Family businesses have been a majority in the stage of world economy, and whose combination of ownership, management and family make relevant management issues even more complex. The significance and complexity of family businesses have incrementally attracted more scholar attention. Literature indicates that only one-thirds of family businesses can be passed on to second generation. Succession, therefore, becomes an important issue in the continuity of family business. This study, in adoption of qualitative approach, aims at exploring how the attitude of founders in the family business towards succession can influence the succession process and how they adjust roles in the business during the succession process, and the importance of successors¡¦ level of interests, abilities and development and the criteria of successor selection. Four case companies were interviewed. The results are as follows: 1). Founders in the family business usually nominate their desired successors, but do not have further succession plan, and moreover, remain their influences or statues in the business as consultants once they retire or transfer leadership. 2). Preferences in male siblings are demonstrated. 3). In terms of training and development, successors rely on on-the-job trainings and founders to pass their connections and relevant industrial knowledge, by that successors are likely to build up their legitimacy and gain trust from stakeholders. 4). Successors¡¦ personal interests that are accommodated by succeeding the business is positive for succession. 5). The value of family in the Chinese context is positive for succession.

Succession plan is a process which a company can identify and develop the employees with caliber to manage business in the future. The intention of this search is to discover the situation of succession plan in our country. Hopefully, through the overall description and through study, this report can be a milestone for the similar research in the future. In this research the research objects are large well-known domestic enterprises. I select one company as a case study from each industry, such as financial industry, high-tech industry, and manufacturing industry. Then I studied and found out their succession plan and how they executed their plan. Discovery from the research: 1. The purposes and the reason they do it: It starts because of the need for high-level executives, not the company¡¦s regular program. 2. The way they executive the plan: ¡]1¡^ The department making plan and executing plans are different. ¡]2¡^ The man which makes the decision is the executive level. ¡]3¡^ Most domestic enterprises do not keep paper file. ¡]4¡^ Mostly keep thing in low profile, or even secretary ¡]5¡^ Big gap between plan budget and plan execution. ¡]6¡^ Mainly focus on internal talent, but still welcome external candidates. 3. Related systems which are concerned. ¡]1¡^ T&D is mainly focused on on-the-job training. ¡]2¡^ Assessment & evaluation plays an important role in succession plan. 4. The difficulty in execution and effectiveness. ¡]1¡^ Communication and common perspective are ones of the difficulties in succession plan. ¡]2¡^ Good talent is hard to get. ¡]3¡^ Talent cultivation and talent pool ate the greatest achievement from this plan. Conclusion: 1. The sensitivity to deal with human emotions is required for succession plan. 2. It is necessary to check internal& external environment to make the changes flexibly. 3. To build up complete pattern.

Uranium deposits associated with Paleoproterozoic successor basins were investigated using structural, petrographic, geochronological and geochemical relationships to understand the character and timing of ore-forming fluids and the structural control on uranium mineralization. The work focused on two successor basins that share similar geological characteristics: the Martin Lake Basin in the Beaverlodge area in Canada, and the El Sherana Basin in the South Alligator River area in Australia. The Beaverlodge area records six temporally distinct stages of U mineralization spatially associated with the Martin Lake successor basin. Early minor stages are hosted in cataclasite and veins at ca. 2.29 Ga and in albitized granite in the Gunnar deposit between ca. 2.3 Ga and 1.9 Ga, which predates the main stage of U mineralization of hydrothermal breccias that formed at ca. 1.85 Ga. Later stages of mineralization are related to minor veins at ca. 1.82 Ga linked to alkaline mafic dikes associated with the Martin Lake Basin and to minor veins at ca. 1.62 Ga corresponding to the timing of unconformity-type U mineralization in the overlying Athabasca Basin. The main breccia-type U mineralizing event that affected all deposits in the Beaverlodge area formed at ca. 1.85 Ma from metamorphic fluids at ca. 330oC linked to metasomatism during regional metamorphism of the Trans-Hudson Orogen. The ore-forming fluids were likely derived from metamorphic remobilization of pre-existing U-rich basement rocks, and ascended upward along deep fracture systems that resulted from brittle reactivation of early ductile shear zones. The main event of U mineralization in the South Alligator River area formed at ca. 1.82 Ma, subsequent to deposition of the El Sherana Group at 1.84-1.83 Ma. The formation of these deposits is related to fluids derived from diagenetic processes in sandstone of the El Sherana Group. Mineralization formed when a 250oC, low latitude, oxidizing, U-bearing basinal brine from diagenetic aquifers in the Coronation sandstone descended downward into the unconformity along fracture systems created by brittle reactivation of the El Sherana-Palette fault system. Uranium deposits associated with successor basins in the Beaverlodge and South Alligator River area are older than those in the U-rich Athabasca and Kombolgie basins. Rocks that host these deposits have been folded, and then exhumed during subsequent tectonic events. These older U deposits can be considered as a potential source for detrital uraninite that fed sediments of the Athabasca and Kombolgie basins and therefore contributed to the inventory of uranium that formed unconformity-related U mineralization in the younger basins. Therefore, the occurrence of older U mineralization associated with successor basins can be considered as positive criterion for exploration of unconformity-related U mineralization in younger Paleoproterozoic basins. / Thesis (Ph.D, Geological Sciences & Geological Engineering) -- Queen's University, 2012-08-13 18:54:41.141

abstract: Human resources have always been the most critical factor in the construction industry, and now, with a historic generation entering the age of retirement, the construction industry needs to place greater effort in preparing for the succession of their most important of human resource, their leaders. A significant body of research has shown that succession planning minimizes the negative effects that come with leadership transition; however, little research has focused specifically on the construction industry. The majority of construction companies are family owned or have small pools of potential successors, which make them more susceptible to the negative impacts that occur with poor planning for succession. The objective of this research focuses on developing a methodology that will assist construction companies plan and prepare for a leadership transition. Data is gathered from case studies of twelve construction companies that have recently experienced leadership succession. The data is analyzed for practices and characteristics that correlate to successful leadership transitions. Through the findings in the literature review and data analysis of the case studies, the research successfully achieves the objective of developing a potential methodology for increasing the effectiveness of succession planning in a construction company. / Dissertation/Thesis / M.S. Construction 2012

Darbą atliko Vilniaus Pedagoginio universiteto Socialinių mokslų fakulteto Sociologijos ir Politologijos katedros Politinės sociologijos magistrantūros studentė Nijolė Milašienė. Darbo tema – jaunimo imlumo gandams ypatumai (VPU studentų atveju). Darbo vadovas – prof.habil.dr. V.Pruskus. Darbo apimtis – 60 psl. Darbo tikslas. Atskleisti jaunimo imlumo gandams ypatumus, įtakos veiksnius bei šio reiškinio suvokimą ir vertinimą. Uždaviniai: pateikti gando kaip socialinio reiškinio fenomeno sampratą ir jo interpretacijas įvairiose socialinėse teorijose; išsiaiškinti gando kilimo priežastis ir jo socialinę paskirtį; išnagrinėti visuomenės imlumą gandams aspektus; aptarti veiksnius skatinančius jaunimo imlumo gandams ypatumus; remiantis tyrimu, nustatyti socialinių, ekonomikos ir filosofijos mokslų specialybės studentų imlumo gandams ypatumus, juos sąlygojančius veiksnius ir jų vertinimą. Hipotezės: tikėtina, kad jaunimas domisi gandais, nes jie skatina ieškotis išsamesnės, tikslesnės informacijos – pasitvirtino; imlumą gandams labiausiai įtakoją šeima ir žiniasklaida – pasitvirtino; ekonominiams gandams imlesni ekonomiką studijuojantys studentai negu socialinius mokslus studijuojantys studentai – nepasitvirtino; politiniams gandams imlesni socialinių mokslų studentai negu filosofijos mokslų studentai – nepasitvirtino; gandai reikalingi, nes skatina oficialius informacijos teikėjus teikti visuomenei iššsamesnę ir visapusiškesnę informaciją – pasitvirtino. Tyrimo objektas. Jaunimo... [toliau žr. visą tekstą] / The work was made by Nijolė Milašienė, Political sociology master‘s degree student of VPU Social sciences faculty Sociology and political sciences department. The subject of the work is youth‘s peculiarities in receptivity for the rumours. The director of the work is prof.hab.dr. V.Pruskus. The largeness of the work is 60 pages. The purpose of the investigation is to ascertain the VPU students’ receptivity for the rumours and the factors that influence it with reference to the investigation. For actualising this purpose there were tasks raised: • to represent the rumour’s as the social phenomenon conception and to discuss the interpretations of rumour in different theories; • to represent the causes of raising rumour and the social destination; • to inspect the aspects of society’s receptivity for the rumours; • to analyse the distribution of rumours among youth (students); to ascertain factors that influence youth’s (students’) receptivity for the rumours and to distinguish types that are current among the youth (students). Hypotheses of the investigation: 1. it is probable that rumours stimulate to look for more comprehensive, precise information – was proved; 2. the receptivity for the rumours influence the most family and mass-media – was proved; 3. students that study economics are more receptive for the economical rumours than students that study social sciences – was not proved; 4. social sciences’ students are more receptive for the political rumours than... [to full text]

Family businesses are the backbone of the German economy and, indeed, of almost all economies in the world. Every year business owners face many challenges, one of which is the succession process. Unfortunately, daughters are often considered or perceived as less suitable or viable choice for the position of a successor, compared to sons. The aim of the master thesis is to identify potential challenges a female successor faces when taking over a family business and whether various strategic and/or structural requirements need to be considered by the daughter within the succession process. Empirical data has been gathered within the methodological framework of the grounded theory. Semi-guided expert interviews have been conducted to gain empirical insights. The results indicate that the challenges each individual successor will experience as most crucial or difficult will always depend on her personal character, on the senior family mem bers’ behaviour during the succession process, and on the company ’s hand-over capability at the outset of the process. Moreover, the strategic and/or structural requirements the successor faces are not as much influenced by gender, as by the up- or out-dated circumstances of the existing strategies and structures of the family business, which will ultimately determine the requirements the daughter has to fulfil. In conclusion, the succession process is very complex and burdened with emotions from the family members. Having a clear road map for the succession that leaves room for improvement in case of unpredictable factors in advance can be essential for the success of the succession. Hiring an external expert as support can be beneficial as well. Additionally, the daughter aspiring to lead her fami ly’s company must be 100 % sure that her life’s vision is compatible with the vision of the family business.

O presente trabalho analisará o tratamento concedido pela Lei 11.101/2005 na disciplina da alienação de estabelecimento no âmbito do processo de recuperação judicial previsão contida no art. 60 da Lei-, especificamente a importância do trespasse como etapa do plano de salvamento da empresa. Para alcançar este fim, primeiro revisamos alguns conceitos chaves, como patrimônio, estabelecimento e sucessão e o regime legal a que estão submetidos no ordenamento brasileiro, bem como similitudes com legislações estrangeiras. Para além de uma interpretação literal, buscamos abordar o tema através de uma perspectiva finalística e suas implicações econômicas, nos valendo da metodologia da Análise Econômica do Direito. A dissertação está fundada na premissa que a crise econômico-financeira da empresa não se restringe à relação devedor-credores, mas repercute fortemente no mercado justificando, por esta razão, uma visão mais abrangente do problema e a busca de soluções que escapam ao regime comum da disciplina de alienação do estabelecimento, especialmente no tocante à sucessão trabalhista e tributária. A dissertação utilizou precedentes judiciais com a finalidade de demonstrar a interpretação corrente do dispositivo pelos tribunais e sua repercussão perante os agentes de mercado. / The present work will examine the treatment accorded by Law 11.101/2005 concerning the discipline of business transfer under the judicial reorganization provision contained in article 60 of the Law- particularly the importance of business transfer as a step in the company´s rescue plan. In order to achieve this, some key concepts are first reviewed, such as estate, business and successor liabilities, and the legal regime to which they are submitted in the Brazilian system, as well as the similarities with foreign legislation. In addition to a literal interpretation, the issue is addressed through a teleological perspective and its economic implications, using the Economic Analysis of Law. This dissertation is based on the premise that financial economic crisis is not confined to the debtor-creditor relationship, but strongly affects the market, justifying a more comprehensive view of the problem and search for solutions that escape the ordinary rules of asset sale, especially with respect to labor and tax succession liabilities. The dissertation includes judicial precedents in order to demonstrate the current interpretation of the provision by the courts and its impact on market players.

O presente trabalho analisará o tratamento concedido pela Lei 11.101/2005 na disciplina da alienação de estabelecimento no âmbito do processo de recuperação judicial previsão contida no art. 60 da Lei-, especificamente a importância do trespasse como etapa do plano de salvamento da empresa. Para alcançar este fim, primeiro revisamos alguns conceitos chaves, como patrimônio, estabelecimento e sucessão e o regime legal a que estão submetidos no ordenamento brasileiro, bem como similitudes com legislações estrangeiras. Para além de uma interpretação literal, buscamos abordar o tema através de uma perspectiva finalística e suas implicações econômicas, nos valendo da metodologia da Análise Econômica do Direito. A dissertação está fundada na premissa que a crise econômico-financeira da empresa não se restringe à relação devedor-credores, mas repercute fortemente no mercado justificando, por esta razão, uma visão mais abrangente do problema e a busca de soluções que escapam ao regime comum da disciplina de alienação do estabelecimento, especialmente no tocante à sucessão trabalhista e tributária. A dissertação utilizou precedentes judiciais com a finalidade de demonstrar a interpretação corrente do dispositivo pelos tribunais e sua repercussão perante os agentes de mercado. / The present work will examine the treatment accorded by Law 11.101/2005 concerning the discipline of business transfer under the judicial reorganization provision contained in article 60 of the Law- particularly the importance of business transfer as a step in the company´s rescue plan. In order to achieve this, some key concepts are first reviewed, such as estate, business and successor liabilities, and the legal regime to which they are submitted in the Brazilian system, as well as the similarities with foreign legislation. In addition to a literal interpretation, the issue is addressed through a teleological perspective and its economic implications, using the Economic Analysis of Law. This dissertation is based on the premise that financial economic crisis is not confined to the debtor-creditor relationship, but strongly affects the market, justifying a more comprehensive view of the problem and search for solutions that escape the ordinary rules of asset sale, especially with respect to labor and tax succession liabilities. The dissertation includes judicial precedents in order to demonstrate the current interpretation of the provision by the courts and its impact on market players.

Made available in DSpace on 2016-04-26T20:20:57Z (GMT). No. of bitstreams: 1 Pedro Henrique Laranjeira Barbosa.pdf: 473669 bytes, checksum: 886efe3190d09f7b71b642b9d46db20e (MD5) Previous issue date: 2012-05-31 / This paper have as it main topic the discussion about succession in asset purchase acquisitions with goodwill. It starts with the presentation of the subject within its economic background. After, it shows the definition of succession under the private law theory and its consequences in the market for corporate control. It appears that under the Brazilian law there are two legal doctrines of the institute. The first is established by the Civil Code, taken here as the general successor doctrine. The second, defined by the provisions of the Bankruptcy law is the special successor doctrine. Finally, the work concludes with a critique of both doctrines / A presente dissertação tem como escopo a discussão da sucessão empresarial na alienação do estabelecimento empresarial. Inicia-se o debate apresentando o assunto em seu contexto econômico. Após, passa-se à análise da definição de sucessão empresarial, com base na teoria geral do direito privado, mostrando-se, logo em seguida, o impacto que tem sobre o mercado de empresas. Verifica-se que no direito positivo brasileiro existe dois regimes jurídicos distintos do instituto. O primeiro tratase daquele estabelecido pelas regras jurídicas do Código Civil, tido neste trabalho como regime geral da sucessão empresarial. Já o segundo, definido pelas disposições da Lei de Recuperação de Empresas e Falência, é o regime especial da sucessão empresarial. Por derradeiro, conclui-se o trabalho com uma crítica a ambos os regimes

O processo de sucessão nas empresas familiares é bastante estudado na administração. Nesse trabalho aborda-se essa questão pela ótica das mulheres sucessoras em empresas consideradas de ramos preponderantemente masculinos, fazendo-se assim uma análise da perspectiva do feminino. Com o objetivo de investigar os elementos que explicam o processo de legitimação das mulheres sucessoras em empresas familiares, assumindo a perspectiva da própria sucessora, dos sucedidos e dos funcionários familiares e não familiares. Por meio de uma pesquisa qualitativa, buscou-se com estudos de casos múltiplos caracterizar as empresas em análise quanto ao ramo de atuação, estrutura e posicionamento no mercado; descrever o processo sucessório de cada empresa estudada; descrever o processo de preparação das mulheres sucessoras para assumirem a direção nas empresas analisadas; identificar os principais desafios, dificuldades e os conflitos vivenciados pelas mulheres sucessoras ao longo de suas trajetórias nas empresas; analisar o processo sucessório e a legitimação das sucessoras na perspectiva dos funcionários e gestores familiares e não familiares. Os resultados do trabalho demonstram que as mulheres sucessoras estão legitimadas nos cargos de direção, embora tenham enfrentando diversos obstáculos tanto no que diz respeito ao processo de sucessão como à barreiras de gênero. As mulheres sucessoras construíram suas carreiras ao longo dos anos, ao lado dos pais sucedidos ou em outras empresas; não tiveram disputas pelo poder com irmãos ou outros parentes do sexo masculino; algumas não foram a primeira opção dos sucedidos, mas a capacidade e profissionalismo superaram a questão de gênero na determinação do sucessor para as empresas aqui estudadas. / The process of succession in family businesses is well studied in administration. In this paper, this issue is approached from the standpoint of women successors in companies considered to be predominantly male, thus making an analysis of the feminine perspective. With the objective of investigating the elements that explain the process of legitimizing successor women in family businesses, assuming the perspective of the sucessor woman herself, succeded and family and non - family employees. Through a qualitative research, it was sought with multiple case studies to characterize the companies in analysis as to the branch of performance, structure and positioning in the market; describe the succession process of each company studied; describe the process of preparing the successor women to take the command in the companies analyzed; identify the main challenges, difficulties and conflicts experienced by women successors throughout their trajectories in the companies; analyze the succession process and the legitimacy of successors women from the perspective of family and non-family employees and managers. The results of the study show that successor women are legitimized in management positions, although they face several obstacles both in terms of succession process and gender barriers. Successor women have built their careers over the years, alongside of their parents or in other companies; They did not have power struggles with siblings or other male relatives; some were not the first choice of successors, but the capacity and professionalism overcame the gender issue in determining the successor for the companies studied here.