Most of the scholars argue that the big challenge for the SMEs in order to grow is access to finance. They consider financing as the most crucial need of a growing company. Based on the previous researches, companies need to move from the internal financing to the external financing through growth. In this situation, one way for SMEs is, to take advantage of a bank loan; however, many researchers argue that accessing a bank loan is not easy for SMEs. On the other hand, in the last decade since the number of SMEs increased in many countries, tendency of the banks, regarding cooperation with SMEs; gets increased as well. Although, many of the SMEs are still not satisfied with the lending process. Thus, this study investigates if some factors can have an effect on the lending process. Since, the factors which affect the lending process are various, the purpose of this study is, to examine how having an appropriate business growth plan could be helpful in order to have access to a bank loan. There is a lack of literature regarding observation of this process in developing countries and comparing the lending process in developing countries with developed countries, this paper will examine the lending process and influence of business growth plan in one developed country (Sweden), and one developing country (Iran) and compare all the systems with each other. In order to achieve the required information, multiple case study was chosen. The main result of this study is that a business growth plan has a different effect on the lending process in each country, since it is seen as a positive sign in Iran while it has both an advantage and disadvantage in Sweden.

Baigiamojo darbo autorius: Darius Ražauskas Pilnas baigiamojo darbo pavadinimas: Orgstruktūrinis modelis Lietuvos smulkaus ir vidutinio verslo plėtrai Baigiamojo darbo vadovas: Prof. Habil. Dr. Jonas Kvedaravičius Baigiamojo darbo atlikimo vieta ir metai: Vytauto Didžiojo universitetas, Ekonomikos ir vadybos fakultetas, Kaunas, 2010 Puslapių skaičius: 66 Lentelių skaičius: 4 Paveikslų skaičius: 15 Priedų skaičius: 3 Baigiamojo darbo tikslas - sudaryti orgstruktūrinį modelį Lietuvos SVV plėtrai. Teorinėje darbo dalyje analizuojama smulkaus verslo plėtros problematika, apibrėžiama pati SVV samprata ir išanalizuoti, bei aptarti vadybos mokslo autorių aprašomi verslo organizaciniai modeliai ir struktūros. Taip pat atliktas Lietuvos SVV organizacinių modelių plėtrai teorinio ištyrimo laipsnio įvertinimas, tyrimo metodų palyginimas ir įvertinimas, problemos tyrimo logikos pagrindimas. Analitinėje baigiamojo darbo dalyje pateikiami ir analizuojami rezultatai tyrimo, atlikto UAB „IMA“ naudojant apklausos ir interviu metodus, taip pat įvardintos problemines sritis. Projektinėje darbo dalyje suformuluoti tokie sprendimai: remiantis darbe atliktu tyrimu ir literatūros analize apibudintos orgstruktūrinio modelio Lietuvos SVV plėtrai sąlygos, bei sudarytas ir pateiktas rekomenduojamas orgstruktūrinis modelis. / Author of diploma paper: Darius Ražauskas Full title of diploma paper: Orgstructure model of Lithuanian small and medium business development Diploma paper advisor: Prof. Habil. Dr. Jonas Kvedaravičius Presented at: Vytautas Magnus University, Faculty of Economics and Management, Kaunas, 2010 Number of pages: 66 Number of tables: 4 Number of figures: 15 Number of appendixes: 3 The aim of final work is to present a model of orgstructure for Lithuanian SME development. At the theoretical part the problems of small business development and the concept of SMEs take place, also the business models and organizational structures which were analysed and discussed by the management of scientific authors are defined at this part. Moreover, it is set forth the degree of evaluation of theoretical models for testing of organizational Lithuanian SME development, comparison tests and assessment of problems of logical justification. At the final part of the analytical work provides an analysis of the results of the study, carried out by JSC "IMA" with the survey and interview techniques, as well as named areas of concern. At the designed work it is formulated the following decisions: with reference to the survey and analysis of the literary, it is definded the model of organization structure of Lithuanian SME development conditions and it is concluded and recommended the orgstructure model.

Chemical pollution has become an environmental and human health concern. Small and medium-sized enterprises are becoming the focus of environmental researchers, as they have been found to collectively contribute a significant amount of the pollution due to improperly managed chemicals. This case study of Nova Scotia small and medium-sized enterprises aimed to collect baseline information regarding environmental and chemical management including what positive practices were in place, what areas required more assistance, what information is being requested and who should be the focus of information programs. Results indicated that there is significant room for improvement in both the environmental and chemical management practices of small and medium-sized enterprises, even though participants indicated they were employing responsible practices. Participants were however, able to provide multiple suggestions regarding information they require in order to improve their business operations and environmental performance, thereby indicating they are aware improvements are needed.

<p><font face="TimesNewRomanPSMT"> <p align="left">This thesis tries to answer the question of how the reading half hour could be used effectively to address literacy problems and thereby improving reading comprehension. In this thesis dominant issues surrounding the teaching of reading and the development of reading comprehension are put under the magnifying glass. A skills based approach, where the focus is on the development of mechanical skills, is contrasted with a comprehension approach in the study. The study was undertaken within a psycholinguistic approach where the primary aim is to make meaning of language and text. This framework also created the space within which literacy problems could be addressed.</p> </font></p>

This study investigates the relationship between firm resources, positioning strategies and performance in the smaller firm. Porter’s generic strategies have been useful in describing how firms compete in the marketplace, and the resource based view has shown that resources can lead to a sustained competitive advantage. The strategic management field has begun to combine the two theories and examine the link between them. Small firms must make the best use of their relatively scarce resources. It is proposed that the relationship between resources and performance is contingent upon the positioning strategy the firm competes on, although there has only been limited supporting research to date. This research builds on work by Edelman et al. (2005) by examining the relationship between human, organisational and physical resources, and the strategies of quality/ customer service, innovation, and cost leadership in 447 retail, engineering, and professional service firms in New Zealand. Using Structural Equations Modelling this research finds that positioning strategies are the mechanism by which firms can leverage their resources into higher performance. This relationship can be modelled as mediated or moderated, with statistical analysis sensitive to model complexity. The firm’s environment influences this relationship with different resources required to support each position depending on the industry. Specifically human, organisational, and physical resources appear to be viable sources of competitive advantage when they are leveraged by a strategy of quality/ customer service, innovation or cost leadership when the industry environment is conducive to the resource – strategy combination.

Current theoretical frameworks for assessing policy implementation have been developed almost exclusively in the context of market-based, pluralist democracies. The lack of applicable implementation theory outside this ‘western’ setting inspired this research to investigate policy processes in more diverse contexts. This research thus applied existing implementation theory to the post-Soviet sphere, utilising current frameworks to test conditions in a post-communist context. This policy lens approach was applied through two in-depth case study policies within the small and medium enterprise (SME) sector, in order to improve practical understanding of the ongoing transitional complexities in the region. The choice of SMEs as policy targets shed particular light on the development of the middle class, which in turn contributed insights regarding post-Soviet nations’ continued transition towards more liberal democracies. This research examined implementation effectiveness through fieldwork conducted in Ukraine (2012), using an amalgamated list of criteria for ‘perfect’ policy implementation as a theoretical framework (Allison & Halperin, 1972; Gunn, 1978; Mazmanian & Sabatier, 1983). Empirical data was collected through both qualitative and quantitative methods, including interviews (141), surveys (178) and primary source collection. Data was analysed through a combined approach of interview coding, process-tracing and cross-tabulation. Findings confirmed that incorporating certain socio-economic features, specific to a post-Soviet environment, into existing implementation models resulted in a more accurate picture of actual policy processes. Research conclusions thus included a new theoretical model for assessing policy implementation effectiveness in the region (Fischer-Smith Policy Implementation Measurement for Post-Soviet States). For theoreticians, this research may inform structural considerations when conducting policy research outside of a pluralist democracy. For practitioners, it may allow for better identification of implementation obstacles, in order to more effectively target mitigation efforts. Ultimately, the new considerations presented in this thesis may inform the wider field of policy implementation studies, both in transition regions and developing nations, as well as in the western pluralist societies where implementation theory originated.

Modebranschen är en ständigt föränderlig bransch som präglas av långa ledtider, osäkra prognoser och starkt trendfokus. Ahlvar By Frida Ahlvarsson är ett svenskt modeföretag som verkar inom just denna bransch. Ahlvar upplever precis som många andra små modeföretag problem kopplade till branschens uppbyggnad. Problemen som företaget upplever är främst ekonomiska men har också att göra med höga lagernivåer och hög arbetsbelastning. I detta arbete görs en granskning av Ahlvars inköpsprocess med hjälp av Business Process Management (BPM) för att identifiera orsakerna bakom de problem som företaget upplever. Det fastslås att företagets ekonomiska problem främst är kopplade till höga produktionskostnader medan de höga lagernivåerna främst beror på avsaknaden av statistiska prognoser. Den höga arbetsbelastningen verkar i sin tur ha att göra med det faktum att det som enmansföretag är svårt att handskas med inköpsprocessens många steg och parallella processer. För att identifiera lösningar till dessa problem presenteras teori kring inköpsprocesser och även information om hur tre liknande modeföretag arbetar. De tre andra företagen är Filippa K, Företag X och House of Dagmar. Tillsammans med teorin görs en jämförelse mellan dessa tre och Ahlvar. Jämförelsen visar att det finns många likheter mellan företagen och att mycket av deras arbetssätt har goda kopplingar till teorin. Dock i identifieras även vissa markanta skillnader mellan Ahlvar och de andra företagens arbetssätt. Utifrån jämförelsen fastslås tre huvudsakliga rekommendationer för hur Ahlvar ska förändra sin inköpsprocess i syfte att förbättra sin ekonomiska situation med hjälp av en mer effektiv försörjningskedja. Rekommendationerna är att företaget bör hitta fler leverantörer, byta leverantörsland från Kina till ett eller flera länder i Europa och att börja göra enklare prognoser på tidigare års försäljning. Som en följd av bytet av leverantörsland rekommenderas även företaget att förändra sitt val av transportslag från flygplan till lastbil och båt vid frakt av produkter.

Background: In a world that is becoming more knowledge-based and where it gets harder to find value-adding employees, employer branding could be used as a way to attract and retain employees, which later can create competitive advantage. Research Question: In order to experience competitive advantage, how do SMEs use the strategies and tools of employer branding as a way to attract and retain value-adding employees? Purpose: The purpose with this study was to explore how employer branding is used by SMEs as a way to experience competitive advantage. Method: A qualitative research method with six case studies of SMEs located in different industries was adopted. Primary data was based on semi-structured interviews with respondents at the different SMEs. Theoretical framework: With the basis of the RBV, theories about this and the human capital as a resource as well as a competitive advantage, is presented. This continues with theories about the employer brand, attractive attributes about employers, employer branding strategies, and what the outcomes of employer branding is.  Findings and Conclusions: SMEs do not use the strategies and tools of employer branding in the generic way. Instead, much communication is carried out first when the recruitment process starts, with the aim to find employees who could deliver competitive advantage through their fit with the organization. Once onboard, different benefits are provided in order to retain them. Involvement and engagement are the most prominent ones, due to SMEs ability to offer cross-functional management.

The expectations’ on companies to take responsibility for their business practices aregrowing. Still, limited research have been conducted on consumer expectation on corporatesocial responsibility (CSR) practices in small and medium-sized enterprises (SME). Thereforethe purpose of this study was to investigate how consumers’ expectations of CSR practices inSME’s differ concerning the five areas of CSR; environmental, social, ethical, human rightand labour rights, to provide suggestions on how SME’s could allocate their resources onCSR. This was investigated by a mixed method consisting of a survey and a focus group witha sample of students at Uppsala University. The findings of the study demonstrate that theconsumers have the highest expectations on labour rights responsibility, second highest onethical responsibility, followed by human rights responsibility, environmental responsibilityand finally the lowest expectations on social responsibility. The main theoretical implicationof the study is that the expectations on the social area of CSR differ much from previousresearch and the main managerial implication indicates that SME’s should allocate a majorityof their resources to ensuring labour rights.

Purpose: The purpose of this study was to describe and develop what set of skills a design leader require and if these differentiate them from the generic leader in SME organisations. Theory: The themes and concepts we have based the research on is first and foremost design leadership and skills. We have utilised studies by for example: Miller and Moultrie (2013), Joziasse (2011), Turner (2013) and Mumford et al. (2007) in order to develop an extensive theoretical framework.   Methodology: We have approached this research in a deductive and qualitative manner through a descriptive and somewhat exploratory design. We have conducted six semi-structured interviews with leaders at manufacturing SME organisations in ‘Småland’. Conclusion:  Through this research we have established a set of skills that a design leader requires in manufacturing SME organisations. In conclusion we found that the design leader requires well developed generic leadership skills in form of; learn/adapt, speak (convey information), listen (attentive), motivate, inspire, analyse, manage, problem solve, project manage, observe, plan and apprise as well as design specific skills; draw, synthesize, envision-imagine-visualise, edit, design and employ technology. We also identified the difference between the design leader and generic leader, whereby we found a slight difference, even though most generic leaders interviewed utilise aspects of design leadership due to positions interlinking. On top of this we tried to clarify what a design leader really is in these types of organisations, as this was found to be slightly vague in previous literature.