ABSTRACT In Taiwan, the private sector has played an important role in the development of the contemporary economy. Most of these companies are family-owned and are facing the challenge to transform themselves into professionally run corporate families because of the competition brought forth by the globalization of the world economy. The San-Shing Company has been a leader in the fastener industry and served as a good model of successful transformation from a family-owned company into a corporate family. Our study shows this success can be attributed to the following reasons. First, a family-owned company¡¦ financial crisis serves as a catalyst for transformation. Next, the role of the management team is critical. The team must succeed in securing the financial support while at the time severe the influence of the family owners. It team must also manage to maintain a high level of employee royalty. Finally, a strong support from the banks is necessary to provide not only financial support but also advices to the transformation.

M. Tech. Entrepreneurship / The world is experiencing remarkable social, political, economic and entrepreneurial changes and challenges. Some of these challenges relate to the incorporation of various social cultures to the business culture. Managers, businessmen and entrepreneurs need to reconcile the various cultural dimensions to survive in a highly competitive global market environment. When doing business with people it is important to understand what defines them and most people are defined by their social culture and tradition. Culture is therefore an important aspect in understanding how we all interact in our social and business lives. Culture creates the rules for social interaction that conditions how people will react to others within the business environment and that form of interaction occurs according to rules (norms) and values embedded in our various cultures. The purpose of the study is to investigate the influence of the Ubuntu philosophy and its practice on the functionality of family businesses.

This dissertation examines leadership and leadership development issues in family businesses. The data was collected during late 2003 through qualitative surveys and interviews with family businesses in South Africa. Research findings indicate family business leaders place high importance on selection and development of the next generation leader. The ability and desire ofthe next generation to lead the business is of concern to family business leaders as is the senior generation's ability to let go during transition. Non-family employees are valued as contributors to business success. Gaining the respect of employees is valued as an important aspect of next generation leadership development. Leadership development across generations in family businesses also occurs by the example and values of previous generations. Leadership development involves entering the business at a young age, learning to work hard, acquiring formal education, gaining independent work experience, and engaging in continuing education. Family business leadership needs for education and research include working with family and business dynamics, education in functional business areas, models for effective leadership transitions, forums for peer interaction, and tools for dealing with ownership and estate transitions. Stories told and retold in family businesses reflect sacrifice, fmancial and legal crisis, and disasters. The leadership lessons of theses stories center on hard work, persistence, vision and values, and recognition that the family business is about more than money. Conclusions include that leadership development in family businesses occurs through a synthesis of example from previous generation(s), work experience, and the process of earning employee respect. Recommendations are made for future research on (a) the role of example in family business leadership development, and (b) how stories play a role in passing on values to succeeding generations in family business. / Thesis (MBA)-University of Natal, Durban, 2003.

In summary, the original contribution to knowledge of this research-based thesis lies in the fact that, as far as can be determined from published sources, this is the first exploration into an area of complex cultural behaviour and family business enterprise, notably within the Singapore context and Chinese women managers. / The purpose of this study was to provide an exploratory study on the possible influence of the Chinese culture on Chinese women managers who are managing their family owned businesses in Singapore, to make a contribution to the research literature in the area of research design and to generate suggestions for future research. / There was only limited research literature published in this area. A review of this limited literature on the Chinese culture and Chinese women managers failed to provide a clear perspective on the use of any specific method to determine the cultural influence on Chinese women managers. Moreover, most of this available literature was not written by a Chinese Singaporean for the Chinese women in Singapore, whereby the proper contextual interpretations may be necessary to form a more complete understanding of the possible issues facing these women managers. / Since culture is not easily quantifiable and can be altered by the exposure to external factors, the research was designed to explore only a portion of the Chinese women managers in Singapore using a list of questions. By limiting the research to lower educated Chinese women with only one business outlet in Singapore, the researcher has intentions to keep the research participants in one homogenous group as much as possible. It is probable that the other categories of Chinese women managers such as the higher educated or those with multiple business outlets may exhibit similar behavioural patterns as those of the targeted group for this research. However, there is a risk that the behavioural pattern of this other group may be dissimilar and their inclusion may skew and distort the research findings. / A preliminary survey was carried out on a group of research participants using a questionnaire. The questionnaire was derived in order to ensure a uniform interview process for each research participant. The sample size was kept small based on a sampling technique known as purposeful sampling. The 'negotiated outcome' method was used, whereby the findings from the interviews were shared with the research participant in order to obtain their concurrence and to correct any error in the interpretation of the data. The information from this initial survey was analysed in order to identify commonalities and a second questionnaire was constructed based on the findings from the initial survey. / The second survey, or verification study, was carried out in a series of interviews on another set of research participants. Again, the purposeful sampling method was used to keep the sample size small and, thus, to keep the data manageable. The data from the verification survey was summarised and analysed. From the analysis, it was found that there were at least two aspects of the Chinese culture that was found to have an influence on the Chinese women managers. These two aspects are a) Greener Pastures for their Children and b) Lower Education Expectations. / In the first case, it was found that most of the Chinese women managers did not have any intention to hand over their business to their children, citing a common reason, that is the expectation that their children will fare better if they were to seek their career elsewhere instead of staying within the family business and perpetuating it. It was argued that the primary reason for this behaviour was that the Chinese women managers had earlier set low targets for their businesses and is subsequently discouraging their children from taking over the business out of motherly concern. / If the Chinese women managers have set lower business goals for themselves, and then expecting their children to pursue their career elsewhere because of this, it will mean there was no plan to maximize the business in the first place. And, if there was no plan or desire to maximize the business, then the ability of the business to achieve its full potential will not be possible. / The second finding was that many of these Chinese women managers had lower education expectations of themselves compared to their male siblings. This was likely to be an old cultural artifact that the Chinese women have failed to discard from the end of the Han dynasty. But by keeping to this mindset, the Chinese women are limiting themselves from attaining the highest academic achievements, and as a result they are being limited from experiencing their full potential. / This belief and practice is still observed in Singapore in this day and age. It this is allowed to propagate, future generations of Chinese Singapore women may be brought up with similar mindsets. This will have long term and far reaching impacts on the economy of the nation because a portion of the female population would not have been given the opportunity to pursue their academic qualifications to the maximum. / It is important, therefore, that the findings of this research be made known to the Chinese women in Singapore so as to create an awareness of this part of the Chinese culture that is silently propagated. This awareness will create a consciousness that, if proper assistance is provided, enable the present generation of Chinese Singaporean to nurture their children differently in order to avoid propagating such mindsets. / Thesis (PhDBusinessandManagement)--University of South Australia, 2005

Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2004.

In summary, the original contribution to knowledge of this research-based thesis lies in the fact that, as far as can be determined from published sources, this is the first exploration into an area of complex cultural behaviour and family business enterprise, notably within the Singapore context and Chinese women managers. / The purpose of this study was to provide an exploratory study on the possible influence of the Chinese culture on Chinese women managers who are managing their family owned businesses in Singapore, to make a contribution to the research literature in the area of research design and to generate suggestions for future research. / There was only limited research literature published in this area. A review of this limited literature on the Chinese culture and Chinese women managers failed to provide a clear perspective on the use of any specific method to determine the cultural influence on Chinese women managers. Moreover, most of this available literature was not written by a Chinese Singaporean for the Chinese women in Singapore, whereby the proper contextual interpretations may be necessary to form a more complete understanding of the possible issues facing these women managers. / Since culture is not easily quantifiable and can be altered by the exposure to external factors, the research was designed to explore only a portion of the Chinese women managers in Singapore using a list of questions. By limiting the research to lower educated Chinese women with only one business outlet in Singapore, the researcher has intentions to keep the research participants in one homogenous group as much as possible. It is probable that the other categories of Chinese women managers such as the higher educated or those with multiple business outlets may exhibit similar behavioural patterns as those of the targeted group for this research. However, there is a risk that the behavioural pattern of this other group may be dissimilar and their inclusion may skew and distort the research findings. / A preliminary survey was carried out on a group of research participants using a questionnaire. The questionnaire was derived in order to ensure a uniform interview process for each research participant. The sample size was kept small based on a sampling technique known as purposeful sampling. The 'negotiated outcome' method was used, whereby the findings from the interviews were shared with the research participant in order to obtain their concurrence and to correct any error in the interpretation of the data. The information from this initial survey was analysed in order to identify commonalities and a second questionnaire was constructed based on the findings from the initial survey. / The second survey, or verification study, was carried out in a series of interviews on another set of research participants. Again, the purposeful sampling method was used to keep the sample size small and, thus, to keep the data manageable. The data from the verification survey was summarised and analysed. From the analysis, it was found that there were at least two aspects of the Chinese culture that was found to have an influence on the Chinese women managers. These two aspects are a) Greener Pastures for their Children and b) Lower Education Expectations. / In the first case, it was found that most of the Chinese women managers did not have any intention to hand over their business to their children, citing a common reason, that is the expectation that their children will fare better if they were to seek their career elsewhere instead of staying within the family business and perpetuating it. It was argued that the primary reason for this behaviour was that the Chinese women managers had earlier set low targets for their businesses and is subsequently discouraging their children from taking over the business out of motherly concern. / If the Chinese women managers have set lower business goals for themselves, and then expecting their children to pursue their career elsewhere because of this, it will mean there was no plan to maximize the business in the first place. And, if there was no plan or desire to maximize the business, then the ability of the business to achieve its full potential will not be possible. / The second finding was that many of these Chinese women managers had lower education expectations of themselves compared to their male siblings. This was likely to be an old cultural artifact that the Chinese women have failed to discard from the end of the Han dynasty. But by keeping to this mindset, the Chinese women are limiting themselves from attaining the highest academic achievements, and as a result they are being limited from experiencing their full potential. / This belief and practice is still observed in Singapore in this day and age. It this is allowed to propagate, future generations of Chinese Singapore women may be brought up with similar mindsets. This will have long term and far reaching impacts on the economy of the nation because a portion of the female population would not have been given the opportunity to pursue their academic qualifications to the maximum. / It is important, therefore, that the findings of this research be made known to the Chinese women in Singapore so as to create an awareness of this part of the Chinese culture that is silently propagated. This awareness will create a consciousness that, if proper assistance is provided, enable the present generation of Chinese Singaporean to nurture their children differently in order to avoid propagating such mindsets. / Thesis (PhDBusinessandManagement)--University of South Australia, 2005

The spirit of this thesis is essentially written as a narrative; a story in which a perceived imperative to change the thinking and behaviour of a tradition-bound Chinese business (a unique multiple owned family food business) becomes a vision that leads to the design and implementation of a change management strategy that relies on workplace learning as the driver.

In summary, the original contribution to knowledge of this research-based thesis lies in the fact that, as far as can be determined from published sources, this is the first exploration into an area of complex cultural behaviour and family business enterprise, notably within the Singapore context and Chinese women managers. / The purpose of this study was to provide an exploratory study on the possible influence of the Chinese culture on Chinese women managers who are managing their family owned businesses in Singapore, to make a contribution to the research literature in the area of research design and to generate suggestions for future research. / There was only limited research literature published in this area. A review of this limited literature on the Chinese culture and Chinese women managers failed to provide a clear perspective on the use of any specific method to determine the cultural influence on Chinese women managers. Moreover, most of this available literature was not written by a Chinese Singaporean for the Chinese women in Singapore, whereby the proper contextual interpretations may be necessary to form a more complete understanding of the possible issues facing these women managers. / Since culture is not easily quantifiable and can be altered by the exposure to external factors, the research was designed to explore only a portion of the Chinese women managers in Singapore using a list of questions. By limiting the research to lower educated Chinese women with only one business outlet in Singapore, the researcher has intentions to keep the research participants in one homogenous group as much as possible. It is probable that the other categories of Chinese women managers such as the higher educated or those with multiple business outlets may exhibit similar behavioural patterns as those of the targeted group for this research. However, there is a risk that the behavioural pattern of this other group may be dissimilar and their inclusion may skew and distort the research findings. / A preliminary survey was carried out on a group of research participants using a questionnaire. The questionnaire was derived in order to ensure a uniform interview process for each research participant. The sample size was kept small based on a sampling technique known as purposeful sampling. The 'negotiated outcome' method was used, whereby the findings from the interviews were shared with the research participant in order to obtain their concurrence and to correct any error in the interpretation of the data. The information from this initial survey was analysed in order to identify commonalities and a second questionnaire was constructed based on the findings from the initial survey. / The second survey, or verification study, was carried out in a series of interviews on another set of research participants. Again, the purposeful sampling method was used to keep the sample size small and, thus, to keep the data manageable. The data from the verification survey was summarised and analysed. From the analysis, it was found that there were at least two aspects of the Chinese culture that was found to have an influence on the Chinese women managers. These two aspects are a) Greener Pastures for their Children and b) Lower Education Expectations. / In the first case, it was found that most of the Chinese women managers did not have any intention to hand over their business to their children, citing a common reason, that is the expectation that their children will fare better if they were to seek their career elsewhere instead of staying within the family business and perpetuating it. It was argued that the primary reason for this behaviour was that the Chinese women managers had earlier set low targets for their businesses and is subsequently discouraging their children from taking over the business out of motherly concern. / If the Chinese women managers have set lower business goals for themselves, and then expecting their children to pursue their career elsewhere because of this, it will mean there was no plan to maximize the business in the first place. And, if there was no plan or desire to maximize the business, then the ability of the business to achieve its full potential will not be possible. / The second finding was that many of these Chinese women managers had lower education expectations of themselves compared to their male siblings. This was likely to be an old cultural artifact that the Chinese women have failed to discard from the end of the Han dynasty. But by keeping to this mindset, the Chinese women are limiting themselves from attaining the highest academic achievements, and as a result they are being limited from experiencing their full potential. / This belief and practice is still observed in Singapore in this day and age. It this is allowed to propagate, future generations of Chinese Singapore women may be brought up with similar mindsets. This will have long term and far reaching impacts on the economy of the nation because a portion of the female population would not have been given the opportunity to pursue their academic qualifications to the maximum. / It is important, therefore, that the findings of this research be made known to the Chinese women in Singapore so as to create an awareness of this part of the Chinese culture that is silently propagated. This awareness will create a consciousness that, if proper assistance is provided, enable the present generation of Chinese Singaporean to nurture their children differently in order to avoid propagating such mindsets. / Thesis (PhDBusinessandManagement)--University of South Australia, 2005

Thesis (Ed. Spec.)--University of Wisconsin--Stout, 2007. / Field study. Includes bibliographical references.

Thesis (Ph. D.)--University of Missouri-Columbia, 2004. / Typescript. Vita. Includes bibliographical references (leaves 52-55). Also available on the Internet.