Since 1980s, Mainland China had attracted enormous investment from the worldwide. Through three decades developments, the economy of China has dramatic change. However, under the strong attempt of government interference, the conditions of the business environment are worsen and unfavorable for certain industries. The resource based theory view argues that the firm with core resource and competence can have substantial competitive ability and enduring advantages to succeed in the market. From this perspective, we would like to know how the case company is accumulating and cultivating the core resource and competence for it to succeed in the market. Based on our finding of the core resource, this research uses the five force framework for industrial analysis and attempt to have suggestions for future development. This research conducted a case analysis of a Taiwanese SME in Lead-acid battery industry with interviewing with the president and managers of the company. The finding show that the SME has built up the core competence with its competitive strategy management. However, in coping with changing environment and business conditions, this research has suggested the SME Company need to upgrade its product level and customer types. It also suggests building up alliance within the same and different industries in order to form its core competence for the future.

abstract: This study investigates the performance effects of cross-industry mergers and acquisitions (M&A) using a sample of firms listed in China’s Growth Entrepreses Market (GEM). Compared to firms listed in the Shanghai and Shenzhen Stock Exchanges, firms listed in the GEM are much smaller and tend to derive the majority of their revenues from a single industry. I first analyze the motives for firms listed in the GEM to engage in M&As and propose a set of factors that may influence their likelihood of M&A activities. Using data on 55 cross-industry M&As between January 1, 2012 and December 31, 2016, I find that investor generally responded positively in short-term, as indicated by the positive accumulated abonormal returns over the first five trading days following the announcements. Meanwhile, I found no evidence that investors benefited from cross-industry M&As in long-term over three years after the event. Further analysis suggests that the short-term effects of cross-industry M&As by GEM listed firms were influenced by the target firm’s market valuation, whether the M&A was paid by cash, the amount of the payment, and the degree of difference between the acquiring firm’s and the target firm’s industries. These findings have important implications for the investors and senior executives of firms listed in the GEM. / Dissertation/Thesis / Doctoral Dissertation Business Administration 2018

Thesis (MTech (Marketing))--Cape Peninsula University of Technology, 2007 / In South Africa, SME development has been identified by government as a priority in creating jobs to solve high unemployment. SMEs also often battle to survive in a tough and ever changing business world. There is a high failure rate among many SMEs. Some of the reasons for the high rate of failure are that the owner or manager is unfamiliar with established business practices, lack of managerial expertise in business management and lack of finance to fund the business. It is essential that the individuals responsible for the management of the business have the necessary training and expertise to equip them for the successful running of the business. It is therefore crucial that all employees in the SME sector irrespective of the department they work in obtain some degree of training and expertise. These employees also need some knowledge of the financial position of the business. This can only be made possible if all employees have a fair amount of financial knowledge so that decision~making is made easier. The curriculum of the CPUT subject 'Accounting for Marketers' may not meet the requirements of SMEs. It is an advisable that SMEs requirements should be continually measured against the course offering to ensure that the course equips the students with the financial knowledge needed by SMEs. This can be done as CPUT has close ties with these SMEs through co-operative education and intemships. An attempt was made to identify the skills and techniques required by the marketing students pertaining to the SUbject 'Accounting for Marketers' in practice and to comparing the syllabi used in education. This comparison would hopefully lead to a clear understanding of the gaps between education and practice, if any, which will enable the researcher to make recommendations regarding the 'Accounting for Marketers' syllabi. The main purpose of the study was to measure the gap, if any, between the subjects 'Accounting for Marketers' offered at CPUT and the requirements of the SMEs. If indeed a gap exists, the institution can broaden certain aspects of the syllabi, by incorporating case studies on legitimate companies, which will aid the students to stay informed about Accounting in their field of expertise. There will be better integration of theory and practice. A descriptive research method was followed using a census survey research design to present a structured comprehensive questionnaire to the total population of SMEs affiliated with the Department of Cooperative Education and that have participated in the experiential training program. The number of SMEs who completed and returned the questionnaires was 15. This resulted in a response rate of 50 percent which was a fair representation of the entire census. In support of the findings recommendations were made regarding each component that formed part of an accounting syllabus. The results indicated that certain components in the accounting syllabus were rated as very important and others not. Components that were referred to as important but which were not a part of the syllabus will be under scrutiny by the researcher to come to a resolution, where these components will be accommodated in the accounting syllabus for marketing students for 2008.

In the United States, 99.9% of small businesses, which account for two-thirds of new jobs annually, do not participate in the federal set-aside program. Half of all small businesses will not survive their first 5 years. The purpose of this multiple case study was to explore strategies that U.S. small business leaders operating within the greater Colorado Springs metro area used to participate successfully in the federal contracting set-aside program. Von Bertalanffy's systems theory grounded the study. Data collection included semistructured interviews with an intensity purposeful sampling of 3 small business leaders participating successfully in the federal contracting set-aside program while operating within the greater Colorado Springs metropolitan area. Transcription of audio recordings from the interviews ensured data accuracy. Researcher interpretations were member checked to validate the credibility of the findings. Pattern matching and cross-case synthesis techniques facilitated data analysis and helped to identify emergent themes. The 3 themes from the study were (a) strategic management, (b) stakeholder recognition, and (c) value creation. Of these 3 themes, the most prolific was strategic management, as it began with a detailed strategy to target clients, create initiatives, and set priorities. This study may contribute to social change by promoting increased job creation through participation in the set-aside program. Expanded distribution of economic seeding to a broader representation of local communities may contribute to reducing social dependencies for the unemployed and the underemployed in a recovering economy. Small businesses contribute to local jobs, local revenue, and local taxes, all of which drive local economies.

Os estudos sobre gestão de pessoas em pequenas empresas no Brasil mostram-se incipientes, considerando a importância destas organizações para a economia do país. Este trabalho busca analisar a adoção do modelo de gestão de pessoas baseado em competências por organizações que se caracterizem como pequena empresa, identificando benefícios e dificuldades, bem como a percepção dos profissionais que trabalham com gestão de pessoas nestas organizações. Para tanto, optou-se pela abordagem multimétodo. Inicialmente realizou-se a implantação do modelo de gestão por competências em duas organizações, através do método da pesquisa-ação. Posteriormente, analisou-se a percepção dos profissionais que trabalham com gestão de pessoas em pequenas empresas sobre as dinâmicas do conceito de competência como orientador da gestão de pessoas nestas organizações, através de survey. Trata-se gestão por competências como uma inovação radical em modelo de gestão para este tipo de organização, justificando através de revisão teórica tal concepção. Os resultados da pesquisa-ação indicam que a implantação de gestão de pessoas por competências demanda muito dos recursos, já escassos, das pequenas empresas e, portanto, faz-se necessário alto comprometimento da gestão destas empresas, bem como preparação para as mudanças necessárias. Foi possível inferir que as práticas vigentes nas PEs ainda remetem ao modelo de departamento pessoal, como advertido pelos teóricos. Há, todavia, percepção da necessidade de mudança. Os profissionais que responderam à survey, em sua maioria, possuem ensino superior, ocupam cargos de gestão nas PEs e declararam estarem familiarizados com o conceito de gestão de pessoas por competências. Foi possível classificar o conhecimento destes profissionais a respeito do conceito de competência em três níveis, sendo que houve prevalência de profissionais que possuem pouco conhecimento sobre o conceito e pouca presença de desconhecedores. Destaca-se que tanto os benefícios quanto as dificuldades previstas na literatura foram encontrados por meio da intervenção e percebidos pelos respondentes quando da survey. A relação custo-benefício da adoção foi positivamente avaliada em ambas as fases do estudo. Os resultados dos testes das hipóteses levantadas apontam para a intenção de adoção e percepção positiva da viabilidade de adotar o modelo de gestão por competências pelas pequenas empresas / Studies about people management in small companies in Brazil are incipient, considering the importance of these organizations to the economy. The study seeks to analyze the application of the competence-based management model in small enterprises (SEs, identifying the benefits and the difficulties as well as the perception of the professionals that work with people management in these organizations. Therefore, with a multi-method approach, competence-based management models were implemented in two SEs through action research method. Subsequently, the perceptions of the professionals that work with people management in SEs about the dynamics of the concept of competence as the guide for people management in these organizations was analyzed through survey. Competence-based management is understood as a radical innovation in management model for this type of organization, and this concept is justified through theoretical review. It was possible to infer that the practices in SEs still refer to the personnel department model, as advised by theorists. However, there is awareness of the need for change. Professionals who responded to the survey, in most cases, have higher education, occupy management positions and declared to be familiar with the concept of competence-based management. It was possible to classify the knowledge of these professionals in three levels and there was prevalence of professionals who have little knowledge about the concept and low presence of those who have no knowledge. It is noteworthy that both the benefits and the difficulties set out in the literature were found through the intervention and perceived by respondents on the survey. The cost-benefit ratio of the adoption was positively evaluated in both phases of the study. The hypotheses test results point to the intention of adoption and to a positive perception of the feasibility of adoption of the competence-based model by small enterprises.

Submitted by Edileide Reis (leyde-landy@hotmail.com) on 2013-04-10T18:34:48Z No. of bitstreams: 1 José.pdf: 676326 bytes, checksum: 8224c045aca0243b25c7e8d69ac03c15 (MD5) / Approved for entry into archive by Rodrigo Meirelles(rodrigomei@ufba.br) on 2013-04-22T19:38:16Z (GMT) No. of bitstreams: 1 José.pdf: 676326 bytes, checksum: 8224c045aca0243b25c7e8d69ac03c15 (MD5) / Made available in DSpace on 2013-04-22T19:38:16Z (GMT). No. of bitstreams: 1 José.pdf: 676326 bytes, checksum: 8224c045aca0243b25c7e8d69ac03c15 (MD5) Previous issue date: 2010 / As organizações têm considerado a responsabilidade socioambiental como uma importante diretriz para definir as estratégias corporativas, devido aos riscos ambientais das suas atividades. Portanto, adotar práticas de gestão com foco na produção mais limpa e no consumo sustentável, envolvendo todo o processo produtivo e a cadeia de fornecedores, é de suma importância para a sobrevivência dos negócios. Este trabalho teve como objetivo identificar as principais iniciativas de gestão ambiental, os fatores motivadores, as barreiras e dificuldades enfrentadas pelas pequenas e médias empresas para melhorar o desempenho ambiental. Para tanto, realizou-se um estudo de caso do Programa de Qualificação de Fornecedores, coordenado pelo Instituto Euvaldo Lodi (IEL). Uma amostra de empresas envolvidas com o programa foi estudada, bem como a realização da pesquisa bibliográfica a partir de fontes primárias e secundárias. Verificou-se que a conscientização socioambiental, atendimento à legislação e a redução de resíduos são os motivos que mais influenciam as organizações para envolver-se num projeto de implantação de práticas de gestão ambiental. Já a falta de recursos, a percepção dos requisitos normativos como muito burocráticos e a falta de competência da equipe são as maiores barreiras. Dentro do universo pesquisado, as iniciativas ambientais mais utilizadas pelas empresas para melhorar o desempenho ambiental são: Política Ambiental, Programa de Gestão de Resíduos Sólidos (PGRS) e a Avaliação de Impacto Ambiental. Todos os dados analisados no referencial teórico revelaram que a o atendimento aos requisitos do cliente é o principal motivador de pequenas e médias empresas para melhorar o desempenho ambiental, embora esse fator não tenha sido indicado nesta pesquisa como o mais importante. Além disso, a escassez de recursos, não apenas a financeira alegada, mas também a de pessoas são as grandes barreiras a serem superadas. Finalmente, a partir das conclusões obtidas, foram recomendadas alternativas para a implantação da gestão ambiental nas pequenas e médias empresas, além de ações de melhorias para o Programa de Qualificação de Fornecedores. / Salvador

Made available in DSpace on 2016-06-02T19:51:32Z (GMT). No. of bitstreams: 1 DissDCC.pdf: 1564951 bytes, checksum: 46396a40dddeff65ba4d698792070c2c (MD5) Previous issue date: 2007-06-22 / Building actions related to health and safety in small and medium enterprises are not easy tasks, since these enterprises need to deal with poor information, lack of available resources and methodologies developed according to big company characteristics. Based on Case Studies techniques, the present study investigated in four SME not only the way health and safety interventions are carried on, but the reasons why they are conducted that way as well. This investigation made us conclude that lack of available resources, poor information access, the firm culture and management model exert clear influence on the way Heath and Safety actions are conducted. Ergonomics, if conducted in the small firm, will be guided by perception and based on informality, either for changes or measures of the changes. We can conclude that some rules and laws, as well as ergonomic tools, should be developed according to the limitations and needs of the small and medium firms, and so be used to help improve health and safety into them. / Construir ações relacionadas à saúde e segurança nas pequenas e Médias empresas não é tarefa fácil, uma vez que estas empresas precisam lidar com o provimento deficitário de informações, poucos recursos disponíveis e metodologias de ação desenvolvidas de acordo com as características das empresas de grande porte. A partir de estudos de caso, o presente estudo investigou, em quatro PME, a maneira como ações de saúde e segurança são conduzidas, bem como as justificativas para sua forma de condução. A investigação comprovou que aspectos tais como poucos recursos financeiros, pouco acesso à informação, a cultura e o modelo gerencial assumido, exercem grande influência sobre a forma como as ações em SST serão conduzidas, sendo que a Ergonomia, quando houver, será característica pela condução perceptiva e informal das mudanças no local de trabalho. Concluiu-se que algumas normas e leis, assim como ferramentas ergonômicas, deveriam ser desenvolvidas e adaptadas às PME, de forma a facilitar sua utilização e assim promover uma melhora das condições de saúde e segurança nas PMEs, de acordo com suas necessidades e limitações.

Os estudos sobre gestão de pessoas em pequenas empresas no Brasil mostram-se incipientes, considerando a importância destas organizações para a economia do país. Este trabalho busca analisar a adoção do modelo de gestão de pessoas baseado em competências por organizações que se caracterizem como pequena empresa, identificando benefícios e dificuldades, bem como a percepção dos profissionais que trabalham com gestão de pessoas nestas organizações. Para tanto, optou-se pela abordagem multimétodo. Inicialmente realizou-se a implantação do modelo de gestão por competências em duas organizações, através do método da pesquisa-ação. Posteriormente, analisou-se a percepção dos profissionais que trabalham com gestão de pessoas em pequenas empresas sobre as dinâmicas do conceito de competência como orientador da gestão de pessoas nestas organizações, através de survey. Trata-se gestão por competências como uma inovação radical em modelo de gestão para este tipo de organização, justificando através de revisão teórica tal concepção. Os resultados da pesquisa-ação indicam que a implantação de gestão de pessoas por competências demanda muito dos recursos, já escassos, das pequenas empresas e, portanto, faz-se necessário alto comprometimento da gestão destas empresas, bem como preparação para as mudanças necessárias. Foi possível inferir que as práticas vigentes nas PEs ainda remetem ao modelo de departamento pessoal, como advertido pelos teóricos. Há, todavia, percepção da necessidade de mudança. Os profissionais que responderam à survey, em sua maioria, possuem ensino superior, ocupam cargos de gestão nas PEs e declararam estarem familiarizados com o conceito de gestão de pessoas por competências. Foi possível classificar o conhecimento destes profissionais a respeito do conceito de competência em três níveis, sendo que houve prevalência de profissionais que possuem pouco conhecimento sobre o conceito e pouca presença de desconhecedores. Destaca-se que tanto os benefícios quanto as dificuldades previstas na literatura foram encontrados por meio da intervenção e percebidos pelos respondentes quando da survey. A relação custo-benefício da adoção foi positivamente avaliada em ambas as fases do estudo. Os resultados dos testes das hipóteses levantadas apontam para a intenção de adoção e percepção positiva da viabilidade de adotar o modelo de gestão por competências pelas pequenas empresas / Studies about people management in small companies in Brazil are incipient, considering the importance of these organizations to the economy. The study seeks to analyze the application of the competence-based management model in small enterprises (SEs, identifying the benefits and the difficulties as well as the perception of the professionals that work with people management in these organizations. Therefore, with a multi-method approach, competence-based management models were implemented in two SEs through action research method. Subsequently, the perceptions of the professionals that work with people management in SEs about the dynamics of the concept of competence as the guide for people management in these organizations was analyzed through survey. Competence-based management is understood as a radical innovation in management model for this type of organization, and this concept is justified through theoretical review. It was possible to infer that the practices in SEs still refer to the personnel department model, as advised by theorists. However, there is awareness of the need for change. Professionals who responded to the survey, in most cases, have higher education, occupy management positions and declared to be familiar with the concept of competence-based management. It was possible to classify the knowledge of these professionals in three levels and there was prevalence of professionals who have little knowledge about the concept and low presence of those who have no knowledge. It is noteworthy that both the benefits and the difficulties set out in the literature were found through the intervention and perceived by respondents on the survey. The cost-benefit ratio of the adoption was positively evaluated in both phases of the study. The hypotheses test results point to the intention of adoption and to a positive perception of the feasibility of adoption of the competence-based model by small enterprises.

Alternative Geschäftsmodelle wie Software as a Service (SaaS) und Open-Source-Software (OSS) steigern die Attraktivität von Enterprise Resource Planning (ERP) Systemen für Kleine und Mittelständische Unternehmen (KMU). Jedoch stellen die Beratungsleistungen, die für die Konfiguration eines ERP-Systems zur Anpassung an die spezifischen Bedürfnisse eines Unternehmens notwendig sind, eine hohe Einführungshürde dar. Eine Konfigurationsoption, die bei vielen ERP-Systemen eine Rolle spielt, ist die Kategorienkonfiguration. Mit Hilfe einer automatisierten Konfigurationsunterstützung können Geschäftsführer von kleinen Unternehmen die Kategorienkonfiguration selbst durchführen und einen Teil der Einführungskosten einsparen. Im Rahmen der kumulativen Dissertation werden Automatisierungsansätze zur Konfigurationsunterstützung für die ERP-Kategorienkonfiguration generiert und auf das Open-Source ERP-System ERP5 angewandt. Die Automatisierungsansätze basieren auf Ähnlichkeitsberechnungen zu Falldatensätzen von 235 Unternehmen, Kategorien-Konsolidierung durch Umleitungsinformationen in Wikipedia-Artikeln, Templates und Meta-Templates. Die empirische Evaluation in einem Laborexperiment mit 100 Teilnehmern und eine Umfrage bestätigen die Gültigkeit, Nützlichkeit und Effektivität der generierten Ansätze. Die Konfigurationsunterstützung kann durch einen standardisierten Beratungsprozess und die Vermittlung des für eine konkrete ERP-Einführung notwendigen Wissens mittels Massenindividualisierung ergänzt werden. Dieser Ansatz wurde mit und für ERP5 umgesetzt und lässt sich auch auf andere Open-Source-Projekte übertragen.

Small and Medium-sized Enterprises (SMEs) have grown steadily in recent years.  SMEs generate 59.7 % of value-added and 65.5 % of employment in the ‘non-financial business economy’ in Sweden. It's important for the success of SMEs to be ready to provide high product availability to customers at minimal operation costs. The challenges faced by SMEs are tougher in global competition. There is a rapid growth in the industrial revolution to deal with the challenges as well as competition. This work mainly focuses on implementing resource planning (RP) and adapting to the latest technologies of Industry 4.0 into SMEs to face the challenges. But incorporating Industry 4.0 in a major struggle in the SMEs.  The thesis provides a view of Resource Planning implementation. The authors describe the resource planning implementation techniques and define the requirements for its successful implementation. Resource Planning (RP) adoption factors have been studied quite extensively over the years. However, this master thesis tries to investigate the less explored area of resource planning. Relatively a smaller amount of research has been conducted, when it comes to implementation of Industry 4.0 technologies especially in Small and Medium-sized Enterprises (SMEs).  Industry 4.0 provides new paradigms for the industrial management of SMEs. Supported by a growing number of new technologies, this concept appears more flexible and less expensive than traditional enterprise information systems. This paper presents a literature review of existing applied research covering different Industry 4.0 issues about SMEs. Furthermore, the analysis is done to understand the correlation between the identified factors of Industry 4.0 technologies. The research findings indicate that the use of IoT and Cloud computing are major advantages for resource planning in an SME. The results from the analysis are presented in a framework designed for the future adaptation of these technologies. Despite the research limitations, the findings show a high advantage. Finally, the author suggests a future scope of research.