Social media is proving to be a critical factor for firms moving towards digital marketing strategies. Substantial economic advantage is gained when companies make use of social media platforms such as Twitter to modernise their businesses and start interactive communication with their target market. Social media can have a great impact on the efficiency and performance of state-owned enterprises, which are often plagued by information irregularities that compromise information disclosure and lower the standards of accountability within the state-owned enterprises. Without social media, customers are often unable to evaluate the product and services that the state-owned enterprise is offering before making an offer. An interpretivist research paradigm was adopted and informed this study which applied a mono qualitative research methodology. Sample elements were selected using non-probability purposive and convenience sampling techniques. Data was gathered through a pre-designed interview guide with open-ended questions from the research site. In addition, the case study research design was used in this study. All interview transcriptions were recorded with the aid of a voice recorder and exported to NVivo 11 for cleaning and coding, resulting in emerging themes. Thematic data analysis was performed on the data sets, allowing a detailed discussion of each theme in line with research objectives. The study established that adopting and using social media was the appropriate strategy for firms. Firms, especially state-owned enterprises, reached a larger audience. In addition, the study established that the quality of content uploaded and shared on social media should be of very high quality to project a positive image of the organisation. Appointing dedicated senior personnel to manage the social media strategy enhanced the effectiveness of social media. The study recommended that further research be conducted on other types of social media to allow organisations a wider selection of choices. The study indicated that employees were compelled to use Twitter; thus, a policy shift in the use of social media required managers to put in place Information Communications Technology and Privacy and Security Policies. In order to educate everyone in the organisation, management had to ensure that its policies did not infringe on human rights.

Most family-owned businesses in Nigeria fail to survive to the second generation, and even more fail to survive to the third generation. The problems with sustainability pose issues for individuals and communities but have not been adequately examined by researchers. The purpose of this multiple case study was to explore the strategies that family business owners use to implement succession planning required for business continuity. Succession planning theory was used as the conceptual framework. The participants for the study included leaders of 4 family businesses in Lagos, Nigeria, who have successfully implemented a succession planning strategy required for business continuity. The data were collected through semistructured face-to-face interviews. To enhance the credibility and trustworthiness of the interpretations, methodological triangulation of the data sources and member checking were used. The process of data analysis included word frequency analysis, coding of related phrases, identification of patterns, and generation of themes around the codes. The results of the data analysis revealed five themes: identifying successor leaders, focusing on leadership development, reinforcing knowledge transfer, enhancing longevity of service, and emphasizing mentor and mentee processes. Providing potential successors with valuable skills in the short term becomes valuable for the family business in the long-term, study results show. The findings may raise owners' awareness about how to implement succession planning. The positive social change implications of business longevity include stable employment opportunities and investments in communities.

Many small businesses fail to survive past 5 years, listing the primary reason given for failure as inadequate business planning strategies. The construction industry provides the building and upkeep of physical infrastructure (buildings and roadways) in developed societies and is a major contributor to the gross domestic product for many nations. In the United States, the construction trades primarily consist of small businesses, with a smaller portion of the sector classified as women-owned. The purpose of this qualitative multiple case study was to explore the business planning strategies that successful women-owned small business (WOSB) construction leaders in New Jersey use for sustainability and growth. Contingency theory and expectancy theory of motivation served as the conceptual framework for this study. The sample was comprised of 3 women small business owners in the construction trade in New Jersey. Data collection included semistructured face-to-face interviews, a review of organization documents, business website review, and field notes. Member checking strengthened creditability and trustworthiness. Based on Rowley's 3-step data analysis plan and a thematic analysis of the data, 5 themes emerged: constant review of goals and plans, communication and teamwork, reliance on expertise, networking, and continuous education. The findings in this study may contribute to social change by providing knowledge for sustainability and growth of women owned businesses (WOBs). By putting the findings to practical use, WOBs could sustain beyond 5 years, which would positively influence society by enhancing the local economy, promoting job development and fostering positive community relations.

Range land is an important resource in Utah's economy. Of 52.7 million acres of land in Utah about 78 percent is used for production of range livestock (14).1 In 1958, cash receipts of range livestock amounted to 62.7 million dollars, or 38.8 percent of Utah's total agricultural cash receipts (19). Of total land within its boundary, the state owns 2,723,157 acres. or 5.17 percent (32). The state legislature has designated the Utah State Land Board as the responsible agency for administering this land to provide income for various state institutions. The people of the state of Utah are required to pay for the operation of common schools and other public institutions. Many of these tax supported institutions are partly financed by interest from permanent school funds. As the cost of operating these institutions is growing each year, it is in the interest of the state that the permanent school funds yield as much revenue as possible. It is important that management of state land be such that the greatest possible revenue from the resource be forthcoming.

No / This paper investigates whether changes in autonomy and embeddedness in host locations by foreign owned subsidiaries are associated with improvements in performance by subsidiaries. The results provide evidence that increasing operational decision-making autonomy is associated with enhanced performance as measured by both subjective and more objective measures of performance. The results on the importance of increasing strategic decision-making autonomy and embeddedness are less clear, with improved performance being detected in some cases, but only for the subjective measure of performance.

This thesis investigates the determinants and consequences for the CEO selection in Chinese family firms. Employing a special hand-collected database from IPO prospectuses of family controlled firms, I identify three sets of determinants for the CEO selection, to be specific, choice between family and non-family CEOs. The first set of determinants is traditional culture, including regional traditional culture and entrepreneurs' traditional ideology. Families affected more by such traditional culture less likely employ non-family CEOs. The second set of determinants is family human capital. Families with greater human capital have lower probability of choosing non-family CEOs. Among all available family human capital, male family members are more crucial for the CEO selection while female family members are irrelevant. Current CEO selection is part of preparation for future family succession, so the second generation members have negative impact on selecting non-family CEOs, and such effect is more pronounced for male second generations and those who already actively involved in business. The third set of determinants is family specialized assets, including family reputation and political connections. To preserve and capitalized such assets, families with more specialized assets tend to employ fewer non-family CEOs. These determinants also have similar impacts on selecting chairmen and directors. Different CEO selection has various consequences on performance. I first find that non-family CEOs are associated with smaller IPO underpricing. For the long-term performance, I use one and two stage regressions to investigate the consequences of different CEO selection. In one stage regression, I find that firms with non-family CEOs have worse performance, measured by Tobin's Q. In two stage regression, I find the estimated CEO selection has no significant impact on performance. These results can be explained from a comparative advantage perspective that if all firms select CEOs following certain patter, no firms will have comparative advantage over others and less conflict between CEO selection and firms' and families' characteristics. I further find that firms making "wrong" decisions against their specific conditions underperform much worse than peers, due to the comparative disadvantage caused by the conflict between non-family CEOs and firms' and families' specific features. / Li, Sifei. / Advisers: Cong Wang; Joseph P. H. Fan. / Source: Dissertation Abstracts International, Volume: 73-07(E), Section: A. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 61-63). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract also in Chinese.

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Despite the increasing significance of Chinese family businesses (CFBs) as an important sector in China??s fast-growing economy, family businesses in China have received little research attention in the literature. The aims of this study are two-fold. First, the study examines the current human resource management (HRM) practices of selected family businesses in the country in areas of recruitment and selection, training and development, performance appraisal, and rewards. Second, it investigates differences in HRM practices of CFBs between the eastern-coastal and inland regions of the country. From a questionnaire survey of 205 CFBs operating in seven cities in two regions, this study has found that CFBs combine their traditional informal, relationship-based HR practices with western-style HR practices. Furthermore, both univariate and multivariate analyses have demonstrated significant regional differences in HRM, thus supporting the argument that a firm??s HR practices are shaped by institutions in which the firm operates. The findings of this study make important contributions to both research and practice. First, the findings have provided further evidence to the applicability of institutional theory to the explanation of HRM practices. Second, the study has also provided some practical implications for HR managers of firms, both domestic and foreign, in China. However, results of this study need to be interpreted with caution because external validity is sacrificed to an extent given its focus on family businesses, a non-probability sampling method and relatively small sample size. In addition, the cross-sectional approach adopted in the study fails to identify changes in HRM over time. Despite the limitations, however, this study has contributed to the body of knowledge by enhancing our understanding of CFBs in China and their HRM that have been under-researched empirically.

In 1993 the Swedish stock exchange opened up for foreign buyers. Since then, more and more Swedish companies have become foreign owned, which in turn means that more and more employees are getting foreign employers. The ongoing globalization process is indicating this trend will continue. The question is if the foreign investor will prioritize development in Sweden or if the research and development departments will be moved out from Sweden. A common effect of foreign acquisitions of Swedish companies has been the move of head offices out from Sweden, which can cause Sweden to lose competences in how to lead a large organization. Moreover, most foreign owned companies are controlled by a foreign company or investor from any of the countries Norway, the USA, United Kingdom or Denmark. The purpose of this study is, from a management perspective, to investigate and discuss if and how a manager’s role and leadership style is influenced by having a foreign owner. As a part of the discussion the study will also examine which impact a foreign owner has on a Swedish subsidiary according to its leader. To accomplish the purpose of the study a qualitative approach has been applied. Telephone interviews of a semi structured character have been conducted with six managers with leading positions within middle-sized and large-sized companies. Foreign owned subsidiaries tend to be managed rather independently from within the parent companies. In general, the subsidiaries have autonomy to a certain degree decided by the frames which have been set up by the parent company. Any larger cultural differences have not been found, which appear to be a result of the subsidiaries’ independency. To summarize, having a foreign owner do not seems to have a direct influence on the managers’ role and leadership style.