Made available in DSpace on 2016-04-28T20:38:59Z (GMT). No. of bitstreams: 1 Marina Paranhos.pdf: 762273 bytes, checksum: fb7578f353eb0dd4a56fc1672e444797 (MD5) Previous issue date: 2015-02-25 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / The present work had as its aims: 1) to understand how time perception influences the succession process in family business; 2) to comprehend how the family myths affect the succession process in family business; 3) to perceive how occurs the links in dimensional spaces along with the succession process in family business. We adopted a qualitative investigation approach through case study. The analysis is taken under the systemic perspective. Had participated of this research: three family member of business family in its first generation; three family member of business family in its second generation; three family member of business family in its third generation with ages between 29 and 58 years old, from both genders. We used the following methods: semi-structure interviews, genogram and observation. The results show that the life cycle of both - family and business, influences the way of thinking and planning succession. We also identified the impact of the family myths on the succession process by repetition of the preceded generation models or by adjusting and transforming the myths according to the family, business and individual demands. The results also indicate different types of space appropriation: through resistance to actions or by innovations movements that embrace the symbolic identification with the family business place. Suggestions for future research are presented and the relevance of including the dimensional space in the family business area of studies are stressed / O presente trabalho teve como objetivos: 1) compreender como a percepção do tempo influencia o processo sucessório e as relações da família empresária; 2) conhecer como os mitos familiares ensejam o processo sucessório da empresa familiar; 3) conhecer como se dão as articulações de dimensões espaciais no processo sucessório da empresa familiar. Para tanto, utilizamos a abordagem da pesquisa qualitativa com delimitação de estudo de caso, e sua compreensão é feita a partir do referencial sistêmico. Participaram dessa pesquisa três pessoas de uma mesma família de uma empresa familiar de primeira geração; três pessoas de uma mesma família de uma empresa familiar de segunda geração e ainda, três pessoas de uma mesma família de uma empresa familiar de terceira geração. Somando, assim, 9 participantes de ambos os sexos, com idades entre 29 e 58 anos. Foram utilizadas como métodos de coleta de dados: entrevista semiestruturada, a técnica do Genograma e visita ao espaço empresarial. A partir da análise dos resultados, identificamos que o ciclo vital confluente da combinação empresa-família vai influenciar no modo de proceder e planejar a sucessão. Foi possível também perceber que os mitos familiares compõem significativamente o processo sucessório da empresa familiar. O modo de perceber, planejar e executar a sucessão estará necessariamente consonante às crenças e valores da família, assim, o processo sucessório pode fluir no sentido de repetir os modelos aprendidos nas gerações anteriores ou no sentido de transformar os mitos ajustando-os às necessidades do indivíduo, da família e da empresa. Os resultados evidenciaram processos de apropriação do espaço empresarial, tanto no que concerne a resistência às mudanças como no que diz respeito aos movimentos de inovação que perpetuam a identidade simbólica atribuída ao sistema empresa familiar. Sugerimos que novas pesquisas com empresas familiares sejam realizadas incluindo a dimensão espacial a partir de uma perspectiva relacional

Made available in DSpace on 2016-04-28T20:39:08Z (GMT). No. of bitstreams: 1 Josenice Regina Blumenthal de Moraes.pdf: 1474118 bytes, checksum: 3bc33f0dc00645885015b1e06a0860e9 (MD5) Previous issue date: 2015-08-24 / The multigenerational cycle of succession in family businesses has been the subject of concerns regarding the positioning of the founder. These concerns justify the realization of this dissertation considering the following questioning: in the passing of the baton, what is the viewpoint of the founder of the family business on the succession process? Drawing on perceptions of the founder on the succession process, the researcher attempts to identify how their lives are influenced by this process. In order to achieve these objectives, a qualitative research was carried out, with collective and instrumental case study outlining grounded in the Systemic Approach of the family, in the Three-Dimensional Developmental Model of Family Business, which seeks to differentiate the family relationships from the company context, as well as in the correlation of the business family‟s Development Model and the Family Life Cycle Model. Participating in this study were four family business founders invited by the researcher. The presented data was derived from the records of semi-structured interviews with the participants, as well as from the applied instruments: the Constructivist Genogram and the Family Timeline. Proceeding to the individual data analysis, the results marked the individual differences concerning the life story of each participant, and the viewpoint of each founder on the business succession process during the passing of the baton. The overlapping of the family life cycle and the business family life cycle, and their influence on their lives, were also identified in the analysis results. This study pointed towards the possibility of theoretical probing on the subject, in the Brazilian academic community, through scientific research, which may help comprehend the phenomenon of the founder in the succession process of the family business, in the passing of the baton, within the peculiarities of our country, Brazil / O ciclo multigeracional do processo de sucessão em empresas familiares tem sido objeto de preocupações a respeito do posicionamento do fundador. Essas preocupações justificam a realização desta tese considerando a seguinte problematização: na Passagem do Bastão, qual o ponto de vista do fundador da empresa familiar sobre o processo de sucessão? Baseando-se nas percepções do fundador sobre o processo de sucessão, procurou-se identificar de que forma sua vida é influenciada por esse processo. Para alcançar esses objetivos realizou-se uma investigação qualitativa, com delineamento de estudo de caso instrumental e coletivo fundamentado na Abordagem Sistêmica da família, no Modelo Tridimensional de Desenvolvimento da Empresa Familiar, que procura diferenciar as relações familiares do contexto da empresa, bem como na correlação do Modelo de Desenvolvimento da família empresária, segundo Gersick et al, (1997) e no Modelo de Ciclo Vital da Família apresentado por Cerveny (1994). Foram participantes desta pesquisa quatro fundadores de empresas familiares convidados pela pesquisadora. Os dados apresentados foram originados dos registros de entrevistas semiestruturadas com os participantes, bem como dos instrumentos aplicados: o Genograma Construtivista e a Linha do Tempo Familiar. Procedeu-se à análise individual dos dados e os resultados assinalaram as diferenças individuais concernentes à história de vida de cada participante, e o ponto de vista de cada fundador sobre o processo de sucessão empresarial na Passagem do Bastão. A sobreposição do Ciclo Vital da Família e do Ciclo de Vida da Família Empresária, e de suas influências em suas vidas, também foram apontadas nos resultados das análises. Esse estudo apontou para a possibilidade de aprofundamentos teóricos sobre a temática, no meio acadêmico brasileiro, por meio de pesquisas científicas que venham a auxiliar a compreender o fenômeno do fundador no processo de sucessão da empresa familiar, na Passagem do Bastão, dentro das peculiaridades de nosso país

This thesis employs Bourdieu's theory of practice to explore small immigrant business owners' adaptation to the host country's income tax system. In doing this, the thesis applies a sociological perspective in the theorizing and study of their tax compliance behaviour. Drawing on a survey (N=101) and in-depth interviews (N=27) with Bangladeshi family business owners and their tax advisers in the UK, this thesis demonstrates that immigrant business owners' engagement with the host country's tax system is grounded in the sociocultural status they inherit from their country of origin, even though their social class positions in the new society unconsciously condition and impact on how they practise tax compliance. Findings suggest that the power relations inherent in the tax professional-taxpayer relationship act as a critical factor in the reproduction and transformation of immigrant business owners' moral disposition towards compliance with tax laws. The thesis argues that the ways small Bangladeshi family business owners think, feel and act in their approach to tax compliance is likely to differ not only from those of native business communities but also from those of other immigrant communities in the UK.

A maior parte das empresas do mundo tem origem histórica vinculada à família e assim permanecem por toda a sua existência. Neste tipo de empreendimento os sistemas família, propriedade e negócio encontram-se sobrepostos e tanto abordagens econômicas quanto psicológicas são importantes para a o entendimento. Esta pesquisa, realizada em uma empresa familiar, buscou compreender as relações entre a dinâmica de liderança da família dirigente e dimensões da cultura organizacional. O método utilizado foi o estudo de caso com delineamento qualitativo analisado sob a ótica sistêmica e psicodinâmica. A triangulação de dados provenientes de diferentes fontes foi utilizada para articular a visão dos participantes da pesquisa. Os instrumentos para a coleta de dados foram: levantamento de informações sobre a organização utilizando o Questionário de Caracterização da Empresa e Diário de Campo; a dinâmica familiar relacionada à liderança foi avaliada por meio da Entrevista Organizacional Estruturada (EOE) e para identificarmos a cultura organizacional foi utilizada a Escala de Cultura Organizacional - ECO a fim de medir sete variáveis da cultura organizacional. A dinâmica de liderança encontrada nos membros da família indica tendência à liderança autocrática, situacional, diferenciada e inadequada. Foram identificados vários mitos permeando a dinâmica da família e seu relacionamento com a empresa. A cultura organizacional apresentou-se como pouco flexível, centralizadora, burocrática e com baixo reconhecimento da qualidade do trabalho executado pelos profissionais. As dimensões de CO analisadas apresentaram sinergia com práticas e políticas gerenciais praticadas pelo fundador da empresa ao longo de sua história. Os resultados deste estudo também apontam para a relevância dos instrumentos de avaliação de grupos sob a ótica psicodinâmica e sistêmica na pesquisa qualitativa. A Entrevista Organizacional Estruturada mostrou ser um rico material para análise psicodinâmica de empresas familiares. Sugere-se aplicação futura tanto da entrevista (EOE) como da escala (ECO) em avaliações de saúde e desempenho organizacional. / Most of firms in the world has a historical origin linked to the family and remain so throughout its existence. In this type of enterprise systems family, property and business are overlapping and both economic and psychological approaches are important for the understanding. This research, performed in a family business, sought to understand the relationships between the dynamics of family leadership and leadership dimensions of organizational culture. The method used was the case study with qualitative design analysis from a systemic and psychodynamic perspective. The triangulation of data from different sources was used to articulate the vision of the research participants. The instruments for data collection were: gathering information about the organization using the Company\' Questionnaire Characterization, Field Diary; family dynamics related to leadership was assessed by Organizational Structured Interview (EOE) and to identify the organizational culture was used to Scale Organizational Culture (ECO) to measure seven variables of organizational culture. The dynamics of leadership found in the family members was autocratic, situational, differentiated and inadequate. Several myths permeating the dynamics of the operation of the company were also identified. Organizational culture was presented as inflexible, centralized, bureaucratic and low recognition of the quality of work performed by professionals. The dimensions of CO analyzed showed synergy with managerial practices and policies adopted by the founder of the company throughout its history. The results of this study also point to the validity of the use of assessment tools from the perspective of groups psychodynamic and systemic in qualitative research. The Organizational Structured Interview proved to be a rich material for analysis of psychodynamic family businesses. Future implementation of both the interview (EOE) and scale (ECO) in health assessments and organizational performance is suggested.

Esta tese investigou como a prática da folga organizacional auxilia no alcance dos objetivos financeiros e não financeiros de uma empresa familiar privada. A folga organizacional foi definida na pesquisa como a disponibilidade de recursos a um nível mais elevado do que o estritamente necessário para a operação da organização (Cyert & March, 1963; Onsi, 1973 Danneels, 2008), decorrente das experiências passadas e expectativas futuras dos sujeitos que precisam tomar decisões em determinado contexto social (Nazarova, 2014). As particularidades da empresa familiar compreenderam a essência e a importância da riqueza socioemocional da família nesse tipo de organização; sumarizadas em termos da necessidade de exercer influência e controle na gestão da empresa, envolvimento direto nas decisões estratégicas e operacionais da organização e intenção de continuidade do negócio sob o controle da família (Chua et al., 1999; Gomez-Mejia Haynes, Núñez-Nickel, Jacobson & Moyano-Fuentes, 2007; Berrone, Cruz & Gomez-Mejia, 2012; Chrisman, Chua, Pearson, & Barnett, 2012). Desenvolveu-se uma pesquisa qualitativa, sob abordagem interpretativista, por meio da condução de um estudo de caso. A empresa selecionada possui 36 anos de história, está na segunda geração da família e contempla uma estrutura, porte e complexidade demandados para a investigação da folga organizacional. Os dados da pesquisa são provenientes de 35 entrevistas, documentos disponibilizados pela organização, bem como de notas de campo provenientes da observação de estruturas, procedimentos e comportamentos durante os seis meses de contato com o campo. Utilizou-se a técnica de análise do discurso para realizar a descrição e explicação do fenômeno investigado por meio do (i) entendimento do que permeia a organização, (ii) o recorte de fragmentos de diferentes sujeitos, momentos e situações que retratam o fenômeno investigado e (iii) a discussão dos achados com base nas inferências da pesquisa e literatura anterior. O estudo permitiu o entendimento de que a folga organizacional não representa necessariamente um comportamento disfuncional dos sujeitos, ou um problema em termos de desempenho na organização. Pelo contrário, a prática, dentro dos limites considerados aceitáveis pela família proprietária da empresa, é vista como uma alternativa em decisões com alto nível de insegurança ou incerteza, além de estratégica no sentido de preparar e estruturar a organização para o longo prazo. Dentre as contribuições da pesquisa, destacam-se as discussões sobre (i) a perspectiva positiva da folga organizacional, (ii) a autoridade da família na empresa que legitima a prática da folga e define suas delimitações, (iii) a inquietação na organização está na intensidade, na natureza dos recursos, no momento e na forma com que a folga é praticada, e não em sua existência ou não no modelo de gestão, (iv) o reconhecimento da importância de se tratar o tema da folga sob uma perspectiva holística do sistema de controle gerencial, e (v) o benefício de um olhar temporal mais alongado do modelo de gestão que valoriza, além dos aspectos financeiros, o envolvimento emocional e afetivo dos membros da família e dos funcionários em relação à organização. / This dissertation investigated how the organizational slack practice supports a private family business to achieve its financial and non-financial goals. Organizational slack is defined in this research as an availability of resources at a higher level than is strictly necessary to the organization\'s operations (Cyert & March, 1963, Onsi, 1973, Danneels, 2008). Organization slack stems from experiences and future expectations of individuals who need to make decisions in a given social context (Nazarova, 2014). The study took the essence and the socioemotional wealth lens to look at the particularities of the family business. Theses frameworks are summarized in terms of need to exert influence and control over management, the direct involvement in the strategic and operational decisions of the organization, and the intention of business continuity under family control (Chua et al., 1999, Gomez-Mejia, Haynes, Núñez-Nickel, Jacobson, & Moyano-Fuentes, 2007, Berrone, Cruz & Gomez-Mejia, 2012, Chrisman, Chua, Pearson, & Barnett, 2012). A qualitative research was developed through an interpretative approach and conduction of a case study. The selected company has 36 years of history, is in the second generation of the family and contemplates a structure, and complexity required for an investigation about organizational slack. The data were obtained from 35 interviews, internal documents of the organization and the observation of structures, procedures and behaviors during the six months that the researcher was involved in the field. The research used the discourse analysis technique to perform a description and explanation of the investigated phenomenon through (i) understanding what permeates the organization, (ii) take out fragments of different subjects, moments and situations that presents the phenomenon investigated and (iii) discussion of the research findings based on the inferences and previous literature. This study discusses that the organizational slack does not necessarily represents a dysfunctional behavior of organizational subjects, or a problem in terms of performance in the organization. Contrarily, the practice of slack within the limits that are acceptable by the business family owners is seen as an alternative in decisions that involves a high level of insecurity or uncertainty, as well as a meaningless strategy to prepare and structure the organization for the long term. The contributions of the research are highlighted in the discussions related to (i) the positive perspective of the organizational slack, (ii) the family authority in the company which legitimizes the practice of slack and defines its delimitations, (iii) the concern in the organization about the intensity, nature of the resources, moment and form with which the slack is practiced, and not in its existence or not in the management model, (iv) the recognition of the importance of dealing with the issue of slack under a holistic perspective of the management control system, and (v) the benefit of a more extended temporal view at the management model that values, in addition to financial aspects, the emotional and affective involvement of family members and employees with the organization.

Esta tese investigou como a prática da folga organizacional auxilia no alcance dos objetivos financeiros e não financeiros de uma empresa familiar privada. A folga organizacional foi definida na pesquisa como a disponibilidade de recursos a um nível mais elevado do que o estritamente necessário para a operação da organização (Cyert & March, 1963; Onsi, 1973 Danneels, 2008), decorrente das experiências passadas e expectativas futuras dos sujeitos que precisam tomar decisões em determinado contexto social (Nazarova, 2014). As particularidades da empresa familiar compreenderam a essência e a importância da riqueza socioemocional da família nesse tipo de organização; sumarizadas em termos da necessidade de exercer influência e controle na gestão da empresa, envolvimento direto nas decisões estratégicas e operacionais da organização e intenção de continuidade do negócio sob o controle da família (Chua et al., 1999; Gomez-Mejia Haynes, Núñez-Nickel, Jacobson & Moyano-Fuentes, 2007; Berrone, Cruz & Gomez-Mejia, 2012; Chrisman, Chua, Pearson, & Barnett, 2012). Desenvolveu-se uma pesquisa qualitativa, sob abordagem interpretativista, por meio da condução de um estudo de caso. A empresa selecionada possui 36 anos de história, está na segunda geração da família e contempla uma estrutura, porte e complexidade demandados para a investigação da folga organizacional. Os dados da pesquisa são provenientes de 35 entrevistas, documentos disponibilizados pela organização, bem como de notas de campo provenientes da observação de estruturas, procedimentos e comportamentos durante os seis meses de contato com o campo. Utilizou-se a técnica de análise do discurso para realizar a descrição e explicação do fenômeno investigado por meio do (i) entendimento do que permeia a organização, (ii) o recorte de fragmentos de diferentes sujeitos, momentos e situações que retratam o fenômeno investigado e (iii) a discussão dos achados com base nas inferências da pesquisa e literatura anterior. O estudo permitiu o entendimento de que a folga organizacional não representa necessariamente um comportamento disfuncional dos sujeitos, ou um problema em termos de desempenho na organização. Pelo contrário, a prática, dentro dos limites considerados aceitáveis pela família proprietária da empresa, é vista como uma alternativa em decisões com alto nível de insegurança ou incerteza, além de estratégica no sentido de preparar e estruturar a organização para o longo prazo. Dentre as contribuições da pesquisa, destacam-se as discussões sobre (i) a perspectiva positiva da folga organizacional, (ii) a autoridade da família na empresa que legitima a prática da folga e define suas delimitações, (iii) a inquietação na organização está na intensidade, na natureza dos recursos, no momento e na forma com que a folga é praticada, e não em sua existência ou não no modelo de gestão, (iv) o reconhecimento da importância de se tratar o tema da folga sob uma perspectiva holística do sistema de controle gerencial, e (v) o benefício de um olhar temporal mais alongado do modelo de gestão que valoriza, além dos aspectos financeiros, o envolvimento emocional e afetivo dos membros da família e dos funcionários em relação à organização. / This dissertation investigated how the organizational slack practice supports a private family business to achieve its financial and non-financial goals. Organizational slack is defined in this research as an availability of resources at a higher level than is strictly necessary to the organization\'s operations (Cyert & March, 1963, Onsi, 1973, Danneels, 2008). Organization slack stems from experiences and future expectations of individuals who need to make decisions in a given social context (Nazarova, 2014). The study took the essence and the socioemotional wealth lens to look at the particularities of the family business. Theses frameworks are summarized in terms of need to exert influence and control over management, the direct involvement in the strategic and operational decisions of the organization, and the intention of business continuity under family control (Chua et al., 1999, Gomez-Mejia, Haynes, Núñez-Nickel, Jacobson, & Moyano-Fuentes, 2007, Berrone, Cruz & Gomez-Mejia, 2012, Chrisman, Chua, Pearson, & Barnett, 2012). A qualitative research was developed through an interpretative approach and conduction of a case study. The selected company has 36 years of history, is in the second generation of the family and contemplates a structure, and complexity required for an investigation about organizational slack. The data were obtained from 35 interviews, internal documents of the organization and the observation of structures, procedures and behaviors during the six months that the researcher was involved in the field. The research used the discourse analysis technique to perform a description and explanation of the investigated phenomenon through (i) understanding what permeates the organization, (ii) take out fragments of different subjects, moments and situations that presents the phenomenon investigated and (iii) discussion of the research findings based on the inferences and previous literature. This study discusses that the organizational slack does not necessarily represents a dysfunctional behavior of organizational subjects, or a problem in terms of performance in the organization. Contrarily, the practice of slack within the limits that are acceptable by the business family owners is seen as an alternative in decisions that involves a high level of insecurity or uncertainty, as well as a meaningless strategy to prepare and structure the organization for the long term. The contributions of the research are highlighted in the discussions related to (i) the positive perspective of the organizational slack, (ii) the family authority in the company which legitimizes the practice of slack and defines its delimitations, (iii) the concern in the organization about the intensity, nature of the resources, moment and form with which the slack is practiced, and not in its existence or not in the management model, (iv) the recognition of the importance of dealing with the issue of slack under a holistic perspective of the management control system, and (v) the benefit of a more extended temporal view at the management model that values, in addition to financial aspects, the emotional and affective involvement of family members and employees with the organization.

Purpose: Family firms (FF) reveal a considerable heterogeneity in their innovation behavior. Due to the successful long-term preservation of their innovation capacity via special resources and routines, multi-generational FF are of special interest in terms of learning from good practices. Against this background, the purpose of this paper is to ascertain principles for successful innovation behavior in long-term successful FF and to contribute to bridging the theory-practice gap. Design/method/Approach: Results are generated by analyzing innovation and innovation processes in five cases of long-term successful FF. On the basis of these good practice cases, the " rules of the game" of innovating are re-constructed using fine and system analyses based on narrative interviews with the FF CEOs. Findings: Intense reflection on the innovation characteristics of the five good practice cases along with a critical examination of the literature on innovation in FF were used to derive practical suggestions for FF in the form of 11 principles for FF taking a proactive interest in innovation. Practical implications: The 11 generated principles of successfully innovative FF were validated by FF CEOs who confirmed the practical relevance of these principles as valuable guidelines for successful innovation. Owners and managers may reflect on these principles against the background of the innovation behavior of their firms and adapt them to their contextual conditions. Originality/value: These principles serve as tangible suggestions for developing adequate innovation management strategies for individual FF. Furthermore, two FF CEOs were invited to comment on the viability of principles based on their comprehensive practical experience.

Survival over generations is critical for family-owned businesses (FOBs). Only 3% of family firms survive the 3rd generation, and a succession strategy is the most challenging decision for family business leaders to make. The purpose of this multiple case study was to explore nonfinancial succession planning strategies that 3rd-generation FOB leaders in Flanders, Belgium, apply for the transition of ownership and leadership to the 4th generation. The conceptual framework for this study was the socioemotional wealth paradigm. Data were collected using semistructured interviews, archival document reviews, company internal and public documents, and press releases. Yin's 5-step data analysis was applied to identify themes and patterns. Analysis of the data revealed that, among these 3rd-generation FOBs, the socioemotional aspect of generational succession planning required strategies that simultaneously focused on successor suitability and well-being, consensus of the family, mode of transition, leadership and governance, and survival of the family firm. These findings may provide other, similar FOB leaders with insights into the dynamics of a successful transition of the 3rd-generation family firm to the next generation. Findings may be used to increase FOB survival rates, provide new job opportunities, contribute to community growth, and enhance the well-being of stakeholders. Successful family firms may engage in philanthropic activities as a way of transmitting legacies between generations.

The aim of this paper is to explore what factors affect the survival of international joint ventures involving Chinese family business. The results show that “Wulun” ， “ Guanxi -based trust”, and communication as the main factors, control, and “Mianzi” could influence on the survival of IJV. Among them, “Wulun,” “Guanxi-based trust,” and “Mianzi” derived from Confucian culture.

<p>Background: The development of the Swedish demography is one of the most important social and economic changes ever in Swedish history. Society as well as business is facing an age chock since almost every other company owner is over 50 years old. The complexity of managing a successful succession is pointed out as a major threat to the Swedish economy by the organization Svenskt Näringsliv.</p><p>Purpose: The purpose with this master thesis is to identify and analyze critical success factors for a successful succession from a going concern perspective.</p><p>Research method: By using the strong aspects from the quantitative as well as the qualitative method, high level of order and systematic could be reached, without loosing too much details and depth in this particular research. The empirical data was gathered by a digital survey sent to 3000 companies. The quantitative research was complemented by 6 qualitative interviews to increase depth and reliability.</p><p>Results: The study shows that there is a great incongruence between the expected problems associated to the succession and the actual outcome. Furthermore, there are great differences between the problems prioritized by the companies compared to the ones that their advisers and consultants recommend should be prioritized. The analyses and results lead to a new model for successful succession, The 4-Ps of Successful Succession.</p>