Academic literature on the topic 'Family-owned business enterprises – Case studies – Succession'
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Journal articles on the topic "Family-owned business enterprises – Case studies – Succession"
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Zilber, Silvia Novaes, Emerson Antonio Maccari, José Vicente Carneiro Filho, and Jouliana Jordan Nohara. "Succession in Family Businesses and its Impact on Business Strategy: Case Studies in the Corporate Sector of Medical Product ManufacturersHttp://Dx.Doi.Org/10.5585/Riae.V9i3.1691." Revista Ibero-Americana de Estratégia 9, no. 3 (January 28, 2011): 88–111. http://dx.doi.org/10.5585/ijsm.v9i3.1691.
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In a highly competitive market, the demands for new market positioning, redefinition of objectives and innovative concepts of business management make increasingly prominent leading companies define their competitive strategies to ensure long-term survival. An occurrence in the life of a business that can affect the strategy in companies, particularly characterized as family-run businesses, is the succession process, and the consequences that may result from this process require adaptive management in times of change. Therefore, the purpose of this study is to clarify how the succession process occurs in small and medium-sized enterprises, characterized as family businesses. To this end, we studied three companies in the same sector of the economy, specifically, medical and dental product manufacturers within the industrial sector, using an exploratory method through case studies. Studies revealed coincident points in the three companies, the most striking being the occurrence of succession occurring by removal of the founder, whether for medical reasons or by death. We also address the issues concerning lack of a more elaborate planning for the succession process. The most significant changes were observed in the organizational structure of enterprises in the immediate aftermath of the founder’s succession, when businesses undertook a new dynamic.
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Awofeso, Oluyomi, and A. A. Obemeata. "Loss and Post-founder Business Discontinuity among selected Indigenous Private Enterprises in South-West Nigeria." Nigerian Journal of Sociology and Anthropology 17, no. 1 (June 1, 2019): 48–71. http://dx.doi.org/10.36108/njsa/9102/71(0140).
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The survival of indigenous private enterprises is usually threatened by the demise of their founders. While previous studies on enterprise (dis)continuity have focused largely on business failure before founders’ death, little attention is paid to why indigenous private businesses do not outlive their founders in Nigeria. This study, therefore, examined the factors accounting for post-founder business discontinuity among selected indigenous private enterprises in the South-West, Nigeria. Theory of Loss and continuity in the family firm provided the framework. The research design was exploratory, using qualitative methods of data collection. Three states (Lagos, Ogun and Oyo) were purposively selected on the basis of being home to many defunct indigenous enterprises. Case studies were done on 16 purposively selected indigenous private enterprises (eight discontinued and eight surviving) whose founders had died. The qualitative data were analysed with Nvivo 8. Findings show that disharmony in the deceased founders’ family, ineffective implementation of succession plans as well as inheritance crises emerged as the most prevalent factors that accounted for postfounder enterprise discontinuity. The study recommended that indigenous enterprise founders should make efforts to foster harmonious relationships among members of their families in order to increase enterprise survival after their death.
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Gherardi, Silvia, and Manuela Perrotta. "Daughters taking over the family business." International Journal of Gender and Entrepreneurship 8, no. 1 (March 14, 2016): 28–47. http://dx.doi.org/10.1108/ijge-11-2014-0044.
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Purpose – This paper aims to explore gender and legitimacy in family business succession. Design/methodology/approach – Within the theoretical framework of French pragmatic sociology, the authors conceptualise the family business as the locus where two regimes of engagement are present, generating the co-presence of two orders of worth, namely the domestic and the industrial. Taking a processual approach to entrepreneuring, and using case studies of small enterprises in Italy, this paper explores the case of daughters taking over the family firms. Findings – The paper shows how the daughters’ perceived gender inequality in the succession process is justified and how the justification work and the production of legitimacy are accomplished, shifting from one order of worth to the other. Originality/value – The value of the contribution consists in pointing to how gender inequality is reproduced and justified inside the family business. The dual regime of engagement is what justifies the reproduction of a specific gender regime within the family business. Moreover, the paper adds a “gender” perspective to French pragmatist sociology.
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Saleem, Irfan, Faiza Khalid, and Muhammad Nadeem. "Family business governance: what’s wrong? What’s right? What’s next?" Emerald Emerging Markets Case Studies 9, no. 1 (January 28, 2019): 1–23. http://dx.doi.org/10.1108/eemcs-02-2018-0011.
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Learning outcomes This case study can help the reader to understand how to build an effective board for family business, and why evolving board structure can help family firm to sustain for a longer period in Market. Reader can also learn about role of independent director, CEO's Succession process and ways to deal with duality issue that family owned enterprise may face during a transition from generation X to Y. Case overview/synopsis This teaching case study describes various decision-making situations using example of a Pakistani family firm and entrepreneurs who started the business few decades back in France. This partially disguised case is based on actual events. The data are collected based on discussions with family business owners and minutes of meetings. The objective of study is to make sense of the family business theories e.g. socio emotional wealth stakeholder and agency. Case readers can also learn about the family’s business governance practices using diverse scenarios presented in this case. Complexity academic level This study is suitable for graduate and undergraduate studies. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 7: Management science.
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Kiwia, Rose Haynes, Kenneth M. K. Bengesi, and Daniel W. Ndyetabula. "Succession planning and performance of family-owned small and medium enterprises in Arusha City – Tanzania." Journal of Family Business Management 10, no. 3 (December 5, 2019): 213–30. http://dx.doi.org/10.1108/jfbm-03-2019-0018.
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Purpose The purpose of this paper is to examine succession planning and performance of family-owned small and medium enterprises (SMEs). Design/methodology/approach The quantitative research approach and a cross-sectional research design were employed. The probability sampling technique was used to draw 219 respondents from the sampling frame. A structured questionnaire was used for data collection. Descriptive statistics and independent samples t-tests were used for data analysis. Findings It was revealed that most of family-owned SMEs founders in the study area had mechanisms for succession planning for their businesses. Also, there is a difference in business performance when successors are selected and prepared by business founders compared to when they are selected and prepared by other family members. Successors selected and prepared by business founders performed better in business than successors who were selected and prepared by other family members. Research limitations/implications This study employed a quantitative research paradigm methodology, which limits deep discussion with respondents. Future studies could consider using a qualitative research paradigm methodology. Originality/value The paper presents succession planning process experience in family-owned SMEs in the study area, specifically the existence of succession planning in family-owned SMEs. It also shows a difference in business performance between the two investigated groups. This paper will benefit business founders, family business successors and researchers.
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Cadieux, Louise, Jean Lorrain, and Pierre Hugron. "Succession in Women-Owned Family Businesses: A Case Study." Family Business Review 15, no. 1 (March 2002): 17–30. http://dx.doi.org/10.1111/j.1741-6248.2002.00017.x.
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Succession is one of the most studied aspects of family businesses. However, although it is estimated that women own more than 33% of such organizations, to our knowledge, few studies focus on succession in them. Our objective is to explore and understand the process of succession in family-owned businesses run by women. This paper presents the results of a case study of four women who own and run family businesses in the manufacturing sector and who have shared the management of their organizations with their successors for at least three years.
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Chittoor, Raveendra, and Ranjan Das. "Professionalization of Management and Succession Performance—A Vital Linkage." Family Business Review 20, no. 1 (March 2007): 65–79. http://dx.doi.org/10.1111/j.1741-6248.2007.00084.x.
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Based on inductive reasoning—case evidence from Indian family business groups and the authors' experience with family businesses in India—this article explores the impact on succession performance of succession to a nonfamily professional manager as compared to a family member, commonly referred to as professionalization of management. An important distinction is drawn between family-owned and family managed businesses and family-owned and professionally managed businesses. Then, drawing from case studies on succession process in three Indian family business groups, the article puts forth five propositions pertaining to the impact of professionalization of management on succession performance. Several directions for further research are indicated.
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Banchik, Anna Veronica. "Taking Care and Taking Over: Daughter’s Duty, Self-Employment, and Gendered Inheritance in Zacatecas, Mexico." Gender & Society 33, no. 2 (February 1, 2019): 296–320. http://dx.doi.org/10.1177/0891243218825104.
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Although disproportionate housework and care responsibilities ascribed to mothers and wives have been found to greatly impact women’s self-employment, less is known about how family-level labor structures may shape daughters’ entrepreneurship. Family business scholarship has shed partial light on this question by showing that household hierarchies and gender norms impede daughters’ recognition and inheritance within family firms in the United States. Drawing on interviews with 32 women microenterprise owners in Zacatecas, Mexico, this article builds on previous research by suggesting that gendered mechanisms and labor structures may in fact position daughters to inherit businesses or business-related resources such as skills, financial capital, and property from their parents. Daughters acquire these assets by virtue of contributing to their parents’ enterprises as part of their childhood chores and maintaining a continued attachment to these businesses into adulthood. Daughters’ job prospects aside from inheritance were found to further shape their perceptions of business succession and inform their decision about whether to take over the family enterprise. Such acquisitions can be said to comprise instances of “gendered inheritance,” in which gendered institutions largely understood as disadvantaging women also may position them to attain valuable assets.
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Bjuggren, Per-Olof, and Lars-Göran Sund. "Strategic Decision Making in Intergenerational Successions of Small- and Medium-Size Family-Owned Businesses." Family Business Review 14, no. 1 (March 2001): 11–23. http://dx.doi.org/10.1111/j.1741-6248.2001.00011.x.
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This paper deals with intergenerational successions of small and medium-size enterprises (SMEs). Entrepreneurs face an unavoidable succession dilemma: they must make either explicit or implicit strategic decisions about transitioning ownership of the family business. The main alternatives are to sell the company to someone outside the family or to make arrangements for an interfamily succession. In the latter case, there are many transition modes, e.g., through a gift of shares or a will. This paper uses decision trees to analyze intergenerational successions problems. One conclusion of the paper is that it is important for a society to provide a legal system that facilitates transitions of family companies within the family because the legal system will, among other positive factors connected with family businesses, preserve idiosyncratic knowledge of family character.
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Zhu, Jian An. "Case Study of Entrepreneurship and Family Business Succession on the View of Life Cycles." Advanced Materials Research 468-471 (February 2012): 484–87. http://dx.doi.org/10.4028/www.scientific.net/amr.468-471.484.
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In the most common cases, the first generation creates his business, accumulates wealth and waits for the right chance to hand them over to the second generation. The case study on Fotile Co. provides a perspective of both entrepreneurship and succession of family business. In 1996, Mao Li Xiang and his son, Mao Zhong Qun, started together a business on kitchen products. On the view of product life cycle, Mr. Mao Senior produced the clip reeds subcontracting for the state-owned TV set company and electric gas-lighting for international trade which were manufactured with imitation and at last waned after several years, until in 1996 he devoted himself to the third products, Chinese kitchenware, and beat Western technology with domestic technology and design in meeting the needs in Chinese kitchens. On the view of his individual life cycle, Mr. Mao Senior began with the accountant and salesman in commune and brigade enterprise in the 1970’s, manager of in the township and village enterprises in the 1980’s and the owner of family business in 1990’s when he handed over the right of control and finished the professionalization of management, the upgrading of enterprises as well.
Dissertations / Theses on the topic "Family-owned business enterprises – Case studies – Succession"
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鄭宏泰 and Hongtai Zheng. "The transfer of ownership and leadership: a study of Chinese family business and inheritance." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31245109.
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Klee, Robynne. "The influence of family business resources on transgenerational success: a family business case study." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/11124.
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Family businesses are major contributors to the economies of most countries and are known to be one of the best performing, most prevalent and resilient forms of business throughout the world. Despite their importance and based on the vast amount of research done in the field of family businesses, this form of business appears to be laden with challenges and is short-lived. Amongst others, one of the most fundamental challenges and contributors to the short-lived nature, and thus high failure rate of family businesses is poor succession planning. In order to address this challenge, the Successful Transgenerational Entrepreneurship Practices (STEP) research framework was developed to ascertain the factors that contribute to entrepreneurial performance and the effective transgenerational potential and success of family businesses globally. Transgenerational potential, entrepreneurial performance, the external mediating factors influencing family businesses, Entrepreneurial Orientation (EO) and the Resource Based View (RBV) of familiness resource pools are the components that make up the STEP research framework. By adopting the STEP research framework, the primary objective of this study is to establish how a transgenerational family business creates new economic activity over time by using and transferring familiness resource pools from one generation to the next. Due to the primary focus of the study being to research familiness resource pools and how they generate transgenerational potential for family businesses, this component of the STEP research framework is investigated in detail. The literature review therefore highlights the eight dimensions of familiness resource pools, namely: leadership, networks, capital, decision-making, culture, relationships, governance and knowledge, and are the main focus of this study. An interpretivism research paradigm is selected for this study. Interpretivism paradigms are associated with qualitative research methodologies. Owing to the fact that much still remains to be discovered in terms of familiness and familiness resource pools, a descriptive, single-case study is the type of research method undertaken. The sample is identified based on non-probability purposive sampling as per the strict guidelines of the STEP project. The sample size in this study consisted of one family business operating in the Eastern Cape, South Africa. The STEP interview schedule, which consists of semi-structured questions, is the research instrument used to collect the necessary data from five participants involved in the family business (a prominent motorcar dealership). Once all the data is collected, a combination of directed content analysis and explanation building are used to analyse the data. The findings of the study reveal that the leadership values present in the family business stem from that of the founder. Contrary to the current CEO’s beliefs that the family business investigated operates primarily under his participative leadership style, the interviews reveal that while the CEO does demonstrate participative leadership, his leadership style is somewhat autocratic in nature. This autocratic leadership style has caused the employees and the business as a whole, to become too reliant on the CEO, especially in terms of strategic decision-making, which may be a threat to the future succession of the business. The CEO’s expert leadership however, ensures that the business adheres to strict guidelines in terms of employing the best person for the job, regardless of whether the candidates are family members or not. As such, the prominent motorcar dealership is marketed as a family business and together under the family leadership, has helped attract customers and well qualified non-family employees to the business. While there is ample leadership available within the business, the lack of succession planning is reiterated to be a major threat facing the future of the business. Almost all of the original networks established by the founder in the prominent motorcar dealership studied still exist in the business in 2014. It is established that employees, especially those in the third generation, are encouraged to build their own networks within their relevant spheres of responsibility. Moreover, the business family’s history, reputation and goodwill have helped create and establish networks for the family business, especially within the Eastern Cape. These networks have helped the business drive sales and have contributed to the success of the business.
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Govender, Rowan. "An examination of succession planning approaches in family owned businesses : a case study of two businesses in East London, South Africa." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1621.
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Family businesses constitute a large number of businesses worldwide contributing significantly to the global economy. Succession planning is a key issue influencing the sustainability of these family businesses. According to research, approximately 30% of businesses fail due to matters related to succession planning (Grote, 2003). Further research indicated that approximately 50% of family businesses do not have adequate succession plans in place. Hence, family businesses are exposed to significant risk in sustainability due to insufficient succession planning. An effective approach to succession planning in a family business increases the chance of success of a family business in both the short and long term. The purpose of this study was to develop a better understanding of approaches to succession planning in two family businesses in East London, South Africa. This purpose was to improve the commercial viability of family businesses and improve the body of knowledge from an academic perspective. To this end, a detailed literature study was conducted on family businesses and succession planning. A qualitative case study research paradigm was implemented to ascertain the nature of the approaches adopted by the two businesses. An interview process was conducted with the incumbent founders (fathers) and successors (sons) of the family business. This process suggested that each business requires a unique approach to succession plan which may include aspects of formal and informal processes. It is necessary to understand the nature of the family business, its interrelated relationships and context to adequately determine the success of a succession approach. It is for this reason that families aspiring long term sustainability should invest in effective succession planning approaches that integrate the nuances of the individual family business.
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Hui, Kwan-wah Hugo, and 許坤華. "A case study on a Chinese family business." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B42574250.
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Sievert, Sheree L. "Preserving bodies, preserving buildings : funeral homes in east-central Indiana." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1133728.
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Traditionally, funeral homes have been family-owned small businesses which pride themselves on their personal, caring service. Many are located in historic houses worthy of preservation. In the past few decades, however, many family-owned funeral homes have been bought out by large, national corporations in search of big profits. The future of oldhouse funeral homes is uncertain. An inventory of funeral homes was conducted in a ninecounty area of east-central Indiana, including Blackford, Delaware, Grant, Hancock, Henry, Jay, Madison, Randolph, and Wayne Counties. Findings show that a majority (59%) of the funeral homes in the nine-county area of east-central Indiana inventoried are located in former residences built before 1950, with varying degree of modification. While some have had minimal or moderate alterations, a large percentage (54%) of these have been extensively altered over the years. Case studies of four pre-1950 funeral homes in the inventory area revealed that alterations, many of which reflect the needs of the funeral business, have affected not only their integrity but also their ratings in the Indiana Historic Sites and Structures Inventory. Recommendations include greater communication between the funeral industry and preservationists, and the establishment of guidelines for sensitive additions that are addressed specifically to the needs of the funeral industry.Department of Architecture
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Duarte, Jo??o Roberto Cordeiro. "A reestrutura????o da ??rea cont??bil como ponto central para a melhoria da gest??o e profissionaliza????o de empresa t??xtil de origem familiar." FECAP - Faculdade Escola de Com??rcio ??lvares Penteado, 2006. http://132.0.0.61:8080/tede/handle/tede/437.
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Previous issue date: 2006-09-28Some characteristics of family companies continue even though these enterprises reach high platforms of invoicing, using, for times, hundreds of employees. During its initial phase, many of these enterprises adopt informal procedures that, times later can constitute problems to its higher development, exactly for the fact to be persisted on to the company's culture of the initial phase. In many cases, the lack of a practical and structuralized accounting and the adoption of informal practices constitute serious obstacles, leading the company the filings for the inspection agencies, labor law actions and shunting line of materials and financial resources. Additionally, the absence of more rigid or efficient controls implicates the strategic administration of the company, for the lack of highlights (management information) on competitiveness, costs and financial health. This research had as objective to analyze the problems lived for a great company of the textile segment, caused for a family management, and shows as the reorganization of the countable sector oriented for the adoption of a series of measures, amongst them the implantation of a management accounting. For this study bibliographical documentary research and study of case had been used predominantly, that had allowed lining up the theory and the objectives. Through the developed study, one proves that a structured accounting and the participation and integration of all the sectors in the spreading of the information allow the implantation of a management accounting.
Algumas caracter??sticas de empresas familiares persistem mesmo quando esses empreendimentos atingem elevados patamares de faturamento, empregando, por vezes, centenas de funcion??rios. Muitos desses empreendimentos adotam, durante sua fase inicial, procedimentos informais que, tempos depois, podem acabar se constituindo em empecilhos ao seu maior desenvolvimento, exatamente pelo fato de persistirem arraigados ?? cultura organizacional da fase inicial. Em diversos casos, a falta de uma contabilidade estruturada e a ado????o de pr??ticas informais passam a constituir s??rios obst??culos, levando a empresa a autua????es pelos ??rg??os de fiscaliza????o, a????es trabalhistas e desvio de materiais e de recursos financeiros. Adicionalmente, a aus??ncia de controles mais r??gidos ou eficazes acaba comprometendo a administra????o estrat??gica da empresa, pela falta de sinalizadores (informa????es gerenciais) quanto a sua competitividade, custos e ?? pr??pria sa??de financeira. Esta pesquisa teve como objetivo analisar os problemas enfrentados por uma grande empresa do segmento t??xtil, ocasionados por uma gest??o familiar, e mostra como a reestrutura????o do setor cont??bil serviu de base para a ado????o de uma s??rie de medidas, dentre elas a implanta????o de uma contabilidade gerencial. Para este estudo foram utilizados predominantemente pesquisa documental bibliogr??fica e estudo de caso, que permitiram alinhar a teoria e os objetivos em estudo. Atrav??s do estudo desenvolvido, comprova-se que uma contabilidade estruturada e a participa????o e integra????o de todos os setores na divulga????o das informa????es permitem a implanta????o de uma contabilidade gerencial
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Gao, Fei Yi Organisation & Management Australian School of Business UNSW. "Regional differences in HRM practices- the case of family businesses in the People??s Republic of China." 2008. http://handle.unsw.edu.au/1959.4/41471.
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Despite the increasing significance of Chinese family businesses (CFBs) as an important sector in China??s fast-growing economy, family businesses in China have received little research attention in the literature. The aims of this study are two-fold. First, the study examines the current human resource management (HRM) practices of selected family businesses in the country in areas of recruitment and selection, training and development, performance appraisal, and rewards. Second, it investigates differences in HRM practices of CFBs between the eastern-coastal and inland regions of the country. From a questionnaire survey of 205 CFBs operating in seven cities in two regions, this study has found that CFBs combine their traditional informal, relationship-based HR practices with western-style HR practices. Furthermore, both univariate and multivariate analyses have demonstrated significant regional differences in HRM, thus supporting the argument that a firm??s HR practices are shaped by institutions in which the firm operates. The findings of this study make important contributions to both research and practice. First, the findings have provided further evidence to the applicability of institutional theory to the explanation of HRM practices. Second, the study has also provided some practical implications for HR managers of firms, both domestic and foreign, in China. However, results of this study need to be interpreted with caution because external validity is sacrificed to an extent given its focus on family businesses, a non-probability sampling method and relatively small sample size. In addition, the cross-sectional approach adopted in the study fails to identify changes in HRM over time. Despite the limitations, however, this study has contributed to the body of knowledge by enhancing our understanding of CFBs in China and their HRM that have been under-researched empirically.
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"The inter-relation of a Chinese family firm and a Chinese family: the case study of the Nanyang Brothers Tobacco Company and the Jian family." 2015. http://library.cuhk.edu.hk/record=b6116384.
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本論文研究華人家族企業與華人家族之間的互動關係，並且以南洋兄弟煙草公司和簡氏家族作為本論文的個案研究。在論文中，將討論家族如何與為何影響公司的擁有權、控制權、公司經營和未來發展。同時，也將討論公司如何且為何影響一個家族的成立與擴張，與其他家庭的關係，以及如何從家族變成宗族。在結論中，我將指出簡氏家族是一個成員不多的小家族，因此必須依賴親戚和廣東同鄉來經營。此外，雖然他們可藉著與簡氏家族的關係而進入南洋，但是他們在南洋的升遷與發展，則依賴他們的表現和與簡家的關係變化。因此在華人家族企業中，家族成員、親戚與同鄉可通過他們與家族的關係而進入企業工作，但是他們的未來取決於他們對公司的貢獻與表現，以及他們與家族之間的關係有何變化。
大部分的簡家成員是通過他們在海外的工作經驗而接觸並學習現代化技術，而非通過教育。此外，雖然簡氏家族在引入現代化技術以改善南洋的生產和管理，並且看似大膽且現代化，但實際上當他們在公司的權利可能因而受影響時，他們則表現得保守與傳統。因此，華人家族企業的現代化取決與華人家族企業的擁有權和控制權是否遭受威脅。如果擁有權和控制權不受影響，現代化的改革則得以實施，不然將仍然保留傳統的模式。現代化並非單純的零和模式，因此許多華人家族企業是現代與傳統的混合體。
由於與政治界缺乏有效的方式與溝通，南洋與簡氏家族都不可避免地受到政府的影響，無力拒絶政府的要求並為他們自己爭取更好的機會。如同民國時期其他商人與企業，當中國出現大一統政府時，他們就無法取得比較好的機會與待遇。
本研究也為華人家族企業指出了四個新理論。第一，當華人家族企業為股份公司時，其擁有權將影響其控制權。第二，家族成員、親戚與鄉親可進入公司，但他們的地位取決於其貢獻與表現，以及他們與家族的關係。第三，華人家族企業的現代化，取決於家族是否可保有對公司的擁有權和控制權。第四 ，企業家精神有時對公司不是好處，而是壞處。
The thesis is a research based on a case study of the inter-relation of a Chinese family firm and a Chinese family: the Nanyang Brothers Tobacco Company and the Jian family. The article will be discussing on the rationale and practices that influence a firm on its ownership, authority, operations and developments; In addition, the ground of these influences towards its family growth, expansion, connection with other families, eventually leading to a lineage evolution.
Throughout the study, I have indicated that the Jian family is a small family. Hence, most of its members have to rely on their paternal and maternal relatives, or the Cantonese fellows to operate Nanyang. In the beginning stage, this group of family members could obtain a position in Nanyang through relationship with the Jian family. However, their career paths in Nanyang are subject to their performances and the changes of relationship with the Jian family at some point in the future.
In spite of ample working experience gained in overseas, most members from the Jian family did not learn about modernization through academic choice. Notwithstanding the evidence that the Jian family has introduced the modern skills and technology into the process of Nanyang’s manufacturing and management, it is unlikely that the authority could forgo the conventional methodology in order to adapt to the advanced formulas. Over and above that, this group of family members regards this phenomenon as a disadvantage towards their position in Nanyang. The threat level of present authority and ownership determines the success rate of the evolution within a Chinese family firm. Modernization could be realized if only the present authority were not affected. However, the evolution within a firm is not a zero-sum game. And therefore, many of the Chinese family firms adapt to the integration of modern and conventional management approach.
The lack of communication efficiency between the local government and Jian family, as well as Nanyang is the fundamental of its political position. Due to its political positioning, Nanyang unavoidably faces difficulties in declining requests from the government and to strive for greater opportunities. Like any other merchants during the Republican Era of China, they could not gain a better treatment under these circumstances.
The research indicated four principles for these Chinese family firms. Firstly, when a Chinese family firm is also a stock corporate at the same time, its ownership of the company’s share will directly impact on its individual authority. Secondly, family members, relatives, and fellows could achieve an easy entry into a Chinese family firm based on its relationship. However, the career paths in the firm are subject to their individual performances and the relationship with the family. Thirdly, the threat level of present authority and ownership determines the success rate of the evolution within a Chinese family firm. Modernization could be realized if only the present authority were not affected. Otherwise, modernization will be denied at the initial stage. Lastly, entrepreneurship is a double-edged sword. It allows a firm to unleash its greatness; or, a significant drawback.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Chong, Henry Ren Jie.
Thesis (Ph.D.) Chinese University of Hong Kong, 2015.
Includes bibliographical references (leaves 277-292).
Abstracts also in Chinese.
9
"The structure of ownership in family firms." Thesis, 2010. http://library.cuhk.edu.hk/record=b6075291.
Full textAbstract:
Prior literature focuses on the causes and effects of ownership concentration between significant blockholders and minority shareholders. Anecdotal evidence shows that it is also important to look at the causes and effects of ownership concentration within controlling families as family ownership can become diffused after generations. Family trust is a popular vehicle for holding family ownership. It allows a founder to concentrate firm ownership on a long-term basis, preventing control loss after he/she steps down. Family members can enjoy control benefits such as preservation of their family intangible assets. However, there is tradeoff. Family members cannot resolve their conflicts by acquiring and selling off shares among them, since they are no longer the legal owners of the shares.Using a sample of 216 family firms listed on the Hong Kong Stock Exchange with time series data spanning 1990--2008, I investigate the causes and effects of ownership concentration by means of family trust. I fmd that when family control is important (when there exists a large amount of family intangibles), there is a higher propensity that family trust is used to concentrate ownership and secure control, provided that the cost of using it is low (small family size hence low family conflict). However, when there are more and more family members after generations, the benefit of preserving the intangibles may not be high enough to cover the cost of potential family conflict, leading to firm value loss. Moreover, the cost of using trust magnifies during difficult periods such as financial distress, economic downturn and leadership succession. Hence, firms with high potential family conflict have poorer performance during difficult time if family trust is used for holding the firm's controlling stake. Family trust also induces common pool problem. Family members tend to extract resources from the family firm as much and as early as possible, leading to higher payout and slower firm growth.
Leung, Siu Ching.
Adviser: Joseph P. H. Fan.
Source: Dissertation Abstracts International, Volume: 73-03, Section: A, page: .
Thesis (Ph.D.)--Chinese University of Hong Kong, 2010.
Includes bibliographical references (leaf 58).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstract also in Chinese.
10
Hammond, Clark H. "Response of family businesses to a natural disaster : a case study approach." Thesis, 2003. http://hdl.handle.net/1957/31108.
Full textAbstract:
Throughout the world, weather-related and other natural phenomena claim
thousands of lives and devour billions of dollars annually in recovery efforts.
Destruction of life and property in the wake of disasters is devastating, and can
have a dramatic impact on families and businesses around the globe. Yet, published
works specifically in the field of Family Resource Management (FRM) reveal a
limited understanding of how families respond when these critical events strike
with little or no warning, particularly for business-owning families. This paper
explores family business responses to a particular natural disaster through case
study research from the FRM perspective. Essentially, its purpose is to ascertain
whether the FRM description of management is useful for family business systems
in the wake of a natural disaster. A review of the FRM and family business
literature is offered, followed by a broad description of qualitative methods and a
justification for the case study methodology for this project. In-depth information
about the successful management of a natural disaster was gathered through face-to-face and phone interviews with five leaders of family-owned businesses. The
interviews were transcribed and analyzed, followed by member checks and peer
reviews to strengthen the trustworthiness of the findings. Based on the experiences
of the five CEOs that participated in this study, it appears that the FRM
conceptualization of management generally captured their experience and can
perhaps be a useful tool in conceptualizing the preparation for, and recovery from,
critical events. It was also found, as anticipated, that access to tangible resources
(money, materials, equipment) and intangible resources (communication processes,
family unity, adaptability, relationships) was a key to successful management.
What was somewhat surprising, however, was the emphasis placed on the power of
relationships in the management process. A discussion on how this study relates to
previous work on family stress and coping models is offered, and implications for
researchers, practitioners, and government agencies that interface with families in
business are provided.Graduation date: 2003
Books on the topic "Family-owned business enterprises – Case studies – Succession"
1
Gordon, Grant. Family wars: Stories and insights from famous family business feuds. London: Kogan Page, 2010.
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Gordon, Grant. Family wars: Stories and insights from famous family business feuds. London: Kogan Page, 2010.
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Nigel, Nicholson, ed. Family wars: Stories and insights from famous family business feuds. London: Kogan Page, 2010.
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Gordon, Grant. Family wars: Stories and insights from famous family business feuds. London: Kogan Page, 2010.
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Costa, Armando Dalla. Sucessão e sucesso nas empresas familiares. Curitiba: Juruá Editora, 2007.
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Mezzadri, Andrea. Il passaggio del testimone: Sedici casi di successo in imprese familiari italiane. Milano: FrancoAngeli, 2005.
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González León, Ana Cristina, editor, ed. Exploring transgenerational entrepreneurship: The role of resources and capabilities. Cheltenham, UK: Edward Elgar, 2014.
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Henríquez, Ivan Lansberg. La empresa debe continuar: Un caso de transicíon en un concorcio familiar. Caracas: Ediciones IESA, 1988.
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Sheng jing jiao ni de 18 ge jie ban mi jue: How to read the Bible as a successor. Taibei Shi: Tian xia za zhi gu fen you xian gong si, 2018.
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Mechanisms to assure long-term family business survival: A study of the dynamics of cohesion in multigenerational family business families. Frankfurt am Main: Peter Lang, 2007.
Find full textBook chapters on the topic "Family-owned business enterprises – Case studies – Succession"
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Pawar, V. P., Bhagyashree Kunte, and Srinivas Tumuluri. "Beyond the Bootstrap." In Indian Business Case Studies Volume II, 25—C3.P32. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780192869388.003.0003.
Full textAbstract:
Abstract This case is about entrepreneurial capabilities and attitudinal aspects as important to manage situations in a competitive marketplace. The first-time entrepreneurs are normally experienced and trained in manufacturing and management skills before they decide to start their own enterprises. Whereas in case of entrepreneurs who take up responsibilities as entrepreneurs in a family succession plan it becomes challenging to manage enterprises which have already got used to a set culture and management styles and difficult to deviate and change to corner room management styles. The second-generation entrepreneurs are not easily accepted by the workforce and group dynamics established from the past periods. Normally the second-generation entrepreneurs are more exposed to lifestyles and attitudes of highly educated and convent bread styles of life. To work with own hands and be friendly and accommodative towards employees is not a simple possibility and leads to complex issues in managing the enterprise. The protagonist of the case apparently belongs to one such class of entrepreneur over dependent on his predecessors’ generals.
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Palekar, Srilatha, Arun Pardhi, and Sunanda Jindal. "A Botched-Up Succession Plan." In Indian Business Case Studies Volume VIII, 3—C1.P36. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780192869449.003.0001.
Full textAbstract:
Abstract When transfer of managerial authority is not accompanied by ownership change, the predecessor continues to call the shots. In all the excitement generated by the recent events in the Tata group, where the chairman was replaced by his predecessor—albeit as an interim measure—the real issue has gone into hiding. A substantial focus of the discussions and comments from the press, observers, and experts has been on procedures and personalities. Whether the incumbent chairman was given adequate notice about his removal and whether he was given a chance to argue his case is no doubt relevant questions to assess the fairness of the decision. But these questions speak to the procedural issues surrounding corporate governance. The other widely discussed question is about the differing perspectives and the positions taken by the incumbent and the predecessor. But if one were to seriously search for the root cause of this issue, it is possible to recognize the elephant in the room—ineffective succession planning and implementation. Succession planning is one issue that not many business organizations have handled well. While it can be quite challenging and tricky in family—owned and managed companies, we also have examples of other companies promoted by professionals struggling in this area. What comes in the way of highly reputed and sensible business leaders delivering on this inevitable but crucial mandate given to them in their role as business leaders and owners?
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Barabaschi, Barbara, Franca Cantoni, and Roberta Virtuani. "Managing Generational Handover in Family Business." In Advances in Human Resources Management and Organizational Development, 244–63. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4814-1.ch013.
Full textAbstract:
The aim of this chapter is to highlight the peculiarities of the succession in family-owned businesses and to discuss the main difficulties encountered by second and third-generation entrepreneurs during the succession process. By the use of direct interviews, the authors collected information about the specific role played by the multiplicity of stakeholders involved, first of all the HR function and the relationship with non family employees. The case studies analysed consider family firms that are managing their succession process. Two generations coexist in two cases with family members belonging to different branches of the same family. Non-family managers and employees represents a fundamental stakeholder that influence the success and sustainability of the succession process. One aim of the chapter is to analyse how the HR practices have changed during the succession process considering how the successors entered and integrated with non-family managers and employees according to the management for stakeholders approach.
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Lubawa, Galinoma Gahele. "Business Plan and Industrial Development." In Research Anthology on Strategies for Maintaining Successful Family Firms, 245–67. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3550-2.ch011.
Full textAbstract:
Writing of business plans ensures performance of a business and contributes to enabling countries to achieve sustainable development goals (SDGs). The latter are intended, in part, to promote industrialization, and improved human living and working standards. This chapter identifies and analyses the importance of business plan for family-owned food processing small and medium enterprises (Fo-SMEs). It advocates for the establishment of an “integrated planning” strategy to link Fo-SMEs and government support system for business development. Business-planning forecasts industrial production based on consumers' demands. Integrated planning ensures sustainability of Fo-SMEs, farmers' economic growth, and consequent achievement of SDGs. Tanzania Fo-SMEs serve as a useful lesson for developing economies. Future studies should consider Fo-SMEs' succession planning framework.
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Lubawa, Galinoma Gahele. "Business Plan and Industrial Development." In Practice, Progress, and Proficiency in Sustainability, 231–53. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4817-2.ch015.
Full textAbstract:
Writing of business plans ensures performance of a business and contributes to enabling countries to achieve sustainable development goals (SDGs). The latter are intended, in part, to promote industrialization, and improved human living and working standards. This chapter identifies and analyses the importance of business plan for family-owned food processing small and medium enterprises (Fo-SMEs). It advocates for the establishment of an “integrated planning” strategy to link Fo-SMEs and government support system for business development. Business-planning forecasts industrial production based on consumers' demands. Integrated planning ensures sustainability of Fo-SMEs, farmers' economic growth, and consequent achievement of SDGs. Tanzania Fo-SMEs serve as a useful lesson for developing economies. Future studies should consider Fo-SMEs' succession planning framework.