Esta tese teve por objetivo verificar o impacto da influência familiar na discricionariedade da determinação da remuneração dos executivos em empresas brasileiras. Assume-se que a visão tradicional da relação principal x agente é fundamentalmente distinta nas empresas familiares, nas quais a propriedade e a gestão se confundem, se não totalmente, pelo menos em parte. Nesse caso, questionam-se o uso e função da remuneração por incentivo como mecanismo de alinhamento de interesses. Existem evidências de que as empresas familiares tendem a estruturar planos de incentivo com menor uso de remuneração variável, parte pelo controle natural e implícito da presença familiar na empresa, parte, por não ser compatível com preservação da riqueza socioemocional. Essas evidências influenciam nas relações esperadas: (a) quanto maior a influência familiar menor a tendência para fornecer remuneração variável aos executivos; (b) quanto maior a influência familiar maior a propensão para uso de flexibilidade na avaliação de desempenho para a determinação da remuneração variável dos executivos; (c) quanto maior a propensão para uso de flexibilidade na avaliação de desempenho menor a tendência para fornecer remuneração variável aos executivos. Para analisar essas relações, a pesquisa foi desenvolvida por meio de um levantamento realizado em 128 empresas familiares brasileiras de capital fechado. Os dados foram analisados por meio de modelagem de equações estruturais. Os resultados indicaram que a influência familiar captada pelo modelo F-PEC (poder, experiência e cultura) não tem relação direta com a proporção de remuneração variável fornecida aos executivos. Entretanto, a influência familiar impacta positivamente na propensão sobre a flexibilização da avaliação de desempenho para a determinação da remuneração variável dos executivos. Os achados evidenciaram que quanto maior é a propensão para uso de flexibilidade na avaliação de desempenho, maior a tendência para fornecer remuneração variável aos executivos. Esse resultado contradiz a relação esperada na pesquisa, todavia, pode ser interpretado como propício do ambiente familiar, em que a confiança, a preocupação com a reputação e a percepção de justiça são tidos como características fundamentais, indicando que quanto maior é a influência familiar, maior é a propensão ao uso de discricionariedade na determinação dos incentivos, o que resulta em maior proporção de remuneração variável em relação a remuneração total do executivo. Entretanto, a relação entre influência familiar e remuneração variável só foi constatada quando a flexibilidade tem papel de mediadora. Do ponto de vista organizacional, essa flexibilização para mudança pode trazer diferentes consequências sobre a empresa. Quando proporcionar mudança tal que o executivo perceba sua meta como inatingível, o fato pode gerar desinteresse dos executivos sobre o plano de remuneração e destruir a estratégia de motivação. Da mesma forma, se a mudança for feita e o executivo entender que foi favorável, pode ocorrer, como consequência, o descrédito perante o sistema de avaliação, sendo considerado que ele não será utilizado de fato. Todavia, a possibilidade de descrédito perante o sistema de avaliação e remuneração pode não ocorrer em ambientes nos quais a confiança, a preocupação com a reputação e a percepção de justiça são tidos como características fundamentais, o que é mais comum em empresas familiares. / The main goal of this thesis was to verify the impact of family influence in the discretionary choice of the remuneration of executives in Brazilian companies. This research assumed that the traditional view of the principal versus agent relationship is fundamentally different in family firms, where ownership and management are, at least in part, confused. In this case scenario, we question the use and function of the incentive compensation as interests alignment mechanism. Theoretical evidences support that family businesses tend to structure incentive plans with less use of variable compensation. This could be explained in part by the natural control and implicit family presence in the company, and in part by it\'s incompatibility with the preservation of socioemotional wealth. Those evidences are related with the expected relationships: (a) greater the family influence in the company, higher is the probability that the company provide variable remuneration to their executives; (b) higher family influence increase the propensity for flexibility in the use of performance assessment for determining the variable remuneration of the executives; (c) bigger propensity for flexibility in the use of lower performance evaluation tend to provide variable remuneration to the executives. To analyze these relationships, this research conducted a survey with 128 Brazilian family companies that are privately held. Data were analyzed using structural equation modeling. The results indicated that family influence captured by the F-PEC model (power, experience and culture) are not directly related to the proportion of variable compensation provided to executives. However, the family influence positively impacts the propensity on the relaxation of performance evaluation for determining the variable remuneration of executives. The results also showed that higher propensity for flexibility in the evaluation of performance, is associated with a higher tendency to provide variable remuneration to the executives. This finding contradicts the expected theoretical relationship, however, they can be interpreted as a consequence of a unique family environment, where trust, concern for the reputation and the perception of fairness are considered fundamental characteristics, indicating that the larger the family influence, greater is the propensity to use discretion in determining the remuneration incentives, which results in a higher proportion of variable remuneration in relation to total executive remuneration. However, the relationship between family influence and variable compensation was only found when flexibility works as a mediator factor. From an organizational point of view, this higher flexibility to change can bring different consequences for the company. If the change makes the executive realizes its goal as unattainable, for example, that can generate disinterest of business on the compensation plan and destroy the motivation strategy of the company. Similarly, if the change is made and the executive view this change as favorable, they tend to discredit the system of evaluation, and considered that it will not actually be used. However, the possibility of disbelief before the evaluation and remuneration system, cannot occur in environments where trust, concern with the reputation and the perception of fairness are considered fundamental characteristics, which is more common in families companies

In this study a population of 60 family owned businesses acquired in 1971 are analysed over a period of 15 years. The firms are followed historically for four years before and ten years after the merger. The aim is to identify dominating processes and behaviour in different variables during the period 1967-81. This will be done through the following: - on an aggregated level, identify and analyse characteristic processes and patterns by the acquired businesses before and after the acquisition - on an aggregated level compare the pre- and post-merger performances - on an individual business level illustrate, validate and theoretically interpret results and conclusions. Primarily this study has not a theoretical but an empirical point of departure. A working paradigm is that the "confrontation" between the firms 1 "external environment and internal resources" results in dynamics having an impact on the firms. The processes are classified in taxonomies/typologies, in an attempt to answer what has happened. Interpreting the forces behind the development is the attempt to answer why it has happened. The empirical data was collected through three different surveys resulting in quantitative and qualitative observations combined in different perspectives in a multimethological approach. The first is economic data (sales, financial ratios etc) gathered from the firms' external account statements. However, several firms were found to have gone bankrupt, closed down etc. This initiated a second, follow-up study, which had a longitudinal "geography of enterprise" approach and was implemented through a telephone inquiry. The third collection is a case-study of five firms from the population carried out by discussions with representatives of the merging companies. The merged businesses turned out to be extremes compared to branch characteristics respectively. Refinements of the patterns made it possible to construct a three-dimensional typology showing four principal processes. Ten years after the merger there followed five principal spatial and institutional changes. Closures, removals from community and amalgamation with group companies, reduction to production units only, the joining of premises with group companies in the same community and relatively "indépendant" affiliations. One third of the population have been closed down or removed. One half do not exist as "indépendant units". Only one third have escaped larger infringement. Thirty businesses have once more been acquired. Some more than once. When comparing the pre- and post-merger performances, a convergence phenomenon was identified. Oscillating and deviating pre-merger trends later converged towards standard variable values and equilibrium, searching for an optimum group course. The different changes and restructuring activities conducted after the acquisitions, can be summarized in three principal post-merger processes: - liquidation and adjustment of output capacity to market demand. - reorientation through new product and market combinations. - growth and development through "multiplying by splitting" and emancipation of expansion potential. / <p>Diss. Umeå : Univ., 1986</p> / digitalisering@umu

Family businesses are rapidly becoming the dominant form of business enterprise in both developing and developed economies. Family businesses are also being recognised as a potential driver of economic growth and wealth creation in the world. Family businesses in particular, have been making a positive contribution towards the South African economy for the last 300 years. Approximately 80% of businesses in South Africa could be classified as family businesses and they comprise 60% of the companies listed on the Johannesburg Stock Exchange. Family business wellness, which often forms the underlying causes for a lack of family harmony, is, however, a neglected area of research. The primary objective of this study is to explore selected determinants of family business wellness in small and medium-sized family-owned businesses in South Africa and to make recommendations to ensure effective management of these determinants in the family business. Topics such as the characteristics of the job, work stress and burnout, job engagement, family member commitment, the perceived success of the family business, among others, was investigated. In order to achieve the primary objective of this study, a survey was undertaken using a structured questionnaire. The reliability of the questionnaire was determined by calculating the Cronbach alpha coefficient, which indicated that the questionnaire used in this study conformed to the criteria of acceptable reliability and can be regarded as internally consistent. The survey yielded 45 usable questionnaires from 17 family businesses restricted to Gauteng and the North-West provinces in South Africa. Because this study was exploratory in nature, descriptive statistics was then used to analyse the statements that captured the information to measure the selected determinants of family wellness. The correlations between the variables were assessed using Pearson’s correlation coefficients and the relationships between the variables assessing family wellness were used for the discussion and conclusion points. Practical recommendations are suggested to improve family business wellness and, subsequently, increase the sustainability of such business. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

Family businesses are rapidly becoming the dominant form of business enterprise in both developing and developed economies. Family businesses are also being recognised as a potential driver of economic growth and wealth creation in the world. Family businesses in particular, have been making a positive contribution towards the South African economy for the last 300 years. Approximately 80% of businesses in South Africa could be classified as family businesses and they comprise 60% of the companies listed on the Johannesburg Stock Exchange. Family business wellness, which often forms the underlying causes for a lack of family harmony, is, however, a neglected area of research. The primary objective of this study is to explore selected determinants of family business wellness in small and medium-sized family-owned businesses in South Africa and to make recommendations to ensure effective management of these determinants in the family business. Topics such as the characteristics of the job, work stress and burnout, job engagement, family member commitment, the perceived success of the family business, among others, was investigated. In order to achieve the primary objective of this study, a survey was undertaken using a structured questionnaire. The reliability of the questionnaire was determined by calculating the Cronbach alpha coefficient, which indicated that the questionnaire used in this study conformed to the criteria of acceptable reliability and can be regarded as internally consistent. The survey yielded 45 usable questionnaires from 17 family businesses restricted to Gauteng and the North-West provinces in South Africa. Because this study was exploratory in nature, descriptive statistics was then used to analyse the statements that captured the information to measure the selected determinants of family wellness. The correlations between the variables were assessed using Pearson’s correlation coefficients and the relationships between the variables assessing family wellness were used for the discussion and conclusion points. Practical recommendations are suggested to improve family business wellness and, subsequently, increase the sustainability of such business. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

Esta tese teve por objetivo verificar o impacto da influência familiar na discricionariedade da determinação da remuneração dos executivos em empresas brasileiras. Assume-se que a visão tradicional da relação principal x agente é fundamentalmente distinta nas empresas familiares, nas quais a propriedade e a gestão se confundem, se não totalmente, pelo menos em parte. Nesse caso, questionam-se o uso e função da remuneração por incentivo como mecanismo de alinhamento de interesses. Existem evidências de que as empresas familiares tendem a estruturar planos de incentivo com menor uso de remuneração variável, parte pelo controle natural e implícito da presença familiar na empresa, parte, por não ser compatível com preservação da riqueza socioemocional. Essas evidências influenciam nas relações esperadas: (a) quanto maior a influência familiar menor a tendência para fornecer remuneração variável aos executivos; (b) quanto maior a influência familiar maior a propensão para uso de flexibilidade na avaliação de desempenho para a determinação da remuneração variável dos executivos; (c) quanto maior a propensão para uso de flexibilidade na avaliação de desempenho menor a tendência para fornecer remuneração variável aos executivos. Para analisar essas relações, a pesquisa foi desenvolvida por meio de um levantamento realizado em 128 empresas familiares brasileiras de capital fechado. Os dados foram analisados por meio de modelagem de equações estruturais. Os resultados indicaram que a influência familiar captada pelo modelo F-PEC (poder, experiência e cultura) não tem relação direta com a proporção de remuneração variável fornecida aos executivos. Entretanto, a influência familiar impacta positivamente na propensão sobre a flexibilização da avaliação de desempenho para a determinação da remuneração variável dos executivos. Os achados evidenciaram que quanto maior é a propensão para uso de flexibilidade na avaliação de desempenho, maior a tendência para fornecer remuneração variável aos executivos. Esse resultado contradiz a relação esperada na pesquisa, todavia, pode ser interpretado como propício do ambiente familiar, em que a confiança, a preocupação com a reputação e a percepção de justiça são tidos como características fundamentais, indicando que quanto maior é a influência familiar, maior é a propensão ao uso de discricionariedade na determinação dos incentivos, o que resulta em maior proporção de remuneração variável em relação a remuneração total do executivo. Entretanto, a relação entre influência familiar e remuneração variável só foi constatada quando a flexibilidade tem papel de mediadora. Do ponto de vista organizacional, essa flexibilização para mudança pode trazer diferentes consequências sobre a empresa. Quando proporcionar mudança tal que o executivo perceba sua meta como inatingível, o fato pode gerar desinteresse dos executivos sobre o plano de remuneração e destruir a estratégia de motivação. Da mesma forma, se a mudança for feita e o executivo entender que foi favorável, pode ocorrer, como consequência, o descrédito perante o sistema de avaliação, sendo considerado que ele não será utilizado de fato. Todavia, a possibilidade de descrédito perante o sistema de avaliação e remuneração pode não ocorrer em ambientes nos quais a confiança, a preocupação com a reputação e a percepção de justiça são tidos como características fundamentais, o que é mais comum em empresas familiares. / The main goal of this thesis was to verify the impact of family influence in the discretionary choice of the remuneration of executives in Brazilian companies. This research assumed that the traditional view of the principal versus agent relationship is fundamentally different in family firms, where ownership and management are, at least in part, confused. In this case scenario, we question the use and function of the incentive compensation as interests alignment mechanism. Theoretical evidences support that family businesses tend to structure incentive plans with less use of variable compensation. This could be explained in part by the natural control and implicit family presence in the company, and in part by it\'s incompatibility with the preservation of socioemotional wealth. Those evidences are related with the expected relationships: (a) greater the family influence in the company, higher is the probability that the company provide variable remuneration to their executives; (b) higher family influence increase the propensity for flexibility in the use of performance assessment for determining the variable remuneration of the executives; (c) bigger propensity for flexibility in the use of lower performance evaluation tend to provide variable remuneration to the executives. To analyze these relationships, this research conducted a survey with 128 Brazilian family companies that are privately held. Data were analyzed using structural equation modeling. The results indicated that family influence captured by the F-PEC model (power, experience and culture) are not directly related to the proportion of variable compensation provided to executives. However, the family influence positively impacts the propensity on the relaxation of performance evaluation for determining the variable remuneration of executives. The results also showed that higher propensity for flexibility in the evaluation of performance, is associated with a higher tendency to provide variable remuneration to the executives. This finding contradicts the expected theoretical relationship, however, they can be interpreted as a consequence of a unique family environment, where trust, concern for the reputation and the perception of fairness are considered fundamental characteristics, indicating that the larger the family influence, greater is the propensity to use discretion in determining the remuneration incentives, which results in a higher proportion of variable remuneration in relation to total executive remuneration. However, the relationship between family influence and variable compensation was only found when flexibility works as a mediator factor. From an organizational point of view, this higher flexibility to change can bring different consequences for the company. If the change makes the executive realizes its goal as unattainable, for example, that can generate disinterest of business on the compensation plan and destroy the motivation strategy of the company. Similarly, if the change is made and the executive view this change as favorable, they tend to discredit the system of evaluation, and considered that it will not actually be used. However, the possibility of disbelief before the evaluation and remuneration system, cannot occur in environments where trust, concern with the reputation and the perception of fairness are considered fundamental characteristics, which is more common in families companies

Abstract Background: Supply chain resilience and sustainability have rarely been considered together, neither in literature nor in practice. The need to pursue both approaches is partly due to end- customer pressure for more sustainable practices. Also, Covid-19 demonstrated the importance of a resilient supply chain, especially upstream, which brings sourcing into focus. To achieve both, sourcing strategies need to be effectively changed. This is a challenge especially for family businesses, as they hold on to traditional values and are reluctant to make investments. Purpose: Efforts to achieve resilience and sustainability in sourcing are often accompanied by conflicting goals. In addition, family businesses have special characteristics with a strong focus on social capital. This mentioned combination has not yet been addressed in the literature, which is why the aim of this thesis is to find out how sustainability is integrated into the resilient sourcing strategies of family businesses. Method: To achieve the research objective, a multiple case-study with family businesses from Germany is conducted. For this purpose, semi-structured interviews are used. CPOs or CEOs of different case companies are asked, how they integrate sustainability into their resilient sourcing structures. Conclusion: The result of our study is a pool of different sourcing strategies of the considered family businesses, which are almost exclusively sustainable. This is due to the nature of a family business, which automatically generates sustainability through values such as regionality and long-term orientation. Awareness of the sustainability level of sourcing strategies reveals trade-offs and thus helps practitioners to use them effectively.

Long term family fortune preservation is a matter of human behavior; it is a dynamic process of activity or group governance that has to be reenergized successfully in each successive generation to overcome the threat of falling into entropy. Each successive generation has to reaffirm its participation in such government system.Family enterprises are the fundamental actors of the economic activity, and also constitute a stability factor of the productive system, because the majority of them is small or medium-sized (SMEs), and that is why it is interesting to investigate their financial behavior.There is little knowledge concerning financing decisions of enterprises on emerging markets. There is a particular need of empirical work that identifies the financial patterns of developing countries enterprises. It is possible that these enterprises are creating a new financial structure that results convenient for their particular environment. / Long term family fortune preservation is a matter of human behavior; it is a dynamic process of activity or group governance that has to be reenergized successfully in each successive generation to overcome the threat of falling into entropy. Each successive generation has to reaffirm its participation in such government system.Family enterprises are the fundamental actors of the economic activity, and also constitute a stability factor of the productive system, because the majority of them is small or medium-sized (SMEs), and that is why it is interesting to investigate their financial behavior.There is little knowledge concerning financing decisions of enterprises on emerging markets. There is a particular need of empirical work that identifies the financial patterns of developing countries enterprises. It is possible that these enterprises are creating a new financial structure that results convenient for their particular environment.

A ocorrência de desequilíbrio no ambiente econômico impõe ajustes na estratégia e na alocação de recursos pelas firmas. A literatura em estratégia prediz a reação da firma ao desequilíbrio de acordo com seus recursos, as forças competitivas de mercado e os mecanismos para economizar em custos de transação. Entretanto, estas perspectivas assumem homogeneidade nas capacidades gerenciais, habilidades e experiências das firmas; em outras palavras, não há espaço para o empreendedor. De fato, as investigações sobre o empreendedor focam o seu comportamento ao risco, o processo de julgamento relacionado ao seu modelo mental e outros conceitos que não são diretamente observáveis. Esta tese de doutorado propõe um modelo baseado em capital humano e capital social para conectar as teorias isoladas sobre estratégia e empreendedorismo. Ainda mais, este modelo integra a teoria sobre empresas familiares pela sua importância na formação de capital humano e capital social das firmas. O estudo empírico investigou a escolha estratégica e a ação empreendedora de famílias de produtores rurais no Brasil. Especificamente, avaliou os produtores que mudaram de uma estratégia de liderança em custo para uma estratégia de diferenciação, no contexto da produção de cafés. O primeiro estudo investigou os mecanismos de influência da família na formação de capital humano e capital social. O capital humano é formado pela educação formal e pela experiência herdada da família. As investigações sobre capital social focaram o número de conexões familiares e a duração da relação com o comprador de café. O segundo estudo empregou modelos Probit, Tobit e Cox para estimar a probabilidade de troca de estratégia em uma amostra de 135 produtores de café. O terceiro estudo introduziu a decisão de governança na investigação sobre a escolha de estratégia; para cumprir com este objetivo, foi aplicado um modelo de Switching regression para controlar os efeitos endógenos nas decisões de governança e estratégia, em uma amostra de 255 observações. Os resultados indicaram que os empreendedores investem em educação formal para melhor avaliar os cenários e para tomar ações empreendedoras. Apesar de estudos anteriores apontarem um efeito positivo da experiência herdada da família, os resultados encontrados sugeriram efeitos contingenciais. A experiência da família contribuiu para a inércia das estratégias das firmas. Entretanto, em interação com o capital social, a experiência da família favoreceu positivamente a adoção de novas estratégias. Outro efeito importante foi que a experiência da família aumentou o desempenho da estratégia de diferenciação. O capital social da família contribui muito para prever a tomada de ações empreendedoras. Especificamente, o número de conexões sociais aumentou a probabilidade de ajustar a estratégia quando existem contratos, ainda mais, sugeriu que pessoas socialmente conectadas têm vantagens de cooperação para estabelecer contratos, refinar os seus termos e promover sua estabilidade. As relações duradouras suportaram a emergência de confiança entre os agentes, o que permitiu a decisão de fazer investimentos específicos mesmo na ausência de arranjos de proteção. Esta pesquisa propõe um modelo de análise do capital humano e capital social para prever a tomada de ação empreendedora e a escolha de estratégia. Ainda mais, propõe um modelo de investigação dos efeitos positivos da família nos negócios, em que estabelece a importância da herança educacional e da transmissão de capital social para as gerações futuras. Esta é a primeira pesquisa a debater teoricamente e a testar empiricamente os argumentos de capital humano e capital social com base em um modelo integrado das teorias de empresas familiares, empreendedorismo e estratégia. / The occurrence of disequilibrium in the economic environment imposes adjustments on a firms strategy and allocation of resources. The literature on strategy predicts the firms reaction to disequilibrium according to the existing set of resources, the competitive forces in the industry and the transaction-cost economizing mechanisms. However, these perspectives assume the homogeneous managerial ability, skills, and experiences of firms; in other words, there is no room for the entrepreneur. In fact, investigations on entrepreneurs rely on the risk-taking behavior, judgment processes related to cognitive mental models, and other concepts that are not directly observable. This doctoral dissertation proposes a framework based on human capital and social capital dimensions to connect the isolated strategy and entrepreneur theory. Moreover, the framework links the family business theory for its importance in the formation of human capital and social capital of firms. The empirical study investigated the strategy choice and entrepreneurial action of family farmers in Brazil. Specifically, it investigated the farmers who switched from the low-cost strategy to differentiation strategy in the coffee production context. The first study investigated the mechanisms of family influence on the formation of human capital and social capital. Human capital comprises the formal education and the experience inherited from family. The investigations on social capital focused the number of family ties and the relationship duration with the coffe buyer. The second study applied Probit, Tobit and Cox Models to estimate the probability of switching strategies in a 135 farmers sample. The third study introduced the governance decision in the investigation of strategy choice; to accomplish this objective, it was applied a Switching regression model to control for endogenous effects on governance and strategy decisions, in a 255 observations sample. The results indicated that entrepreneurs invest on education to better evaluate scenarios and take entrepreneurial action. Although previous studies had indicated a positive effect of experience inherited from family, the research findings suggested contingent effects. The experience inherited from family contributed to inertia in firm strategies. However, in interaction with social capital, the experience positively contributed to adoption of new strategies. Another important effect was that experience inherited from family enhanced the performance of differentiation strategy. The family social capital largely contributes to predict the entrepreneurial action. Specifically, the number of social connections enhanced the probability to switch strategy when exist contracts, moreover, suggested that socially connected people take advantages of cooperation to establish contracts, to refine its terms and to promote its stability. Enduring relationships supported the emergence of trust among agents, which enabled the decision to make specific investments even in the absence of protection arrangements. This research proposes an analytical model that evaluates human capital and social capital to predict entrepreneurial action and strategy choice. Furthermore, it proposes an analytical model to evaluate the positive family effects on business, which establishes the importance of education endowments and the transmission of social capital to future generations. This is the first research to theoretically debate and empirically test human capital and social capital arguments based on an integrated overview of family business, entrepreneurship and strategic management theory.

Esta dissertação estuda os processos de formação e produção de bairros exclusivos para a população de alta renda, que se concentram no setor sul de Bauru-SP. O recorte espacial é definido pelos cinco loteamentos Jardins Estoril, com área aproximada de 110 hectares, de propriedade de uma única família. A aprovação do primeiro loteamento estritamente residencial unifamiliar, o Jardim Estoril 1, em 1957, e a implantação do último, o Residencial Jardim Estoril 5, em 2008, definem o recorte temporal. Através da análise da inserção da família Martha em Bauru, da atuação de suas empresas no mercado imobiliário, dos processos de aprovação, implantação e comercialização dos loteamentos e dos investimentos públicos no setor sul, mostra-se como a concepção de loteamento estritamente residencial unifamiliar se mantém, ao mesmo tempo em que se adéqua às demandas do setor imobiliário, ao longo de cinquenta anos. / This essay studies the formation and produce of exclusive neighborhoods to highincome population that is concentraded in the southern sector of Bauru-SP. The spacial area is defined by the five allotments Estoril yard, with an area of 110 hectares approximately, owned by a single family. The approval of the first strictly single-family residential allotment, the Estoril 1 yard, in 1957, and the implantation of the last one, the Residential Estoril 5 yard, in 2008, set the temporal cut. Through the analysis of Marthas family involvement in Bauru, of the approval processes, implantation and marketing of housing developments and public investments in the southern sector, shows itself as the design of strictly single-family residential subdivision remains, at the same time that fits the demands of the real estate sector over fifty years.

Made available in DSpace on 2016-04-29T13:32:15Z (GMT). No. of bitstreams: 1 Adriana Agnes Magalhaes Rodrigues.pdf: 956857 bytes, checksum: 3f7beae0c5e2a084d18d81912001ff61 (MD5) Previous issue date: 2008-11-10 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / The present work consists in a qualitative study on common brazilian workers that, taken by the unemployment circumstances produced by productive restructuration, turned themselves into owners of small family businesses that generate income. It also can be described as a study on how different people build their daily survival, constituting themselves. It is a study which intends to clarify the way these people live and survive, mostly of them ruled by the state of poverty. From a discussion on the knowledge, the present study aimed at identifying the meanings of self-employment in small family businesses that generate income, found in the narratives of the study participants and in the field-theme. By field-theme, comprehending everything that refers to a subject, a debate without limits or boundaries. In this field emerged themes like: self-employment, microcredit, entrepreneurship, family businesses and popular economy, which together built a fruitful field of discussion and construction of knowledge. Oral history was used to include in the debate the knowledge and life experience of the five interviewees, whose narratives were submitted to the method of discourse analysis. The problems that conducted the study concern the possibility of an ecology of knowledge on the understanding of the meanings of family self-employment, analyzing ideological processes presents in the field and possibilities of emancipation. By ecology of knowledge, comprehending a system of knowledge from different origins, not just scientific, which coexist on the construction of a different society, its a term used by Boaventura de Souza Santos. The identification of the meanings of family self-employment by the voices of those present in the field allowed questioning the general notion linked to entrepreneurship. Concluding that the term entrepreneurship is used as a government strategy to keep the status quo and avoid social conflicts, by spreading that the solution for unemployment is to become an entrepreneur. This speech prioritizes the individualism and must be elucidated, so when people choose self-employment, they do it consciously, as a possible life strategy, not deluded by the speech of being your own boss as an opportunity of success / Trata-se de um estudo qualitativo sobre trabalhadores (as) brasileiros (as) comuns que, levados pelo desemprego produzido pelas transformações no mercado de trabalho, transformaram-se em proprietários (as) de pequenos negócios familiares geradores de renda. Pode ser descrito também como um estudo sobre maneiras como diferentes pessoas constroem a sobrevivência diária, constituindo a si mesmos. É um estudo que se propõe a dar visibilidade aos modos de viver e sobreviver dessas pessoas em sua maioria regida pela situação de pobreza. A partir de uma discussão sobre o conhecimento, o presente estudo teve como objetivo a identificação dos sentidos do auto-emprego em pequenos negócios familiares geradores de renda, presentes nas narrativas dos participantes do estudo e no campo-tema. Por campo-tema, compreende-se tudo o que remete a um assunto, um debate sem limites e sem fronteiras. Nesse campo emergiram temas como: auto-emprego, microcrédito, empreendedorismo, empresas familiares e economia popular que juntos construíram um profícuo campo de discussão e construção do conhecimento. Utilizou-se a história oral para fazer presente no debate o conhecimento e a experiência de vida dos cinco participantes entrevistados, cujas narrativas foram submetidas ao método da análise do discurso. A problemática que dirigiu o estudo diz respeito à possibilidade de uma ecologia de saberes na apreensão dos sentidos do auto-emprego em família, analisando processos ideológicos presentes no campo e possibilidades de emancipação. Por ecologia de saberes entende-se um sistema de saberes, de origens diferentes e não apenas científicos que coexistem na busca da construção de uma sociedade diferente, termo utilizado por Boaventura de Souza Santos. A identificação dos sentidos do auto-emprego em família pelas vozes presentes no campo permitiu problematizar a noção geral circulante vinculada ao empreendedorismo. Conclui-se que o termo empreendedorismo é utilizado como uma estratégia de governo no sentido de manter o status quo e evitar o conflito social ao propagar que a solução para o desemprego é se tornar um empreendedor. Esse discurso prioriza o individualismo e deve ser elucidado, de modo que as pessoas ao optarem pelo auto-emprego o façam conscientemente como possibilidade de estratégia de vida e não iludidas pelo discurso do ser seu próprio patrão como oportunidade de sucesso