The governance field is well studied. However, small family firms do not receive their fair amount of coverage, despite their importance. In this work the field of governance in small family firms is qualitatively explored, using a sample of eight Swedish firms with a total of ten interview partners. Using a Constructivist Grounded Theory, informed by previous literature, we find nine key themes characterizing governance in small family firms: (1) Ownership & Board, (2) Holding Company, (3) Advisor & External Help, (4) Responsibility, (5) Formality, (6) Informality, (7) Conflict, (8) Succession and (9) Discussion & Conversation. Our findings suggest that all small family businesses employ some form of governance, however, this is not always recognized as such in previous literature, showing that corporate governance is too narrowly defined. We also investigate why governance structures are (not) implemented and how this is done. In connection to this, we visualize the factors influencing whether or not a small family firm implements formal governance structures. Additionally, we discuss what actually makes a family firm small. We contribute by investigating governance concepts in another context, namely the one of small family businesses, and seeing to what extent they hold up. The work allows us to conclude that some findings confirm existing theory, while others question it or cannot be found therein at all.

Narcissism refers to persistent feelings of grandiosity, a need for admiration, and a lack of empathy (American Psychiatric Association 2013). The literature has found narcissism to be associated with individuals making decisions for a firm that fulfill their egos rather than maximize firm value. The literature in psychology, however, suggests that when firms face financial distress, narcissism could be a desirable trait in an individual, enabling the CEO to take the necessary risks and make the necessary decisions for the firm to recover. I study the context under which a firm may benefit from a narcissistic CEO. In this study, I use two measures from prior literature (CEO photo prominence in the annual report and a CEO’s use of first-person personal pronouns) to form a combination measure to investigate whether firms in financial distress are more likely to appoint a CEO with more narcissistic traits. I find some evidence to support this hypothesis. I also examine whether the association between narcissism and future firm performance is affected by the economic conditions of a firm and the visibility of the firm. I find results consistent with firm financial distress increasing a narcissistic CEO’s effect on firm performance in low-visibility firms.

In this thesis the positive relationship between firm size and wages is investigated through the application of hierarchy theories. Many different explanations have been proposed for this relationship, but have met only limited success at best. The strongest finding to date is that unobserved ability is a significant factor. The question of interest here is ???why do wages increase as the size firm increases???? Hierarchy theories take a different approach towards the analysis of firms in comparison to the alternate theories which have dominated previous investigations. As a result of their focus on the organisational relationships within a firm???s internal structure, hierarchy theories offer certain insights to the size-wage relationship which to date have been unnoticed. An empirical investigation into the size-wage differential incorporating structural considerations into an augmented wage equation offers strong support for the propositions of hierarchy theories. I find that half of the firm size effect for workers can be explained by controlling for some aspects of management structure, and that span of control has a discontinuous effect on wages. These results are completely consistent with the existing findings on unobserved ability and have the added attraction of providing economic as well as statistical explanatory power.

This thesis describes and analyzes the location and size distribution of artand entertainment establishments and metropolitan regions in the UnitedStates. The included sectors are sound recording, motion picture and video,book and newspaper publishing as well as the live performing arts. Their sizeis analyzed by total employment and brought in context to their respectivemarkets and the rank-size rule. The results are interpreted within the economictraits specific to the art and entertainment industry.The results show that most analyzed sectors are over proportionally concentratedin one location, making it the center for these activities. In addition, thesize distribution in all sectors except sound recording follows Zipfs law to agreat extend. Explanations for this can be found in lock-in mechanisms overtime and classic agglomeration advantages.

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When starting an engineering consulting firm, there are many questions such as, “How do I start a business?”, “How do I handle cash flow?”, “How do I get clients?”, and “How do I market?” among others that need to be answered. Since I am a sole proprietorship engineer, I will first start this paper by constructing a foundation. For a start-up, this foundation is how to get your business started. Then I will explain the business plan. This plan for a business is its structural frame that holds up the company. Finally, I will erect the facade of the business. Just like a building’s façade, marketing strategies are the face of the business and some work well while others fail in their application. At the end, I hope to be able to give a clear understanding of what it takes to start your own engineering consulting firm. / text

In this thesis the positive relationship between firm size and wages is investigated through the application of hierarchy theories. Many different explanations have been proposed for this relationship, but have met only limited success at best. The strongest finding to date is that unobserved ability is a significant factor. The question of interest here is ???why do wages increase as the size firm increases???? Hierarchy theories take a different approach towards the analysis of firms in comparison to the alternate theories which have dominated previous investigations. As a result of their focus on the organisational relationships within a firm???s internal structure, hierarchy theories offer certain insights to the size-wage relationship which to date have been unnoticed. An empirical investigation into the size-wage differential incorporating structural considerations into an augmented wage equation offers strong support for the propositions of hierarchy theories. I find that half of the firm size effect for workers can be explained by controlling for some aspects of management structure, and that span of control has a discontinuous effect on wages. These results are completely consistent with the existing findings on unobserved ability and have the added attraction of providing economic as well as statistical explanatory power.

Thesis (M.S.)--Rochester Institute of Technology, 2008. / Typescript. Includes bibliographical references (leaves 22-25).

Thesis (M.Comp.)--Unitec New Zealand, 2008. / Includes bibliographical references (leaves 69-73).

Thesis (M.A.)--Brigham Young University. Dept. of English, 2005. / Includes bibliographical references (p. 78-83).