to include maternity leave, leave due to injury, temporary leave with salary, and more. According to this Act, the employer is allowed to make permissible deductions from bonus paid to the employees. The time limit of payment of bonus is within a period of 8 months from the end of the financial year. Penalty for Contravention: In case any person is found guilty of violating any of the provisions laid under this act, he/she may be punishable with imprisonment that may extend to six months or fine which may extend to a sum of Rs. 1000 or both. For corporations contravening this Act, its director, partner, or principal officer responsible for the conduct of its business will be held liable. However, if the person is able to prove that the offense was conducted without his knowledge, he will not be found guilty. 14.3 SUMMARY Bonus, therefore, forms an essential component of an individual’s salary or wage. The Payment of Bonus Act of 1965 has undergone a series of amendments- in 1985, 1995, 2007 and most recently in 2015. The amendment of 2015 has brought in significant changes with regard to the minimum and maximum limit for payment of bonus. The wage threshold for determining the eligibility of employees has also been increased via this amendment. 14.4 KEYWORDS  Form: means a form appended to these rules 267 CU IDOL SELF LEARNING MATERIAL (SLM)

 Annual returns: Every employer shall send a return in Form D to the Inspector so as to reach him within 30 days after the expiry of the time limit specified in section 19 for payment of bonus  Corporation: Corporation means anybody corporate established by or under any Central, Provincial or State Act but does not include a company or a co-operative society  Available Surplus: It means the available surplus under Section 5  Establishment in Private Sector: It means any establishment other than an establishment in public sector 14.5 LEARNING ACTIVITY 1. What is the concept of set on and set off. ___________________________________________________________________________ ___________________________________________________________________________ 2. Can Bonus be paid on monthly basis? ___________________________________________________________________________ ___________________________________________________________________________ 14.6 UNIT END QUESTIONS A. Descriptive Questions Short Questions 1. State the meaning of Establishment 2. State the meaning of Employer 3. What is an Accounting Year? 4. Who is the Bonus Act applicable to? 5.Which institutions are exempted from payment of bonus? Long Questions 1. Describe the history of Payment of bonus Act 2. Discuss the provisions under the payment of bonus act 3. Analyze how employee gets disqualified under Bonus Act? 268 CU IDOL SELF LEARNING MATERIAL (SLM)

4. Describe the minimum and maximum amount for payment of bonus 5. Can interim bonus paid to employee be adjusted against statutory bonus payout? B. Multiple Choice Questions 1. Payment of Bonus Act 1965 is applicable to every factory and to every other establishment where ---------- workmen are employed on any day during an accounting year a. 20 or more b. 10 or more c. 50 or more d. 30 or more 2. Every employee receiving salary or wages upto RS. 3,500 p.m. and engaged in any kind of work whether skilled, unskilled, managerial, supervisory etc. is entitled to bonus for every accounting year if he has worked for at least ---------- days in that year. a. 15 working days b. 30 working days c. 60 working days d. 90 working days 3. If in an accounting year, the allocable surplus calculated after taking into account the amount ‘set on’ or the amount ‘set of’ exceeds the minimum bonus, the employer should pay bonus in proportion to the salary or wages earned by the employee in that accounting year subject to a maximum of ------- % of such salary or wages. a. 10% b. 30% c. 20% 269 CU IDOL SELF LEARNING MATERIAL (SLM)

d. 25% 4. The bonus should be paid in cash within ----------- months from the close of the accounting year a. 6 months b. 12 months c. months d. 8 months 5. Excess allocable surplus remain after paying the maximum bonus of 20% on the wage or salary of the employee, should be carried forward to the next following year for utilizing the payment of bonus in case of the shortage of the allocable surplus or losses occur. This is called as a. Set-On b. Set-Off c. Take-On d. Set-Off Answers 1-a, 2-b, 3-c, 4-d, 5-a 14.7 REFERENCES References book  Entrepreneurship: Hisrich, Robert. Michael Peters and Dean Shepherd, Mathew. Tata McGraw-Hill Education, New Delhi 2017.  Entrepreneurship Development: Sangeeta Sharma, PHI, 2017.  Innovation and Entrepreneurship: Peter Drucker, Harper Collins India, 2015. 270 CU IDOL SELF LEARNING MATERIAL (SLM)

 Entrepreneurship Development and Small Enterprise: Poornima M, Pearson Education, 2014. Textbook references  Entrepreneurship Development: Gordon E and Natarajan K, Himalaya Publishing House, 5th Edition, 2014.  Entrepreneurship A South Asian Perspective: T V Rao, Donald F. Kuratko, Cengage, 1st Edition, 2012.  The Innovators by Walter Isaacson.  Modern Monopolies by Alex Moazed and Nicholas L. Johnson @109.10 Website  www. Yourarticlelibrabry.com  www. Managementstudyguide.com 271 CU IDOL SELF LEARNING MATERIAL (SLM)