To date attention appears to have been mainly concentrated on the development and support of the learning, skill and competence requirements that entrepreneurs and small business owners need to succeed. However, very little attention is placed on the ability of support practitioners to provide the required support. Generally accepted standards with regard to the knowledge, skills and competence requirements for support practitioners seem to be lacking. Support practitioners are also drawn from various education and work experience backgrounds. The lack of industry standards as well as the fact that support practitioners are drawn from various education and work experience backgrounds may be the reason why no clear guidelines exist with regard to the knowledge requirements for support practitioners. In view of the above, the problems that this study is concerned with are the following: <ul> a) To investigate the nature of entrepreneur and small business support; b) To determine what the knowledge criteria for entrepreneur and small business support practitioners should be; and c) To investigate whether support practitioners possess the required knowledge to provide relevant and meaningful support to entrepreneurs and small businesses as suggested by the literature on entrepreneurship.</ul> To obtain a better understanding of the need for this study, a logical framework was developed using the Transcendental Model development methodology. The conceptual model (see Figure 4.2) and theory building process have provided two main benefits:<ul> <li>Firstly, a holistic view of the broader problem environment within which support practitioners function has been provided. </li> <li>Secondly, the focus for the research study and where it fits into the broader problem environment has been established. </li> </ul> The transcendental research methodology was also used to develop a stratified research model (see Figure 4.3) which highlights three phases that the research should move through:<ol> <li>The first phase starts with investigating existing theories and standards relevant to entrepreneur and small business practitioners at the real level. This was done through the exploratory discussions and the literature review. The literature review assisted to determine the knowledge areas that are required by support practitioners.</li> <li>The second phase investigates what knowledge with regard to entrepreneurship, business management and the practice disciplines support practitioners possess at the actual level. This was done through the field research which measured the knowledge that support practitioners actually possess.</li> <li>The third phase investigates whether the required results with regard to the industry objectives of reducing the high failure rates of start-ups and the development of sustainable ventures were obtained at the empirical level. </ol> The study uses the abovementioned approach to obtain the following goals:<ul> <li>firstly, to investigate the knowledge, skills and competence criteria that support practitioners should possess in order to assist entrepreneurs and small businesses to create and develop sustainable ventures that would in turn lead to the decline in start-up failure rates; and</li> <li>secondly, to establish what knowledge, skills and competencies practitioners do possess.</li></ul> The study identified the key measures required to evaluate support practitioner outputs and it also identified that support practitioners lack specific knowledge constructs in all three knowledge areas. It further provides suggestions of how these knowledge gaps can be addressed. As there is a dearth of South African and international research with regard to the knowledge criteria for support practitioners, this study makes a unique contribution to the field in this regard and specifically in the South African small business landscape. / Thesis (PhD (Entrepreneurship))--University of Pretoria, 2008. / Human Resource Management / unrestricted

Work-life balance is a concept that has attracted attention for several years. It is relevant as people attempt to apportion time to different demands they face from both work and life. The multiplicity of demands that individuals have can increase this challenge as people strive to incorporate many more activities into lives. The focus of current literature regarding work-life balance tends to focus on how employees can be provided with opportunities by their organisations for achieving this elusive balance. Research has been conducted into various strategies that organisations have implemented to facilitate their employees’ lifestyle options. Furthermore, studies have examined the role of organisational initiatives and staff retention. However, many of the organisations providing these opportunities for employees have substantial resources, thereby enabling the provision of these initiatives. Previous empirical research has examined work-life balance in depth. However, there are aspects that call for further attention. In particular, the management of this concept within small business requires further research. Australia has a large number of small businesses, which comprise a large proportion of the labour force and contribute significantly the national economy. The broad category of small business includes different business models, and two of these models are the independent and the franchised business. The success of these models has been demonstrated by their rapid growth in the Australian economy. As one of the reasons most commonly cited for entering into a small business is to regain the control over one’s life and work-life balance, the purpose of this research is to investigate work-life balance from the perspective of small business owners. Examination of different research issues considering the perception of work-life balance, the impact of control, of owning a small business, and the choice of business model on work-life balance is undertaken. The research considers how small business owners perceive the concept of work-life balance, and whether it is regarded as important to them. This research seeks to understand how work-life balance is viewed differently for small business owners. The concept of control requires examination to clarify how control and work-life balance relate to each other. Due to the popularity of franchising in the small business sector, a comparison of the concept of work-life balance by both franchised and independent small business owners is warranted...

The paper evaluates the support needs of minority small business owners in Austin, Texas, based on a review of literature on support programs available around the country and primary research on the needs of local entrepreneurs. Research included a focus group with local small business owners served by BiGAUSTIN, a nonprofit business support organization, and a survey of 1900 business owners served by the organization in the past. Information was collected on the demographics and economic characteristics of 159 local firms, as well as on their interest in particular types of business training or support services. Based on survey findings, the paper concludes with recommendations for how Central Texas organizations can augment their programs to better assist small businesses in growth and development. / text

The purpose of this research was to determine the success rate of business plan proposals submitted at selected financial institutions. In the context of this study, selected financial institutions refer to the four main retail banks of South Africa, namely ABSA, First National Bank, Standard Bank and Nedbank. Face-to-face in-depth interviews were conducted with eleven small business owners from each bank, bringing the total of small business owners interviewed to 44. The interviews were guided by a set of closed-ended and open-ended questions eliciting information from small business owners as to how they draft or develop their business plans. Open-ended questions allowed the respondents to express their opinions and assisted the researcher to seek clarification on the reasons or motivations behind the responses. The research found that the business plans submitted to financial institutions were ineffective as they fell short of elements that should be included in a business plan. This finding was based solely on the small businesses sampled. The results indicate that small business owners need to put in more effort to prepare sound business plans. Small business owners need to take greater care and effort to provide financial institutions with what is essentially required when applying for finance. Good record of accomplishment, good credit record, business expertise or skills, and the availability of collateral and risk capital, are all considered by small business owners to be essential in order to obtain finance. Conversely, lack of risk capital, lack of collateral and poor cash flow, are considered to be barriers to obtaining finance. Small business owners need financial institutions to assist them with their skills development. These include mentorship and training services, a tool to create business plans, an enterprise toolkit, and a model for cash flow. Government incentive schemes are unpopular with small businesses, and as a result, small business owners miss other sources of finance. Financial institutions could do more to improve the situation and to increase the accessibility of finance to the SMME sector. Financial institutions continue to place greater reliance on sound or viable business plans. This is understandable owing to the need to assess repayment ability. Small business owners need to be aware of what information financial institutions require when they assess finance applications. Overall, they should be more prepared when applying for finance. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

The purpose of this research was to determine the success rate of business plan proposals submitted at selected financial institutions. In the context of this study, selected financial institutions refer to the four main retail banks of South Africa, namely ABSA, First National Bank, Standard Bank and Nedbank. Face-to-face in-depth interviews were conducted with eleven small business owners from each bank, bringing the total of small business owners interviewed to 44. The interviews were guided by a set of closed-ended and open-ended questions eliciting information from small business owners as to how they draft or develop their business plans. Open-ended questions allowed the respondents to express their opinions and assisted the researcher to seek clarification on the reasons or motivations behind the responses. The research found that the business plans submitted to financial institutions were ineffective as they fell short of elements that should be included in a business plan. This finding was based solely on the small businesses sampled. The results indicate that small business owners need to put in more effort to prepare sound business plans. Small business owners need to take greater care and effort to provide financial institutions with what is essentially required when applying for finance. Good record of accomplishment, good credit record, business expertise or skills, and the availability of collateral and risk capital, are all considered by small business owners to be essential in order to obtain finance. Conversely, lack of risk capital, lack of collateral and poor cash flow, are considered to be barriers to obtaining finance. Small business owners need financial institutions to assist them with their skills development. These include mentorship and training services, a tool to create business plans, an enterprise toolkit, and a model for cash flow. Government incentive schemes are unpopular with small businesses, and as a result, small business owners miss other sources of finance. Financial institutions could do more to improve the situation and to increase the accessibility of finance to the SMME sector. Financial institutions continue to place greater reliance on sound or viable business plans. This is understandable owing to the need to assess repayment ability. Small business owners need to be aware of what information financial institutions require when they assess finance applications. Overall, they should be more prepared when applying for finance. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2009.

In a small, owner-managed, knowledge work firm, assessments were completed on the owners as a method to complete job analysis—surfacing tacit knowledge such as personal characteristics, cognitive style, values and philosophy that contributed to success. Business strategy is often strongly influenced by the tacit knowledge and competencies of the owners, and their unique perspective on the company and marketplace.

This national study was undertaken to learn about the characteristics and demographics of Deaf entrepreneurs and small business owners. Descriptive research methodology was to obtain data from a clearly defined population comprising Deaf entrepreneurs and small business owners. The researcher designed a questionnaire to answer six research questions. Study results were based on nationwide responses from 86 deaf men and women. Implications for career counseling were generated from participant responses and the researcher's extensive career counseling experience with the Deaf population. Data collected from participant responses determined the characteristics and demographics, and provided the basis for developing recommendations for counseling, training, and educational tools that could be used by others with similar career aspirations. Study results showed that the majority of respondents started their business before the age of 35, had been in business for more than 10 years, came from residential and/or mainstream school settings, and had earned at least a Bachelor degree from a vast range of accredited colleges and universities. Most respondents were born deaf to hearing families and used American Sign Language. However, in business the majority used voice and writing with hearing people. The most frequently used communication aids in business were telephone relay services, electronic mail systems, and sign language interpreters. The study sought insight into respondent's career development and identified influential role models and mentors at various career stages. In the early stages of career development family and teachers served as the most influential role models. However, respondent's identified "friends" as the most influential role model when it came to starting their business. Entrepreneurial data revealed that types of businesses varied, with the majority of business owners employing hearing people. Most respondents invested their personal savings to launch their business and conducted business in the private sector. Two frequently reported motivations for going into business were "desire to be their own boss" and "to earn more money." In the start-up phase of their business, most needed more help with marketing, advertising, writing business plans and identifying funding sources. When asked to express, in their own words, their greatest challenge in starting their businesses, frequent responses included "proving to hearing people that a deaf person can run a business" and "communicating with hearing customers." The following summarizes the implications for career counseling. Based on the results of the study it was suggested that Deaf women be given special attention; counselors encourage clients to continue their education beyond high school, and to work before launching their business. Participants in the study suggested that developing strong interests and skills were essential, and that voice was used as a primary communication tool in business. When appropriate, counselors may hold this population as a model to others, demonstrating that deafness alone is not a barrier to career aspirations. An additional technique career counselors may find helpful, is describing the characteristics of the typical Deaf business owner who participated in this study. The typical Deaf business owner who participated in this study was an entrepreneur who raised his/her own money from personal savings, had hearing employees, and conducted business in the private sector with mostly hearing people. / Ph. D.

The Strumpel Behavioral Economic Model (1976) provided the conceptual framework for this study, along with the use of qualitative methodology proposed by McCracken (1988). Qualitative interviews were conducted with nine black small business owners in non-metropolitan central and southwestern Virginia. Analysis of the data revealed a common definition among the respondents. Retirement was viewed as a time when one could no longer work due to physical or mental impairments--not a time of voluntary removal from the workforce. Few formal arrangements had been made to provide for income during the period when these business owners could no longer work, while all had made plans for the disposition of the business upon their deaths. Social and cultural factors might have contributed to these small business owners’ failures to adequately plan for retirement. These factors were expressed in four themes which emerged from the interviews: a definition of retirement, interracial prejudice, intra-racial prejudice, and mentors. Prejudice by both whites and blacks within their communities had a negative effect on business earning. Mentors had an indirect relationship on retirement planning for these respondents. Contrary to the literature on minority small business owners, these respondents discussed the positive influence of mentors on their individual business practices and ethics -- if not retirement planning. The need exists for financial planning educators and practitioners to assist this population in accepting retirement planning as a future goal, in view of their self-definition of retirement. Planning is necessary to ensure accumulation of wealth and a means for that wealth to become retirement. income. By recognizing the definition of retirement as stated by the respondents, financial planning educators have a unique opportunity to educate this population as to the need for retirement planning. Lastly, financial counseling and planning practitioners have a opportunity to enter a truly untapped market for their expertise by serving the black community, in general, and small business owners, in particular. / Master of Science

Despite the high failure rate of African American small businesses in the United States, only 2% of the U.S. Small Business Administration loans in 2016 were awarded to African American business owners. Most small business owners cite lack of access to financial resources as an influential factor that leads to business failure. Grounded in resource-based view theory, the purpose of this multiple case study was to identify strategies African American small business owners in Los Angeles County, California use to obtain financial resources to achieve sustainability for at least 5 years. Data were collected from in-depth interviews with 4 purposively selected African American small business owners and supplemented with a review of internal reports and original business plans that outlined their financing strategy. The data analysis process entailed Yin's 5-step analysis to guide the coding of participants' responses to identify keywords, phrases, and concepts to develop theme clusters. Through thematic analysis, 4 themes emerged to include: financial resources improved business success and stability, internal financing, business mentors and networking to secure financial stability, and overcoming nonfinancial challenges. All participants noted access to financial resources as the most important resource needed for their business to succeed, particularly in the initial phase of launching their businesses. The implications for social change include the potential to enhance African American small business profitability and growth leading to new employment opportunities, improved community amenities, and business mentor programs with youth, which can encourage wealth for the surrounding community of Los Angeles County and local government.

The inability of business owners to hire skilled employees affects the profitability of a small business. Small business owners may attain profitability by understanding the value of military veterans and cultivating strategies for the hiring and recruitment process. The purpose of this qualitative multiple case study was to explore strategies that business owners in Fayetteville, North Carolina used to recruit military veterans as a means to acquire skilled employees to maximize productivity, profitability, and sustainability. The conceptual framework of this study included human capital theory and recruitment theory. The purposive sample consisted of 6 participants who were small business owners. Data from interviews and supporting documents were processed and analyzed using data source triangulation to identify 3 emergent themes. Findings indicated that, for these 6 Fayetteville small business owners, job description and transition workshops, resume review and communication, and accommodations and benefits were key attributes related to the successful recruitment of military veterans as skilled employees. Specifically, streamlined hiring processes, relationship building, and access to resources were predictive of a successful hire. Knowledge barriers regarding hiring processes prevented efficient communication between small business owners and military veterans, but business owners cultivated strategies to help with hiring military veterans. The implications for positive social change include the potential for business owners to capitalize on the skills that military veterans bring to the civilian workforce, which in turn may improve the economy.