Thesis (MTech (Business Administration (Entrepreneurship))--Cape Peninsula University of Technology, 2017. / Family-owned businesses have long played a significant role in the economies of the developed countries and are rapidly becoming an equally dominant force in those of developing countries. Family businesses are also recognised as a potential driver of economic growth and the creation of wealth throughout the world. The significant contribution which family businesses have been making to the South African economy over the last 300 years is made evident by the fact that approximately 80% of businesses in South Africa could be classified as family businesses and the equally compelling fact that they comprised of the order of 60% of the companies which were listed on the (JSE) Johannesburg Stock Exchange during its infancy. The main objective of the study was to determine the drivers of planning for succession in family-owned businesses in the township of Gugulethu in Cape Town in South Africa. The study also undertook to investigate the challenges which family-owned businesses encounter as they endeavour to transfer ownership and control from one generation to the next. The fact that although family-owned businesses contribute significantly to the economy, very often they do not survive a generational transition provides ample justification for undertaking to determine the factors which contribute to successful successions. This research study took the form of a real-time, longitudinal study in which the researcher could experience how the succession process unfolds in the family-owned businesses of the respondents and participants who made up the research sample. The study made use of a mixed methods approach to collect and analyse the data. In the quantitative study, questionnaires were administered to 120 owners and managers of family-owned businesses, while the qualitative data were obtained from in-depth interviews with owners and managers. The quantitative data were analysed using the Statistical Package for the Social Sciences (SPSS) software, while the data which were obtained from the face-to-face interviews were analysed by means of thematic analysis.

Given the predicted increase in the number of family businesses owned and/or managed by siblings (Sibling Partnerships), as well as the lack of understanding and research attention given to such sibling teams, the purpose of this study was to contribute to the more effective functioning of such family businesses in South Africa by identifying the factors that impact on their success. With this purpose in mind, the primary objective was to identify, investigate and empirically test the possible influences of, and relationships between, various factors and the Perceived success of Sibling Partnerships. This study sets out to integrate prior findings and theories on team effectiveness and family relationships, to find support for these theories in the family business literature, and to incorporate these findings into a comprehensive model. The literature study revealed 5 main categories (context, composition, structure, processes, and people) of constructs influencing the Perceived success of sibling teams. Within these 5 main constructs, 13 underlying independent variables were identified and hypothesised to influence measures of effectiveness of sibling teams, namely the dependent variable Perceived success, and the 2 intermediate variables Financial performance and Family harmony. Of the 13 underlying independent variables, 6 were categorised as task-based and 7 as relational-based factors. In addition, hypotheses were formulated for possible relationships between the various task-based constructs (context, composition and structure) and the processes and people constructs. Each construct was clearly defined and then operationalised. Operationalisation was done by using reliable and valid items sourced from tested measuring instruments used in previous studies, as well as several self-generated items based on secondary sources. A structured questionnaire was made available to respondents identified by means of the convenience snowball sampling technique, and the data collected from 371 usable questionnaires was subjected to various statistical analyses. An exploratory factor analysis was conducted, and Cronbach-alpha coefficients were calculated to confirm the validity and reliability of the measuring instrument. The 6 task-based latent variables were confirmed by the exploratory factor analysis. However, all the other latent variables, as originally intended in the theoretical model, could not be confirmed. Instead, 3 dependent variables were identified, namely Financial performance, Growth performance and Satisfaction with work and family relationships, and 6 relational-based constructs, with some changes, did emerge. Structural Equation Modelling (SEM) was the main statistical procedure used to test the significance of the relationships hypothesised between the various independent and dependent variables. Because of sample size restrictions the conceptual model could not be subjected to SEM as a whole; consequently 10 submodels were identified and subjected to further analysis. The following independent variables were identified as influencing the dependent variables in this study: • Internal context • Complementary skills • Leadership • Shared dream • Fairness • Sibling relationship • Non-family members • No other family members (spouses and non-active siblings) In addition, the factors Complementary skills, Leadership, Past parent involvement, No present parent involvement, and No other family members, were identified as significantly influencing the relationship between the siblings involved in the Sibling Partnership. Furthermore, an Analysis of Variance (ANOVA), Multiple Linear Regression analysis and t-tests were undertaken to determine the influence of demographic variables on the dependent variables. How ownership is shared in a family business involving siblings, the shareholding between the siblings themselves, and the nature of leadership between the siblings, has been found to influence the iv dependent variables in the present study. In addition, a Sibling Partnership is likely to perform most effectively when it is composed of a relatively young sibling team that has a small age gap between the members, and business performance will improve as the siblings gain work experience together, and as the number of employees increase. This study has added to the empirical body of family business research by investigating a particularly limited segment of the literature, namely Sibling Partnerships in family businesses. By identifying and developing various models that outline the most significant factors that influence the success of such family business partnerships, this study offers recommendations and suggestions for managing family businesses involving siblings, in such a way as to enrich their family relationships and to improve the financial performance of their businesses.

Thesis (MBA (Business Management))--University of Stellenbosch, 2009. / AFRIKAANSE OPSOMMING: In die navorsingsverslag het ons geleer dat dit belangrik is om kennis te dra van menslike gedrag. As ‘n mens ‘n goeie idee het hoe mense funksioneer en dinge doen, sal dit makliker wees om saam te werk en om mekaar beter te verstaan. Die skrywer het in hoofstuk twee gevind dat konflik ‘n positiewe invloed kan hê op die transformasie van ‘n seun/dogter in ‘n familiebesigheid. In Hoofstuk 2 word die belangrikheid van kommunikasie in enige besigheid, en veral in ‘n familiebesigheid, beklemtoon. Die skrywer het gevind dat daar nie ‘n groot verskil tussen De Villiers (1985) se studie en dié studie is nie. Hier is ‘n paar verskille wat in Hoofstuk 5 uitgelig is. Seuns en vaders weet nie regtig wat die seun se rol in die familiebesigheid is nie. Hierdie probleem kan direk toegeskryf word aan swak kommunikasie. In Hoofstuk 2 kan ons lees hoe belangrik kommunikasie is. Daar is geen strategie hoe die vader die besigheid gaan verlaat nie. Dit is belangrik om so ‘n verlatingsstrategie op papier vas te lê. Die rede vir so ‘n strategie is om ‘n doel te hê om na te streef en om daarna te werk. Dit kan as ‘n plan gesien word om vas te stel wanneer die vader kan aftree en die seun kan begin planne maak vir sy toekoms. Seuns en vaders het verskillende opinies. Marshack (2003) verwys in Hoofstuk 2 dat die jonger generasie deur konflik ‘n merk in die besigheid kan maak, maar dit hang af of hulle met ‘n doeltreffende oplossing vorendag kan kom vir die konflik of die probleem. In Hoofstuk 2 kan meer oor konflik gelees word. Die skrywer van hierdie navorsingsprojek hoop dat die lesers meer duidelikheid sal hê oor die onderwerp en die implikasies in bestuur en mensevehoudings as ‘n seun/dogter die familiebesigheid betree. / ENGLISH ABSTRACT: In this research report we learned how important it is to have an understanding of human behaviour. If one has a good understanding on how people function and operate, it is easier to work with other people and it is easier to understand one another. The writer learned that there is not a big difference between the results of the study done by De Villiers (1985) and this study. There are a few differences that can be found in Chapter 5. Sons and fathers are often confused on what role the son plays in the family business. This problem is usually a direct consequence of bad communication. In Chapter 2 we can read how important good communication is. There is often no exit strategy for the father in the family business. It is important to have an exit strategy on paper. The reason for an exit strategy is to have a goal to work towards. This is just a plan to see when it will be possible for the father to retire, and for the son to make plans for his future. Sons and fathers usually have different opinions. Marshack (2003) says in Chapter 2 that through conflict the younger generation can make a mark in the business if they come up with a proper and different solution. In Chapter 2 you can read more about resolving conflict. The writer hopes that you will have more answers on the implications in management and human relations when a son/daughter enters a family business after studying this research project.

published_or_final_version / Business Administration / Master / Master of Business Administration

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2018-05-07T12:57:04Z No. of bitstreams: 1 Renata de Fátima Fortes Bueno.pdf: 3005279 bytes, checksum: 76b742d91d1490e8e52e003d4111617f (MD5) / Made available in DSpace on 2018-05-07T12:57:04Z (GMT). No. of bitstreams: 1 Renata de Fátima Fortes Bueno.pdf: 3005279 bytes, checksum: 76b742d91d1490e8e52e003d4111617f (MD5) Previous issue date: 2018-03-15 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This research is aimed at understanding the motivations that an heir has for their own career and also understanding how family relations could influence their choices, seeking to analyze the benefits as a tool from the narrative practice: "Professional Tree of life of an Heir”, as a set to express feelings, and complementing traditionally techniques once used in the process of career’s orientation. This qualitative research was accomplished working with eighteen heirs, through semi-structured interview and a genogram. It was complemented with the acceptance documents of six of these eighteen heirs to experience the tool the tree of life. To analyze the results, we proceeded by using techniques of triangulation in order to deepen and enrich the information collected. The relationship between heir and family was understood according to a systemic view taking into account the construction of the heir's personal and professional identity through the process of differentiation as well as family loyalties. The results showed how beliefs, values and family references are fundamentally recognized in the construction of personal skills, professional choices and future projections, taken from the Heir's Professional Tree of Life. They also showed how the differentiation process with the original family and feelings of loyalty had interfered with the professional choices inside the family’s business. These results strengthen our belief that giving voice to an heir is invaluable, as the Heir's Professional Tree of Life also is to this research. (Apoio Capes) / Esta pesquisa teve como objetivo compreender o olhar e as motivações que o herdeiro tem sobre sua própria carreira e como as relações familiares influenciam a sua escolha, buscando analisar os benefícios da utilização da ferramenta advinda da prática narrativa: Árvore da vida profissional do herdeiro, como espaço de expressão dos sentimentos, complementando as técnicas tradicionalmente usadas no processo de orientação de carreira. Tratou-se de uma pesquisa qualitativa realizada com 18 herdeiros, por meio de uma pesquisa semiestruturada, genograma e complementada com o aceite de seis desses 18 herdeiros para vivenciarem a ferramenta da árvore da vida. Para análise dos resultados, procedeu-se a triangulação das técnicas utilizadas visando a um aprofundamento e enriquecimento das informações coletadas. As relações herdeiro–família foram compreendidas de acordo com uma visão sistêmica, levando em consideração sobretudo a construção da identidade pessoal e profissional do herdeiro por meio do processo de diferenciação bem como das lealdades familiares. Os resultados mostraram ainda como as crenças, valores, referências familiares são reconhecidas como fundamentais na construção das competências pessoais, nas escolhas profissionais e projeções para o futuro, oferecidas mais especificamente pela Árvore da vida profissional do herdeiro. Mostraram também o quanto o processo de diferenciação da família de origem e o sentimento de lealdade pesam nas escolhas profissionais em uma família empresária. Tais resultados fortalecem nossa crença da necessidade de dar voz ao herdeiro e de que a Árvore da vida profissional do herdeiro é uma ferramenta valiosa para favorecer essa tarefa. (Apoio Capes)

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management specialising in Entrepreneurship and New Venture Creation Johannesburg, 2016 / Very little information seems to exist on the role of women in South African family owned businesses. Women in family businesses need to be recognized in order to highlight the constraints they may be facing and their contributions to the economy. The purpose of the study is to determine how human and social capital variables can empower women in family businesses to enhance their success or address their challenges. This research study follows a positivistic paradigm and a questionnaire was developed to assess the research objectives. The questionnaire was sent out to a sample of 200 females involved in family owned businesses from South Africa and 150 responses were received. The findings revealed that at lower levels of education, females were the key decision makers for business expenditure, borrowing and investment decisions. With regards to experience inside and outside of the family business, decision making was shared between males and females with the exception of business expenditure decision making at 0-5 years experience inside the family business. Furthermore, decision making was generally shared between males and females for most of the social capital variables, with the exception of using or relying on partnerships where females did not play apparent decision making roles. Practical recommendations from the findings for women in family owned businesses include shifting from operational to more strategic decision making; gaining experience outside of family owned business to strengthen decision making capabilities; which in turn, would empower them to tackle riskier elements of social capital, like relying on partnerships and conducting business on trust. / MT2017

Owners of family businesses in the private sector must be cognizant of nepotism to reduce skilled employee turnover. Guided by Herzberg two-factor theory as the conceptual framework, the purpose of this multiple case study was to explore strategies used by family owned and operated business leaders to minimize nepotistic practices that reduce skilled nonfamily employees' voluntary turnover. The population for this study included 3 family owned and operated funeral establishments in the Midwest region of St. Louis, Missouri. These participants had sustained their family businesses longer than 5 years while minimizing skilled nonfamily employees' voluntary turnover. Data were collected from semistructured face-to-face interviews, the review of proprietary documents, and public information. Data analysis included a 5-step process: compiling the data, disassembling the data into common codes, reassembling the data into themes, interpreting their meaning, and then reporting the themes. Member checking and methodological triangulation increased the trustworthiness of interpretations. Five themes emerged from the data analysis: work environment, effective communication, education and training, promotion opportunities, and policies and procedures. The implications for social change include (a) reducing nepotistic employment practices in family owned and operated businesses; (b) increasing economic growth potential while simultaneously benefiting employees, families, and communities; and (c) decreasing the unemployment rate. Family owned and operated business leaders can use the results of this study to implement change and to motivate and retain their skilled nonfamily employees.

<p>Syftet med denna studie är att jämföra hur förekomsten av resultatmanipulering ser ut i företag med olika ägarstrukturer noterade på de svenska börslistorna under åren 2005-2008. Vi har valt att definiera tre grupper av företag: familjeägda företag, företag ägda av investmentbolag och övriga företag. För att identifiera skillnader i resultatmanipulering väljer vi att jämföra medelvärden på godtyckliga periodiseringar hos de olika företagsgrupperna genom ett oberoende t-test, sedan utförs regressioner för att försöka förklara potentiella skillnader. Studiens resultat visar i likhet med tidigare forskning att förekomsten av resultatmanipulering är lägre i familjeföretag i jämförelse med övriga företag. Vårt resultat tyder även på att det inte existerar någon signifikant skillnad mellan företag ägda av investmentbolag och övriga företag vad gäller förekomsten av resultatmanipulering.</p>

Syftet med denna studie är att jämföra hur förekomsten av resultatmanipulering ser ut i företag med olika ägarstrukturer noterade på de svenska börslistorna under åren 2005-2008. Vi har valt att definiera tre grupper av företag: familjeägda företag, företag ägda av investmentbolag och övriga företag. För att identifiera skillnader i resultatmanipulering väljer vi att jämföra medelvärden på godtyckliga periodiseringar hos de olika företagsgrupperna genom ett oberoende t-test, sedan utförs regressioner för att försöka förklara potentiella skillnader. Studiens resultat visar i likhet med tidigare forskning att förekomsten av resultatmanipulering är lägre i familjeföretag i jämförelse med övriga företag. Vårt resultat tyder även på att det inte existerar någon signifikant skillnad mellan företag ägda av investmentbolag och övriga företag vad gäller förekomsten av resultatmanipulering.

Problembakgrund och problemformulering: Komponentavskrivningar är en del av BFN:s allmänna råd som även kallas K3, vilket blev tvingande från och med år 2014. Vi har i denna komparativa studie behandlat hur familjeägda och kommunala fastighetsbolag tillämpar komponentmetoden, eftersom de kan ha olika skäl till förvaltning. Vi kom därför fram till följande problemformuleringar: Vilka kriterier har familjeägda respektive kommunägda fastighetsbolag vid identifieringen av antal komponenter? Hur förhåller sig dessa fastighetsbolag till begreppet rättvisande bild i samband med valet av antal komponenter? Syfte: Syftet med den här studien är att utveckla en förklaringsmodell för vilka kriterier familjeägda respektive kommunägda fastighetsföretag beaktar vid urskiljning av antal komponenter enligt K3-regelverket. Metod: Studien har ett explorativt syfte eftersom området är outforskat. Studien har genomförts med en triangulering, där vi först gjorde en pilotstudie där vi tog reda på om fastighetsbolagen hade tillräckligt med kunskap för att svara på våra frågor. Därefter gjordes en kvalitativ undersökning med sju besöksintervjuer och en mailintervju. Analys och slutsats: Både familjeägda och kommunala fastighetsföretag beaktade långsiktigheten vid identifieringen av antal komponenter. Fastighetsbolagen har, på grund av den osäkerhet de har upplevt i samband med identifieringen av komponenter, i stor utsträckning följt branschorganisationernas rekommendationer. De kommunägda fastighetsbolagen har i större utsträckning samarbetat med andra fastighetsbolag i samband med indelningen av komponenter. Fastighetsföretagen upplever att den rättvisande bilden kommer att förbättras i framtiden då det skapas ett mer enhetligt tillämpningssätt av komponentmetoden. / Problem background and problem formulation: Component depreciation is part of BFN's general council also called K3, which became mandatory from the year 2014. In this comparative study we focus on how family owned and municipally owned real estate companies apply the component method, as they may have different motives to run their businesses. We therefore came up with the following problem formulations: In the identification of the number of components, what criteria do the family owned and municipally owned real estate companies have? How do these real estate businesses use the concept of true and fair view when selecting the number of components? Purpose: The purpose of this study is to develop a model to explain which criteria family owned and municipally owned real estate companies takes into account when discriminating the number of components according to the K3 regulations. Method: Because the area is unexplored, the study has an exploratory purpose. The study was conducted with a triangulation, where we first did a pilot study to find out if the real estate companies had sufficient knowledge to answer our questions. This was followed by a qualitative study with seven interviews and one mail interview. Analysis and conclusion: Both family owned and municipal owned real estate companies consider the long-term aspects in the identification of number of components. The real estate companies have, because of the uncertainty they have experienced when identifying the components, widely followed the guidelines made by professional organizations. The municipally owned real estate companies have increasingly cooperated with other real estate companies when selecting the number of components. The real estate companies think that the concept of true and fair view will improve in the future as it creates a more uniform method of application of the component method.