Problem: Family firms often comprise of a complex web of relationships between family and non-family managers that are active within the business. Family enterprises are also known for their closed communication and decision-making practices. It often occurs that families do not include non-family managers into important business-related discussions and do not consult their decisions with managers from outside of the family. At the same time, research in the area of family business defines that the relationships between family and non-family managers are highly linked to the success of a business. With these considerations in mind, this study investigates how family and non-family managers communicate in family businesses. Purpose: The purpose of the thesis is to create an understanding of the phenomenon of communication and information-sharing between family and non-family managers in small and medium-sized family firms in Sweden. In particular, we are investigating the distinctive characteristics of communication, the barriers to effective communication, and what business-related information that is not shared between family and non-family managers. Method: This study is conducted qualitatively, utilising multiple case studies. For the collection of empirical data, we conducted twelve semi-structured interviews with both family and non-family managers in three small and medium-sized family companies located in Sweden. Findings: Our findings show that there are multiple distinctive characteristics of communication in family firms. Additionally, we uncovered several groups of barriers that hinder effective communication between family and non-family managers in family companies. Additionally, we found out that there is numerous business-related information that is not shared between family and non-family managers. Contributions: Our findings contribute to the managerial and theoretical understanding of communication and information-sharing between family and non-family managers in family businesses. This thesis is of interest to any individual working in or with family companies, as well as, academics, who investigate the field of family business.

In this thesis we show how and why non-family managers are excluded in family firms. Additionally, we depict the implications of exclusion on an individual as well as a business level. The literature framework that consists of literature from family business and organizational as well as socio-psychological studies lays the foundation for our qualitative empirical research. A method triangulation of semi-structured interviews and vignettes, based on empirical material from seven cases, is applied to understand the exclusion of non-family managers. Our findings suggest that exclusion is prevailing in family firms. Hereby, family members as well as non-family managers can be the ones excluding. We identified six main categories why exclusion of non-family managers happens. Exclusion can be based on the family’s values and norms, exclusive knowledge of a family member, the need of quick decision making, the need of secrecy, the manager’s professional values and norms, as well as the manager’s personal values and norms. Further, exclusion can take place in formal and informal selective arenas, through formal and informal breach of agreements, through structural and cultural hindrances, as well as through differences between enacted and espoused values. Moreover, we reveal several implications exclusion has on an individual and on a business level. The findings contribute to the theoretical and managerial understanding of exclusion in family firms. Thus, increasing the awareness of its existence in family firms. Additionally, we contribute to current research about exclusion in family firms by providing more insights into the complex phenomenon. This thesis is of interest to any individual in a leading position in family firms, as well as academics in the research field of family businesses.

Abstract Problem: Family business is the most common type of enterprise in the world and an elaborative subject to perform research in. However, the linkage between motivation and family business is not common to study, especially form the non-family managers’ perspective. Therefore, this thesis aims to fulfill the missing gap in research concerning motivational factors for non-family managers within a family business. Motivational factors are crucial for individuals in order to perform, although the motivational factors for a non-family manager within a family business is a complex phenomena. Several parameters must be taken into consideration, such as the family businesses characteristics and sources to motivation. Purpose: The purpose of this thesis is to investigate and to reach an understanding for why non-family managers are motivated to work within a family business.   Method: The method used in this thesis is a qualitative research with an abductive reasoning, based on ten interviews with eight different family businesses. The interviews include a variation of family businesses, as well as a variation of respondents, in order to receive a wide overview of how motivation is applied in different type of areas. However, the selection of this thesis interviews is based on that all the organizations are medium to large sized family businesses that have both family members and non-family members within their management team. In addition, all the respondents are non-family members, with a management position, within a family business. Results: The result of this thesis argues that the main reasons for why non-family managers are motivated to work within a family business are: The opportunity to be part of the decision making process and the possibility to influence the future culture within a family business.